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EMPLOYMENT PRACTICES LIABILITY COVERAGE FORM
<br />THE
<br />HARTFORD
<br />by or on behalf of an "employee", an applicant for employment with an "insured entity", or an "independent
<br />contractor".
<br />"Employment practices claim" also means the receipt of a notice of violation, order to show cause, or a written
<br />demand for monetary or injunctive relief that is the result of an audit conducted by the United States Office of
<br />Federal Contract Compliance Programs.
<br />"Employment practices claim" also means a written request to the "insureds" to toll or waive a statute of limitations
<br />regarding a potential "Employment practices claim" as described above. Such "claim" shall be commenced by the
<br />receipt of such request.
<br />However, "employment practices claim" shall not include any labor or grievance proceeding or arbitration that is
<br />subject to a collective bargaining agreement.
<br />L. "Employment practices wrongful act" means:
<br />1. wrongful dismissal, discharge, or termination of employment (including constructive dismissal, discharge, or
<br />termination), wrongful failure or refusal to employ or promote, wrongful discipline or demotion, failure to grant
<br />tenure, negligent employment evaluation, or wrongful deprivation of career opportunity;
<br />2. sexual or other workplace harassment, including bullying in the workplace, quid pro quo and hostile work
<br />environment;
<br />3. employment discrimination, including discrimination based upon age, gender, race, color, creed, marital
<br />status, sexual orientation or preference, gender identity or expression, genetic makeup, or refusal to submit to
<br />genetic makeup testing, pregnancy, disability, HIV or other health status, Vietnam Era Veteran or other
<br />military status, or other protected status established under federal, state, or local law;
<br />4. "Retaliation";
<br />5. breach of any oral, written, or implied employment contract, including, without limitation, any obligation arising
<br />from a personnel manual, employee handbook, or policy statement; or
<br />6. violation of the Family and Medical Leave Act.
<br />"Employment practices wrongful act" also means the following, but only when alleged in addition to or as part of
<br />any "employment practices wrongful act" described above:
<br />a. employment -related wrongful infliction of mental anguish or emotional distress;
<br />b. failure to create, provide for or enforce adequate or consistent employment -related policies and
<br />procedures;
<br />c. negligent retention, supervision, hiring or training;
<br />d. employment -related invasion of privacy, defamation, or misrepresentation; or
<br />e. an "employee data privacy wrongful act".
<br />M. "ERISA" means the Employee Retirement Income Security Act of 1974.
<br />N. "Extradition costs" means reasonable and necessary fees and expenses directly resulting from a "claim" in which
<br />an "insured person" lawfully opposes, challenges, resists or defends against any request for the extradition of
<br />such "insured person" from his or her current country of employ and domicile to any other country for trial or
<br />otherwise to answer any criminal accusation, including the appeal of any order or other grant of extradition of
<br />such "insured person".
<br />O. "Financial insolvency" means the status of an "insured entity" as a result of:
<br />1. the appointment of any conservator, liquidator, receiver, rehabilitator, trustee, or similar official to control,
<br />supervise, manage or liquidate such "insured entity"; or
<br />2. such "insured entity" becoming a "debtor in possession".
<br />P. "Independent contractor" means any natural person working in the capacity of an independent contractor
<br />pursuant to an "independent contractor agreement".
<br />eGF �D
<br />Form SL 55 02 10 18 ��/ 1°x REVIEWED & APPROVED BY.-
<br />© 2018, The Hartford
<br />(May include copyrighted material of Insurance Services Office, Inc., with its 1— WWR r skPjanagementAnalpt
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