From this year's Washington edition:
- Number of people working in the insurance industry in Washington state: 49,445.
- Their payroll: $3.2 billion.
- Premium taxes paid: $406 million
- Premiums: About $19 billion.
Insurance statistics in Washington state
Each year, the Insurance Information Institute, an industry-backed research group, compiles data on the insurance industry in each state.
From this year's Washington edition:
From this year's Washington edition:
Aetna fined $1 million for insurance violations
A Connecticut insurance company has been fined $1 million by Washington State Insurance Commissioner Mike Kreidler for multiple violations over several years.
Aetna Life Insurance Company has agreed to pay the fine. The violations include issuing unapproved insurance policies, failing to file legally-required documents with the state and charging unapproved rates.
“All insurers must comply with state law, and most of them do,” said Kreidler. “I hope that this fine and compliance plan resolves these problems with Aetna.”
Among the violations:
• Starting in 2005, Aetna issued health, disability or life insurance policies to more than 4,400 people that did not comply with state law. Among the violations: The policies had not been filed for approval with Washington state.
• Also starting in 2005, the company issued health policies that did not include all Washington state health care mandates. Nor did they describe Washington’s appeals and grievance process, as required by law.
• For more than three years, Aetna continued to sell a health policy that had been disapproved.
• Starting in 2009, Aetna issued other health, disability and life policies that had not been filed with the state. Some of those health policies that did not include all Washington state mandates. Nor did the company have an approved appeals and grievance process for those plans.
• In 2010 and 2011, Aetna issued medical and dental plans for more than 100 Nordstrom retirees that had not been approved by Kreidler’s office, as required by law.
The company has also agreed to a compliance plan designed to prevent similar problems in the future.
Fines issued by Kreidler’s office do not go to the insurance commissioner’s office. The money collected goes to the state’s general fund.
Aetna Life Insurance Company has agreed to pay the fine. The violations include issuing unapproved insurance policies, failing to file legally-required documents with the state and charging unapproved rates.
“All insurers must comply with state law, and most of them do,” said Kreidler. “I hope that this fine and compliance plan resolves these problems with Aetna.”
Among the violations:
• Starting in 2005, Aetna issued health, disability or life insurance policies to more than 4,400 people that did not comply with state law. Among the violations: The policies had not been filed for approval with Washington state.
• Also starting in 2005, the company issued health policies that did not include all Washington state health care mandates. Nor did they describe Washington’s appeals and grievance process, as required by law.
• For more than three years, Aetna continued to sell a health policy that had been disapproved.
• Starting in 2009, Aetna issued other health, disability and life policies that had not been filed with the state. Some of those health policies that did not include all Washington state mandates. Nor did the company have an approved appeals and grievance process for those plans.
• In 2010 and 2011, Aetna issued medical and dental plans for more than 100 Nordstrom retirees that had not been approved by Kreidler’s office, as required by law.
The company has also agreed to a compliance plan designed to prevent similar problems in the future.
Fines issued by Kreidler’s office do not go to the insurance commissioner’s office. The money collected goes to the state’s general fund.
Yak insurance vs. yakking about insurance
Nepalese herders, tired of losing their livestock to snow leopards, have come up with an insurance plan to compensate them when a leopard kills a yak.
The herders pay about $1.50 a year to cover each yak, and are paid about $50 if the yak is killed by a snow leopard.
(On a side note, we're betting that this story is driving a significant amount of traffic to insuranceyak.com, which is a blog devoted not to yak insurance, but to yakking about insurance.)
The herders pay about $1.50 a year to cover each yak, and are paid about $50 if the yak is killed by a snow leopard.
(On a side note, we're betting that this story is driving a significant amount of traffic to insuranceyak.com, which is a blog devoted not to yak insurance, but to yakking about insurance.)
Order approving Amerigroup WA acquisition by WellPoint
We've gotten a number of calls from analysts about this: Here's the final order approving acquisition of Amerigroup Washington Inc. by WellPoint, Inc.
For the full history and the rest of the documents, see this page and scroll down to "Amerigroup Washington Inc."
High wind warning in south Puget Sound -- gusts up to 60 mph Sun and Mon
The National Weather Service has issued a high wind warning for the south Puget Sound area, including south Tacoma, Olympia, the southern part of Hood Canal, Montesano, Chehalis and Centralia.
A "southerly wind 15 to 30 mph will develop late this evening (Sunday)...then switch to southwest wind 30 to 40 mph with gusts to 60 mph late tonight and Monday morning," the NWS said. "Winds will slowly ease Monday afternoon."
High winds -- especially when soils are soaked, as they are now -- can topple trees, cut power lines, etc. After winter storms, we often get a flurry of calls from folks wondering what their homeowners and auto insurance covers. Here are some of the most common questions we get, along with the answers.
Update: (10 a.m. Monday) The winds have died down, although we might get a bit of snow tonight.
A "southerly wind 15 to 30 mph will develop late this evening (Sunday)...then switch to southwest wind 30 to 40 mph with gusts to 60 mph late tonight and Monday morning," the NWS said. "Winds will slowly ease Monday afternoon."
High winds -- especially when soils are soaked, as they are now -- can topple trees, cut power lines, etc. After winter storms, we often get a flurry of calls from folks wondering what their homeowners and auto insurance covers. Here are some of the most common questions we get, along with the answers.
Update: (10 a.m. Monday) The winds have died down, although we might get a bit of snow tonight.
Hole-in-one golf insurer extradited to face felony charges in WA
From a news release we sent out today:
OLYMPIA, Wash. – A Connecticut businessman who insures golf tournament hole-in-one prizes but has a history of failing to pay has been extradited to Washington to face charges.
Kevin Kolenda, 55, of Norwalk, Conn., was flown from Connecticut to Washington under guard Thursday. He has been booked into the King County Jail. He’s expected to be arraigned Monday at King County Superior Court in Seattle.
“It’s rare that we have to go to these extremes to rein in a scammer,” said Washington Insurance Commissioner Mike Kreidler. “But Mr. Kolenda’s been thumbing his nose at regulators for years. Arresting him seems to be the only way to get his attention.”
In August, Kolenda was charged in King County Superior Court with five counts of transacting insurance without a license, a class B felony. His arraignment was slated for Sept. 5, but he failed to show up. A judge issued a bench warrant for Kolenda’s arrest.
In addition to failing to show up in court, Kolenda also ignored a Washington cease-and-desist order in 2004 and a $125,000 fine in 2008.
On Sept. 26, Kolenda was arrested on the Washington bench warrant by police in Norwalk. He has been held since then in jail in Connecticut, pending extradition. His transfer to Washington was approved in November by Connecticut Gov. Dannel Malloy.
“I’m very grateful to everyone who’s helped us get Mr. Kolenda here to Washington to face justice,” said Kreidler. “He has a long history of selling illegal insurance and refusing to pay prize winners.”
In some cases, charities have had to come up with the prize money that Kolenda refused to pay. In others, the prize winners agreed to forgo a prize.
Kolenda in 1995 started a business called Golf Marketing, working out of a home his parents owned in Norwalk. Since then, the business’ name has changed several times, including: Golf Marketing Worldwide LLC, Golf Marketing Inc., Hole-in-Won.com, and currently Hole-in-Won.com Worldwide. The company also has a regional office in Rye, N.Y.
Kolenda has repeatedly failed to pay winning golfers in Washington. Among them:
• In 2003, Kolenda illegally sold insurance for a tournament in Bremerton. But when a golfer got a hole in one and tried to claim the $10,000 prize, Kolenda wouldn’t pay.
• In 2004, Kolenda sold insurance for a Vancouver tournament. Again, a golfer got a hole in one. Kolenda refused to pay the $50,000 prize. After a hearing at which Kolenda failed to appear, he was ordered in 2008 to pay a $125,000 fine. He never did.
• In 2010, Kolenda sold coverage to pay $25,000 for a hole in one during a golf tournament in Snohomish. A player got a hole in one. His golf partners signed notarized forms attesting to the hole in one. The prize remains unpaid, despite numerous calls and emails from the partners and tournament officials.
Similar allegations have been made against Mr. Kolenda and/or his business in numerous other states, including Montana, Ohio, Georgia, California, New York, Hawaii, Alabama, Massachusetts, Florida, Connecticut and North Carolina.
OLYMPIA, Wash. – A Connecticut businessman who insures golf tournament hole-in-one prizes but has a history of failing to pay has been extradited to Washington to face charges.
Kevin Kolenda, 55, of Norwalk, Conn., was flown from Connecticut to Washington under guard Thursday. He has been booked into the King County Jail. He’s expected to be arraigned Monday at King County Superior Court in Seattle.
“It’s rare that we have to go to these extremes to rein in a scammer,” said Washington Insurance Commissioner Mike Kreidler. “But Mr. Kolenda’s been thumbing his nose at regulators for years. Arresting him seems to be the only way to get his attention.”
In August, Kolenda was charged in King County Superior Court with five counts of transacting insurance without a license, a class B felony. His arraignment was slated for Sept. 5, but he failed to show up. A judge issued a bench warrant for Kolenda’s arrest.
In addition to failing to show up in court, Kolenda also ignored a Washington cease-and-desist order in 2004 and a $125,000 fine in 2008.
On Sept. 26, Kolenda was arrested on the Washington bench warrant by police in Norwalk. He has been held since then in jail in Connecticut, pending extradition. His transfer to Washington was approved in November by Connecticut Gov. Dannel Malloy.
“I’m very grateful to everyone who’s helped us get Mr. Kolenda here to Washington to face justice,” said Kreidler. “He has a long history of selling illegal insurance and refusing to pay prize winners.”
In some cases, charities have had to come up with the prize money that Kolenda refused to pay. In others, the prize winners agreed to forgo a prize.
Kolenda in 1995 started a business called Golf Marketing, working out of a home his parents owned in Norwalk. Since then, the business’ name has changed several times, including: Golf Marketing Worldwide LLC, Golf Marketing Inc., Hole-in-Won.com, and currently Hole-in-Won.com Worldwide. The company also has a regional office in Rye, N.Y.
Kolenda has repeatedly failed to pay winning golfers in Washington. Among them:
• In 2003, Kolenda illegally sold insurance for a tournament in Bremerton. But when a golfer got a hole in one and tried to claim the $10,000 prize, Kolenda wouldn’t pay.
• In 2004, Kolenda sold insurance for a Vancouver tournament. Again, a golfer got a hole in one. Kolenda refused to pay the $50,000 prize. After a hearing at which Kolenda failed to appear, he was ordered in 2008 to pay a $125,000 fine. He never did.
• In 2010, Kolenda sold coverage to pay $25,000 for a hole in one during a golf tournament in Snohomish. A player got a hole in one. His golf partners signed notarized forms attesting to the hole in one. The prize remains unpaid, despite numerous calls and emails from the partners and tournament officials.
Similar allegations have been made against Mr. Kolenda and/or his business in numerous other states, including Montana, Ohio, Georgia, California, New York, Hawaii, Alabama, Massachusetts, Florida, Connecticut and North Carolina.
Job opening: .NET developer
We're recruiting to fill a position for an information technology specialist 4 (.NET developer) in our operations division in Tumwater, Wash.
The successful applicant's duties will include software development of mission-critical agency systems, systems analysis, as well as software unit and quality assurance testing.
For more specifics, duties, salary, timeline, etc., please see the full job listing.
Guilty plea from man who hit car, then bought insurance
A Blaine man who rear-ended another driver, rushed to buy insurance, then claimed that the crash happened afterward has pleaded guilty to insurance fraud.
Mark Traxler, 51, let his auto insurance lapse in January because he didn't pay the premium.
Two weeks after his coverage ended, he hit a car in Bellingham, causing more than $5,000 in damage.
He immediately went to his insurance agent and paid for new coverage. By nightfall, the other driver had made a claim against his policy.
The problem: Traxler said that the accident happened after he'd bought the coverage, when a 9-1-1 call placed by the other driver indicated that it happened before.
Traxler today pleaded guilty in Whatcom County Superior Court. He was sentenced to 364 days in jail, but 354 were suspended on the conditions that he do 80 hours of community service, pay a $250 crime victim penalty assessment, a $200 filing fee and a $500 fine.
Job opening: Market analyst
We're recruiting to fill one permanent position for a market analyst in our Tumwater, Wash. building.
The person will be responsible for conducting market analysis of regulated entities (e.g. insurance companies) under the direction of our chief market analyst. We provide regulatory oversight of market interactions between consumers and companies, in order to protect consumers and promote a healthy business environment.
Please see the full job listing for a description of the job duties, salary, benefits, etc.
The person will be responsible for conducting market analysis of regulated entities (e.g. insurance companies) under the direction of our chief market analyst. We provide regulatory oversight of market interactions between consumers and companies, in order to protect consumers and promote a healthy business environment.
Please see the full job listing for a description of the job duties, salary, benefits, etc.
Coming soon: Our revamped website
For more than a year now, we've been working hard behind the scenes developing an easier-to-use website. While insurance industry professionals -- agents, brokers and insurers -- are familiar with navigating our site, testing showed that consumers could only complete site-related tasks about a third of the time. That's a problem, obviously, when a key part of our mission is informing and protecting consumers.
So we've revised the navigational structure of the site to make it a lot more intuitive. For years, for example, much of the navigational structure on the site simply mirrored the agency's organizational chart, rather than putting things where average users would expect them to be.
Along the way, we've repeatedly tested the changes on both consumers and industry professionals to make sure that we really are improving things, rather than just changing them.
The upshot: Successful task completion on the website for consumers, which is about 33 percent on our current website, rises to nearly 80 percent on our new prototype website, pictured below.
We're also changing the look and feel of the site to update it. The site isn't live yet, but we're expecting to make the change in mid-January.
