Opening an umbrella keeps you dry while outside in the rain, right? Well, more or less. You could step in a puddle, a passing vehicle could splash you, the wind could send the raindrops at you sideways. An umbrella, in other words, keeps you mostly dry, but it’s not a 100% guarantee. There are plenty of ways you could still get wet.

Similarly, an umbrella insurance policy provides additional personal liability coverage for those with an existing policy, kicking in when the liability coverage of the original, basic policy has been exhausted. It also protects against libel, vandalism, slander, and invasion of privacy. Those who own dangerous items that can cause injury, such as swimming pools, trampolines, or dogs, are wise to consider buying umbrella insurance. Those engaged with others, such as landlords, coaches, and board members, might also buy umbrella insurance.

But despite the inferred universal connotation of the term “umbrella,” an umbrella policy does not protect the policyholder against all types of claims. It does not cover one’s possessions, such as a home or automobile, and has a number of additional exclusions and limitations, such as:

• Intentional Acts: Umbrella insurance won’t cover damages or injuries that you cause intentionally.
• Business-Related Claims: Personal umbrella insurance does not cover business liabilities. If you own a business, you’ll need a commercial umbrella policy for business-related claims.
• Certain Vehicles: Some policies exclude specific types of vehicles, such as aircraft or high-value watercraft, unless you have additional coverage.
• Workers’ Compensation Claims: Claims related to employees or household staff, such as nannies or housekeepers, are not covered by umbrella insurance.

So, while umbrella insurance provides extensive liability protection, it doesn’t cover every scenario. Understanding its exclusions helps you determine if additional coverage is necessary to fully protect yourself. Don’t get wet in the rain. Contact the professionals at Evergreen to learn more about the full picture regarding umbrella insurance.

Copyright 2025 Evergreen Insurance

Evergreen Insurance provides these updates for information only, and does not provide legal advice.  To make decisions regarding insurance matters, please consult directly with a licensed insurance professional or firm.

Modernizing the way organizations hire enhances their ability to attract, recruit and retain top talent in a competitive environment. As job seeker’s expectations shift and many leverage technology to find their next job, employers are encouraged to consider these tips:

1. Emphasize skills over educational degrees. Organizations can take time to review which positions have a legitimate need for a four-year degree or certification and which ones need the appropriate skills. This hiring practice can help expand the talent pool, improve workplace diversity and decrease hiring time.
2. Embrace artificial intelligence (AI). Employers can leverage the power of AI to analyze resumes, assess candidate fit, personalize candidate engagement by sending tailored messages and recommended or relevant job openings, and even conduct initial interviews. Be aware, however, of the technology’s risks and dangers (e.g., bias and discrimination).
3. Leverage data-driven decision-making. Employers can harness the power of people analytics to identify trends, optimize sourcing strategies and enhance the candidate experience.
4. Incorporate gamification into skills assessment processes. Gamified assessments provide a more engaging and interactive experience for candidates, allowing hiring teams to assess candidate skills in a dynamic and real-world context that showcases the organization as forward-thinking and innovative.
5. Enhance the candidate experience with technology. Technology can help streamline communication, provide timely feedback and offer transparency throughout the hiring process, enhancing the employer brand, creating a ripple effect in the talent market.
6. Leverage the right online portals. Virtual recruiting can help employers find the applicants they’re looking for. Furthermore, online platforms—such as LinkedIn, Indeed, Handshake and more—can make it easy for applicants to apply directly.
7. Offer incentives with employee referral programs. Millennial and Generation Z candidates generally trust and value word-of-mouth referrals, whether for employment or shopping, so employers could amp up referral efforts to attract this demographic using incentives like monetary bonuses, paid time off, learning and development opportunities, or charity donations that may motivate younger workers.

While maybe not applicable to every open role, these strategies can give employers new tools to revamp their hiring processes. It comes down to building a competitive advantage to stand out to job candidates. Contact the Benefits team at Evergreen Insurance today for more workplace guidance.

Copyright 2025 Evergreen Insurance

Evergreen Insurance provides these updates for information only, and does not provide legal advice.  To make decisions regarding insurance matters, please consult directly with a licensed insurance professional or firm.

Achieving cost efficiency and filling gaps in expertise has led many companies to rely more and more on outside vendors and third parties for services, including cybersecurity. But significant vulnerabilities also accompany those important factors, exposing businesses to cyber breaches, compromised data, operational disruptions, costly insurance claims, and legal battles. 

For example, if a vendor responsible for processing payments has inadequate cybersecurity and gets attacked, it compromises the company’s customer data. Such breaches have occurred with alarming frequency, causing significant financial and reputational damage. These attacks also open the floodgates for hackers to infiltrate the company’s network, disrupting operations and leading to business interruption claims. 

The potential for such claims, along with regulatory compliance concerns, underscores the importance of thoroughly assessing the cybersecurity posture of any third party before entering a business relationship. This process should include both the IT/security team and the legal department, and should examine the following items:

1. Vetting the Vendor:
   Rigorously assess the vendor’s cybersecurity practices to ensure robust defenses are in place, to include the vendor’s incident response plan and compliance with relevant standards and regulations.  Incorporating adequate cybersecurity measures and response plans into the vendor contract is crucial.

2. Requiring Cyber Insurance:
   Vendors should be required to carry cyber insurance covering breaches that could impact your operations, including third-party liability for hardware failures, system breakdowns, and business interruption claims. Review the policy for exclusions or limitations that might impact your company’s coverage.

3. Incorporating Risk-Shifting Provisions:
   Your legal team should include risk-shifting provisions in contracts with third-party vendors, so that if a breach occurs, the vendor indemnifies your company against both direct losses and third-party claims. This indemnification should cover both standard and gross negligence, as well as willful misconduct, and include reimbursements for any losses beyond what insurance might cover. Such contractual agreements shift the financial burden back onto the vendor in the event of a cyber incident.

The professionals at Evergreen Insurance understand these scenarios and can speak the language of business owners looking for the best package of protection. Contact us to learn more.

Copyright 2025 Evergreen Insurance

Evergreen Insurance provides these updates for information only, and does not provide legal advice.  To make decisions regarding insurance matters, please consult directly with a licensed insurance professional or firm.