Employment Practices Violation means any actual or alleged:
Employment Practices Violation means the following actual or alleged acts whether committed directly or indirectly, intentionally or unintentionally:
Employment Practices Violation means only actual or alleged discrimination, sexual harassment or violation of an individual’s civil rights relating to such discrimination or sexual harassment, whether committed directly, indirectly, intentionally or unintentionally.
Examples of Employment Practices Violation in a sentence
Based upon, arising out of, directly or indirectly related to or in any way involving any Employment Practices Violation Wrongful Act or Third Party Violation Wrongful Act, fact, circumstance or situation which has been the subject of any written notice given before the inception of the Policy Period under any other insurance policy.
Based upon, arising out of, directly or indirectly related to or in any way involving any Employment Practices Violation Wrongful Act or Third Party Violation Wrongful Act, fact, circumstance or situation which has been the subject of any written notice given before the inception of the Policy Period and acknowledged under any other employment practices liability policy.
Employment Practices Violation Wrongful Act when such acts are alleged to be committed against any natural person other than an Employee of the Insured Company.
This policy shall pay the Loss of each and every Insured arising from a Claim made against such Insured for any Employment Practices Violation.
This policy shall pay the Loss of each and every Insured arising from a Claim first made against such Insured during the Policy Period or the Discovery Period (if applicable) and reported to the Insurer pursuant to the terms of this policy for any actual or alleged Employment Practices Violation.
More Definitions of Employment Practices Violation
Employment Practices Violation means any actual or alleged act, error or omission with respect to any employment or prospective employment of any past, present, future or prospective Employee or Director of the Company.
Employment Practices Violation means any actual or alleged:
a. wrongful dismissal, discharge or termination (either actual or constructive) of employment, including breach of an implied contract;
b. sexual or workplace harassment of any kind, including but not limited to “quid pro quo,” bullying or hostile work environment;
c. discrimination (including, but not limited to, discrimination based upon age, gender, race, color, national origin, religion, sexual orientation or preference, pregnancy, disability, genetic information or military status);
d. Retaliation;
e. employment-related misrepresentation(s) to an Employee of the Insured Entity or applicant for employment with the Insured Entity;
f. employment-related libel, slander, humiliation, defamation or invasion of privacy;
g. wrongful failure to employ or promote, wrongful deprivation of a career opportunity with the Insured Entity or wrongful demotion;
h. negligent Employee evaluation, including the giving of negative or defamatory statements in connection with an Employee reference;
i. wrongful discipline;
j. failure to grant tenure; or
k. with respect to any of the foregoing a-j of this definition: negligent hiring, retention, training or supervision; wrongful infliction of emotional distress or mental anguish; failure to provide or enforce adequate or consistent corporate policies and procedures; or violation of an individual’s civil rights;
Employment Practices Violation means any actual or alleged:
(1) wrongful dismissal, discharge or termination, either actual or constructive, of employment (including wrongful dismissal, discharge or termination in breach of an implied contract, or in breach of the implied covenant of good faith and fair dealing or in violation of public policy);
(2) harassment (including but not limited to sexual harassment);
(3) discrimination (including, but not limited to, discrimination based upon age, gender, race, color, national origin, religion, sexual orientation, sexual preference, pregnancy or disability);
(4) employment-related misrepresentation to an Employee of or applicant for employment with an Organization or an Outside Entity;
(5) employment-related libel, slander, humiliation, defamation or invasion of privacy;
(6) wrongful failure to employ or promote;
(7) wrongful deprivation of career opportunity, wrongful demotion or negligent Employee evaluation, including, but not limited to, wrongfully making negative or defamatory statements in connection with an employee reference;
(8) wrongful discipline;
(9) failure to grant tenure; or
(10) with respect to any of the foregoing sub-sections (1) through (9) of this definition: negligent hiring, retention, training or supervision, infliction of emotional distress, failure to provide or enforce adequate or consistent corporate policies and procedures, or violation of an individual’s civil rights, but only if such act, error or omission relates to an Executive of, an Employee of or an applicant for employment with, an Organization or an Outside Entity, whether committed directly, indirectly, and provided that the cause of action stipulated in the Employment Practices Claim does not arise under or derive from infringement of any specific Labor Law, or any stipulation in a group agreement which the Organization or an Outside Entity is subject to.
Employment Practices Violation means any actual or alleged:
a. wrongful dismissal, discharge or termination (either actual or constructive) of employment, including breach of an implied contract;
b. sexual or workplace harassment of any kind (including, but not limited to quid pro quo, bullying or hostile work environment);
c. discrimination, including, but not limited to, discrimination based upon age, gender, race, color, national origin, religion, sexual orientation or preference, pregnancy, disability, genetic information or military status;
d. Retaliation;
e. employment-related misrepresentation(s) to an Employee of the Company or applicant for employment with the Company;
f. employment-related libel, slander, humiliation, defamation or invasion of privacy;
g. wrongful failure to employ or promote, wrongful deprivation of a career opportunity with the Company or wrongful demotion;
h. negligent Employee evaluation, including the giving of negative or defamatory statements in connection with an Employee reference;
i. wrongful discipline;
j. failure to grant tenure; or
k. with respect to any of the foregoing subparagraphs a. through j. of this definition: negligent hiring, retention, training or supervision; wrongful infliction of emotional distress or mental anguish; failure to provide or enforce adequate or consistent corporate policies and procedures; or violation of an individual’s civil rights; but only if the Employment Practices Violation relates to an Employee or applicants for employment with a Company, whether committed directly, indirectly, intentionally or unintentionally.
Employment Practices Violation means any alleged or actual:
a. wrongful dismissal, discharge or termination of employment, including breach of an implied contract;
b. harassment, whether "quid pro quo", hostile work environment, or otherwise;
c. discrimination and statutory violations relating to age, gender, race, color, national origin, religion, sexual orientation, pregnancy, or for violation of the Americans With Disabilities Act;
d. retaliation relating to any Employment Practices Violation;
e. employment-related misrepresentations to an Employee or applicant for employment;
f. employment-related defamation or invasion of privacy;
g. wrongful discipline;
h. wrongful failure to grant tenure;
i. wrongful failure to employ or promote;
j. wrongful deprivation of career opportunity; or
k. failure to provide or enforce adequate or consistent employment policies and procedures relating to any Employment Practices Violation.
Employment Practices Violation means any alleged or actual:
(a) wrongful dismissal, discharge or termination of employment, including breach of an implied contract;
(b) harassment, whether “quid pro quo”, hostile work environment, or otherwise;
(c) discrimination and statutory violations relating to age, gender, race, color, national origin, religion, sexual orientation, pregnancy, or for violation of the Americans With Disabilities Act;
Employment Practices Violation means any actual or alleged wrongful dismissal, discharge or termination of employment, breach of any oral or written employment contract or quasi- employment contract, employment-related misrepresentation, violation of employment discrimination laws ( whether based on race, national origin, religion, sex, age, sexual preference, marital status, disability, medial leave or genetic predisposition),wrongful failure to employ or promote, wrongful discipline, wrongful deprivation of a career opportunity, wrongful failure to grant tenure, negligent evaluation, invasion of privacy, employment- related defamation, or employment-related wrongful infliction of emotional distress, or retaliation for asserting a legal right. Environmental Mismanagement Event means any actual, alleged or threatened discharge, release, escape, seepage, migration or disposal