Wisconsin Independent Agent February 2020 Magazine by Independent Insurance Agents of Wisconsin

wisconsin INDEPENDENT AGENT FEBRUARY 2020

MAY 1 1 -1 2 K A L A H A R I RE S ORT S W I S CO N S I N D E L L S , W I

W W W.I I AW.COM/IN SU RCO N

wisconsin INDEPENDENT AGENT CONTENTS 3-6...........InsurCon2020 8, 9.......... Insurance Bartender IIAW Announces Strategic Partnership with WAHVE 10, 11...... Agency Operations If Your Agency Could Talk, What Would It Say? 13............ WCRB Announces Discontinuation of Postcard Notification for WCPAP 14............ Technology Blurred Lines 15............ Virtual University Ask An Expert 16, 17..... Sales How Promoting Employee Happiness Benefits Everyone 20............ Risky Business Be Where Your Customers Are 21, 22...... Virtual University “Dagger” or Plus Symbol Classes: What They Mean 24........... Government Affairs Wisconsin Supreme Court Election 27............ Commentary From Counsel Department of Labor Changes Interpretation of Joint Employee Status 28, 29.....Members In The News 30............Food For Thought

ADVERTISERS & INFORMATION 15...........AAA 22...........Badger Mutual 10...........Berkshire Hathaway GUARD 12...........DAIS 17...........Erickson-Larsen, Inc. 19...........IIAW Agency Solutions 26...........IIAW CE Education Calendar 32...........IMT 7.............Penn National Mutual 25...........Prelicensing Schedule 30...........Robertson Ryan & Associates 31...........West Bend Mutual 23...........Western National Wisconsin Independent Agent is the official magazine of the Independent Insurance Agents of Wisconsin (IIAW) and is published monthly by IIAW 725 John Nolen Drive, Madison WI 53713. Phone: 608.256-4429. IIAW does not necessarily endorse any of the companies advertising in publication or the views of the writers. IIAW reserves the right, in its sole discretion, to reject advertising that does not meet IIAW qualifications or which may detract from its business, professional or ethical standards. © 2020 For information on advertising, contact Ashley Hale, 608.210.2977 or ashley@iiaw.com.

FEBRUARY 2020

wisconsin INDEPENDENT AGENT

Independent Insurance Agents of Wisconsin 725 John Nolen Drive Madison, Wisconsin 53713 Phone: (608) 256-4429 Fax: (608) 256-0170 www.iiaw.com

2019-2020 EXECUTIVE COMMITTEE President: Chris Costakis Avid Risk Solutions, Middleton President-Elect: Darrel Zaleski Spectrum Insurance Group, Eau Claire Secretary-Treasurer: Marc Petersen American Advantage - Petersen & Assoc., Inc., New Berlin

Chairman of the Board: Jason Bott Robertson-Ryan & Associates, Milwaukee State National Director: Steve Leitch Leitch Insurance, River Falls

2019-2020 BOARD OF DIRECTORS

Mike Ansay Ansay & Associates, Port Washington Nick Arnoldy Marshfield Insurance Agency, Inc., Marshfield Mike Harrison R&R Insurance Services, Inc., Waukesha Ryan Leitch Leitch Insurance, River Falls Aaron Marsh Marsh Insurance Services, Inc., Rice Lake Joanne Lukas Szymaszek Johnson Insurance Services, LLC, Racine Chad Tisonik HNI Risk Services, LLC, New Berlin Andrea Nelson Unisource Insurance Associates, LLC, Wauwatosa

IIAW STAFF

Matt Banaszynski Chief Executive Officer 608.256.4429 | matt@iiaw.com Mallory Cornell Vice President and Director of Risk Management 608.210.2975 | mallory@iiaw.com Kim Kramp Association and Agency Accounting Manager 608.210.2976 | kim@iiaw.com Trisha Ours Director of Insurance Services 608.210.2973 | trisha@iiaw.com Ashley Hale Graphic Designer and Creative Marketing Manager 608.210.2977 | ashley@iiaw.com Evan Leitch Technology and Risk Advisor 608.210.2971 | evan@iiaw.com Jennifer Petersen Membership Engagement and Events Coordinator 608.210.2972 | jennifer@iiaw.com Diana Banaszynski Education Coordinator 608.256.4429 | diana@iiaw.com

On The Cover... The IIAW will hold our 121st Annual InsurCon Convention on May 11-12th at the Kalahari Resort in the Wisconsin Dells. We welcome our keynote speaker, Hall of Fame Quarterback, Joe Theismann as well as the famous 80s, 90s and 2000s cover band Granny Shot. Come and enjoy company hospitality lounges, CE credits (including Ethics), networking and the chance to win thousands of dollars in cash and prizes during our Exhibitor Showcase. There are many new and exciting changes in store for attendees this year. Visit our new website at www.iiaw.com for up-to-date details and to book your hotel rooms. See you there!

MAY MAY 11-12 11-12 KALAHARI KALAHARI RESORTS RESORTS WISCONSIN WISCONSIN DELLS, DELLS, WI WI

MO MO N N DAY, DAY, M M AY AY 1 11 1 TH TH

AWARDS LUNCHEON AND BUSINESS MEETING AWARDS LUNCHEON AND BUSINESS MEETING

Join us as we honor our 2020 Award Winners and conduct Join us as we honor meeting. our 2020 A Award Winners andbe conduct our annual business plated lunch will served. our annual business meeting. A plated lunch will be served.

1:00PM-2:50PM 1:00PM-2:50PM

“MAKING THE DATA IN YOUR AGENCY “MAKING THE DATA IN YOUR MANAGEMENT SYSTEM WORKAGENCY FOR YOU” MANAGEMENT SYSTEMCommittee WORK FOR YOU” Automation/Technology Automation/Technology Committee

Join the IIAW Auto./Tech. Committee for a presentation on Join IIAW Auto./Tech. Committee for to a presentation whatthe data to collect from your AMS, how extract it andon how what to usedata it. to collect from your AMS, how to extract it and how to use it.

1:00PM-2:00PM 1:00PM-2:00PM

“HARASSMENT IN THE WORKPLACE, EPLI AND “HARASSMENT THE WORKPLACE, THE IMPACT OF IN THE #METOO ERA” (1EPLI CE) AND THE THE #METOO ERA”Risk (1 CE) LauraIMPACT Lapidus,OF Management Liability Control Laura Lapidus, Director, CNA Management Liability Risk Control Director, CNA

This session will examine the #MeToo movement’s effect on This session willharassment examine the #MeToo movement’s effect on the workplace, claim trends, litigation trends, and the workplace, harassment anti-harassment legislation.claim trends, litigation trends, and anti-harassment legislation.

2:10PM-5:00PM 2:10PM-5:00PM

“ETHICS AND TRUST” (3CE) “ETHICS AND SECURA TRUST” (3CE) Jeff Bykowski, Academy Jeff Bykowski, SECURA Academy

Agents will be able to walk away from this class with a better Agents will be able to walk this class a better understanding of how trust away plays from an integral rolewith in ethics. understanding of how trust plays an integral role in ethics.

3:00PM-3:50PM 3:00PM-3:50PM

“EXPLORING PRIVATE AND PUBLIC FLOOD “EXPLORING PRIVATE AND PUBLIC FLOOD MARKETS” (1CE) MARKETS” (1CE) Director of Flood Insurance, ISO and Marc Treacy, Managing

Two industry experts will discuss the private flood insurance Two industry discuss the private flood insurance market as wellexperts as the will National Flood Insurance Program and market as well asflood the National Flood Insurance Program and other emerging issues and concerns. other emerging flood issues and concerns.

11:15AM-12:45PM 11:15AM-12:45PM Africa East Africa East

Africa 30/40 Africa 30/40

Africa 10/20 Africa 10/20

Africa 30/40 Africa 30/40

4:00PM-5:00PM 4:00PM-5:00PM Africa 30/40 Africa 30/40

Marc Treacy, Managing Director of Flood Insurance, James Sink, Regional Flood Insurance Liaison, DHS ISO and James Sink, Regional Flood Insurance Liaison, DHS

“EVERYTHING SPEAKS: ALIGNING YOUR “EVERYTHING SPEAKS:TO ALIGNING YOUR MARKETING EFFORTS UNEARTH YOUR TRUE MARKETING EFFORTS TO UNEARTH YOUR TRUE VALUE” VALUE” Spencer Smith, Founder of AmpliPhi Social Media Strategies

You will learn how to effectively align your company image and You willboth learn how to effectively alignvia your company image and brand internally and externally digital and social media. brand both internally and externally via digital and social media.

Spencer Smith, Founder of AmpliPhi Social Media Strategies

6:00PM-9:00PM 6:00PM-9:00PM 9:00PM-12:00AM 9:00PM-12:00AM

Africa East Africa East

COMPANY HOSPITALITY HOURS COMPANY HOSPITALITY HOURS INSURCON2020 ENTERTAINMENT INSURCON2020 ENTERTAINMENT

Its time cut loose and enjoy some great entertainment and music Its time cut loose sometime greattoentertainment music from Granny Shot.and Thisenjoy is a great network, enjoyand company from Granny Shot. This is a great time to network, enjoy company hospitality booths and just have fun! hospitality booths and just have fun!

T T UESDAY, UESDAY, M M AY AY 1 12 2 TH TH 7:45AM-8:45AM 7:45AM-8:45AM

Africa Ballroom Africa Ballroom Foyer Foyer

GRAB & GO BREAKFAST GRAB & GO BREAKFAST

“THE EVOLVING CYBER RISK LANDSCAPE” “THE EVOLVING RISK LANDSCAPE” Edward Chang, VP ofCYBER Cyber Risk Management at Travelers

Hear an industry expert explain cyber risks that businesses need to Hear an industry expert explain cyber risks that businesses be aware of and how businesses can protect against those need risks. to be aware of and how businesses can protect against those risks.

