Pennsylvania Primary Agent - August 2017

OV E 8-S RCO EC M I N O Pa N D G TH ge R U 27 LE E

AUGUST 2017 | PENNSYLVANIA

I NTRODUCI NG AN

EXTENDED NETWORK P ROF E S S IONAL TRAI N I NG

HOW TO HANDLE CARRIER RATINGS PC MAINTENANCE TIPS WORKERS’ COMP IN THE COURTS

THERE’S more FOR YOU AT MILLERS.

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Simple Solution for the Risk You Face from PossibleTenant Discrimination There’s more for you at Millers Mutual with our affordable and uniquely designed Employment Practices Laibility (EPL) protection for property owners.

1. Protection specifically for small and mid-size property owners, including apartment owners We know that one size does not fit all, so we’ve designed a program that gives property owners just the coverage they need.

2. The option to purchase third party tenant discrimination coverage Most industry EPL coverage forms provide EPL protection when a wrongful employment act is brought by employees and even employee applicants. Yet, often the EPL coverage fails to include discrimination or sexual harassment charges brought by a third party: customer, client, vendor. We offer the option of adding third party tenants or prospective tenants discrimination coverage to your BOPprime policy.

3. Access to valuable resources Besides having proper coverage, we believe property owners should understand federal, state and local civil rights and housing laws … and keep employees educated. That’s why Millers Mutual’s EPL Coverage comes with Legal Advice Helpline, Support Website, Model Employee Handbook, Sample Forms & Policies.

To learn more, contact Jonah Mull, Underwriting Leader, at jmull@millersinsurance.com or 717-237-7273.

800.745.4555 millersinsurance.com Rated A- (Excellent) by A.M. Best Rated A Prime (Unsurpassed) with Demotech ©2017, Millers Mutual Group, Harrisburg, PA

B US IN E S S OW N ER S PO L I C Y | C O MMER C I A L A UT O | COMME RCI AL UMBRE L L A | L E SSORS RI SK | BUI L DE RS RISK

IN THIS

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MAPPING TRAINING AND CAREER PATHS Our newly expanded education offerings provide a seamless professional-training journey for agency staff – from new hire through seasoned producer.

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5 STEPS FOR ONBOARDING NEW PRODUCERS Don’t underestimate the importance of a comprehensive and disciplined onboarding experience for new hires.

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SIMPLE TIPS FOR GETTING THE MOST OUT OF YOUR PC Learn the habits and routine maintenance tasks that can help to preserve performance and get more life out of a computer.

IN EVERY ISSUE 2 3 4 6 8 11 32 32 32

Chairman of the Board’s Message Ask Our Experts Preventing Errors & Omissions Coverage Corner State News IA&B Partners Advertiser’s Index My Events Classified Ads

Periodical postage paid at Mechanicsburg, Pa. and at additional mailing offices.

Postmaster: Send address changes to Insurance Agents & Brokers, 5050 Ritter Road, Mechanicsburg, PA 17055.

Primary Agent (ISSN 1543-3110), Permit # 638-620, Issue # 2017-8, is published monthly by IA&B Service Group Inc., a subsidiary of IA&B.

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Copyright 2017. All rights reserved. No material may be reproduced in whole or in part without written consent of the publisher. The information in this publication is general in nature and not intended to serve as legal, accounting, financial, insurance, investment advisory or other professional advice as to any reader’s particular situation. Users are encouraged to consult with competent legal, financial, insurance, investment advisory and/or other professional advisors concerning specific matters before making any decisions. We disclaim any responsibility for any decisions or actions by readers. Statements of fact and opinion in Primary Agent are the responsibility of the authors alone and do not imply an opinion on the part of the officers or the members of IA&B. Participation in IA&B events, activities and/or publications is available on a non-discriminatory basis and does not reflect IA&B endorsement of the products and/or services.

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CHAIRMAN OF THE BOARD’S MESSAGE

IT FEELS GOOD TO BE HEARD

INSURANCE AGENTS & BROKERS 5050 Ritter Road | Mechanicsburg, PA 17055 800-998-9644 | IABforME.com

OFFICERS

D

Chair of the Board

o you ever feel like we’re at everyone else’s beck and call? To insureds when they experience a loss. To prospects when we have a new business lead. To our company partners when they request additional data….

As insurance agents, we’re a responsive lot. So who responds to our needs?

Michael F. McGroarty Sr Vice Chair of the Board

John B. Hollister

Immediate Past Chair of the Board

Robert S. Klinger, LUTCF, CPIA

MEMBERS

As I near the end of my year as chairman, I find myself reflecting on the IA&B organization quite a bit. I think about where IA&B has been and where it’s headed, about the great people I’ve met during my tenure, and about what I’ve learned.

And I’m proud to say that I’m completing this term with the same conviction I had going in: The IA&B organization is as member-centered as ever, responsive as ever, and poised to meet independent agencies’ evolving needs.

Emory Stephen Burnett, CIC, ARM

I won’t beleaguer the point. But I encourage you to review this issue of Primary Agent for a prime example of IA&B’s responsiveness: newly expanded professional development offerings. In particular, if you have a new employee on staff – or if you plan to hire one – these are for you.

Hagerstown, Md.

Now before I sign off on my last chairman’s message, I would be remiss if I didn’t thank my fellow board members for their support over the past year. We made a great team! And I truly believe that, together, we set the course for the continued success and relevance of IA&B for the benefit of all independent agencies. n

Wilmington, Del.

Richard F. Corroon, CPCU Wilmington, Del.

Michael P. Ertel Sr.+ Columbia, Md.

G. Greg Gunn, CIC* Lemoyne, Pa.

Bryan C. Hanes, JD David C. King Lancaster, Pa.

Lisa A. Leach Goth, CIC New Bethlehem , Pa.

Douglas A. Loesel, CPCU Erie, Pa.

Crag S. Mader Crofton, Md.

Elizabeth H. Martin, CIC Millersville, Pa.

Mark J. Monroe

West Chester, Pa.

Joseph R. Pastor, CPCU, AAI

Best,

Oil City, Pa.

Richard M. Rankin, CIC Lancaster, Pa.

April E. Ressler, CIC Altoona, Pa.

Michael “Mike” F. McGroarty Sr. Chairman of the Board

Scott C. Rogers, CPIA York, Pa.

Glenn R. Strachan

Ft. Washington, Md.

Bryan S. Willey Dover, Del.

Lawrence A. Wilson, CIC, CPIA, CPCU, ARM** Newark, Del.

J. Marshall Wolff, CIC, CPCU Easton, Pa.

* Pa. IIABA National Director ** Del. IIABA National Director + Md. PIA National Director

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AUGUST 2017

Ask Our Experts Don Bankus, our legal affairs manager, provided this answer.