There will inevitably be some hiccups and things we'll need to fix, but we think you'll like the new site better. And we know it will be easier to use.
So we've revised the navigational structure of the site to make it a lot more intuitive. For years, for example, much of the navigational structure on the site simply mirrored the agency's organizational chart, rather than putting things where average users would expect them to be.
Along the way, we've repeatedly tested the changes on both consumers and industry professionals to make sure that we really are improving things, rather than just changing them.
The upshot: Successful task completion on the website for consumers, which is about 33 percent on our current website, rises to nearly 80 percent on our new prototype website, pictured below.
We're also changing the look and feel of the site to update it. The site isn't live yet, but we're expecting to make the change in mid-January.
There will inevitably be some hiccups and things we'll need to fix, but we think you'll like the new site better. And we know it will be easier to use.
20,000 Washingtonians potentially affected by data breach at Nationwide Insurance
An October data breach in a Nationwide Insurance computer network resulted in personal information for thousands of Washingtonians being stolen, according to company officials.
"On October 3, 2012, a portion of our computer network that is used by Nationwide Insurance and Allied Insurance was criminally intruded upon by an unidentified perpetrator. We discovered the attack that day, and took immediate steps to contain the intrusion," Nationwide attorney Samuel Lee notified our office recently.
The company has said that more than 1.1 million people's personal information may have been affected. Some of them are not Nationwide customers. Apparently, some people who might have just gotten quotes, etc. are on the list of those who may have been affected. We've been contacted by some of these people, and since they're not Nationwide customers, they initially think the letter is some kind of scam or sales pitch for ID theft services.
"Although we are still investigating the incident, our initial analysis has indicated that the compromised information included individuals’ name and some combination of their Social Security number, driver’s license number and/or their date of birth and possibly their marital status, gender, and occupation, and the name and address of their employer," Lee wrote.
The attack was reported to law enforcement, including the FBI, who are investigating. Nationwide is sending notification letters to 20,916 people whose personal information may have been compromised. The company says it is tightening network security. It is also offering a year of free credit monitoring and identity theft protection services to those 20,916 people.
In the letter being sent out, the company apologizes for the data breach and says "we are not aware of any misuse of your information at this time."
Nationwide customers should watch for a letter in the mail, or they can call a special hotline the company has set up: 1-800-760-1125.
The state attorney general's office also maintains an excellent page with detailed tips on preventing and dealing with identity theft.
"On October 3, 2012, a portion of our computer network that is used by Nationwide Insurance and Allied Insurance was criminally intruded upon by an unidentified perpetrator. We discovered the attack that day, and took immediate steps to contain the intrusion," Nationwide attorney Samuel Lee notified our office recently.
The company has said that more than 1.1 million people's personal information may have been affected. Some of them are not Nationwide customers. Apparently, some people who might have just gotten quotes, etc. are on the list of those who may have been affected. We've been contacted by some of these people, and since they're not Nationwide customers, they initially think the letter is some kind of scam or sales pitch for ID theft services.
"Although we are still investigating the incident, our initial analysis has indicated that the compromised information included individuals’ name and some combination of their Social Security number, driver’s license number and/or their date of birth and possibly their marital status, gender, and occupation, and the name and address of their employer," Lee wrote.
The attack was reported to law enforcement, including the FBI, who are investigating. Nationwide is sending notification letters to 20,916 people whose personal information may have been compromised. The company says it is tightening network security. It is also offering a year of free credit monitoring and identity theft protection services to those 20,916 people.
In the letter being sent out, the company apologizes for the data breach and says "we are not aware of any misuse of your information at this time."
Nationwide customers should watch for a letter in the mail, or they can call a special hotline the company has set up: 1-800-760-1125.
The state attorney general's office also maintains an excellent page with detailed tips on preventing and dealing with identity theft.
Think you have flood insurance? Make sure.
“Standard homeowners or business policies do not cover flooding,” said Insurance Commissioner Mike Kreidler. “It’s tragic when people don’t discover that until it’s too late.”
The federally-run National Flood Insurance Program (www.floodsmart.gov) is the first stop for most people seeking flood coverage. The program was created by Congress in 1968. It offers flood insurance to homeowners, renters and business owners in communities that have taken certain steps to help reduce the risk of flooding. There is a 30-day waiting period for most policies, so it’s important not to delay.
Many insurance agents offer National Flood Insurance Program policies. The average NFIP policy costs about $600 a year.
“Renters should also strongly consider flood coverage for their belongings,” Kreidler said. “That coverage, which starts at $49 a year, is inexpensive. Replacing your stuff is not.”
Mortgage lenders in flood-prone areas typically require flood coverage. But homeowners often later let that coverage lapse.
The National Flood Insurance Program website has online tools to estimate the flood risk at a particular address, as well as damage estimates from different flood levels.
Don't forget flood coverage
We can't stress this enough: many people assume that their homeowners policy includes flood coverage.
It doesn't. Standard homeowners-, renters- and business policies do not cover flood damage. If your property is in a flood prone area, you should strongly consider buying flood coverage.
How do you know if you're in a risky flood area? Type your address into the red box on the home page for the federally run National Flood Insurance Program. That's where most people buy their flood coverage. Many local insurance agents sell these policies.
And if you think a few inches of water wouldn't cause much damage, you might be surprised. The NFIP put together an interesting interactive simulator that details -- item by item -- the costs of different levels of flooding in a typical home. See the link above.
It doesn't. Standard homeowners-, renters- and business policies do not cover flood damage. If your property is in a flood prone area, you should strongly consider buying flood coverage.
How do you know if you're in a risky flood area? Type your address into the red box on the home page for the federally run National Flood Insurance Program. That's where most people buy their flood coverage. Many local insurance agents sell these policies.
And if you think a few inches of water wouldn't cause much damage, you might be surprised. The NFIP put together an interesting interactive simulator that details -- item by item -- the costs of different levels of flooding in a typical home. See the link above.
Job opening: Senior market analyst
We're looking for a senior market analyst in our Tumwater office. Here's the job description, including salary, responsibilities, and timeline. The deadline for applying is just before 5 p.m. on Monday, Dec. 3.*
Also, we still have an opening for an Information Technology Specialist 4 (.NET developer).
*Update: The deadline has now been extended to Dec. 17, 2012.
Also, we still have an opening for an Information Technology Specialist 4 (.NET developer).
*Update: The deadline has now been extended to Dec. 17, 2012.
One computer, one camera, fake invoices...and four different insurance claims
A Renton man has been sentenced to jail plus community service after submitting thousands of dollars in bogus claims for a $4,900 laptop, and a $3,200 camera.
Between December 2010 and September 2011, Michael Tran Lai, 32, filed multiple claims with four different insurance companies claiming the loss of the MacBook Pro laptop and Nikon camera. He claimed they were stolen from a car, or lost in luggage while travelling, or stolen from his hotel room. The invoices turned out to be fake.
He also filed multiple claims for the same accident damage to his Lexus.
Laid was sentenced Nov. 16 to 10 days in jail, 160 hours of community service, and $854 in court fees and costs. A restitution hearing is also pending.
Between December 2010 and September 2011, Michael Tran Lai, 32, filed multiple claims with four different insurance companies claiming the loss of the MacBook Pro laptop and Nikon camera. He claimed they were stolen from a car, or lost in luggage while travelling, or stolen from his hotel room. The invoices turned out to be fake.
He also filed multiple claims for the same accident damage to his Lexus.
Laid was sentenced Nov. 16 to 10 days in jail, 160 hours of community service, and $854 in court fees and costs. A restitution hearing is also pending.
Tips to avoid a turkey-fryer fire...because here's what that looks like
The turkey-fryer disaster video is a YouTube holiday staple, and it's not surprising. Oil burns really well. Turkeys are big.
The biggest mistake seems to be this: overfilling the pot and plunging a big turkey in while the flame is lit, causing a lot of oil to splash over the sides and, yup, ignite.
Bigtime.
And sometimes, this happens on a deck or close to a house.
So if you must fry your turkey, here are some key tips:
The biggest mistake seems to be this: overfilling the pot and plunging a big turkey in while the flame is lit, causing a lot of oil to splash over the sides and, yup, ignite.
Bigtime.
So if you must fry your turkey, here are some key tips:
- Fry outside, away from the house.
- Do not overfill the pot with oil.
- Properly thaw the turkey.
- Turn off the flame before adding the turkey.
- Use the grappling-hook thing to lower the turkey in carefully (and not splash oil).
- Be careful of oil splattering on your arms. Splashed boiling oil can cause horrible burns.
- And -- if in doubt, review video No. 2 above -- keep a grease-approved fire extinguisher handy.
Flood warning update
Flood warnings remain in effect in the following counties: Grays Harbor, Lewis, Mason and Thurston, with some gale warnings and small craft advisories offshore.
Here's the complete list from the National Weather Service office in Seattle.
Here's the complete list from the National Weather Service office in Seattle.
Flood, high wind and storm warnings in WA
The National Weather Service has issued a long list of flood-, wind- and storm warnings, watches and advisories today. Here's a roundup:
A flood warning has been issued for the Chehalis River at Centralia (in Lewis County) and the Chehalis River near Grand Mound (in Thurston County). Moderate flooding is expected, and the weather service is warning motorists not to try driving through flooded areas -- the most common cause of flood-related deaths in Washington.
In Lewis County, the flood warning will be in effect from Tuesday morning to Wednesday evening, with the river expected to hit flood stage around 9 a.m. Tuesday and crest 4 feet over flood stage around 4 p.m. Tuesday.
What's that mean? At four feet over flood stage, the weather service says, "The Chehalis River in Lewis County will flood some residential and commercial areas with water encroaching upon the first floor of some homes and businesses. Swift flood waters will cover some roads.
At Grand Mound, the river's expected to hit flood stage around 7 a.m. Tuesday and crest about 2 1/2 feet over flood stage around 4 a.m. Wednesday. Flooding of several roads in Independence Valley is expected, including SR 12 and James-, Independence-, Moon- and Anderson roads. Flood waters are expected to cut off access to and from Chehalis Reservation and inundate nearby farmland.
Minor to moderate flooding is also predicted the the Chehalis River near Doty (Lewis County), the Newaukum near Chehalis (Lewis), the Satsop River near Satsop (Grays Harbor County) and the Skokomish River near Potlatch (Mason). There's a flood advisory -- meaning minor flooding is possible -- for a dozen western Washington counties, as well as western Kittitas, Klickitat and Yakima counties.
A high wind warning is in effect for Seattle and the central coast areas, with the strongest winds occurring as we post this, with the warning lasting until 3 p.m. South winds of 25-35 miles an hour have been reported, with gusts near 60 miles an hour.
A winter storm warning has been issued for the Cascade mountains above 4,500 feet, with periods of heavy snow expected to persist through evening. An additional 1-2 feet of snow is likely, especially over the North Cascades, the weather service says.
Similarly, a winter weather advisory is in effect for the Olympic mountains above 5,000 feet, with 6-11 inches of snow expected, but tapering off late today.
A flood warning has been issued for the Chehalis River at Centralia (in Lewis County) and the Chehalis River near Grand Mound (in Thurston County). Moderate flooding is expected, and the weather service is warning motorists not to try driving through flooded areas -- the most common cause of flood-related deaths in Washington.
In Lewis County, the flood warning will be in effect from Tuesday morning to Wednesday evening, with the river expected to hit flood stage around 9 a.m. Tuesday and crest 4 feet over flood stage around 4 p.m. Tuesday.
What's that mean? At four feet over flood stage, the weather service says, "The Chehalis River in Lewis County will flood some residential and commercial areas with water encroaching upon the first floor of some homes and businesses. Swift flood waters will cover some roads.
At Grand Mound, the river's expected to hit flood stage around 7 a.m. Tuesday and crest about 2 1/2 feet over flood stage around 4 a.m. Wednesday. Flooding of several roads in Independence Valley is expected, including SR 12 and James-, Independence-, Moon- and Anderson roads. Flood waters are expected to cut off access to and from Chehalis Reservation and inundate nearby farmland.
Minor to moderate flooding is also predicted the the Chehalis River near Doty (Lewis County), the Newaukum near Chehalis (Lewis), the Satsop River near Satsop (Grays Harbor County) and the Skokomish River near Potlatch (Mason). There's a flood advisory -- meaning minor flooding is possible -- for a dozen western Washington counties, as well as western Kittitas, Klickitat and Yakima counties.
A high wind warning is in effect for Seattle and the central coast areas, with the strongest winds occurring as we post this, with the warning lasting until 3 p.m. South winds of 25-35 miles an hour have been reported, with gusts near 60 miles an hour.
A winter storm warning has been issued for the Cascade mountains above 4,500 feet, with periods of heavy snow expected to persist through evening. An additional 1-2 feet of snow is likely, especially over the North Cascades, the weather service says.
Similarly, a winter weather advisory is in effect for the Olympic mountains above 5,000 feet, with 6-11 inches of snow expected, but tapering off late today.
Fraud charges for man who hit car, then bought insurance
A Blaine man who rear-ended another driver, rushed to buy insurance, then claimed that the crash happened afterward has been charged with insurance fraud.
Mark Traxler, 51, let his auto insurance lapse in January because he didn't pay the premium.
Two weeks after his coverage ended, he hit a car in Bellingham, causing more than $5,000 in damage.
He immediately went to his insurance agent and paid for new coverage. By nightfall, the other driver had made a claim against his policy.
The problem: Traxler said that the accident happened after he'd bought the coverage, when a 9-1-1 call placed by the other driver indicated that it happened before.
Traxler has been charged in Whatcom County Superior Court with insurance fraud.