10:30AM-11:15AM 10:30AM-11:15AM

“INSURTECH MEETS INNOVATION” “INSURTECH MEETS INNOVATION” Troy Voseller, Co-Founder of gener8tor

Learn about some new “insurtech” startups participating in Learn aboutOnRamp some new “insurtech” startups and participating in gener8tor’s Insurance Accelerator recommendations gener8tor’s OnRamp Insurance Acceleratorfirms. and recommendations for identifying/partnering with technology for identifying/partnering with technology firms.

11:30AM-12:00PM 11:30AM-12:00PM

“FIRESIDE CHAT WITH MATT” “FIRESIDE CHAT WITH Matt Banaszynski, IIAW CEOMATT”

Join Matt as he shares industry knowledge and insight on Join Matt as he shares industry knowledge and insight on emerging trends. emerging trends.

12:15PM-2:00PM 12:15PM-2:00PM

LUNCH & KEYNOTE SPEAKER: LUNCH & KEYNOTE SPEAKER: JOE THEISMANN JOE THEISMANN

Listen to former star quarterback and NFL analyst Joe Theismann Listen former star quarterback and NFL JoeHis Theismann discusstomanaging unforeseen change with analyst adversity. high discuss managing unforeseen with adversity. energy presentation is one youchange won’t want to miss! His high energy presentation is one you won’t want to miss!

EXHIBITOR SHOWCASE EXHIBITOR SHOWCASE

Don’t miss the opportunity to win cash or to meet your next Don’t miss thefor opportunity to win cash orwill to feature meet your great partner success. InsurCon2020 the next first ever great partner forgame success. InsurCon2020 the first ever Blackout Bingo for agency owners will andfeature employees. Blackout Bingo game for agency owners and employees.

PRIZES & GIVEAWAYS PRIZES & GIVEAWAYS

All prizes will be awarded. Must be present to win. All prizes will be awarded. Must be present to win.

9:00AM-10:15AM 9:00AM-10:15AM

Africa East Africa East

2:00PM-5:00PM 2:00PM-5:00PM Africa West Africa West

5:00PM 5:00PM

Edward Chang, VP of Cyber Risk Management at Travelers Insurance Insurance

Troy Voseller, Co-Founder of gener8tor

Matt Banaszynski, IIAW CEO

wisconsin INDEPENDENT AGENT

FEBRUARY 2020

K E Y NOT E K E Y NOT E K KE EY Y NOT NOT E E

S P E AKE RS S P E AKE RS S SP PE E AKE AKE RS RS JOE T H EIS MAN N JOE T H EIS MAN N JOE T H EIS MAN N JOE T H EIS MAN N Former NFL Quarterback & NFL Network Analyst Former NFL Quarterback & NFL Network Analyst Former NFL Quarterback & NFL Network Analyst Former Former NFL NFL Quarterback Quarterback & & NFL NFL Network Network Analyst Analyst

Joe Theismann is an entrepreneur and the Joe Theismann is an entrepreneur and the former star quarterback for the Washington Joe Theismann is and Joe Theismann is an an entrepreneur entrepreneur and the the Joe Theismann is an entrepreneur and the former star quarterback for the Washington Redskins. Most recently, he spent the last former star quarterback for the Washington former star quarterback for the Washington former star quarterback for the Washington Redskins. recently, he spent the NFL last 2 decadesMost working for ESPN and the Redskins. Most recently, he the last Redskins. Most recently, he spent spent the NFL last Redskins. Most recently, he spent the last 2 decades working for ESPN and the Network as an NFL analyst. A 12-year NFL 2 decades working for ESPN and the NFL 2 decades working for ESPN and the NFL 2 decades working for ESPN and the NFL Network as an NFL analyst. A 12-year NFL veteran, Joe played in 163 consecutive games Network as an NFL analyst. A 12-year Network as an an NFL analyst. analyst. A 12-year 12-year NFL NFL Network as NFL A NFL veteran, Joe played in 163 consecutive games from 1974-1985 for the Washington Redskins veteran, Joe played in 163 consecutive games veteran, Joe played played in 163 163 consecutive games veteran, Joe in consecutive games from 1974-1985 for the Washington Redskins and holds Redskin records for passing from 1974-1985 for the Washington Redskins from 1974-1985 for the Washington Redskins from 1974-1985 for the Washington Redskins and holdscompletions Redskin records for passingHe was yardage, and attempts. and holds Redskin for and holdscompletions Redskin records records for passing passingHe was and holds Redskin records for passing yardage, and attempts. a two-time Pro Bowl selection and Pro yardage, completions and attempts. He was yardage, completions and attempts. HeBowl was yardage, completions and attempts. He was a two-time Pro Bowl selection and Pro Bowl MVP. Joe Theismann’s career ended abruptly a two-time Pro Bowl selection and Pro Bowl a two-time Pro Bowl selection and Pro Bowl a two-time Pro Bowl selection and Pro Bowl MVP. Joe Theismann’s ended abruptly in 1985 after sustainingcareer a badly broken leg MVP. Joe Theismann’s career ended abruptly MVP. Joe Theismann’s career ended abruptly MVP. Joe Theismann’s career ended abruptly in 1985 after sustaining a badly broken leg during a Monday Night Football game against in 1985 after sustaining a badly broken leg in 1985aafter after sustaining aFootball badly broken broken leg in 1985 sustaining a badly leg during Monday Night game against the New York Giants on national television. during a Monday Night Football game against during a Monday Night Football game against during a Monday Night Football game against the New he York Giants on national In 2003, was inducted into thetelevision. College the New York Giants on television. the New he York Giants on national national television. the New York Giants on national In 2003, was inducted into thetelevision. College Football Hall of Fame. In 2003, he was inducted into the In 2003, he he was inducted into into the the College College In 2003, inducted College Football Hallwas of Fame. Football Football Hall Hall of of Fame. Fame. Football Hall of Fame. With every chapter of his life, Mr. Theismann With every chapter ofto histhe life, Mr. Theismann evolved from athlete ultimate With every chapter of his life, Mr. With every chapter ofto histhe life, Mr. Theismann Theismann With every chapter of his life, Mr. Theismann evolved from athlete ultimate businessman. An Emmy award winning analyst, evolved from athlete to the ultimate evolved from athlete to the ultimate evolved from athlete to the ultimate businessman. An Emmy winning analyst, business man and athlete,award he utilizes his gifts, businessman. An award winning analyst, businessman. An Emmy Emmy award winning analyst, businessman. An Emmy award winning analyst, business man and athlete, he utilizes his gifts, talent and high energy to share his strategies for business man and athlete, he utilizes his gifts, business man and athlete, he utilizes his gifts, business man and athlete, he utilizes his gifts, talent andunforeseen high energychange. to share his strategies for handling talent and high energy to share his strategies talent andunforeseen high energy energychange. to share share his his strategies strategies for for talent and high to for handling handling unforeseen change. handling unforeseen unforeseen change. change. handling

T R OY V OSS E L L E R T R OY V OSS E LL ER T R OSS E Co-Founder gener8tor T R OY OY V Vof OSS EL LL LE ER R Co-Founder of gener8tor Co-Founder Co-Founder of of gener8tor gener8tor Co-Founder of gener8tor

Troy is a Co-Founder of gener8tor. gener8tor is a turnkey platform for the Troy is a economy Co-Founder gener8tor. gener8tor is a turnkeyinvestors, platform for the creative thatof connects startups, entrepreneurs, universities Troy Co-Founder of gener8tor. gener8tor is platform the Troy is a Co-Founder of gener8tor. gener8tor is a turnkey platform for the Troy is is a a economy Co-Founder ofconnects gener8tor. gener8tor is a a turnkey turnkeyinvestors, platform for for the creative that startups, entrepreneurs, universities and corporations. The gener8tor platform includes pre-accelerators, accelerators, creative economy that connects startups, entrepreneurs, investors, universities creative economy that connects startups, entrepreneurs, investors, universities creative economy The that gener8tor connects startups, entrepreneurs, investors, universities and corporations. platform includes pre-accelerators, accelerators, corporate programming, conferences and fellowships. gener8tor operates more and corporations. The platform includes accelerators, and corporations. The gener8tor platform includes pre-accelerators, accelerators, and corporations. The gener8tor gener8tor platform includes pre-accelerators, pre-accelerators, accelerators, corporate programming, conferences and fellowships. gener8tor operates more than 25 accelerators annually across North America, working with more than 100 corporate programming, conferences and fellowships. gener8tor operates more corporate programming, conferences and gener8tor operates more corporate programming, conferences and fellowships. fellowships. gener8tor operates more than 25 accelerators annually across North America, working with more than 100 startups per year. than 25 accelerators annually across North America, working with more than than 25 annually 100 than 25 accelerators accelerators annually across across North North America, America, working working with with more more than than 100 100 startups per year. startups per year. startups per year. startups per year.