Question: What should I know when implementing alcohol, drug and substance abuse policies for my agency?

Answer:

T

he use and abuse of alcohol and drugs, whether illegal, prescription or over-the-counter, can create a myriad of problems: diminished job performance and productivity, absenteeism, tardiness, unforeseen damages, increased medical and workers’ compensation bills, and issues with other employees within the agency.

Addressing such a delicate issue can involve everyone from staff and carriers, to customers and prospects. Then there are your own interests as an employer, business owner and licensee in a highly regulated industry.

INITIAL STEPS First and foremost, it’s incumbent to specifically define your alcohol, drug and substance-abuse policies and procedures in an employee handbook. It should include provisions which: • Provide that possession, distribution, sale, transfer, use or working under the influence of alcohol or controlled substances in the workplace, while on duty or while operating agency owned vehicles or equipment, is prohibited; • Define what the agency considers to be prohibited substances; • Clearly state consequences associated with being at work under the influence, e.g., discipline, including suspension and termination;

• State whether or not, and under what circumstances, an employee may be subject to testing for drug and alcohol use, and the possible repercussions of a positive result; • Explain that the agency reserves the right to conduct reasonable searches on the agency’s premises; and • Establish that the agency recognizes that medical authorities view alcoholism and drug addiction as an illness (this issue is discussed below in the context of federal laws), and that the agency won’t impose discipline on any employee solely because he or she has admitted a problem.

Your handbook should also encourage employees to seek professional help should they feel they have a problem, as well as inform them that the agency will work with them in order to assist with meeting objectives.

APPLICABLE LAWS There are primarily two federal statutes which may provide possible workplace protections for either an alcoholic or addicted employee: the Family Medical Leave Act (FMLA) and the Americans with Disabilities Act (ADA). These statutes may be applicable because alcoholism and drug addiction can be considered a disease or disability. As a result, the FMLA and/or ADA may preclude the termination of an “at will” employee under certain circumstances.

In addition, the statutes provide, in part, that employers make reasonable accommodations, most often by allowing

an employee to take leave to enter into and complete a rehabilitation program.

Should an employee successfully complete rehabilitation, federal statutes don’t require employers to indefinitely tolerate relapses or refusals from an employee to seek and obtain help. In addition, the statutes don’t necessarily protect employees who possess or use alcohol or drugs while on duty, or whose abuse prevents them from performing their job duties.

BOTTOM LINE Get your employee handbook in order, and enforce applicable provisions.

Appropriately document any concerns and/or incidents which occur. Consult an HR professional if you’re uncertain how to proceed should an incident arise.

HOW CAN IA&B ASSIST? Our HR Solution© includes a customizable Associate Handbook and complementary consultation services from the HR professionals at Mosteller & Associates. (IABforME. com/emp_mgmt) Or to relieve your agency of handbook-preparation duties, we offer an affordable alternative via our Independent Agency Solutions services.

(IABforME.com/IAS). n

Have a question?

Ask our experts!

Visit the Ask Our Experts section of IABforME.com

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PREVENTING ERRORS & OMISSIONS

CARRIER RATINGS: DO YOU HAVE THE NECESSARY PROCESS IN PLACE?

By Curt Pearsall, CPCU, AIAF, CPIA

O

ver the next few months, rating agencies such as A.M. Best, Demotech, S&P, etc. will be carefully dissecting the financials for nearly every insurance carrier in the marketplace.

Based on these reviews, there is the potential that some carriers’ ratings could change. Does your agency have a process in place to manage this key issue?

MANAGING CARRIER RATINGS Every agency should have an established minimum financial rating for the carriers they do business with. While a minimum

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rating of “A-,” using the A.M. Best rating approach, is common among agencies, how your E&O carrier addresses insolvency in the policy form should be a consideration.

As rating agencies begin to publish their findings, it is vital for your agency to have a process to secure the most up-to-date information. There are many approaches.

Based on the number of carriers your agency does business with, including carriers used by the wholesalers you do business with, identifying carriers’ ratings can be a time-consuming process.

AUGUST 2017

It is suggested that agencies look for an automated approach to secure this key information.

A.M. Best has a tool that is part of its Key Rating Guide that provides email alerts on important information pertaining to various carriers. There is a fee for this service, but the information is timely.

Visit www.ambest.com/sales/krg to learn more. The website includes a video demonstrating the guide’s capabilities and functionality to help determine if this approach is right for your agency.

GET IT IN WRITING Not many carriers are downgraded each year. For example, an agency could have a carrier going from “A+” to “A.” While agency management may want to examine the situation more closely, there will probably not be any further action needed. But what would your agency process be if one of your carriers was downgraded from “A-” to “B”? If this happens, identify the clients with those carriers. If the carrier is used by a wholesaler, the wholesaler should be able to provide this information unless that information was captured in your agency system.

It is then suggested to give those clients a written notice. The document should explain the situation advising the client that the coverage was placed with an insurance carrier that was recently downgraded. The explanation of the rating as provided by the rating agency should be included. For example, in the A.M. Best methodology, a “B” rating is defined as “Fair,” a “B+” is “Good,” etc.

Inform your client that you are not in a position to attest to the carrier’s future status and that there is the potential for the carrier to be unable to satisfy its obligation to pay claims. A primary goal of this written document is to educate the client to enable them to make an informed decision on whether they want to continue or discontinue coverage with the current carrier. Include language advising the client that the agency would be willing to remarket the account to a carrier with a higher rating. In addition, tell the client that there is no guarantee that the premium will be equal to or less than what the client is currently paying or that the coverage will be identical.

does the client want the agency to take? Some agencies have the choices noted on a document and require the client to check the box that indicates their decision.

BE READY There may not be many carriers whose ratings change in the months ahead, but what if one of those carriers is one you do business with? Make sure you have the necessary process in place.

CONSIDERATIONS FOR DOWNGRADE NOTIFICATIONS PLAN TO alert customers of company downgrades? Then check out our template letters. Select the sample that best meets your agency practices and goals: 1) a simple notification or 2) one based on an agency policy to do business only with carriers above a certain rating.

IABforME.com/ratings

Curt Pearsall, CPCU, AIAF, CPIA provided this content on behalf of Utica National Insurance Group. IA&B’s My Agency is the exclusive agent for the Utica E&O program in Delaware, Maryland and Pennsylvania. For questions regarding this article or your E&O coverage, contact IA&B at 800-998-9644 or IAB@IABforME.com.

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.

The client must make a decision and communicate that decision in writing to the agency. In essence, what direction

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COVERAGE CORNER

THE COURTS ATTACK WORKERS’ COMPENSATION

By Jerry M. Milton, CIC

M

ost of us take workers’ compensation benefits for granted. If you’re hurt on the job or develop an occupational illness, you will, in most cases, be eligible to receive workers’ compensation benefits. We, as insurance agents or insurance companies, have very little, or nothing, to say when it comes to who will be paid, how much will be paid and how long the benefits will be paid. These issues are determined by our state legislatures.

