Search CompleteMarkets

... restricted to covered acts occurring during the policy period or retroactive period. There's usually no coverage for claims based on covered acts taking place after the policy expires. The goal of the CompleteMarkets editor is to bring valuable content to the CompleteMarkets members. Providing content to insurance professionals to enhance their sales process, increase revenue streams, understand their clients and provide value to their agency. Login or Register (for FREE) to gain access to thousands of other great articles. Need more reasons to join? Need insurance for you, your ... First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews Member Content Member Content - Content Package Categories Popular Recent All Back Employment Practices Liability Insurance: Occurrence Forms versus Claims-Made Forms 10/20/2016 12:00:00 AM by CompleteMarkets Editor This content has not been rated yet. Before the advent of specialized Employment Practices Liability (EPL) insurance policies, many employers sought coverage under one ... of them routinely grant coverage for intentional acts, including but not limited to: Termination-actual or constructive-of an employment relationship that is against the law Allegations of wrongful demotion, retaliation, misrepresentation, promissory estoppel, and intentional interference with contract Defamation, infliction of emotional distress or mental anguish, humiliation, false imprisonment, invasion of privacy, and other personal-injury allegations Allegations of breach of an implied employment contract, or breach of the covenant of good faith and fair dealing in the employment contract Employment terminations, disciplinary actions, demotions, and other ...

... restricted to covered acts occurring during the policy period or retroactive period. There's usually no coverage for claims based on covered acts taking place after the policy expires. The goal of the CompleteMarkets editor is to bring valuable content to the CompleteMarkets members. Providing content to insurance professionals to enhance their sales process, increase revenue streams, understand their clients and provide value to their agency. Login or Register (for FREE) to gain access to thousands of other great articles. Need more reasons to join? Need insurance for you, your ... First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews Member Content Member Content - Content Package Categories Popular Recent All Back Employment Practices Liability Insurance: Occurrence Forms versus Claims-Made Forms 10/20/2016 12:00:00 AM by CompleteMarkets Editor This content has not been rated yet. Before the advent of specialized Employment Practices Liability (EPL) insurance policies, many employers sought coverage under one ... of them routinely grant coverage for intentional acts, including but not limited to: Termination-actual or constructive-of an employment relationship that is against the law Allegations of wrongful demotion, retaliation, misrepresentation, promissory estoppel, and intentional interference with contract Defamation, infliction of emotional distress or mental anguish, humiliation, false imprisonment, invasion of privacy, and other personal-injury allegations Allegations of breach of an implied employment contract, or breach of the covenant of good faith and fair dealing in the employment contract Employment terminations, disciplinary actions, demotions, and other ...

... restricted to covered acts occurring during the policy period or retroactive period. There's usually no coverage for claims based on covered acts taking place after the policy expires. The goal of the CompleteMarkets editor is to bring valuable content to the CompleteMarkets members. Providing content to insurance professionals to enhance their sales process, increase revenue streams, understand their clients and provide value to their agency. Login or Register (for FREE) to gain access to thousands of other great articles. Need more reasons to join? Need insurance for you, your ... First name: Last name: Email: Are you sure you want to deactivate your CompleteMarkets Company Profile Deactivate Cancel Loading.. About Us Services Jobs PR Newsletters Employees Articles Blog Photos Group Connections Reviews Member Content Member Content - Content Package Categories Popular Recent All Back Employment Practices Liability Insurance: Occurrence Forms versus Claims-Made Forms 10/20/2016 12:00:00 AM by CompleteMarkets Editor This content has not been rated yet. Before the advent of specialized Employment Practices Liability (EPL) insurance policies, many employers sought coverage under one ... of them routinely grant coverage for intentional acts, including but not limited to: Termination-actual or constructive-of an employment relationship that is against the law Allegations of wrongful demotion, retaliation, misrepresentation, promissory estoppel, and intentional interference with contract Defamation, infliction of emotional distress or mental anguish, humiliation, false imprisonment, invasion of privacy, and other personal-injury allegations Allegations of breach of an implied employment contract, or breach of the covenant of good faith and fair dealing in the employment contract Employment terminations, disciplinary actions, demotions, and other ...

