https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/1872/DEALING-WITH-THE-THREAT-OF-VIOLENCE-IN-THE-WORKPLACE/
... , ' defined under the ADA as an action requiring significant difficulty or expense. DETERMINATION OF MENTAL CONDITION To determine whether a particular mental or emotional condition is covered by the ADA, make these inquiries: Does the condition constitute a mental disorder' as defined by the American Psychiatric Association's DIAGNOSTIC AND STATISTICAL MANUAL OF MENTAL DISORDERS? Does the condition substantially limit a major life activity' of the individual? A yes' answer to either question means that the employee's condition is probably protected. Workers suffering from general stress because of job or personal life pressures would not be considered disabled. However, if they are diagnosed by a psychiatrist as having an identifiable stress disorder, their impairment may qualify as a disability. Employer Rights Even with the many restrictions, companies still have some flexibility to investigate ... you, firing him or her might seem to be the appropriate thing to do, but it isn't. A federal district judge in Michigan ordered a company to reinstate with back pay a worker after she was fired for calling her supervisor a bitch' and talked of taking a .38 and blowing her away. The offending employee suffered from depression, a condition that qualified her for protection under the Americans with Disabilities Act (ADA) . The court ruled that ADA regulations prohibited the company from firing her, even though her depression interfered with her job performance. Background Prior to her threat, the employee's depression had caused her to take a leave of absence and go on short-term disability. Although her job was not the sole cause of her depression, she later contended it contributed to her condition. A ...
https://completemarkets.com/Article/article-post/812/Selling-Disability-In-The-P-C-Agency/
...varying commission bases. Or an individual personal producing general agent (P...uch situations.
Your duty to offer Disability coverage also equates to a vast ...
https://completemarkets.com/Article/article-post/1872/DEALING-WITH-THE-THREAT-OF-VIOLENCE-IN-THE-WORKPLACE/
...t a major life activity' of the individual? A 'yes' answer to either questi...ite its efforts to accommodate the disability, the troubled employee was still...
https://completemarkets.com/Article/article-post/546/Recent-Cases-Clarify-Employer-Liabilities/
... a reminder, the application of disability laws must be done with some reasona...l statements regarding the fact of disability may be binding in other proceedi...
https://completemarkets.com/Article/article-post/1528/LEGAL-OUTLINE-FOR-CALIFORNIA-AGENCIES-TABLE-OF-CONTENTS/
...ON - PROPRIETORSHIP, CLUSTER OF INDIVIDUALS, PARTNERSHIP, OR CORPORATION 1....buy the business on my retirement, disability, or death? See paragraphs 2.3, ...
https://completemarkets.com/Article/article-post/729/Marketing-Clusters-A-Means-Of-Growth-And-Survival/
...llows each agency to retain its individual identity, while providing a single ... continue to sell and manage their individual agencies until (and after) the c...
https://completemarkets.com/Article/article-post/1961/TELEMARKETING-CAN-BUILD-BUSINESS/
...ep is to use the door opener of individual or small group health insurance. Ne...e the opportunity to talk with the individual who will be attending the meetin...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/1404/WHAT-TO-ASK-AND-NOT-TO-ASK-ON-JOB-APPLICATION-FORMS/
... Avoid these. They may divulge national origin. Avoid height and weight requirements as well. PHYSICAL DISABILITY. The ADA prohibits pre-employment, pre-offer inquiries regarding disability. After you describe the position to the candidate, you may ask whether the candidate can perform the functions of the job as described, with or without reasonable accommodation. The need for reasonable accommodation should not be a factor when considering the disabled individual. You may not ask specifically about a disability, but you can make a job offer that is conditioned on satisfactory results of a post-offer medical examination or inquiry, provided that this condition is made clear to all applicants for the position. ARREST RECORDS. Don't ask. You may ask if the person is eligible to be bonded, since that might be a requirement for certain positions. EDUCATIONAL ... Ask Your application form should capture information about the candidate's work experience and qualifications for the position. The basic areas to explore, in addition to name, address, and phone number, are employment history, educational background, insurance education, and job-related skills. Various federal and state laws prohibit discrimination because of age, sex, race, color, religious creed, national origin, ancestry, physical disability, sexual orientation, or military status. Avoid these topics to protect your agency from unnecessary suits. Communication is an essential skill for many agency positions. You may want to provide space for a writing sample to determine the applicant's ability to communicate. If an applicant is blind or unable to write because of a disability, you are required by the Americans with Disabilities Act to supply someone to ...
https://completemarkets.com/Article/article-post/1647/SALES-CAMPAIGNS-MODULE-V/
... Unless a client or prospect is individually wealthy, he or she needs Disabili...ncome-producers, they also require Disability protection. Personal Line...
https://completemarkets.com/Article/article-post/2199/Employee-Conduct-And-The-Ada-Act/
...idea with the group. Due to her disability, she has difficulty speaking in fro...