RIT
Human Resources

Procedures for Handling Claims or Lawsuits

Applies To: All Employees

Procedure

  1. Upon first notice of an informal or formal claim or lawsuit, the supervisor must immediately notify the Director Risk Management & Insurance and the appropriate dean, director or Vice President.

    Examples: Contact from an attorney; receipt of Summons & Complaint; or receipt of an employee-based complaint filed with an external agency such as OSHA, EEOC, EPA, NYS Division of Human Rights.

  2. In the case of service of a lawsuit (Summons & Complaint) or other legal document, all originals should be forwarded immediately to the Director Risk Management & Insurance.
  3. You will be informed of the planned course of action by the Director Risk Management & Insurance (or the Assistant Vice President of Human Resources in an employment-based claim).
  4. The Institute will coordinate and be responsible for any investigative or defense costs associated with the claim/lawsuit. If the investigative process finds willful negligence/misconduct, violation of Institute policies, conduct beyond the scope of an employee's authority and/or illegal activity on the part of an employee:
    1. further investigative and defense costs will become that employee's personal responsibility; and
    2. the employee may be required to reimburse the Institute for legal fees already incurred

Coordination of litigation activity and choice of counsel to be paid for by the Institute rests with the Institute's Global Risk Management Services Office and/or Human Resources Department.