As is often the case, the legislatures giveth, and the courts taketh away. Take, for example, the states of Alabama.

Kentucky, Oklahoma and Florida

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The most recent decision occurred in Jefferson County, Alabama on May 8, 2017. Circuit Judge Pat Ballard ruled that two provisions of the Alabama Workers’ Compensation Act were unconstitutional – the $220 a week cap in compensation for permanent, partial disabilities and the 15 percent cap on attorneys’ fees. Judge Ballard stayed his order for 120 days to give the Alabama Legislature a chance to correct the Act. In the case of Nora Clower v. CVS Caremark, Ms. Clower stated she hurt her back while working for CVS. Ms. Clower said she earned an average of about $335 a week. Lawyers for Ms.

AUGUST 2017

Clower argued that the law which places a cap of $220 a week for a permanent, partial disability is outdated and was last revised in1987. The $220 cap was above the minimum wage level and the poverty level at that time. The lawyers argued that a similar cap would total just under $500 today.

“There is little credibility in telling two injured workers, both of whom are 99 percent disabled due to work injuries, that they both get $220 per week when one earns $8.50 per hour for a 40-hour work week, and the other earns an annual salary of $125,000,” Judge Ballard wrote.

On the question of the 15 percent cap on attorneys’ fees, Judge Ballard stated that it fails to afford due process of the law, and a cap on attorneys’ fees is a function of the judicial branch and not the legislature. Attorney Lawrence King argued that the system was “set up to keep injured workers from getting easy access to legal help.”

The Kentucky Supreme Court declared, “Having reviewed the record and the arguments of the parties, we discern no rational basis or substantial and justifiable reason for the disparate treatment of two groups of injured older workers.

Thus KRS 342.730(4) violates the right to equal protection and is constitutionally infirm.”

Since Judge Ballard found these two statutes to be unconstitutional, he declared the entire Workers’ Compensation Act unconstitutional, despite the implications of his ruling.

Jonnie Yvonne Vasquez aggravated a spine injury in 2014 while working at Dillard’s in Shawnee, Oklahoma. Ms. Vasquez submitted her claim to Dillard’s for benefits, but the claim was denied because the claim was for a pre-existing condition rather than for an “injury” as defined by Dillard’s alternative injury benefit plan in Oklahoma.

On April 27, 2017 the Supreme Court of Kentucky, in the case of Marshall Parker v. Webster County Coal, LLC, declared unconstitutional the provision of Kentucky’s Workers’ Compensation Act that terminates workers’ compensation disability benefits on the date the employee qualifies for normal, old-age Social Security retirement benefits. This statute had previously been upheld by the Kentucky Supreme Court in 2002.

Mr. Parker argued that the limitation on income benefits constituted age discrimination and violated his due process and equal protection rights.

The focus of this case is the perceived discrimination between injured older workers and injured younger workers.

Under the statute, a worker who is disabled for more than 425 weeks before he or she reaches normal Social Security retirement age (younger workers) will receive all of the permanent partial disability income benefits to which he or she is entitled. A worker who is disabled less than 425 weeks before he or she reaches normal Social Security retirement age (older workers) will not receive all of the permanent partial disability income benefits to which he or she is entitled.

In Jonnie Yvonne Vasquez v. Dillard’s Inc., the Oklahoma Supreme Court ruled that the Oklahoma Employee Injury Benefit Act is unconstitutional because it allows injured workers under the “optout act” to be treated differently than workers covered by traditional workers’ compensation plans. The Oklahoma Supreme Court said the Oklahoma opt-out law allowed Dillard’s and other employers to provide “impermissible, unequal, and disparate treatment of a select group of injured workers” compared with standard workers’ compensation policies.

In April 2016, the Florida Supreme Court, in Marvin Castellanos v. Next Door Co., ruled that Florida’s attorney fee schedule violates due process under state and federal law. The Court found that Florida’s attorney fee schedule hinders an injured worker’s ability to obtain legal representation.

secure workers’ compensation benefits for injuries he received in an altercation with a co-worker. The Court believed this to be a patently unreasonable hourly rate of $1.53.

Mark Walls, vice president of communications and strategic analysis at Safety National in Chicago, said he wouldn’t be surprised to see more, similar cases addressing the constitutionality of workers’ compensation laws in the next few years.

It’s apparent that attorneys are attacking restrictive provisions in the various workers’ compensation statutes. I know that Alabama, Kentucky, Oklahoma and Florida are not Pennsylvania, Maryland or Delaware. However, could these same or similar restrictive provisions be litigated in our Pennsylvania, Maryland or Delaware courts somewhere down the road? I’m sure they could. What impact will these and similar cases have on our workers’ compensation insureds and insurers? Only time will tell.

Y’all take care! n Jerry M. Milton, CIC, teaches and consults on industry issues. The legal profession recognizes him as an expert on insurance coverages. He also serves as our education consultant, working with our CISR, CIC and continuing education programs. Catch him at one of our upcoming seminars: IABforME.com/MyTraining.

Mr. Castellano’s lawyers received $165.54 for 107.2 hours of legal work that a Florida Workers’ Compensation judge deemed “reasonably necessary” to

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STATE NEWS

UPTICK IN AGENCY AUDITS Agency audits are on the rise in the Keystone State. The Insurance Department is dropping into agencies to investigate their practices and handing down cease-and-desist orders, fines and penalties, and – worse – license revocations.

To stay on the right side of the law, access the host of member resources that can help you set up compliant marketing and management programs. Need additional incentive to address compliance?

Remember that most violations under the Producer Licensing law alone can cost $5,000 for each customer where a violation is found.

DIY RESOURCES Our online member resources address several of the common culprits for noncompliance, including:

SOME SCRAP METAL, HOMESHARE COVERAGES “GENERALLY UNAVAILABLE” Finding a home for scrap metal dealers’ general liability coverage is now three steps easier. Following our comment letter – spurred by member agent feedback – Insurance Commissioner Teresa Miller amended Pennsylvania’s export list to include the risk. The amended export list also includes the addition of “homeshare business multi-peril insurance (on-demand short-term).” The revised export list took effect on Saturday, May 13.

As a reminder, the export list includes coverages that are “generally unavailable in the authorized market.” Once placed on the list, the risks don’t require a diligent search – submitting the risk to three different admitted insurers and receiving denials – before placing business with a Surplus Lines insurer.

