Employment Law Today

Tuesday, October 18, 2022
Facebook Live Video from 2022/10/18 - Employer Liability Insurance: What Employers Need To Know.

Facebook Live Video from 2022/10/18 - Employer Liability Insurance: What Employers Need To Know.


2022/10/18 - Employer Liability Insurance: What Employers Need To Know.

[NEW EPISODE] Employer Liability Insurance: What Employers Need To Know.


Our audience will learn when a business owner should consider purchasing Employment Practices Liability Insurance,  while gaining an understanding of what the policy covers, what is not protected, and under what circumstances.


The employer/employee relationship is a cornerstone of any business.  But what happens when things go wrong? What happens when an employee accuses an employer of sexual harassment, discrimination, failure to promote, or fostering a hostile work environment?

Most employers don’t want to think about these scenarios, but in reality business owners are statistically more likely to be sued by an employee than by any vendor, customer,  supplier, or third-party. High legal costs, lost time, and the court of public opinion contribute to the high overall costs of dealing with claims of company misconduct from an employee.

On the next episode of Employment Law Today, join me and my guest, Insurance Agency Founder Aaron Levine, on a discussion of the value and benefit of having Employment Practices Liability Insurance (EPLI).  What is it? When should a business owner consider purchasing EPLI? What is covered and what is not protected, and under what circumstances? Learn the answers to these questions by tuning in to Employment Law Today on TalkRadio.NYC, on Tuesday, October 18th at 5pm (EST).

Aaron’s Profile

Website: (Company)

Twitter: @MovesLikeAaron

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Show Notes

Segment 1

Eric welcomes his guest, Aaron Levine, founder and CEO of LG Insurance Agency. The insurance agency provides local and regional expertise for personal, business and other insurance needs. In 2007, Aaron says that while he was in graduate school, he earned his license in insurance and real estate. Aaron says that he chose to take the route of focusing on insurance. He would represent insurance companies and “sell commodity based products” at the time. He then took things to the next level by becoming a consultant and advisor, speaking with businesses of all sizes. He continues to learn and loves school as he is now working on his CRM (Certified Risk Manager) certificate. He speaks about his agency and how successful they are in helping businesses, individuals and families with their insurance portfolios for the past 14 years. Aaron describes this as a passion and how he loves being generous with his time and sharing his knowledge to help others. He discusses with Eric about what EPLI (Employment Practices Liability Insurance) is about and how an EPLI policy can save a business owner from issues such as employee related.

Segment 2

Aaron talks more about the importance of an EPLI policy. He talks about the potential issue with third parties like vendors or issues like ADA compliance situations. He mentions how his agency, for example, wants to make sure that a good policy is written that includes important coverage. He goes more into how EPLI policies work based on claims, the size of businesses, and how this affects the cost of incorporating this policy into your business. Aaron talks about the coverage in policies like this and how every policy is different based on the agency as well. He gives himself and his agency as an example as he also has an EPLI policy himself. He goes into the cost and how for him the policy covers harassment, discrimination, and wrongful termination. Aaron switches gears into issues like wrongful termination and making sure businesses are also following the right protocols.

Segment 3

Eric mentuos the mistake he’s heard some business owners make of believing that an EPLI policy isn't necessary for them for reasons like being a small business and family owned. Aaron talks about the first EPLI claim he ever experienced which was an age discrimination claim. The mistake in this situation was that the job description for a waitress wasn't as clear and when a 50 year old woman went in for this job, they were not accepted because of their age. He also mentions a race descimination lawsuit that he worked on. Aaron and Eric also speak about gender discimination, relating these situations to the fear that some employers have of getting rid of poor performing employees because of how some laws can be. Eric talks about a real case he worked on where a former employee sued a business they worked for, believing they were being sabotaged. He emphasizes how cases like these are why EPLI policies are important. They also mention a spike in cases and claims during the pandemic as well as how laws have changed.

Segment 4

Coming back from the final break, Aaron and Eric talk about changes in the workplace and trends. Aaron says that one trend he sees being in New York is employers wanting employees to come back into the office, splitting the time from working from home. He also sees strong negotiations happening with employees and employers to come to a common ground. He also mentions everyone being short staffed as well in hospitality and other services. Eric also speaks on what he is seeing today with issues like working from home affecting paid leave and more. With the great resignation, he says that he is also seeing more room for litigation. Aaron also talks about how his agency stands out. He says that he creates time for everyone as much as he can. Aaron says that he has a great team of experts and consultants and does his best to work with his clients based on their specific needs. He says that his agency isn't just about selling the policy to business but also working on the full program and also helping in other areas like updating employee handbooks and more. You can visit to contact Aaron, learn more about his agency and what they do, and his podcast “...And Insurance Podcast.” You can also find LG Insurance agency on Instagram at luxurygroupins as well as on Facebook. On Linkedin, you can search for TheAaronLevine.


00:00:41.570 --> 00:00:54.030 Employment Law Today: Good evening. Welcome to employment law today. I'm. Your host, Eric Sovereign. I'm an employment law and business law, attorney and I host this live, weekly talk media show. It is live video broadcast

00:00:54.040 --> 00:01:08.059 Employment Law Today: every Tuesday night from five Pm. To six Pm. Eastern standard time, where I have guests to discuss some of the most interesting novel and timely issues and challenges that business owners and employers are facing during these trying times,

00:01:08.070 --> 00:01:19.070 Employment Law Today: and in that spirit of the show. I'm very pleased to have with us uh a special guest, Aaron, the Meet, the Ceo and founder of the Lg Insurance Agency. All right. Welcome to the show.

00:01:19.100 --> 00:01:30.740 Aaron Levine: Thank you so much. I'm so happy to, uh, to be able to be here with you today. It's been a long time coming, and glad. Glad we're able to go live right now and talk about uh what's going on in my world, I guess

00:01:31.020 --> 00:02:00.950 Employment Law Today: absolutely. And you know our two worlds very much overlap, you know yours in the insurance, and also with employment uh practice, insurance and mind with employment law. So there's definitely a lot going on for for all of us out there listening to but absolutely and um, I think i'll start by just giving more little introduction of you uh for our audience before we delve into our topic tonight, and our top of tonight folks is um. We're talking about um the The employment practice life.

00:02:05.180 --> 00:02:18.930 Employment Law Today: And so my guest tonight is our Ceo and founder of the Lg. Insurance Agency, a boutique, Full Service Insurance Agency, located in Long Branch, New Jersey, that opened in two thousand and nine.

00:02:18.940 --> 00:02:28.459 Employment Law Today: The agency has insurance experts to provide local and regional expertise for personal business and various specialty. Insurance needs.

