Statistics show that organizations are more than three times more likely to have an Employment Practice related claim than a claim of any other type, yet we find that churches often overlook this important coverage. Regardless of the size of your staff and whether they are paid employees or volunteers, you have the potential for an Employment/Volunteer Practices lawsuit. Employment Practice Liability Insurance (EPLI) protects the employer against claims of wrongful termination, sexual harassment, discrimination, breach of contract and emotional distress. EPLI coverage can extend to covering claims involving not only employees but also the volunteers who make up the bulk of the church workforce. Churches in particular may choose not to hire someone based on their religious beliefs or extra-curricular activities that are not in line with the church doctrine. While there are laws that generally protect churches in these scenarios, a claim may still have to go to court and be defended before it is dismissed.
Statistics show that organizations are more than three times more likely to have an Employment Practices related claim than a claim of any other type.
Church policies in particular should also contain third party discrimination and harassment coverage. Third party coverage extends the policy to include people other than paid employees and volunteers. These parties could include vendors who service the building or premises, other tenants of the same building, or non-parishioners who ask to use or rent the church facility.