For a refresher on Surplus Lines, review our online resources, which include: • Surplus Lines Q&A • Link to the eligible Surplus Lines insurer list • Link to the updated export list • Surplus Lines E&O case study IABforME.com/surplus_lines

• Charging fees: Permissibility of charging fees in lieu of or in addition to commission • Fiduciary responsibilities: Requirements to hold monies in a fiduciary capacity • Rebating: Tips to develop acceptable promotions • Referral fees: Conditions for a proper referral fee program IABforME.com/resource_center/ legal_compliance COMPLIANCE COUNSELING Members also have access to business counseling services through Independent Agency Solutions, a subsidiary of IA&B. The firm offers tiered packages to correspond with an agency’s preferred level of support.

IABforME.com/IAS

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AUGUST 2017

IA&B HEADLINES ERIE COFFEEHOUSES

CALLING SOUTHCENTRAL PA. YOUNG AGENTS

We send our thanks to the three Erie Coffeehouses in Western Pennsylvania that invited us to their meetings earlier this summer. Our team – represented by Deputy CEO and Counsel Jason Ernest and Advocacy Senior Director Claire Pantaloni – enjoyed getting to meeting with the Erie Insurance agents outside of Pittsburgh.

Come out for our first-of-its-kind #IABfutures networking event. There’s no agenda, no catch. Just show up, meet fellow young agents, and enjoy. All are welcome.

These were the latest in a series of Coffeehouses that we’ve been invited to attend in recent years. The get-togethers allow us to share updates on the latest legal and regulatory compliance issues facing agencies at large and to discuss industry hot topics.

30,000-FOOT VIEW OF THE WC MARKET An in-depth look at the state workers’ compensation pricing system over the last several decades is now available. The Pennsylvania Compensation Rating Bureau (PCRB) recently released Circular No. 1680, its annual analysis of the market, which includes: • Loss cost changes • Claim cost trends • Premium and payroll history • Market pricing Among other results, the report pinpoints an improvement in claim frequency as the primary driver of favorable loss costs, offsetting the trend for higher claim severity.

PCRB.com (Circular No. 1680)

When: Thursday, Aug. 10, 5:30 p.m.

Where: Roosevelt Tavern, York This event was spurred by participants in the IA&B Futures Program – an initiative devoted to developing today’s young agents into tomorrow’s leaders.

IABforME.com/futures

NEIGHBORING NEWS: N.Y. CYBERSECURITY REG The clock is ticking on the first in a series of requirements stemming from a new cybersecurity regulation. The New York Department of Financial Services (NYDFS) recently adopted a regulation mandating that Covered Entities – including insurance agencies – develop and implement a cybersecurity program (among other requirements).

While a limited exemption can be claimed by some non-resident agencies based on the extent of business done in New York, that exemption is partial, and many of the program’s features must still be in place.

KEY POINTS ABOUT THE REG • Most non-resident agencies will be able to claim the partial exemption (from some, but not all, of the regulation’s provisions).

implementation deadlines that are staggered over a two-year period; the first deadline to meet is Aug. 28, 2017.

• Agencies claiming the exemption will need to file a notice of exemption with the New York insurance commissioner.

• As indicated above, the exemption is limited: It does not apply to the entire program/regulation, and many of the program’s features need to be assessed and developed.

• Developing a cybersecurity program implies first conducting a risk assessment (as stated in the regulation).

CYBERSECURITY PROGRAM TEMPLATE To help agencies comply with the new requirement, we have been in contact with IIABNY (the Big “I” affiliate in New York). They agreed to share a cybersecurity program template with our members. While the template should be used only in connection with an individual risk assessment, it will go a long way in facilitating and formalizing the program.

IABforME.com/resource_center/NY_cyber

WELCOME NEW MEMBERS PLYMOUTH ROCK ASSURANCE Berkeley Heights, NJ

• Agencies can address their compliance gradually thanks to

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PLATINUM PROFILE

Insurance Agents & Brokers proudly recognizes Donegal Insurance Group as one of its Platinum Partners. IA&B Platinum Partners dedicate the highest level of sponsorship to our organization.

FOCUSED ON RESULTS FEATURED PARTNER Donegal Insurance Group

W

e have been providing quality property and casualty insurance protection since Donegal Mutual Insurance Company began doing business in 1889.

Over the years, the Donegal Insurance Group has grown significantly to now include 11 property and casualty insurance companies. The Donegal Insurance Group enjoys an A (Excellent) rating by the A.M. Best Company.

As our operations have grown, we have expanded our ability to provide our independent insurance agents with a comprehensive suite of products. In addition to providing a full line of personal insurance products, we have developed competitive commercial products that allow our agents to serve a broad spectrum of small, mid-market and larger commercial accounts. We work very hard to provide exceptional products and service in lines of business and markets that we know and understand well.

At Donegal, we focus on providing superior technology and outstanding service to our agents and customers. We know that “ease of doing business” has become increasingly important to independent agents.

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CHIEF EXECUTIVE OFFICER Donald H. Nikolaus President and CEO

Donegal has invested millions of dollars developing advanced technology that greatly enhances our agents’ and policyholders’ experience in doing business with us.

Donegal has long recognized the value of an independent agent in assisting individual and business consumers navigate the insurance-buying process. Every day, we prove our commitment to the independent agency system by distributing our products exclusively through independent agents. We are constantly looking for ways to deliver increased value to our agents and solidify company-agency relationships.

We have benefited greatly from the feedback we receive from our regional agency forums, which helps us enhance our products and operations.

Much has changed since we started in the insurance business over 128 years ago, but one thing remains the same — Donegal remains firmly committed to delivering a better value to our agents and policyholders.

We look forward to mutual success as we work together with our independent insurance agents in serving the insurance needs of our customers. n

AUGUST 2017

CORPORATE HEADQUARTERS Marietta, Pennsylvania DONEGAL INSURANCE GROUP Donegal Mutual Insurance Company Atlantic States Insurance Company Southern Insurance Company of Virginia Le Mars Insurance Company Peninsula Insurance Group Sheboygan Falls Insurance Company Michigan Insurance Company Southern Mutual Insurance Company Mountain States Insurance Group A.M. BEST RATING A (Excellent) WEBSITE www.donegalgroup.com

PARTNERS PROGRAM

Listed below are those companies that strongly support the independent agency system and Insurance Agents & Brokers.

Thank you for your continued sponsorship.

WHAT IS IA&B PARTNERS? The IA&B Partners program gives company and allied businesses the opportunity to demonstrate their commitment of support to independent agents and receive maximum market exposure. As an IA&B Partner, you will also realize the benefits of IA&B membership to help you succeed in the insurance industry.

