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Best In-Class Business Insurance for Technology Firms & IT Consultants
Business owner responsibilities include choosing an accountant when the business’s finances are in need of expert help. Sometimes you just want to improve the financial function of your business overall. Or perhaps your accounting software isn’t providing the type of data you need to grow your business.
No matter what the reason is for needing an accountant, you’ll want to take the right steps to ensure you hire the best one for your business. It is a critical decision, since you’re trusting the new accountant with the financial health of your business.
Here are 3 steps that will set you in the right direction.
The first step is choosing the type of accountant you want to hire. The proper accountant can help a business with not only tax returns, but with longer term tax planning, business planning, networking, and even personal tax planning.
Before you can find the proper accountant, you need to determine if you need an inside (in-house) accountant or an outside one (firm).
Small business owner responsibilities increase when there is a growth in revenue and transactions become more complicated. An accountant is needed to take care of all the increasing financial issues. Since an outside accountant’s fee grows with the size of the business, you may see some cost savings by bringing some of the work in-house.
An inside accountant’s duties usually include:
An accounting firm will offer an hourly rate schedule. There may be different rates for different accounting functions depending on the level of complexity and who in the accountant’s firm is actually performing the tasks.
An accounting firm usually handles the following accounting functions:
The process of hiring an accountant can include choosing one with key qualifications that are specific to your company’s needs. An accountant mainly handles financial statements, analysis, and bookkeeping, but there are additional factors to consider.
A Certified Public Accountant (CPA) has an undergraduate degree, has taken the exam, and has met the experience requirements for state certification.
In addition to a CPA, a Certified Management Accountant (CMA) is trained to meet the demands of today’s accounting requirements in addition to participating on the company’s management team.
Young, growing companies in particular want an accountant who can help them manage financial business performance and have responsibility for the internal control function. A CMA is preferred in this instance.
The array of accountants and firms to choose from can be daunting—from sole practitioners to national, marquis firms. Some businesses feel more comfortable employing a large, name-brand firm.
Most importantly, you must decide what makes you comfortable as a business leader. You may feel more at ease with face time with a partner in a smaller firm.
Your decision on what qualifications to seek in an accountant must also take into consideration what services your business needs from an accountant. Maybe you only seek a firm to prepare your tax return and compile end-of-year financial statements.
But if you also want tax and financial planning advice, or retirement planning advice, you may need to seek someone with those particular qualifications or background.
Now that you have chosen the type of accountant you need and with certain qualifications, you can begin your search. Once you have narrowed down the candidates, you can conduct reference checks and interviews.
Small businesses cannot really afford to make a hiring mistake—especially when it comes to accountants. The accountant will have access to the company’s books, records, and other proprietary information.
Thus, conducting reference checks is very important during the hiring process. As a business owner, you must perform due diligence before making a decision that will greatly affect your company.
It is also imperative that you take the time to interview the individual candidates or firms. Check candidates in depth to see if they have experience in your industry, your size of company, and software sophistication.
Choosing an inside or outside accountant is a crucial part in your business owner responsibilities. You want to strengthen your business’s financial functions, improve its management reporting, and position it for growth. Therefore, taking the right steps to finding the right accountant for your business is a mountain worth climbing!
Every business, large or small, needs to protect itself from unfortunate or downright catastrophic losses. As it does for all things valuable—including your car, home, and even your life—insurance offers peace of mind and financial protection in times of trouble. Insuring your business is a smart move, as it can mean the difference between staying in business and going bankrupt.
The most common benefits of business insurance such as property loss, workers comp, and errors and omissions are well known, but you may be surprised by some of these loss coverages that a comprehensive policy affords you.
Legal liability coverage typically comes in two forms, general and product liability, with general liability covering business-related injuries due to company negligence, whether on or off company premises. Product liability covers issues that arise due to inadequate services or defective merchandise.
Litigation is a time-consuming and expensive ordeal. Whether your company is found liable due to a court decision, contract violation, or legal statute, liability insurance is available to protect you. Basic liability insurance covers the costs associated with these liabilities, and a comprehensive general liability policy covers accidents and injuries involving a company employee.
While such policies generally cover medical expenses, attorney fees, and court fees, they do not cover product liability. For that, you need a separate policy.
No one likes to think about the possibility that a key employee may suddenly become disabled or die, but it is important to prepare for such an event so your business not only survives, but continues to operate smoothly. It’s true that life goes on regardless of loss, but the loss of a key person is not just a human tragedy—it can also result in significant financial loss for a company. Key person insurance helps mitigate any such losses.
