This is a Great Industry we don't have Inventory to maintain or ship
Its required by law to have it for Auto
Mortgage Companies require it for Homes
We Market to a variety of businesses that drive referrals
Multiple marketing campaigns
We have local based ads in Northwest Indiana
Ads in Local Businesses, Billboards,
Clubs host shows on our two acre front yard
Special Office Events
Social Media, Websites, Online Quotes
Procedures and Products
What each Company is Known for
Logins, Billing, Phone Number all in one Place
Step by Step Method to get it right
There are two main licenses offered for Property and Casualty insurance
Personal Lines with Commercial license -or- Personal Lines only license
Two and a half days of class time is required to take the Indiana Personal Lines (only) License test
The Pre-licensing Classes:
Webinar based class -or- Actual class room study
Quizlet Flash Cards
Indiana Department of Insurance
Insurance Dept Licensing Check List
1st day of class, print out "Important Instructions for Completing and Submitting the Certificate of Completion Form!" and fill out the last page. (They will give you the website)
Go to www.examstimulator.com and register with book product code (on inside cover) to start studying and testing your knowledge.
Start with "Study by topic" to test what you learn in class.
After "studying by topic" you will want to "stimulate your exam"
After "stimulate your exam" you will want to print out your results. You MUST fax/email your "application for a prelicensing certificate of completion in Indiana" and your results from when you "stimulate your exam" no later than noon TWO days before your exam. You need the certificate they email/fax you to take with you to take the exam!
Go to www.examstimulator.com
Login to your account
Go to Main menu and click on "Schedule your real exam"
Click on "Click here to contact your test provider"
Click "Applicant Registration" (Upper right hand corner) and register for your exam.
We will Reimburse you for half of the Class fee, once you pass the state exam.
The Indiana State Test cost is about $75.50
Webinar License Class: About $250+ $75.50 = $325.50
Classroom Study in Merrillville: About $385 + 75.50 = 460.50
The Classroom option is more expensive, but greatly improves your ability to pass the state exam.
The test offered nearly daily at the local Ivy Tech campuses in Valpo or Gary
I went through and highlighted key terms and things I thought would be helpful. After each concept, I went through and answered all the "snapshot" questions. I found all the answers in the book so I knew the answers were correct. After I went through the whole book and answered all the "snapshot" questions, I did "study by topic". I then went and put all the snapshot questions on flash cards and tried to answer the flash cards without looking at the questions. I took "stimulate your exam" about twice a day. I also went back and "study by topic" when I wasn't getting the scores I wanted.
I went through the book and read the entire book. if I found something that I did not understand I would write it down and find it in the boom when I reread it. When I reread the book I highlighted what I thought would be important. The questions I wrote down I would highlight them in a different color so I could study them more. When taking the class if I found something that was important or that I would need to study more I would highlight it with a different color to study at a later time.
Read the book throughout before the class!
We Help you get your Insurance License
Indiana requires 3 to 5 days Class time
to qualify to take the State Insurance Exam
Our 1876 Office Building/ the Boyd Homestead
Part of the Lincoln Highway that crosses the Nation
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The Rogge Agency was started in 1923 on 5th Ave in Gary
Founder: George C Rogge 1923
Don C Rogge 1945
George A Rogge 1967
Doug A Rogge 1990
George A Rogge's focus is Fast, Fun, Fair, & Friendly
George has deep community and Event Involvement
Doug Enthusiasm = Success!
Bringing Amazing People into Insurance
By Showing How Money is Made in the industry
Easy Scripted Video and Webinar Training
Knowing Exactly What to say and Do makes selling Insurance Easy
Vacation, Personal Days, Guildelines, Office Policy
George C Rogge Agency Inc
Issued Jan 2007, Revised Jan 2015
General information and general guidelines for employees
Vacation days are accrued per pay (PP) period (bi-weekly) based on the following factors (rounding up from .50 and down from .49):
Level #1 Factor .193 PP (0 to 5 Days, per year)
Applies to new full time employees from their hire date to the new calendar year (January 1st). Five (5) days are then credited in January of the new year.