Mark Traxler, 51, let his auto insurance lapse in January because he didn't pay the premium.
Two weeks after his coverage ended, he hit a car in Bellingham, causing more than $5,000 in damage.
He immediately went to his insurance agent and paid for new coverage. By nightfall, the other driver had made a claim against his policy.
The problem: Traxler said that the accident happened after he'd bought the coverage, when a 9-1-1 call placed by the other driver indicated that it happened before.
Traxler has been charged in Whatcom County Superior Court with insurance fraud.
The search for Big Daddy: barbecue case leads to insurance fraud charges
In the summer of 2011, a Renton man named Cassk Thomas, Jr. filed a claim with his insurer, saying that someone had stolen his his 26-foot, 8,500-pound, two-tank, three-grill barbecue smoker, dubbed "Big Daddy."
The barbecue had been stored behind a locked fence, he told police. Two screws on a hinge had been removed. The smoker, as well as the double-tandem-axle trailer it was mounted on, was gone. Thomas provided his insurance adjuster with an invoice from a Spokane company, totalling $32,343, for the trailer and smoker.
Thomas' insurer, American Family Insurance, paid Thomas $30,474 for the lost barbecue, as well as $24,668 for lost income while he sought a replacement barbecue.
Upon investigation, it turned out that the trailer was actually purchased from a company in Texas for less than a third of what Thomas claimed. A former business partner said it cost $9,470, and she provided paperwork showing that.
The company Thomas had named as the manufacturer in Spokane apparently does not exist. It's not listed with the state departments of licensing or revenue, not on the Internet, the business address is a residence and, in repeated attempts, no one answered the phone there. A company official named by Thomas turned out to be an old roomate of his.
Thomas has been charged in King County Superior Court with 1st degree theft and insurance fraud, both of which are felonies.
The barbecue had been stored behind a locked fence, he told police. Two screws on a hinge had been removed. The smoker, as well as the double-tandem-axle trailer it was mounted on, was gone. Thomas provided his insurance adjuster with an invoice from a Spokane company, totalling $32,343, for the trailer and smoker.
Thomas' insurer, American Family Insurance, paid Thomas $30,474 for the lost barbecue, as well as $24,668 for lost income while he sought a replacement barbecue.
Upon investigation, it turned out that the trailer was actually purchased from a company in Texas for less than a third of what Thomas claimed. A former business partner said it cost $9,470, and she provided paperwork showing that.
The company Thomas had named as the manufacturer in Spokane apparently does not exist. It's not listed with the state departments of licensing or revenue, not on the Internet, the business address is a residence and, in repeated attempts, no one answered the phone there. A company official named by Thomas turned out to be an old roomate of his.
Thomas has been charged in King County Superior Court with 1st degree theft and insurance fraud, both of which are felonies.
A hard lesson for victims with flooded houses: standard homeowners policies don't cover flooding
The biggest one -- and something that we repeat often -- is that a standard homeowners policy does not cover flooding. For that coverage, people typically buy a policy from the federally-run National Flood Insurance Program.
The problem is that unless required to by their lender, many homeowners simply don't get flood coverage. (And even those whose mortgage requires it often later let it lapse.)
The article covers things like who pays for tree removal, will you be reimbursed for living costs if your home is uninhabitable, and will an insurer cover the cost of ruined food when the power fails.
25 free apps
The apps include:
Find a Health Center: Created by the Health Resources and Services Administration, this map-linked app helps you find the nearest federally funded health center, which will care for you even if you have no health insurance. Based on your income, you pay what you can afford.
The popular BMI calculator, which helps determine your body mass index.
Brrd Brawl: A mobile game developed to give jittery quitting smokers something to do with their hands.
52 Weeks of Women's Health: Info on 52 health topics, ranging from eye health to contraception. Also helps track medications, allergies, etc.
Other apps include help triaging injuries in the field, treating radiation injuries, quitting smoking, tracking the flu in your area, tracking a pregnancy and reuniting after a disaster.
Job opening: .NET developer
We're recruiting to fill a position for an information technology specialist 4 (.NET developer) in our operations division in Tumwater, Wash.
The successful applicant's duties will include software development of mission-critical agency systems, systems analysis, as well as software unit and quality assurance testing.
For more specifics, duties, salary, timeline, etc., please see the full job listing.
The successful applicant's duties will include software development of mission-critical agency systems, systems analysis, as well as software unit and quality assurance testing.
For more specifics, duties, salary, timeline, etc., please see the full job listing.
Three companies fined $605,000
Insurance Commissioner Mike Kreidler is fining three companies a total of $605,000 for violating Washington insurance laws.
“Our insurance laws protect consumers and maintain a level playing field in the insurance market,” said Kreidler. “Break the law and you’ll face the consequences.”
The fines were as follows:
PacifiCare of Washington (now known as UnitedHealthcare of Washington, Inc.) has agreed to pay a $400,000 fine for what state financial examiners concluded were improper royalties paid to an affiliated company. The company contended that the payments were administrative fees, but acknowledged that it had failed to annually reconcile the payments with actual costs to show that the company wasn’t overpaying.
In addition to the fine, the company has recovered the $72.9 million it paid between 1999 and late 2006.
STA Travel Inc., based in Texas, agreed to pay $115,000 for allowing unlicensed staffers to sell insurance policies in Washington. The company is a travel agency specializing in international college student travel. It sells travel insurance as part of its travel services.
Although the company’s office manager was a licensed insurance agent, under Washington law, all staff selling travel policies needed to be licensed. Policies were sold by unlicensed staffers from 2005 to 2011.
Lenovo (United States) Inc., incorporated in Delaware, has agreed to pay $90,000 for improperly selling 1,327 service contracts in Washington. The company failed to register as a service contract provider, as required by state law. The service contracts were sold from mid-2008 through mid-2012.
Fines collected by the insurance commissioner's office do not go to the agency. The money is deposited in the state's general fund to pay for other state services.
“Our insurance laws protect consumers and maintain a level playing field in the insurance market,” said Kreidler. “Break the law and you’ll face the consequences.”
The fines were as follows:
PacifiCare of Washington (now known as UnitedHealthcare of Washington, Inc.) has agreed to pay a $400,000 fine for what state financial examiners concluded were improper royalties paid to an affiliated company. The company contended that the payments were administrative fees, but acknowledged that it had failed to annually reconcile the payments with actual costs to show that the company wasn’t overpaying.
In addition to the fine, the company has recovered the $72.9 million it paid between 1999 and late 2006.
STA Travel Inc., based in Texas, agreed to pay $115,000 for allowing unlicensed staffers to sell insurance policies in Washington. The company is a travel agency specializing in international college student travel. It sells travel insurance as part of its travel services.
Although the company’s office manager was a licensed insurance agent, under Washington law, all staff selling travel policies needed to be licensed. Policies were sold by unlicensed staffers from 2005 to 2011.
Lenovo (United States) Inc., incorporated in Delaware, has agreed to pay $90,000 for improperly selling 1,327 service contracts in Washington. The company failed to register as a service contract provider, as required by state law. The service contracts were sold from mid-2008 through mid-2012.
Fines collected by the insurance commissioner's office do not go to the agency. The money is deposited in the state's general fund to pay for other state services.
License revocation for insurance agent who allegedly faked own death
Washington Insurance Commissioner Mike Kreidler has issued an order to revoke the license of an Enumclaw insurance agent who allegedly faked his own death as part of a $2 million scam.
Aaron Travis Beaird, manager of Team Financial Services LLC, "knowingly devised a scheme and artifice to defraud consumers and to obtain money and property by means of false and fraudulent pretenses," according to the order.
Beaird would recomment to his clients that they liquidate one investment and transfer the money into another investment or insurance policy, making the checks out to his business.
The problem: Beaird didn't actually invest the money or buy a policy. Instead, according to the license revocation order, he'd take the money for "his own use and benefit." To cover things up, he would provide his clients with fake account statements.
Beaird was arrested in early July on federal charges of wire fraud and mail fraud. Investigators said he left a fake suicide note in his car, which was found parked near a bridge on June 23rd.
He pleaded guilty in federal district court Aug. 28th. He admitted to defrauding at least 11 people out of more than $1 million. He is currently incarcerated, awaiting sentencing, at the SeaTac Federal Detention Center.
Beaird has the right to demand a hearing to contest the order.
Update: (Nov. 20) The revocation has taken effect.
Aaron Travis Beaird, manager of Team Financial Services LLC, "knowingly devised a scheme and artifice to defraud consumers and to obtain money and property by means of false and fraudulent pretenses," according to the order.
Beaird would recomment to his clients that they liquidate one investment and transfer the money into another investment or insurance policy, making the checks out to his business.
The problem: Beaird didn't actually invest the money or buy a policy. Instead, according to the license revocation order, he'd take the money for "his own use and benefit." To cover things up, he would provide his clients with fake account statements.
Beaird was arrested in early July on federal charges of wire fraud and mail fraud. Investigators said he left a fake suicide note in his car, which was found parked near a bridge on June 23rd.
He pleaded guilty in federal district court Aug. 28th. He admitted to defrauding at least 11 people out of more than $1 million. He is currently incarcerated, awaiting sentencing, at the SeaTac Federal Detention Center.
Beaird has the right to demand a hearing to contest the order.
Update: (Nov. 20) The revocation has taken effect.
Flood advisory issued for most of western Washington
The National Weather Service office in Seattle has issued an urban- and small-stream flood advisory for 14 counties throughout western Washington. Nearly 2 inches of rain has fallen across much of the area in the past 24 hours, with another 1-2 inches expected today.
Affected counties include:
CLALLAM COUNTY
ISLAND COUNTY
JEFFERSON COUNTY
SAN JUAN COUNTY
SKAGIT COUNTY
WHATCOM COUNTY
KING COUNTY
KITSAP COUNTY
LEWIS COUNTY
MASON COUNTY
PIERCE COUNTY
SNOHOMISH COUNTY
THURSTON COUNTY
GRAYS HARBOR COUNTY
Minor flooding is expected in urban areas and small streams into this evening, according to the NWS. The flood advisory has been extended to 6:30 p.m. today.
Affected counties include:
CLALLAM COUNTY
ISLAND COUNTY
JEFFERSON COUNTY
SAN JUAN COUNTY
SKAGIT COUNTY
WHATCOM COUNTY
KING COUNTY
KITSAP COUNTY
LEWIS COUNTY
MASON COUNTY
PIERCE COUNTY
SNOHOMISH COUNTY
THURSTON COUNTY
GRAYS HARBOR COUNTY
Minor flooding is expected in urban areas and small streams into this evening, according to the NWS. The flood advisory has been extended to 6:30 p.m. today.
Market Conduct Examiner position extended to Nov. 13
Please help us spread the word - We're currently hiring for a Market Conduct Examiner. Sound interesting? This person will work under our Chief Market Conduct Examiner or Lead Examiner Analyst, analyzing, reviewing and identifying the market conduct practices of health insurance companies and other regulated entities that could harm consumers.
This job posting is open until Nov. 13, so if you know someone who may be interested and who's up to the challenge, please tell them soon! See the salary, specific duties and other qualifications.
This job posting is open until Nov. 13, so if you know someone who may be interested and who's up to the challenge, please tell them soon! See the salary, specific duties and other qualifications.
Arraignment for Spokane man who claimed repo-ed truck was stolen
Andrew James Petrie, 28, was arraigned today in Spokane County Superior Court for claiming that his truck had been stolen when in reality it had been repossessed.
He faces one count of first-degree attempted theft and one count of insurance fraud.
He faces one count of first-degree attempted theft and one count of insurance fraud.
In what state am I most likely to hit a deer?
West Virginia has topped the list for six years in a row, with other particularly dangerous states being virtually all of the northern Midwestern states and the mid-Atlantic states. South Dakota's No. 2, and Iowa's No. 3.
Washington, it turns out, is one of the lowest-risk states, coming in at No. 43 this year. Your odds of hitting a deer in the Evergreen State are a mere 1 in 477, according to State Farm's estimates.
The company estimates that there are about 10,700 collisons with deer in Washington state each year. (Compare that with, say, Pennsylvania's 115,000.)
Oregon is No. 37 on the list, and Idaho's 33.
Arizona, perhaps not surprisingly, is the stae in which you're least likely to run into a deer. Armadillos, however, were not part of the study.
Here's the full list.
Kreidler fines insurer $500,000
Washington state Insurance Commissioner Mike Kreidler is fining Ohio-based BCS Insurance Company $500,000 for issuing hundreds of thousands of policies using unapproved rates and policy language.
“A fair insurance market depends on companies playing by the rules,” said Kreidler. “When an insurer files rates and policy language with us, that’s what we expect them to use.”
BCS Insurance has agreed to pay the fine. An additional $250,000 fine is suspended, provided the company commits no similar violations for two years. The company has also agreed to a two-year plan, including internal audits, to make sure the company is in compliance with Washington state law.
An investigation by Kreidler’s office found that between 2007 and 2009, BCS issued over 500,000 travel insurance policies that were different from the policy language filed with the state. Rates for identical benefits were inconsistent, depending on who the customer was.
“A fair insurance market depends on companies playing by the rules,” said Kreidler. “When an insurer files rates and policy language with us, that’s what we expect them to use.”
BCS Insurance has agreed to pay the fine. An additional $250,000 fine is suspended, provided the company commits no similar violations for two years. The company has also agreed to a two-year plan, including internal audits, to make sure the company is in compliance with Washington state law.
An investigation by Kreidler’s office found that between 2007 and 2009, BCS issued over 500,000 travel insurance policies that were different from the policy language filed with the state. Rates for identical benefits were inconsistent, depending on who the customer was.
How much of my driving record can an insurer use?
We get this question all the time.