The Internet is a major business tool for most companies today. If your business’s Internet presence is disrupted by hackers or another breach, an e-business insurance policy protects you from revenue loss, theft of data, securities, software, and computer resources. It can also afford protection against loss of reputation, libel and public disclosure of private information. It can even cover the cost of consultants you’ll need to hire to both stop the attack and devise a plan for future attacks.
Data breach coverage assists in regulatory requirement compliance and is also available for defense and liability expenses in the event of a lawsuit due to a breach.
One of the best benefits of business insurance on offer today may be business interruption protection. Most basic policies do not cover the indirect costs associated with losses, such as fire or flood. If your business suffers such a loss and has to close down completely, your general policy may cover repairs to the building and equipment, but it will not cover loss of income during the time it takes your business to recover or rebuild. You may be left with no income to cover normal expenses like salaries, benefits, and taxes, or even rent on a temporary location.
Quickly resuming business after a disaster is essential. Business interruption coverage will protect you from loss of revenue you would have made had the disaster not occurred, and covers operating expenses such as utilities and rent that may continue even as your income stream is disrupted.
A Business Opportunity Plan (or BOP) acts as a starting point for many small businesses that require liability insurance. It allows your business to build a custom policy to cover specific areas in which you may suffer a loss. Primarily meant for “low risk” business, some common BOP coverages include:
Finally, if you have a home-based business, your homeowner’s insurance is typically not sufficient to cover most business losses, so additional protection through a business policy is required.
The benefits of business insurance cannot be underestimated. The cost of insurance premiums is often offset by a tax deduction, so it’s just about always worth investing in a business insurance policy. To help you protect and maintain your company’s financial health in times of trouble, the SBA offers tips for buying business insurance.
If you don’t know a Form 1099 from a W-2, you and your business could be at risk. Each form has a different purpose, and employers have to handle each in its own way based on how the IRS lays out firm business owner responsibilities—and penalties.
The IRS calls its Form 1099-MISC an “information form” because it informs the IRS and the payee of monies paid as income other than wages, salaries, and tips. It is most commonly required of and used by employers who work with independent contractors.
As a business owner, you must prepare the 1099-MISC for anyone you have paid:
Using the 1099-MISC, you must report compensation paid under the following conditions to the IRS and to the recipient:
How and when the payee files their copy of the Form 1099-MISC is their responsibility, but you, as the business owner, must prepare and deliver the form by the end of February following the tax year in which the money was paid. If your business fails to issue the form on time, it faces penalties ranging from $30 to $100 for each form (depending on how long it takes for the business to issue the form). If the “failure” is intentional, the penalty increases to $250 per statement.
The W-2 Form is a wage and tax statement business owners must provide to their employees for income paid for services performed. This includes any non-cash payments of $600 or more. The form reports:
Withholding is determined by the W-4 Form completed by the employee at hire (and revised periodically to reflect current status). The W-4 authorizes the employer to withhold taxes for a specified number of dependents. The taxes are withheld and paid regularly to the respective taxing authority.
Conscientious and accurate filings are among your business owner responsibilities. So the W-2 Form serves to provide the employee with a record to verify the withholding and deductions along with his or her annual personal report to the IRS.
The W-2 contains a number of boxes and codes designating the relevant income, taxes, withholding, and government agency. It is issued in six copies, some or all of which will be filed by the recipient employee. Payroll software and electronic filing make this otherwise cumbersome task easier.
Employers must mail the W-2 Form to employees no later than January 31 and to the IRS with the summarizing W-2s no later than February 29. Employers may request an extension, but requests are not often granted. If you cannot file the forms on time but can within 30 days, your business is subject to a penalty of $30 per form. Where the process is completed after March 30 but no later than August 1, the fine increases to $60 for each W-2. Failing to meet the August 1 date raises the penalty to $100 for each form to a maximum of $1,500,000. While these penalties are proportionately lower for small businesses, the impact is proportionate as well.
Business owners must comply with the filing regulations imposed by the IRS, Social Security, Medicare, and other taxing agencies. Absent cooperation, they face significant penalties. Any qualified payroll, accounting, or business adviser can help you fulfill your business owner responsibilities with regard to the Form 1099-MISC and the W-2 Wage Statement. But the litigation and penalties arising from mischaracterized independent contractors and under-reported overtime mandates your alert oversight.
