GREEN MOUNTAIN AGENT A PUBLICATION OF VERMONT INSURANCE AGENTS ASSOCIATION
JANUARY 2018
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ermont Mutual is proud to have served Vermont and the New England market through the longstanding partnership with our Independent Agents. It remains our privilege to work with the finest Independent Agencies in the industry … the only place you can buy a Vermont Mutual policy.
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In This Issue: January 2018 4 Message from the President
600 Blair Park Road Suite 100 Williston, VT 05495 Phone: 802-229-5884 Fax: 802-876-7912 www.viaa.org VIAA Officers President Erin Odell Vice President Paul Plunkett Secretary/Treasurer Alan Kinney National Director Ron Bixby
Features 7 Newsflash: Departments of Labor, Financial Regulation issue best practices for hiring independent contractors 9 Newsflash: Vermont Department of Financial Regulation Division of Insurance 11 What Qualifies Subcontractors as ‘Adequately Insured?’ 12 No Safe Place: Even Manufacturers Need Cyber Insurance 19 E&O Corner: All That Glitters May Not Be Covered
Company News
Directors Chip Ams Daniel Rodliff Michael Barrett
23 Acuity Insurance 24 Vermont Mutual
Staff Executive Director Mary Eversole meversole@viaa.org
GMA Publication Design LONDONmiddlebury londonmiddlebury.com
Help Wanted 26 The Richards Group 28 The Essex Agency 29 NFP 30 Royer Camp & Associated Insurance, Inc.
Message from the President It’s a New Year Over the last several years, VIAA has led the effort to get clarity on the definition of an independent contractor. We came together in a group effort to champion this issue in the legislature and administratively through testimony, sharing expertise and grassroots outreach. All that work led to the decision of Governor’s Scott Administration to rectify the situation. Late last month, the Department of Financial Regulation and Department of Labor collaborated and issued DFR Bulletin 197 and Best Practices for Hiring Independent Contractors (see inside this issue). We will definitely take a victory lap on this win for our members and their clients. I say well done! The Legislative Session started January 3 and there are clear partisan priorities ranging from increasing the minimum wage, marijuana legalization, paid family leave to affordability and job growth. S. 156— An act relating to protecting Vermont consumer data has been introduced. VIAA strongly supports and advocates for the protection of consumer information. However, we do have concerns with the new requirements proposed in this bill. It appears that the minimum requirements would be an undue burden on our member agencies as introduced. Additionally, we do expect new cyber regulations for our industry from the Department of Financial Regulation this year. We will keep you updated on this bill’s progress and other bills of interest as the session continues. Many other issues are sure to arise this session. Let’s keep the momentum going as we confront these issues of the coming year and beyond!
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We have already proven that together we can accomplish great things. Erin Odell, CIC, CISR, MBA Odell Insurance Agency VIAA Incoming President
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Newsflash Departments of Labor, Financial Regulation issue best practices for hiring independent contractors Contact: Stephen Monahan Department of Labor 802-828-2138 Stephen.monahan@vermont.gov
MONTPELIER — The Vermont Department of Labor (DOL) and the Department of Financial Regulation (DFR) are collaboratively releasing a new educational document for employers. The guidance is intended to assist employers in distinguishing between coverage requirements for employee and that for independent contractors. The joint guidance is also a way to educate employers about the role that each department plays in the administration and enforcement of workers’ compensation laws. DOL ensures employers have coverage for their employees, and is responsible for the adjudication of disputes between injured workers and workers’ compensation insurers. DFR regulats workers’ compensation insurance policies, rates and lost costs, and the conduct of insurance agents, adjusters and auditors.
