Sentences with phrase «employee of an insurance company»

In the private sector, employees of insurance companies, teachers in private schools and doctors in private hospitals have highest bribe prevalence in Nigeria, the survey revealed.

An adjuster may be an employee of your insurance company or an independent person who works with different insurers.

An insurance agent is an employee of an insurance company and, therefore, will only be able to offer you the products that his company has available.

This person is an employee of the insurance company, and as such, they're going to do as much work as is needed to pay you in a reasonable amount of time if your claim is legitimate and not pay you anything if it isn't.

Many large insurance companies like Allstate and State Farm have insurance agents that dedicate themselves solely to selling policies for their respective company and are usually considered employees of the insurance company.

A claims adjuster is an employee of the insurance company who investigates accidents and determines what occurred.

Insurance agents that are independent and not employees of any insurance company.

The underwriter (insurance company) is an employee of the insurance company and is the individual responsible for reviewing applications and medical histories and accessing the applicants risk to the company.

An independent agent is not an employee of an insurance company.

An employee of an insurance company who evaluates claims and completes an assessment of damages caused in a loss.

An employee of an insurance company who determines what insurance risks will be tolerated, and on what terms they will be accepted.

Most insurance claims adjusters are employees of insurance companies, but some are independent consultants who represent claimants.

A federal appellate court has considered whether a lower court properly weighed the factors used by courts to determine whether an independent contractor insurance broker was actually an employee of insurance company in lawsuit brought pursuant to the Age Discrimination in Employment Act («Act»).

Not exact matches

One important aspect of the law to note: Larger companies should be aware that two part - time employees can be counted as one full - time employee in calculation of the monetary penalties for not providing insurance.

Criteria Corp, a pre-employment testing company based in West Hollywood, California, offers 20 percent off of pet insurance for all employees, who can then take the remaining amount out of their checks pre-tax if they desire.

Cogito, which has 75 employees, counts among its clients three of the five largest U.S. health insurance firms, two of the five largest disability insurers, and some of the biggest credit card companies.

What makes the company unique: Making Glassdoor's 2016 list of «Top 25 Companies for Vacation and Time Off,» employees at Liberty Mutual Insurance say they receive four weeks of paid vacation in addition to 1.5 days of extra vacation time accrued every month.

On average, employees who earn from $ 15,000 to $ 20,000 a year and participate in their companies» health care plans pay just 5.7 percent of their incomes for insurance.

Sharing information about stress reduction or information about counseling resources available through the community or your insurance company could be useful ways of helping employees find help during the stressful holiday season.

In this section, provide employees with a general overview of the benefits you offer in terms of health care, dental, vision, life insurance, etc., but don't discuss specific policies with specific companies.

Forty - five percent of firms with up to nine employees — which make up 60 percent of all companies — offer insurance to their employees.

Percentage of this year's companies that offer full - time employees Health insurance: 97 % Retirement plan: 84 % Life insurance: 72 % Disability insurance: 71 % Flextime: 64 % Telecommuting: 51 % Tuition reimbursement: 45 % Job sharing: 23 % Sabbaticals: 16 % Child - care services: 3 %

In the textbook world of binary choices, companies would face the alternative of either providing comprehensive health insurance to their employees or paying a penalty.

Employees of firms that offer PRPPs are automatically enrolled (they can opt out), and the funds are pooled and administered by a third party, such as a bank or insurance company.

By contrast, the Kaiser Family Foundation reports that only 57 percent of companies with between three and 199 workers provide employee health insurance.

Many folks will simply choose to go without insurance because they're no longer fined for doing so, and companies with large numbers of young employees are likely to drop all coverage, since the AHCA is far more generous with the 20 to 40 crowd than the ACA.

In the U.S., where the cost of medical insurance is a major expense for employers, large companies are also seeing the bottom - line benefits of investment in employees» health and well - being.

It provides medical, dental, disability, life insurance and more to employees of large and mid-sized companies.

He felt it was a moral imperative for companies to take care of their employees — to provide them adequate health insurance, to pay them good wages, and to look out for them when things got bad.

In an industry where employee benefits of any kind are rare, he offers stylists a company - paid health insurance plan.

A 2014 study from S&P concluded that the ACA's legacy may ultimately be «recognized as the starting point of the reconstruction of the U.S. health care benefit industry and a catalyst for how companies provide health care insurance for their employees.»