The hiring process can be a necessary but exhausting task. While it may be difficult to find the best employee to work for you, after you’ve done so, keeping them requires a bit of work. You have to obtain the correct documentation such as tax and insurance forms, purchase the insurance that is required by law for you to have, and maintain the appropriate regulations that have been determined the government.
From interviewing to creating an employee file, taking all the right steps will lead you to a successful employee-employer relationship without negative legal consequences.
The law states that an employee is any person that is hired for either a wage or salary in exchange for work. It differs vastly from that of an independent contractor, because the employer is responsible for any liability insurance in case they are injured on the job, as well as upholding any labor or age restrictions.
Before you hire an employee, you schedule an interview either on the phone or in person, or a combination of the two. Request that they bring the following with them to expedite the process.
Once you have decided to hire the person as your new employee, there are several forms they need to fill out and forms you need to file on their behalf.
Both independent contractors and employees must sign a contract when starting to work. They differ in scope, and an employee contract usually focuses in on a long-term arrangement versus short term:
When you have employees working for you, you must have insurance. This refers to liability, injury, and damage insurance, as well as personal health insurance benefits. Some states require you provide your employees with health care, others do not, so make sure to follow up with the provisions set forth by your state. When it comes to all other kinds of insurance, it is best to have more than what you think you might need. If someone is injured on the job, you are responsible for paying for their care.
Employees are required to record payroll and supply the IRS with tax documents for all their employees. Both W-2s and W-4s are needed, and are relatively simple to fill out. Keeping on top of this will be helpful when you submit your own tax forms, as well as making it easier on your employees. The IRS charges fees if the information isn’t submitted or is incorrect, so implement the correct procedures, or hire an associate to handle all tax related situations for you.
Now that you’ve finished all parts of the hiring process, obtained all documentation, and submitted your tax forms, your employee can begin to work for you. Make certain to keep all records up-to-date and make any adjustments that are needed as you go along. The government has strict rules that you should follow, but it also makes for a healthy employee/employer relationship to do everything mentioned.
The Internal Revenue Service defines an independent contractor as “a business owner or contractor who provides services to other businesses.” They are responsible for their own social security, taxes, and retirement and health insurance plans and are not entitled to company coverages. If you choose to hire an independent contractor, you have to stay on top of the regulations set forth by the government.
There are stipulations, both relating to taxes and penalties, set in place to maintain what an independent contractor can do, how they get paid, and more. There are specific documents that you need to obtain from the independent contractor(s), as well as documents that they need to fill out so you can remain within the realms of the law. Taking the appropriate legal channels and completing the correct forms is a safe business practice.
Prior to hiring, either during an in person or over the phone interview, ask the independent contractor for the following information; this step will help you verify their legitimacy.
After you’ve decided to hire a contractor, ask them for the following information, forms, and documents to verify if the contractor is legitimate.
Since the contractor works for your company on a service-rendering basis, it is vital to have a written contract stating the terms of agreement; this helps if there is ever a future dispute.
Independent contractors are held within a different bracket when it comes to paying for their taxes. An employee shares the responsibility for social security and Medicare with their employer, where a contractor is responsible for it on their own. As a hiring professional within a company, you must provide the IRS with tax related forms for any independent contractors and employees that are working for you, and the documents are not the same. Keep them separate, but make sure to have all the documents filed so you don’t get audited or have to pay any unnecessary fees.
After you’ve finished the interviewing process, and have obtained all relative documentation, you should submit all necessary tax forms to the IRS within the allotted time period. Hiring an independent contractor allows you to have the services rendered that you require, when and how you require them. However, the government has strict rules on how the contractor works with you, and following these rules will keep you and your company safe from any kind of tax fraud liability.
Whether you operate a single-person LLC, have a small business with just a few employees, sell goods and services, or receive business contracts in other states, many states require you to have a variety of business licenses and permits before you can legally begin operations. In addition, you will have to register your business with federal, state, and local taxing authorities. In the United States, there are an estimated 40,000 licensing authorities. The business licensing requirements and permits vary by jurisdiction and by industry.
