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3342 Kori Road
Jacksonville, Florida 32257
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(904) 268-7310
3342 Kori Road
Jacksonville, Florida 32257
(904) 268-7310
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That depends. Liability protection that you carry for personal injury and property damage will provide some protection while you are driving the rental car. Damage to the rental car would be covered under Collision and Comprehensive Coverage, if your policy has it. The rental car company may also try to recover damages for lost income while the rental car is out of service. Your auto policy may or may not protect you against this claim; the best way to know is to look at your policy or ask us to review it for you. Credit card companies often provide protection against these kinds of rental car claims so you should check there to see what the provisions and restrictions might be. Finally, you can purchase a Collision Damage Waiver - CDW - from the rental car company. This isn't actually insurance but a release from financial liability you might otherwise be charged with as a result of damaging the rental car. The CDW is expensive at $8 to $12 a day. This would amount to over $4,000 a year for very limited coverage. Still, if you do not have protection via your auto policy or credit card, paying the CDW over a few days may be preferable than being personally accountable for $15,000 or $20,000 or more to replace the rental car.
You can file a claim several ways. The best way is to contact the insurance company directly. For contact information by carrier, click here. You can also complete the File a Claim form on our website or call us.
Your policy will normally adjust for differences in other state requirements if you have the required minimum coverage for your state. Personal automobile policy protection is only applicable in the United States, US territories and possessions and the provinces of Canada.
That depends. A business auto policy by itself won't extend protection to rented autos unless you have amended it. You can get protection for situations where you rent autos if you add Hired Auto Liability and Physical Damage coverage.
The claim process has a few variations but these are the essential steps once the claim has been submitted to the insurance company:
It is the responsibility of the insurance company to settle and pay your claim and the responsibility of our agency to make sure that is done as quickly and fairly as possible with a minimum of uncertainty and bother for you. We monitor claim progress closely and communicate with you throughout to make sure you are satisfied.
If you own, lease (long term) or finance your vehicle then you will file a claim with your insurance company. You will have to pay any deductible amount. Payment for your loss will include payment to the finance or leasing company, if any. If you cause damage to other vehicles or property, your insurance company will handle that with little or no involvement on your part, in most cases.
In most cases the other driver's insurance policy would respond and reimburse you for damages to your vehicle, property or injuries. In some cases, as when you or your passengers are injured and the other driver has inadequate or no insurance, coverage from your own policy may apply (Uninsured or Underinsured Motorist Coverage).
Generally the answer is no. One claim is not a cause for concern on the part of insurance companies. But a pattern of claims may result in a premium increase or cancellation. So if you have a claim that is the third in three years, for example, that will be viewed differently than having one claim only. Individual claims that are suggestive of gross negligence can also result in significant premium increase or cancellation. An example might be an auto accident accompanied by a reckless driving or driving under the influence conviction.
Your automobile policy protection is extended to anyone you grant permission to drive your car. You do not need to explicitly provide permission, the other person only needs to have a reasonable belief that they are driving with permission.
Many natural disasters, such as hurricanes or tornadoes, are covered in a homeowner policy. Others, like earthquake and flood are not. Let us know if you have any concerns about your protection from loss due to natural or even man made disasters; we'll be happy to review your insurance program and let you know what, if any, changes you might want to consider.
The association master policy is for coverage to the structure, which you don't need. However, to get protection for your own possessions and for legal liability related to your own unit, you need your own policy. Many condominium associations will assess unit owners for master policy deductibles. That's another reason why it is important to have your own policy and why it is important that the coverage in your policy match up well with the association master policy.
A standard homeowner policy provides coverage equal to 10% of the limit for Coverage C of a homeowner policy or $1,000, whichever is greater. This coverage is useful for protecting you while traveling and for other temporary situations. If you have property in excess of these amounts away from home or property that is kept away from your residence premises for extended periods, you should consider additional protection.
The 10% limitation for household property, is for property at an Insureds Residence Premise......There is no limitation for property carried on vacation or stored in a storage unit. (except whatever the contents limit is on the property)
Homeowner policies specifically exclude reimbursement for damage caused by flood. Your home may be a significant distance from a major body of water but still be exposed to flood risk if your home was built in a flood plain. The National Flood Insurance Program has a flood risk indicator on their website. All you have to do is enter your property address and you will get an indication of the degree of flood risk you face. Our agency can get flood coverage for you. For an indication of the cost, the National Flood Insurance Site also has a 'quick quote' table of premiums to give you an idea.
