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...ny involved. Most companies have hotlines for this purpose. If a fraud hotline...

Customized insurance solutions for the healthcare facilities! Here at Xinsurance we take a partnership approach to claims and provide 24/7 claims reporting. We have designed a program that offers broader coverage for Nursing Home Facilities. Your client has the ability to customize the policy to their needs; coverage, limits, premiums etc.

All Risks' Insurance Agents Errors and Omissions program has a "Best Fit" for all agencies. Let us offer errors and omissions insurance for insurance agents at your upcoming renewal.

Here are some featured markets we thought you might be interested in taking advantage of:

Here are some featured markets we thought you might be interested in taking advantage of...

The fastest-growing white-collar crime in the United States is identity fraud. ID fraud is when someone commits a crime or fraud in your name using your stolen personal information. No one, regardless of background or financial status, is immune to identity fraud and various cyber threats continue to grow with no sign of slowing down. If your identity is stolen, it can affect your finances, credit history and reputation. Take Action Immediately: Flag your credit reports. Contact the fraud department of one of the three major credit reporting agencies (Experian, Equifax and TransUnion). Tell them you are an identity theft victim. Ask them to place a "fraud" alert in your file and confirm that they will contact the other two companies. Get copies. Ask for a copy of the credit report. They are required to give you a free copy of your report if it is inaccurate because of fraud. Consider requesting a credit freeze. You might want to place a credit freeze on your credit file, which means that potential creditors cannot get your credit report. This makes it less likely that a potential identity thief can open accounts in your name. First, contact your state’s Attorney General’s office, then contact each credit reporting company. Contact creditors. Contact your creditors about any accounts that have been changed or opened fraudulently. Ask to speak with someone in the security or fraud department. File a report. File a report with your local police. Get a copy of the police report, so you have proof of the crime. Keep Records. Keep records of your conversations and all correspondence. Get more information. For more information regarding identity theft, visit the following websites:Federal Trade Commission (FTC) (You can also call: 1-877-IDTHEFT (438-4338)) FTC Identity Theft Online Complaint Form www.fraud.org (You can also call: 1-800-876-7060) You can also call the FTC’s Identity Theft Hotline at 1-877-IDTHEFT (438-4338).

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.

A review of the top 10 technology companies of 2013 to watch. U.S. Risk offers customized insurance solutions for all technology insurance needs.