00:02:28.490 --> 00:02:39.939 Employment Law Today: Aaron, the Bean has a bachelor of science degree in marketing management from Syracuse University, where he was also active in the Sigma Alpha Epsilon fraternity, and graduated in two thousand and two

00:02:40.050 --> 00:02:54.779 Employment Law Today: in two thousand and eight. Aaron graduated from one mouth university with a masters in business administration. Aaron is an avid triathlete, and Marathoner, having completed iron man well in two thousand and eight at the Ford Iron man of Florida,

00:02:55.110 --> 00:03:14.330 Employment Law Today: uh community and charity very important to Aaron, which is reflected in the many hats he wears. He is the Vice Chairman of Fulfilled Food Bank of Monmouth and Ocean Counties, the secretary of the Pia Professional insurance agents of New Jersey, as well as the past president of Greater Long Beach, Chamber of Commerce.

00:03:14.570 --> 00:03:28.380 Employment Law Today: Giving back to the community is at the center of who Aaron Levine is. But his favorite accomplishment I can relate to. This is being a proud dad, a proud girl, that I should say in our case to his two daughters and L at.

00:03:28.480 --> 00:03:30.630 Employment Law Today: Is it?

00:03:30.690 --> 00:03:45.849 Aaron Levine: Dare straight? It's pronounced there like, I dare you. It's a little different. Okay, that's one day and national for the show, I think

00:03:45.860 --> 00:03:58.600 Employment Law Today: all right. So you know, we're talking again about, You know, the Epi employer practice liability insurance for business owners need to know as our topic tonight, folks. And Really, this comes down to the fact that

00:03:58.820 --> 00:04:15.340 Employment Law Today: now the employer employee relationship, it's a cornerstone of any business. But what happens when things go wrong? What happens when an employee accuses an employer of sexual harassment discrimination. So I get to promote or fostering a hostile work environment.

00:04:15.360 --> 00:04:39.309 Employment Law Today: Most employers don't want to think about these scenarios, but in reality business owners are statistically more likely to be sued by an employee. That's true, than any vendor customer, supplier, or third party. High legal costs lost time, and the court of public Opinion all contribute to the high overall cost of dealing with claims of company misconduct from an employee.

00:04:39.420 --> 00:04:57.020 Employment Law Today: So, on tonight's episode of climate law today. Please join me and my guest our guest tonight. Insurance Agency founder, Aaron Levine, on a discussion of the value and the benefit of having employment practices, liability, insurance also abbreviated as Epi.

00:04:57.030 --> 00:05:16.599 Employment Law Today: We'll be discussing what it is, What is it? What is your business owner? Consider purchasing Epi. What is covered, what is not protected, and under what circumstances? Learn the answer to these questions on our show this evening. Um! And with that I will get into the questions our nice great discussion with our guest Aaron.

00:05:16.610 --> 00:05:29.999 Employment Law Today: So, Aaron? The first question I asked everybody is all might, asks I'm, fascinated by The answer is that two of us there's a little bit more about myself, but mainly what inspired to choose a career insurance, And then

00:05:30.270 --> 00:05:35.519 Employment Law Today: what you know. What do they do to prompt or to for the found and create the Lg. Insurance Agency?

00:05:35.800 --> 00:05:44.759 Aaron Levine: And I wish we could jump right into the heart of this conversation because I get chills thinking about what we're going to talk about. And and here I am, a guy that sells

00:05:44.840 --> 00:06:14.820 Aaron Levine: paper for a living, you know, and i'm sitting with the with the expert that's uh reading, writing, reviewing to those contracts, and and and really helping the employers behind the scenes when when it hits the fans, and hopefully helping a little bit beforehand. In some cases, you know. Uh helping those business owners understand. But we're gonna We're gonna get to that shortly. Uh, for sure. So it it listen in two thousand and seven,

00:06:14.830 --> 00:06:44.179 Aaron Levine: and while I was in graduate school I got licensed and insurance. I got licensed in real estate. I wanted to go into real estate, because let's face it. Real estate is so much more sexy of a career than insurance. But we're all you know. We we're all not turning into Ryan to your hand here, although this is all before Ryan. See your hand to million million dollars listings, but in two thousand and eight. When I was graduating and the economy was in a in a in a bad place, I was making no money

00:06:44.190 --> 00:06:56.279 Aaron Levine: right? So there's two things that thrive in recession and in prosperity, and that's liquor and insurance right. We always need our insurance. It's required many of it. Much of it is required by law,

00:06:56.290 --> 00:07:09.930 Aaron Levine: and there's recently some new legislation being proposed that should be signed off on soon. It's going to require uh all business owners to have business insurance. That's a totally different topic, but that's one step in the right direction.

00:07:09.940 --> 00:07:31.150 Aaron Levine: I think they should have epi and cyber more than they need general liability. But you know we'll we'll lobby for that separately. But so I chose to go the the insurance route, and I started selling commodity right? I would represent some insurance companies that would work very hard to get contracts and build myself a name. But I was selling

00:07:31.310 --> 00:07:41.299 Aaron Levine: uh a commodity based product at that time which everybody needed, and I figure I could make myself a living check that box. That was easy.

00:07:41.310 --> 00:08:11.130 Aaron Levine: Right? So then, taking it to the next level, becoming a consultant um, and being an advisor, and being a subject matter expert, and being able to speak with folks like yourself, and uh, you know, and guide businesses appropriately of all sizes, small, medium, large, and families as well uh along with for for their needs. You know I have my C. Ic. Which is certified Insurance Counselor. I'm. Currently working to get my crm right. For some reason I love school as much as I hate to school.

00:08:11.140 --> 00:08:26.060 Aaron Levine: I still love school, and you know the continuing education. I'm not just clicking slides to get my required credit hours. I want to continue to better myself, and these conversations do that as well, Right? So I've advanced myself and my business

00:08:26.200 --> 00:08:27.539 Aaron Levine: from a one

00:08:27.550 --> 00:08:55.819 Aaron Levine: person shop to Now we are thirteen people strong. We're fourteen years or so going um, and we're having a good time, and we're really we're doing the best we can do to help businesses and individuals and families along with their insurance portfolios. Times are tough in this inflationary environment which we're going to get into, which, because that's also affecting the Epi. Products that we're able to to sell and help people purchase.

00:08:55.830 --> 00:09:06.950 Aaron Levine: Um. But that's kind of the business in a nutshell. But I love community focused organizations. I love giving back, and I love to give right. I'm not one that's gonna hide

00:09:06.960 --> 00:09:31.249 Aaron Levine: anything. My knowledge is free. I want to give it to anybody who's willing to take it? Who's willing to then take the time that i'm willing to give um, because the money is gonna come back in in return. I'm not worried about getting paid, and we'll get paid. I make a commission Sometimes we charge fees for consulting uh, but you know what I can give back. I I know the universe is gonna just bring it back to myself. So

00:09:31.280 --> 00:09:50.290 Aaron Levine: charitable organizations, industry, associations, where I can help other agents and individuals thrive is, is really more my passion project um called a hobby. Uh, but I really enjoy doing that on the side the side, you know, on top of the insurance stuff and being home with the kids.