PLATINUM LEVEL

BRONZE LEVEL

ACUITY

Aegis Security Insurance Company

Agency Network Exchange LLC

Agency Insurance Company

Amerisafe Brethren Mutual Insurance Company Donegal Insurance Group Erie Insurance Group Insurance Agents & Brokers Service Group Inc Liberty Mutual Insurance MAPFRE Insurance MMG Insurance Company

To become an IA&B Partner, choose the sponsorship package that matches your commitment of support.

Contact the Member Sales Center at 800-998-9644, 717-795-9100 or visit us online at IABforME.com to get started.

Berkshire Hathaway GUARD Insurance Companies Briar Creek Mutual Insurance Company Conemaugh Valley Mutual Insurance Co Countryway Insurance Company Encompass Insurance

Mutual Benefit Group

Goodville Mutual Casualty Company

Penn National Insurance

Grinnell Mutual Reins Company

Swiss Re

Insurance Alliance of Central PA Inc

The Main Street America Group

Insurance Placement Facility of PA

United Fire Group

Johnson & Johnson

Utica National Insurance Group

Kite Technology Group

GOLD LEVEL

Lackawanna Insurance Group

Progressive

Lebanon Valley Insurance Company

Universal Property & Casualty Insurance Company

Merchants Insurance Group

Westfield Insurance

Millville Mutual Insurance Company PennPRIME Municipal Insurance

SILVER LEVEL CM Regent Insurance Company Cumberland Insurance Group

Watch for a revamped IA&B Partners program in 2018.

In the months ahead, we’ll unveil greater benefits for our company partners and member agents alike.

Auto-Owners Insurance Company

Millers Mutual Group

Plymouth Rock Assurance

DO YOU SEE YOUR NAME?

AmWINS Program Underwriters Inc

Farmers Mutual Insurance Company of Western Pennsylvania Juniata Mutual Insurance Company Keystone Insurers Group Inc

Reamstown Mutual Insurance Company Rockwood Casualty Insurance State Auto Mutual Insurance Company Strategic Comp TAPCO Underwriters Inc

Selective

Tuscarora Wayne Group of Companies

The Hanover Insurance Group

Zenith Insurance

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TH E

JOURNEY OF AN INDEPENDENT AGENT MAPPING TRAINING AND CAREER PATHS

By Karen Robison

A journey of a thousand miles begins with a single step. But when it comes to an insurance career, that first step often feels like a leap (and sometimes, a leap of faith).

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T

he insurance industry is complex, evolving and hectic.

And it’s not particularly kind to new entrants who are often left alone to navigate their career journey.

introductory training courses. They are professionally designed, self-paced online classes designed for unlicensed individuals.

The collection contains:

We’ve heard the ask for direction and guidance from new agency employees and their supervisors alike. In response, we’ve created career and training paths and – most recently – expanded our education offerings, which now provide a seamless professionaltraining journey. Follow along as we share the progression and how your agency staff can benefit.

• G eneral Insurance Concepts: seven introductory courses that provide a basic understanding of the insurance industry and risk management

JUMPSTART NEW HIRES The hiring process can feel like a journey in and of itself, for applicants and the employer. But the work involved with selecting and recruiting the right candidate is only the beginning.

A solid onboarding process is a necessary next step.

• Commercial Lines Basics: 23 courses that introduce business auto, property, liability, workers’ comp, umbrellas and BOPs

For those new hires who are new to the industry, the learning curve is steep. Whether they’re on track to become a producer or a CSR (or something else altogether), providing foundational knowledge on the intricacies of insurance is vital.

GET ASPIRING AGENTS OFF ON THE RIGHT FOOT The state insurance-licensing exam carries a daunting reputation.

But over the years we’ve heard from aspiring producers about what works (and what doesn’t) and learned from their successes and setbacks.

Earlier this year, we teamed up with New Level Partners to meet this need. Through this partnership, we now offer

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• P ersonal Lines Basics: 14 courses that teach the essentials of homeowners’ property and liability, as well as personal auto insurance

IABforME.com/IntroTraining

AUGUST 2017

LAWYER TALKS NEW PRODUCERS, NEW TRAINING SERIES DAN LAWYER, CIC, CPCU, is one of our CIC education consultants, a former agency owner and – as of early 2017 – the author of our new “Quoting, Writing and Servicing” series.

We caught up with him late this spring to talk about what new producers need to know and how the new courses help to bridge the gap.

IA&B: Describe the training void that prompted the creation of the “Quoting, Writing and Servicing” series.

Lawyer: Many education courses are designed specifically for policy coverage. There isn’t much else out there that provides practical information and shows the ropes to new employees.

These courses help a new hire be as valuable as possible, as soon as possible.

IA&B: Who did you have in mind when creating this series?

Capitalizing on this knowledge, we reworked our Pennsylvania Property & Casualty Licensing Study Course in 2013. The threeday classroom instruction and accompanying workbook now teach to the test, focusing on exactly what aspiring producers are most likely to encounter on the state exam.

The package also incorporates a companion mentor guide, which allows agency managers to support their staff through a methodical and proven process. Specifically, the mentoring portion provides strategies, schedules and sample questions.

Lawyer: The courses are meant for new producers who don’t have much experience, haven’t worked in other agencies and are new to the business.

IA&B: What advice would you give to newly licensed agents?

Lawyer: Take the courses, and then sit down with someone in your agency to ask questions and get direction. You also need to check with your companies and underwriters to feel them out, find out what they prefer, what rules they follow, and how much leeway and binding authority they give their new agents.

Although we rewrote the book on exam prep with our new course, our long-time guarantee remains: If you register at least four weeks before our classroom instruction begins (thus allowing time to prepare), we guarantee that you will pass the exam on the first try. If you don’t, you can attend another study course within the year at no charge.

IABforME.com/Licensing BRIDGE NEW PRODUCERS’ KNOWLEDGE GAP A sure-fire way to lose new hires is to leave them to their own devices. Yet in a fast-paced agency, it’s a common scenario – and

15

YOUNG AGENTS, UNITE THE FUTURES CONFERENCE for young agents will return to the Chubb Conference Center outside of Philadelphia this fall. Agents under age 40: Mark your calendar for Oct. 2-3.

Thanks to direction from the IA&B Futures Task Force, this year’s event — themed “Growing into Your Agency” — is shaping up to deliver the inside scoop that young agents want but aren’t getting elsewhere. Look for: • Sessions on prospecting and perpetuation • Roundtable discussions on family-business dynamics, marketing successes (and failures) and more • Time to kick back and network “off the clock” IABforME.com/Futures

one that the savvy agency down the street (or a carrier or even unrelated business) can prey upon.

There’s no way around it: New hires need agency managers’ time – time to ask them questions and seek their direction – in order to succeed. In an effort to remove some of the burden from already time-strapped supervisors, we worked with Dan Lawyer, CIC, CPCU (one of our CIC education consultants and a former agency owner) to develop new on-demand courses: the “Quoting, Writing and Servicing” series. (See sidebar on page 15.)