employers. The Department believes it is important that workers who ought to be covered are covered, without discouraging the use of true independent contractors and entrepreneurs,” said Department of Labor Commissioner Lindsay Kurrle. “Vermont’s laws and regulations need to be clear and concise so businesses are able to understand comply with them,” said Michael Pieciak, Commissioner of DFR. “The collaborative work of DOL and DFR, and the guidance we authored, will go a long way to providing clarity in the oftencomplex area of independent contractors.” “The Vermont Insurance Agents Association has been advocating for clarity on this issue for our members and their clients for several years,” said Mary Eversole, VIAA, Executive Director. “We applaud the Scott Administration, Department of Financial Regulation, and Department of Labor for their leadership on providing this important guidance to employers and independent contractors in Vermont.” The guidance document is available for download on the Department of Labor website at: www.labor.vermont.gov
“The Department of Labor recognizes that the current law can be confusing and cumbersome for businesses to navigate when they are entering hiring situations. What we want to provide is a guidance that provides increased clarity for Vermont 7
Worker’s Compensation Best Practices When Hiring an Independent Contractor In Vermont, workers’ compensation and unemployment insurance are governed by two separate and distinct laws. This guidance is specific to workers’ compensation as it applies to hiring situations that include LLCs, sole proprietors, corporations and partnerships. Unemployment insurance guidance and best practices can be found on the Vermont Department of Labor website. If you pay an individual to perform work for your business, you are required to provide workers’ compensation insurance for that individual unless: You can demonstrate the individual is covered by his/her own workers’ compensation policy. OR • The individual is a member, manager or executive officer of a Corporation or LLC registered with the Vermont Secretary of State’s office or with another State ** AND • The individual has filed an exclusion using Form 29 with the Vermont Department of Labor and had it APPROVED. •
It should be noted that if a hiring entity is not responsible for workers’ compensation coverage, it is potentially civilly liable for injuries to its independent contractor, and the possible civil damages may be considerably costlier than workers’ compensation coverage.
BEST PRACTICES WHEN HIRING AN LLC or CORPORATION TO PERFORM INDEPENDENT WORK Make sure that the services being performed by the corporation/LLC are pursuant to a written agreement between the corporation/LLC and you as the hiring entity. This written agreement should explicitly state that the individual corporate officer or individual LLC member is not considered to be an employee, and is working independently, and should contain information regarding the individual’s/LLCs election to not purchase workers’ compensation coverage. • Request and obtain a copy of either a valid workers’ compensation policy or an approved Form 29 form that allows the individual corporate officer/individual LLC member to exclude himself or herself from workers’ compensation coverage. Proof of this exclusion should be filed with any written contract or agreement for your records. •
**BEST PRACTICES WHEN HIRING A SOLE PROPRIETOR OR PARTNERSHIP TO PERFORM INDEPENDENT WORK • Request and document proof of workers’ compensation insurance from the sole proprietor or partnership. • Make sure that the services performed by the sole proprietor or partnership are pursuant to a written agreement between the sole proprietor or partnership and you as the hiring entity. This written agreement should explicitly state that the individual is not considered to be an employee, is working independently, and should contain information regarding the election of the sole proprietor or partnership to not purchase workers’ compensation coverage. • If a hired sole proprietor or partnership has employees, it must have workers’ compensation. Request and obtain proof of insurance upon hiring.
*These tests are very fact-specific, meaning that the outcome can change when applied to different scenarios. When applying either test, it is important to recognize that the current law places burden of proof on the hiring entity. It is the responsibility of the hiring entity to demonstrate through facts that something other than an employee-employer relationship exists. Narrow and specific exceptions may apply to your business.
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Questions Steve Monahan, 828-2138
Newsflash Vermont Department of Financial Regulation Division of Insurance Insurance Bulletin No. 197
With DOL approval, a corporation or LLC may elect to forgo worker’s compensation coverage for up to four (4) of its members, managers or executive officers. Accordingly, if a corporation or LLC has: (1) four (4) or fewer members, managers, or executive officers; (2) no other employees; and (3) approved Form 29 exclusions for each member, manager or executive officer, then it is not required to maintain worker’s compensation coverage.