Note: New Employees are not eligible for vacation time during the ninety (90) day probationary period. Factoring example: Hire date May15th, would be credited three (3) days.
Level #2 Factor .385 PP (10 Days, per year)
Applies to the 4th year through the 8thth year of eligibility.
Days are credited on first pay period of the new year.
Level #3 Factor .577 PP (15 Days, per year)
Applies to the 9 th year through the 14th year of eligibility.
Days are credited on first pay period of the new year.
Level #4 Factor .769 PP (20 Days, per year)
Applies to the 15th year or more of eligibility.
Days are credited on first pay period of the new year.
1) Only full-time employees are eligible for vacation days.
2) Employees are encouraged to take vacation days in consecutive blocks.
3) Prior notice must be given to an administrator of intended vacation usage. Taking off before or after a Holiday will be based on years of service.
4) Vacation days may not be carried over into the next calendar year.
5) Vacation days must be taken as full days, not a fraction of a day.
6) Previous vacation policies no longer apply. Those hired with a fixed amount of vacation days will be moved up according to the same years of service indicated above.
7) Accrued vacation days, that have not been used, are payable on a pro-rated basis upon termination.
Sick days are accrued per pay (PP) period (bi-weekly) based on the factor of .308 PP which equals 8 days per calendar year.
1) Sick days are credited on the first pay period of the new year.
2) Only full-time employees are eligible for sick days.
3) A maximum of (4) days can be carried over to the new year.
4) New employees are not eligible for sick days during the probationary period.
5) New employees are prorated sick days based on the factor .308 PP from the end of their probationary period to the last pay period of the year.
6) Sick days may be taken as half days.
Work hours and Payroll
Part-Time is a non-exempt employee who is scheduled to work less than 39 hours per week, on a consistent basis, and is not eligible for any benefits.
Full-Time is an employee who is regularly scheduled to work at least 39 hours per week, or an employee on a salary basis, or an exempt employee. Long time employees that were already on a full time basis, if approved, can maintain the full time status even if they are working less than 39 hours.
The normal workday is eight (8) hours for full–time, non-exempt, employees with 40 hours being a normal work week. While you are generally expected to work the number of hours stated above, there is no guarantee that you will actually work that many hours in any given day or week (or to be paid for such hours if you do not work that many hours). Vacation and stated holidays will be counted as full eight (8) hour work days.
Employees are not permitted, nor expected, to work over 40 hours in a work week, unless specifically approved, in advance, by an administrator. A work week is defined as starting on Sunday and ending on Saturday.
Time Records (Time Cards or computer logs)
Employees must punch in before beginning their scheduled work day and punch out at the end of their day. All employees are expected to work the entire scheduled time. You must have authorization from an administrator to leave work during your regular scheduled hours. If you leave work during your regular scheduled hours for non-business related reasons, you must punch out and punch in when you return. You would not be paid for the time off the clock. Make up time is only permissible within the same work week (Sunday to Saturday).
You are not allowed to punch the time clock of another employee. Should your time card be incorrectly punched, for any reason, an administrator must note the correct start and/or end time, and initial the correction.
Employees are paid bi-weekly
Our pay period begins on Sunday and ends on every other Saturday. Our pay-day is scheduled for the Wednesday immediately following the end of the pay period. Calendars are available from payroll upon request. Vacations days, sick days, holidays, unpaid absences, and absences such as jury duty, bereavement leave, must be specifically noted on the time record for days on which they occur.
Direct Deposit is available with an active checking account.
New Years Day
Sick days and/ or vacation days maybe used for bereavement and funerals. (Amended 2/22/2007).
Breaks and Lunch
Two ten minute, paid, breaks have always been ok, don’t Clock Out.
Up to an hour for lunch has always been allowed, but Clock Out (not paid).