00:09:50.300 --> 00:10:13.800 Employment Law Today: Right? Right? Wow! You know It's It's interesting. Are taking one of those later points you made first. Um as you were speaking about. You know it's not being being generous with your time. Right. You know It's custom that there'll be enough that you'll be taking care of. I'm paraphrasing financially and stuff. I was thinking of myself as I really trust the universe, and then use that exact phrase it, trusting the universe. Um. I tend to share that

00:10:13.810 --> 00:10:30.709 Employment Law Today: approach as well. I think it's for to cut up, you know, and like trying to get, you know, pay for every minute or watching the clock. It's it comes out, and how we uh interact with folks. But also just we don't give that spirit of service in the community that you, you know, talked about there, and also just

00:10:30.740 --> 00:10:39.160 Employment Law Today: It's very interesting to hear your um your earlier story about real estate, and then the recession hitting and having that, I guess,

00:10:39.170 --> 00:11:08.550 Employment Law Today: to make. And um, and I think you know it sounds like you made the right choice. I imagine that you know uh only liquor store could be probably in a little better than worrying that. Maybe it's not a feeling, you know. Um. So maybe it's still to come from. I don't know what I want to do when I grow up. I'm still working on those those things too right? Um, absolutely, you know, but also graduate you on success. Get to hear that, you know. Starting as a as a one person, one in operation.

00:11:08.690 --> 00:11:23.869 Employment Law Today: I'm going to thirteen. It's impressive. Yeah, Um. So that's that's excellent, you know. It's a good kind of basis to start, maybe leaving to our conversations. Um, you know which is about right, this insurance, and mainly, I think, what we're really talking about employment practices,

00:11:23.880 --> 00:11:43.350 Employment Law Today: liability insurance. So I guess my second question to Aaron. Um, if you can tell our audience, explain to them what is practices? Live? I'm. Sorry employment practices. Excuse me. Liability, insurance, or epi. What is the scope of coverage? You know? How does it work, and which businesses might benefit most from that kind of coverage.

00:11:43.360 --> 00:12:06.190 Aaron Levine: Yeah, you know, employment practices, liability, insurance. Api. If I had a choice to sell a business owner. One policy it potentially would be the epi policy or a cyber policy depending on the type of business. But for our purposes today it's definitely July. You're more likely to to have an employee, or even a third party

00:12:06.200 --> 00:12:23.169 Aaron Levine: um to you as as a business owner, as a business. Then you are your building burning down, or somebody suing you because of uh some other negligence, although we have plenty of those claims that come through as well. Um, but especially during the Covid era.

00:12:23.180 --> 00:12:35.499 Aaron Levine: Right that we're living on on on the in in the endemic, I guess right Now, in the Recession times there was a lot of claims during Covid for for Epi um, which made the

00:12:35.690 --> 00:12:52.310 Aaron Levine: the market for the product very volatile and the inflationary environment we're in right now is not helping right. So the employment practices liability really has two pieces if we break it down and keep it very simple, as the first party liability and

00:12:52.330 --> 00:13:01.489 Aaron Levine: has the third party liability, right? So the employer business owner has employees and customers. Right? Um!

00:13:01.540 --> 00:13:19.190 Aaron Levine: What? Well, doesn't even have to be a customer. It could be a third party which could be a vendor, or it could be a guest on premise. Um! It could be a guest to your website, right? We've seen the claims where, if your website is not eighty eight compliant, there's an opportunity for you to be sued,

00:13:19.200 --> 00:13:21.760 Aaron Levine: because there are some lawyers out there that are.

00:13:21.990 --> 00:13:49.070 Aaron Levine: I'm going to use the work trolls. I had to talk to them before that, I think accurate. Yeah, some of them are, some some of them are, and you know they're they're out there seeking, you know, to to make a quick buck on somebody that's not compliant appropriately. But if you have an Api policy. In many cases you're going to be protected from an Ada related issue as well as your employee related issue.

00:13:49.210 --> 00:14:05.920 Employment Law Today: Hmm. You know that's an interesting point you're raised and about, you know, for the um, and there's control. And unfortunately, i'll say opportunistic. But either what I think right there are plans for is, I think, either one they're synonymous. But you know i'll say that, like, I think,

00:14:05.930 --> 00:14:17.279 Employment Law Today: great point and a good example. The the Ada compliant website people don't have that. They don't realize that, you know there's someone that can't use it, or it says they can't. They can try to sue you. I think it goes to that point that

00:14:17.290 --> 00:14:37.990 Employment Law Today: a lot of folks think. Well, I don't break the law. I'm a good i'm a good person. We're a good bit this we'll get along great, so we don't need this, and that's something. I think you know It's funny. We're believe in that at our first commercial break or eight time. I would love to talk more about that point, including the fact that

00:14:38.000 --> 00:14:53.779 Employment Law Today: you might need this insurance and this hope that, but also just you might need it, even if you're you know you think you're a stand up, gal, or guy or person, or that you know um that just can come in handy. So we come back. We'll talk more about that question about what it is and how it works,

00:14:53.790 --> 00:15:07.839 Employment Law Today: and we'll talk about. You know the benefits of businesses. Um! So stick around. You're listening to employment law today, maybe a watching show. I'm your host our guest tonight, Aaron Levy and the Og insurance agency, and we'll be right back.

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00:17:22.490 --> 00:17:42.360 Employment Law Today: welcome back to employment law today. I'm, host. I'm an employment in this law. So this topic tonight is one that i'm quite familiar with, and I think it's a really important one people to consider. You know we need folks like our the being out there, and you know, with employment uh employment practices, like voting insurance and other insurance offer

00:17:42.370 --> 00:18:06.010 Employment Law Today: to protect your business. Much like you have in your house against the flood or fire strikes You protected um, you know, before the break. Um! And that first commercial break always comes up with my company. Yes, but before that break I am sorry about those joining slave may ask you to tell us about the I like the scope of coverage, how it works, and then which businesses might most benefit from it. So I was talking about,

00:18:06.020 --> 00:18:11.649 Employment Law Today: and that in terms of how you can be sued. But yeah, the four is like always there left to hear more about that.

00:18:11.660 --> 00:18:39.510 Aaron Levine: Yeah. So you know, we're talking about the fact that it's one of my favorite policies for a business owner to purchase um. I prefer them to purchase an Api policy that a fire policy, if I had a choice Um. But obviously we want everybody to be as well rounded as possible, because again I don't want to leave myself open to exposure. Um! When it comes down to it right, it's. The cost of doing business is increasing across the board, And we just need to make sure that we're we're well set up for.

