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Risky Business - Are Mortgage Companies Requesting Replacement Cost Estimators

Posted By IIAW Staff, Wednesday, May 13, 2020
Updated: Thursday, April 30, 2020

By: Mallory Cornell | IIAW Vice President and Director of Risk Management

 

* This article was featured in our May 2020 Wisconsin Independent Agent Magazine. Read the full May 2020 issue here

 

The coronavirus pandemic is having a tremendous effect on many different aspects of life. While all of this has certainly influenced your personal and professional habits, it’s important to focus on how changes are managed from an operational standpoint within the agency. 

 

It has recently been brought to our attention that mortgage companies are making more frequent requests for replacement cost estimates. While it has always been a fairly common practice for a lender to verify a valid insurance policy is in place, the exposure now is the language used to describe the policy and limits and as well as the documentation requested.

 

 

The Danger of Guarantee

 

Independent agents should always be careful when providing anything at “100%” or “Guaranteed”. There is too much variability and change to offer this wording in the insurance industry. So, what about mortgage company requests for “guaranteed replacement cost”? As a licensed insurance agent, you could face disciplinary actions for misrepresenting the coverage the homeowner has in place as indicated in Wisconsin statute 628.34(1)(a). It is extremely important to standardize the response to these requests from mortgage companies. 

 

Recommended language has been shared from the Florida Association of Insurance Agents (FAIA) and advises agents to use the following: 

 

“It is the practice of this agency to insure structures for their estimated replacement cost as determined by the insurance company. Building limits are estimates only and are arrived at based on information provided by the policyholder and/or industry standard software used to estimate replacement costs. The actual cost to rebuild the structure may exceed the policy limits, especially during a catastrophic event and/or where an ordinance or law impacts repair or replacement.

 

The agency makes no assurances that the policy limits provided will be adequate to rebuild the structure.”

 

Sharing Replacement Cost Estimator (RCE) Documents

 

In an effort to expedite the processing of this request, many agency procedures include sending the RCE to the lender. While this may seem like the easiest solution, it is important to be mindful of any contractual language with carriers and vendors that would prohibit the agent from sharing such documents with a third party. While it may be difficult, at times, to push back on this request it could result in other consequences for the agency. 

 

Take the time to update internal workflows and procedures to ensure your response is consistent and does not create unintended exposures for the agency. Agency exposures greatly increase when operational changes occur, and employees should be diligent about questioning new requests and procedural inconsistencies. 

 

If your agency has any questions regarding agency operations or responses, please reach out to Mallory Cornell at Mallory@iiaw.com.

Tags:  errors and omissions  Replacement Cost Estimator (RCE)  Risky Business 

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E&O Risk Management and the Coronavirus

Posted By IIAW Staff, Friday, May 1, 2020
Updated: Thursday, April 30, 2020

By: Swiss RE Corporate Solutions

*This article was featured in our May 2020 Wisconsin Independent Agent Magazine. Click here to read the full May 2020 issue. 

Hospital Hallway

You are all very aware of the events of the last several weeks and the Coronavirus. We are not health experts and there are many others more qualified to give you that advice. We CAN, however, give advice regarding how to reduce the likelihood of an errors and omissions exposure as a result of this event. We have already become aware of some attorneys who are trying to take advantage of this situation for monetary gain against insurance agents. Our advice during this event is no different from what we have said in the past. If your agency has developed good practices, you will be better positioned to avoid problems. Here are the practices of a good insurance agency:

 

• DON’T MAKE CLAIMS DECISIONS! Let the insurance carriers do that. 

• DON’T ADVISE YOUR CUSTOMERS IF CORONAVIRUS related    items are COVERED OR NOT! Let the insurance carriers do that. 

• If a carrier takes the position that losses arising from the Coronavirus are not, or may not be covered, do not engage in advocacy asserting that “We thought it was covered...” That will simply be used by your client to prove that you knew the client wanted coverage for perils like the Coronavirus, but you failed to procure coverage.

• Report all claims and potential claims to EACH AND EVERY    CARRIER that could potentially have a policy that could apply. This includes CGL, Personal lines, Umbrella, Excess, Workers Compensation, Specialty and any other policy in place for your    customers.

• USE THE RESOURCES PROVIDED BY YOU BY THE IIABA. It is a valuable resource for you, your staff and your agency that provides many sources of information. 

• Be empathetic, but don’t tell anyone that something is covered    or not. You can continue to tell them you feel sympathy for all affected by the Coronavirus, but customers MUST report a claim to their insurance carrier to determine if there is any coverage for the event.

• Remember, if you executed an agency agreement with one or more insurance companies, you MUST report all claims or potential claims as required by that agreement, even if your customer tells you not to do so.

• Maintain vigilant contact with your insurance carriers to determine what action THEY want you to take.

