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... quality problems encompasses everything from complaints by one or two employees to episodes in which entire facilities are shut down and evacuated until the events are investigated and problems corrected. Complaints are often of a subjective, non-specific nature and are associated with periods of occupancy. These symptoms often disappear when the employee leaves the workplace. They include headache, dizziness, nausea, tiredness, lack of concentration, and eye, nose, and throat irritation. In approximately 500 indoor air quality investigations in the last decade, the National Institute for Occupational Safety and Health (NIOSH) found that the primary sources of indoor air quality problems are: inadequate ventilation, 52%; contamination from inside the building, 16%; contamination from outside the building, 10%; microbial contamination, 5%; contamination from building fabric, 4%; and unknown sources, 13% . TYPES OF BUILDING PROBLEMS Employee complaints can be caused by two types of building problems: sick or tight building syndrome and building-related illnesses. Sick Building Syndrome is a condition associated with complaints of discomfort including headache; nausea; dizziness; dermatitis; eye, nose, throat, and respiratory irritation; coughing; difficulty concentrating; sensitivity to odors; muscle pain; and fatigue. The specific causes of the symptoms are often not known but sometimes are attributed to the effects of a combination of substances or individual susceptibility to low concentrations of contaminants. The symptoms are associated with periods of occupancy and often disappear after the worker leaves the worksite. Building-Related Illnesses are those for which there is a clinically defined illness of known etiology. They include infections ...

... Processing CSR does it so the Contact CSR is not taken away from taking care of the clients. PUT IT IN WRITING Each employee's sales goals-whether they be new business development for producers or rounding goals for CSR's-should be specified in their respective job descriptions and performance standards. Each employee should review those goals, revise them appropriately with management, and sign off on them. Of course, management must first provide the automation, training, and markets to facilitate achieving those goals. Performance review time recognizes achievement, not effort. Goals achieved or exceeded means a great raise. Missing goals leads to a poor to medium raise. TRENDS AND HISTORY These are sensible tools to help the sales effort and integrate automation to track the sales process and monitor success. Technology will continue to change, but the underlying fabric of success still relies on naming the goals and getting to them in the straightest line possible. Login or Register (for FREE) to gain access to thousands of other great articles. Need more reasons to join? Need insurance for you, your business or your family? Get quality appointments - Save yourself a whole lot of time & money when you use our directory of carriers, wholesalers and service providers. Negotiate lucrative contracts with carriers and wholesalers. Net result. More revenue for your agency! Clients & Prospects will research you, your co-workers and your agency here. The most comprehensive online insurance industry reference library for - Personal Lines Professionals Commercial Lines Professionals Life/Health & Benefits Professionals Online newsletters and content that you can use for your clients and social media efforts. Ability to ...

... associated with arm and hand injuries. A wide assortment of gloves, hand pads, sleeves and wristlets for protection from these hazards is available. The devices should be selected to fit the specific task. Rubber is considered the best material for insulating gloves and sleeves and must conform to ANSI standards (copies available from ANSI, 1430 Broadway, New York, NY 10018) . TORSO PROTECTION Many hazards can threaten the torso: heat, splashes from hot metals and liquids, impacts, cuts, acids, and radiation. A variety of protective clothing is available: vests, jackets, aprons, coveralls, and full body suits. Fire retardant wool and specially treated cotton clothing items are comfortable, and they adapt well to a variety of workplace temperatures. Other types of protection include leather, rubberized fabrics, and disposable suits. RESPIRATOR PROTECTION Information on the requirements for respirators to control of occupational diseases caused by breathing air contaminated with harmful dusts, fogs, fumes, mists, gases, smokes, sprays, and vapors is available in 29 CFR 1910. 134. Proper selection of respirators should be made according to the guidance of ANSI Practices for Respiratory Protection. Remember! Using personal protective equipment (PPE) requires hazard awareness and training on the part of the user. Employees must be aware that the equipment alone does not eliminate the hazard. If the equipment fails, exposure will occur. For copies of osha standards or clarification, check your phone book under the U.S. Department of Labor listing for the OSHA office nearest you. Important Addresses and Reference Materials U.S. Department of Labor ...