Renters policies provide several benefits. A renters policy will provide compensation for many types of loss to your personal property. Renters policies also include liability protection. This can be especially important because a fire, caused by your negligence, could damage a large number of other rental units and the property contained in them. Liability coverage will normally cover your legal obligations to compensate other parties in cases like this as well as for other instances where you are legally liable for damage of loss.
Typical policies provide coverage for you and relatives that live with you. So, if your roommate is not a relative you will not be protected under his or her policy. Renters policies are very affordable, starting at not much more than $150 a year and they provide liability protection as well as coverage for your personal possessions.
That depends on the kind of business you engage in. All businesses need basic liability to protect them against acts of owners or employees for which the business might be considered legally liable. Professional service providers often need special liability protection. Examples might be professional liability protection for lawyers, doctors, architects or software designers. Another example are businesses that manufacture or distribute a product; they typically need product liability protection. It's always a good idea to review the kinds of liability exposures your business might have when updating or initiating an insurance program.
Businesses that own autos or use non-owned autos in the conduct of their business will probably need a business auto policy.
All businesses have property which can be divided up into several categories: office or other equipment, inventory, real property, etc. and it is a good idea to think about your ability to replace any damaged or lost property in these categories. If the possible amount of loss exceeds your comfort level then insurance might be a good alternative.
You also need to think about how long you could afford to be out of business. Insurance, known as business interruption insurance, can pay suppliers, salaries and other costs you might incur even if your business income were to be interrupted by a covered cause of loss.
If you have a homeowner policy your boat might be covered but there are limitations. Automobile policies do not extend coverage to boats. Boat coverage can sometimes be increased by modifying a homeowner policy but a separate boat policy may be needed.
You should review all of your insurance needs at least once a year. If you have a major life change, you should contact your insurance agent or company representative. The change in your life may have a significant impact on your insurance needs. Life changes may include:
Source: Insurance Information Institute www.iii.org
The Internal Revenue Service acknowledges that a PEO may be the employer for federal income and unemployment taxes. Seventeen states provide some form of licensing, registration, or regulation for PEOs. Moreover, many states statutorily recognize PEOs as the employer or co-employer of worksite employees for purposes of workers' compensation and state unemployment insurance taxes.
A PEO may sponsor employee benefit plans for its worksite employees. Such benefits are either mandated by law, such as workers' compensation and unemployment benefits, or voluntary, but desirable in attracting and retaining quality employees, such as health, life, dental and disability insurance. PEOs are consumers of insurance and procure these benefits from licensed insurance agents and authorized insurers.
PEOs work equally well in union and non-union workplaces. The National Labor Relations Board (NLRB) recognizes that, in co-employment relationships, worksite employees may be included in the client employer's collective bargaining unit. Where a collective bargaining agreement exists, PEOs fully abide by the agreement's terms. PEOs endorse the rights of employees to organize, or not organize, according to standards of the NLRB.
As co-employers, the PEO and small business owner become partners in the employment of their workers. The client retains ownership of the company. As co-employers, the PEO and client contractually share or assume employer responsibilities and liabilities. The PEO assumes most responsibilities and liabilities associated with a "general" employer. The client usually retains those rights and responsibilities associated with "special"employers. The PEO assumes a real and factual employer role. PEOs are responsible for payroll and employment taxes, maintaining employee records, reserve the ultimate right to hire and fire, and have the authority to resolve employee disputes. By shifting these responsibilities to the PEO, the client gains more command of the "core" revenue generating aspects of their business.
In the relationship among a PEO, a worksite employee, and a client company, there exists a co-employment relationship in which both the PEO and client company have an employment relationship with the worker. The PEO and client company contractually allocate some and share other traditional employer responsibilities and liabilities. The PEO assumes responsibility and liability for the "business of employment" such as risk management, personnel management, human resource compliance, and payroll & employee tax compliance. The client company manages product development and production, marketing, sales, and service. The PEO assumes and establishes an employment relationship with the worksite employee and provides a complete human resource and employee benefit package.