• DOCUMENT DOCUMENT DOCUMENT!!! This continues to be

the foundation of sound E&O risk management. DOCUMENT 

EACH AND EVERY TELEPHONE CONVERSATION, EMAIL, 

TEXT, TWEET, OR ANY OTHER TYPE OF COMMUNICATION 

WITH YOUR CUSTOMERS!

• Assume that any telephone conversations with your customers or carrier claims representatives ARE BEING RECORDED. While some states prohibit recording of telephone conversations without advising that they are doing so, IT DOESN’T STOP SOME PEOPLE FROM DOING SO. 

• If you use social media for your business, make sure it is up to    date! Do not make any promises that something may or may not have been covered by insurance companies and policies. 

• DO NOT GIVE ANY STATEMENTS, RECORDED OR OTHERWISE, WITHOUT FIRST CONTACTING YOUR E&O PROVIDER. The Swiss Re Corporate Solutions/Westport Insurance Company/First Specialty Insurance Company claims staff are available if you have any questions about any communications you receive. 

• If you have a conversation with your customer that leads you to believe that they may be fishing to make a claim against you, DO NOT HESITATE to contact our claims department. 

• DON’T MAKE CLAIMS DECISIONS! DON’T ADVISE YOUR 

CUSTOMERS IF SOMETHING IS COVERED NOR NOT! Let the

insurance carriers do that. We know this was stated before, but it must be ingrained in your mind. 

• If the Coronavirus ends up being declared a “catastrophe” by 

the ISO Property Claims Service, you may be eligible under your Westport policy for “Cat Extra Expense” benefits: “CATASTROPHE EXTRA EXPENSE. We will pay up to $25,000 per catastrophe subject to a per POLICY PERIOD aggregate limit of $50,000 for the actual extra expenses incurred by you as a result of a catastrophe during the POLICY PERIOD beginning on the date of a catastrophe and for thirty (30) days thereafter. The extra expense incurred must be incurred by you only to assist in the insurance claims processing needs of your customer(s) who have been affected by the catastrophe. The catastrophe must be a declared catastrophe by the Property Claims Services. A $500 deductible for each catastrophe shall apply. Limits provided by this paragraph are part of and not in addition to the limits

provided by this POLICY.”

 

We hope that this will help you as this event progresses. If you should have any questions, please let us know. 

Tags:  coronavirus  COVID-19  E&O Risk Management  errors and omissions 

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How-To: Build a Better Hiring Plan

Posted By IIAW Staff, Wednesday, April 29, 2020

By: Aggie Alvarez | Caliper

 

Hiring During Interview

 

*This article was featured in our April 2020 Wisconsin Independent Agent Magazine. Click here to read the full April 2020 issue. 

 

Do you have enough talent to help you achieve your business goals? 

Do you have enough volume to support your growth? These questions are the reason that having a strategic hiring plan is so important.

 

The new year is a great time to reflect and set new goals for your organization. Your people are an integral component in your ability to achieve those goals, so it’s crucial to evaluate the climate of your workforce. Do you have enough talent to help you achieve your business goals? Do you have enough volume to support your growth? These questions are the reason that having a strategic hiring plan is so important.

 

Anticipate Workforce Needs

 

In order to create a hiring plan, you need to assess your current workforce. You want to consider both the quality and quantity of your workforce. The quality of the workforce is reflective of how your employees are rated on their current performance and future potential, whereas the quantity of the workforce measures the numerical impact of new hires, employee turnover, and internal promotions.

 

There are a number of ways to get a sense of your current employees’ knowledge, skills, and abilities. You can reference old resumes to identify training and certifications that may not be utilized in an employee’s current role. You can discover your employees’ hidden talents, hobbies, and passions through simply having regular conversations with them. Performance reviews are also a great resource to find employees that are performing outside of their scope and are ready to take on more responsibility. In fact, evaluating performance and identifying career advancement opportunities for your employees is crucial to keeping them and creating long-term success.

 

Ask yourself: how many employees do you typically need to replace in a given year? Do you have a plan in place for turnover? Not only do you need to think about the new positions you anticipate needing to fill, but there will also be departures and promotions for which you’ll need to be prepared as well. Plan ahead of time, so you aren’t taken by surprise and are  rushing to fill critical gaps later.

 

Identify the Gaps

By now you should have a clear snapshot of how your company’s workforce will look throughout the year. But, there’s a second aspect that has a major impact on hiring plans: Annual business goals. Leadership will set a course for the year, whether that be to launch a new product, add a new department, or increase sales. Any major objectives for the year might have an effect on your talent acquisition strategy.

 

Key questions for the HR department when crafting a hiring plan include:

Does the company have the right talent for the year’s business strategy?

Where can I anticipate skills gaps in order to meet company objectives?

