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...ement before you can take out many life insurance policies. The result of this...

...e minimizing the loss of property, life and assets. Developing your business ...

...ake the cab, someone holding the elevator, say thank you like you mean it! ...

...airwells (workers should not use elevators to evacuate). Places to avoid - s...

Studies have shown that most Americans spend more than 90% of their time indoors - an environment that's significantly more contaminated than the outdoors. Maintaining a pollutant-free indoor environment can help raise productivity, reduce potential legal liability for building owners and managers, and improve the health of workers. Fungi, a biological contaminant that flourishes in moist environments, can trigger a wide variety of health problems and complaints. The best way to curb fungal growth is to monitor and avoid water leaks, moisture migration through masonry walls, and condensation. (For example, high humidity levels might be due to running a chilled water air conditioning system at too high a temperature). To help manage the moisture and water infiltration that breeds fungi, experts recommend following these rules of thumb: If the fungal growth is on a hard surface, scrape it off as soon as possible. If the fungus is growing on a porous surface - such as plasterboard, carpet, or ceilings --have it removed carefully to prevent the uncontrolled release of fungal spores. (Removing or disturbing materials contaminated by fungi can increase airborne fungal levels by a factor of 10). Dispose of fungal-contaminated materials under controlled conditions to prevent contamination of clean areas and protect building occupants and the area from elevated exposures. Dry any porous materials where water infiltration has occurred within 24 hours. Increasing concern by the Occupational Safety and Health Administration and state health departments about exposure to fungal spores reinforces the need for keeping the spread of fungi under control. We'd be happy to offer our advice on helping keep your building fungus-free - and its occupants healthy.

...en should avoid using stairs and elevators, if possible. Use the main exit/e...

Given the ever expanded concept of what constitutes a disability, employers will continue to face an ever growing compliance challenge. Here are some basics to be remembered: Knowledge of the need to accommodate an employee can come from numerous sources including a work comp claims manager, a company supervisor or manager, HR, the employee themselves, a union rep, a doctor, poor performance, simple observation, or some kind of hotline call. To have a good process, it must be laid out step-by-step with supporting documentation. Be interactive. Remember the rule that the first to give up on the dialogue process generally loses. Have appropriate education and training. For example, HR could create a simple video to help employees with the accommodation process. Allow managers to engage in simple, easy and quick accommodations. Proper documentation of all steps in the process. Ongoing communication, monitoring, feedback, and improvement. The accommodation process begins with a needs assessment. This means a thorough review of the job description and duties and a clear understanding of the employee's limitations including potential absences etc. Remember you can accommodate an employee by the following means: Changing facilities or equipment Job restrictions Modifying schedules Modifying a test, training, or policies Offering vacant positions within their skill range Offering temporary positions (the ADA does not require you to create a new position for an employee) Support including readers, interpreters, or even dogs A leave of absence Any other idea that would generate a reasonable accommodation Proper documentation of any undue burden One of the biggest mistakes an employer makes is to assume in advance that an accommodation would create an undue burden. If the request is reasonable, the best approach is to let them try it and to be clear about performance standards. Document any shortcomings their accommodations may be causing and continue to communicate about ways to elevate them. There is extensive material on the ADA on HR That Works including flow charts, checklists, forms, and policies to use. There is also training you can provide your managers (a good idea). Also remember if you have over 50 employees the FMLA may allow an employee who has serious medical condition up to 12 weeks of leave which they may use instead of accepting an accommodation.

...conditions. These include faulty elevators, faulty escalators, crumbling stair...

...e to indemnify a municipality. Elevator maintenance agreements. Almost al...

Financial Institutions policies are among the most complex in the insurance industry. The specialists at Program Brokerage Corporation (PBC) have over 30 years of experience working for, underwriting to, and representing financial institutions. Litigation involving financial institutions is at an all time high. Do you have the proper coverage in place for the continuing and expanding regulatory exposures?