Starting a new enterprise or managing an ongoing concern involves so many activities that you must carry out, from registering a fictitious business name to registering for business taxes. All levels of the federal, state, county, and municipal government have some kind of business license, permit, and tax regulations. Licenses and permits have three primary purposes:
With so many departments and agencies involved in the administration of businesses across nearly every sector, the licensing and permitting requirements can become a bit daunting. You must perform a meticulous investigation the licensing and permit requirements that affect your industry. Do not ignore these important regulatory details. Being out of licensing and permit compliance puts your business in jeopardy, and hit you with costly penalties and interest. Noncompliance may even temporarily shut down your operations.
Based on an array of factors, including the nature of your business, number of employees, and business locations, you will need several licenses and permits in order to conduct business in your location or territory. The following list is not comprehensive, but includes some of the most common kinds business licensing requirements:
Most business will not have to worry about federal licensing. The exception may be investment advisory services and radio and television stations.
Many states have licensing requirement based on certain occupations, including (but not limited to) doctors, nurses, consultant, insurance agents, real estate brokers, plumbers, electricians, building contractors, barbers, and cosmetologists. Contact your state government offices to get a complete list of occupations that require licensing.
If you operate within an incorporated city check with the authorities because you will likely need a license. If you are outside the city’s boundaries, you will probably need to comply with county requirements.
You will need to comply with IRS, state and local governmental agencies for applicable tax permits. This process starts with registering your business to receive a federal tax identification number.
If you plan to occupy space to work, you will likely need to apply for a Certificate of Occupancy from a city or county zoning department.
This is primarily necessary for businesses that handle medical care, food prep, child care, or other businesses where the body is exposed to outside elements.
If you plan to renovate your workspace or build a new building in order to operate a business, you will likely need a building permit from the local municipality or county.
Other types of permits include sign permits that control the appearance and/or location of business signs and fire department permits, which govern the public safety of business locations.
Make sure that you understand the different licenses and permits required for the jurisdictions where you intend to operate. Do not assume that certain licenses and permits do not apply to your business, For example, IT services companies or IT consultants operating in the State of Washington may be required to obtain taxing permits if they offer certain IT services.
Make sure that you complete the necessary due diligence so that you have the proper local license and permits in the state where you intend to do business. You can began your search online, but always verify the information you receive. The Secretary of State Office is usually a good place to start your search. Then, work your way to the county and municipal levels of government. Many business owners find researching the various departments to be a bit overwhelming and hire third- party services to simplify this the task of business licensing requirements.
Even if you are an experienced person operating a business in your chosen profession or industry, you will find it challenging to keep up with all of the licensing and permitting responsibilities. If you plan to open a new business or expand nationally, you must ensure that you identify the licenses and permits that you need to operate your enterprise legally.
Part of being a responsible business owner is knowing that sometimes you need legal help. If you lack expertise in law, hiring an attorney that is skilled in the regulations and statutes enforced on businesses is the best thing you can do for your business.
An attorney can inform you of up-to-date private and public laws that deal with merchandising, trades, and sales, keeping your business functioning smoothly without any major hiccups. They can also second as your personal attorney. Selecting a lawyer that’s not only skilled, but the right fit for you can take a little bit of research and time; however, the rewards show themselves immediately.
This is a very important part of hiring an attorney. Today, there are multiple ways to print out fake licenses for unsavory persons to hang up on their walls. This is why you must conduct a background search and contact your state bar association. Ask the lawyer to provide you with examples of their previous work history, cases, clients, etc.—anything that they can divulge without breaking client confidentiality.
Word of mouth is a large part of an attorney’s reputation. How the community as a whole views an attorney or firm can tell you a lot about them. Contact business associates and ask for recommendations, keeping in mind your particular business needs. They can shed some light on what is available in your area.
Focus on the following when vetting recommendations:
You’ll want to choose someone that knows the ins and outs of your type of business.
Don’t choose someone that already has a lot on their plate.
You have a budget you need to adhere to, so find someone that charges a fair price for excellent service.
Don’t stop your search after asking for recommendations. There are websites where you can plug in keywords that will give you a list of reputable attorneys for hire. The Internet also has client reviews, which can give you valuable insight and, at the very least, give you topics to address if you decide to interview that lawyer. A good attorney can think fast on their feet and will be able to address negative reviews.
Almost all lawyers and firms offer free or low-cost consultations to prospective clients. Narrow down your search and schedule a consultation to discuss your business, the needs that the attorney will fill, and what you would expect out of their service.
Also, ask them questions that are creative or out of the box to obtain a deeper understanding of how they operate:
Learn about the lawyer’s development.