This includes picking up lunch, Unless it’s for, at least, four (4) people.
Less than four, have it delivered or Clock Out.
If you are going to be out of this office longer than 10 minutes, Clock Out (not paid).
You can make-up time within the same week, to reach the maximum of 40 hours.
Equal Employment Opportunity Statement
The George C Rogge Agency Inc provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran in accordance with applicable federal, state and local laws. George C Rogge Agency Inc complies with applicable state and local laws governing nondiscrimination in employment in every location in which the George C Rogge Agency Inc has facilities. This policy applies to all terms and conditions of employment, including hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.
The George C Rogge Agency Inc expressly prohibits any form of unlawful employee harassment based on race, color, religion, gender, sexual orientation, national origin, age, genetic information, disability or veteran status. Improper interference with the ability of the George C Rogge Agency Inc employees to perform their expected job duties is absolutely not tolerated.
Anti-harassment Policy and Complaint Procedure
The George C Rogge Agency Inc is committed to a work environment in which all individuals are treated with respect and dignity. Each individual has the right to work in a professional atmosphere that promotes equal employment opportunities and prohibits unlawful discriminatory practices, including harassment. Therefore, George C Rogge Agency Inc expects that all relationships among persons in the office will be business-like and free of bias, prejudice and harassment.
It is the policy of the George C Rogge Agency Inc to ensure equal employment opportunity without discrimination or harassment on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, genetic information, marital status, amnesty or status as a covered veteran. The George C Rogge Agency Inc prohibits any such discrimination or harassment.
The George C Rogge Agency Inc encourages reporting of all perceived incidents of discrimination or harassment. It is the policy of the George C Rogge Agency Inc to promptly and thoroughly investigate such reports. The George C Rogge Agency Inc prohibits retaliation against any individual who reports discrimination or harassment or who participates in an investigation of such reports.
Definitions of Harassment
Sexual harassment constitutes discrimination and is illegal under federal, state and local laws. For the purposes of this policy, sexual harassment is defined, as in the Equal Employment Opportunity Commission Guidelines, as unwelcome sexual advances, requests for sexual favors and other verbal or physical conduct of a sexual nature when, for example a) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; b) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile or offensive working environment.
Sexual harassment may include a range of subtle and not-so-subtle behaviors and may involve individuals of the same or different gender. Depending on the circumstances, these behaviors may include unwanted sexual advances or requests for sexual favors; sexual jokes and innuendo; verbal abuse of a sexual nature; commentary about an individual's body, sexual prowess or sexual deficiencies; leering, whistling or touching; insulting or obscene comments or gestures; display in the workplace of sexually suggestive objects or pictures; and other physical, verbal or visual conduct of a sexual nature.
Harassment on the basis of any other protected characteristic is also strictly prohibited. Under this policy, harassment is verbal, written or physical conduct that denigrates or shows hostility or aversion toward an individual because of his/her race, color, religion, gender, sexual orientation, national origin, age, disability, marital status, citizenship, genetic information or any other characteristic protected by law or that of his/her relatives, friends or associates, and that a) has the purpose or effect of creating an intimidating, hostile or offensive work environment; b) has the purpose or effect of unreasonably interfering with an individual's work performance; or c) otherwise adversely affects an individual's employment opportunities.
Harassing conduct includes epithets, slurs or negative stereotyping; threatening, intimidating or hostile acts; denigrating jokes; and written or graphic material that denigrates or shows hostility or aversion toward an individual or group and that is placed on walls or elsewhere on the employer's premises or circulated in the workplace, on George C Rogge Agency Inc time or using George C Rogge Agency Inc equipment via e-mail, phone (including voice messages), text messages, tweets, blogs, social networking sites or other means.
Individuals and Conduct Covered
These policies apply to all applicants and employees, whether related to conduct engaged in by fellow employees or someone not directly connected to the George C Rogge Agency Inc (e.g., an outside vendor, consultant or customer).