The answer's found in a section of state law called WAC 284-30-500(3). (WAC stands for Washington Administrative Code.) Here's the key section, with some highlighting we added:
The answer's found in a section of state law called WAC 284-30-500(3). (WAC stands for Washington Administrative Code.) Here's the key section, with some highlighting we added:
(3) It is an unfair practice for any insurer to consider traffic violations or accidents which occurred more than three years in the past, with respect to the acceptance, rejection, cancellation or nonrenewal of any insured under a private passenger automobile insurance policy, unless, because of the individual's violations, accidents or driving record during the three years immediately past, the earlier violations or accidents are significantly relevant to the individual's qualifications for insurance.
So insurers generally cannot use the older data as a basis to reject/cancel/non-renew you, but there is no prohibition against using the older data to assess risk and rate -- meaning set the cost of -- your auto policy.
Even if you have a problem driving record, it's always a good idea to shop around for alternative rates, since insurers don't all charge the same rate for the same level of coverage.
Here come the rains
After an unusually dry early fall, western Washington's long rainy season begins in earnest this weekend, when the first of a series of wet weather systems moves into the Pacific Northwest.
Weather Underground reports that:
Drivers should also be extra cautious. During dry weather, oil that has dripped off cars and trucks onto roadways doesn't have a chance to be washed away. The rains will spread that oil, making roads extra-slick for the first couple days of rain.
Weather Underground reports that:
A front bringing heavier rain will arrive late Saturday... with significant precipitation continuing Sunday and Monday.Because of the long dry spell, forecasters say, flooding is unlikely. But rivers are expected to rise sharply.
Rainfall amounts during the period from Saturday afternoon through Monday evening will likely be around 3 to 8 inches in the mountains... with the heaviest precipitation over the Olympics and north Cascades. The snow level will be mainly around 10000 feet.
Rainfall over the western Washington lowlands will probably range from 2 to 4 inches along the coast and 1 to 2 inches over the interior lowlands.
Drivers should also be extra cautious. During dry weather, oil that has dripped off cars and trucks onto roadways doesn't have a chance to be washed away. The rains will spread that oil, making roads extra-slick for the first couple days of rain.
Guilty plea in insurance fraud case over "stolen" bicycles
A Pierce County man pleaded guilty today to two counts of forgery after falsely claiming that two bicycles worth $17,000 were stolen from his garage.
John L. Southerly, of Fox Island, was sentenced in Pierce County Superior Court to 45 days of electronic home monitoring and $800 in fees.
In May 2011, Southerly told his insurance company that two Specialized Epic bicycles and accessories had been stolen. He filed a police report with a Pierce County sheriff's deputy, saying that he'd left his garage door open and discovered that the two bikes, valued at $17,562, were gone.
Southerly told his insurer, Travelers Indemnity Co., that he'd bought both bikes from an Arizona company. When Travelers asked for copies of his receipts, Southerly sent an email that was purportedly from the bike company. The bike company email came from a Gmail account. Attached was an invoice for each bike. Southerly later also filed a sworn statement of proof of loss for the bikes.
Travelers sent an investigator to talk to the bike shop owner and try to verify that the invoices were authentic. No, the owner said, pointing out discrepancies.
Then, last June, Travelers received an email from a different Gmail address.
"This is Detective Harris," it began. "I work out of the Tacoma office. I am trying to follow up on a case that involves Mr. Southerly..."
The email didn't contain contact information for this "Detective Harris," or even specify which law enforcement agency the detective supposedly worked for.
Travelers denied Southerly's claim and turned the case over to the state insurance commissioner's Special Investigations Unit. It quickly determined that there was no "Detective Harris" working for the Pierce County Sheriff's Office, the Tacoma Police Department or the Lakewood Police Department.
With search warrants, the Special Investigations Unit determined that both Gmail accounts listed Southerly's real email as a secondary contact and were sent from Southerly's IP address.
Southerly, who did not show up for a scheduled court appearance earlier this year, was arrested in August while leaving a gym after a workout.
John L. Southerly, of Fox Island, was sentenced in Pierce County Superior Court to 45 days of electronic home monitoring and $800 in fees.
In May 2011, Southerly told his insurance company that two Specialized Epic bicycles and accessories had been stolen. He filed a police report with a Pierce County sheriff's deputy, saying that he'd left his garage door open and discovered that the two bikes, valued at $17,562, were gone.
Southerly told his insurer, Travelers Indemnity Co., that he'd bought both bikes from an Arizona company. When Travelers asked for copies of his receipts, Southerly sent an email that was purportedly from the bike company. The bike company email came from a Gmail account. Attached was an invoice for each bike. Southerly later also filed a sworn statement of proof of loss for the bikes.
Travelers sent an investigator to talk to the bike shop owner and try to verify that the invoices were authentic. No, the owner said, pointing out discrepancies.
Then, last June, Travelers received an email from a different Gmail address.
"This is Detective Harris," it began. "I work out of the Tacoma office. I am trying to follow up on a case that involves Mr. Southerly..."
The email didn't contain contact information for this "Detective Harris," or even specify which law enforcement agency the detective supposedly worked for.
Travelers denied Southerly's claim and turned the case over to the state insurance commissioner's Special Investigations Unit. It quickly determined that there was no "Detective Harris" working for the Pierce County Sheriff's Office, the Tacoma Police Department or the Lakewood Police Department.
With search warrants, the Special Investigations Unit determined that both Gmail accounts listed Southerly's real email as a secondary contact and were sent from Southerly's IP address.
Southerly, who did not show up for a scheduled court appearance earlier this year, was arrested in August while leaving a gym after a workout.
Got an old Medicare supplement plan? You might save money by switching to a newer plan
Consumers who are on Medicare Supplement plans may be able to save money – and possibly increase their coverage – by moving to Medicare Supplement plans that insurance companies issued after June 1, 2010.
As a result of a change in federal law, many Medicare Supplement companies issued new plans that started on that date. Many of the plans issued after that date use the same Medicare Supplement letter as plans issued prior to June 1, 2010. But the coverage often costs less, and is sometimes more comprehensive, than a same-lettered plan issued prior to that date. As a result, in some situations, you might be able to get more for your money by switching plans.
For example: a Plan G issued after June 1, 2010 may cost less and provide more comprehensive coverage than a pre-June 1, 2010 Plan G.
So if you’re on a Med Supp plan that you bought before that date, you might want to check the prices of newer Med Supp plans to see if it would be worthwhile to switch.
Note: Headline -- we'd accidentally typed "Medicaid" rather than "Medicare," has been corrected.
As a result of a change in federal law, many Medicare Supplement companies issued new plans that started on that date. Many of the plans issued after that date use the same Medicare Supplement letter as plans issued prior to June 1, 2010. But the coverage often costs less, and is sometimes more comprehensive, than a same-lettered plan issued prior to that date. As a result, in some situations, you might be able to get more for your money by switching plans.
For example: a Plan G issued after June 1, 2010 may cost less and provide more comprehensive coverage than a pre-June 1, 2010 Plan G.
So if you’re on a Med Supp plan that you bought before that date, you might want to check the prices of newer Med Supp plans to see if it would be worthwhile to switch.
Note: Headline -- we'd accidentally typed "Medicaid" rather than "Medicare," has been corrected.
Why did my health insurance go up so much? Often, it's because you had a birthday.
We often hear from consumers who say that their rate increase was substantially higher than what we approved.
One of Washington's major health insurers, for example, recently increased its premiums for individual plans an average of 13.5 percent. The highest increase among the plans was 21.5 percent. But we subsequently heard from consumers who are seeing rate hikes of 35 percent or more.
What's going on? Birthdays.
If you had a birthday in the past year and your new age ends in a zero or a five (55, 60, etc.), then you can expect a rate increase when your individual health plan renews. This is because you moved into a higher age band. (The insurers group ages together, five years at a time.) Since medical costs tend to increase with age, your premiums tend to jump every time you move to the next five-year band.
And when an age band increase combines with an across-the-board rate increase for everyone who’s on the health plan, you get a sort of double-whammy: the total rate increase can be substantially higher than what our agency approved.
One of Washington's major health insurers, for example, recently increased its premiums for individual plans an average of 13.5 percent. The highest increase among the plans was 21.5 percent. But we subsequently heard from consumers who are seeing rate hikes of 35 percent or more.
What's going on? Birthdays.
If you had a birthday in the past year and your new age ends in a zero or a five (55, 60, etc.), then you can expect a rate increase when your individual health plan renews. This is because you moved into a higher age band. (The insurers group ages together, five years at a time.) Since medical costs tend to increase with age, your premiums tend to jump every time you move to the next five-year band.
And when an age band increase combines with an across-the-board rate increase for everyone who’s on the health plan, you get a sort of double-whammy: the total rate increase can be substantially higher than what our agency approved.
Spokane man charged for claiming repossessed truck was stolen
A Spokane man was charged today with attempted first-degree theft and insurance fraud for claiming that his Toyota Tacoma pickup truck had been stolen, when in reality it had been repossessed. In fact, the man gave the keys to the repo man and was allowed to get his stuff out of the truck before it was towed away.
Andrew James Petrie, 28, is slated for arraignment Oct. 22 in Spokane County Superior Court.
On March 1, 2012, Petrie bought a 2000 Toyota Tacoma pickup from a Spokane car dealer. He paid with a personal check for $8,280. But the check was returned; Petrie's bank account had been closed.
The dealership said it gave Petrie two chances to pay for the truck, then sent a repo man to Petrie's mother's house. Petrie came out of the house, handed over a key to the truck, and was allowed to retrieve his personal items before the truck was towed away.
About three hours later, Petrie called Safeco Insurance and said the vehicle had been stolen from a different home. He said the thief had first broken the truck's back window, trying to take the sound system out. He later said that a construction company's trailer had been attached to the truck, and was also stolen.
A Safeco investigator checked with the dealership, and with the construction company. The insurer denied the claim, and notified our Special Investigations Unit that it suspected fraud. After investigating further, our office asked the state attorney general's office to file charges.
Andrew James Petrie, 28, is slated for arraignment Oct. 22 in Spokane County Superior Court.
On March 1, 2012, Petrie bought a 2000 Toyota Tacoma pickup from a Spokane car dealer. He paid with a personal check for $8,280. But the check was returned; Petrie's bank account had been closed.
The dealership said it gave Petrie two chances to pay for the truck, then sent a repo man to Petrie's mother's house. Petrie came out of the house, handed over a key to the truck, and was allowed to retrieve his personal items before the truck was towed away.
About three hours later, Petrie called Safeco Insurance and said the vehicle had been stolen from a different home. He said the thief had first broken the truck's back window, trying to take the sound system out. He later said that a construction company's trailer had been attached to the truck, and was also stolen.
A Safeco investigator checked with the dealership, and with the construction company. The insurer denied the claim, and notified our Special Investigations Unit that it suspected fraud. After investigating further, our office asked the state attorney general's office to file charges.
Average annual premiums for health insurance
Was looking through the latest annual Kaiser Family Foundation report on health insurance premiums this morning and came across this chart. Yikes.
These are nationwide averages. The report has a number of other interesting charts and data, summarized here.
These are nationwide averages. The report has a number of other interesting charts and data, summarized here.
Employment Drug Screening Test - A Vital Pre-Employment Procedure
With the widespread use of contraband and prescription drugs by many individuals who want to enhance their careers or just take the drugs to get a high, it is becoming increasingly important to do a drug screen test before employment in order to ensure the company gets quality workers and that production will not be affected by these drug abusing individuals.
Do not be surprised if the Human Resource Executive of the firm or company you are applying for a job at asks you to go to their company physician for a drug screening test before they decide to hire you. This should not be looked upon as a doubt on your integrity but as a valuable process that can only guarantee the safety and well being of the other workers in the organization.
As a matter of fact, even you will not like to work with someone who in taking some sort of drug on the sly and making a nuisance of himself on the floor. People on drugs have a way of being unpredictable and they somehow manage to spoil the mood at the place of work. Companies these days understand the need for creating and maintaining a cordial atmosphere that is helpful for the well being of the employees and the over all productivity of the company.
If an individual is taking drugs there may be many things that could prove to be counterproductive. One thing for sure is that the individual will not be reliable and steady. Mood swings will culminate in his or her creating unpleasant scenes for the others at the place of work and then comes the attendance factor. People hooked on some kind of drug are known to absent themselves often from work, this is a direct impact on productivity.
On the part of the companies, it is important that they establish a set way to go about screening employees for use of drugs. At the outset the employers must declare that these drug screening tests are mandatory and all employees are required to undergo the test. If this is not done by the management employees may well refuse to undergo the tests and the entire purpose of the process may be defeated.
There are 2 methods that employment drug screening tests can be performed. One method is to send the employee to a certified drug laboratory or pathology where the pathologist collects urine samples. The second method involves the use of very simple instant test kits that are freely available on the market. The results obtained from the kits are very reliable and they save a lot of time and effort too.
Employment In Ohio - A Look At Healthcare Opportunities
The 34th largest among the states in the US is Ohio; by size. It is also the 7th most highly populated state, making demand for healthcare along with other medical services quite large in the area. According to United States Bureau for census in 2002 there existed about 168 community hospitals which were located all across the state, hence providing opportunity in employment healthcare. The state of Ohio continues being one among states which also provides several leading research in the medical field.
The employment healthcare, including the Ohio cities and other rural areas, is not only limited to the doctors, nurses or researchers. Several different non-clinical designations could be found in the listings for varied employment healthcare. The hospitals in Ohio, provide with long-term care facilities, hospitality, the outpatient treatment centers and other clinics require the office managers, skilled business staff, sales and the marketing professionals, the accountants, professional attorneys, the human resource professionals or the administration professions. At times, the unusually considered placements include the billing or coding professionals, the liaison along with public relations people and also the community outreach and the public health professionals. Wider range in employment healthcare, Ohio with other locations and areas of the US, makes it an ideal employment circumstance for any kind of professionals.
