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As employers compete for top talent, they can turn their attention to workplace culture and belonging to keep employees engaged and make them feel accepted.
Gain a general understanding of federal and state marijuana laws for employers.
Total cost of risk is the cost of both pure and speculative risk. It is synonymous with price — the price of your risk management program.
Businesses of all sizes are currently facing attraction and retention challenges. Often, small employers have the agility to respond to the employment market with new strategies. Read on for some attraction and retention tips.
Employee theft occurs much more frequently than employers realize. By taking a few simple steps to ensure honest work practices, you can substantially reduce your risk.
As an employer, safety is your responsibility, and it’s important to identify workplace hazards and instill safe employee habits to ensure corrections remain permanent.
Download and use this checklist as a guide when reviewing your company’s compliance with COBRA.
Although employee well-being is typically considered an HR-related matter, it’s also an enterprise risk that directly correlates with a wide range of key business objectives.
The COVID-19 pandemic tipped off supply chain issues that may take years to reconcile. Now, employers are left wondering how they might be able to stay afloat amid unprecedented market uncertainty.
In a post-COVID world, telecommuting has become more widely accepted—and often expected. There is no definitive answer as to whether telecommuting will be good or bad for your business long-term.
Nonprofit organizations provide essential social services that benefit the community and their members. However, even if your organization doesn’t sell a product or generate profit, there are still a number of potential risks that can affect your employees, assets, volunteers, directors and officers, and most importantly, your mission.
Employers across the country are facing a pronounced issue right now: too many open positions and not enough workers. Why are individuals slow to return to work despite available positions and how can employers attract some of these workers?
Mistakes in employee benefits and human resources can be quite costly to employers—in the form of extra benefits, complaints, lawsuits, government-assessed fines and penalties, and attorney fees, to name a few. Don’t learn the hard way what these mistakes are.
Capitalizing on the trend to build green can quickly turn your profit margin from black to red if you don’t have a clear understanding of your additional contract exposures.
As a director or officer at your company, you face litigation risks based on the decisions you make following a data breach and on how you influence cyber security policies.
As many organizations continue to struggle in this tough economy, many employers are finding effective ways to cut costs without having to lay off any employees.
Employers can benefit from Return-to-Work programs by retaining skilled employees, reducing short- and long-term disability claims, and obtaining a lower workers’ compensation experience modification factor—positively affecting their premium costs and ability to gain new work.
Here are five simple ways that your company can create a workplace that is supportive of employees and their mental health.