Application of Statutory Employee
Accordingly, a business or individual that hires a Contracted Party shall not be considered its statutory employer if:
Exception Following Koski The purpose of this Bulletin is to provide the insurance industry guidance when performing workers’ compensation audits regarding the statutory employee exception following the Department of Labor’s (DOL) decision in Griffin Koski v. Black Rock Construction LLC, Opinion No. 25-15 WC. Background Following its Koski decision, the DOL issued guidance to businesses and individuals who engage a third-party to provide services (“Contracted Party”) when a Contracted Party is a duly formed and registered limited liability company (LLC) or corporation. The DOL guidance identifies the situations for which a business or individual that hires a Contracted Party would not be considered its statutory employer. This Bulletin intends to provide the same guidance for the insurance industry. The Application of 21 V.S.A. § 601(14)(H) Following Koski
The Contracted Party is duly registered in Vermont as a corporation or LLC; The Contracted Party is contracted with as a corporation or LLC rather than as an individual; and The Contracted Party has four (4) or fewer members, managers, or executive officers; no other employees; and the requisite Form 29 exclusions have been approved for each member, manager and or executive officer.
The statutory exception only applies to individual corporate officers, managers or LLC members who have excluded themselves from coverage with an approved Form 29. If the corporation or LLC has other nonexcluded workers, the hiring entity will be considered the statutory employer of those workers if they are performing work within the nature of the hiring entity’s business. In those circumstances, the hiring entity will need worker’s compensation coverage for the non-excluded workers. For further information, interested parties should contact Christina Rouleau, Deputy Commissioner of Insurance, at 802-828-2910. 9
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Feature Article What Qualifies a Subcontractor as ‘Adequately Insured’? By Chriss Boggs Some of an agent’s general liability carriers, mostly in the excess & surplus market, require subcontractors to carry limits equal to the general contractor’s in order to be considered “adequately insured.” If a subcontractor does not meet this qualification, they are considered uninsured. Q: I think the carriers are of the mindset that the general contractor’s insurance is excess over the subs. Can you think of an argument I could use to show them this definition of “adequately insured” is wrong?
that any reasoning will change their position. The rule should not apply to the umbrella coverage, just the underlying GL, so have the general contractor purchase lower limits and a higher umbrella. Often, though, this is done to avoid a situation in which the general contractor has $1 million/$2 million limits while the subcontractor has only $300,000/$600,000. I’m not sure why the general contractor wouldn’t be excess in any given situation—that happens all the time. It could be subject to the contract and contractual risk transfer. Also, are they joint tortfeasors? Remember too that the general contractor is responsible for the jobsite and all that happens on that site—that’s why they need tight contracts in place. This liability is not transferrable, so their policy may have to respond in certain situations as excess.
A: The GL pricing rules require a subcontractor to be “adequately insured” to qualify for subcontracted work rates. The rule reads: “This classification applies to that portion of the operations performed by adequately insured subcontractors of the insured. Operations performed by subcontractors without adequate insurance shall be classified and rated under the specific classification description for each operation. Determination of the adequacy of insurance shall be made in accordance with criteria established by the company prior to policy inception.” If the carrier guidelines state that qualifying as “adequately insured” requires limits equal to the general contractor’s, that’s what you have to deal with. This is an underwriting decision the carrier made across the board, so it’s unlikely
Chris Boggs is executive director of the Big “I” Virtual University (VU). He is the featured education presenter at VIAA’s Convention in September. This question was originally submitted by an agent through the VU’s Ask an Expert Service. Answers to other coverage questions are available on the VU website. If you need help accessing the website, request login information.