For any state, the non-medical positions, the employment healthcare, other Ohio jobs with the hospitals and healthcare positions could be found in many different locations such as the internet, with the help of professional journals and other publications, through union posting and with internal memo's or even job vacancy listings. With the help of any of such services, the prospective job seekers would be assisted in determining whether they have qualifications required to apply for jobs and also if any position is available.
With the help of any one employment healthcare recruiting centers or agencies could also help narrowing down job searches to not just specific types of vacancies but also the benefits shown, hours of work, along with the retirement plans and other details which the job seeker shows interest in. Several healthcare employment services based in Ohio exists which could provide full or even part time employment. It could even provide the on-call or PRN healthcare professionals. Those people who are new to the place could find it sometimes very advantageous working as on-call medical staff member as it would allow contact with many hospitals on temporary basis. It would also make sure that the hospitals prove to be good match for employees. It would allow people who are new to the place to know about commuting to hospitals from the living location and also different specialized hospitals and also clinics within the area. As there are many options for the employment healthcare, the state of Ohio and other surrounding areas, the on-call option might be ideal.
The employment healthcare, including the Ohio cities and other rural areas, is not only limited to the doctors, nurses or researchers. Several different non-clinical designations could be found in the listings for varied employment healthcare. The hospitals in Ohio, provide with long-term care facilities, hospitality, the outpatient treatment centers and other clinics require the office managers, skilled business staff, sales and the marketing professionals, the accountants, professional attorneys, the human resource professionals or the administration professions. At times, the unusually considered placements include the billing or coding professionals, the liaison along with public relations people and also the community outreach and the public health professionals. Wider range in employment healthcare, Ohio with other locations and areas of the US, makes it an ideal employment circumstance for any kind of professionals.
For any state, the non-medical positions, the employment healthcare, other Ohio jobs with the hospitals and healthcare positions could be found in many different locations such as the internet, with the help of professional journals and other publications, through union posting and with internal memo's or even job vacancy listings. With the help of any of such services, the prospective job seekers would be assisted in determining whether they have qualifications required to apply for jobs and also if any position is available.
With the help of any one employment healthcare recruiting centers or agencies could also help narrowing down job searches to not just specific types of vacancies but also the benefits shown, hours of work, along with the retirement plans and other details which the job seeker shows interest in. Several healthcare employment services based in Ohio exists which could provide full or even part time employment. It could even provide the on-call or PRN healthcare professionals. Those people who are new to the place could find it sometimes very advantageous working as on-call medical staff member as it would allow contact with many hospitals on temporary basis. It would also make sure that the hospitals prove to be good match for employees. It would allow people who are new to the place to know about commuting to hospitals from the living location and also different specialized hospitals and also clinics within the area. As there are many options for the employment healthcare, the state of Ohio and other surrounding areas, the on-call option might be ideal.
Employment Agencies For Temporary Jobs - Available Temporary Job Opportunities!
What does the temporary category of employment agencies mean? Today, there are a number of these that cater specifically to offering you temporary work. They are commonly known as temporary or temp employment agencies.
These agencies cater to those who have attained at least a high school qualification or above. Some agencies in the temporary category of employment agencies also offer services those professionals who are seeking part time or short-term employment.
Under the temporary category of employment agencies is labor hire. This term means outsourcing unskilled and skilled blue-collar workers for different temporary jobs. Light industry is where most of them are hired. Many applicants who want to gain skill and experience in jobs like check sorting, parts assembly, welding, forklift driving and shipping, opt for temporary jobs in these fields.
Medical staffing agency is another example of the specialized jobs that temporary employment agencies offer. They include certified, licensed and skilled medical workers for different health facilities like rehabilitation, hospice and nursing facilities. In these agencies, jobs range from radiologists or general practitioners to even dental assistants.
There are many other agencies with a more limited group of companies and applicants. An example of this is an agency for hiring licensed vocational nurses and certified nursing assistants. Agencies that deal with nurse staffing cater to intensive care or critical care, internal medicine hospitals, family practices and even delivery and labor clinics.
On a broader scale, there are different jobs offered by the temporary employment agencies related to the food and food service industry, and the jobs can range from bus girls/boys, cashiers, hostesses/hosts, food servers and waitress/waiters. White-collar jobs like desk work and clerical work are for technical writers, copy writers, secretaries, encoders and transcription handlers. Maintenance jobs for sanitation personnel, carpenters, window washers, house painters and landscape artists are also offered by these agencies.
These temporary employment agencies offer valuable services when it comes to hiring companies offering skill testing and background checks. Temp agencies even offer a wide array of hobs available to qualified jobseekers when they cannot access postings or job listings.
Although there exist a number of temp agencies country wide whose listings can be found in many websites and phone directories, many temporary employment agencies prefer to conduct a preliminary skill testing and interview. This means that the different applicants will have to personally apply for the jobs and take around an hour of testing.
These agencies cater to those who have attained at least a high school qualification or above. Some agencies in the temporary category of employment agencies also offer services those professionals who are seeking part time or short-term employment.
Under the temporary category of employment agencies is labor hire. This term means outsourcing unskilled and skilled blue-collar workers for different temporary jobs. Light industry is where most of them are hired. Many applicants who want to gain skill and experience in jobs like check sorting, parts assembly, welding, forklift driving and shipping, opt for temporary jobs in these fields.
Medical staffing agency is another example of the specialized jobs that temporary employment agencies offer. They include certified, licensed and skilled medical workers for different health facilities like rehabilitation, hospice and nursing facilities. In these agencies, jobs range from radiologists or general practitioners to even dental assistants.
There are many other agencies with a more limited group of companies and applicants. An example of this is an agency for hiring licensed vocational nurses and certified nursing assistants. Agencies that deal with nurse staffing cater to intensive care or critical care, internal medicine hospitals, family practices and even delivery and labor clinics.
On a broader scale, there are different jobs offered by the temporary employment agencies related to the food and food service industry, and the jobs can range from bus girls/boys, cashiers, hostesses/hosts, food servers and waitress/waiters. White-collar jobs like desk work and clerical work are for technical writers, copy writers, secretaries, encoders and transcription handlers. Maintenance jobs for sanitation personnel, carpenters, window washers, house painters and landscape artists are also offered by these agencies.
These temporary employment agencies offer valuable services when it comes to hiring companies offering skill testing and background checks. Temp agencies even offer a wide array of hobs available to qualified jobseekers when they cannot access postings or job listings.
Although there exist a number of temp agencies country wide whose listings can be found in many websites and phone directories, many temporary employment agencies prefer to conduct a preliminary skill testing and interview. This means that the different applicants will have to personally apply for the jobs and take around an hour of testing.
Employment Discrimination Law In California - 7 Specifications That Protect The Employee's Interests
Compared to the other states the employees of Californian state are given more privileges under the Employment Discrimination Law. Under this law the employees have the right to find the job they like and can work provided they are responsible for it.
The Department of Housing and Fair Employment of the Californian state enforced the law of employment discrimination. By this law the employees are protected from discrimination and harassment at work.
The Californian law against employment discrimination provides protection to the employees from harassment and discrimination in several issues. Some of these issues include religion, sex, race, color, marital status, national origin, disability and age. The law also looks into the issues of refusal of leave in case of family, medical or pregnancy leaves and decent accommodations for the disabled.
The law against the discrimination of employees is applicable to those workers inside the state and to those companies which have a work force of fifty or more. The specifications of the law include:
1. Prohibition of the rule of limiting the use of a foreign language at work unless the work demands it. This means that an employee from a foreign country can talk in their native until the work demands the use of English
2. The employers are required to meet the employee's needs when it comes to the accommodation of the ill or disabled. This means making a user friendly environment which includes desks, special chairs and ramps which can help the employees to perform better.
3. Medical or maternity leaves for at least four months are also expected from the employers.
4. The work place has to be made harassment free by the employers. The harassment includes hostile environment at work, sexual harassment and many more.
5. Prohibition of hiring people based on discrimination, meaning that the selection of workers must not be based on race or color but rather on the merits and qualifications.
6. Retaliating to a complaint or a future complaint by the worker should be prohibited.
7. The discriminated employees can get compensation and the employers will be fined. Attorney fee, reinstatement, front and even back pay are allowed by this law.
Compared to the federal regulations the California law against discrimination is stricter. The law lays emphasis on many important points compared to the federal regulations. The ups and downs of the California law against discrimination of employees end in the same point. Every person in the state can work they cannot be discriminated by the employers in any other terms other than their performance and qualifications.
The Department of Housing and Fair Employment of the Californian state enforced the law of employment discrimination. By this law the employees are protected from discrimination and harassment at work.
The Californian law against employment discrimination provides protection to the employees from harassment and discrimination in several issues. Some of these issues include religion, sex, race, color, marital status, national origin, disability and age. The law also looks into the issues of refusal of leave in case of family, medical or pregnancy leaves and decent accommodations for the disabled.
The law against the discrimination of employees is applicable to those workers inside the state and to those companies which have a work force of fifty or more. The specifications of the law include:
1. Prohibition of the rule of limiting the use of a foreign language at work unless the work demands it. This means that an employee from a foreign country can talk in their native until the work demands the use of English
2. The employers are required to meet the employee's needs when it comes to the accommodation of the ill or disabled. This means making a user friendly environment which includes desks, special chairs and ramps which can help the employees to perform better.
3. Medical or maternity leaves for at least four months are also expected from the employers.
4. The work place has to be made harassment free by the employers. The harassment includes hostile environment at work, sexual harassment and many more.
5. Prohibition of hiring people based on discrimination, meaning that the selection of workers must not be based on race or color but rather on the merits and qualifications.
6. Retaliating to a complaint or a future complaint by the worker should be prohibited.
7. The discriminated employees can get compensation and the employers will be fined. Attorney fee, reinstatement, front and even back pay are allowed by this law.
Compared to the federal regulations the California law against discrimination is stricter. The law lays emphasis on many important points compared to the federal regulations. The ups and downs of the California law against discrimination of employees end in the same point. Every person in the state can work they cannot be discriminated by the employers in any other terms other than their performance and qualifications.
Employment Law In France - Vive La Difference!
The Law for Employment, followed in France is different! It is unique in its own manner. An ideal law, found nowhere else in this world. This is just a synopsis on what is all the hue about.
You are fired! These three words are not to be made common according to this law. This means that, the circumstances and the boundary line for throwing out an employee are more restricted. Employment law in France is not out of their wish, not as one opts for. The reasons for the employee being thrown out ought to be brought to his or her notice.
On an over view, the law implies that, firing or dismissing an employee is a formal practice and is no melodrama! There a certain set of very complex procedures and rules to be followed, to sack the person.
Apart from dismissing the employee, the second eye catching regulation that makes the Law for Employment in France, ideal from other countries is lay offs. These lay offs are also known as redundancies. Considering the constraints of the regime's economy, lay offs also has a set of convoluted restraints and principles to be followed. These are provided exclusively for the effect of lay offs in mass in particular.
A peculiar fact in this Labor Law of France is their processing towards legitimacy, in which, the entity of France, should be financially in debt, to justify their actions in firing one of the staffs or rendering them superfluous. Due to this, as such, certain agencies of the State of France have the authority to get the info on the laying off of any of the faculty members of private sector units.
This methodology or the tradition followed, is beneficial in one way, and secures the state as well, by the fact that the organizations that want to process the laying off of the staffs, have to rely on other agencies that are run independently. In this way, it also paves the way for a second opportunity for them.
A not so expensive and not very difficult task for an employee is, starting a law suit in opposition to her or her previous employer. The courts file their complaint and the judges are elected by the employees or the employer, themselves. The courts that deal with relationships between the labourers and their employers is called Conseils de Prud'homme. As compared to the United States, where you become a pauper if you file a law suit, France legitimacy is more acceptable and reasonable.
In France it is a rare sight for dismissing claims without the employer being awarded in opposition to him or her. This is so unlike the law followed in US. These kinds of claims are generally made on consideration of each case.
You are fired! These three words are not to be made common according to this law. This means that, the circumstances and the boundary line for throwing out an employee are more restricted. Employment law in France is not out of their wish, not as one opts for. The reasons for the employee being thrown out ought to be brought to his or her notice.
On an over view, the law implies that, firing or dismissing an employee is a formal practice and is no melodrama! There a certain set of very complex procedures and rules to be followed, to sack the person.
Apart from dismissing the employee, the second eye catching regulation that makes the Law for Employment in France, ideal from other countries is lay offs. These lay offs are also known as redundancies. Considering the constraints of the regime's economy, lay offs also has a set of convoluted restraints and principles to be followed. These are provided exclusively for the effect of lay offs in mass in particular.
A peculiar fact in this Labor Law of France is their processing towards legitimacy, in which, the entity of France, should be financially in debt, to justify their actions in firing one of the staffs or rendering them superfluous. Due to this, as such, certain agencies of the State of France have the authority to get the info on the laying off of any of the faculty members of private sector units.
This methodology or the tradition followed, is beneficial in one way, and secures the state as well, by the fact that the organizations that want to process the laying off of the staffs, have to rely on other agencies that are run independently. In this way, it also paves the way for a second opportunity for them.
A not so expensive and not very difficult task for an employee is, starting a law suit in opposition to her or her previous employer. The courts file their complaint and the judges are elected by the employees or the employer, themselves. The courts that deal with relationships between the labourers and their employers is called Conseils de Prud'homme. As compared to the United States, where you become a pauper if you file a law suit, France legitimacy is more acceptable and reasonable.