00:18:39.520 --> 00:18:51.669 Aaron Levine: But we were basically we got into the third party liability piece, a little bit of the employment practices liability policy, right? We have the first party in the third party. So talking about the third party

00:18:51.800 --> 00:18:56.259 Aaron Levine: is your vendors, your guests on premise. Um,

00:18:56.270 --> 00:19:24.740 Aaron Levine: and that also dies ties into potentially an eighty eight compliance. Situation right if you don't have an eighty-eight compliant facility. Um if you don't have a rap, if you don't have an eighty eight compliant bathroom right? There are things where you need to be as a business owner, unless your grandfather didn't that's above my pay grade. Eric. You talk on that. That's fine, regardless as a business owner. If you are served, you have a duty to defend yourself.

00:19:24.800 --> 00:19:44.689 Aaron Levine: Um, right. The defense coverage is going to be the most important, most important, and probably the most expensive piece of these insurance claims for employment practices uh liability, whether it's Ada or it's harassment, wrongful termination, so on and so forth. So you know, we want to make sure that a good policy is written

00:19:44.700 --> 00:20:04.420 Aaron Levine: that includes that third party, and we also want to include retroactive coverage in that third party as well. Right, Get, Grant you can't buy a policy if you know you have a claim situation that's committed to you on. However, you want to buy a policy and maintain retro coverage just in case something may have happened

00:20:04.430 --> 00:20:22.359 Aaron Levine: that you didn't know about. Statue of limitations is coming up close, and then you're served right. So we want to make sure that the policies are well written and maintaining consistent coverage is going to be important. To then maintain that those retroactive dates as well. It's going to expand your coverage beyond what it

00:20:22.370 --> 00:20:40.160 Aaron Levine: what it is, as the policy periods continue to accumulate, because most Api policies are written on a claims main basis. Right so claims made is, you have to have insurance when you are served. It's not occurrence where, if something happened two years ago,

00:20:40.170 --> 00:20:42.980 Aaron Levine: you were then served. It goes back to the old policy.

00:20:43.120 --> 00:20:45.110 He's made policies.

00:20:45.160 --> 00:21:08.320 Aaron Levine: The claim is when you are served. That's why, then there's tails available. Right? I'm going off the deep end here a little bit. Um. But you know, I think this is such an important coverage, and i'm so passionate about it that I think every business owner should have it. Anybody that has employees. Yeah, maybe your ones and twos

00:21:08.570 --> 00:21:28.550 Aaron Levine: probably Don't, but the ones in two is, Guess what it's going to be five, six, seven hundred dollars a year for those policies right? The one hundred to one thousand or one thousand to ten thousand employees. Those policies are going to probably be a little bit more expensive, probably going to have significantly higher deductibles

00:21:28.560 --> 00:21:41.919 Aaron Levine: as you get into those larger businesses. There may be some general Council in House that can start um and be retained as part of the defense process. And you're able to vet the claims a little bit better, right? But

00:21:41.930 --> 00:21:49.509 Aaron Levine: bigger businesses, bigger pockets, higher risk for a larger lawsuit potentially coming against you.

00:21:49.540 --> 00:21:52.260 Employment Law Today: So

00:21:52.390 --> 00:22:01.030 Employment Law Today: more people might be suing. You might have an issue that impacts. Thirty-five people. Some pay, say ah wage rapidly, or issue came up right There's also that

00:22:01.040 --> 00:22:16.720 Aaron Levine: I think you know that's that's a great that's That's a great comment, because I ran into a situation with a with a client. They're a hospitality. Their restaurant chain. They have several units, and as they were growing we were

00:22:16.800 --> 00:22:33.050 Aaron Levine: putting an Api policy at each individual location because they were very inexpensive. They were five, six, seven thousand dollars a year for these little policies, with five or ten thousand dollar deductibles. I had a situation where one employee

00:22:33.840 --> 00:22:43.300 Aaron Levine: was on the payroll at two different locations, but incident occurred that involved two different people. I have two claims

00:22:43.310 --> 00:23:04.859 Aaron Levine: at two different locations, two different deductibles to me, and what a pain in the neck it was! So you know I learned my lesson. We got out of that one pretty inexpensively. So it wasn't a big deal, um, you know. But now this same restaurant chain has one very large epi policy

00:23:04.870 --> 00:23:26.389 Aaron Levine: with one large acceptable that covers all of your locations. You know they're now, you know they're doing significant revenue. They're not three and four units anymore. But you know those occurrence occurrences that happens claims that happen right. Class action up to claims that can happen, for especially in the wage in our space

00:23:26.400 --> 00:23:33.069 Aaron Levine: can be very difficult, and if you need to defend multiple claims well, hopefully, you only have one one deductible at that time,

00:23:33.590 --> 00:24:02.559 Employment Law Today: you know. I think it's great, and you talk about some kind of general concepts like the risk and what happens. And you know why we need this type of coverage. And then you gave you fill in the details color there in terms of like how much duck might be and how much might they have policy? My costs, you know, five, six, seven thousand dollars more for a better company. Um, I think it's important. I think you know people Often I think that people often don't hear the specific numbers for things like cyber insurance or insurance plan uh

00:24:02.570 --> 00:24:31.069 Employment Law Today: policies, and they assume this. It'd be some astronomical Break the bank number, and then there's surprise like wait, cyber, security, insurance cost. How much? Then there are some where it's it's for me for how much? So? It's interesting when you fact that in right that it's, you know, we're talking about like small amounts here, especially comparatively. You point out a good point that litigation can be expensive, both in terms of the potential awarded to an employee and the legal fees the cost right to defend. Because I know,

00:24:31.080 --> 00:24:49.200 Employment Law Today: you know, as an employment lawyer and defending companies. I much rather they come to me for the compliance in advance. How can we get them up to speed? I could be tree in middle management, not to uh create this situation of implicit bias or bike, or questions. You know we follow the wage and our laws and such, but often people make mistakes and

00:24:49.210 --> 00:25:19.179 Employment Law Today: those mistakes even a a good-natured one. It's not malicious can be very costly. Ask. Anybody has been to like a restaurant, you know about overtime violations or tip pulling, you know, discrepancies. So I just think you know you raised some good points there about um the the scope, and i'm wondering if you could share with us all like in terms of what the policy might cover. So i'm a business, and I have all that twelve employees, and you know I get sued that does it cover the attorneys fees. The defense is the cover that you award or some

00:25:19.190 --> 00:25:20.550 Employment Law Today: combination there.

00:25:20.990 --> 00:25:23.330 Aaron Levine: Right? So

00:25:23.340 --> 00:25:52.730 Aaron Levine: policies are going to vary, based on the insurance company issuing the policy right? So, putting my disclosure in there am I. Am I safe. I work on this, and I allowed to talk about it. Um! So every policy is going to be slightly different, and that's where. As an employer working with your insurance agent, your professional, who you trust. Hopefully. They have some knowledge in this space, or they have a resource like myself or

00:25:52.740 --> 00:26:14.120 Aaron Levine: somebody else That's an expert in this to reach back to and look at those different. You know those those different coverage options in there, right? So we take my insurance policy for my practices liability. So I practice what I preach. I have an employment, practices, liability, insurance policy. I pay.