 

But, plan your talent strategy carefully. When putting together your hiring plan, focus on the activities and elements that aim to improve your quality of hire rather than to receive as many applicants as possible. Here are some examples of these types of activities:

 

• Revamp your job descriptions. Poorly written job descriptions can attract candidates that are the wrong fit and deter qualified candidates from applying. Effective job descriptions should be able to give a complete picture of what a candidate needs to possess to be successful in the role.

• Fine-tune your sourcing channels. Job boards and staffing agencies account for nearly half of sourcing spend but yield only 35% of applicants. Reevaluate that spend and strategy and shift your focus to the sourcing channels that are driving the largest pool of applicants.

• Implement an employee referral program. Employee referrals are not only the shortest time to hire and onboard, but they also improve quality of hire. Who better to know the best cultural fit for your company than your own employees?

 

By implementing these activities, you can attract applicants that have the right knowledge and skill set. You want to be able to confidently select the candidates that are the best fit for both the job role and your company.

 

Personality assessments are one of the best tools for determining candidate fit. After all, 82 percent of companies are using some form of pre-employment assessment. For example, Caliper’s assessment evaluates a number of competencies and behaviors including inclination to interact with peers and managers, attitude toward performance-related obstacles, and approaches to time management. The results are then measured against validated job models, which makes it easy for managers to see how well a candidate fits into the desired role and enables them to make better hiring decisions.

 

Resumes and interviews can give you a picture of how a candidate has performed in the past and the present, but they lack the clarity of how a candidate will perform in the future and for your company. Personality assessments are able to raise the predictability of success, which you can pair with resumes and interviews for a more well-rounded view of your candidates and can improve time to hire and quality of hire metrics.

 

Assess Your Acquisition Strategy

 

An important aspect of your acquisition and hiring process is to make sure those candidates you’ve selected will choose you in return. 

You’ll want to consider:

• Assessing your rewards and incentives programs. Is what you’re offering going to meet the expectations of your ideal candidates? If not, it could 

be difficult to attract and retain top talent.

• Implementing professional development plans. This is a key benefit that candidates search for in a company. Building professional development 

into your long-term success plan keeps employees on track and shows them that you want them to succeed.

• Evaluating your company culture. Having a strong company culture not only attracts highly qualified candidates, but also influences these individuals to stay with your company long term because they personally identify with the beliefs and attitudes. In fact, companies that actively manage their culture boast 40% higher retention.

 

The new year is a great time to assess your hiring plan and implement changes that will affect the long-term success of your company. However, 

it’s important to keep in mind that HR planning is an ongoing process and you should continue to evaluate your strategy as your organization and industry trends change.

 

For more information on the ways Caliper can help you find the best candidate fit for your company, reach out to our experts today to start building a better hiring plan.

 

 

View original article here

Tags:  business plan  hiring 

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Commentary from Counsel - IIAW Ransomware Coverage

Posted By Administration, Wednesday, April 29, 2020

By: Josh Johanningmeier | IIAW General Counsel

* This article was featured in our April 2020 Wisconsin Independent Agent Magazine. Click here to read the full April 2020 issue. 

Computer Lit Up

Federal Court Rules Business owners Policy Covers Ransomware Attack Damages

 

In late January, the United States District Court for the District of Maryland, in National Ink & Stitch, LLC v. State Auto Property & Casualty Insurance Co., ruled that a business owners policy provided coverage for an embroidery and screen-printing business that had fallen victim to a ransomware attack.  The court described its decision as a continuation of a nationwide trend of courts finding coverage for loss of data or systems functionality following a cyber-attack.  Implicit in the court’s decision may have been a recognition of the increasing frequency and severity of ransomware attacks across the country.  It is critical that you and your agencies also take note of these trends.

 

The National Ink & Stitch Case and Decision

 

In December 2016, National Ink & Stitch suffered a ransomware attack, which prevented it from accessing all art files and other data contained on its server along with most of its software.  The attacker demanded payment in the form of bitcoin to release access to the software and data, which National Ink & Stitch paid.  However, the attacker then requested further payment.  At that point, National Ink & Stitch contracted with a security company to replace and reinstall its software.  While the business’s computers functioned after the reinstall, the new protective software slowed the system.  Further, National Ink & Stitch still does not have access to the lost data, meaning it has to reproduce all of the lost art files.  Finally, computer experts found that it was likely there are still remnants of the virus on the business’s computers, which could ultimately “re-infect the entire system.”

 

Due to past and continuing damages resulting from the attack, National Ink & Stitch presented a claim to its insurer, State Auto, for the cost of replacing its computer system.  The relevant business owners policy states that State Auto “will pay for direct physical loss of or damage to Covered Property…resulting from any Covered Cause of Loss.”  The policy defines “Covered Property” to include “Electronic Media and Records (Including Software).”  However, State Auto denied the claim, finding its insured did not experience “direct physical loss of or damage to” its computer system under the policy. National Ink & Stitch then sued to resolve the coverage dispute.