In France it is a rare sight for dismissing claims without the employer being awarded in opposition to him or her. This is so unlike the law followed in US. These kinds of claims are generally made on consideration of each case.
Making Use Of Employment Agencies - Picking The One That Suits You Best!
Employment agencies are the best choice for those, who want to change or find jobs .Nowadays the hunt for jobs have become very difficult even by using the normal methods. Today many people are willing pay a certain sum to the agency, provided the agency finds them a good placement. The agencies usually have collaborations with various companies in various industries .At many times these agencies can be the only one providing opportunities that cannot be found any where else. There are agencies which specialize in the type of jobs they offer. Therefore people from specialized fields like health care and executive levels can approach these agencies.
"Staffing agency' is another name for the employment agencies. These agencies can provide temporary staffing solutions to companies which are in need of workers. Here, the workers need not pay the agency any sum of money as it's the company which contacted the agency. These organizations can help companies find people for all levels of work, right from the computer professionals to day's laborers. The time period of the agencies work can vary from a day to a months. It's very common to find the Companies to employ a short time worker permanently, provided their skills prove to be satisfactory
Know about the type of people that the employment agency would be willing to work with, before approaching one. There are a few agencies which deal with the placements of top level executives, and so they generally expect experienced people with managerial, leadership qualities. There are also agencies which refuse to take in people without a year or two experience when it comes to providing workers for the medical and computer industries. People who already have a job may find it difficult to work with the agency's schedule .While temporary workers have no choice and work the given schedule, knowing that there are possibilities of them being hired.
Industrial or general employment agencies can provide jobs for those who want jobs for a short time period . When it comes to employment agencies the restrictions are less and the opportunities are many. Whether you have finished your high school or college , these agencies can find you jobs accordingly. At times there are organizations who claim to be employment agencies and they cheat the innocent with hopes of providing them with good job opportunities. Familiarize yourself with the local agencies and don't let yourself to use any company that needs contact through 1-900 numbers. The legal employment offices have no problem if the contract is fully being read before signing them.
"Staffing agency' is another name for the employment agencies. These agencies can provide temporary staffing solutions to companies which are in need of workers. Here, the workers need not pay the agency any sum of money as it's the company which contacted the agency. These organizations can help companies find people for all levels of work, right from the computer professionals to day's laborers. The time period of the agencies work can vary from a day to a months. It's very common to find the Companies to employ a short time worker permanently, provided their skills prove to be satisfactory
Know about the type of people that the employment agency would be willing to work with, before approaching one. There are a few agencies which deal with the placements of top level executives, and so they generally expect experienced people with managerial, leadership qualities. There are also agencies which refuse to take in people without a year or two experience when it comes to providing workers for the medical and computer industries. People who already have a job may find it difficult to work with the agency's schedule .While temporary workers have no choice and work the given schedule, knowing that there are possibilities of them being hired.
Industrial or general employment agencies can provide jobs for those who want jobs for a short time period . When it comes to employment agencies the restrictions are less and the opportunities are many. Whether you have finished your high school or college , these agencies can find you jobs accordingly. At times there are organizations who claim to be employment agencies and they cheat the innocent with hopes of providing them with good job opportunities. Familiarize yourself with the local agencies and don't let yourself to use any company that needs contact through 1-900 numbers. The legal employment offices have no problem if the contract is fully being read before signing them.
Employment Solicitors - Knowing When And How To Use Them
It is important to stress right in the beginning that when you sign a contract of employment with a company, you read the clauses therein thoroughly before putting your imprint on it. This is emphasized because there may be clauses which you might not have even thought of because at that time you were eager to join, and simply signed the document.
To take an extreme example, let's suppose you find in your workplace someone to whom you were attracted. Natural laws take over the written contract or statutes. You are found in a compromising position, to put it mildly, inside the office. And lo and behold, you and your 'friend' find yourselves in the streets. That's because in the contract of employment you signed, this was a breach of a clause that stated that the office premises at whatever time could not be 'misused', again putting it mildly!
So what do you do? You think it is perfectly in order and that injustice is done to you. You hire a solicitor, who in turn instructs a barrister (in United Kingdom at least), to argue your case in court. Mind you, these cases are open cases, meaning that the whole episode is heard in chambers in which the public, especially the press, is present, and the whole episode comes out during the hearings. Do you really want that? By the time the judicial trial is over, you and your partner have already been 'impeached' by the press and the whole country knows about it. Yes, it is not against the law to have compromising positions in the office, since it is not a public place.
Yes, the employer can take you to the Court, meaning the cleaners for you. The Company has the wherewithal to prosecute you and throw you out without a penny. Meanwhile, you have already been taken to the cleaners by the press. And you are shelling out money for it! Willy Nilly, you would likely lose unless you appoint a really good employment solicitor. Even then, you stand very little chance. You would be lucky if you were given a oral notice or a warning in writing, if the employer is kind-hearted, or you are an extraordinarily good worker! Maybe then, you could get away with an increment or two withheld or just asked to go on leave for some time.
Let's take the other extreme now. You have worked hard, sincerely, and yet, you feel uncompensated, or let's put it this way, another company is hunting for you and offering you a substantial sum or opportunity to join them. If you walk away just like that you might be in for a surprise. If you read your employment contract closely, you might find that there is a 'sunset' clause which states that if you leave the company on your own, or have been terminated by the employer, you would not engage in similar activity either yourself or with another company for a particular period of time. This 'sunset' or 'garden' clause is invoked, for let's put it at say three months, or even more. Well you have no choice.
Some may argue that this goes against the fundamental rights to employment. Yes, it does. But at the same time, that fundamental right also gives the employer a right to protect his own interest, since you could be walking away with proprietary information and knowledge about his business to another competitor! That balances the constitutional right!
Employment Opportunities In New York - Never Short Of Them!
The New York City is constantly getting populated, and it is ranked third when it comes to population, after California, and Texas. The rate of urbanization has been phenomenal, and the industries and the commercial centers here are the main reasons for this to happen. The increase in man power means there are a lot of opportunities in the business sectors in the state. The business gurus in New York make sure that their state looks good with all the employment opportunities.
If you want to take a dig at the employment opportunities that are beckoning you in here, then, you will just be looking at the various offers, and will not be able to choose. This place has a very good opportunity when it comes to agriculture. It is the best place when it comes to stock exchange, finance, banking, communication, and what not? This place boasts of holding the largest tourist visits, and new comers to the business stream, and opportunities.
For the young blood, the opportunities here are unlimited, and New York gives everything they want. The interviewers, counselors, and all the techies have something for the graduated youth, and they provide special development programs for the youth aged 16 - 22. The programs will later help them during employment.
Jobs are aplenty in the New York City, name it, and there will be a company offering it. Whether it is a part time, or a full time employment, New York is the safest bet, and no one leaves without a job. If you are a full time internet maniac, then, online jobs will suit you best. And there are many freelance companies that hire the part timers.
New York being the eleventh most economized state, has many firms that are of different sizes, and this place is best known for tapping the potential of any person who can actually work their way to success. The state has been in the news ever since it produced more than 650,000 private jobs, and this is the place that witnessed the WTC attack, and the place still remains on top in spite of all the conspiracies and is never short of employment opportunities.
Employment Discrimination On The Basis Of Sexual Orientation - Be Aware Of Your Rights
For the most part, gays and lesbians are not entitled to anti-discriminatory laws present in the workplace. However, with the dawning of a new age where parity in women, cultures and even sexual orientation is currently being pushed, this very orientation is now being changed. Employment discrimination based on sexual orientation is currently prohibited in many states including the District of Columbia. Eighteen states to be exact with six states battling for transgender people against this kind of employment discrimination.
The failure of the US Equal Employment Opportunity Commission to recognize this persistent and prevalent type of employment discrimination gave way for some measures to push for parity. The Office of Personnel Management practices this, such that sexual orientation is included in their "conduct". This means that employers cannot fire if they base their judgment only on the sexual orientation of the employee.
The Equal Employment Opportunity Act was amended by Executive Order 13152 in 2000. This is to contain the banning of employment discrimination based on sexual orientation. This is still part of the growing resistance over employment discrimination based on sexual orientation. This is to stop sex stereotyping which violates Title VII of the Civil Rights Act as propagated by the 1989 Supreme Court ruling. This is in result of a previous case in the person of a woman named Hopkins. She was not promoted to a position apparently because she was displaying a more feminine demeanor. Hopkins received $371,000 in damages plus attorney's fees.
Archaic gender roles were if not the root of sexual discrimination. This can be seen with the case of Bruno vs. City of Crown Point. It was reflected on the female interview that responsibilities such as attending to the children are a woman's role. Fortunately now that equality is being strongly pushed for, there are now laws which try deviate people from having the same long held notion.
The advent of political congress is now shaping America into a new era where prejudice is slowly being scrapped of. Sexual discrimination is now being slowly solved due to people, lawyers and even activists who felt that certain rights are being denied with the discrimination.
Cases are piling up with wherein people deviating from the normal gender classification are filing legal complaints over their employers who are fired them they are simply not encompassed by the sexual orientation of the employers. One case demonstrating this very scenario is the case of Jason Reed. He claims that he was fired from getting an approved bereavement for his partner's deceased father.
There have been numerous efforts in fighting this battle against sexual discrimination. Yet if this law which pushes for lessening discrimination is still in effect, there is much left for us to do.
The failure of the US Equal Employment Opportunity Commission to recognize this persistent and prevalent type of employment discrimination gave way for some measures to push for parity. The Office of Personnel Management practices this, such that sexual orientation is included in their "conduct". This means that employers cannot fire if they base their judgment only on the sexual orientation of the employee.
The Equal Employment Opportunity Act was amended by Executive Order 13152 in 2000. This is to contain the banning of employment discrimination based on sexual orientation. This is still part of the growing resistance over employment discrimination based on sexual orientation. This is to stop sex stereotyping which violates Title VII of the Civil Rights Act as propagated by the 1989 Supreme Court ruling. This is in result of a previous case in the person of a woman named Hopkins. She was not promoted to a position apparently because she was displaying a more feminine demeanor. Hopkins received $371,000 in damages plus attorney's fees.
Archaic gender roles were if not the root of sexual discrimination. This can be seen with the case of Bruno vs. City of Crown Point. It was reflected on the female interview that responsibilities such as attending to the children are a woman's role. Fortunately now that equality is being strongly pushed for, there are now laws which try deviate people from having the same long held notion.
The advent of political congress is now shaping America into a new era where prejudice is slowly being scrapped of. Sexual discrimination is now being slowly solved due to people, lawyers and even activists who felt that certain rights are being denied with the discrimination.
Cases are piling up with wherein people deviating from the normal gender classification are filing legal complaints over their employers who are fired them they are simply not encompassed by the sexual orientation of the employers. One case demonstrating this very scenario is the case of Jason Reed. He claims that he was fired from getting an approved bereavement for his partner's deceased father.
There have been numerous efforts in fighting this battle against sexual discrimination. Yet if this law which pushes for lessening discrimination is still in effect, there is much left for us to do.
Employment Applications - The Real Deal
When you want to land a job, one of the important things you need to know is to properly fill out an application. A typical application form will demand for your name, education, work experience and references. The application form is one of the ways by which employers get to know their prospective employees. When you try out for a job, you can be required to fill out application forms requesting for your social security number. You may also be asked for a little background check even credit check. It whatever form it may be, online or the actual paper, application forms can go a page or even pages requiring information on your part.
Filling out application forms is an easy feat. All of you have to do is to fill out the necessary information needed asked in the pages. Unless the information required is not applicable, that's the only time one can leave the space on the form blank. In filling out application forms, it is best that you carry around your work history and reference lists. This is to save you trouble when you are filling the application forms already. It can help you cu time and speed up your filling out. In actual paper application, it is best that you write legibly and that the spelling is correct. You can either include your resume or not.
Although filling out applications can be quite easy, there may still be inquiries on the matter. For those who have never had a job before, you can refer to any volunteer or group activities for your work history. These activities should have provided you with the skills that are relevant to the job. For older applicants, there is no need to include your high school grades unless it is requested on the application. The key point in filling out applications is that you have to be careful not to exaggerate or overrate your experiences. Employers really do check references and they have enough experience to spot falsehoods immediately.
There are laws which restrict employers on what to ask with the application forms. Application forms cannot ask about religious background, ancestry or marital status. Application forms can only demand for the age for the purpose of securing that the applicant meet the minimum legal requirement for employment. Applicants can be asked for their height and weight only if the positions they are applying have duties relating to the two. Questions those are not relevant with the abilities required for the specific job are illegal. Law suits can be filed against employers. Fortunately, this rarely happens with employers because most of them do not concern themselves with other matter except for the work experiences and relevant skills of the applicant per se.
Filling out application forms is an easy feat. All of you have to do is to fill out the necessary information needed asked in the pages. Unless the information required is not applicable, that's the only time one can leave the space on the form blank. In filling out application forms, it is best that you carry around your work history and reference lists. This is to save you trouble when you are filling the application forms already. It can help you cu time and speed up your filling out. In actual paper application, it is best that you write legibly and that the spelling is correct. You can either include your resume or not.
Although filling out applications can be quite easy, there may still be inquiries on the matter. For those who have never had a job before, you can refer to any volunteer or group activities for your work history. These activities should have provided you with the skills that are relevant to the job. For older applicants, there is no need to include your high school grades unless it is requested on the application. The key point in filling out applications is that you have to be careful not to exaggerate or overrate your experiences. Employers really do check references and they have enough experience to spot falsehoods immediately.