Conduct prohibited by these policies is unacceptable in the workplace and in any work-related setting outside the workplace, such as during business trips, business meetings and business-related social events.
Individuals who believe they have been the victims of conduct prohibited by this policy statement or who believe they have witnessed such conduct should discuss their concerns any member of management.
When possible, the George C Rogge Agency Inc encourages individuals who believe they are being subjected to such conduct to promptly advise the offender that his or her behavior is unwelcome and request that it be discontinued. Often this action alone will resolve the problem. The George C Rogge Agency Inc recognizes, however, that an individual may prefer to pursue the matter through complaint procedures.
The George C Rogge Agency Inc encourages the prompt reporting of complaints or concerns so that rapid and constructive action can be taken before relationships become irreparably strained. Therefore, although no fixed reporting period has been established, early reporting and intervention have proven to be the most effective method of resolving actual or perceived incidents of harassment.
Any reported allegations of harassment, discrimination or retaliation will be investigated promptly. The investigation may include individual interviews with the parties involved and, where necessary, with individuals who may have observed the alleged conduct or may have other relevant knowledge.
Confidentiality will be maintained throughout the investigatory process to the extent consistent with adequate investigation and appropriate corrective action.
Retaliation against an individual for reporting harassment or discrimination or for participating in an investigation of a claim of harassment or discrimination is a serious violation of this policy and, like harassment or discrimination itself, will be subject to disciplinary action. Acts of retaliation should be reported immediately and will be promptly investigated and addressed.
Misconduct constituting harassment, discrimination or retaliation will be dealt with appropriately.
False and malicious complaints of harassment, discrimination or retaliation may be the subject of appropriate disciplinary action.
Americans with Disabilities Act (ADA) and the ADA Amendments Act (ADAAA)
The Americans with Disabilities Act (ADA) and the Americans with Disabilities Amendments Act, known as the ADAAA, are federal laws that prohibit employers with 15 or more employees from discriminating against applicants and individuals with disabilities and that when needed provide reasonable accommodations to applicants and employees who are qualified for a job, with or without reasonable accommodations, so that they may perform the essential job duties of the position.
It is the policy of the George C Rogge Agency Inc to comply with all federal and state laws, that George C Rogge Agency Inc is required to by law, concerning the employment of persons with disabilities and to act in accordance with regulations and guidance issued by the Equal Employment Opportunity Commission (EEOC).
This policy outlines the practice and procedure designed to correct instances of identified alcohol and/or drug use in the workplace. This policy applies to all employees and all applicants for employment.
Employees should report to work fit for duty and free of any adverse effects of illegal drugs or alcohol. This policy does not prohibit employees from the lawful use and possession of prescribed medications. Employees must, however, consult with their doctors about the medications’ effect on their fitness for duty and ability to work safely and promptly disclose any work restrictions to their supervisor. Employees should not, however, disclose underlying medical conditions unless directed to do so.
The following work rules apply to all employees:
• Whenever employees are working, are operating any George C Rogge Agency Inc vehicles, are present on George C Rogge Agency Inc premises, or are conducting related work off-site, they are prohibited from:
• Using, possessing, buying, selling, manufacturing or dispensing an illegal drug (to include possession of drug paraphernalia).
• Being under the influence of alcohol or an illegal drug as defined in this policy.
• The presence of any detectable amount of any illegal drug or illegal controlled substance in an employee’s body while performing George C Rogge Agency Inc business or while in a George C Rogge Agency Inc facility is prohibited.
• The George C Rogge Agency Inc will not allow any employee to perform their duties while taking prescribed drugs that are adversely affecting the employee’s ability to safely and effectively perform their job duties. Employees taking a prescribed medication must carry it in the container labeled by a licensed pharmacist or be prepared to produce it if asked.
• Any illegal drugs or drug paraphernalia will be turned over to an appropriate law enforcement agency and may result in criminal prosecution.