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Feature Article No Safe Place: Even Manufacturers Need Cyber Insurance By Jacquelyn Connelly In today’s ominous cyber environment, if you’re not offering cyber insurance to every commercial client in your book—and that means every client—you’re making a big mistake.
head of cyber at Willis Towers Watson. “It’s a client-by-client conversation. Talk about their most prized assets, and then talk about whether they’re protecting it the right way.” At a time when “more and more companies are facing cyber insurance requirements at high limits,” according to Alex Wayne, president & CEO of A.J. Wayne & Associates, Inc. in Chicago, “that’s an opportunity for a little bit more consultation on the part of the agent or the broker as they’re sitting there with an insured,” says Eric Cernak, vice president at Hartford Steam Boiler. Consider an engineering firm. “They may not have a lot of traditional data like credit card numbers or health care information. But they have confidential information, whether that’s corporate business information or personnel information, and they might have access to third-party systems where they’re being required by contract to carry cyber,” explains Brian Thornton, president of ProWriters.
“We used to say if you have data, if you have employees, you have a risk and you should buy cyber insurance. But now, with the expansion of business interruption coverage, it’s more than just if you have data,” says Dan Burke, cyber and technology product head at Hiscox USA. “If you are relying on technology to operate your business, you’ve got a cyber exposure, and you can transfer that risk to an insurance carrier.” “The one overarching theme when you talk to clients is, ‘What is your most critical asset?’ It doesn’t have to be a credit card number or a social security number. That critical asset could be operations that are based on an online environment,” agrees Anthony Dagostino, global 12
And many cyber exposures are likely to come in a form that might not even cross your mind. For example, Willis Towers Watson has observed an increase in corporate espionage among engineering firms, where cybercriminals infiltrate a business in order to steal design specs. “That gets into a pretty scary security or national safety issue,” Dagostino says. Surprisingly, though, manufacturing is currently the hottest industry to chase for a cyber sale. “A manufacturer may not house a lot of personal information, so four or five years ago, they would say, ‘I don’t really need cyber insurance— I’m at the lower risk threshold,’” says Matt Cullina, CEO of CyberScout, an ID theft
resolution and data breach management firm.
contingent business interruption.”
But in today’s ransomware-ridden environment, “what if the manufacturer facility’s systems were locked up and they couldn’t manufacture their products?” Cullina points out. “It’s gone beyond a privacy consideration to just being able to do business.”
That’s an open-and-shut case to present to a reluctant client, Cullina says: “Now you can ask that manufacturer, ‘What would it look like if you couldn’t manufacture your product for two weeks? What kind of impact would that have on your business? Do you have protocols in place if that were to happen, and do you have enough cash in the bank to hold you over if you had to lose profits for that period of time?’”
And because many manufacturers have higher revenues than your average commercial client, “they might have a business interruption exposure that’s more significant than other companies,” Wayne explains. “If they’re providing a part that’s required for a thirdparty process, and they get shut down by a cyber claim, they may even need coverage for
Jacquelyn Connelly is IA senior editor.
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Insurance Agents Beware: All That Glitters May Not Be Covered By Dan Hammond, Director of Errors & Omissions Claims and Melane Humphreys, MS, CPHRM, Casualty Risk Management Specialist Jewelry is a common type of personal property, and unfortunately, it is also a common source of insurance agents Errors & Omissions (E&O) claims. A standard Homeowners Policy has limited coverage for theft of jewelry. Obtaining higher limits and broader coverage through Inland Marine policies, or a rider to the Homeowners Policy with schedules of specific items, may be the best option depending on your client’s needs. Typically these E&O claims involve a failure to obtain coverage or inadequate limits, and a surprising number involve diamond engagement rings. Here’s some advice to remember when clients get engaged. Be sure your client has an insurable interest in the engagement ring. Be aware of jewelry sub-limits on the client’s Homeowners Policy. Be aware of changes to the jewelry insurance during carrier changes. Obtain higher limits and broader coverage through Inland Marine policies or a rider to the Homeowners Policy. Proper valuation is key. Get updated appraisals from your client. Be sure your client understands the valuation method.
