COMPENSATION: MODULE III-B INTRODUCTION Producers and CSRs must be compensated for Life production, but how? It seems there are as many ways to structure a compen...

EXCESS-INTEREST WHOLE LIFE: MODULE V-A THE COVERAGE Excess-Interest Whole Life insurance is one of those products that few people know about-or know well. It's k...

HAZARD COMMUNICATION by Bill Grieb OSHA'S Expanded Hazard Communication Standard The Occupational Safety and Health Administration (OSHA) has expanded protection under its hazard ...

Question: The loan officer asked me for a business plan. What should it include? Answer: The lender uses your...

INTERVIEWING: MODULE III-A INTRODUCTION Now that you know where to look and for whom you're looking, it's time to work on the interviewing process. This section...

LIABILITY RISK RETENTION ACT OF 1986 The following is the text of the Products Liability Risk Retention Act of 1981 as amended by the Risk Retention Amendments of 1986, creating the Liability Risk Re...

Once you've decided to sell Life insurance in your agency, using one option or another, you'll need to recruit and/or train the staff necessary to make your operation profitable. And, you'll need to know how to assign responsibilities within the department and how to compensate your people for carrying out those responsibilities. You'll want to know how to properly motivate and supervise those people so that your operation continues to be profitable. That's what this 'Life Personnel' module is all about.

MARKETING PLAN: MODULE II INTRODUCTION You have five basic options regarding the structure of your Life operation. Each offers distinct advantages and drawbacks-d...

REPLACING AN OLD POLICY WITH A NEW ONE PART 2 by Richard Weber The Board of Directors of the American Society of CLU & ChFC has just approved a new educational product, the Rep...

REPLACING AN OLD POLICY WITH A NEW ONE PART 3 by Richard Weber The previous article in this series reviewed the first two sections of the RQ. In this document, Richard Weber ...