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... with drugs and alcohol. Employers who hire recovering substance abusers receive tax incentives from the Commonwealth of Pennsylvania and the federal government-and they get an opportunity to provide a second chance to someone who is willing to work. Montgomery knew that Beal offered potential employees a place to work, but more importantly, he knew Beal cared about people. Beal's caring approach is illustrated in the example of a former worker 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 has 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 ...

... with drugs and alcohol. Employers who hire recovering substance abusers receive tax incentives from the Commonwealth of Pennsylvania and the federal government-and they get an opportunity to provide a second chance to someone who is willing to work. Montgomery knew that Beal offered potential employees a place to work, but more importantly, he knew Beal cared about people. Beal's caring approach is illustrated in the example of a former worker 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 has 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 ...

... period is sick from the same illness six days one month, ten days the next month, and so on. If the client doesn't accumulate 90 days of disability within six months, the waiting period starts over. A 12-month period is clearly preferable for this client. Exclusions: Disability policies generally contain exclusions, although some policies only exclude war or an act of war. Among the other possible exclusions: self-inflicted injury, committing or attempting to commit a felony, normal pregnancy, drug abuse, and alcoholism. Premium waivers: The waiver of premium generally takes effect after 90 days, or the elimination period. This waiver will reimburse the premiums paid during that period. In addition, some insurance companies will continue to pay the agent renewal commissions while the client is collecting for the claim. Rehabilitation: A rehabilitation benefit allows the client a set amount toward an occupational rehabilitation program, along with the regular monthly benefits. The treatment of injuries feature allows the policyholder 25% to 50% of the monthly benefit for a nondisabling accidental injury. It can be used per occurrence, and it doesn't coordinate with current medical coverage. In addition, there's no cap on how many times it can be used. Options Disability policies offer a number of options, allowing the agent to tailor the policy to the client's specific needs. These options include: Residual benefit: Under the residual benefit, the policyholder can receive a portion of the benefits, even while working and under a doctor's care. The client must lose 20% to 25% of income to qualify for a partial benefit, and ...

...f regulatory changes, carrier rehabilitations, and the continued drop in inter...

... . 9. Medical Payments. Medical bills should be paid within 25 days of receipt to avoid duplicate payments, which often occur when bills enter the second billing cycle. Consistent delays also can jeopardize essential good relationships with medical providers. 10. Medical Management. Employers often can influence the choice of physicians, and thereby obtain better control of medical costs. The auditor should look for programs designed to accomplish this and should evaluate their effectiveness. 11. Denials. Premature denials force the claimant to go to an attorney, so careful investigation is needed to determine whether a claim will be denied or accepted. 12. Litigation. Effective workers' compensation programs aim at reducing and controlling the number of litigated cases. To control litigation costs, cases should not be abandoned to defense counsel. 13. Rehabilitation. Practical rehabilitation plans can reduce ultimate claim costs and return the employee to productive work. A light-work program for employees still under medical restrictions sometimes is an effective way to reduce temporary disability benefits. 14. Subrogation. When claims are caused by negligent third parties, subrogation should be investigated and pursued. Substantial portions of all costs of some claims can be recovered from third parties. 15. Reserves. Case reserves should be posted accurately and reviewed at regular intervals until the claim is closed. An experienced claim examiner should set case reserves based on his/her best estimate of the ultimate probable cost of each case. 16. Return to Work. When the treating or examining physician releases an employee to return to modified work, the employer should be contacted and provided with a description of ...

... clear the policyholders surrendered and exchanged a significant number of traditional' policies to Executive Life for most of the 1980s. It wasn't until late 1989 that the financial and popular press began to question the financial shell game that appeared to be behind the spectacular growth of the company. Yet only months before the ultimate demise of the company, policyholders and agents seemed to maintain their belief in Fred Carr. At the company's August 1990 annual meeting, Carr made a brief presentation with convincing arguments as to why the company would remain healthy. There were several questions from the audience — mostly friendly — and the meeting adjourned in less than an hour. Barely seven months later, on April 13, 1991, the California Commissioner of Insurance seized the assets of Executive Life and forced the company into a seven-year rehabilitation that severely reduced benefits for millions of Life and annuity policyholders. Executive Life was the largest insurance company failure in U.S. history. Despite the financial harm to so many policyholders, many people in the Life insurance industry privately cheered the demise of the company that had caused them such distress. But when the New Jersey Commissioner of Insurance seized Mutual Benefit just three months later in July 1991, few were laughing. The collapse of Mutual Benefit, a 146-year Old Line Eastern Mutual, ' was an economic and public relations disaster for the industry. The financial and popular press had focused on the Life insurance industry, and if the Russian coup in August 1991 hadn't deflected the media's attention, more carriers would've probably gone insolvent. Until August of that year, many of us feared for the ...