... insurance carriers have faced charges that women were discriminated against in receiving agency appointments or promotions. Settlements of such class actions have run in the millions of dollars. Some Examples St. Mary Honor Center v. Hicks (27) concerned a discharged minority halfway-house employee. He contended that he was a minority who was demoted and discharged, and replaced by a non-minority, which the Court said established a prima facie case of discrimination. The employer gave reasons, which the district court ruled false. However, the lower court also found there was insufficient evidence to show the real reason was discrimination. The U.S. Supreme Court upheld the lower Court's decision-but also said that a prima facie case by the employee, coupled with disbelief of the reasons given by the employer (particularly if they seemed to be fabrications), could in certain situations be sufficient to prove a cause of action for discrimination, but this circumstance did not compel a judgment for the plaintiff. Another example of how a dismissal can lead to a discrimination judgment can be found in Harris v. Hughes Aircraft (28) . The plaintiff was a minority accountant. In 1987, his supervisor began to downgrade his performance and also instructed him not to participate in outside minority groups or list them in his self-evaluations. Evidence showed that he had been repeatedly passed over for promotion, while white workers with less experience moved up. He was laid off in 1989, despite evidence that his department's work had increased. He received an award of $140,000 in compensatory damages and $975,000 in punitive damages. In the ...

... within 35 feet of inside bucket elevators, (2 ) floors of enclosed areas containing grinding equipment, (3 ) floors of enclosed areas containing grain dryers located inside the facility. Specifies for grain elevators an action level' of 1/8 inch grain dust- when dust reaches this level, it must be removed; offers the alternative of such measures as wetting down the grain dust or adding oil additives to the grain stream if these measures provide equivalent protection' to the action level. Permits use of compressed air to remove dust only when all ignition sources in the area are shut down, removed, or controlled; addresses cleanup for grain spills separately from dust. GRATE OPENINGS-Specifies widths for grate openings for receiving pits no wider than 2 1/2 inches. FILTERS-Requires within one year existing fabric dust filters be equipped with monitors to indicate a pressure drop across the surface of the filter; mandates filter collectors installed after effective date to be located: (1 ) outside the facility or (2 ) in an area inside the facility protected by an explosion suppression system or (3 ) in an area inside separated by a firewall adjacent to an exterior wall and vented to the outside. PREVENTIVE MAINTENANCE-Calls for regularly scheduled inspections of mechanical and safety control equipment associated with dryers, grain stream processing equipment, and dust collection equipment including filter collectors and bucket elevators; requires lubrication-and other appropriate preventive maintenance-in accordance with manufacturers' recommendations, or as determined necessary by prior operating records. Specifies prompt repair of malfunctioning dust control systems or removal from service; mandates correction or removal from service for overheated bearings ...

... of the other six. I don't know whether effective leaders are born or made, but too many agency managers with executive titles confuse their authority with the ability to lead. By virtue of their position of authority, managers set the standards for their agencies through their words, deeds, and actions. Those who hypocritically speak of the virtues of honesty, integrity, and fair dealings while behaving otherwise do great damage to their agencies. In addition to setting high standards, effective leaders are the drummers who set the cadence for their agencies' march toward prosperity by proactively seeking ways to improve their agencies' market share, methods of doing business, and profitability. They know where they want to go and how to get there. 2. FAILURE TO MANAGE PEOPLE EFFECTIVELY This sin eats at the fabric of a business like a disease. If allowed to go untreated, it can cause irreparable damage. Astute agency managers understand that they can't make people perform in a given manner. Rather, they create an environment where others can achieve their goals and carefully select people whose personal goals align with those of their agencies. They not only provide a pleasant physical atmosphere and efficient tools, but attempt to satisfy their employees' psychological needs. For most people, these include the need for a sense of belonging, appreciation, and respect. Effective managers do more than mouth platitudes such as, People are our most valuable asset. They let their staff members know they're valuable by inviting them to participate in decisions that affect them. They coach rather than kick their employees in the flanks like stubborn mules ...

... to your website/blog, social sites, etc. 5. Email Marketing - without a doubt, this form of communication remains the most effective way to engage and energize your marketing efforts. You can support email marketing with phone marketing, text marketing and fax marketing (state and federal regulations permitting), but this is a key fundamental to your agency's success. The complexities abound - deliverability, gathering email addresses, spam filters, content and so on, but if you cannot figure out how to make this effort a cornerstone of your marketing and communications, you are going to find the going pretty tough indeed. You may want to read a fairly comprehensive article I wrote on Email Marketing here . So, in summary, these 5 modern fundamentals, if properly employed and are the fabric of your daily playbook, then you will find it much easier to hit those birdies and pars and post those great scores for yourself (individually) and for the agency as a team effort. Without these sound fundamentals, things become pretty difficult, taking the joy out of the game and negatively impacting those rewards. : -) Adrian Holloway is president & CEO of INSOMIS Corp, parent company of CompleteMarkets.com, Insurance Marketing & Management Services, and TransformerMarketing.com. Adrian is the named inventor of multiple technology patents and has been published online and in industry journals such as Rough Notes Magazine. Adrian and his talented team are committed to providing value and support to all insurance industry professionals. Login or Register (for FREE) to gain access to thousands of other great articles. Need more reasons ...