Depending upon their answer, you’ll know if their goals align with your own.
This is pretty clear-cut. Are they passionate about the law? If so, it will show in the service that they provide.
Open the floor on what they view as responsible business practices.
Gauge their efficiency and ability to create creative solutions on the spot.
This is very eye opening and informative; be prepared to address what they say calmly and professionally.)
Utilize a few icebreakers; keep it professional, but also choose what will provide you with the answers you seek.
The most important thing to do is to select the business attorney that best complements your business. Incorporate all aspects of your research into your decision-making process: reputation, recommendations, credentials, fees, experience and expertise, and lastly, what you learned during the consultation process.
As a responsible business owner, you know that your business needs to be up to code and following all regulations, like licensure, to ensure that your business runs smoothly. A proper attorney, the right attorney, can show you the proper methods for taxes, sales, and profits; purchasing within your country and outside of it (international laws can be complex); and so much more.
Explore your options, get to know what is available to you, and choose the right fit!
When you or your business rents a venue for a special event, liability is a major concern for all involved. Many venues won’t do business with you until you provide proof that you’re insured for anything that might go wrong there—they want to be certain that if something does go wrong, they’re not the ones left holding the bag.
If you have an exceptionally generous business insurance policy, off-site events might be covered, but in the vast majority of cases, you’re going to need special event insurance. And even if you’re hosting an event on your own property, special event insurance might still be a smart investment.
Whether you’re scheduling a small party for a few investors or an after-hours celebration of a successful job for your entire company, there will always be issues of liability behind the scenes. When you take your event to a venue owned by a third party, those issues become unavoidable; special event insurance becomes mandatory.
The specifics of a special event insurance arrangement can vary wildly according to what you expect at the venue. An event featuring alcohol, potentially dangerous entertainment, or simply a large number of people will require a very different policy from a dry, safe, small event at a local park.
At the most basic level, you should expect to be required to obtain liability insurance, plus liquor liability insurance if alcohol is being served. But certain venues may require more, or you may wish to expand coverage to safeguard against potential losses.
There are many, many potential points of loss at a special event, but expanding your coverage can protect you against many of them. Consider obtaining coverage against:
If something forces you to suspend the event, you may be able to recoup some of your losses. Inclement weather, no-show vendors, and other surprises can cost you thousands, so it’s best to be secure.
Have a gift exchange, an expensive technical demo, or other valuables on-site at your special event? Be certain that you’re protected against loss and theft, as many venues wash their hands of liability.
Sometimes, deposits aren’t quite in line with the risk at hand. For events where you stand to lose disproportionate deposits, coverage from a third party can be a great idea.
If extreme weather, uncooperative vendors, or any other problem arises—which could cost you real, serious losses—a thorough special event insurance policy can be a lifesaver. You also get to relax and worry less about these issues when you’re thoroughly covered; a less stressed organizer is a superior organizer, meaning your event will be a bigger success with a lower likelihood of actually needing to rely upon any of these policies.
If you find yourself hosting an event at a venue without strict liability insurance requirements—likely because you or another involved party owns the venue—don’t ignore the possibility of unexpected losses. Consider investing in special event insurance as a safety precaution for your own sake.
Consider this: Venues insist upon coverage to protect themselves against damage, liability, and other losses. Why would you forgo those same protections when your company becomes the one potentially at a loss?
Depending on the situation, of course, your business insurance or other policies may protect you against these issues and more, but it’s important to check and confirm without assuming. If a guest causes damage, or gets injured in some unexpected way, being on the hook without recourse can turn a special event from a boon to boondoggle in seconds.
Many businesses find themselves viewing liability insurance as an unnecessary drain on their coffers, a mandatory waste of funds enforced from on high, but this is an attitude for the fortunate. If your business ever finds itself facing the expense of a successful lawsuit without the protections of special event insurance, you certainly won’t be glad you avoided an extra expenditure.
Just be certain that you’re acquiring appropriate, thorough, secure coverage for your special events. Watch for gaps where you need coverage most, be certain that you’re covered for the unusual circumstances unique to your event, and don’t assume the bare minimum is enough—for anything. The minimum required by law or a venue isn’t necessarily your best investment as a company looking at potential long-term outcomes.
Much as it may surprise many employees, letting go of staff members is one of the more difficult business owner responsibilities. While you may feel a sense of relief once you finally get rid of a “bad apple,” it probably won’t make up for the weeks, months, or even years you might have to deal with the stress and discomfort of the termination.