00:26:15.450 --> 00:26:22.090 Aaron Levine: How much do I pay? I paid off three thousand dollars a year for my policy with a ten thousand dollar deductible.

00:26:22.100 --> 00:26:43.109 Aaron Levine: I'm a team of thirteen on an international basis because I have virtual assistance. Um! That work for me full times in the Philippines, so I want to make sure that I have worldwide coverage in there. Um, I want to make sure the va firm that I work with has their own coverage. If something happens uh in in their space, because I do hire them as a third party.

00:26:43.120 --> 00:26:51.959 Aaron Levine: Um, i'm. Covered for harassment, discrimination, wrongful termination. We're seeing a lot of wrongful termination

00:26:51.970 --> 00:27:08.409 Aaron Levine: long suits. People get upset when they get fired. I don't know man it's It's New Jersey right like, you know. You know it's. I don't have to hire and fire it. Will. We really need an excuse. But you know I I guess you do.

00:27:08.420 --> 00:27:33.720 Aaron Levine: I guess you have to document it to everything right, and that's super. Important as an employer is to have somebody that you can rely on to help you with compliance, even as a small business. There's third parties I interviewed on my podcast a couple of weeks ago. Um, a woman named Joanne, and she works for a company called Puzzle Hr. And they help you with that compliance, and then they can become your

00:27:33.730 --> 00:27:49.159 Aaron Levine: Hr. Go to, and I also provide a service to many of my clients through a company called Mineral, where I give them they get a one eight hundred number, plus the ability to help get their employee handbook up to date, and it's a live handbook. So it's a living handbook, so it's constantly being updated by

00:27:49.170 --> 00:27:58.389 Aaron Levine: the mineral team expert of experts behind the scenes. So it's a living handbook, because i'm not updating my handbook

00:27:58.400 --> 00:28:10.529 Aaron Levine: it may have one from twenty-five years ago as an employer that you're blowing the dust off of like. Yeah, I have a handbook. It's one of my questions when i'm when i'm at a prospect meeting is can I see your employee handbook?

00:28:11.760 --> 00:28:22.930 Aaron Levine: But it. It very rarely happens that I actually get to see an employee handbook. So we want to help With that. We want to help bring that compliance in, because at the end of the day I don't want a lawsuit. But

00:28:22.940 --> 00:28:39.129 Aaron Levine: how do we make your insurance? It's expensive, and make you compliant, and we make sure you're following some of the protocols that you're supposed to be following when it comes to hiring, firing, and other issues, and then give you that expert to be able to reach out to um.

00:28:39.470 --> 00:28:47.610 Aaron Levine: When you have a question. When there's an issue that arises to be able to ask somebody like yourself or an Hr. Professional.

00:28:47.620 --> 00:29:05.230 Aaron Levine: You know. What do I do in this situation before I run my mouth? One of those things that comes up. So you know, rawful termination is is a big one. Wage an hour Things you mentioned tip cooling before um, you know. Wage now where it's tricky,

00:29:05.240 --> 00:29:09.909 Aaron Levine: they're not paying your employees. You should.

00:29:09.940 --> 00:29:11.190 Aaron Levine: Yeah,

00:29:11.200 --> 00:29:38.870 Aaron Levine: Right? What? You agreed to pay them You should be paying paying now. But wait an hour. That's a sub-limited defense in most cases. So you don't get the full million. If you have a million dollar policy, a supplement of a hundred thousand for defense, only the award you're on your own. If you lose on that one. It's because you're a scumbag, I mean where you didn't know it was an accident. Accidents happen, and you just have to make it right and make it. It takes back up and running again.

00:29:38.880 --> 00:29:52.439 Aaron Levine: Um, but you know, so that's why you the awards not going to be covered, because then people wouldn't be uh paying their employees. They just say, Oh, i'll save twenty-five grand, and not be any employees, i'll pay my five thousand dollar deductible, and i'm uh the races.

00:29:52.630 --> 00:30:08.619 Employment Law Today: No, I think it makes sense. So you're saying that. And you you don't want that Syria. Also. It's like, I think you know. Well, I think you're raised a good point there, and one that employment laws. It's the type complex area, you know, for business owners to follow. I mean, I agree the updates um, and find articles in in in

00:30:08.630 --> 00:30:27.159 Employment Law Today: for, you know, publications for employment law attorneys like myself pretty much daily, and there's just so much going on. So you do. No doubt you do have those unscrupulous business owners are trying to get away with something, and then they're going to take that hit. They're gonna have to pay that award. What I find fascinating to is that

00:30:27.170 --> 00:30:33.590 Employment Law Today: I was talking with a good colleague about it today without a plumbing law, and how you can have a business that thinks of doing everything right,

00:30:33.600 --> 00:30:50.420 Employment Law Today: and they didn't know that New York passed the law that says you have to give a certain type of notification of wages when you hire, or they didn't realize that if they are using artificial intelligence now in New York to help with the hardy process has to be audited for buying, so she can face penalties and fines and a law student.

00:30:50.430 --> 00:31:01.699 Employment Law Today: But um, you know, to your point um like. I think you know that it's interesting to see that the defense costs are covered because that could be really high. But the second thing you said I, I appreciate it was hearing about,

00:31:01.710 --> 00:31:28.660 Employment Law Today: you know. Want to give your clients a conference of like a full experience, a meeting that you've got the Hr folks there to help with the situation. You've got the employment lawyers. Um! I'm always recommending my people get with good insurance brokers, good accountants, you know. Good. Hr: because you need those people in your corner, each terms of different purpose, and then the the whole sort of like the puzzle pieces, if you will come together, and then the protection is, is there. Um!

00:31:28.670 --> 00:31:57.230 Employment Law Today: We're actually a commercial break. If you can believe it, I know it just goes so fast for you having a good conversation. But what I will say is that folks are listening to you and maybe watching employment law. Today i'll talk to you at Nyc. You might be catching us also an apple podcast spotify stitcher, Google play, et cetera. Um. When we come back I'll add Aaron some great questions about how recent changes in the workforce, including the great resignation and quite quitting and work from home. How is that impacting for a lot of building that work place?

00:31:57.240 --> 00:32:04.250 Employment Law Today: And we'll talk about trends that Aaron and I for Steve, in terms of the Asian list, so stick around, we'll go right back.

