Watch our most recent webinar: Webinar: #MeToo in Healthcare: A Brief Look into the Movement and its Impact in the Healthcare Industry
Loss scenarios
How are disputes handled?
1. Employers internal process
2. U.S. Equal Employment Opportunity Commission, or its state or local equivalent
3. Judicially
4. Alternative Dispute Resolution
In most states an employee must first exhaust administrative remedies prior to filing a civil action under Title VII of the Civil Rights Act. This means the employee must file an EEOC Charge or similar state agency charge.
EEOC Statistics page https://www.eeoc.gov/eeoc/statistics/
In 2016, the EEOC saw over of 91,500 charges filed.
The EEOC was formed in 1965 and today operates on a budget of $364,500 and employees 2,347 staff members.
EEOC Strategic Enforcement Plan FY 2013-2016
Integrated enforcement uses a range of strategies from among the EEOC's tools, including investigations, litigation, federal sector oversight and adjudication, policy development, research, and outreach and education. Based on intensive efforts by a staff work group and Commissioners, and extensive public input, the Commission adopts the following national priorities:
- Eliminating Barriers in Recruitment and Hiring. The EEOC will target class-based recruitment and hiring practices that discriminate against racial, ethnic and religious groups, older workers, women, and people with disabilities.
- Protecting Immigrant, Migrant and Other Vulnerable Workers. The EEOC will target disparate pay, job segregation, harassment, trafficking and discriminatory policies affecting vulnerable workers who may be unaware of their rights under the equal employment laws, or reluctant or unable to exercise them.
- Addressing Emerging and Developing Issues. The EEOC will target emerging issues in equal employment law, including issues associated with significant events, demographic changes, developing theories, new legislation, judicial decisions and administrative interpretations.
- Enforcing Equal Pay Laws. The EEOC will target compensation systems and practices that discriminate based on gender.
- Preserving Access to the Legal System. The EEOC will target policies and practices that discourage or prohibit individuals from exercising their rights under employment discrimination statutes, or that impede the EEOC's investigative or enforcement efforts.
- Preventing Harassment Through Systemic Enforcement and Targeted Outreach. The EEOC will pursue systemic investigations and litigation and conduct a targeted outreach campaign to deter harassment in the workplace.
Employment Practices Liability team
Claims

Claims Manager
Nicholas Kelly
Chicago, IL
+1 312 476 6258
nicholas.kelly
Claims Manager
Rhani Elrahman
Chicago, IL
+1 312 476 6218
rhani.elrahmanUnderwriters

Underwriting Manager
Scott Adams
Chicago, IL, USA
+1 312 476 6271
scott.adams
Underwriter - Healthcare Management Liability
Stavan Israel
Boston, MA, USA
+1 617 239 2609
stavan.israel
Focus Group Leader – Healthcare Management Liability
Jack Sheehan
Boston, MA, USA
+1 617 239 2626
Jack.Sheehan
Underwriter - HML
Nameer Zaheer
Houston, TX
+1 972 419 8030
Nameer.Zaheer
Underwriter - Healthcare Management Liability
Destiny Thomas-Adams
London, UK
+44 207 674 7856
Destiny.Thomas-Adams
Underwriter - Healthcare Management Liability
Candace Egan
Boston, MA

Underwriter – Healthcare Management Liability
Brian Murphy
Chicago, IL
+1 312 476 6273
brian.murphyFocus group leaders

Claims Focus Group Leader - HML
Kerri Duffell
Boston, MA
+1 617 239 2618
kerri.duffellEmployment Practices Liability forms
Brochures
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