https://completemarkets.com/Article/article-post/953/INSURANCE-COMPANIES-AND-AGENCIES-THE-PARTNERSHIP-DREAM/
... accounts. Almost all companies, national and regional alike, are seeking to r...ranch manager say that they wanted contractors, but the underwriters are turning them down? What is it about our contractors that makes them unacceptable? I...
https://completemarkets.com/Article/article-post/2107/ARE-YOUR-HOMEOWNERS-ACCOUNTS-INSURED-TO-VALUE/
...originally appeared in the Utica National Insurance Co. E&O Bulletin and is re...280, or e-mail curtis.pearsall@uticanational.com.
https://completemarkets.com/Article/article-post/2450/Insurance-Agencies-And-The-Employment-Civil-Rights-Laws-Of-California-And-The-Ninth-Circuit-Part-2/
...yment because of race, religion, national origin, age, sex, or sexual orientat...
https://completemarkets.com/Article/article-post/1571/SAFETY-WITH-VIDEO-DISPLAY-TERMINALS/
...ctrical hazards. RADIATION: The National Institute for Occupational Safety an...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/2449/Insurance-Agencies-And-The-Employment-Civil-Rights-Laws-Of-California-And-The-Ninth-Circuit-Part-1/
... Rights Acts of 1866 and 1871 (1 ) . It is only in the 1960s, however, that they began having a wide impact on business. Title VII of the Civil Rights Act of 1964 extended protection against job discrimination because of race, religion, or national origin (2 ) . Opponents of the legislation added sex in an attempt to kill the bill, but the bill passed with sex discrimination in it, and sex discrimination is probably the area in which the legislation has had its greatest impact. Age discrimination against ... . (1994) 24 Cal.App.4th 614, 29 Cal.Rptr.2d 642. (9th Cir. 1995) 49 F.3d. 1418. EEOC v. Newport Mesa Unified Sch. Dist. (CD Cal 1995) 893 F.Supp. 927 similarly held there was no age discrimination in preferring lower-paid starting teachers. O'Connor v. Consolidated Coin Caterers (U.S. Supreme Court 1996) 96 C.D.O.S. 2222. Chaffin v. Textron, Inc. (ED Cal. 1994) 861 F.Supp. 972. (1993) U.S., 125 L.Ed.2d 407 ... 113 S.Ct. 1817. (1993) 19 Cal.App.4th 1552A, 23 Cal.Rptr.2d 343. Original Article by Francis Willmarth. Edited by CompleteMarkets editorial team. 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 ...
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... historically have been unprofitable for them. Some are abandoning Personal Lines completely or, at the very least, Personal Auto. Others are getting out of the Workers Comp market or are limiting themselves only to certain types or sizes of commercial accounts. Almost all companies, national and regional alike, are seeking to reduce the number of agency plants. To obtain preferred treatment or even to maintain contracts, agencies are being forced to limit the number of contract carriers in the office and to change the nature of the relationships with the companies ... remain. Historically, the agency-company relationship has been driven by the company side. It used to be that companies were the aggressive party in courting agents, but this is no longer the case. If you doubt this, just take a look at how the number of hospitality rooms has decreased at state conventions! In the past few years the emphasis has shifted, and agents must now take the more active role in developing and maintaining insurance company relations. Communication is the key to any good relationship. Some insurance companies communicate pretty ... be the first to know if all isn't going as planned. Have a procedure for them to alert the agency marketing manager or principal when something is questionable. Keep a log of all submissions, and review it quarterly. Did the branch manager say that they wanted contractors, but the underwriters are turning them down? What is it about our contractors that makes them unacceptable? Is it because the agency appointments aren't as complete as they could be? Should we be physically presenting the risks to the underwriters? Should we call or ...
https://completemarkets.com/Article/article-post/995/Personal-Lines-Profit-ThereS-More-Than-One-Way-To-Do-It/
...asier to get along with than the nationals. Direct overhead labor is managed c...he regional companies and for those national carriers that specialize in perso...
https://completemarkets.com/Article/article-post/959/CENTRALIZING-CUSTOMER-SERVICE/
...of premium, but now at least one national carrier requires all agencies that p...
https://completemarkets.com/company/CompleteMarkets/Articles/content-package/IMMS-Library/TabCategory/article-post/2450/Insurance-Agencies-And-The-Employment-Civil-Rights-Laws-Of-California-And-The-Ninth-Circuit-Part-2/
... Company Policy Although it may seem like overkill, particularly in smaller agencies, there is much to be said for having an expressly written company policy, communicated to the employees, to the effect that the agency does not discriminate in employment because of race, religion, national origin, age, sex, or sexual orientation; that it will accommodate disabilities as required by law, and that it will not tolerate sexual or other harassment of its employees. Such a clause should be put in the agency manual, and possibly in employment ... which older, minority, female, or other protected employees are passed for promotions they wanted and applied for, or are demoted or discharged, carry with them the possibility of a claim. Particularly in cases of demotion or dismissal, the reasons should be documented, preferably after getting legal help. As a general proposition, it is frequently recommended that an employee who is not performing satisfactorily first be given a warning, before any demotion or dismissal, and that each step be documented. Desirability of an Employment Contract There is much ... be said for having employment contracts with the agency employees, particularly producers. They can clarify the status of a producer as an employee or independent contractor, spell out who owns the expirations, provide for confidentiality of trade secrets to lay the groundwork for statutory trade-secret protection and spell out whether employment is to be at will or whether an employee may be discharged only for good cause. They may also provide, if desired, for mediation or arbitration as an alternative to litigation. Alternative Dispute Resolution There is presently a great deal of ...