 

Ultimately, the court held that State Auto’s policy did provide coverage for National Ink & Stitch’s losses.  The court began with the policy language, which explicitly includes “data” and “software” within the definitions of “Covered Property.”  The court also construed the phrase “physical loss or damage” to include the inefficiency of National Ink & Stitch’s computer system following the installation of protective software, finding that a computer can “suffer ‘damage’ without becoming completely inoperable.”  While the court came to its conclusions based on an analysis of Maryland state law, it noted that its interpretation tracks with holdings “reached by the majority of courts interpreting similar policies.”

 

 Now What?

 

Before getting to the potential effects of this ruling on your agencies and clients, it is important to understand the basics.  Ransomware is a computer virus that effectively holds a computer, or an entire system, hostage until a fee is paid.  Ransomware attacks have become increasingly common in recent years.  In the first four months of 2019 alone, there were more than 40 million ransomware detections.  Experts predict that by 2021, a business will fall victim to a ransomware attack every 11 seconds.  Further, the costs for businesses targeted with ransomware can be incredibly high.  The total damages associated with ransomware in 2019 surpassed $11.5 billion, or an average of $141,000 per incident.  In other words, this problem is common, it’s expensive, and it’s not going away any time soon. 

 

So what does this all mean for your agency?  To start, as reflected by the National Ink & Stitch decision, courts across the country have begun to construe business owners policies to cover damages arising from ransomware attacks.  Given the severity and frequency of the problem, and its effects on organizations ranging from multi-national corporations to small towns, courts are unlikely to reverse this trend.  As a result, it is critical that you and your agencies understand the policy language you are presenting to your clients and the coverage they are requesting.  Further, it is increasingly important to have connections with consultants, lawyers or firms that have expertise in not only insurance law, but in the expanding field of data privacy and cybersecurity, so that evaluating response strategy, security planning and coverage can be accomplished.  

 

Conclusion

 

Ransomware attacks may soon become a daily headache for your business clients.  In order to recoup some of the costs associated with these attacks, those clients are likely to bring claims under their business owners policies.  If past is prelude, courts may be sympathetic to those claims and you need to be prepared to handle coverage requests and claims arising from these attacks.

Tags:  commentary from counsel  cybersecurity  ransomware 

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Risky Business - Friend or Foe? Don't be a victim of social engineering

Posted By Kaylyn Zielinski, Wednesday, April 29, 2020

By: Mallory Cornell | IIAW Vice President and Director of Risk Management

* This article was featured in our April 2020 Wisconsin Independent Agent Magazine. Read the full April 2020 issue here

As a true crime junkie, the idea of social engineering is intriguing to me; it also presents a significant risk for our members. We are aware of at least two instances of social engineering at our member agencies in 2020 and unfortunately there are likely to be more by year end. To try to prevent additional ‘attacks’, here is some education to share with family, friends and colleagues – because knowledge is the best defense against this type of criminal. 


“Ask any security professional and they will tell you that the weakest link in the security chain is the human who accepts a person or scenario at face value. It doesn’t matter how many locks and deadbolts are on your doors and windows, or if have guard dogs, alarm systems, floodlights, fences with barbed wire, and armed security personnel; if you trust the person at the gate who says 

he is the pizza delivery guy and you let him in without first checking to see if he is legitimate you are completely exposed to whatever risk he represents.” (“What is Social Engineering?”)


Social engineering is when a cyber criminal manipulates a person into providing confidential information. This act is typically done by either posing as a friend or posing as someone you know or by posing as a friend or by acting as another trusted source (think vendor or customer). 


Friends


Oh look, grandma forwarded a cute email chain!


If you receive something that you need to “click on the link” to access or that you need to download, pause and think twice about what (or who) might be hiding behind that request. Links and downloads are some of the easiest ways for has hackers to gain access to your computer, email accounts, social media accounts and contact lists. 


Trusted Sources


I need to make this payment! 


According to an annual data breach report from Verizon, phishing attacks and pretexting are responsible for 93% of successful data breaches. The reason for their success might be the tactics that are used to get the attention of the person on the receiving end. Here are examples of what to look for so you can avoid an expensive breach.

• Displays an urgency to help a friend in need

• Seems to come from a familiar sender either as an email, text, instant message from a well-known company, bank or other institution

• Request for a charitable donation

• Request for you to verify information

• Notification that you’ve won and need to claim your prize

• Posing as a boss or colleague 


It would be very difficult, if not impossible to avoid becoming a target, but you can arm yourself with knowledge so that you don’t fall into a spammers trap. Educate yourself and all employees about what to look 

for to keep your information safe.