Launched this spring, these courses are designed specifically for newly licensed producers who are new to the industry. They provide the nuts and bolts of the job, from how to market, quote and write a policy, to how to service an account over the long haul.

The “Quoting, Writing and Servicing” series covers Commercial Casualty, Commercial Property, Homeowners, Personal Auto and Personal Umbrella. Each course ends with a 25-question exam and awards 1-2 CE credits.

IABforME.com/NewLicensee FIND A FINISH LINE Ask producers why they entered the industry, and most will say that it was by chance. Ask them why they stayed, and common responses are: There’s never a dull moment. No two days are the same. The game is always changing.

That the industry is always in flux is no doubt a blessing and a curse. And those who succeed are often the ones who can handle the pace and have a thirst for knowledge. Designation programs offer a way to keep producers and CSRs sharp.

The Certified Insurance Service Representative (CISR) designation program is ideal for new producers, as well as other newer agency personnel. It helps to build knowledge of essential coverages and, in turn, improves cross-selling ability.

The CISR program allows producers to customize their professional training, by selecting five of nine course options that meet their lines of business. Or, those who complete all nine courses can earn the new CISR Elite designation. Each course awards CE and requires a multiple-choice examination to pass.

IABforME.com/CISR The ultimate rung in our industry’s professional training realm is widely considered to be the Certified Insurance Counselor (CIC) designation. The CIC program is nationally recognized

16

AUGUST 2017

2017 FUTURES

CONFERENCE TOPICS

Networking & Prospecting Behavioral Selling Sales Tech Producer Agreements Perpetuation Planning

Chubb Conference Center PHILADELPHIA I OCTOBER 2&3 IABforME.com/FuturesConference or 800.998.9644

Growing

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Exclusively for Agents Age 40 and Under

IT’S WORTH ASKING

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Whether you are implementing a new policy, putting a new procedure in place, or starting a construction project, it’s worth reviewing every angle. So before you act, your first stop should be PennPRIME. Not only do we provide the insurance coverages you need, but also the reassuring services that come with membership, like the Employee Law Legal Counseling Program and Construction Contract Reviews.

We offer guidance on reducing the risk to your entity from the very beginning of your projects.

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A Service Program of the Pennsylvania Municipal League

17

and highly respected in the industry, and its dividends include the ability to provide exceptional product knowledge and trusted advice.

The CIC program is for licensed agency personnel who have at least two years of full-time experience in the insurance industry or as a risk-management professional. Designees must complete five of the six institutes – Agency Management, Personal Lines, Commercial Property, Commercial Casualty, Life & Health, and (new for 2017) Commercial Multiline – and pass the corresponding exams.

MAP THE RIGHT COURSE The insurance industry is like no other – in its challenges and its rewards. And navigating a career path in it can be a struggle in and of itself.

We’ve heard the ask from new hires and their supervisors alike, so we’re blazing a trail. Rely on our evolving career and training paths and expanding education offerings, and new hires will go far. n

Karen Robison is public relations director for IA&B.

WHAT’S AHEAD FOR PRIMARY AGENT IN NEXT month’s Primary Agent, we turn our attention to carrier relations. Watch for the scoop on the Northeast Carrier Alliance Survey and insight into our agency agreement Seal of Approval process.

IABforME.com/CIC

Protect What’s Important WITH THE LEADER IN SCHOOL INSURANCE Designed exclusively for schools, our superior insurance and risk management services help to save on premiums and keep schools protected: Property and Liability Workers’ Compensation School Leaders Legal Liability Insurance Privacy Protection Excess Liability Owner-Controlled Insurance Program Safety and Risk Management Employee Benefits For more information, visit cmregent.com or contact Kasey Baker at 717-590-8008 x4449 or kbaker@cmregent.com.

Rated “A” (Excellent) by A.M. Best

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AUGUST 2017

7

7

Not a complex point of view.

At UFG, we have a national footprint, but operate with the service-oriented personality of a hands-on regional carrier.

Our people know your region, and are empowered to make decisions specific to your area.

We know your space. It’s that simple.

Visit ufgSolutions.com or call 800-877-5002.

19

20

IN THE GROOVE:

5

STEPS FOR ONBOARDING NEW PRODUCERS

By Bill Harwood

USING PERSONALITY TO BREAK DOWN COMMUNICATION BARRIERS AT WORK

New producers face a dual challenge when they join an agency: absorbing the massive range of information about their new employer, and gaining a clear understanding and appreciation for their new working environment.

The solution? A comprehensive and disciplined onboarding experience.

According to the Brandon Hall Group, organizations with a strong onboarding process improve new hire retention by 82 percent and productivity by more than 70 percent.

21

A

full orientation is essential for fully assimilating new employees to your agency—and, ultimately, to their success as a representative of your firm. But most new-hire orientations are limited to the agency’s history, organizational chart and management team, brief descriptions of key staff and business units, and an introduction to the department they’ll be joining (yawn). On the following pages you’ll find five steps for delivering a more valuable start to your employees and getting them into the groove more quickly.

1) Develop a formal plan. Build a comprehensive, organized onboarding plan and timeline for the new hire. The onboarding plan should: • Identify all critical knowledge elements the producer must acquire.

• Register all operational elements they must understand and execute.

• Document all critical background and historical contexts they need for efficient and effective performance.

22

An effectively designed onboarding plan expands the new hire’s knowledge beyond their own practice, creating opportunities to not only meet and greet but engage with other individuals from the other practices or service teams. A holistic menu of what the agency offers creates a culture of collaboration from day one — and it can prove beneficial down the road.

Ideally, the onboarding plan should include detail for the first two or three weeks, with day-by-day goals and activities.

After the first few weeks, it should transform into a monthto-month plan with big-picture objectives and goals for the individual to map into their days and weeks on the job, as well as real work contributions.

The plan must strike a balance between self-directed activities that motivate direct action and manager engagement that adds important details and context—and ensures the individual’s onboarding stays on track. The onboarding plan should also include firm, realistic deadlines to hold your new hire accountable, plus give them a sense of accomplishment as they complete tasks on their list.

AUGUST 2017

FOUNDATIONAL KNOWLEDGE AUTHOR Bill Harwood is the co-founder of New Level Partners – an insurance-specific learning and development company with which we recently partnered. Thanks to this relationship, we now offer introductory training courses.