It is estimated that 2-3 million Americans are currently co-employed in a PEO arrangement. PEOs are operating in every state, and the industry has grown between 20-30% per year. Today, there are approximately 2,000 PEO companies who are responsible for over $18 billion in employee wages and related human resource and employee benefits.
No. In fact, a PEO arrangement is often the only opportunity for a worker of many small businesses to receive Fortune 500 quality employee benefits like health insurance, dental and vision care, life insurance, retirement saving plans, job counseling, adoption assistance, and educational benefits.
Workers are never fired by the client business and rehired by the PEO. Instead, a worker becomes an employee of two employers in a contractual co-employment relationship. The PEO assumes employer responsibilities and liabilities for the human resource and personnel obligations of the worksite employees. This responsibility includes the employees wages and employment taxes, workers' compensation and unemployment insurance, and employee benefits. The small business retains employer responsibilities and supervision for the production of the products or the delivery of services.
A professional employer organization (PEO) is a company which contractually assumes and manages critical human resource and personnel responsibilities and employer risks for its small to mid-sized businesses by establishing and maintaining an employer relationship with worksite employees.
A temporary staffing service recruits employees and assigns them to clients to support or supplement the client's workforce in special work situations, such as employee absences, temporary skill shortages, or seasonal workloads. A PEO contractually assumes and manages employer responsibilities for all or a majority of a client's workforce. Industry ratios identify the PEO arrangement as a long-term relationship with nearly 90% of our clients and worksite employees remaining with the PEO for a year or longer. Worksite employees participate in the PEO's full range of employee benefits including, health, dental, and life insurance, vision care, and retirement savings plans.
American business is undergoing a fundamental change in human resource management, and the PEO industry is one response to market demands for change. The expertise required to manage the human resource elements of a small to mid-sized business has outgrown the experience and training of many entrepreneurs who started these small businesses. The PEO industry is demand driven as business owners seek solutions to the increasingly complex "business of employment." PEOs are one of the growth industries of the 1990s and of the next century.
PEOs provide worksite employees with coverage under the entire spectrum of employment laws and regulations, including federal, state, and local discrimination laws, Title VII of the 1964 Civil Rights Act, Age Discrimination in Employment Act, ADA, FMLA, HIPAA, Equal Pay Act, and COBRA. In some cases, these laws would not apply to workers at small businesses without the PEO relationship, since many statutes have exemptions based upon the number of workers in a work force. Once included in the PEO's workforce, the workers are protected by these laws.
As the employer for employment tax and employee benefits, PEOs assume responsibility and liability for payment of state unemployment taxes, and most states recognize the PEO as the responsible entity. A few states require the PEO to report unemployment tax liability under its clients' account number, and four states have laws that hold the client and PEO jointly liable for unemployment taxes.
PEOs assume responsibility and liability for payment of wages and compliance with all rules and regulations governing the reporting and payment of federal and state taxes on wages paid to its employees. The Internal Revenue Service recognizes the PEO as the employer for federal income and unemployment taxes, and case law affirms the principle that the PEO is responsible for payroll taxes.
Many states recognize the PEO as the employer of worksite employees for purposes of providing workers' compensation coverage.
The average client customer of a PEO is a small business with 16 worksite employees, though larger businesses also find value in a PEO arrangement. These small business customers include every single type of business from accountants to zoo keepers and every profession in between including doctors, retailers, mechanics and more.
Small business owners want to focus their time and energy on the "business of their business" and not on the "business of employment." As businesses grow, most small business owners don't have the necessary human resource training; payroll and accounting skills; knowledge of regulatory compliance; or backgrounds in risk management, insurance and employee benefit programs to meet the demands of being an employer.
Workers seek financial security, quality health insurance, a safe working environment, and opportunities for retirement savings. PEOs may provide Fortune 500 quality employee benefits including, health insurance and 401(k) savings plans, and aggressive workplace risk management. Job security is improved as the PEO's economy of scale permits a business to lower employment costs. Job satisfaction and productivity increases when workers are provided quality human resource services like employee manuals, grievance procedures, and improved communications.
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