... AND SEE HOW YOU'RE DOING by John Graham All marketers are liars. Because we're all marketers of one thing or another, we're all liars. To give proper credit, Seth Godin, the provocative business pundit, started it with his book, All Marketers are Liars. As the syllogism makes perfectly clear, he was 100% on the mark. This isn't an indictment of P&G , BofA, Chrysler, Goldman Sachs, McDonalds, or any other organization, big or small. There are probably more liars on LinkedIn, Facebook, and any of the other social media, where tens of millions of self-marketers have a feast day making claims that wouldn't stand up before a sixth grade class. As a recent USA Today noted, some 70% of self-marketers admit to doing some "fabricating" with their countless unsupportable claims, as they do their best to "sell" their product. This, of course, doesn't take into account the desperately doctored job applications, resumes and college applications, but it does include at least a few U.S Presidents and a rather long list of Members of Congress. Even though Godin was on to something significant, he changed the title (but not another word) of the latest edition of his book. It's now, All Marketers Tell Stories. We're all marketers and we tell some whoppers that make us feel better about ourselves, give us an advantage, or enhance our image. At the same time, the Internet gives us opportunities ad nauseam to "tell stories." However, this is neither a defect nor the downfall of ...

... washing with moisturizing soap and by covering the nose and mouth when sneezing or coughing. INSECT PARTS AND FECES Aside from their disagreeable appearance and potential to bite or sting, insects can affect the indoor environment with their fecal droppings. Fecal droppings contain allergens, which, if present at relatively high levels, may cause allergic-like reactions in sensitive individuals. Most insects are large enough to be noticed, and measures are usually implemented to eradicate them. However, some insects are too small to be readily seen. One such insect is the dust mite, which feeds on shed skin cells. Its fecal droppings are a strong allergen, and many people have been diagnosed with a dust mite allergy. Dust mites proliferate in an environment that is warm and relatively humid, and where people, animals, and fabrics are present. The best means for controlling dust mite populations include: Frequent cleaning of carpet and other textiles with a HEPA-filtered vacuum cleaner Maintaining the indoor humidity at relatively low levels. Dust mites tend to withdraw from areas with relative humidity of less than 50% Cockroach saliva and feces have also been identified as sources of allergens in the indoor environment. Aside from controlling cockroach populations through pest management, cleaning with a HEPA-equipped vacuum and other good housekeeping practices will help to reduce allergen levels. With our ever-increasing level of understanding of the health impact of biological contaminants in indoor environments, it's crucial that building owners and risk managers develop a comprehensive plan to reduce exposure to indoor biological agents. Simple steps, such as regular and daily cleaning of buildings, maintenance of the building envelope to reduce water ...

... of tests will be remarkably accurate in assessing sales aptitude. Candidates who seem to have the right personality traits should then pass onto the next level of interviews. All owners, producers, and managers should meet with the person (individually or in groups) to try to determine if he or she will fit into the agency's culture. Take the person through the office and see how he or she interact with other agency personnel. Go out to dinner with the candidate and spouse to see how they relate to each other. This might also be a good opportunity to find out how supportive the family might be for the long hours of work that will be necessary for a new producer to succeed. Before making the final job offer, check references. It's amazing how many people think nothing of fabricating college degrees and embellishing past experience on resumes. If the person has been working in the insurance industry, company underwriters and field reps might be a good source of information on personality traits and technical knowledge. Pay attention to what they don't say as much as what they do volunteer about the candidate. DEVELOPING A PLAN FOR SUCCESS The decision to hire someone as a producer should not be the end of the process, but the beginning. What happens in the first six months of employment will determine whether the venture will succeed or fail. The new employee might have all the qualities that you want in a producer and might even have been successful as a direct writer, but failure is almost guaranteed if the agency sets no initial expectations and implements no plan to monitor progress and results. ...