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00:32:35.920 --> 00:33:01.479 Are you a small business trying to navigate the Covid? Nineteen related employment? Laws Hello, I'm Eric. Sovereign employment, law, business, law attorney and host of the New Radio Show Employment law today on my show. We'll have guests to discuss the common employment lot challenges. Business owners are facing during these trying times tune in on Tuesday things from five Pm. To six Pm. Eastern time on talk radio on Nyc:

00:33:02.650 --> 00:33:03.620 Um,

00:33:07.190 --> 00:33:31.280 everybody. It's to me deed and nonprofit sector connected coming at you from my adding each week here on talk radio that in my Z I hosted program. The land of main focuses and nonprofits impact us each and every day, and it's my focus to help them amplify their message and tell their story. Listen: Each week at ten Am. Eastern Standard time until eleven Am. In the standard time. Right here on talk radio, dot Nyc:

00:33:32.380 --> 00:33:41.850 You're listening to talk radio and license at Www. Talk, radio, dot and live scene now broadcasting twenty four hours a day.

00:34:07.840 --> 00:34:32.109 Employment Law Today: Take, too.

00:34:45.760 --> 00:35:09.219 Employment Law Today: They don't need this because they're a small business, right? They're you're a family owner. They they they say they can't imagine any of my employees not doing me at any point, or they say you know we're so small that people wouldn't to us because they have bigger fish to pride. But i'm wondering you can't touch upon that with all these areas. Of what were your thoughts about that? From the insurance perspective?

00:35:10.470 --> 00:35:28.410 Aaron Levine: You're you're you're getting sued. That's my my answer. I don't care who you are or what you do, You're you're getting sued right. My first Api claim that I ever experienced was a discrimination claim.

00:35:28.480 --> 00:35:35.629 Aaron Levine: It was age, discrimination for a bar and restaurant nightclub

00:35:35.740 --> 00:35:52.189 Aaron Levine: uh very swanky style nightclub that was hiring cocktail waitresses in the job description. They use the word girls. We are looking for girls as cocktail waitresses. Well, a fifty year old woman

00:35:52.200 --> 00:36:09.010 Aaron Levine: uh went in and applied, and she didn't get the job. She then took the job ad and said I was not hired because they're only looking for girls. Hence they're discriminating against me. Right? That was my first. You feel like clean experience, and uh,

00:36:09.460 --> 00:36:27.979 Aaron Levine: I I I think it. It paid out like ten thousand bucks. Right. Was it a setup? Who knows? But there was a lesson learned is, you know, and this is we're going back probably eight or nine years now. Um, you know, when the Api was was was out there and things were happening,

00:36:27.990 --> 00:36:47.130 Aaron Levine: but it wasn't as popular as it is today. Um, and it as important as it is today. Right? So it the age, discrimination, race, discrimination. I had a race discrimination, one that paid out over a hundred thousand dollars. Um! Come to find out that you know the the victims, so to speak, was,

00:36:47.140 --> 00:37:03.279 Aaron Levine: uh the read a a repeat offender for filing lawsuits um on race discrimination on the chop site. Right? It's unbelievable. How things are out there, how sensitive you have to be to uh age, race

00:37:03.290 --> 00:37:17.269 Aaron Levine: gender. I have not had a gender discrimination suit. Yeah, I go. I can only imagine that what is coming uh Here's a good one. New York, New York State requires a disability insurance policy that you purchase

00:37:17.280 --> 00:37:28.810 Aaron Levine: the the census report for the disability insurance policy? Asked, How many male employees do you have. How many female employees do you have?

00:37:28.910 --> 00:37:46.949 Aaron Levine: And we're in New York? So I went to a client in Brooklyn and said, How many males, and how many female she's like. I don't even know what gender they are. What's the response? Right? Because and she's like. No, i'm not going to go ask

00:37:47.320 --> 00:37:58.550 Aaron Levine: so I mean you. I You take that. You take this one further. Uh from that perspective. You're you know you're you're in New York, and with with with gender

00:37:58.720 --> 00:38:00.509 Aaron Levine: gender policies.

00:38:00.590 --> 00:38:02.560 Aaron Levine: That's a tricky one,

00:38:02.750 --> 00:38:32.160 Employment Law Today: Absolutely, You know It's like taking that little further. And yeah, and pack. I'm packing it if you will. It's like, you know. I think what's important is that there? There certainly are right, you know, like You've got your valid and a legitimate termination cases, and and you know, and and and retaliation whatnot they definitely exist. And then I think there's like a wide spectrum. I think people often think of it as either. You know the mostly they feel like, uh, extremely egregious, you know. Uh smoking gun case of a you know. Horrific uh, you know, a noose hanging, or something like that

00:38:32.170 --> 00:39:01.869 Employment Law Today: or um a completely fabricated claim. And there's certainly that middle ground There's the implicit bias, and you know what's perceived. But to your point, though I think that you, like You do have a lot of folks who unfortunately are opportunistic, and they make it harder for those that are not, and they do follow lawsuits and claims. What I hear from that A client that I was afraid to comment is perhaps not the fear of knowing the gender of the State people in case uh she has to fire someone, and if she does know the gender, it can

00:39:01.880 --> 00:39:18.669 Employment Law Today: be more notice of their, you know, correct the class and therefore possible suit. Um! I think it gets very tricky. I I do hear that a lot of companies are scared scared to get rid of people, poor performing employees, and I think they see

00:39:18.680 --> 00:39:47.089 Employment Law Today: how the laws can be, and also how some of the administrative agencies are that are forcing a lot of them very, very, very employee, friendly. And you know I want to say that in case of department labour, where the uh the short, because I want to get to some of your questions, but you know I wish they had had your insurance, because um! It was a case of a led retaliation for, uh opposing a certain label practice that didn't happen, and the person was doing a horrible job, and they were the uh account in Tas accounting bookkeeping,

00:39:47.100 --> 00:39:52.830 Employment Law Today: and there is empirical evidence that that they had botched the books for months and months and

00:39:52.840 --> 00:40:10.040 Employment Law Today: cause all kinds of problems with taxes. Um! They go. The business suffered horrifically, and they had to let this person go, and the person that you know sued, said it was talent that the business supposedly um they claim to cook the books and destroy their own.

00:40:10.050 --> 00:40:39.779 Employment Law Today: Uh, you know, bookkeeping to frame this person to fire her advertisement for what she said, and so I, that's ridiculous, that that's like a you know a a A. To booting landlord, you know, getting angry at their sub lease there, and and bring down the whole house, and when I raise this, is it the uh? You know It's the attorney from the Department of Labor. How this couldn't be, I said. Why would they satisfy your own business and all taxes to get? And she said, You know it's amazing. The length employees will go to the strength

00:40:47.050 --> 00:41:11.229 Employment Law Today: for small business, you know it could be overwhelming, and I think it comes back to the show. You know why it's important to have this epi published, as you're saying Why, it's, you know, when you say it, you recommend it over fire. I I hear from that is that you know a fire. Obviously you want that insurance, but it's more where it doesn't happen often, and the Api claims to keep coming. So you know to your point. That's my take on it. I know your thoughts are. But

00:41:11.500 --> 00:41:30.569 Aaron Levine: yeah, I mean the the like names keep coming right, whether they're legitimate or not. And there there's there's a lot of legitimacy in it. Uh, we posted something on our social media the other day. I think the two thousand and twenty-one statistic for insurance fraud was somewhere on a three hundred billion dollar range uh, you know. So there is that

00:41:30.580 --> 00:41:50.040 Aaron Levine: to contend with on all lines of of insurance, whether it be automobile or or professional lines. Um, but it it's very tricky to be an employer to protect yourself as an employer from your employees and the general public, so to speak right. Um.