... for direct-mail activity, newsletters, etc., and coordinate newsletter program for use on existing and prospective clients. 11. Determine which niche programs individual producers wish to pursue and work with them and commercial lines manager to prepare individual producer business plans to help producers succeed. 12. Monitor demographic changes in city, state, and region, that would impact marketing efforts. 13. Work closely with 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, service standards, personnel policies, and accounting practices 3. Control of expenses within my area of responsibility so budget 4. Degree and quality of professional development 5. Adherence to standards of performance for sales and service 6. Smooth, efficient, and positive relationship between producers, staff, and companies 7. Results of the sales center's efforts 8. Production of leads and prospects sufficient to produce an ...

... light of its star spokespeople. You can create similar equations in the minds of prospects and clients by linking your agency's name to a good cause. Cause-related marketing is good citizenship and good business. Consumers are growing increasingly tired of hype and hard sell. We are all exposed to an enormous number of advertising messages every day. To keep our sanity, we have to tune out 99% of them. Most advertisements and direct mail tout a better price or superior service. Obviously, not everyone can have the best price or service, so consumers have learned to ignore these claims. A different, fresh approach has a better chance of catching your audience's attention. Attaching your agency or company to a good cause can do just that. This strategy can also begin to make a dent in rehabilitating our industry's battered image. Innovative marketers in other industries have used cause-related marketing successfully. Their stories provide some valuable lessons for insurance marketers. The Body Shop A cosmetic store that doesn't advertise or use fancy packaging sounds as if it would be doomed to failure. Yet The Body Shop, based in , is the world's hottest cosmetics chain. It doesn't spend a penny on advertising or pretty packages. The company sells natural soaps, scents, lotions, and shampoos in more than 300 stores around the world, including the . It sells its products largely by providing information to consumers. Every container explains the ingredients and their benefits. The Body Shop has established a fine reputation by supporting a number of social causes. Environmental protection is one, including a lobbying campaign to protect the Brazilian rain ...

... Name] reserves the right to demand a drug or alcohol test of any employee based upon reasonable suspicion. Reasonable suspicion includes, but is not limited to, physical evidence of use, involvement in an accident, or a substantial drop off in work performance. Failure to take a requested test may lead to discipline, including possible termination. The company also cautions against use of prescribed or over-the-counter medication which can affect your work place performance. You may be suspended or discharged if the company concludes that you cannot perform your job properly or safely because of using over-the-counter or prescribed medication. Please inform your supervisor prior to working under the influence of a prescribed or over-the-counter medication which may affect your performance. [Company Name] will make every effort to assist its employees who wish to seek treatment or rehabilitation for drug or alcohol dependency. The company will consider continued employment of such an employee as long as the employee adequately addresses continued concerns regarding safety, health, production, communication or other work related matters. You may also be required to agree to random testing and a one-strike' rule. If you have a drug or alcohol problem, please ask for our help! ©1998 Phin Enterprises. Donald A. Phin, Esq., CPCM. No portion of these materials may be reproduced by any means without the express written permission of the author. 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 ...

... check. Take the commission dollars to be handled by a CSR and subtract compensation costs (include taxes and benefits) to determine what the spread is for that specific position. Then determine whether the remaining dollars are enough to cover producer compensation and overhead, and provide a fair return to the owners. This analysis will have to rely on a gut feel' rating; there are no reliable benchmarks on what the spread should be, since there are too many variables from agency to agency. The bottom line for this process is to see if there's a fair return to owners after expenses are taken out. A low return or loss will require an adjustment to compensation (CSR or producers) or some other way of lowering overhead costs. If adjustments are not feasible, management should think about rehabilitating or getting rid of specific books of business. Analyzing affordable compensation is important-but what an owner feels is appropriate might not be the same as what they'll need to pay. The economy has a tremendous impact on prevailing wages. Our recent survey of California agencies shows that the average salary for a newly hired experienced Personal Lines CSR is now $23,579 for rural agencies and $33,000 for urban and suburban agencies. Experienced Commercial Lines CSRs are now receiving an average of $29,075 and $42,000, respectively. Salaries have clearly gone up in recent years, but there's been no corresponding increase in the commission dollars handled. Major reasons for the stagnant size of a CSR's book of business are the continued soft market and lower commissions paid by the carriers. ...