Tuesday, February 21, 2012
Thursday, October 20, 2011
Wednesday, October 19, 2011
Sunday, January 30, 2011
Friday, January 7, 2011
THE NEW ACORD CERTIFICATES – FRIEND OR FOE TO STAFFING FIRMS???
The recent, radical changes to the standard ACORD Certificates actually creates a great opportunity to strengthen existing business relationships and also build new ones. The approach is very simple:
Communicate: Contact your clients and prospects and let them know that you want to discuss a very important issue that is critical to your mutual success.
Educate: Provide your clients and prospects with a well thought out presentation that addresses the facts and speaks directly and specifically to making your business relationship the best it can be.
Demonstrate: Show your clients and prospects the mutual benefits of addressing and understanding these issues.
Be Great: Let your clients and prospects see, through your actions, that you are committed to making their partnership with you the greatest it can be.
Your ASAC Advocate can help you with this process in their never ending pursuit to facilitate your profitable growth through Enterprise Risk Management. For more information contact Michael A. Schultz at email@example.com.
AMERICAN STAFFING ASSURANCE COMPANY ELECTS NEW PRESIDENT
December 1, 2010 - The American Staffing Assurance Company (ASAC) Board of Directors unanimously approved the appointment of Michael A. Schultz as President of ASAC. Michael will be responsible for overseeing the sales and marketing efforts of the company with an emphasis on new business development, and building the ASAC brand. Michael can be reached at firstname.lastname@example.org.
The election of Michael as President will allow Jim Farber, Chairman of the Board and CEO, to dedicate greater efforts toward INCA Holdings, the parent company of ASAC. INCA Holdings creates and manages niche insurance companies, like ASAC, dedicated to the best risks within under-served and misunderstood industry sectors. More information on INCA Holdings can be obtained by contacting Jim at email@example.com.
Wednesday, December 30, 2009
RELIGIOUS DISCRIMINATION: A former employee of a temporary agency sued her former employer, alleging that she was denied a promotion to manager because she was not a member of a particular religious group that predominated at the company. She claimed that a member of the religious group received the promotion even though the plaintiff had six years more experience and an MBA (unlike the woman who received the position). A jury awarded $647,174 in pain and suffering and $5,900,000 in punitive damages.
NATIONAL ORIGIN DISCRIMINATION AND RETALIATION: The EEOC sued the temporary agency and its client because the client directed the agency to fire 13 employees because of their national origin and five other employees as retaliation for being friends with an employee who had threatened to file a complaint with the EEOC. The parties settled, with the client paying $456,000 and the temporary agency paying $144,000.
SEX/RACE DISCRIMINATION: The EEOC sued a temporary staffing agency for unlawfully coding applicants by race and gender in compliance with its clients’ requests that only employees of a certain race or gender be submitted for consideration. The parties settled, with the defendant agreeing to pay $285,000 and three of its clients paying $50,000 in administrative costs.
AGE/DISABILITY/NATIONAL ORIGIN/RACE/SEX DISCRIMINATION: The EEOC sued a temporary employment agency for allegedly engaging in the following discriminatory actions. First, that the agency complied with its clients’ requests not to refer applicants who were racial minorities or women. Second, that the agency screened out applicants with disabilities by forcing them to fill out a “medical questionnaire” requesting disclosure of such disabilities. Third, that the agency terminated an employee because of her pregnancy. Fourth, that the agency retaliated against an employee who questioned the company’s discriminatory policy against people with disabilities. Fifth, that the agency failed to refer older workers to its clients. After the EEOC sued the clients for making the discriminatory requests, the temporary agency settled for $500,000 and two of the clients of the temporary agency agreed to pay $80,000.
Do you want to get a competitive edge in the Staffing Industry? Talk to an ASAC agent to see if you qualify for acceptance into a program that can generate new top line revenue for your firm while giving you the tools to significantly reduce your UCOR. In Texas, feel free to call Dominique Renaud of Houston Business Insurance Agency, Inc. at 713-979-1001. For other states, please call ASAC at 313-881-8069, and ask for the contact information in your state.