Tags:  cybersecurity  phishing  Risky Business  social engineering 

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Insurance Bartender - The Coronarita

Posted By Administration, Wednesday, April 29, 2020

By: Matt Banaszynski | IIAW CEO

* This article was featured in our April 2020 Wisconsin Independent Insurance Agent Magazine. Read the full April issue here

The Coronarita is a drink that seems to defy gravity. You would expect that, when you flip the beer upside down in your cocktail, the mixture would overflow and spill all over the place. But curiously, it all stays in place.


How the Coronarita works has to do with pressure. If you flipped a bottle of Corona upside down normally, the beer would fall out and be replaced inside the bottle by air. But, in a Coronarita, the mouth of the bottle is surrounded by liquid, which prevents air from entering the bottle. The air that is inside the bottle creates pressure that keeps the beer from spilling out into the margarita. But, when you sip on the margarita with a straw, the liquid level in the glass will go down, and the beer inside the bottle will then flow into the glass to make up for the missing liquid.

 

 Insurance Bartender

Matt's Mixology - Coronarita

 

Ingredients: 

• Ice cubes

• Rimming salt

• 1 1/2 oz. silver tequila

• 3 oz. lime sour mix

• 1 12 oz. bottle of Corona, Dos Equis, Pacifico, Tecate, Carta Blanca, Modelo or your favorite Mexican beer

 

Steps to Make It: 

1. Pour ice cubes, tequila, triple sec, and lime sour mix into a cocktail shaker.

2. Shake the mixture and strain it into a salted pint glass.

3. Quickly flip the beer upside down and place it into the drink, so it dispenses slowly as you drink your delicious Coronarita from a straw.

Whether you call it a Coronarita, a Mexican Bulldog Margarita, or a Mexican Car Crash, this tequila-inspired Mexican drink recipe is sure to be a hit with your friends and family. Though this drink is not always served in a traditional margarita glass, it still delivers on the familiar and refreshing flavors of two classic beverages. Perfect for Cinco de Mayo!

Tags:  Insurance Bartender 

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How-To: Hire for Success in Sales

Posted By IIAW Staff , Wednesday, April 29, 2020

By: Aggie Alvarez | Caliper

•This article was featured in our April 2020 Independent Agent Magazine. To read the full magazine, click here

man in suit

Did you know that the average sales employee turnover rate is nearly triple the average employee rate? Turnover in sales makes an impact on the entire organization, and it’s expensive. Sales employees are some of the most vital contributors to a company’s growth and bottom line, and hiring for sales effectiveness is critical.

 

Did you know that the average sales employee turnover rate is nearly triple the average employee rate? Turnover in sales makes an impact on the entire organization, and it’s expensive. Sales employees are some of the most vital contributors to a company’s growth and bottom line, and hiring for sales effectiveness is critical. Yet, leaders continue to find it challenging to hire and develop the right people for these roles, and then keep them there.

 

Hiring for Sales

 

How do you determine if a candidate will be an effective salesperson? While sales effectiveness is not a generalized trait, there are qualities and habits that are greater indicators of success in a sales role. When hiring for sales, you should look for these six traits or the potential to cultivate these characteristics in candidates:

 

• Hyper-focus: Salespeople have many tasks and clients to focus on at once. In order to be successful, they need to be able to 

prioritize and focus on what is most important.

• Active listening: The best salespeople listen to their customers and ask the right questions.

• Networking Master: Building relationships is a key element for success in sales. Effective salespeople are able to build trust which improves customer loyalty.

• Work smarter, not harder: Successful salespeople follow a consistent process and balance their tasks. They don’t reinvent the wheel when there is already an efficient process in place.

• Adaptability: When faced with an unforeseen challenge or obstacle, effective salespeople are able to quickly adapt their approach.

• Be prepared: Exceptional salespeople know their product better than anyone. They do their research and are able to anticipate the questions their customers might have.

          • It’s also crucial to consider sales effectiveness as a function of the tasks themselves, although these tasks will differ across industry and organization. In order to hire the right candidates, start by defining the relevant tasks for your strategy, and reflect those tasks in hiring criteria and a disciplined hiring process. A combination of structured interviews, assessments, and background and reference checks allows hiring managers to observe and predict the candidate’s job behaviors which can yield the best results when hiring for sales.

          • Talent assessments have become more available and intuitive, which is great news for sales leaders. The Caliper Profile pre-employment assessment, for example, was built to help predict a job candidate’s potential success in the role. The assessment not only measures specific behaviors and competencies, but also uses the data and insights to match candidates to scientifically-validated job models for sales professions. The Caliper Profile also goes a step further to provide hiring managers with interview questions, coaching recommendations, and training for skills gaps, meaning that it can be used at both the hiring and developing stages of employment.