The training consists of professionally designed, self-paced online classes designed for unlicensed individuals. The collection contains: • General Insurance Concepts: seven introductory courses that provide a basic understanding of the insurance industry and risk management • Personal Lines Basics: 14 courses that teach the essentials of homeowners’ property and liability, as well as personal auto insurance • Commercial Lines Basics: 23 courses that introduce business auto, property, liability, workers’ comp, umbrellas and BOPs IABforME.com/IntroTraining

2) Don’t curb the enthusiasm. The traditional orientation process is fine, but it lacks passion, and it fails to give new employees enough opportunity to interact and engage with the content. The best orientations for today’s worker offer extensive interaction with a firm’s value proposition and strategy, including specifics about competitive advantages in the agency’s territory and markets.

Ask yourself questions like: What differentiates your agency from the rest? Why did your new hire make the best choice by joining your agency? Why are you passionate about what you do? Good producers have a clear understanding of insurance coverage and sales tactics; great producers also lead with excitement and emotion. Give your salesperson the heart fuel they need to get their engines revving early, and keep it going to make sure they accelerate into the future.

Giving a new salesperson an assignment to research and articulate your agency’s value proposition is an excellent, selfpaced task for not only acquiring the necessary perspectives on operations, but also engaging with multiple internal resources.

23

GETTING NEW PRODUCERS ON THE FAST TRACK TO SUCCESS THERE’S NO way around it: New hires need agency managers’ time – time to ask them questions and seek their direction – in order to succeed. In an effort to remove some of the burden from already time-strapped supervisors, we recently unveiled new on-demand courses: the “Quoting, Writing and Servicing” series.

These courses are designed specifically for newly licensed producers who are new to the industry. They provide the nuts and bolts of the job, from how to market, quote and write a policy, to how to service an account over the long haul.

The “Quoting, Writing and Servicing” series covers Commercial Casualty, Commercial Property, Homeowners, Personal Auto and Personal Umbrella. Each course ends with a 25-question exam and awards 1-2 CE credits.

IABforME.com/NewLicensee

The process builds relationships across the agency, giving the new hire access to a range of valid perspectives on what drives agency success.

3) Gauge existing knowledge and skill level. Next comes a big challenge: accurately understanding the new employee’s knowledge, skills and competencies. While professional designations and certifications are decent indicators of previously acquired professional knowledge, how the employee has used and leveraged their knowledge and skills in prior jobs can also be influenced by the environment of their prior agency.

For example, was your new recruit the lead resource or subject expert for certain topics, or was their role supporting the lead resource? Can they cite contextual examples or stories of how they applied their expertise to provide advice to a client? How complex were some of their account or clients?

Engage in open and positive discussion about the use and application of a new salesperson’s knowledge and skills at their previous agency. Don’t interrogate or give the impression that you are disappointed in what they tell you—very few new hires will share the exact skills and competencies of the most proficient of your existing staff. Most will be anxious to get involved and contribute as quickly as possible, but your agency’s accounts may have other complexities, internal workflows and decision-making processes to which they must adjust.

4) Compare and contrast. As you compile a summary of the new hire’s knowledge and skills through ongoing discussions and interactions over their first weeks, you should also compare that summary with known job requirements. Most should already be codified in job descriptions, but your active engagement with the new hire will likely generate important customized knowledge and skills that will flesh out the original job description. For example, the role may have unique elements related to the type of accounts or territory the new hire will be responsible for.

Ultimately, the two-step process of compiling detailed knowledge and skills, then cross-referencing those elements to exact job needs, will serve both the new hire and manager well.

The manager obtains an advanced set of validated expectations, while the new employee receives a detailed breakdown of most critical elements of the job.

5) Sustain the enthusiasm. Providing encouragement and observations immediately will set the pattern for future feedback discussions. After that, hiring is an investment that requires attention. Set up time each week to meet with the new

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AUGUST 2017

25

GET ORIENTED WITH OUR ORIENTATION RESOURCES

At most agencies, full orientation to a book of business happens over the 12-month renewal cycle. Regardless of account similarities, the full profile of accounts and the multitude of relationships involved with both clients and carriers is not complete until the producer has handled all renewals.

And in addition to the account work, the new employee is still building cross-departmental relationships and skillsets during that first year.

IA&B MEMBERS have complimentary access to HR Solution©, a collection of tools, including several dedicated to orientation: a new hire letter, tips for giving new employees a good start, an employee orientation program, a new hire reporting form, and a hiring and orientation checklist.

Even with solid introductions to all resources and experts at the beginning, a relationship isn’t strong until a new employee regularly works with others to solve issues at hand. Once these relationships actualize, your new hire will achieve significantly higher job productivity—as well as job satisfaction.

With this combination, clients get better service, the new salesperson gains confidence and feels appreciated, and the agency team becomes stronger and more effective. n

IABforME.com/emp_mgmt

Bill Harwood is co-founder and managing partner of New Level Partners, LLC, a learning and development company specializing in insurance.

recruit—you may have them accompany you to client visits or meetings, but that’s no substitute for one-on-one time.

Visit IABforME.com/IntroTraining for access to New Level Partners’ collection of online courses.

Try meeting every Monday for 20 minutes to set the week’s objectives, and again on Thursdays to review progress.

Ask questions and encourage the new hire to share their observations and perceived challenges. Part of creating an open dialogue is avoiding judgement. Listen and offer suggestions—jumping to conclusions early in the process doesn’t do any good.

As a new producer’s onboarding moves past the initial phase and into the regular execution of their responsibilities, transitioning into ongoing development marks the handoff between the agency’s onboarding track and the company’s performance management process. New hires often sense a strong drop-off in coaching and feedback after demonstrating core performance over their initial three months with an agency—a transition gap with many negative consequences, considering most new employees are still adjusting into an agency during their first year of employment.

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AUGUST 2017

Overcoming the

EIGHT-SECOND RULE

W

e’ve all heard of the five-second rule. If you drop food on the floor, the theory is you have five seconds to pick it up and eat it before it’s “contaminated” with any germs. (Admit it, you’ve tested this concept.)

But, have you heard of the eight-second rule? It’s the new trending phrase.

According to a recent study by Microsoft, the human attention span continues to shrink. We now have a shorter attention span than a goldfish … at only eight seconds.

WHAT’S TO BLAME FOR OUR DECLINING ATTENTION SPAN? Microsoft asserts that our increasingly digital lifestyles are at fault: People frontload their attention and have more intermittent bursts of high attention.

If you use digital or social media – whether to read the news online or check your friend’s status through your Facebook feed – you probably scroll until something catches your eye; read or watch a little; then continue moving along until you find something else that interests you. You are most likely making the decision about whether or not you are attracted to the content within eight seconds.

How does this impact sales?

Delivering an elevator pitch is more important than ever.

Effective communicating and negotiating in today’s world require learned skills – skills that play to declining attention spans and digital channels.

Communication training can pay dividends for budding producers, not to mention more seasoned employees who could use tips on communicating in today’s competitive and fast-based workplace. Check out the sidebar to learn more about our on-demand offerings. n

Editor’s note: This write-up was adapted from content provided by New Level Partners.