ED WA R D C H AN G ED WA R D C H AN G ED D C VP CyberR EDofWA WA RRisk D Management CH H AN AN G G at

VP of Cyber Risk Management at Travelers Insurance VP Risk VP of of Cyber Cyber Risk Management Management at at Travelers Insurance VP of Cyber Risk Management at Travelers Insurance Insurance Travelers Travelers Insurance Edward Chang leads the Travelers cyber risk control practice. In that capacity, he is

Edward Chang leads the Travelers cyber control practice. that he is involved in underwriting, risk control, andrisk catastrophe analysisIn thecapacity, company’s Edward Chang leads cyber risk control In that capacity, he Edward Chang leads the the Travelers Travelers cyber risk control practice. practice. Infor that capacity, he is is Edward Chang leads the Travelers cyber risk control practice. In that capacity, he is involved in underwriting, risk control, and catastrophe analysis for the company’s cyber insurance products. Prior to Travelers, Eddie was a federal prosecutor where involved in underwriting, risk control, and catastrophe analysis for the company’s involved in underwriting, risk control, and catastrophe analysis for the company’s involved in underwriting, risk control, and catastrophe analysis for the company’s cyber insurance products. Prior to Travelers, Eddie was a fraudsters federal prosecutor he focused on prosecuting Romanian phishers, Nigerian and otherwhere cyber insurance products. to Eddie was federal where cyber insurance products. Prior Prior to Travelers, Travelers, Eddie was a a fraudsters federal prosecutor prosecutor where cyber insurance products. Prior to Travelers, Eddie was a federal prosecutor he focused on prosecuting Romanian phishers, Nigerian and otherwhere cyber criminals. he focused on prosecuting Romanian phishers, Nigerian fraudsters and other he focused on prosecuting Romanian phishers, Nigerian fraudsters and other he focused on prosecuting Romanian phishers, Nigerian fraudsters and other cyber criminals. cyber cyber criminals. criminals. cyber criminals. 4

FEBRUARY 2020

wisconsin INDEPENDENT AGENT

R E G I S T R AT I O N Register now at iiaw.com/insurcon

MEMBER

199*

*Early Bird Rate until 03/31

NON-MEMBER

239*

E X H I B I T O R S H O W C A S E O N LY

*Early Bird Rate until 03/31

229

259

Keynote Speakers

Exhibitor Showcase

CE Sessions

2:00pm-5:00pm

Exhibitor Showcase

Convention Evening

Entertainment & More!

*attendees will be identified with a different colored badge

Group reservations of 8 or more will receive a 10% discount. This applies to full registrations only. Please contact info@iiaw.com for group reservations. Cancellations received by April 10, 2020 will be refunded, less a $10.00 processing fee. Cancellations with less than one-month advance notice will not be eligible for a refund.

A D D I T I O N A L I N F O R M AT I O N Exhibitor Information

The annual Exhibitor Showcase will be held on Tuesday May 12th. Exhibitors are invited to review the new registration options and Blackout Bingo participation opportunity. Details and online registration can be found on our website, www.iiaw.com/insurcon. Questions?

Please call the IIAW at 608.256.4429 or email info@iiaw.com. Refer to www.iiaw.com/ insurcon for complete event details, sponsorship opportunities and exhibitor information.

Hotel Information

All convention events will take place at the Kalahari Resort & Convention Center. Rooms are available for Monday May 11th. Please indicate that you are attending the Independent Insurance Agents of WI InsurCon event to receive the group rate of $114/ night. The hotel reservation deadline is April 11, 2020. A link for online reservations is located on the convention registration page found on our website, www.iiaw.com/insurcon.

wisconsin INDEPENDENT AGENT

FEBRUARY 2020

THANK YOU

Exclusive Company Sponsors

FEBRUARY 2020

wisconsin INDEPENDENT AGENT

We help people feel secure and make life better when bad things happen

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IIAW_Ad_Brand.pdf 1

9/16/2019 12:02:52 PM

INSURANCE BARTENDER

IIAW ANNOUNCES STRATEGIC PARTNERSHIP WITH WAHVE TO OFFER MEMBERS NEW STAFFING SOLUTION “ In coming decades, many forces will shape our economy and our society, but in all likelihood, no single factor will have as pervasive an effect as the aging of our population.” – Ben Bernanke When it comes to retirement, a significant cultural shift is well under way. More and more people are choosing to remain in the workforce beyond traditional retirement age. An entire demographic is reimagining retirement, and this change requires employers to simultaneously reshape their own notions about work, retirement and age in order to stay competitive. A few fast facts: • By 2024, one in four workers in the United States will be 55 or older. By comparison, in 1994, workers over the age of 55 accounted for about one in 10 workers. (US Department of Labor) • In 1996, less than 46 percent of people age 60 to 64 were working. In 2016, that percentage grew to 56 percent. In 2026, it’s expected to reach almost 60 percent. (Bureau of Labor Statistics) • 85 percent of today’s baby boomers plan to continue to work into their 70s and even 80s. (Special Committee on Aging) These facts and several other factors combined with feedback from our members and improvements in technology helped motivate the team at the IIAW to investigate staffing solutions to help our members. Technology such as Skype, VPN or remote access to agency servers and more is allowing agencies to seamlessly hire experienced remote or work from home employees. Not to mention it fits a need so many agencies are desperate to fill-qualified workers. As a result, we have strategically partnered with Work At Home Vintage Experts or WAHVE. Like the IIAW, they believe in the power and performance of experienced workers. They make it easy for agencies to hire work-at-home vintage professionals who are matched to the specific needs of your business. But if you’re like many employers, you might still be

FEBRUARY 2020

wisconsin INDEPENDENT AGENT

wondering how hiring an older work-at-home employee can benefit you: 1. Retain valuable knowledge – This may be the most obvious benefit of hiring an older worker, whether they work remotely or not. Retiring workers have a career’s worth of institutional knowledge at their fingertips that can’t be easily, quickly or inexpensively replaced. In addition to having the knowledge and skills required to perform the job itself, they have years of experiences that have taught them how to navigate difficult situations, solve problems on their own and effectively manage relationships with colleague and clients. 2. Fill the talent gap – As we discussed in Can Remote Work Fill the Talent Shortage, there are more than 7 million job openings in the United States, and not enough employees to fill them. Employers often can’t find the qualified workers that they need. To fill this gap, it’s inevitable that employers will need to consider hiring older remote workers. Employers benefit from their vast knowledge, while employees benefit from being able to stay employed and enjoy the work-life balance they desire. 3. Boost work ethic – According to an article in Deloitte Insights, research shows that older workers are more likely to demonstrate positive “organizational citizenship.” This means they are more likely to work hard, show up on time, help coworkers, and go the extra mile when needed. 4. Innovate – Innovation is an attribute usually reserved for younger workers, but research suggests that older workers can be just as creative and innovative as younger peers if given the chance. Additionally, creating a generationally diverse workforce can also spur innovation, as discussed in Why Generational Diversity Is the Ultimate Competitive Advantage. Many agencies across the country have turned to WAHVE to help with their staffing needs.

The problem: lack of local qualified workers. For Miller’s Insurance Agency, Inc.’s Fran Shaw, WAHVE delivered not just superior service, but a valued team member and participant.

Change comes reluctantly for some people. Fran Shaw, CEO and president of Miller’s Insurance Agency, Inc. in Downingtown, Pa., admits to being “critical and cynical” when it came to hiring a remote worker. A career insurance professional, Fran was used to the traditional agency model – employees occupying office space and being physically present during meetings. So, when it came time to hire, Fran wasn’t convinced that a remote worker would fit. “I kept wondering how I was going to gauge this [the worker’s efficiency and effectiveness].”

Its not just a benefit to larger agencies. WAHVE can help many smaller agencies in rural Wisconsin, where it can be difficult to find and attract qualified talent. The best part, WAHVE is easy to setup and work with. I highly recommend turning to WAHVE for your project based or long-term staffing needs. For more information, please don’t hesitate to contact me directly at Matt@iiaw.com or visit our website at www.IIAW.com/WAHVE

> Matt Banaszynski CEO of IIAW

The solution:

Now Fran is one of the strongest supporters of the WAHVE experience. “It’s opened up the talent pool,” she said. “It’s not just about being in this county and being close enough to commute to work. That doesn’t matter at all.” Remote, yet closely involved. Her wahve was located in the Carolinas and never met anyone in the office, Fran explained. Yet to Fran and her team of approximately 45 employees and part-time staff, the wahve was “part of the family. She was on conference calls and on Skype.” The payoff was almost immediate, too. Fran said the wahve worker, who handles commercial lines business for the agency, has made suggestions that have saved the company time and money. Because of her depth of experience, the wahve has helped Fran’s group improve several procedures that streamlined work processes and brought more efficiency to the office. Plus, she’s discovered a few misfiled renewals, saving the agency time and improving the services to the customer. Because her wahve handled commercial renewals, Fran didn’t have to give her a to-do list. Supervising the worker hasn’t been an issue. Fran credits that to WAHVE’s core business model. Unlike traditional employee arrangements, for a wahve worker “The motivation is different. They’re choosing to do this. They could choose to be fully retired, but they still want to help the industry.” That level of dedication is exactly what won Fran over to the WAHVE experience. As someone who was hesitant to try working with a remote employee, she’s now a convert. She expected surprises, but the biggest surprise was that there wasn’t one. “To be quite honest, I was extremely critical and cynical about the process. I kept thinking ‘Can this work?’ And you know what? Yes it can. It has only benefited us.”

Matt’s Mixology LOVE POTION #9 MARTINI Ingredients • 1 cup pomegranate juice • 3 ounces strawberry vodka (I love Strawberry Basil Vodka from Pearl) • 3 ounces Chambord Black Raspberry Liqueur • 2 small chunks dry ice (optional) • 2 strawberries cut into hearts for garnish (optional)

Steps to Make It 1. In a cocktail shaker, combine the pomegranate juice, vodka, and Chambord. Shake to combine. 2. Place 1 chunk dry ice into the bottom of each glass. 3. Pour the martini over the a very small piece of dry ice. 4. Garnish with skewered strawberry hearts if desired. Pretty cute :) 5. Wait 5-10 minutes for the dry ice to dissolve (and enjoy the fun show!) before drinking.

wisconsin INDEPENDENT AGENT

FEBRUARY 2020

AGENCY OPERATIONS

IF YOUR AGENCY COULD TALK, WHAT WOULD IT SAY? One of the best questions I ever heard came from Andy Stanley, the founder and pastor of North Point Ministries in Atlanta: “What will your story be when it’s time for your story to be told?” Whenever I’ve asked this question at our senior leadership programs or producer programs, it tends to spur considerable thought. I can see that people are asking themselves, “When the time comes, what is my story going to be?” I think this question applies to you regardless of your role in the agency, whether you’re a leader, a producer, or any other team member. Although we may not be aware of it, we all are creating stories that someday will be told. Perhaps a better word is “legacy.” What legacy are you going to leave? As I’ve said before, eventually everybody leaves their business. Granted, most of my readers will be in this business for another 10, 15, or 20 years, if not longer. Why? Because it’s a great business that’s creating opportunities and freedoms that most can only dream of. To seize these opportunities and freedoms, however, you must act! As I’m sure you’ve heard me say in the past, “If you’re going to put the time in anyway, you might as well be great at it.” So here’s another question: If your agency could talk, what would it say? What would it say today, and what would you like it to say five years from now? Before you answer that, let me share with you the story of a Best Version Possible (BVP) Agency as it unfolds in my perfect world. It starts with asking “What’s it all about in your agency today?” The 3 Cs This is how the BVP Agency responds:

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wisconsin INDEPENDENT AGENT

Here at the BVP Agency, we embrace several key themes, the first of which is The 3 Cs: Clarity, Consistency, and Commitment. Clarity means having a clear view of our vision. It’s what we want and why we want it, based on our understanding of the vision’s purpose and value. In terms of Key Performance Indicators, our agency and all of our team know exactly where we are today, where we want to go over the next three years, and exactly how we are going to get there. We know the resources and tools we need. We know the personal development plans for each team member. And we know our agreed-upon behaviors and strategies. We’re all on the same page concerning our business plan. In case you’re wondering how it’s possible for everyone to be on the same page, it’s because our business plan is on one page. Unlike most agencies, we have a single-page summary of our Strategic Business Plan that everyone can rally around. Further, we believe that direction and destination must match up. Because we have absolute clarity on our desired destination, we have to keep checking to make sure our current direction matches that desired destination. Just like an airplane or a ship at sea, if we get off track just a little bit and “stay the course” without recalibrating, we’ll miss our target by a lot. Consistency is all about our team members never deviating from our “agency’s way of doing business,” which is quite specific. We have documented processes and procedures that explain with absolute clarity (there’s that word again!) how things are done in our agency. We

know our new business processes in all departments. We know our continuation processes in all departments. (As you know, we don’t renew accounts, we continue relationships.) We know how claims will be handled. We know how all day-to-day transactions will be handled. We know how our technology and automation systems apply to our jobs and how to maximize them. In all areas, we have identified best practices, which are mutually agreed upon and followed. There is absolute buy-in from all team members. We accomplish this by asking team members for their input before making any improvements (which is an ongoing process). We know that if they’re part of the design, they’ll buy in more quickly and enthusiastically. Commitment holds it all together and starts at the top with our leaders, who are committed to our plans. They’re also committed to continual and never-ending improvement because in our agency, good is never good enough. Our leaders are committed to “over-communication,” which, by the way, can never happen. Most agencies under-communicate, but have you ever seen an agency that communicates too much? (You haven’t, because it doesn’t exist!) Our leaders and our team are committed to our Clients, Colleagues, Carriers, and Communities. The 4 Cs We want our Clients to have the absolute best experience that creates raving fans who buy all of their insurance and risk management needs from our agency. These clients would never think of leaving us, and they love sending us referrals and introductions. Next, our leaders are committed to all of our Colleagues, our team members. They want to attract and retain the very best. They provide personal development opportunities for everyone. They truly do provide a “Best Places to Work” atmosphere. It feels like family, because it is! Further, we’re committed to seeking out the best assortment of Carriers to represent. We want deep partnerships, which is why we don’t represent every carrier out there. We know the 80/20 Rule applies to our carriers, and we believe that less is more. We also are committed to crevice marketing, so we represent carriers that let us specialize, thereby enabling us to go “narrow and deep” in our marketing.

Our final commitment is to our Communities. They are critically important to us! We live here and work here. We realize how blessed we are, and we want to give back. Although we don’t assist/contribute to 100% of the projects out there, we have a Community Service Committee that helps us identify and select opportunities to support and the ways that we can give back. We’re proud to say that more than 75% of our team members have contributed, whether through time or money, to the community projects we’ve chosen. Our agency’s overall theme is truly to be our Best Version Possible. It’s a constant work in progress. We’ve simply never allowed “good” to be good enough. And while we’re respectful of our competitors, we believe we’ve become the “category of one” in our marketplace, emerging as the agency that has transcended commoditization and that defies comparison. We simply don’t want commodity-based clients. If price is the only reason someone comes to us, it will also be the reason they leave us. We’ve raised the bar on everything we do. We’re risk advisors who provide solutions well beyond the simple placement and purchase of insurance products. We are the feared competition, the point of comparison against which all other agencies are measured. If your agency could talk, how would it compare to the BVP agency described above, and how do you want it to compare five years from now? Your BVP is out there waiting for you to arrive. Are you ready for the journey? The author Roger Sitkins, chief executive officer of Sitkins Group, Inc., is the nation’s number-one “Agency Results Coach.” He established The Sitkins Network™, a territory-exclusive network of high-performing agencies, and The Better Way Agency, a web-based training program that shows agency owners ways to make significant improvements in all areas of the agency. To learn more, please visit www.sitkins.com.

>R oger Sitkins

Chief Executive Officer, Sitkins Group, Inc.

wisconsin INDEPENDENT AGENT

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Become a Digital Agency The IIAW has partnered with the Internet of Insurance to provide you with an extraordinary new member benefit at no extra cost. A digital agency portal allows you to: Provide quotes right on your website Harness your email lists, social media, SEO, and referrals to generate more business Improve your customer experience Attract producer and CSR talent Improve your profitability and efficiency Claim your portal today, donâ&#x20AC;&#x2122;t miss out!

iiaw.com/SmallCommercialPortal Portals are created and agencies are on-boarded on a first come first serve basis!

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Claim Your Portal Webinar Join us on

Feb 07, 2020 1:00 PM CT For a step to step guide on how to claim your portal. Sign up at: link.dais.com/1350 *Webinar recording will be available on IIAW website

WCRB Announces Discontinuation of Postcard Notification for WCPAP The WCRB is discontinuing the mailing of the annual postcard notification to employers that are eligible to participate in the Wisconsin Contractor’s Premium Adjustment Program (WCPAP). Beginning with policies effective July 1, 2021, the WCRB will no longer mail a postcard notification to employers eligible to participate in the WCPAP. Henceforth, we are advising all eligible employers to create a reminder to complete a WCPAP Online Application every year. Annually, the eligible employer’s WCPAP Online Application is due no less than 90 days prior to the first day of the month of which the worker’s compensation insurance renews (i.e., renewal date July 15, 2021 therefore, WCPAP Online Application is due no later than April 2, 2021). Please note: the WCPAP Online Application is updated each year, on the evening of the last day of the 3rd quarter (i.e., September 30th). Therefore, each year you may complete this online application as soon as October 1st. Applications will be processed accordingly, to accommodate the employer’s renewal. How to Apply: 9 Go to www.wcrb.org Find the orange “Employers” box and select WCPAP Online Application. 9 Review the WCPAP Online Application Schedule for Participation Deadline. 9 Complete and submit the application no less than 90 days prior the first day of the month of renewal. Please call the WCRB for assistance at 262-796-4593. If you are not able to speak with a WCPAP Representative, please leave a voicemail for a call back or alternatively, email us at wcpap.applications@wcrb.org. For commonly asked questions regarding the WCPAP, including how to apply, visit the FAQ section of our Web site.

wisconsin INDEPENDENT AGENT

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TECHNOLOGY

BLURRED LINES How advances in technology impact personal lines coverage It shouldnâ&#x20AC;&#x2122;t be news to anyone that technological advancements are shaping the world around us. But because new technology changes the way we live, work and play, independent agents need to keep up to date.

for business performed at home? Agencies should determine whether they have clients who telework or run businesses from home and offer endorsements to existing homeowners and renters policies to cover these pursuits.

Here are a three ways technological trends are impacting personal lines coverage:

The gig economy: There are more than 1 million rideshare drivers working for companies like Uber and Lyft in the U.S. Meanwhile, HomeAway offers 2 million global home listings and Airbnb offers 500,000 in the U.S. alone. Other examples of the gig economy include ad hoc food delivery, package delivery and manual laborers.

Cyber threats. From instant application approvals to auto-renewals, the use of technology is changing the insurance industry. With this changing environment come additional risks and new coverages, such as cyber or data breach coverage. Your clients use technology to make their lives easier, but it also puts them at greater risk of a cyberattack. Victims may find that they downloaded a document that contained ransomware that disabled their computer system, while others may unknowingly find themselves sent to a phishing website. Damages from these types of attacks can cost thousands of dollars. Are your clients covered for such perils? Also, in the event of a cyberattack, do your customers have adequate coverage and limits? Personal cyber coverage is becoming more common. But as it grows in popularity, it is also becoming common for cyber coverage to be excluded from standard homeowners policy and only available by endorsement or a standalone policy. Do the standard homeowners policies you write provide cyber coverage? If not, did you offer it? Teleworking: Another technological trend is telecommuting, which has become the standard operating mode for at least 50% of the U.S. population, according to Forbes. However, traditional homeowners policies contain broad exclusions for home business pursuits. Coverage for personal liability arising out of business pursuits is typically excluded, which prompts the question: Is your customer covered 14

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Do you know whether your clients are participating in the gig economy? If so, are they covered for property damage, personal liability, injuries requiring health care and loss of income? Agents should start asking these questions before a claim comes in. Recognizing and reacting to these trends will prepare you to satisfy your duties as a 21st-century personal lines agent or broker. Importantly, staying ahead of the curve when it comes to technology leads to better agency achievement, and higher client satisfaction and retention. Donna Asta is a vice president and claims expert with Swiss Re Corporate Solutions and is associated with the Chicago office. This article is intended to be used for general informational purposes only and is not to be relied upon or used for any particular purpose. Swiss Re shall not be held responsible in any way for, and specifically disclaims any liability arising out of or in any way connected to, reliance on or use of any of the information contained or referenced in this article. The information contained or referenced in this article is not intended to constitute and should not be considered legal, accounting or professional advice, nor shall it serve as a substitute for the recipient obtaining such advice.