 

Set Them up for Success

 

Did you know that less than 45% of companies have a formal sales training process? Given the lack of training and development structure in sales, it’s easy to see why the turnover rate is so high. Companies tend to invest more heavily in recruiting and hiring activities than on the processes and programs that focus on developing employees and keeping them engaged. However, investing in training and development will likely improve retention and increase your company’s margin.

 

Professional Development and Productivity

 

Playbooks are a great tool for training employees and creating consistent sales processes across your organization. A playbook ideally contains all the content necessary for your sales reps to succeed, including buyer personas, call scripts, negotiation tactics, and proposal guidelines. Creating a playbook can be very time-consuming and should involve multiple stakeholders throughout your company. However, it is time-saving in the long-run as it allows new employees to be trained more quickly. Additionally, a playbook frees up time for selling. Research by the CMO Council shows that sales reps spend 40% of their time searching for or creating content, and a playbook can help centralize the resources they need.

 

Professional development is integral to individual success in sales and overall retention. When career advancement paths are unclear, sales reps will start to question their place in the company. This is where sales leaders can make an impact by investing in the professional development of their team with a coaching mindset. Effective coaching includes building a plan for your employees, establishing expectations, challenging your staff, and helping them find solutions. By implementing these practices, employees are more likely to become engaged with their careers and increase their overall performance.

 

Sales productivity is the #1 challenge for 65% of B2B organizations and directly impacts a company’s ability to grow and improve its bottom line. Hiring and developing for sales can be difficult, but the right investment in these processes will help you find the most qualified sales candidates and keep them invested in your organization.

 

Caliper can make implementing these processes as simple and seamless as possible. Want to see how our products can help you increase your success in sales? Contact us and we can get you on the right path to hiring and developing more sales effective employees.

Tags:  hiring  networking  professional development  sales 

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NAIC Model Cybersecurity Bill Advances

Posted By IIAW Staff, Wednesday, April 29, 2020

By Misha Lee | IIAW Lobbyist

 

This article was featured in our April 2020 Wisconsin Independent Agent Magazine. Click here to see our full April 2020 magazine. 

 

NAIC Model Cybersecurity Bill Advances

 

NAIC model legislation creating cybersecurity standards for the insurance industry is quickly moving through the Wisconsin Legislature. Assembly Bill 819 was approved on a bi-partisan, voice vote in the Assembly and awaits final approval from the Senate in late March. We anticipate unanimous approval when the Senate convenes its final floor period. The legislation creates standards for insurance businesses that will help protect private consumer information from data breaches. Under the bill, businesses are required to conduct risk assessments, develop information security programs based on those assessments, and submit those plans to the Office of the Commissioner of Insurance (OCI).

 

During development of the model legislation last year, IIAW worked with OCI’s legal staff to advocate for an exemption for our members with fewer than 25 employees, or annual revenues under $5 million, or assets less than $10 million from having to comply with the provisions in the bill. The draft model had originally only exempted businesses with fewer than 10 employees. In addition, IIAW worked with the department to ensure that our member agencies would not be directly responsible for cybersecurity events that occur in a system maintained by an outside third-party service provider. The initial draft model had included this burdensome requirement.

 

So far, eight states have adopted a version of the NAIC model Law and more like Wisconsin are on the way.

 

Sweeping Data Privacy Legislation Fails 

With Industry Opposition

 

River Falls Republican State Representative Shannon Zimmerman unveiled late in the legislative session three bills he headlined, the Wisconsin Data Privacy Act (WDPA), that would fine companies up to $20 million or assess a portion of their annual revenue if found in violation of rules established in the legislation. IIAW opposed these bills at a public hearing held in February by the Assembly Science and Technology Committee. These sweeping bills, if enacted into law, would have unnecessarily created millions of dollars in added compliance costs for our industry and placed significant regulatory burdens on agents. Furthermore, the legislation overlooks the importance of how innovation, new technologies and the use of data within the insurance industry is benefiting consumers and enhancing marketplace competition. Property and Casualty insurance is a heavily state-regulated industry and it’s important that any proposals related to data security and privacy take into account existing laws and regulations administered by the Office of the Commissioner of Insurance (OCI). The Assembly has adjourned session without any action on these proposals. See Assembly Bill 870, Assembly Bill 871, and Assembly Bill 872.

 

Gov. Evers Signs Public Adjuster 

Consumer Protection Bill

 

Legislation brought forward this session by State Representative David Steffen (R-Green Bay) and State Senator Dan Feyen (R-Fond du Lac) will make registration of public adjusters part of Wisconsin law following a recent bill signing by Governor Tony Evers. The bi-partisan legislation, Assembly Bill 357, requires registration with the Office of the Commissioner of Insurance (OCI) for nonresident public adjusters not already registered with their home state. Those registered as nonresident public adjusters will be subject to examination, continuing education and fee requirements. Wisconsin resident public adjuster have the option of registering with OCI and are also subject to requirements in the bill related to contract formation, certain compensation arrangements and professional conduct.