There are laws which restrict employers on what to ask with the application forms. Application forms cannot ask about religious background, ancestry or marital status. Application forms can only demand for the age for the purpose of securing that the applicant meet the minimum legal requirement for employment. Applicants can be asked for their height and weight only if the positions they are applying have duties relating to the two. Questions those are not relevant with the abilities required for the specific job are illegal. Law suits can be filed against employers. Fortunately, this rarely happens with employers because most of them do not concern themselves with other matter except for the work experiences and relevant skills of the applicant per se.
Employment Of The Disabled - A Delicate Aspect Of Employment Law
One of the biggest challenges of managing a business of your own is the understanding of employment law. If you are the only worker in your business, this matter of employment law need not be your immediate concern. However, if you have people working in your company, a knowledge of employment law is a must.
Employment law covers a number of employment-related aspects, which you will not even be aware of till you are right in the middle of a critical issue that requires your immediate attention. One of the employment aspects that this law covers is the employment of the disabled. When viewed from two different angles, this is what the law reveals: you have to throw your company open to all who wish to work in it, and you have to hire the disabled.
How to Hire a Disabled Person
If you don't have any idea about hiring a disabled person, you had better contact the US Business Leadership Network. It comprises over five thousand American employers who aim at employing disabled people. They accomplish this task by creating a number of jobs for the disabled in various businesses.
Employment of the disabled in a sensitive area, and it is imperative that you understand this law very well. The law protects the disabled from being discriminated against. Disabled people who feel that they have suffered discrimination can sue the company.
Tips for Disabled Employees
If you are a disabled person who wants to lodge a complaint against discrimination, you should first study and know the employment law well. For instance, you can lodge complaint only if the offence is related to employment-related factors such as hiring, accommodation, training, benefits, promotion, or dismissal, to mention a few.
Before filing a complaint against discrimination research the various aspects of the law. Seek legal assistance if you don't understand certain aspects of it. If you are a private sector employee, the set of laws that protect your interests are different from those that protect public sector employees. The various acts of these laws comprise timelines within which you have to complain. So, if you feel you have a reason to complain, don't hesitate. Act immediately.
Employment Opportunities For Sailors - Sail Into The Right Job!
Water draws a lot of people. They like to swim in the ocean or spend some time on a boat rather than sit behind a desk or walk around on land. If this is the kind of person you are, then sea faring is a career you must definitely consider. Those who work mostly on the oceans, rivers or seas are called sea farers. They can either be fishermen or barge workers. It is rather tough to find a job in this category as it is hard to locate the headquarters of these kind of operations. This is because the location where you are a sea farer shifts constantly. In spite of this, if you do get a job offer, then you will undoubtedly get the job on application. When you get the job, there are certain things that you should know. The contract of a sea farer's employment is totally different when compared to other standard employment contracts that people usually sign at the beginning of other types of jobs. This is due to the fact that a sea farer's employment contract lists a lot of clauses about safety. Also, sea farers mostly spend months at a time out in the sea. The contract discusses these issues as too. It should go through what time duration you will be out at sea and for how long your break will be once you return to the port. Once your employer confirms that you will be hired, remember to go through the sea farer employment contract thoroughly in order to cover all ground and not make any mistakes. You will want to ensure the validity of your work and also ensure what the company promises you is valid.
Certain companies promise some thing to new hires but don't list it out in the sea farer employment contract. This is not always maliciously done, but often people are forgetful. But if there ever a time arises when you don't get back to port as promised, they may not remember every having promised it at all. If you take the effort to ensure that all these things are included in your sea farer employment contract, then you needn't worry about it at all. You will have proof in your hands.
Also take a detailed look at your contract to ensure that you are being paid the correct benefits and wages. Always remember that all employment contracts are negotiable. In case you find something that you disagree with; you can always intimate your employer about it and persuade him to strike a compromise. This way both the parties can achieve satisfaction.
Certain companies promise some thing to new hires but don't list it out in the sea farer employment contract. This is not always maliciously done, but often people are forgetful. But if there ever a time arises when you don't get back to port as promised, they may not remember every having promised it at all. If you take the effort to ensure that all these things are included in your sea farer employment contract, then you needn't worry about it at all. You will have proof in your hands.
Also take a detailed look at your contract to ensure that you are being paid the correct benefits and wages. Always remember that all employment contracts are negotiable. In case you find something that you disagree with; you can always intimate your employer about it and persuade him to strike a compromise. This way both the parties can achieve satisfaction.
Employment Laws - Putting Them To Use
Back then employees were not protected as they would have preferred it to be. During the start of industrialization, many employees were mistreated even hurt. The workplace was not as regulated as it now. Fortunately for employees at present there are now employment laws that in some guarantees that a much safer and organized working environment. These developments are both beneficial to the employee and the employer. Employment laws cover the minimum amount a worker should be paid as well as their physical safety requirements. These employment laws demand very grave penalties when violated. The laws could be implemented on both state and federal laws.
Employment laws cover a whole lot of areas. There are employment laws that provide for persons with disabilities. Some tackle issues of discrimination over sex, race, age or religious affiliation and there are employment which cover issues for certain work environments like in the kitchens, factories or construction sites. Federal employment guidelines are guidelines that could be applied wherever the worker may reside in the country. However, there are also state guidelines that are being employed. These guidelines usually work in coordination with the federal guidelines. Although there are states guidelines that may be the same, one should always remember that they could be implemented in different manners. Thus when one transfers from one place to another it is important to note that the laws implemented before may not applicable in that area.
State and federal laws are both complex and are somewhat many in number. Although the basic phrasing of law could clearly state its meaning, there are many factors that come into play on how, where and when it could be implemented. Once a concerned individual feels that his or her rights were violated under any circumstance, they could seek the help of a lawyer/attorney to help them out on the case. The attorney should have an inclination towards these employment laws. These people would know what approach to take and what violations were actually incurred. There are cases which are simple others are not quite.
Employers are usually required by law to present the state and federal guidelines where employees would be able to see them. However, employment laws are from time to time changed especially when modifications to the work environment happen; laws are sometimes also changed with it. The changes correspond to the new needs that may arise together with the modifications. They are changed so as to address issues on keeping a safe and ethical work environment. As the working environment continually changes, new concerns and problems arises. With these comes the need to address such problems to continually cope up. Changes and modifications to the current guideline must be made in order to continually protect the rights of the workers.
Employment laws cover a whole lot of areas. There are employment laws that provide for persons with disabilities. Some tackle issues of discrimination over sex, race, age or religious affiliation and there are employment which cover issues for certain work environments like in the kitchens, factories or construction sites. Federal employment guidelines are guidelines that could be applied wherever the worker may reside in the country. However, there are also state guidelines that are being employed. These guidelines usually work in coordination with the federal guidelines. Although there are states guidelines that may be the same, one should always remember that they could be implemented in different manners. Thus when one transfers from one place to another it is important to note that the laws implemented before may not applicable in that area.
State and federal laws are both complex and are somewhat many in number. Although the basic phrasing of law could clearly state its meaning, there are many factors that come into play on how, where and when it could be implemented. Once a concerned individual feels that his or her rights were violated under any circumstance, they could seek the help of a lawyer/attorney to help them out on the case. The attorney should have an inclination towards these employment laws. These people would know what approach to take and what violations were actually incurred. There are cases which are simple others are not quite.
Employers are usually required by law to present the state and federal guidelines where employees would be able to see them. However, employment laws are from time to time changed especially when modifications to the work environment happen; laws are sometimes also changed with it. The changes correspond to the new needs that may arise together with the modifications. They are changed so as to address issues on keeping a safe and ethical work environment. As the working environment continually changes, new concerns and problems arises. With these comes the need to address such problems to continually cope up. Changes and modifications to the current guideline must be made in order to continually protect the rights of the workers.
Employment Law Cases - Identifying Trends
Presently, there are a lot of changes occurring with employment law governing us. These changes may have dramatic impacts on us and other various areas. What the courts are handling down now can create a whole lot of different scenarios.
Although on a daily basis we will not exactly bother ourselves with employment laws and their implications, it will do well if we take a look at them. There are sites which offer an overview with these employment laws- they provide the necessary summary and meaning of these laws. Summaries can be very useful rather the official versions of these laws. They tackle the laws directly and provide the highlights on the matter.
Here we provide some of the highlights of some employment cases. For further details on the cases you could look for AARP v. EEOC (3rd Cir. 2007).
In reality, employers and employees should be able to create and make health plans for retirees and other rewarding programs for early retirement so that the retirees would be able to enjoy the Medicare benefits when they are still most suited to. This matter can be very important to anyone even you for the fact that more and more employers are providing benefits for retirees especially on health. Companies are resulting to this for higher profit. Health care costs are becoming increasingly expensive nowadays. The gist is that if they would be able to lessen these health benefits without stepping on some federal age discrimination laws.
There are many cases that are available are normally old and thrive more on ratio decidendi - meaning the precedents they set for case law across the nation. Ratio decidendi is the reason behind most of the decisions of a case.
Another major employment case that is now gaining attention is when key employees go up against the firm they left. There is a significant verdict in this area in this case: Aero Fulfillment Services, Inc. v. Tartar (Ohio 2007). This set for the rights as well as the limitations of employers have when these key employees leave. With this employers are granted steps where they can take when their employees leave. These steps are: company trade secrets, confidential information and customer retention/fishing. These cases can help you learn a lot when it comes with US labor laws and the likes. It may not be useful for this time but chances are you can would be able to make use of it in the future.
Although on a daily basis we will not exactly bother ourselves with employment laws and their implications, it will do well if we take a look at them. There are sites which offer an overview with these employment laws- they provide the necessary summary and meaning of these laws. Summaries can be very useful rather the official versions of these laws. They tackle the laws directly and provide the highlights on the matter.
Here we provide some of the highlights of some employment cases. For further details on the cases you could look for AARP v. EEOC (3rd Cir. 2007).
In reality, employers and employees should be able to create and make health plans for retirees and other rewarding programs for early retirement so that the retirees would be able to enjoy the Medicare benefits when they are still most suited to. This matter can be very important to anyone even you for the fact that more and more employers are providing benefits for retirees especially on health. Companies are resulting to this for higher profit. Health care costs are becoming increasingly expensive nowadays. The gist is that if they would be able to lessen these health benefits without stepping on some federal age discrimination laws.
There are many cases that are available are normally old and thrive more on ratio decidendi - meaning the precedents they set for case law across the nation. Ratio decidendi is the reason behind most of the decisions of a case.
Another major employment case that is now gaining attention is when key employees go up against the firm they left. There is a significant verdict in this area in this case: Aero Fulfillment Services, Inc. v. Tartar (Ohio 2007). This set for the rights as well as the limitations of employers have when these key employees leave. With this employers are granted steps where they can take when their employees leave. These steps are: company trade secrets, confidential information and customer retention/fishing. These cases can help you learn a lot when it comes with US labor laws and the likes. It may not be useful for this time but chances are you can would be able to make use of it in the future.
Career Jobs and Employment
Individual dreams vary. But a common dream is to have a rewarding Career Jobs and Employment.
What it takes to have a satisfying Career Jobs and Employment? Once you finish your education, it is important that you get a break, in fact the right break. The journey begins from the campus itself. The campus recruitment cell may assist you to get a placement. If that doesn't happen with you, you are out in the sun to find a Bunyan tree. You have to hunt for the Career Jobs and Employment.
First Step : To hunt a job, you are sending your resume to various companies, either in response to job advertisements or even without them. But you seldom receive an interview call. You start feeling that there is something wrong with you, and that may give you the inferiority complex, or even the much dreaded depression in extreme cases. Realize that there is nothing wrong with you, but something is definitely wrong with your resume. So, design your resume which is your true reflection and the call letters for interviews will start pouring in.
Can't Get Hired! : It is a bright and beautiful morning. You are getting ready for your interview. The hope is high and so is the anxiety. You did well in the interview but did not get the dream job. Your impressive qualifications do not justify such an outcome. Well, the attitude that you wear may give you the justification. Getting hired is a lot about personality. Remember! The ones who interview you are human beings. They look at you first, before they look at your credentials. Everyone loves positive attitude, but very few have it. You must radiate positive energy to get hired.
Switch Over : You are in a well-paid job. But you colleagues earn much more than you do. Hence, you are contemplating a switch over to some other jobs. The issue of Career Jobs and Employment has again overtaken other issues of your life. Considering a switch over is not a bad idea provided you consider the options rather carefully. You can't act novice at this stage of your life. You ought to have a long term vision and strategy for your career in place. A person who is a visionary wouldn't have joined Bear and Stern late 2007 or early 2008, even if the pay and perks were very attractive. You got to analyze the sector and the specific job offer thread bare before you leap.
Employment Search Engines - Search Using The Best
Are you trying to find a job? In that case, get your PC or your laptop and start browsing through search engines particularly those who specialize in employment. Nowadays, a great number of these kind of search engines can be found in the Internet but none of them are as great as these five, in no particular order:
1. A user-friendly employment search engine is Careerjet.com. Here, you will see tabs that arrange the employment opportunities referring to location as well as the industry. A special section is allocated to those people who are seeking opportunities overseas. This search engine indicates the number of job opportunities that are posted on the website. Links to the specific web pages are available for you to be able to send your job applications online. If you want to browse jobs in general then Careerjet.com is ideal employment search engine for you.
2. Elabrat.com may seem a bit queer-sounding and you might even associate it to a rat-fanatic's site but once you get to you reach the home page, you will recognize that it's a very famous employment search engine on the Internet. For those who are seeking jobs in the pharmaceutical science and technology area, then you will certainly love this site for it is entirely devoted to that field. A drop down box will lead you to the specific job you're trying to find.