>D onna Asta

Vice President and Claims Expert Swiss Re Corporate Solutions

ASK AN EXPERT

VIRTUAL UNIVERSITY

Q: Home Warranty Coverage Attached is excerpt from Choice Home Warranty (not attached for this reprinting) regarding the heating system. I have been told that there is no coverage for the furnace because an internal gas valve is the cause of the problem. The repair technician and the home warranty adjuster disagree on coverage. Do you feel I can argue this and how should my argument be worded?

A: You should not involve yourself in this situation. Do not offer opinions outside your licensure unless you are an attorney. ---------Is this part of an insurance policy the agency sold or just a warranty the customer entered into with another party and they want their insurance agent to opine? I’d be careful about offering opinions about products you don’t sell. ---------This question should be submitted to competent legal counsel. ----------

It’s a legal question and should be answered by a lawyer. ---------First, this is not Insurance.” More importantly, why are you giving advice (interpreting contracts is legal work) on something you shouldn’t be involved with in the first place? (NOTE: As agents we want to help, but don’t help” your way into a hole in which you do not want to be. Stick with advising on the insurance policies you sell there is enough there to keep you busy.)

Don’t just join a company, join a club. AAA is a membership-based organization; we’re a club, not just a company. This means we have an entirely different level of commitment to customers. All with an unbeatable combination of savings and security for customers. And the potential for success for you.

Learn more, contact me. Leo Plese (630) 328-7076 lmplese@autoclubgroup.aaa.com Insurance • Membership • Travel • Banking AAA Independent Agents are not employees of AAA The Auto Club Group; but, rather are independent contractors. Insurance underwritten by one of the following companies: Auto Club Insurance Association, MemberSelect Insurance Company, Auto Club Group Insurance Company, Auto Club Property-Casualty Insurance Company, Auto Club South Insurance Company, Auto Club Insurance Company of Florida, or non-affiliated insurance companies. ©2019 The Auto Club Group. All rights reserved. 19-IN-0147

SALES

HOW PROMOTING EMPLOYEE HAPPINESS BENEFITS EVERYONE Productivity, happiness, and your bottom line. A report titled The Financial Impact of a Positive Employee Experience dove into the correlation between financial returns and employee satisfaction in their current role. It was found that companies who ranked in the top 25% reported nearly three times the return on assets, and doubled their return on sales. These findings make it clear: Your employee’s experience is not just tied to happiness, but also productivity throughout the workplace. You can drastically improve your company’s bottom line by increasing your employees’ experiences. A happier workforce is a more productive workforce, which in turn creates a more profitable environment.

Happy employees positively affect workplace operations. Statistics show that companies that foster employee happiness outperform their competitors by 20%. It’s no surprise, then, that some companies are taking more active measures to promote positive employee experiences. In 2015, Airbnb became one of the most notable companies to tackle the topic of employee happiness by hiring someone whose role was specifically dedicated to managing and improving their employee’s experiences. At the time, they transitioned their Chief Human Resources Officer into their shiny new position, the Head of Employee Experience. The Head of Employee Experience combines traditional human resources processes and the responsibility of focusing on their new initiative — the “workplace as an experience” vision. Airbnb worked to achieve this vision by creating a group of employees in most offices that worked as a “ground control,” focused on bringing the company’s written culture to life. So why are companies focusing so much on employee happiness and their experience at work? Beyond ranking well in Forbes’ Best Places to Work List, there are a number of benefits that outweigh the cost of investing in employee happiness. However, most offices can’t afford to hire a Head of Employee Experience. Often, departments delegate responsibilities to a single person or a team of individuals to ensure that tasks don’t fall through the cracks. At the end of the day, you want your employees to be both happy and productive. So, what are you doing to promote their happiness?

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If you notice that productivity is low and it seems you’ve done all you can do to promote employee happiness in the workplace, take a look at your hiring practices and see if there needs to be more precision when hiring. Sit down and take the time to assess gaps in your hiring process, and determine ways in which you can improve. Moving forward, this can tremendously impact your employees’ future happiness and productivity. A work-life balance is integral toward fostering a happy workforce. Being able to separate work and personal life provides untethered freedom, allowing employees ample time to unplug and recharge. Finding small, simple ways to promote a healthy work-life balance can help combat burnout and can help your employees feel as though work doesn’t permeate every aspect of their lives. When employees aren’t having to worry about work outside of the office, it increases their drive. Allowing employees to recharge gives them the opportunity to come in with a fresh attitude instead of being bogged down. Having a clear break between life and work is an easy way to promote happiness.

Engagement, happiness, and a retained workforce. The average cost-per-hire for companies is $4,129 per new employee, according to Hire by Google’s latest research, and the cost-per-hire of executives is exponentially higher. Recently, the Work Institute looked at trends in employee turnover and predicted that in 2020, 1 out of every 3 workers will leave their current jobs. When it costs nearly a third of an employee’s salary each time someone leaves their position, it is critical for companies to find ways to engage and retain their current human capital. Employees are more likely to stay in an organization that offers them opportunities to develop in their professional careers and create meaningful relationships with their coworkers and supervisors. Developing and enforcing friendships can have a great impact on your organization.

Work friendships help employees to become more engaged and more innovative. A highly engaged workforce has resoundingly positive effects on your company. Employees will have higher ratings of profitability, productivity, and satisfaction in their roles. Additionally, a highly engaged workforce is 59% less likely to move onto a new role at a different company. Retaining your top talent will help your bottom line — rather than spending your budget on hiring and onboarding new employees, you can invest in your current workforce at a much more cost-effective rate. Take this cost-savings approach when it comes to factoring in your budget for employee happiness.

TIP: I ncorporate a suggestion box in your

organization. Each month, choose one suggestion and utilize this as a way to improve your company, whether big or small. Your employees will not only feel heard and appreciated, but this is also a simple and quick way to increase employee happiness.

Ask your employees for suggestions.

Your employees know what they want out of their employer better than anyone else. Take the time to ask why they enjoy their jobs, and what they would like to see changed. Doing so offers valuable insight that you can’t gather anywhere else. The classic “suggestion box” isn’t a groundbreaking

tactic, but at its core, it opens up the discussions that are necessary to understanding the mindset of your employees. Offering your employees the support and opportunity to ask questions and suggest improvements in your organization can serve as a big win for your company. This strategy allows your employees to tap into their resources, technical savvy, and creative expertise. Their suggestions may highlight things you’ve missed in your organization, or uncover tools and resources that your employees need to become more productive and successful in their jobs. By inviting employees’ best ideas, you are continuing to foster and promote a more collaborative culture that sparks creativity. It might be strange to envision happiness as something you can offer to your employees, but by tweaking different aspects in your workplace, you can find ways to both not only improve your organization and benefit employees. It’s possible for your employees to be happy and productive in the workplace, and it all starts with active listening and ensuring that your employees feel engaged and valued. Caliper offers tools and resources that your company can use to assess, track, and improve employee engagement in your workplace. Get started with our scientifically-verified assessment and reports, and see how Caliper can help transform your workforce.

> Aggie Alvarez, Caliper

wisconsin INDEPENDENT AGENT

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AGENCY SOLUTIONS

TRUSTED CONSULTING FOR THE INDEPENDENT AGENT Because we know how important it is for you to succeed in business, IIAW has created a portfolio of solutions built just for you.

TECHNOLOGY

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We help you navigate and choose the best solutions to fit your needs

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We are a trusted partner for independent agents across the nation and a leader in agency risk management and agency solution

Mallory Cornell, IIAW Vice President mallory@iiaw.com www.iiaw.com

RISKY BUSINESS

BE WHERE YOUR CUSTOMERS ARE I recently read an article on PropertyCasualty360.com titled “Why Insurance Agents Must Monitor Online Consumer Reviews”. The last line of the article reads, “Your customers are online. Are you?” I appreciate this statement and have already used it during several conversations with agents. For me it resonates on a few different levels. 1. The relationship is not dead. Your customers, or prospective customers, still want to work with an insurance agent they can build a relationship with. The idea is that relationships just look a little different than they have in the past. Its much easier for a customer or prospect to “get to know you” because they can find more information about the person or the agency by going online. But what if they can’t get to know you by going online? What if they can’t find anything about you because you’ve decided its easier to just avoid being online? The article in PropertyCasulty360.com stated that “more than a quarter of millennials say they learned about an agent through digital engagement (online search, reviews or social media).” This demographic should be a key target for an agency looking to grow and be sustainable. To not have an online presence is immediately diminishing opportunities with this key customer group. 2. Agency presence versus individual presence. As an online admirer of independent insurance agents (does that sound creepy?), I appreciate the opportunity to see what agencies are doing in their community or how employees are being celebrated around the office. When an agency does not have a strong online presence, its usually because they don’t recognize the importance or they do not have an internal staff member interested in managing the page (which is an key piece). That’s fair, but what about individual pages? Should a commercial lines insurance professional always have a LinkedIn page? I would argue yes because business professionals want to see and know who they are working with. It can also highlight your experience and education in the industry. Individual Facebook pages are not the same as individual LinkedIn pages. User beware, if you are going to have a public Facebook page or be “friends” with customers you are increasing your exposure to knowing more than you would like to about your customer! And don’t forget, they can learn more about you as well. Facebook (as well as Twitter 20

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and Instagram) is a much more social platform while LinkedIn is a professional social media site. There are risks associated with each and having a clear goal for using social media as an agency or as a professional is key. An agency Social Media Policy is another essential piece to this puzzle. (Need a template? Visit www.iiaw.com/AgencySolutions and find one under “Operational Resources” or reach out to any IIAW staff member) 3. Efficiently Grow Your Network. I applaud the industry professionals who take the time to attend networking events, local community groups and meetings and who spend time face to face with customers and prospects. Your time is more precious than ever, and these commitments take you away from your desk, the office and even your family on a regular basis. This is where social media and digital marketing are different. You can connect, engage and stand out online faster and easier than in a crowded room. It may take some practice, but the tools and resources exist to help you get started. What’s next? If you are looking to become more active on social media and engage in the digital world, develop a plan and educate yourself. What is the commitment your willing to make and what will successful execution look like? Know the risks but also appreciate the reward. If you need additional information, the IIAW is welcoming Spencer X. Smith to be one Spencer X. Smith of our breakout speakers InsurCon2020 Breakout Speaker at InsurCon2020. Spencer is an accomplished social media strategist with tools to help you succeed in the online world. Follow him on LinkedIn to see the master at work and don’t miss his presentation in May at the IIAW annual convention.

