Why Employment Risks Are So Costly
Employment-related claims rarely start with malicious intent. They usually start with:
- Unclear policies
- Inconsistent enforcement
- Poor documentation
- Overlapping laws misunderstood by management
These gaps create legal exposure even when employers believe they are acting fairly.
What Is Religious Discrimination in the Workplace?
Religious discrimination occurs when an employer fails to reasonably accommodate an employee’s sincerely held religious beliefs — unless doing so causes undue hardship.
Common flashpoints include:
- Dress and grooming policies
- Scheduling conflicts
- Workplace expression or conversations
Good intentions alone don’t protect employers — process does.
How Do FMLA and Workers’ Compensation Overlap?
A work-related injury can trigger both workers’ compensation and Family and Medical Leave Act (FMLA) obligations.
If not coordinated properly:
- Leave may not run concurrently
- Employers may unintentionally grant additional protected leave
- Benefit continuation errors can occur
This is a frequent compliance failure.
Why Sexual Abuse and Molestation Risk Extends Beyond Nonprofits
Organizations serving children, seniors, or vulnerable populations face heightened scrutiny — but so do businesses that:
- Use volunteers
- Rely on third-party contractors
- Provide care, instruction, or supervision
Insurance carriers increasingly require proof of:
- Background checks
- Training programs
- Incident reporting procedures
Coverage without controls is no longer sufficient.
Employment Risk Management: What Actually Reduces Claims
Effective strategies include:
- Clear, regularly updated HR policies
- Consistent documentation of decisions
- Coordinated leave management
- Training that focuses on prevention, not reaction
FAQs – Employment & Compliance Risks
Can a workers’ comp injury also be FMLA leave?
Yes. Many injuries qualify as serious health conditions under FMLA.
Are religious accommodations required at work?
Yes, unless they cause undue hardship to the employer.
Is sexual misconduct insurance enough protection?
No. Insurers expect documented prevention measures.