00:41:50.080 --> 00:42:15.700 Aaron Levine: One of my favorite policies of of Api that I sold was to a restaurant. Um long time client of mine, good friends, two owners, one owner. Very business, you know, very clean, straight, and our narrow other owner. We're gonna describe him as the long beard, the tattoos, the filthy mouth right? We'll walk around and slap girls up. But right you know. So owner owner a

00:42:15.810 --> 00:42:17.449 Aaron Levine: i'm like i'm like

00:42:18.170 --> 00:42:47.859 Aaron Levine: we got a We got to put this policy in place we got for him. He's like all right. Don't ever tell him about it. One of those where he bought. We bought the insurance on the side uh to make sure that they had it and not go with. You know they're They're the restaurant that hasn't been sued for wrongful termination or harassment. Yet right. You get what you get when you when you when you expect it when you go there. I guess kind of thing. But you know, if a customer was felt, threatened, or in danger, you know they could retaliate with

00:42:47.870 --> 00:42:49.990 Aaron Levine: uh with, with legal action. So,

00:42:50.000 --> 00:43:18.889 Aaron Levine: as an employer, you just want to protect yourself from all things that you should protect yourself from, because you don't want to lose your business, or your home, or your assets, or anything else over one of these cases where you are then stuck, defending yourself against something that happened, and then you can't afford your legal bills. And what do you do? You have no choice but to, you know, to close the business at that point and hate to see anybody have to really go through that. Um, You know we we We saw a lot of claims during Covid

00:43:18.930 --> 00:43:38.790 Aaron Levine: uh Rock full termination whistleblower, you know people are afraid to go back to work. People afraid to go to work. I think there's a huge spike during Covid, and it's changed a lot of the policies that we write today, mostly in mostly in premium and deductible right? We've seen the premiums go up the deductibles go up um,

00:43:39.130 --> 00:43:53.059 Aaron Levine: you know the coverage, the base coverage of first party, Third party retroactive you know, and wage, and our sub limits have pretty much stayed the same. Um, But there's definitely been some changes in the marketplace,

00:43:53.560 --> 00:44:03.319 Employment Law Today: and to either have, and the environment that we're in, you know, like all the things you know, that. Um: Well, we're actually a commercial break. When we come back i'll ask you about how, in terms of

00:44:03.330 --> 00:44:33.319 Employment Law Today: any trend that you foresee, based on changes in the workplace. Now we've got a work from home workforce going on. We've got. You know, the good resignation we've got this phenomenon called quiet quitting. Um. I did a couple of webinars, and how this impacts employer litigation risk, but when we come back i'd love to hear your take on it, and also just you know we'll talk about your agency, what you do. So stick around folks you're here listening to or watching employment law today. I'm. Your host, Derek, sovereign and our guest tonight, Aaron the bean ceo founder of the o

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00:46:06.970 --> 00:46:17.089 you're listening to talk radio. Nyc: at Ww: Talk radio, Andyc. Now broadcasting twenty, four hours a day.

00:46:37.620 --> 00:46:54.759 Employment Law Today: Welcome back to.

00:46:54.770 --> 00:47:18.710 Employment Law Today: And you know, in these times. Really, we're seeing someone talking about what it is, what a cover is, what it protects. And so I want to ask our question about some recent changes in the workforce. I've been very busy with lot of employment law consulting compliance with my business on practice in terms of just all the changes in the law that i'm wondering on from the insurance perspective in terms of claims.

00:47:30.730 --> 00:47:46.290 Aaron Levine: Yeah, it's. It's a great question. Um. And and i'm going to be short. On On answering it, I I I think there's a a push to bring some people back to to the office place, especially in New York City. There's a push

00:47:46.300 --> 00:48:10.830 Aaron Levine: for some shared time. Uh, I live in a commuter town, so to speak, and I have a lot of friends that have to get on the boat uh two or three days a week now to go back into into Manhattan, which I think is good at being together uh brings creative opportunities super important for that pushing. But as an employer, you know, when we picked up our phones and our laptops in March of two thousand and twenty.

00:48:10.840 --> 00:48:24.549 Aaron Levine: I downsized my office space, and I allowed my employees to make a choice when it was uh uh uh acceptable to them come back whether they wanted to come back in person or work from home, and everybody's mostly stay home.

00:48:24.680 --> 00:48:41.180 Aaron Levine: And so I have limited people in the office on occasion, for one on ones and group activities, and we try to get together for a social event. Uh, once every other month or so, you know. So be between the way that i'm operating my business, you know. I

00:48:41.190 --> 00:48:50.609 Aaron Levine: want to make sure that my employees are comfortable. I know some people that have moved to Florida and their companies are doing the call back. I'm. Curious to see how those

00:48:50.620 --> 00:49:14.799 Aaron Levine: uh situations uh work out. Those are the companies that are going to be calling you for advice because they're not going to know how to handle it. You know. There's quite a few tricky situations out there, and then there's going to be exceptions made for some. And why did you make an exception for that person and not for me? Um! So I see a lot of issues, and

00:49:14.810 --> 00:49:32.409 Aaron Levine: you know I see some some strong negotiating occurring between employees and employers to find that common ground it's when you're not flexible, and you're not working together. An employee employer Um, That situation is going to rise unless it's a hard stance employer base

00:49:32.420 --> 00:49:42.020 Aaron Levine: and you know that. Then you're gonna take what's gonna take what's gonna come right? Um. So there's definitely some issues great resignation.

00:49:42.030 --> 00:50:11.959 Aaron Levine: Everybody short on labor, right? Everybody right now, regardless of the industry, whether it's professional service uh bus companies, right? Where's the bus drivers? Uh, you know They got in my head Big time bus drivers, and uh, you know, and and restaurant and hospitality space for short on cook for sure. On servers we run a lot of insurance in the hospitality space I love ensuring restaurants. It's it's kind of my, my, my niche,

00:50:11.970 --> 00:50:21.249 Aaron Levine: and they are in high need of employment practices, liability insurance because it's, maybe not you as the owner. It's the manager that does something

00:50:21.260 --> 00:50:40.450 Aaron Levine: stupid. Um makes that mistake where you get to for not protecting the the the under employee as well. So i'm gonna let you, you know. Take a minute and speak on the great resignation of where you see see things going also. Curious? Sure, you know absolutely. I I definitely see an increase in potential risk of flames. I think that

