While every business is unique, there are universal exposures that all businesses face. Your executives and board members are vulnerable to personal litigation, so it is crucial to partner with consultants that help protect you from unexpected loss.
With consideration of your long-term strategic goals, we partner with you to develop a management liability program that ensures your business and its executives are operating with comprehensive protection. Taking measures to combat damage before it strikes is essential to reducing exposures to loss, ultimately increasing your return on investment.
Our management liability programs are designed to mitigate your risk, so you can focus on your company’s growth and success. We have the tools and knowledge to offer consultation in the following areas:
For decades, rising healthcare costs have been a consistent topic of conversation, particularly for employers concerned with enhancing worker productivity, reducing medical costs and meeting occupational health and safety needs. One solution which has arisen with increasing frequency is the establishment of employer-sponsored clinics (or “onsite/near-site” clinics). With this solution, however, comes many considerations and challenges for employers.
This month's Threat Intelligence Report is about a large hotel chain that reports an “unauthorized access” to its customer database since 2014, exposing data of 500 million guests; a vulnerability in a postal service site that left 60 million customers exposed for more than a year; a third-party vendor breach that exposes data of millions of healthcare patients; a new report that profiles notorious MageCart cyber criminals; court documents that reveal first-ever indictment on ransomware charges; and a bundled pack that makes SamSam and other ransomware easier for hackers to obtain and deploy.
While decorations and parties can potentially have a positive effect on employee morale, they are often tempered by the competing interests of promoting diversity and inclusion within the workplace and the attendant risk of a religious discrimination claim. So how does an employer navigate its way down Candy Cane Lane without running afoul of state and federal civil rights laws?
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