... be substantial, and-when a mental or emotional disability is involved-the employer must identify the specific behavior on the part of the individual who poses a direct threat. The Equal Employment Opportunity Commission that administers the ADA suggests that employers look for guidance on this issue from a health-care professional with training in the disability in question. CONCLUSION A company's ability to defend its actions regarding erratic behavior or evidence of mental or emotional illness is improved if, before firing an affected employee, the company makes a good-faith effort to make a reasonable accommodation for the ... a mental examination is warranted. The examination should be conducted by a psychiatrist or clinical psychologist. Companies may fire an employee who refuses to submit to a fitness-for-duty examination. Workplace Violence Workplace violence is a growing problem that can subject an employer to personal harm and substantial liability for negligent hire or negligent retention. Fortunately under the ADA, employers can require that employees not pose a direct threat to the health and safety of themselves or others. Therefore, employers may terminate an employee if his or her threat cannot be eliminated through a ... sued. However, if the employer does not fire the employee for fear of being sued and then the employee makes good on the threat, the employer may be liable for the homicide. Even this seemingly absurd ruling provides leeway for companies in dealing appropriately with a mentally disabled employee. Knowing how much leeway exists requires a basic knowledge of the ADA, including these key areas: The requirement that employers make reasonable accommodations' for disabled employees  The criteria for establishing a mental disability  The employer's options in ...

... this issue from a health-care professional with training in the disability in...ding erratic behavior or evidence of mental or emotional illness is improved i...

... 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 attach leads and clients to your specific market searches, with e-mail alerts for all the market, articles, blogs and ... they are in a security-related position. It's okay to ask if they have been convicted of a felony. Questions regarding refusal or cancellation of bonding unless they are in a security-related position. Questions regarding service in foreign military. Questions regarding applicant's current or past assets, liabilities, or credit rating, including prior bankruptcies unless job-related. Questions regarding ownership of a car. Questions regarding length of residence at a particular address. Requiring a list of all organizations, clubs, societies, or lodges to which applicant belongs. Questions to applicant's ... illness. Questions regarding the medical condition or health of an applicant's family or associates. Questions regarding AIDS, HIV, and related conditions. "Have you ever made a Workers Compensation claim?" Questions regarding receipt of Workers Compensation benefits. "Do you have any mental or physical disabilities or handicaps?" Questions regarding arrest record, such as "Have you ever been arrested?" unless they are in a security-related position. It's okay to ask if they have been convicted of a felony. Questions regarding refusal or cancellation of ...

... law firms that have expertise in employment litigation. EPL insurers are likely to offer the most favorable rates to clients who implement best practices hiring policies. Marcus Covas is editor of riskVue, a free monthly online magazine from Warren, McVeigh & Griffin for risk and insurance professionals. 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 ... nation. Companies are experiencing an explosion of employment-related claims based on sexual harassment and discrimination, wrongful termination and a host of other human resources issues," says Beth Schroeder, an employment law attorney and co-author of The EPL Book: The Practical Guide to Employment Practices Liability and Insurance. Sound employment practices are no longer a guarantee against employment practices liability. You need to keep up with ever-changing employment laws, Shroeder says. So how can you avoid hiring a victim? According to Burnham, thousands of successful public and private corporations ... thousands of dollars on lawyers' fees and its public image will suffer. If it loses the suit, the verdict could be in the millions. Only 5% of the workforce is responsible for 95% of employment-related litigation. Most of those 5% have victim mentalities. They believe that they're entitled to a job and salary regardless of their performance; they blame others for their shortcomings; or they refuse to accept responsibility for their actions or inactions, according to Tony Burnham, executive vice president of Employment Council for Abbott Resource ...

... an exorbitant amount for SEO professionals. Alleviate burnout by watching your physical and mental well-being Last but certainly not ...If you find yourself neglecting your health for your work, you're doing it wr...

...), which is an automatic, strict liability penalty, with the penalty in sectio...itions of 'Physical disability' and 'Mental disability' that make no reference...

... 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 attach leads and clients to your specific market searches, with e-mail alerts for all the market, articles, blogs and ... in owning an agency. These people usually stress the operation's soaring sales, healthy growth, and wealth of assets. Bear in mind that high sales are meaningless unless they generate earnings. Rapid growth is useless if it's not profitable. Assets need to be measured against liabilities: in 2001, Enron had the fifth highest assets among the Fortune 500. Another reason for the buying frenzy is that many consultants and investment bankers paint rosy pictures of these acquisitions. For significant fees, these experts are more than willing to tell their banker ... the attractions of bank-agency purchases. (Part III, here.) With all these problems and such poor results, why are so many banks buying so many insurance agencies? Sometimes the grass is simply greener on the other side of the fence. Or the herd mentality might be too hard to resist: because everyone sees everyone else buying agencies they think they must buy one (or many) too. What's more, the buzz' about easy success can be misleading. Beware of any banker who boasts about how well they've ...