› › › › › ›
The most common engagement ring issues begin with lost or stolen rings while on vacation. After the loss, the customer often discovers the jewelry limit on the policy is less than the value of the item, or that his or her policy does not cover the disappearance. Issues also arise when the schedule does not list the missing jewelry. This is especially problematic when a schedule drops at the time a policy transfers to a new carrier. Proper valuation is key. Be sure to get an appraisal or bill of sale upon issuing the policy. Request an updated appraisal if switching carriers, or if there is not a current appraisal on file. Since scheduled items may appreciate in value, an appraisal is needed to reflect any changes in value. Also, valuation methods vary by carrier and by policy. Explain to your clients how their insurance carrier will value their jewelry. After all, there may be a significant impact if it is actual cash value versus agreed value. Depending on state law, the individual who gave a ring to his or her fiancé may or may not have an insurable interest in the ring. Be sure your client has an insurable interest in the engagement ring. Even more complex issues can arise involving whether the giver or receiver owns an engagement ring, especially if the engagement is broken off before marriage. The answer varies depending on the applicable state law. If the engagement is mutually ended, the majority rule is that the owner of the ring is usually the giver of the ring. If one party calls off the engagement, some states do not examine which party is at fault and typically find ownership of the ring to be the giver of the ring. In other states, the party who is not at fault for ending the engagement owns the ring. If asked to insure an engagement ring, the agent should consult with the carrier regarding which party’s policy the ring should be insured under based upon the applicable state interpretation of ring ownership. The agent should make sure that the customer provides a current appraisal for scheduling the value of the ring accurately. The agent may consider highlighting any exclusions, such as disappearance. If the customer declines to procure specific coverage for the ring, the agent may consider highlighting the limited coverage provided by typical Homeowners Policies. The material contained in this article is for informational purposes only and is not for purposes of providing legal advice.You should contact your attorney to obtain advice with respect to any particular issue or problem.
19 5-R-1251 Ed. 12-17
Helen Collins hcollins@viaa.org
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Company News Acuity’s Growth Creates Over 100 Job Openings Acuity Insurance announced it plans to hire over 100 employees in 2018. Staff will be hired at Acuity’s corporate headquarters in Sheboygan and throughout the 26 states in which it does business. Acuity’s hiring is the result of sustained, strong business growth. The insurer is on track to finish 2017 with a 4.4% increase in revenue and has grown to become the 58th-largest property-casualty insurance company in the nation. The company also completed a $250 million headquarters expansion project in 2017 to accommodate anticipated staffing and business growth. “Our growth continues to create opportunity not only for new hires who are looking for rewarding jobs, but also for existing staff who seek to advance their careers,” said Ben Salzmann, Acuity President and CEO. Job openings at Acuity will be in well-paid positions with high benefits. The company plans to hire processors and underwriters, software
developers and technical support staff, business analysts, claims staff, customer service representatives, premium auditors, and more. “Acuity continues to offer rewarding job opportunities to a wide range of employees, from people new to the workforce to professionals with years of experience,” said Joan Ravanelli Miller, General Counsel and Vice President - Human Resources. “By providing interesting and meaningful responsibilities and a corporate culture that is second to none, Acuity is the employer of choice in the insurance industry.” Acuity earned Employer of the Year in Insurance in 2017 from the Stevie Awards, made the list of PEOPLE’s “Companies that Care,” was chosen as one of the top three “Coolest Offices in the U.S. and Canada,” and was named one of the “15 Offices You Wish You Worked In” across the world. They have also been recognized by Great Place to Work as a top employer for baby boomers, millennials, recent college graduates, women, and the financial services/insurance sector. _______________________________ Acuity, headquartered in Sheboygan, Wisconsin, is a property and casualty insurer that operates in 26 states, generates nearly $1.4 billion in revenue through 1,000 independent agencies, and manages over $4 billion in assets. Named one of the top 10 large companies to work for in America, Acuity employs over 1,200 people.