> Mallory Cornell,

IIAW Vice President and Director of Risk Management

VIRTUAL UNIVERSITY

“DAGGER” OR PLUS SYMBOL CLASSES: WHAT THEY MEAN Nearly 40 percent of Insurance Services Office’s (ISO’s) general liability class codes are, what some call, “dagger” codes. Currently, 474 of ISO’s general liability class codes are “dagger” classes; however, ISO regularly reviews these codes for continued inclusion.

definition for a loss that might be considered a products/ completed operations loss. In short, there is little relevant products/completed operations exposure. When there is such a negligible exposure, there is no need to define or provide a “rate” for the “exposure.”

A “dagger class” or “plus sign class” indicates that Products and/or Completed Operations coverage is included as part of and not separate from the Premises/Operations coverage. For lack of a better way to explain it, when an operation is classed as a “dagger” or “plus sign” class, bodily injury (BI) and property damage (PD) claims resulting from the insured’s legal liability are not segregated based on when or where they occur. All BI and PD claims are, in a sense, equal.

Contradictory Confusion

Additionally, there is no separate products/completed operations aggregate limit when an operation falls within a “dagger” classification. All liability losses are subject to the general aggregate limit. Lastly, products or completed operations coverage is provided at no additional premium when the operation is a “dagger” class. In “standard” or “non-dagger” class codes, a separate loss cost (rate) applies to both premises/operations and products/ completed operations coverage; but “dagger” class codes have only one loss cost (rate) which is based almost exclusively on the premises/operations exposure. If there is a perceived products and/or completed operations exposure, the “rate” is included in the premises/operations “rate.”

“Dagger” classes create confusion because of the seeming contradiction between policy wording and coverage rules. On first reading, the unendorsed commercial general liability (CGL) policy appears to specifically exclude products and/or completed operations losses for “dagger” classes. “V.16.b.(3)” reads: 16. “Products-completed operations hazard”: b. Does not include “bodily injury” or “property damage” arising out of: (3) Products or operations for which the classification, listed in the Declarations or in a policy Schedule, states that productscompleted operations are subject to the General Aggregate Limit. However, Rule 25.F.1. reads: F. Symbols

Why Dagger Classes Exist

1. Plus Sign

Understanding the “what” or effect of a “dagger” class is simpler when the “why” is known. The “why” is quite simple – actuaries and loss exposures.

A plus sign when shown in the Premium Base column under General Liability insurance in the Classification Table – means that coverage for Products and/or Completed Operations is included in the Premises/Operations coverage at no additional premium charge. When this situation applies, the classification described in the policy schedule or Declarations must state that:

Statistically, operations assigned a “dagger” class have a negligible or even nonexistent products/completed operations loss exposure. Following are a few of the “dagger” classes that demonstrate the lack of a products/completed operations exposure: • Airports • Apartment buildings • Archery ranges • Beaches • Churches • Day care centers • Fairs • Fishing piers • Golf courses • Insurance agents • Schools • Warehouse Consider each of these examples. While a products/completed operations loss may be possible, imagining one is very difficult. A products and/or completed operations loss is statistically improbable. Nearly every imaginable loss involves the premises or the on-going operations. Because a products/completed operations loss is statistically unlikely, there is no separate loss cost (rate) and no separate

“Products-completed operations are subject to the General Aggregate Limit” to provide Products and/or Completed Operations coverage(s). While the policy seems to exclude products/completed operations coverage in “dagger” classed operations, the rule states that coverage for products and/or completed operations is included in the premises/operations coverage. What could be more contradictory than this? Further, since neither the insured nor the claims adjuster get a copy of the rule, it seems the most likely scenario is the denial of any loss that may be considered a product or completed operations loss. However, a clear reading and interpretation of the policy language supports the rule rather than contradicts it. The supposed “exclusionary” wording serves only to remove any product or operation loss subject to a “dagger” class code from the definition of “Products-Completed Operations Hazard.” Removing the ability to classify any loss as a products/ completed operations loss allows all losses to be classified Continue on page 22 wisconsin INDEPENDENT AGENT

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Continued from Virtual University page 21 as either “bodily injury” (BI) or “property damage” (PD) regardless when or where the loss occurs. According to the CGL’s Insuring Agreement, the CGL responds when the insured is legally liable for bodily injury or property damage. There is no mention of premises/ operations or products/completed operations within the insuring agreement – only bodily injury or property damage. The premises/operations and products/completed operations concepts exist only to delineate exposures, exclusions and exceptions, aggregate limits, and loss costs (rates). Further, because a loss can no longer be classified or defined as a product or completed operations loss (only a BI or PD loss), there is no need for a Products-Completed Operations Aggregate Limit. All losses become subject to the general aggregate when the “products-completed operations hazard” definition is nullified. Lastly, this same policy wording that supposedly excludes products/completed operations losses specifically refers to wording found in all “dagger” class code descriptions. When an operation falls into a “dagger” class, the class code description specifies that products/completed operations coverage is included. This removes all questions of coverage. CGL policy wording complements and supports “Rule 25.F.” And “Rule 25.F.” supports the CGL. When an operation is defined by a “dagger” class, products/completed operations coverage is included at no additional charge and all BI and PD losses are subject to the general aggregate limit. About these points, there is no debate.

additional insured endorsements extended products and/or completed operations coverage (i.e. CG 20 37, CG 20 39, and CG 20 40) depend on the defined term “products-completed operations hazard” to extend additional insured protection. Because this definition is effectively “removed” from a policy written on a “dagger” class operation, no completed operations protection is extended to the additional insured. The new CG 20 41 remedies this gap. ISO filed the CG 20 41 for use effective 12/1/19. Scabbarding the Dagger “Dagger” classes are basically actuarial creations. Yes, products and/or completed operations losses – if the insured has any – are still covered when the operation is in “dagger” classes, but because the products and/or completed operations exposures presented by these operations is negligible at best, ISO chose to include the products-completed operations coverage without charging a separate premium, classify all losses as either bodily injury or property damage, and include all BI and PD losses in the general aggregate limit. Simply being a “dagger” class does not reduce the breadth of coverage provided to the insured. All a “dagger” classification does is rearrange where the products and/or completed operations coverage is found. C

>C hris Boggs

Big “I” Virtual University Executive Director

A New Additional Insured Endorsement Specifically for “Dagger” Classes

To meet the “needs” or “desires” of additional insureds and end the arguments, ISO introduced the CG 20 41 Additional Insured – Owners, Lessees Or Contractors – Completed Operations Subject To The General Aggregate endorsement. Modeled on the CG 20 10 and CG 20 37, this new additional insured endorsement grants additional insured status to the named party for both premises/operations, similar to the CG 20 10, and products/completed operations, similar to CG 20 37. However, the defined term “productscompleted operations hazard” is not used within the endorsement because it is designed for use with “dagger” classifications which no longer utilize the term. Without this endorsement, there is no way for the policy to extend additional insured status for completed operations when the named insured is in a “dagger” class. All other 22

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When there is no separate products/completed operations coverage, extending additional insured status for products and/or completed operations coverage is impossible. However, ISO learned that named insureds are often required to add another party as an additional insured for completed operations, even when the named insured is classed under a “dagger” classification (meaning there is no separate completed operations coverage). Attempting to explain to the additional insured that products/ completed operations coverage is included in a policy for an insured in a “dagger” class even though a separate coverage is not shown is like arguing with a stump. They don’t understand insurance, so saying, “Trust me, products/ completed operations IS covered,” won’t get it done. The additional insured wants to see that it has coverage for completed operations.

CMY

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GOVERNMENT AFFAIRS

Wisconsin Supreme Court Election Three candidates running for state Supreme Court met for the first public forum of the campaign recently. This was the first opportunity to remind Wisconsin voters that on April 2, 2020, they will be asked to choose a candidate to serve as justice to the highest state appellate court for a full 10-year term. This year’s spring court election is the least talked about election happening in 2020. This important, yet low profile statewide race, is overshadowed by much higher profile federal and state legislative elections. Residents are being asked to vote in a spring, nonpartisan primary on February 18th, a spring nonpartisan election and presidential preference primary on April 7th, a partisan primary on August 11th and a Presidential and general election on November 3rd. These regularly scheduled elections do not include a special election taking place in northern Wisconsin to fill the seat that was vacated by Sean Duffy in the 7th congressional district. In that race, Governor Evers has called a special primary election on February 18th and a special general on May 12th. Even more redundant is that the winner will then need to quickly return to the campaign trail and run again in the fall general election. The three Supreme Court candidates running are: Dane County Circuit Court Judge Jill Karofsky, Marquette University Law School professor Ed Fallone, and incumbent Justice Daniel Kelly. Kelly was appointed to the Supreme Court in 2016 by then Governor Scott Walker. Kelly’s previous experience includes working in private practice, as vice president and general counsel for the Kern Family Foundation, and as a law clerk at the Wisconsin Court of Appeals. Kelly is also a former president of the Milwaukee chapter of the Federalist Society. Dane County Judge Jill Karofsky announced her campaign in May of this year. Karofsky is a former deputy district attorney for Dane County and was previously the executive 24

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wisconsin INDEPENDENT AGENT

director of the state Department of Justice Office of Crime Services. She was elected to the Dane County Circuit Court in 2017. Marquette University Law School Professor, Ed Fallone, announced his campaign in March. Fallone previously ran against and lost to Chief Justice Roggensack in 2013. At the public forum, candidates discussed their judicial philosophy. Fallone rejected broad judicial theories in general, arguing that “the law can’t be reduced to abstract principles.” Kelly said his judicial philosophy centers around the Constitution and the limited authority of the judicial branch, highlighting his use of rigorous logic to come to judicial conclusions. Karofsky touted her experience in the courtroom every day as a circuit court judge and said her judicial philosophy is treating everyone fairly and respectfully in the courtroom. The candidates also discussed recusal rules, when justices should overrule precedent, individual rights at the state and federal level, impartiality, and how public opinion should influence judicial decision making. Statewide voters will be asked to narrow the field from three to two candidates in the primary on February 18th. After the spring election in April, the next Supreme Court election will not be until Chief Justice Patience Roggensack is up for re-election in 2023. The Wisconsin Supreme Court currently sits at a 5-2 conservative majority. Please remember to get out and vote in all of the elections taking place in 2020.

