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... commercial CSR as the CSR/producer team coordinator. 14. Participate in seminars and classes. 15. Perform other duties as required and assigned. AUTHORITY: 1. Carrier contact as needed 2. Producer/CSR/prospect contact as needed or required 3. Maintain up-to-date file of company programs, brochures, and facilities for possible use 4. Recommendation of salary increases, promotion, probation, rehabilitation of staff within unit; conduct performance evaluations of staff 5. Approval of seminar and training attendance by staff 6. Approval of requisitions for supplies and equipment within unit 7. Maintenance of prospect files and profiles PERFORMANCE-MEASUREMENT CRITERIA: Criteria to measure my achievement of stated duties should include: 1. Timely completion and submission of required reports to my supervisor 2. Adherence and compliance with stated procedures, ... Photos Group Connections Reviews IMMS Library Immerse yourself in our stacks. Take some time and browse through our library. We have thousands of articles, checklists, tip sheets, sales letters, and more! Communications Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Job Description: Sales Center Manager 4/30/2013 10:38:56 PM by CompleteMarkets Editor This content has not been rated yet. JOB DESCRIPTION: SALES CENTER MANAGER &# 160 OBJECTIVE: Under the direction of the marketing manager, organize, plan, lead and control the sales center to assist in administration of an effective sales effort so that the agency is able to meet growth and profit objectives. ...

... who had been with Rizzo's for 18 years before leaving for another job. When the worker, who had come to hold a principal position at Rizzo's, lost his new position, Beal soon suspected that an alcohol problem was the culprit. He took his former worker and friend to get counseling and eventually offered him a full-time job with a full benefits package if he would agree to enroll in a rehabilitation program at Miremount Center. The center provides an important link between Beal and employees undergoing rehabilitation for substance abuse problems. Not only did Beal offer the worker a full-time job, he also provided help to his family during this period. His intervention paid off. After only 28 days, the employee was back at work and has recovered his self esteem, his family and his future. Beal ... proved the merit of what PECORA seeks to accomplish in the caring attitude he fosters in his own workplace. He currently has eight employees recovering from substance abuse problems working for him, one-half of whom hold key management positions in his company. People ask me why I hire known substance abusers, ' observes Beal, and my response is, Well, at least I know what I'm getting. When you hire off the street, you have no idea what kind of employee you are bringing in. Beal notes that several of the employees he has hired who previously had drug or alcohol problems have stayed with the company for years as loyal and dedicated workers. I would rather take the chance and give someone the opportunity to work and to straighten out their life than to turn my back on this problem, ...

... training center; Offer free assistance to needy area residents; Organize a walk-a-thon to promote a community cause; Hold a blood drive on the company premises; Adopt a nursing home, and support it with employee volunteers; Staff your child care center with senior citizens; Lobby local, state and national legislators about community issues; Sponsor an AIDS Awareness Week; Offer funding and volunteers to a local drug rehabilitation center; Join with local banks to develop an affordable housing program; Wage a community literacy campaign; Sponsor an entrepreneurship program for area high school students; Train high schoolers in the community in career development and interviewing skills; Support a child abuse prevention program; Sponsor a center for the homeless; Donate excess inventory to local schools, churches, etc. Offer employees sabbaticals for work on major ... Marketing Customer Service Planning Finance/Accounting Risk Management Human Resources Selling Legal and E&O Technology Life/Financial Services Glossaries Management Resources & Links Categories Popular Recent All Back Community Involvement Checklist:1/26/2015 12:00:00 AM by Don Phin This content has not been rated yet. COMMUNITY INVOLVEMENT CHECKLIST: Organize a neighborhood cleanup project; Support or start a community job training center; Offer free assistance to needy area residents; Organize a walk-a-thon to promote a community cause; Hold a blood drive on the company premises; Adopt a nursing home, and support it with employee volunteers; Staff your child care center with senior citizens; Lobby local, state and national legislators about community issues; Sponsor an AIDS Awareness Week; Offer funding and volunteers to a local drug rehabilitation ...

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... jury decided that the discrimination against the plaintiff was because of his race. The lesson for employers appears to be that reasons given for demoting or firing a minority or other protected employee should be substantial and legitimate, and that great care should be taken not to give an impression of discriminatory motives. Footnotes: 42 U.S.C. 1981 ff. 42 U.S.C. 2000e. 29 U.S.C. 621 ff. Rehabilitation Act of 1973, 29 U.S.C. 701 ff. 42 U.S.C. 12101 ff. Harris v. Forklift Systems, Inc. (1993) U.S., 126 L.Ed.2d 295, 114 S.Ct. 367. Labor Code 1102.1. Holloway v. Arthur Anderson & Co. (9th Cir. 1977) 566 F.2d 659. Title VII, 704(a ), 42 U.S.C. ... or seven-figure dollar range. The most serious allegations of employment discrimination arise when it's contended that an entire group of persons, such as women, are discriminated against in hiring or promotion. For example, major 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 ...

... ? What will your business be (what do you sell to meet these wants and needs)? What is the price the customers/prospects are willing to pay? How do you deliver these products and services at a profit? What organizational architecture do you need to support profitable delivery? Who are the best people for each role? How do you recruit, develop, retain, reward, rehabilitate, and retire them? Can they work as a team? What's your two-minute drill? &# 160 One of Zig Ziglar's presentations stresses the importance of preparation and consistency. He asks if you've ever hit a perfect serve in tennis or a perfect tee-shot (or hole-in-one) in golf. If so, says Ziglar, this proves your ability; now you just need to do this consistently ... best way to create a visual image that crosses language, cultural, and other barriers. I believe that this example warrants their usage. THE INGREDIENT/ENTRÉE : HOW TO ATTRACT AND RETAIN VALUABLE EMPLOYEES You're accountable for results. You need talent. You want the best people you can find — ready, willing, and able to get the job done. Shaquille O'Neal (center, LSU/L.A. Lakers), Jake Delhomme (quarterback, Carolina Panthers), David Toms (golfer, LSU), and Eddie Delahoussaye (jockey, New Iberia, LA) — in addition to being "home boys" — are all highly talented. At the top of their game, they're as good as it gets. They're winners! If you were responsible for creating ...

... the opportunity to reject the decision. Termination. Does the contract spell out the grounds for termination, and are they reasonable? For example, will a bad loss ratio or the failure to meet volume commitments for just one year allow the company to pull out? How much advance warning must they give? Do the contract provisions coincide with state law? What kind of opportunities will there be for rehabilitation before the actual termination, and are these guarantees part of the contract or merely assurances made by the company personnel? Does the agent have the right to decide what happens with respect to policy renewals and notifications of insureds? Who will be servicing the business after termination, and will the agent get paid if state regulations require the continuation of policies through your cancelled agency? Other Things to Look ... to the ownership of the accounts after termination? Will the company or new agent pay fair market value for them? Company/Insured Relationship. When can the company contact the insured directly, and how far can/should that contact go? The crossing over of the company into the traditional agent/insured relationship started with direct billing and became much more of an issue with the advent of service center arrangements. It's imperative to spell out clearly both the agent's rights regarding the direct involvement of the company with the insureds and the company's responsibility with respect to notifying the insureds in the event of cancellation. When should the agency receive copies of announcements/cancellations/sales promotions that go to the insureds? Will the name of the company be prominent on all company communications to the insured? How ...