HOW TO WALK THE WALK OUR RECENTLY expanded introductory training courses includes options that delve into business communication, client management and leadership – necessary skillsets in today’s goldfish-sized-attentionspan world. The web-based modules include: Business communication fundamentals – essential elements of business writing, verbal communication and time management Client management essentials – how to anticipate client needs, adapt communication style, balance priorities and manage conflict IABforME.com/IntroTraining

27

TECHNOLOGY UPDATE

S I M PLE TI PS

FOR GETTING THE MOST OUT OF YOUR PC

By Daniel Gilbert

28

AUGUST 2017

you shouldn’t be able to have several programs installed on your computer. However, you should get into the habit of uninstalling unnecessary programs and periodically auditing your programs list to see if there is anything you do not need. If you are diligent about keeping your list of programs limited only to what you need, you will achieve maximum performance without sacrificing any functionality.

GIVE IT A BREAK Another common reason for a computer to slow down is if it there are too many windows open, or if windows are open for too long. So, in addition to maintaining a minimal program list, you should also be sure to only open the windows you need at any given time. If you use a program and will not need it again for a considerable amount of time, you should close it while you do not need it. This will keep your program sessions fresh.

You may notice that a program that has been open for a while runs slowly, but closing and reopening the program restores its normal performance. This concept also applies to your operating system, which is why simply rebooting the computer can fix a multitude of problems and have a noticeable impact on performance. My point – reboot your computer regularly! It is extremely beneficial to the health of your computer, and you can time the reboots in your day so that you are not inconvenienced.

(I recommend rebooting at the end of the day when you leave the office so that you come in to a fresh boot the following day.)

T

here is nothing more frustrating than a slow computer.

Computer performance has come a tremendously long way, but even with the marked improvements, slowness is still the most commonly reported concern in everyday use.

Like any piece of machinery, computers start aging the very first time you turn them on; over time, whether rapidly or gradually, the performance of the computer begins to degrade.

This is similar in nature to how a brand-new vehicle loses much of its value as soon as you drive it off the lot. But, very much like a vehicle, there are habits and routine maintenance tasks that can help to preserve performance and get more life out of the computer.

SIMPLIFY If your computer can handle it, you surely have all the applications installed on your computer that you use regularly.

Assuming you have the resources, there is no reason that

KEEP IT CLEAN Browsing the web can be a major drain on your computer’s performance if you do not exercise safe browsing habits. In keeping with the minimalistic approach to installed programs, it is advised to only browse to sites that are absolutely necessary. If you only browse sites that you know to be reliable, your chances of contracting malware are significantly reduced.

There will be times when you need or want to browse to a site that you have never before visited, and when those cases arise, proceed with caution. If a website appears to be overly intrusive, it is best to close the browser and find another way to accomplish your task.

Some dangerous websites are difficult to detect, but signs include advertisements, pop-ups, and unexpected address redirections, to name a few. Fringe news websites almost always do more harm than good, so it is best to seek news reports only from the most well-established news sources.

Continued on page 30

29

TECHNOLOGY UPDATE

Continued from page 29 Also keep in mind that websites can be very sneaky about getting programs installed to your computer, and create problems that are difficult or impossible to detect right away. Some websites force unnecessary changes to your computer, like installing a web plugin or adjusting your default search provider.

These programs, typically referred to as “bloatware,” do not breach your data like some infections, but they do create unnecessary load on your computer.

There are useful tools, such as CCleaner and Malwarebytes, which will scan your computer and remove unwanted programs like these, but for maximum performance, it is best to tread lightly on the World Wide Web. CONCLUSION By developing and mastering these general use habits, you can extend the lifetime of your computer and have a much more enjoyable experience using it. Computing technology changes every day, and it is important to keep your habits developing too. Ask your network administrator what you can start doing to lessen the load on your computer and achieve the best performance possible. n

Daniel Gilbert, Help Desk Team Lead, has been part of the Kite Technology team for five years. Daniel enjoys leveraging technology to drive automation. He spends much of his workday implementing solutions that eliminate computer issues and improve his clients’ experience. Daniel is an active blogger and enjoys writing articles about new technology.

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AUGUST 2017

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My Events

CLASSIFIED A DV E R TI S E M E N TS SOUTHEAST PA PRODUCERS & AGENCIES

DATE TOPIC

LOCATION

AUGUST 2017 1

Webinar: The Things Kids Get Us Into

1 – 4 p.m.

1

Emerging Issues

Allentown, Pa.

1

CISR Agency Operations

Erie, Pa.

1-3

Property & Casualty Licensing Study Course

Mechanicsburg, Pa.

2

E&O Risk Management

Erie, Pa.

2

Emerging Issues

Wilmington, Del.

7-8

James K. Ruble Graduate Seminar

Hershey, Pa.

8

Webinar: Long-Term Care Funding w/Life Insurance

9 a.m. – Noon

8

Webinar: Health insurance

1 – 4 p.m.

9

CISR Personal Lines Miscellaneous

Allentown, Pa.

10

Insuring Contractors

Mechanicsburg, Pa.

14

Webinar: Time Element for Commercial Risks

1 – 4 p.m.

14-17

CIC Life & Health Institute

King of Prussia, Pa.

15

Webinar: Certificates & Additional Insureds

1 – 4 p.m.

15

CISR Commercial Casualty I

Wilkes-Barre, Pa.

16

Insuring Contractors

Baltimore, Md.

16

CISR Commercial Casualty II

Mechanicsburg, Pa.

16

CISR Life & Health Essentials

Philadelphia, Pa.

17

Webinar: Closing Coverage Gaps-Home, Work &Auto

9 a.m. – Noon

17-18

James K. Ruble Graduate Seminar

Ellicott City, Md.

21-22

James K. Ruble Graduate Seminar

Erie, Pa.

22-24

Property & Casualty Licensing Study Course

Philadelphia, Pa.

23

Webinar: Additional Insureds: The Quandary

1 – 4 p.m.

23

William T. Hold: Personal Lines

Reading, Pa.

29

Webinar: Contracts, Hold Harmless, Addtl. Insureds

9 a.m. – Noon

29

Insuring Truckers

Baltimore, Md,

29

Insuring Contractors

Pittsburgh, Pa.

30

William T. Hold: Commercial Lines

Salisbury, Md.

Professional agency since 1926 located in Feasterville, Bucks County, Pa. Call for confidential information and a review of our services.

Contact Ray Reinard at 215-357-8600, Ext. 119.

If you would like to place a classified advertisement, please contact Laura Gaenzle at Laura.gaenzle@theygsgroup.com or (717) 430-2351.

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32

AUGUST 2017

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