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Company News Vermont Mutual Insurance Group Enters New Four-Year Agreement with University of Vermont Catamounts For Immediate Release Media Contact: Thomas Thamm 802.229.8975 tthamm@vermontmutual.com MONTPELIER, Vermont (December 19, 2017)— Vermont Mutual Insurance Group®, long recognized as a top 50 Property and Casualty insurer in the U.S., has entered a new four-year agreement with University of Vermont Catamounts and its athletics multimedia rightsholder, Learfield’s Vermont Sports Properties. Vermont Mutual and UVM are proud to introduce a community-based initiative that gives back to local organizations.Throughout the first two seasons of the multi-year agreement, Vermont Mutual will give $100 to the Boys & Girls Club of Burlington for each Catamount win – inclusive of every team, every sport, home and away victories. In years three and four, two additional organizations will be selected as the recipients of the donations based on wins by the Cats. Fans will soon recognize this initiative as “Cats Win, Community Wins” that will be supported through in-game promotion, social media, broadcast and print. “We couldn’t be more pleased to elevate our level of involvement with the Catamounts over the next four years, while at the same time, provide significant resources to a terrific organization in the Boys & Girls Club of Burlington.” said Dan Bridge, President and CEO of Vermont Mutual Insurance Group. “We take immense pride in giving back to our community and the benefits received by the Boys & Girls Club of Burlington gives us all further motivation to support the 24
UVM athletic teams.” “Our organization is beyond honored, and thrilled, to be an integral part of the new ‘Cats Win, Community Wins’ initiative. We can’t thank Vermont Mutual enough for thinking of us and wrapping this into their broader partnership with the Vermont Catamounts!” said Tanya Benosky, Executive Director, Boys & Girls Club of Burlington. UVM’s Director of Athletics Jeff Schulman, remarked “The support and generosity shown by our corporate partners and local businesses at every level is greatly appreciated. We know the Boys & Girls Club of Burlington will be excited to be the beneficiary of this incredible donation by Vermont Mutual, and we look forward to involving the kids and volunteers in our various athletic events.” The first donation for Catamount wins during the current 2017-18 collegiate athletic season will be retroactive to spring 2017, with a final amount slated for February 2018 and expected to be approximately $14,000 annually. _______________________________ Vermont Mutual Insurance Group® is a trade name of Vermont Mutual Insurance Company, Northern Security Insurance Company, Inc. and Granite Mutual Insurance Company. Chartered in 1828, Vermont Mutual is one of the ten oldest mutual property/casualty insurers in the United States and provides coverage throughout New England and upstate New York. Through more than 400 independent agencies, the Group insures over 300,000 policyholders with a direct written premium of more than $435,000,000. The group is rated “A+ Superior” by A. M. Best and a Ward’s Top 50 performing property/casualty for the past nine consecutive years.
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HELP WANTED
Experienced Commercial Lines Customer Service Representative POSITION SUMMARY: Manage small, medium, and large commercial insurance accounts in mid-sized independent insurance agency. Position consists of primary day-today point of contact with customers and liaison between the client, carrier and sales producer. BRIEF JOB DESCRIPTION: • Professional and prompt customer service including phone, email, and walk-in inquiries on new and existing client accounts. • Coordinate policy changes, receive and process new claims, and assist as needed on existing claims. • Audit review and processing including audit dispute resolutions. • Handling and processing of surety bond requests including bid, payment, and performance bonds. • Keep precise records of customer interactions and transactions, recording details of inquiries, concerns, and comments, as well as actions taken in the agency management system (AMS 360). • Receive direction from carriers and sales producers to assist in project and/ or proposal delivery, policy changes, requests for additional information. • Market all lines of coverage for new and renewal commercial risks including 28
additional lines of coverage. This includes the creation of submissions, preparation of proposals, binding of coverage with carriers, billing and review of policies. • Accompany producers to client meetings both in the agency office and at the client’s offsite location. • Perform other duties as needed. MINIMUM QUALIFICATIONS: • Highly organized with excellent verbal and written communications skills. • Sharp attention to detail. • Demonstrated flexibility and adaptability to changing priorities, deadlines, and technology. • Thrives in both a team and independent working environment. • Ability to respectfully resolve problems with clients and insurance carriers. • Proven track record of organizing and prioritizing an ever changing work load. • Minimum three years commercial lines property and casualty experience. • Insurance property and casualty license required. • College degree preferred. Please forward resume and cover letter to: David Holton, CIC, The Essex Agency Inc, PO Box 239, Essex Jct VT 05453 davidholton@essexagency.com
HELP WANTED
Commercial Lines Account Manager Agency dedicated to superior customer service with employees committed to adding value to every client activity. We offer our clients complete insurance services. We are currently seeking an experienced Insurance Account Manager for our Commercial Lines Division. The position consists of primary day-to-day point of contact with customers and acting as a liaison between the client, the carrier and the sales producer.
