2011 TADA Chairman's - Media Communication Group

More documents

Recommendations

Info

“My focus is running my dealership—not worrying if my business is protected or how to generate income in my finance department. Zurich lets me do that.” One insurance company for your business insurance and F&I product needs In 2010, more than 1,300 dealerships purchased both business insurance and F&I products from Zurich. Products such as our Unicover ® policy, which packages most of the coverages needed by dealerships into one policy. Or our Streamlined Selling System ® , which can help you drive increased F&I profit. One company for all your needs, backed by more than 85 years insuring dealerships. Call Spencer Steere, Regional Sales Manager, at 800-622-2660 or visit www.FandIResourceCenter.com for more information. Learn how the economy will affect auto dealers’ expectations for F&I and sales—download our FREE white paper at www.zurichus.com/FandI Insurance coverages and non-insurance products and services are underwritten and provided by individual member companies of Zurich in North America, including Universal Underwriters Insurance Company and Universal Underwriters Service Corporation. Certain coverages, products and services are not available in all states. ©<strong>2011</strong> Zurich American Insurance Company
Avoiding Unlawful Employment Practices in Your Dealership Recommendations • Develop an employee handbook and distribute it to all new and existing employees. Obtain employees’ sign-off on having received, read and understood the handbook. • Provide an anti-harassment policy statement and procedures and obtain an employee acknowledgement that they have received, read and understood the statement and procedures. Employee lawsuits for unlawful employment practices such as sexual harassment, racial and other forms of discrimination increasingly threaten the financial stability of dealerships large and small. Today, a significant liability issue for many dealers is employment practices liability. This is due to recordhigh settlement costs and intense media coverage of monumental lawsuits against big-name corporations. Employer discrimination in employment practices based on race, national origin, age, disability, religion or gender is unlawful. Discrimination can occur in the form of different treatment, harassment or retaliation. Harassment can occur in the form of touching or violating space, lewd or offcolor jokes and even foul language. It is the responsibility of the employer to provide a nondiscriminatory and harassment free work environment. Employment Harassment Issues Risks Deficiencies in anti-harassment programs (or failure to have such programs) increase your exposure to employment practices lawsuits and/or your ability to defend these claims should they occur. Examples of deficiencies in anti-harassment programs include: • Failure to have a formal, written antiharassment program • Ignoring or not taking harassment complaints seriously, or threatening or terminating complaintants • Harassment policies with unclear or insufficient investigation procedures, or policies that fail to designate anyone as responsible for accepting claims of harassment • Anti-harassment polices and programs that do not address harassment based on race, color, religion, national origin, age, disability and reprisal (harassment may occur on any basis covered by EEOC statues) Make sure your harassment program and procedures include: • A written complaint procedure with two or more reporting channels • Reporting and investigation procedures • Disciplinary procedures emphasizing your dealership’s zero-tolerance policy • Training on dealership policy and procedures upon hire and periodically thereafter Termination Procedures Many people are employed “at will,” meaning that state law permits their employment to be ended at any time. However, even “at will” employees are entitled to certain legal protections against wrongful termination and cannot be fired for reasons that violate the law or public policy. Risks Wrongful termination involves discharging an employee in violation of public policy and can often accompany any type of alleged harassment or discrimination. If you don’t follow your written termination policies or prepare the appropriate documentation, you could leave your dealership open to an employment suit. Recommendations • Establish written employment rules and termination policies. Get an attorney that specializes in employment practices to advise you. • Establish written employee counseling procedures which alert employees of performance problems early on and give them an opportunity to improve. Train all supervisors on documenting counseling action. • Make sure managers who handle terminations work with your human <strong>2011</strong> SPRING 29
Page 1 and 2: Dealers’ Choice SPRING 2011 Volum
Page 3 and 4: We license you (the agent or the de
Page 7 and 8: 2011 TADA LEADERSHIP Stacey Gillman
Page 9 and 10: The shape of our commitment is plai
Page 11 and 12: TADA Regions and Districts CENTRAL
Page 13 and 14: TADA Regions and Districts SOUTH R
Page 15 and 16: Given the opportunity to be a franc
Page 17: Endorsed Supplemental Benefit Provi
Page 20: The two new safe harbors will not e
Page 23 and 24: Among the problems dealers can run
Page 25 and 26: Advertising Opportunity TADA Annual
Page 27: Special Thanks to Our Sponsors 2011
Page 32 and 33: ©2011 Texas Mutual Insurance Compa
Page 34 and 35: The Boys Club, Ninos de Mexico, Nor
Page 36 and 37: “Bedrock” of McKinney Robert B.
Page 38 and 39: TADA Advertiser Index Spring 2011 G
Page 40: Texas Automobile Dealers Associatio

2011 TADA Chairman's - Media Communication Group

Create successful ePaper yourself

Delete template?

Save as template?