Determining fault following an auto accident involves deciding who the negligent or careless party caused the accident. Usually, there is one individual who violated traffic regulations or failed to yield the right of way. If there is official support of a claim to back up a story after an accident, the argument is strengthened for the insurance company. When trying to prove the other party was at fault, there are several places to look for the necessary supporting evidence.
If police responded to the accident, there will be a police report. They almost always respond if they suspect there are injuries or if they are contacted. Contact the traffic division at the police department to ask how to obtain a copy of the report. In some cases, the police report will have a statement from an officer about his or her opinion or observation. This may include who the officer knew or thought was at fault. If the other party is listed, this
SIA Group, Inc., a full-service insurance agency, is looking for a human resources specialist with key experience in recruiting for its Jacksonville office. This position would entail assisting the Director of Human Resources with internal HR duties and external HR tasks for insurance clients, as well as leading a full cycle recruiting program with minimal oversight.
2. Assist with internal HR – knowledgeable on various areas of HR including compliance
3. Assist with external, fee-based HR services for insurance clients
1. Bachelors degree in Human Resources, Marketing, Business or other related field
2. Proven recruiting experience
3. Hands-on experience with selection process
4. Excellent communication and interpersonal skills
5. Sales or marketing experience is preferable
According to the 2015 Workplace Class Action Litigation Report, published by Seyfarth Shaw (a well respected law firm headquartered in Chicago) summarizing nationwide workplace class-action litigation, settlements in claims brought under the Employee Income Retirement Security Act (ERISA) topped more than $1.3 billion.
The report notes that there were a total of 7,163 ERISA claims filed, but the more astounding number was the total settlement figure for ERISA class-action claims – the massive $1.3 billion. As a basis for comparison, the class-action settlements for wage and hour and employee discrimination cases were a combined $443 million during the same period.
These numbers should serve as a reminder that the DOL is serious about ERISA compliance. Now is the time to plan & complete your 2016 filings and reports in order to eliminate potential penalties and the time wasted in pulling together documentation for a 5500 filing, distri
On Nov. 2, 2015, President Obama signed the Bipartisan Budget Act of 2015 (Act), which is a two-year budget deal. One provision in the Act will allow OSHA to increase the maximum penalty amounts it imposes on employers that violate occupational safety and health standards. These increases will become effective Aug. 1, 2016.
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