• Renewals-retains and services existing accounts, maintains direct communications with each client. • Ensure proper account documentation • Monitor financial status of accounts, collect premiums, and adhere to agency collection policies. • Travel as needed to accommodate and attend scheduled client visits, company meetings, and continuing education. • EDUCATION/EXPERIENCE/ LICENSES/CERTIFICATIONS: • Highly organized with excellent verbal and written communication skills.
ESSENTIAL DUTIES & RESPONSIBILITIES:
• Computer literacy required.
• Professional and prompt customer service including phone, email and walk-in inquiries on new and existing client accounts, including client questions on topics such as coverage, reporting of claims, audits, etc.
• Flexibility and adaptability to changing priorities, deadlines and technology.
• Coordinate policy changes, receive and process new claims, and assist as needed on existing claims. • Review prospective new clients’ insurance policies. Develop accurate information for account submissions and analysis. • Prepare applications for quotation. Obtain updated renewal information and have to marketing 120 days out. • Review and quote renewal policies. Policy review – quality control for policies, new or renewal.
• Sharp attention to detail.
• Thrives in both team and independent working environments. • High School diploma required; college degree preferred. • Three to five years in company or agency underwriting a Plus. • Agency experience preferred • Property/Casualty License required Send your resume and cover letter to Robin Bilodeau, CPIW, CISR, Operations Manager at NFP P & C Services, Inc. Email Robin at robin.bilodeau@nfp.com
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HELP WANTED
Licensed Insurance Sales Account Manager (relocation required)
Qualifications and Skills
This position is located in Newport Vt. Candidates must be willing to relocate to the area.
Must be proficient with computer.
JOIN OUR TEAM & GROW WITH US! Due to continued agency growth, Royer Camp & Associated Insurance in Newport Vt. has an immediate need for an experienced, full time, licensed insurance account manager with an emphasis on Commercial Lines insurance. Previous experience calling on & servicing commercial accounts is strongly preferred. Responsibilities and Duties Job responsibilities include all aspects of insurance operations including but not limited to policy servicing, insurance quoting, claim assistance and providing exemplary CUSTOMER SERVICE! The right candidate must have strong organizational & communication skills and be proficient with a computer. You must be a team player and be comfortable working with others in a very busy office environment.
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Candidate must have a Property & Casualty license. A Life & Health license is also a plus.
You must be a team player and be comfortable working with others in a very busy office environment. Benefits We offer a competitive benefits & compensation package which includes a competitive salary, health benefits, paid vacation, & retirement contributions. Job Type: Full-time
Required experience: Insurance: 3 years
Required license or certification: P&C
If Interested, please email your resume and cover letter to annette@royercamp.com or you can put in the mail to : Annette Lantagne, Agent Royer Camp & Associated Insurance Inc. 573 East Main Street Newport, VT 05855 802-334-6727 (phone) 802-334-2061 (fax)
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THANK YOU 2018 ANNUAL PARTNERS!