The George C Rogge Agency Inc retains the right to require the following tests:
• Pre-employment: All applicants may be required to pass a drug test before beginning work or receiving an offer of employment. Refusal to submit to testing will result in disqualification of further employment consideration.
• Reasonable suspicion: Employees are subject to testing based on observations by a supervisor of apparent workplace use, possession or impairment..
Applicants who refuse to cooperate in a drug test or who test positive will not be hired.
Employees who refuse to cooperate in required tests or who use, possess, buy, sell, manufacture or dispense an illegal drug in violation of this policy will be terminated.
The first time an employee tests positive for alcohol or illegal drug use under this policy, the result will be discipline up to and including discharge.
Information and records relating to positive test results, drug and alcohol dependencies and legitimate medical explanations provided to the medical review officer (MRO) shall be kept confidential to the extent required by law and maintained in secure files separate from normal personnel files.
The George C Rogge Agency Inc reserves the right to inspect all portions of its premises for drugs, alcohol or other contraband. All employees, contract employees and visitors may be asked to cooperate in inspections of their persons, work areas and property that might conceal a drug, alcohol or other contraband. Employees who possess such contraband or refuse to cooperate in such inspections are subject to appropriate discipline up to and including discharge.
Crimes Involving Drugs
The George C Rogge Agency Inc prohibits all employees from manufacturing, distributing, dispensing, possessing or using an illegal drug in or on George C Rogge Agency Inc premises or while conducting George C Rogge Agency Inc business. Employees are also prohibited from misusing legally prescribed or over-the-counter (OTC) drugs. Law enforcement personnel shall be notified, as appropriate, when criminal activity is suspected.
The George C Rogge Agency Inc defines bullying as “repeated inappropriate behavior, either direct or indirect, whether verbal, physical or otherwise, conducted by one or more persons against another or others, at the place of work and/or in the course of employment.” Such behavior violates the George C Rogge Agency Inc Code of Ethics, which clearly states that all employees will be treated with dignity and respect.
The purpose of this policy is to communicate to all employees, including supervisors, managers and executives, that the George C Rogge Agency Inc will not tolerate bullying behavior. Employees found in violation of this policy will be disciplined up to and including termination.
Bullying may be intentional or unintentional. However, it must be noted that where an allegation of bullying is made, the intention of the alleged bully is irrelevant and will not be given consideration when meting out discipline. As in sexual harassment, it is the effect of the behavior upon the individual that is important. The George C Rogge Agency Inc considers the following types of behavior examples of bullying:
• Verbal bullying: Slandering, ridiculing or maligning a person or his/her family; persistent name calling that is hurtful, insulting or humiliating; using a person as the butt of jokes; abusive and offensive remarks.
• Physical bullying: Pushing, shoving, kicking, poking, tripping, assault or threat of physical assault; damage to a person’s work area or property.
• Gesture bullying: Nonverbal threatening gestures or glances that convey threatening messages.
• Exclusion: Socially or physically excluding or disregarding a person in work-related activities.
Violence in the Workplace
All employees, customers, vendors and business associates must be treated with courtesy and respect at all times. Employees are expected to refrain from conduct that may be dangerous to others.
Conduct that threatens, intimidates or coerces another employee, customer, vendor or business associate will not be tolerated. George C Rogge Agency Inc resources may not be used to threaten, stalk or harass anyone at the workplace or outside the workplace. The George C Rogge Agency Inc treats threats coming from an abusive personal relationship as it does other forms of violence.
Indirect or direct threats of violence, incidents of actual violence and suspicious individuals or activities should be reported as soon as possible to a supervisor, security personnel, Human Resources, member of George C Rogge Agency Inc’s Threat Management Team or any member of senior management. When reporting a threat or incident of violence, the employee should be as specific and detailed as possible. Employees should not place themselves in peril, nor should they attempt to intercede during an incident.
