EPLI has grown well beyond the Title VII disputes it was built for, and most of what it covers fits the third-party frame. Substantiated harassment does not. When an employee is harmed, the employer absorbs the loss first: disruption, attrition, reputational damage. The policy cannot offset these losses because EPLI has a defensive posture toward the person who reported, and that posture does not change when a report is substantiated. A structure built to defend against the harmed employee cannot respond to the harm, and the result is visible across the line: harassment losses keep growing, and carriers manage them with the tools they have: retentions, sublimits, exclusions, and separate questionnaires.