 

Wisconsin becomes the 46th state to regulate public adjusters in some manner. Matt Banaszynski of the IIAW testified in support of the bill highlighting in his testimony the importance of protecting Wisconsin homeowners from increasing public adjuster scams that have been occurring in the state following natural disasters.

 

Gov. Evers Signs 45-Day Renewal With 

Altered Terms Notification Bill

 

Governor Evers also signed legislation supported by the Wisconsin Insurance Alliance (WIA) that shortens the time requirement on personal lines property and casualty coverages from the current 60-day requirement to 45 days on a renewal notification that includes less favorable terms or higher premiums. Twenty-eight states have notice requirements of 30 days or less. Eleven states use the 45-day requirement and five states have a 60-day notification requirement. The WIA had initially asked for a 30-day notice and the final bill as signed by the Governor reflects the good-faith negotiations between the independent insurance agent community and insurance carriers.

Tags:  consumer protection bill  data privacy  government affairs  governor evers  insurance industry 

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OK Boomers, Slackers, Karens, Unicorns and Snowflakes: Can't We All Just Get Along?

Posted By IIAW Staff, Wednesday, April 29, 2020

 

 By: WAHVE Work At Home Vintage Experts

* This article was featured in our April 2020 Wisconsin Independent Agent Magazine. Read the full April 2020 issue here

generations working together

With four primary generations now coexisting in the workplace, it’s not surprising that a few generational feuds are brewing and bubbling. 

 

Boomers (born roughly between 1946-1964) mock millennials (1977-1997) for expecting participation trophies and being like Peter Pan (never wanting to grow up), while millennials think Boomers are out of touch. Gen X (1965-1976), once viewed as the slacker generation, now paints millennials as the new slackers – often referring to them as unicorns and snowflakes who are entitled and difficult to manage. Gen Z (born after 1997) are portrayed as disloyal job-hoppers who are addicted to their phones and unable to handle face-to-face interaction. They have taken to calling Gen X the “Karen” generation – a privileged, irritating and entitled generation brought up by Boomers.  

 

All of this back-and-forth sparked this year’s viral two-word dismissal by millennials and Gen Z: “OK Boomer.” The phrase, typically used to respond to anyone over 30 who says something condescending about the younger generations, quickly went mainstream. The backlash phrase implied that Boomers are out of touch and don’t understand millennial and Gen Z culture or politics. Boomers, on the other hand, saw the phrase as an example of ageism. 

 

Pitting one generation against the next isn’t new. As Aristotle put it in Rhetoric: “[Young people] are high-minded because they have not yet been humbled by life, nor have they experienced the force of circumstance…They think they know everything and are always quite sure about it.” 

 

No matter where you fall on the generational spectrum, the recent online feud is a good reminder for all generations that there are fallacies in stereotypes and dangers in discounting the contributions, strengths and ideas of others not like you. 

 

The next time you’re faced with working with someone older or younger than you and are tempted to brush their generation off with a negative comment, try instead to understand differences. Different doesn’t have to mean bad, so take time to focus on strengths and preferences. Allow their strengths to improve your weaknesses, and vice versa.  Each generation is an integral part of successful teams and companies, so ignoring difference and problems isn’t an option, especially today, when Boomers are actively choosing to stay in the workforce longer and millennials make up the largest segment in the workplace. 

 

At WAHVE, we started our entire business on the idea that combining the knowledge and skills of the retiring and retired workers with the fresh perspectives of the younger generation is a winning combination. And that’s proven: statistics show that companies that employ an age-diverse workforce have higher productivity, a wealth of new ideas, and a wide knowledge base.

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Prepare Your Agency for the Future

Posted By Kaylyn Zielinski, Monday, April 27, 2020

 

By: Matt Banaszynski | CEO IIAW

 

During this time, COVID-19 is creating many obstacles for businesses across the country. Whether it requires small businesses to close their doors for the time being or large corporations to activate their disaster response plan, the consequences are creating road bumps for everyone. Governor Evers issued a “Safer at Home” order on March 24th and the OCI has released a variety of recommendations and requirements for insurers. Independent agents are deemed as “essential businesses” (as of the time of this writing) and for the time being, allowed to stay open. However, agencies are encouraged to use their discretion in determining essential functions for essential employees. For example, an agency may determine it is appropriate to close to walk-in visitors, while remaining open for business, and available to consumers through calls and e-mail.  Subsequently, non-essential staff with the capabilities to work remote are directed to work from home. 

 

The IIAW addressed the issue early by introducing a COVID-19 Online Resource Center (www.iiaw.com/coronavirus), and began sending out “text alerts” when new information is announced or updated online. The team continues to create new resources to assist our members with their operations. It’s critical to stay up-to-date with information and be agile in the changing environment. As you continue to work during the pandemic, here are some resources and considerations for your agency as you implement new policies.

