Your property is where the magic of your business happens. So protecting it against loss and damage is a no-brainer. The right insurance package can prevent a serious loss or even your organization from going out of business.
To make sure you have the right coverage, we conduct a comprehensive review of every aspect of your operation. Our team looks at your key processes, procedures, documents and contracts in order to provide an analysis that matches areas of exposure with strategies for mitigation. We also measure your risk tolerance and how that impacts the coverage you need. You will have a complete and cost-effective plan that helps protect your business and allows you to focus on your goals — not your insurance.
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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