This seventh installment of our series discusses the benefits to employers of employment arbitration programs in connection with Employment Practices Liability Insurance (“EPLI”) coverage. Insurance carriers value the benefits of employment arbitration programs because a well-drafted and executed employment arbitration program works to limit risk and costs by, among other benefits, limiting discovery, preventing class and collective actions and eliminating jury trials. This article explores this key advantage of using arbitration agreements to benefit from more comprehensive and protective insurance coverage the provides a safety net for employers who have legal disputes with employees that might otherwise end up in court.
The Seventh Compelling Reason: Benefits Related to EPLI Coverage
EPLI coverage is a critical component for businesses seeking protection against, and predictability for, claims related to employment practices. These claims can include allegations of discrimination, wrongful termination, harassment, and other employment-related issues. EPLI providers favor the implementation of employment arbitration programs because these programs offer several benefits that can lead to more favorable insurance terms and a stronger risk profile for employers.
One of the primary advantages of employment arbitration programs is their ability to reduce loss runs. Loss runs are the history of claims made against an insurance policy. A lower number of claims typically results in more favorable insurance premiums. Arbitration is often perceived as a less cumbersome adjudication process compared to traditional litigation. This perception can lead to fewer claims being filed, as employees may be more inclined to resolve disputes amicably pre-filing rather than pursuing costly and time-consuming litigation.
By reducing the frequency of claims, employers can present a more attractive risk profile to EPLI providers. Insurers are more likely to offer lower premiums to businesses that demonstrate effective risk management strategies, such as arbitration programs, which help mitigate potential losses.
Another significant benefit of arbitration in the eyes of EPLI providers its cost-effectiveness. Traditional litigation can be expensive, with costs escalating due to attorney fees, court expenses, and the time required to resolve disputes. Arbitration, on the other hand, tends to be a more cost-efficient process in the long run, even when the employer (and depending on the retention or deductible amount, the carrier) pays the arbitrator fees. Additionally, arbitration often involves fewer procedural requirements and can be resolved more quickly than court cases.
For employers, this means that disputes can be settled with less financial strain. The reduced costs associated with arbitration not only benefit the employer but also the insurer. By minimizing the financial impact of disputes, both parties can achieve more economical resolutions. This efficiency can lead to lower insurance premiums, as the overall cost of claims is reduced.
Implementing an arbitration program demonstrates a proactive approach to risk management. Employers who adopt such programs signal to insurers that they are committed to resolving disputes efficiently and effectively. This commitment can enhance the employer’s reputation and credibility with EPLI providers.
Moreover, properly drafted arbitration programs can help maintain confidentiality in employment disputes. Unlike court cases, which are public, arbitration proceedings are typically private. This privacy can protect the employer’s reputation and prevent potential damage from publicized disputes.
Arbitration can also foster better relationships between employers and employees. By providing a less adversarial forum for resolving disputes, arbitration can lead to more amicable outcomes. Employees may feel more heard and respected in an arbitration setting, which can improve overall workplace morale and reduce the likelihood of future disputes. This reduction in future disputes is another attractive element of a risk profile for insurers.
In conclusion, employment arbitration programs offer numerous benefits to employers, particularly in connection with Employment Practices Liability Insurance coverage. By reducing loss runs, facilitating economical resolutions, enhancing risk management, and improving employer-employee relations, arbitration programs can lead to lower insurance premiums and a more favorable risk profile. Employers who implement these programs demonstrate a commitment to effective dispute resolution, which is highly valued by EPLI providers.