> Misha Lee IIAW Lobbyist

2020 PRELICENSING IN-CLASSROOM SCHEDULE Since 1993, more than 20,000 students have graduated from our in-classroom prelicensing school. The IIAW in-classroom prelicensing school has some of the highest passing ratios in the state for the last 25+ years! “As an instructor, Gabrielle makes the week go by fast. Her real world examples really help me understand how insurance works and is applied.” -Former Student

IIAW PRELICENSING IN-CLASSROOM CLASSES: • Located at IIAW Headquarters • Fulfills the study requirements for life, health, property and casualty • Designed to help you pass your state licensing examination • Taught by an experienced insurance professional who know the business • Conducted in a comfortable classroom with free parking

LIFE & ACCIDENT/HEALTH

PROPERTY & CASUALTY

January 6-9 February 10-13 March 9-12 April 6-9 May 4-7 June 8-11

January 13-16 February 17-20 March 23-26 April 20-23 May 18-21 June 22-25

DAILY SCHEDULE

Day 1 (Monday) 8:30 am - 4 pm ($85) Section A: Principles of Insurance & General WI Ins. Law Ethics

Day 2 (Tuesday) 8:30 am - 4 pm ($90) Section B: Life Policies, Terms & Concepts or Section B: Property Policies, Terms & Concepts Day 3 (Wednesday)

8:30 am - 11:30 ($45) Section B: Life Policies, cont. & WI Life Insurance Law or Section B: Property Policies, cont. & WI Property Insurance Law Noon - 4 PM ($45) Section B: Accident & Health Policies, Terms & Concepts or Section B: Casualty Policies, Terms & Concepts Day 4 (Thursday) 8:30 am - 4 pm ($90) Section B: Accident & Health, cont. & WI Health Insurance Law or Section B: Casualty Policies, cont. & WI Casualty Insurance Law

MEET OUR INSTRUCTOR

Gabrielle O’Brien, MBA, has been active in the insurance industry for more than 25 years, developing continuing education classes in related fields such as Ethics and Errors and Omissions. As the lead instructor of the Independent Insurance Agents of Wisconsin’s Property & Casualty and Life & Health Prelicensing Schools, she has guided thousands of students to successfully passing the insurance intermediary’s exam. O’Brien has participated in many other aspects of the industry as an underwriter, manager, and field representative. Gabrielle also teaches tailored made group seminars for completion of the INS 21, 22, 23 certificate and a variety of seminars and college courses. O’Brien received her Master of Business Administration from Loyola University and her Bachelor of Arts from Saint Mary's College.

REGISTER AT IIAW.COM To register, click the Education tab on IIAW.com. For WI exam info, visit Prometric.com. IIAW Member Pricing: $340* Non-Member Pricing $355* Contact Kim@iiaw.com for multi-registration discounts. For any other questions please contact Diana@iiaw.com. The course fee includes all class materials. Materials are distributed on the first day of class. You receive: • Life & Accident/Health or Property & Casualty Insurance Study Manual • The Intermediary’s Guide to Wisconsin Insurance Law • The State of Wisconsin Ins. Licensing Candidate Handbook (This provides all the information to obtain a license) • Exam Simulator - A computer program designed to help you pass your prelicensing exam on the first try *Pricing given for full class registration. You may also take individual classes.

CONTINUING

EDUCATION IIAW ONLINE EDUCATION & CE CLASSES DATE

TIME

COURSE

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12 PM - 3 PM 12 PM - 3 PM 8 AM - 11 AM 12 PM - 3 PM 8 AM - 11 AM 12 PM - 3 PM 8 AM - 11 AM 12 PM - 3 PM 12 PM - 3 PM 12 PM - 3 PM 12 PM - 3 PM 12 PM - 3 PM

MARCH

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2020

Personal Auto Policy Additional Insureds and Certificates of Insurance Insuring Toys and Collectibles Contractual Liability...Separating Fact from Fiction NEW! E&O: Roadmap to Personal Auto and Umbrella Insurance NEW! E&O: Commercial Property Coverage Gaps and How to Fill Them Workers’ Compensation NEW! Take Charge of Emerging Homeowners’ Insurance Trends...Tiny Houses, Home Sharing, E-Scooters, Events, and Kids Business Auto Coverages Life Insurance...Benefits for the Living Personal Lines Checkup - What’s New and What’s Changed...What It All Means Ethical Dilemmas...Making the Right Choices

12 PM - 3 PM 12 PM - 3 PM 8 AM - 11 AM 12 PM - 3 PM 8 AM - 11 AM 8 AM - 11 AM 12 PM - 3 PM 12 PM - 3 PM 12 PM - 3 PM 12 PM - 3 PM 8 AM - 11 AM 12 PM - 3 PM

Commercial Property Coverages - Exploring Key Concepts Condominiums E&O: Commercial Liability Coverage Gaps and How to Fill Them E&O: Roadmap to Homeowners Insurance Farm Liability Coverage Cyber Liability The Insured, Additional Insured vs. Named Insured Debate Businessowners Policy (BOP)...Planning for the Unexpected Ethics and Agent Liability Insuring Hobby and Small Farms Income After Retirement - Where Does the Money Come From? Commercial General Liability Coverages

12 PM - 3 PM 12 PM - 3 PM 12 PM - 3 PM 8 AM - 11 AM 12 PM - 3 PM 12 PM - 3 PM 8 AM - 11 AM 12 PM - 3 PM 12 PM - 3 PM 12 PM - 3 PM 8 AM - 11 AM 12 PM - 3 PM 12 PM - 3 PM

Farm Property Coverages Contractors Liability Exposures...Risk Analysis to Coverage Solutions It’s Not My Fault, Or Is It? - Liability Issues in Personal Lines Policies E&O: Roadmap to Personal Auto and Umbrella Insurance E&O: Commercial Property Coverage Gaps and How to Fill Them Workers’ Compensation Business Income - Coverage Analysis through Claims Business Auto Coverage Insuring Trusts - Protecting Your Client’s Wishes 10 Things Every Commercial Lines Agent Ought to Know When the Child Becomes the Parent - Aging Parents and Insurance Decision Ethics and the Law NEW! Take Charge of Emerging Personal Automobile Trends...Automobile Sharing and Transportation Networks, Insureds vs. Family Members

FEBRUARY 2020

wisconsin INDEPENDENT AGENT

TO REGISTER, PLEASE GO TO IIAW.COM

COMMENTARY FROM COUNSEL

Department of Labor Changes Interpretation of Joint Employer Status On January 12, the Department of Labor significantly changed how it determines joint employer status for the first time in more than 60 years. The Department has sold the new rule as one that gives employers, especially franchisors, contractors, and the businesses they partner with, more flexibility. Ultimately, this rule change presents the opportunity for both your agencies and your clients to reconsider joint employer status and to update potentially outdated employment agreements. The Rule Change Updating Joint Employer Status Under the FLSA Originally passed during the New Deal, the Fair Labor Standards Act (“FLSA”) creates a right to a minimum wage and the right to overtime pay for any work done in excess of 40 hours per week. Under FLSA, employers that repeatedly or willfully deprive their employees of these rights can face a penalty of up to $1,000 per violation as well as claims for substantial damages in private causes of action, including shifting of attorneys’ fees to plaintiffemployees if they are successful on their claims. Importantly, based on the nature of the working relationship, FLSA considers some workers jointly employed by multiple employers. These joint employers are jointly and severally liable for violations of FLSA. The Department of Labor envisions two potential scenarios in which someone may be jointly employed. The first is when an employee works for two employers on a regular basis and those employers are “sufficiently associated with respect to the employment of that employee.” The next scenario occurs when a person works for one employer but another business simultaneously benefits from that work. The Department’s recent rule change, set to take effect mid-March, impacts the interpretation of joint employer status in that second, simultaneous benefit, scenario. To determine joint employment in this context, the Department adopted a four-part balancing test largely developed by the Ninth Circuit Court of Appeals. Specifically, regulators attempt to gauge the amount of control a potential joint employer exercises over an employee by analyzing: (1) whether the employer can hire or fire the employee; (2) whether the employer supervises the employee’s work schedule or conditions of employment to a substantial degree; (3) whether the employer determines the employee’s hourly rate and method of payment; and (4) whether the employer maintains the employee’s records. While the Department will consider each of these factors when making joint employment determinations, none of them necessarily control the outcome and their individual weights will vary based on the circumstances.

the joint employment landscape. However, in their press release announcing the rule change, the Labor Department characterized the new rule as “break[ing] down barriers that keep companies from constructively overseeing, guiding and helping their business partners.” This suggests that interpretations of the new rule will likely make achieving joint employer status more difficult, benefitting employers. Still, it remains to be seen how regulators in the Department of Labor’s Wage and Hour Division will interpret the new rule. As such, it is equally difficult to predict how this rule change might impact your agencies or your clients moving forward. While the administration has stated this new test will benefit businesses, employers may risk fines by rushing to change wage structures before it is clear how the Wage and Hour Division will enforce the rule. However, this change undeniably presents a potential opportunity for current joint employers to shed some levels of FLSA liability. As such, it is critical that both your agencies and your clients consult with legal counsel regarding the effects of this new rule on employee-employer relations. The Department of Labor has made clear that interpretation of the new balancing test will vary based on circumstances, but your legal counsel will be able to detect patterns once the regulation has been enforced in a variety of contexts. After that, your agency and its clients will be able to design wage structures and employment agreements that accurately reflect liability under FLSA. Conclusion As the current standards have effectively been in place for more than half a century, it is difficult to know how regulatory boards will enforce this new rule. However, the change may present an opportunity for you and your clients to revamp employment agreements in light of changes to joint employer status under FLSA. This is especially true for Franchisors, contractors, and the like. In making these changes, be sure to consult with legal counsel to create an employment model that both meets your needs as a business and avoids any potential liability. We will continue to follow developments and legal interpretations under this new rule and keep you informed in this column and through IIAW events.