00:50:40.460 --> 00:51:08.219 Employment Law Today: Number one, I think, with the work of home, For example, you've got different States laws apply around, paid leave and around who can come in, and what circumstances? One accommodation request looks slightly to stay home based on disability. That's the factor. Um, I think that you have a lot more conflict and disputes between employees and employees. We have a clash of interest, and I think that often will bring the risk uh increased risk of lawsuits. Um. With respect to the resignation,

00:51:08.230 --> 00:51:13.650 Employment Law Today: What I found notice is that when people are resigning in, say to numbers,

00:51:13.660 --> 00:51:43.479 Employment Law Today: if they don't have the job lined up for same. Some might think. Well, I've got nothing to lose by making a clean, clean up postal work. Environment claim a constructive discharge and see what sticks, and so they might be trying to negotiate. Use that claim to leverage higher severance. And again, i'm not trying to imply that there are no situations that exist down the ones of people being pushed out of work for abuse, and there's no use to that toxicity uh races of the workplace, but I do see that. Um,

00:51:43.490 --> 00:51:59.469 Employment Law Today: because there are more and more, I guess there's more room for classes, Aaron, and therefore more chances for litigation, which means i'm getting more calls and um, But I could call you and tell my clients to kind of see which means you to a final question for you, which is like how this Lg insurance agency

00:51:59.480 --> 00:52:07.849 Employment Law Today: work with business owners, and also what methods or philosophies distinguish you from the other. You know insurance consulting firms.

00:52:07.860 --> 00:52:35.960 Aaron Levine: Yeah, you know. Um, I tell everybody i'm a simple guy, right? I'm available right? I just make myself available. Um, I create time for for people who who are then worth my time. Um and potential business owners are worth my time, and I love to have initial conversations. I have a great team to handle, setting up the insurance products behind it. Um! And then but leading the charge. But I love speaking with, eh? Employers

00:52:36.110 --> 00:52:49.209 Aaron Levine: long before there is an issue. Right, let's get to it early. Um! And we can also review current Api policies and make some recommendations or some changes um and and and see what might be better for

00:52:49.670 --> 00:53:02.200 Aaron Levine: for you as an employer, Right? Every business owner, every business is gonna be have a different risk tolerance level uh, when it comes to coverage uh coverage amounts coverage,

00:53:02.290 --> 00:53:12.989 Aaron Levine: breath, and also the deductible that comes with it. So there's a lot of different things that we could do, and we have the availability and the ability and the knowledge

00:53:13.000 --> 00:53:28.339 Aaron Levine: to understand how those things work. You know, I said earlier, talk to your local insurance. Is that your professional that you rely on for everything. He might not be an expert. She might not be an expert. You know That's where

00:53:28.880 --> 00:53:31.309 Aaron Levine: agents that work with. You

00:53:31.320 --> 00:54:00.470 Aaron Levine: have that additional resource, You know where I can shoot you a text, Eric. I've got this question: How should we maybe approach this? We get a little bit of free advice in there, right your knowledge to be able to help somebody proactively, and then in turn, you know they they may be through services at at at some point. Um, So we want to just consult. We want to be there for the employers. Uh, I don't want to just sell unemployment practices, liability policy to you.

00:54:00.580 --> 00:54:14.830 Aaron Levine: It's not worth my time or effort or my risk to have a single piece of the pie. I want to make sure we're working on the full program, and then also put some of those value added pieces in there like the mineral um.

00:54:14.840 --> 00:54:27.440 Aaron Levine: The relationship to help you with employee handbooks. If you don't have that already set up through another relationship right cost you money. I pay seven thousand dollars already this year. We're using that services to give it away for free

00:54:27.450 --> 00:54:40.769 Aaron Levine: i'm paying for it so that I can then give it away. And I love being able to do things like that Um! To differentiate myself, like you said, being able to offer services and consult

00:54:40.780 --> 00:54:53.659 Aaron Levine: and guy and risk, manage, manage, risk or mitigate risk. However, we want to put it to at the end they we don't want to claim. That's the worst thing that we could have. We want good insurance, but we never want to use it.

00:54:53.670 --> 00:55:04.920 Aaron Levine: I think everybody wants the best, uh, you know. But if you buy the cheapest, you're not gonna have the best. So you want to make sure you have the right value. Mix in the middle.

00:55:04.930 --> 00:55:25.240 Employment Law Today: That's the right setup for your business. Sounds great. Aaron really sounds truly terrific. I'm glad that you're sharing this with us today. We've got about two and a half minutes left till the end, so i'll turn the forward to you to also share about any uh podcast or how we can contact you. A website, you know. Kind of information upcoming events. The floor is yours.

00:55:25.450 --> 00:55:54.589 Aaron Levine: Yeah, I'm: I'm leaving right now headed to an effect. Um, you know I'm not working a lot down in the Jersey shore. I'm headed to Atlantic City to do a networking an event that i'm sponsoring for for real estate contingency. Uh. But I have my podcast. It's the dot dot and insurance podcast, because we're talking about a lot of other topics besides insurance. And Eric I'd love to have you as a guest one of these days. I think we we need to continue this conversation because we have so much more that we can talk about

00:55:54.600 --> 00:56:14.040 Aaron Levine: uh or find me on Instagram. We do a lot of fun stuff on Instagram at Luxury group ins um same thing on Facebook, and then Aaron Levine on on Linkedin it's, c. I. C. Mba um. My linkedin is handsome up. Can I ask any questions that you might have, and I'm: I'm: happy to share.

00:56:14.220 --> 00:56:44.129 Employment Law Today: Hmm. Excellent. Yeah, You know. Great deal of information i'd love to be against that your podcast as well. I think this is the conversation definitely worth continuing. And um, you know, want to thank you again so much for being here in the show of us tonight. Uh, which is the really great conversation it's. I was saying to you at earlier. It's amazing how the time flies. People up and ask me, What can I cover in? Uh, you know we have a whole hour. I'll never get this There's not this kind of error to fill, and then these topics are so important, and they're just so rich in a day.

00:56:44.140 --> 00:57:12.600 Employment Law Today: So I want to thank you again, Erin, for being on the show this are in the meetings Um, the Ceo of the Og insurance agencies to reach Aaron and all the uh places you mentioned on social media. And this website, and when we come back next week we have more guests to discuss some interesting, compelling issues and topics today. So if you like the show tonight. It sounds interesting. Tell your friends or your colleagues, or your family to your clients, to tune in Tuesday night at six Pm. I'm sorry. Five Pm.

00:57:12.670 --> 00:57:26.979 Employment Law Today: Uh to six Pm. Uh Eastern state of time to I two to six o'clock for some ratios also after this. But um for that I want again. Say our So I was just thinking with you, my friend, have a wonderful evening, all the best to you and your family, and

00:57:26.990 --> 00:57:32.740 Employment Law Today: wishing everyone here a great night and a good week. It will be back next week on top radio in Myc:

00:57:32.860 --> 00:57:34.009 Thank you.

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