Search

Cash is usually king for start-up companies, and there’s no point in over-buying insurance. Some insurance, however, is either required or prudent. To help start-up companies take a first step in determining what insurance they need at an early stage, we've developed a 5-point framework.

Anything can happen during manufacturing and shipping. With countless suppliers, diverse overseas governments and political landscapes, natural disasters and the list goes on, managing risk in this area can be complex.

Based on our experience, if an issue has matured into a claim that can be submitted to insurance then you should notice the claim. “Noticing” is simply letting the carrier know that a claim has come up—a claim broadly being a written demand for relief.

On June 2, 2016, in Flores v. City of San Gabriel, the Ninth Circuit Court of Appeals held that waiver payments made to an employee in lieu of benefits must be included in his/her regular rate of pay when calculating overtime under the Fair Labor Standards Act (FLSA). Also of major significance is the Ninth Circuits finding that if a benefits plan is not a bona fide plan, then even the contribution amounts paid by an employer to trustees or third parties (e.g., insurance carriers) must be included in the calculation of an employees regular rate of pay.

London is both a central hub for financial markets and the insurance industry – the impact on the financial markets was evident immediately but what about the impact on the insurance industry? This is an unprecedented financial event in a complex global economy. The best guidance we can offer is a thoughtful analysis of the factors that may impact our clients – insurance buyers.

On May 17, 2016, the Equal Employment Opportunity Commission (EEOC) issued two separate sets of final regulations that provide compliance guidance on employer-sponsored wellness programs in accordance with the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA). The final rules (which can be found here) confirm the proposed rules that were issued previously but with two key clarifications/additions addressing the 30% incentive limit and a notice requirement. As discussed in detail below, the final rules generally require wellness plans to be voluntary, limit incentives to 30% of self-only coverage, provide notice and reasonable accommodation, maintain confidentiality of medical information and comply with other employment non-discrimination laws.