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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

Your business needs an employee referral system that rewards and encourages employee referrals properly. The feature story for Inc. Magazine Database, is to discusses how social media is replacing job boards as the primary outlet for sourcing candidates. According to the Aberdeen Group, 50% of companies with high retention rates decreased their investment in job boards last year. The most popular site use by recruiters is LinkedIn. The most popular tool used by job seekers to find work is Facebook. Interestingly, JobVite stated that employee retention rates skyrocket when they’re referred by other employees. After three years, 47% of referrals were still around, compared to only 14% of job board applicants, (not sure what happened here). Interestingly, JobVite stated that employee retention rates skyrocket when they’re referred by other employees. After three years, 47% of referrals were still around, compared to only 14% of job board applicants were. As mentioned on this previously, have an employee referral system that properly rewards and encourages employee referrals.

...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.

... Insurance, Nonprofits and Social Services Insurance, Restaurant Workers Compe...

You need Employment Practices Liability insurance (EPLI) to protect you from lawsuits filed (justly or unjustly) by anyone who you employ, have employed, or even considered employing. Before you buy this essential coverage, be sure to ask these questions: Who is insured? This should include the company as an entity, along with officers, directors, and every type of employee (full-time, part-time, temp, leased, loaned and seasonal). The importance of this becomes clear if you're ever sued for a sexist slur made by temporary receptionist to a job applicant. What claims does the policy cover? You want coverage for every eventuality: monetary damages, all types of legal proceeding from criminal to regulatory, settlements, judgments, lost pay, defense fees and punitive damages. How does the policy define "wrongful employment practices" beyond the obvious (sexual harassment and racial discrimination)? Make sure that you have coverage for violations of federal, state, local and common law on employment discrimination;, deprivation of career opportunities; defamation; retaliation, negligent job evaluation, and failure to have an acceptable written employment policy. What does the policy exclude? EPLI should include wrongful practices that might have taken place before you bought coverage - so you don't have to worry about a suit by that disgruntled vice president you fired three years ago for pilfering paperclips. A word to the wise: use EPLI as a last line of defense. Risk management for your business should include diversity and sensitivity training. The U. S. Equal Employment Opportunity Commission offers a wealth of free training resources, guides, compliance information, and links to free training throughout the nation. As always, we stand ready to offer you our professional advice, free of charge.