As daily demands increase both at work and home, today’s professionals need a better way to protect their assets and plan for the future. By design, mass-market policies are structured for the average consumer. You aren’t average and neither are your insurance needs. As a result, you might be paying excessive premiums for what amounts to inadequate coverage. Our personal insurance specialists evaluate your existing assets to prepare a solution tailored to your needs.
Our personal risk managers minimizes risk by building a customized personal risk management program that allows you to build policies superior to those found in the mass market so your premium dollars are not wasted. We partner with the best carriers in the industry to help you navigate through various coverage options, limitations, and exclusions — enabling you to make the right decisions when it comes to protecting your personal assets.
We can assist you with many lines of coverage, including:
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?