As any human resources professional will tell you, replacing an employee is an expensive and time-consuming proposition. Researching, recruiting, interviewing, conducting background and reference checks, and pre-employment testing all prevent you from focusing on the mission-critical tasks of running your business. Then your business has to accommodate a new employee because he or she doesn’t reach peak efficiency until fully trained. In addition, there’s the hidden cost of paying the new employee while your former employee may be collecting unemployment benefits, which essentially means you’re paying two people to do one job.
One of your business owner responsibilities is to manage risk and problem employees can certainly pose a risk to your business. You can minimize that potential risk if you remember the following:
Primary among your business owner responsibilities is to keep your head while everyone around you is losing theirs. A challenge at the best of times, it’s even more important when dealing with disciplinary problems. No matter how difficult an employee may become, it is pretty much guaranteed to get worse if you lose control. Words spoken out of anger can’t be retrieved, nor can actions taken in haste be undone. The problems caused by a difficult employee often pale in comparison to those that arise if the situation is managed poorly.
When it comes to troublesome employees, you will discover, if you haven’t already, that your business owner responsibilities include accurate and timely record keeping. Not only will documenting performance and/or behavioral issues assist you in keeping track of disciplinary matters, such information may become necessary to support your position in the event of an unemployment claim, discrimination charge, or wrongful discharge action. However, effective documentation requires more than simply recording incidents as they happen; it should also include:
If you are documenting a disciplinary action (such as a warning), have the employee sign that he or she received it. If the worker balks (which is common), simply state that they don’t need to sign on the front of the form but explain why they don’t wish to sign it on the back. You now have evidence that the warning was discussed with the worker.
The most important of your business owner responsibilities is to sustain your business. A problem employee can threaten that. This is why you should always have a witness at a disciplinary action meeting. “He said, she said” usually doesn’t end well for employers. In fact, in unemployment and discrimination matters, administrative hearing officers must construe the facts “in the light most favorable to the claimant.” If the worker refuses to sign a warning or write on the reverse side as suggested and you don’t have a witness that the meeting happened, the future of your business may ultimately rest on whether you are more credible than your employee. A witness can make all the difference.
It isn’t easy to deal with difficult employees effectively, but it is possible. More importantly, it’s necessary. And if you don’t? Expect headaches that may include an unemployment claim (which can increase your payroll taxes), a discrimination claim, and/or a very expensive wrongful termination lawsuit, not to mention morale issues among your remaining personnel.
No matter how diligently you carry out your business owner responsibilities regarding difficult employees, you won’t be able to prevent those people from taking legal action if that’s what they want to do. You can, however, increase the likelihood that you’ll come out on top and can keep taking care of business.
InsureYourCompany.com has earned the Registered Employee Benefits Consultants (REBC) professional designation from The American College Of Financial Services, Bryn Mawr, PA.
Gauri Gupta, ChHC, is an integral part of InsureYourCompany.com since she started as an employee benefits consultant in 2008. She is a leader in her field and was named one of United HealthCare’s top brokers in 2013, (News India Times march 7th, 2014) Always looking to improve service to our clients, she now is the Director of the Employee Benefits Division, helping business find the right coverage with the best service.
The REBC program was established in 1990 to raise professional standards and improve the methods of selling and services employee benefit plans. The program covers group benefits, retirement plans, managed care and other health insurance topics, compensation and personal management. Candidates for the REBC designation must complete five courses and ten hours of supervised examinations. They must also fulfill stringent experience and ethics requirements. Over 1,950 individuals have been awarded the REBC designation including those grated by The College since assuming ownership of the program in 1995.
The American College Of Financial Services is the nation’s largest non-profit institution devoted to financial education. Holding the highest level of academic accreditation, The American College has served as a valued business partner to banks, brokerage firms, insurance companies and other for over 86 years. The American College’s faculty represents some of the financial services industry’s foremost thought leaders. For more information, visit the REBC page.
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InsureYourCompany.com has been treating clients like family for over 15 years. You’ll never have to talk to an automated phone system—we have business insurance experts ready to provide personalized customer service, not only helping you with your insurance and employee benefits needs, but showing you how to be a smarter business owner.
If you are in the IT industry InsureYourCompany.com is the insurance agent you want to work with, we are technology insurance experts and have changed the way you do business. See below a list of professionals who we help today.
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