Are you carrying the right kind of insurance to protect you, your company, your employees, and your customers?

All but two of the entrepreneurs offer some heath insurance for their employees; the exceptions are at Adam Carroll's mortgage company and Robb Spearman's brokerage.

«An increase of one [happiness] point on the survey equates to a savings of $ 2,552 in medical costs per year per employee,» concluded the study, conducted by U.S. health insurance company Humana and the University of Michigan's Ross School of Business.

«The company's insurance premiums were going to go up by 80 %,» he says, «so we had no choice but to shift some of the cost to our employees.

What's more, another 24 percent of companies answering the U.S. Chamber of Commerce's quarterly small - business outlook survey said they will reduce staff to under 50 employees to avoid paying penalties for failing to offer health insurance.

«Here you can work condensed work weeks; we have many [employees] that do part time; we have an internship program that focuses on moms reentering the workforce,» said Chrissy Toskos, vice president of campus recruiting at Prudential Financial, the 140 - year - old insurance company that uses nontraditional work schedules as one way to compete for millennial talent.

«How much you spend depends on the demographics of your company,» says Chris Gory, the president of Insurance Portfolio Financial Services Inc., a Toronto - based independent insurance brokerage specializing in employee benefits Insurance Portfolio Financial Services Inc., a Toronto - based independent insurance brokerage specializing in employee benefits insurance brokerage specializing in employee benefits coverage.

Two Berkshire employees, Kevin Wills of insurance company USLI and Robert Keller of Berkshire - owned Geico, split the $ 100,000, having each correctly predicted the first 15 games of the tournament.

Years ago, Kevin Taweel, chief executive and co-founder of cellphone insurance provider Asurion, was grappling with high employee turnover and other issues in the company's round - the - clock call center.

The differences between large and small companies are notable for most of the categories that Gallup tracked, including health insurance, wellness programs, paid maternity leave, employee assistance programs, tuition reimbursement, and financial planning or coaching.

All other compensation generally consists of Google's 401 (k) company match of up to $ 8,750, life insurance premiums paid by Google for the benefit of the named executive officer, personal use of company aircraft, and the market value of a holiday gift given to each employee, net of tax withholding, unless otherwise noted.

Genworth, an insurance company with thousands of employees in Virginia, and China Oceanwide Holdings Group Co. Ltd. said they...

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblEmployee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or oblemployee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

The death benefit offered through «Key Person Insurance» helps ensure that should a «key person» within a company pass away, there will be continuity of the business for its employees (and customers).

To the fullest extent permitted by applicable law, you agree to indemnify, defend and hold harmless Daily Harvest, and our respective past, present and future employees, officers, directors, contractors, consultants, equityholders, suppliers, vendors, service providers, parent companies, subsidiaries, affiliates, agents, representatives, predecessors, successors and assigns (individually and collectively, the «Daily Harvest Parties»), from and against all actual or alleged Daily Harvest Party or third party claims, damages, awards, judgments, losses, liabilities, obligations, penalties, interest, fees, expenses (including, without limitation, attorneys» fees and expenses) and costs (including, without limitation, court costs, costs of settlement and costs of pursuing indemnification and insurance), of every kind and nature whatsoever, whether known or unknown, foreseen or unforeseen, matured or unmatured, or suspected or unsuspected, in law or equity, whether in tort, contract or otherwise (collectively, «Claims»), including, but not limited to, damages to property or personal injury, that are caused by, arise out of or are related to (a) your use or misuse of the Sites, Content or Products, (b) any User Content you create, post, share or store on or through the Sites or our pages or feeds on third party social media platforms, (c) any Feedback you provide, (d) your violation of these Terms, (e) your violation of the rights of another, and (f) any third party's use or misuse of the Sites or Products provided to you.

Parker Conrad is the founder of Zenefits, a fast - growing company that is remaking how small businesses buy health insurance and handle other employee benefits.

Allegations of excessive index fund fees in retirement plans are at the heart of a new proposed class action lawsuit brought by New York Life Insurance Co. employees against the company.

Leikness said newer Oscar Mayer employees have a 401 (k) retirement account instead of a pension and won't get company - paid health insurance when they eventually retire.

Bartz argued that the Employee Retirement Income Security Act would now pre-empt state law under the rule and that the rule improperly created a private right of action that could set up class - action lawsuits against insurance companies and agents.