 

 

IIAW’s COVID-19 Resource Center

 

IIAW’s COVID-19 Resource Center contains all of the resources your agency will need to stay educated on the topic and tools you can implement in your agency. The page includes 4 different sections: Communicating to Customers, Agency Considerations for Employees, General Information and Webinars. The page is updated daily to provide our members with the latest news and resources, some of which can be shared with your clients. 

 

If you haven’t already, join our text alerts by texting “IIAW” to (833) 384-0094. You will receive a text alerting you to when important information is announced and uploaded to our resource center.

 

Virtual Learning (CE)

 

The IIAW also offers a variety of continuing education classes online. Almost daily, there is a new CE class presented via webinar for agents to stay up to date on their CE credits. You may have employees working from home and unable to work at full-capacity or one of your employee’s license renewal is coming up. This is a great time to allow them to complete all their continuing education credits.  Our online CE classes are conducted by professional instructors and accessible on any computer. Don’t let your license expire, take an online CE class with the IIAW!

 

Click here to view all of the available online CE courses.

 

Remote Access

 

Does your staff have the capability to connect and work remotely? Do they have or can they be provided with a computer at home? Do they have internet access from home? If they can get online, can they access work files? This would be the time to check the “cloud access” of your programs (Ex. AMS), server and files with your IT professional. If you need other options for remote access, consider programs like Logmein, Gotomypc, Remotepc, Teamviewer and others. Need phone access as well? If your agency does not have a VOIP system, it may be difficult to set up call forwarding and other features. Host My Calls are a solution worth exploring. The staff at the IIAW all have remote workstations, a VOIP phone system in place and VPN’s setup on their computers to access work files not stored in the Agency Management System or Association Management System. 

 

Agency Management Systems (AMS)

 

Hopefully your agency management system has a cloud option, app or other online/remote interface (perhaps a VPN connection) that allows staff to enter and retrieve data. If not, this will likely be a vital question for your remote work plan. If your agency doesn’t possess these capabilities, you should develop a system where information is shared with one key contact at your agency who can enter the data. Use an Excel form or other template (Google Sheets is a free online option) that promotes standardization so that there aren’t lapses or E&O exposures created. Then review the data when everyone returns to work. The staff at the IIAW has their AMS and Association Management systems on the cloud.

 

Conferencing

 

To continue having meetings and discussions with your staff, it will be important to set up conference calls, video chats, etc. There are free resources out there like SkypeGoogle Hangouts, and Lifesize. Some require downloads of software and may have limits, but your agency can investigate which one may be the best fit. iPhones and Android phones allow “Add Call” as an option for small group conferencing– just select it from your screen (assuming your phone’s service provider allows it). Other options may be conference call services like UberConference or using a free trial from a service like GoToMeeting or Join.Me. The staff at the IIAW uses GoToMeeting.

 

Collaboration

 

Have projects that your team needs to work together on in a shared format? Programs like Slack, Microsoft TeamsBasecampAsana and others can give you a platform to communicate, work on files, update project statuses and pool resources. Facebook even has a solution called Workplace. The staff at the IIAW uses Slack. 

 

Client Tools

 

Your clients will have new access needs as well. Look at the offerings made available by your carriers for client portals apps and other tools. Consider programs like DocuSign for digital signature, ePayPolicy for online payments and other programs that allow remote ease of doing business. The IIAW uses DocuSign and ePayPolicy. 

 

Promote Routines

 

Try to provide some structure to the group as they learn this new environment. Schedule conference calls for your staff, encourage daily team meetings, have video happy hours, virtual lunches or other social options like virtual games. Suggest people create a specific workspace at home and develop a workday routine. 

 

Encourage Strict Cyber Security Measures

 

On top of everything else, cyber security is an even greater concern in times like this. When possible, encourage your staff to use a secure wi-fi connection or set up the security on their home’s internet if they haven’t already. Ask them to be extra vigilant on opening emails and links. Have them confirm any unusual requests like wire transfers or monetary transactions they receive by phone with their supervisor. (

 

Be a Resource

 

Do what you do best during times of hardship for your clients – be a resource. Try to provide useful information on business continuity, how to apply for government assistance programs, help promote initiatives to support your community and show the power of small business. One platform to consider using to help spread your message and market you and your agency is SoapBox.

 

Please reach out to the IIAW if you need further assistance and have any questions regarding the transition. Remember that our COVID-19 Resource Center will continue to be updated with the most recent news and resources for you to use at your agency. Click here for a downloadable "Become a Digital Agency" handout. 

 

Source:  Brian Hunter of the Insurors of “Remote Work Resources for Your Agency” article

Tags:  COVID-19  digital agency  online resources  social media 

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