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...ark You can file an electronic application to register your company’s intelle...ights associated with the product or service, and who has the right to enforce...

Chances are that you outsource most risk management functions to an insurance company representative or agent. However, to protect your business against the risks you face at a price you can afford, you need to control the presentation of your loss and coverage information to insurers. In other words, it makes sense to provide what an underwriter needs to write your business: a “risk profile” that shows a historic record of your exposures, loss data, and insurance contracts. Your profile should include these items: A history of the firm that’s positive and realistic. The more effectively you’ve adapted to the recession, the better your chances of getting a competitive rate. Résumés of key management— to show that you and your team know your business. Marketing materials and Web page(s). A D&B Report. Without one, you might get a lower grading. If you’ve had financial problems, some insurance companies might be willing to write your business, as long as you provide this information upfront. Audited financial statements, if applicable. Estimated values, including sales, workers compensation payroll, automobile fleet, property and equipment. Sales and payrolls for the past five years. Insurance loss runs and claim runs during the past five years for all policies, valued within 90 days of renewal. An outline of your workplace safety plan(s). Fleet maintenance schedules, if applicable. Your workers compensation experience modification factor. Be sure to review all data on your company in the files of your insurance company and add it to your database. Maintaining a comprehensive, accurate, and updated risk profile, and staying on top of how you present this information,will play a key role in securing a comprehensive and cost-effective insurance program. Our risk management specialists stand ready to offer their advice at any time.

...yees to seek medical care from a provider specializing in occupational injurie...ical restriction recommended by the provider upon their return. Cost Mitiga...

...e medications on your insurance application. Provide a comprehensive medical history for the application. If you're a smoker, kick the ha...

The spread of social media has revolutionized not only the way we connect with friends and family, but also how we conduct business. However, this asset can quickly turn into a liability if misused - for example, in recruiting your company's most valuable asset - its employees. Many employers begin the hiring process by using social-media outlets to screen applicants. LinkedIn and Facebook can provide a wealth of information about applicants' education, their friends, and their personal behavior. Some companies reject candidates based on the content of their social-media pages. This might include anything from inappropriate photos or comments, discriminatory or slanderous statements, and references to alcohol and substance abuse, to sharing confidential information about their previous employers(s), displaying poor communication skills, or exaggerating their qualifications. Although all of these indicators raise red flags, you could be risking a costly and annoying discrimination lawsuit if you access social-media sites which contain protected class information that's not privileged in the normal hiring process. To minimize this risk, it makes sense to: When hiring, use outside third parties such as background-verification companies and/or recruiters who document content from social-media sites in selecting candidates Develop and enforce a comprehensive social-media usage policy. Purchase an Employment Practices Liability Insurance (EPLI) policy For more information, please feel free to get in touch with our agency

...tant when it comes to practical applications of safety information. Employees ...

Success in this market is all about partnering with the right broker. Your preferred partner for Garage Liability, Garage Keepers and/or Dealers' Open Lot is Midlands where you have direct access to a skilled and responsive underwriting team with decades of combined experience. Partner with us for expert assistance tailoring coverages for the, complex needs of your client’s unique risk.

...reapply—it may need a couple of applications. Exterior Walls. Whether you h...

...ent. Allow for reflection and application throughout the training, giving pa...

I recently responded to the LinkedIn question "How can a company attract and maintain top talent?" in this way: "Although you'll get many responses about technique and strategy, in my experience that's just the beginning of the answer. There's a significant emotional aspect to the question. In the words of the Buddha, "What comes to you comes from you." So that's what I'll focus on in this answer; the emotional blockages that stop things from coming to you. Ask yourself these questions: Are you really willing to do what it takes to attract and keep great talent? Are you willing to hire somebody better than you? Or even better than their manager? Does driving towards excellence scare you? Are you prepared to hire the top 10%? Would you fit in this category? Is there such a thing as an "overqualified" applicant? Are you open to hiring and managing different types of people? Can you hire without baggage? Do you make a conscious effort to show people you care - or is this just your self-talk? Do you allow employees to make a difference? To stretch? To find the good in their work? Do you let go of poor performers, thus making room for more good ones? Does leadership give a hoot about people, or simply growing their bottom-line? Is this a fun place to work or is the attitude that fun and work don't mix? Most importantly, think about your own experience. Why would you work somewhere or stay there? "