> Josh Johanningmeier IIAW General Counsel

Now What? It is difficult to say how exactly this balancing test will alter wisconsin INDEPENDENT AGENT

FEBRUARY 2020 27

News Members in the

GREEN BAY INSURANCE AGENCY JOINS VIZANCE

“I think it’s really just continuing to expand our geographic presence in Wisconsin,” said Jeff Cardenas, Vizance president “This now takes us from Kenosha to Green Bay.” Vizance has merged with several other Wisconsin-based independent agencies, including Valley Insurance Associates in 2017, Sparks insurance in 2018 and Diedrich Agency in 2019. Despite merging with Vizance, many of the companies have retained their identity. “There’s so much brand equity these companies have built in their communities,” Cardenas said. “That’s important to us and in line with who we are as a company, with our culture and our focus on local communities.”

JAKE HUBER JOINS INTEGRITY AS TERRITORY SALES MANAGER APPLETON, WI (January 14, 2020) — Integrity Insurance, a property & casualty carrier headquartered in Appleton, WI, is pleased to announce Jake Huber has joined the company as Territory Sales Manager for Minnesota.

Vizance vice president Dimas Ocampo and president Jeff Cardenas. Courtesy of Vizance

(January 6, 2020) — Green Bay-based Hornick Insurance Services joined Vizance, a Hartland-based independent insurance agency.

Based in Minnesota, Huber will be responsible for developing and implementing sales action plans with agency partners to drive new business while supporting retention and profitability, as well as, increase Integrity’s presence in Minnesota.

Hornick, which specializes in auto, farm and health insurance, will continue to operate under the same name from its office in Green Bay, according to a press release.

“Jake brings extensive knowledge of the independent agency channel, industry experience and the drive to help our agency partners succeed”, said Integrity’s District Sales Manager Cathy Colón. “His experience in the industry will make a valuable contribution to the Integrity sales team.”

“We are excited to join one of the fastest-growing insurance agencies in the state and to be able to provide additional tools and resources that are available with Vizance,” said Ken Hornick, owner of Hornick Insurance Services.

Prior to joining Integrity, Huber was a Field Sales Specialist with CNA Insurance in Minneapolis. Huber holds more than 10 years of experience in the insurance industry from both the carrier and agent aspect.

Hornick’s team of six will join Vizance, which has a total of 130 employees. Founded in 1978, Vizance is a privately-held independent agency that offers a broad portfolio of insurance, risk management, employee benefits and financial services for businesses and individuals. Vizance intends to hire more team members to the Hornick Insurance Services team, said Jeff Cardenas, president of Vizance. The addition of Hornick is an example of the company’s strategic expansion across Wisconsin, Cardenas added.

About Integrity Insurance Integrity Insurance was established in 1933 and headquartered in Appleton, WI. Integrity offers auto, home, business and life insurance protection through a network of independent agents throughout Iowa, Minnesota and Wisconsin. With partner Grange Insurance based in Columbus, Ohio — the 13-state Grange Enterprise has nearly $3 billion in assets and $1.2 billion in annual revenue and holds an A.M. Best rating of “A” (Excellent). For more information, visit integrityinsurance.com.

ACUITY’S REVENUE EXCEEDED $1.6 BILLION IN 2019 Sheboygan, WI (January 20, 2020) — Sheboygan-based property

FEBRUARY 2020

wisconsin INDEPENDENT AGENT

and casualty insurer Acuity announced that it reached a new business and new annual revenue record in 2019. The company had revenue of $1.66 billion 2019 while revenue in 2018 was $1.54 billion. Acuity also attracted a total of $277.5 million in new business last year. “Our growth shows that Acuity is trusted wholeheartedly by more individual families and businesses than ever before to protect what matters,” said Ben Salzmann, Acuity president and chief executive officer. Acuity attributes its 10th consecutive year of premium expansion to “balanced growth across personal and commercial lines and throughout its entire operating territory.” In personal lines, Acuity reached $410 million in written premium and achieved its 23rd consecutive year of growth. The company also set a record in a written premium for commercial lines at $1.25 billion and for quote requests at or 87,000. Th insurer has hired 900 employees over the past five years and nearly 200 in 2019, the company said in a statement. Acuity operates in 27 states and insures more than 100,000 businesses, including 300,000 commercial vehicles, and nearly a half million homes and private passenger autos. It has more than 1,300 employees. “Thank you to our dedicated agents and employees who provide the driving force behind our growth,” Salzmann said. “We are starting 2020 with remarkable momentum and look forward to the years ahead.”

Acuity’s headquarters in Sheboygan has a 2,000-person theater-in-the-round.

PATTI BLASCHKA WINS 1ST ANNUAL JACK RYAN COMMUNITY SERVICE AWARD January 2020 (Milwaukee, WI) Robertson Ryan & Associates presented their 1st Annual Jack Ryan Community Service Award during their Holiday Luncheon in December. The award is established in honor of one of our illustrious founders, Jack Ryan, whose inclusive vision is one we carry on today. At Robertson Ryan we make it a priority to volunteer and donate to local non-profits. Collectively we recognize our business is

about people and the communities we serve. It is our shared goal to make wide reaching and positive impacts where we live and work. Milwaukee-based Agent, Patti Blaschka, is the inaugural winner. The Jack Ryan Community Service Award recognizes Patti for her excellence in the community. Patti’s dedication to animal welfare, both locally and nationally, as well as her commitment to the commercial real estate industry and her overall support of community, non-profits and people in general have earned her this badge. Patti received multiple nominations from her peers. ”My volunteer work is extremely rewarding, especially supporting the staff and people who work in the animal community every day. They have a high rate of compassion fatigue, given what they see and do every day. I want to be a bright spot to all of their work and remind them why they are doing what they do. Being able to give back monetarily relieves some of the budgetary pressure they also have to deal with,” said Patti Blaschka. Some of Patti’s community service endeavors include: • Elmbrook Humane Society, Annual Wagfest Fundraiser Committee – (2007 - Present) Patti was one of the founding members of this event in 2006. It is now Elmbrook’s largest annual fundraiser. • Wisconsin Federated Humane Societies Board of Directors – (2012 - Present) This is animal welfare organization serving animal shelters and rescue groups in the State of Wisconsin providing resources and educational opportunities to the members as well as promoting and advancing humane care of all animals. In 2020, Patti is cochairing their annual 2-day conference. • Washington County Humane Society Board of Directors – (2019 – Present) • Urban Ecology Center’s Development Committee – (2018 – Present) Robertson Ryan via Patti is an annual sponsor for their Summer Solstice and Hike Milwaukee events. • WCREW- Annual Showcase Commercial Real Estate Awards Committee/Judge Liaison – (2017 – Present) • RRA Community Service Day at Elmbrook Humane Society – (2018 - Present) • Monetary contributions to low cost spay/neuter clinics and medical need funds directed to families that cannot otherwise afford these services Robertson Ryan & Associates and their industry partners United Heartland and Accident Fund donated $2,000 to Patti’s charity of choice, which she graciously matched.

wisconsin INDEPENDENT AGENT

FEBRUARY 2020 29

FOOD FOR THOUGHT

JOIN US, a WI Based Top 100 Agency

Are you or your agency ready for a positive change? Robertson Ryan has been offering innovation through our unique Agent Owner structure since inception in 1960. Time and time again after an agent or agency joins us they say, “We wish we did this years ago.” Our team recognizes the strength and power behind the agent and insured relationships so we’ve built, and continue to fine-tune, a support network rewarding those affiliated with RRA. Find more at, www.RobertsonRyan.com/AgentOwner ...and let’s connect. Call or email me 414.221.0363 or cillman@robertsonryan.com. I look forward to answering your questions!

Chris Illman, CEO

www.RobertsonRyan.com 30

FEBRUARY 2020

wisconsin INDEPENDENT AGENT

27 Years and Counting Unlike many other carriers, West Bend believes in the value of long-term relationships. Thatâ&#x20AC;&#x2122;s why many of our personal lines underwriters, like Kim, have worked with their agents for so long. Her agents know her well and depend on her to work with them to write the best business. And that makes the relationships that much stronger.

wisconsin INDEPENDENT AGENT

FEBRUARY 2020 31

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Wisconsin Independent Agent February 2020 Magazine

Articles inside

Members In The News

Virtual University - "Dagger" or Plus Symbol Classes: What They Mean

Technology - Blurred Lines

Commentary From Counsel - Department of Labor Changes Interpretation of Joint Employer Status

Prelicensing Schedule

Government Affairs - Wisconsin Supreme Court Election

Virtual University - Ask An Expert

Sales - How Promoting Employee Happiness Benefits Everyone

IIAW Agency Solutions/Risky Business

WCRB Announces Discontinuation of Postcard Notifications

InsurCON2020

DAIS

Agency Operations: If Your Agency Could Talk, What Would it Say?

Insurance Bartender: IIAW Announces Strategic Partnership