Flipdog.com may appear like somebody else's personal website for its visually stimulating façade. However, a closer look will tell you that it is an employment search engine. Upon scanning over its contents, you'll get to discover how this very dynamic search engine has assisted many people in their job search. You are given two options by this site: You may either choose to write your job and location preferences manually or you may delve into the careers classified by cities, states, or industries.
If you are planning to land in a government job, then Jobbankinfo.org is the right employment search engine for you. It is regrettable that this site is no longer active. However, it can still be of a great help when you click on the map located at the front page. This will then link you to a particular state government job bank's website. If your interest lies more on the specific location of the job then use the drop down box placed at the upper right hand of the web page, look under state jobs.
With a very simple welcome page, Nationjob.com is an employment search engine that you can make use of when you search for a specific job, based on location or keywords of industry. On the right hand side, you will notice the different services available in the website. What is exceptional about Nationjob.com is that it also provides online education.
Advanced Employment Screening Software - Its Advantages For Companies And Applicants
The advancement of computer technologies created an opportunity for a lot of employments to be more accessible and reachable to various working groups. One of the major employment concerns of consumer-based businesses or fast-paced customer service is the processing of applicants. Employment screening software helps these businesses by making the processing of applicants easier. Due to a lot of company expansions, the demand for the number of workforce rose. Advanced employment screening software aids the expanding companies and corporations by finding and providing the best person to fit the positions targeted to be filled. Screening the resumes the old-fashioned, manual way will not be enough to catch up with the rapid growth of some companies. All the necessary employment screening tasks are packaged into one effective software thus making things faster and easier.
It will expedite things if you automate your company's method of hiring workers. This would be to your company's convenience because the company's need to fill a certain position will be met at once. Since it is vital to the company's successes to keep its high standards, the program of the employment screening software is designed to maintain your company's criterion for structured employment screening levels. Since the software is specifically designed to access public records, investigations, background checks, and other necessary paperworks are done automatically thus getting rid of the extra expenses that would have been allotted to these processes. Violence in the company will be reduced and even avoided by hiring employees free of drug dependency-related problems or criminal records, thus, in a way, protecting the welfare of your company and employees.
The software also keeps a hold on former applicants' records that can still serve as reference when another position in the company gets vacated. Again, this makes work faster for you because you can still retrieve the necessary contact information of applicants who exhibited promising potential in a certain work. Because it is able to efficiently store work pooling information and credit reports, the software is specifically tailored to rapidly and efficiently meet your pressing needs for employment at low-cost rates.
With the constant improvement in globalization comes the need for companies to keep pace with this rapid and aggressive development in the business sector to successfully create greater revenue. To meet this demand, your company should also be able to hasten its pre-employment screening by getting rid of massive paperwork during applicant evaluations. Letting your company engage in advanced employment screening software will ensure faster company growth rates. It is truly a wise investment. It abolishes time-consuming paperwork and job hiring tasks, reducing the cost and hastening the completion of hiring new people needed for your team.
The employment screening software is practical because it aims at the convenience and productivity gains of the companies providing great employment opportunities. It also gives great convenience to aspiring applicants because the software can distribute their resumes to companies with targeted positions. In addition, it eradicates the time consuming trips of making appearances at human resource offices. The software is in fact the answer for companies who want a cost-effective means of searching the best qualified candidate for certain positions and for applicants who want that dream job in the bag.
It will expedite things if you automate your company's method of hiring workers. This would be to your company's convenience because the company's need to fill a certain position will be met at once. Since it is vital to the company's successes to keep its high standards, the program of the employment screening software is designed to maintain your company's criterion for structured employment screening levels. Since the software is specifically designed to access public records, investigations, background checks, and other necessary paperworks are done automatically thus getting rid of the extra expenses that would have been allotted to these processes. Violence in the company will be reduced and even avoided by hiring employees free of drug dependency-related problems or criminal records, thus, in a way, protecting the welfare of your company and employees.
The software also keeps a hold on former applicants' records that can still serve as reference when another position in the company gets vacated. Again, this makes work faster for you because you can still retrieve the necessary contact information of applicants who exhibited promising potential in a certain work. Because it is able to efficiently store work pooling information and credit reports, the software is specifically tailored to rapidly and efficiently meet your pressing needs for employment at low-cost rates.
With the constant improvement in globalization comes the need for companies to keep pace with this rapid and aggressive development in the business sector to successfully create greater revenue. To meet this demand, your company should also be able to hasten its pre-employment screening by getting rid of massive paperwork during applicant evaluations. Letting your company engage in advanced employment screening software will ensure faster company growth rates. It is truly a wise investment. It abolishes time-consuming paperwork and job hiring tasks, reducing the cost and hastening the completion of hiring new people needed for your team.
The employment screening software is practical because it aims at the convenience and productivity gains of the companies providing great employment opportunities. It also gives great convenience to aspiring applicants because the software can distribute their resumes to companies with targeted positions. In addition, it eradicates the time consuming trips of making appearances at human resource offices. The software is in fact the answer for companies who want a cost-effective means of searching the best qualified candidate for certain positions and for applicants who want that dream job in the bag.
Employment Contracts - Are Employment Contracts Important To Companies? Find Out
Parties enter into written agreement or contracts in order to manage expectations. A contract should clearly specify the parties' rights, duties, and obligations. The contract is an insurance policy against a party's failure to act in accordance with the contract terms. That said, deciding on whether to enter into employment contract with an employee is not like deciding to enter into any other type of contract. That's because common-law already provides the foundation (i.e., the rights, duties and obligations) for the relationship between an employer and employee. That foundation is the employment at-will doctrine.
Some employees (and most unions) consider an employer's power to discharge as being too great. Of course, no one ever questions an employee's absolute right to terminate his or her employment at any time and for any reason. In part, this is the basis of the bargain between an employer and employee that can be stated in an employment contract.
So what does this have to do with deciding whether or not to enter into an employment contract? Everything! It makes no sense whatsoever for an employer to enter into an employment contract with 99% of employees. That's because an employer has no need to manage expectations-he has the right to demand an employee's adherence. It may sound like common sense, but it's not. It's just a well understood workplace rule. Entering into an employment contract with most employees is an unnecessary exercise that provides an employer with no greater protection than it would otherwise already have.
That's not to say that employment contracts never make sense. There is that 1% of employees who present a problem. They are almost always high-level executives, sales employees, or employees with other technical expertise. These employees possess classified information and savoir faire, so you enter into an employment contract with these employees in order to protect yourself against future competitive disadvantage. Stated simply, you don't want your competitors to get their hands on these employees or the information they possess. The contract adds a layer of protection that you otherwise would not have: a restriction on the employee's ability to harm you or to aid your competitors.
While the contract may contain clauses that provide obligations on the employer, the main focus of the contract is to restrict an employee's ability in a few key areas:
1. Competition. A non-compete clause restricts an employee's right to accept employment with a competitor or start his own competitive venture.
2. Solicitation. A non-solicitation clause is also designed to prevent a former employee from competing against you, but by limiting his ability to solicit your clients, customers or suppliers.
3. Disclosure of Information. A nondisclosure clause restricts an employee's right to divulge nonpublic or proprietary information. To be enforceable, the contract should define what constitutes confidential information.
4. Hiring Current Employees. An anti-raiding provision restricts an employee's right to solicit current employees from leaving their employment.
5. Vilification. An anti-disparagement provision prohibits an employee from making statements that are contrary the company's best interests or the best interests of your current executives.
The Bottom Line
Companies rarely need to enter into written employment contracts with the overwhelming majority of their employees. There are the situations, however, when a written employment contract is not only recommended but necessary. As always, the decision on whether to enter into a written employment contract should be made in consultation with your employment attorney. Drafting this type of contract is not something that should be done in a careless manner, but takes thoughtful consideration and the help of an expert in the field, most probably your company lawyer.
Some employees (and most unions) consider an employer's power to discharge as being too great. Of course, no one ever questions an employee's absolute right to terminate his or her employment at any time and for any reason. In part, this is the basis of the bargain between an employer and employee that can be stated in an employment contract.
So what does this have to do with deciding whether or not to enter into an employment contract? Everything! It makes no sense whatsoever for an employer to enter into an employment contract with 99% of employees. That's because an employer has no need to manage expectations-he has the right to demand an employee's adherence. It may sound like common sense, but it's not. It's just a well understood workplace rule. Entering into an employment contract with most employees is an unnecessary exercise that provides an employer with no greater protection than it would otherwise already have.
That's not to say that employment contracts never make sense. There is that 1% of employees who present a problem. They are almost always high-level executives, sales employees, or employees with other technical expertise. These employees possess classified information and savoir faire, so you enter into an employment contract with these employees in order to protect yourself against future competitive disadvantage. Stated simply, you don't want your competitors to get their hands on these employees or the information they possess. The contract adds a layer of protection that you otherwise would not have: a restriction on the employee's ability to harm you or to aid your competitors.
While the contract may contain clauses that provide obligations on the employer, the main focus of the contract is to restrict an employee's ability in a few key areas:
1. Competition. A non-compete clause restricts an employee's right to accept employment with a competitor or start his own competitive venture.
2. Solicitation. A non-solicitation clause is also designed to prevent a former employee from competing against you, but by limiting his ability to solicit your clients, customers or suppliers.
3. Disclosure of Information. A nondisclosure clause restricts an employee's right to divulge nonpublic or proprietary information. To be enforceable, the contract should define what constitutes confidential information.
4. Hiring Current Employees. An anti-raiding provision restricts an employee's right to solicit current employees from leaving their employment.
5. Vilification. An anti-disparagement provision prohibits an employee from making statements that are contrary the company's best interests or the best interests of your current executives.
The Bottom Line
Companies rarely need to enter into written employment contracts with the overwhelming majority of their employees. There are the situations, however, when a written employment contract is not only recommended but necessary. As always, the decision on whether to enter into a written employment contract should be made in consultation with your employment attorney. Drafting this type of contract is not something that should be done in a careless manner, but takes thoughtful consideration and the help of an expert in the field, most probably your company lawyer.
Savvy Graduates Think Like Their Employers
Recent college grads who want to get off to a good start in their first professional job would do well to think like their employers. Every employer has a variety of needs and wants that employees are expected to fulfill. The best employees recognize those needs and do everything in their power to satisfy them.
"If you want to impress your employer, There are plenty of things you can do. One way to get some attention Is to prove they can count on you."
Employers want employees who . . .
1. Understand The Business - New employees should make a special effort to learn about the products, services, customers and challenges at their new employer. You can't make good decisions and do an effective job, when you know little about the operation. Smart employees study the literature, read the financials and talk with the employees who have the information they need.
2. Achieve Positive Results - When new employees hit the ground running, employers will be impressed. Since you will see things with fresh eyes, you may spot a few areas that can be improved. Speed and quality together are usually well received. When you look for ways to improve productivity, beat deadlines and exceed quality requirements, you impact the numbers and show your employer that you can contribute.
3. Make Sacrifices - Employees who make sacrifices for their employers and their customers are valued. By helping others, putting in overtime in order to meet deadlines and accepting responsibility even though personal sacrifices may be involved, employees demonstrate behaviors that employers value and appreciate. Employees who are unwilling to make some personal sacrifices for their employers often limit their promotional opportunities.
4. Put Customers First - Most employers realize that without customers, there is no business. That's why employees who put customers first and are willing to go the extra mile for a customer are valuable assets. On the other hand, employees who provide poor service or offend customers will be quickly eliminated.
5. Solve Problems - Employers always appreciate employees who solve problems. The willingness to tackle problems along with the ability to gather the information and resources needed to come up with an acceptable solution is a skill that not everyone has. People who accept assignments that are too complex and end up failing will adversely affect the organization. Wise employees know when to ask for help.
6. Treat Others With Respect - The best employees work well with others because they treat everyone with respect and appreciate their unique contributions. Since teamwork is critical to organizational success, team players are needed by every organization. They pick people up, support them and help them succeed. Employees who do not receive the respect they deserve will almost always underperform.
7. Act In The Best Interests Of The Employer - The best employees always act in a way that will help their employers to succeed. They work hard to ensure that their employers accomplish the most critical goals. When choices are required, loyal employees anticipate the consequences and always act in the best interests of their employers. Employees who always put themselves first will limit their potential.
8. Accept And Adjust To Changes - You will face hundreds of thousands of changes during your career. You can quickly adapt, complain and slowly adapt or fight the change and never adapt. Generally, those employees who accept the change, adapt quickly and move on will find greater success. Employees who can't or won't adapt become part of the problem.
9. Present A Positive Attitude - The attitude you choose to present to others will either help you achieve your goals, hamper the achievement of your goals or prevent you from achieving your goals. The most appreciated employees choose to present a positive, can do, let's give it a try attitude.
10. Demonstrate Leadership Skills -Leaders move things forward and achieve results. Every employer loves them because they are able to mobilize and motivate others to perform at a higher level. They bring people together to achieve the goals that require teamwork, inspiration and exceptional performance.
11. Understand The Bottom Line - Everything has a bottom line. Whether they are concerned about financials, productivity, quality, service or results, to survive, employers are bottom line oriented. Employees who understand and aggressively pursue bottom line results are highly valued. Only employers with great profit margins can offer great salaries and great benefits. Therefore, employees who merely show up to collect a paycheck add little value and have little value in the competitive world.
There is a lesson here. College graduates who intend to find success in the competitive world should understand and achieve the needs and wants of their employer. Exceptional employees exceed requirements, please important customers, achieve outstanding results and solve or prevent the problems that hamper company success.
Many college graduates will find it easier to achieve success when they decide to think like their employers and endeavor to make them stronger. Importantly, once students are employed, college grades no longer count. Grades don't help anyone serve an angry and desperate customer or beat a critical financial deadline. Former "C" students will regularly compete with former "A" students, but only their performance and results will count.
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