Employees should promptly inform management of any protective or restraining order that they have obtained that lists the workplace as a protected area. Employees are encouraged to report safety concerns with regard to intimate partner violence. The George C Rogge Agency Inc will not retaliate against employees making good-faith reports. George C Rogge Agency Inc is committed to supporting victims of intimate partner violence by providing referrals to George C ge Agency Inc’s employee assistance program (EAP) and community resources and providing time off for reasons related to intimate partner violence.
The George C Rogge Agency Inc will promptly and thoroughly investigate all reports of threats of violence or incidents of actual violence and of suspicious individuals or activities. The identity of the individual making a report will be protected as much as possible. The George C Rogge Agency Inc will not retaliate against employees making good-faith reports of violence, threats or suspicious individuals or activities. In order to maintain workplace safety and the integrity of its investigation, George C Rogge Agency Inc may suspend employees suspected of workplace violence or threats of violence, either with or without pay, pending investigation.
Anyone found to be responsible for threats of or actual violence or other conduct that is in violation of these guidelines will be subject to prompt disciplinary action up to and including termination of employment.
The George C Rogge Agency Inc encourages employees to bring their disputes to the attention of their supervisors or Human Resources before the situation escalates. The George C Rogge Agency Inc will not discipline employees for raising such concerns.
It is the responsibility of each employee to conduct all tasks in a safe and efficient manner complying with all local, state and federal safety and health regulations and program standards, and with any special safety concerns for use in a particular area or with a client.
Although most safety regulations are consistent throughout each department and program, each employee has the responsibility to identify and familiarize her/himself with the emergency plan for his/her working area. Each facility shall have posted an emergency plan detailing procedures in handling emergencies such as fire, weather-related events and medical crises.
It is the responsibility of the employee to complete an Accident and Incident Report for each safety and health infraction that occurs by an employee or that the employee witnesses. Failure to report such an infraction may result in employee disciplinary action, including termination.
Furthermore, management requires that every person in the organization assumes the responsibility of individual and organizational safety. Failure to follow George C Rogge Agency Inc safety and health guidelines or engaging in conduct that places the employee, client or George C Rogge Agency Inc property at risk can lead to employee disciplinary action and/or termination.
The Health and Safety Committee and the safety director shall have the responsibility to develop and the authority to implement the safety and health program in the interest of a safer work environment.
Our clients and other parties with whom we do business entrust the George C Rogge Agency Inc with important information relating to their businesses. It is our policy that all information considered confidential will not be disclosed to external parties or to employees without a “need to know.” If an employee questions whether certain information is considered confidential, he/she should first check with his/her immediate supervisor.
This policy is intended to alert employees to the need for discretion at all times and is not intended to inhibit normal business communications.
All inquiries from the media must be referred to management.
Conflicts of Interest
Employees must avoid any relationship or activity that might impair, or even appear to impair, their ability to make objective and fair decisions when performing their jobs. At times, an employee may be faced with situations in which business actions taken on behalf of George C Rogge Agency Inc may conflict with the employee’s own personal interests. George C Rogge Agency Inc property, information or business opportunities may not be used for personal gain.
Conflicts of interest could arise in the following circumstances:
• Being employed by, or acting as a consultant to, a competitor or potential competitor, supplier or contractor, regardless of the nature of the employment, while employed with the George C Rogge Agency Inc.
• Owning or having a substantial interest in a competitor, supplier or contractor.
Employees with a conflict-of-interest question should seek advice from management. Before engaging in any activity, transaction or relationship that might give rise to a conflict of interest, employees must seek review from their manager or the Human Resource department.
Electronic Communication and Internet Use
The following guidelines have been established for using the Internet, George C Rogge Agency Inc-provided phones and e-mail in an appropriate, ethical and professional manner:
• Internet, George C Rogge Agency Inc-provided equipment (e.g., phone, laptops, computers) and services may not be used for transmitting, retrieving or storing any communications of a defamatory, discriminatory, harassing or pornographic nature.
• The following actions are forbidden: using disparaging, abusive, profane or offensive language; creating, viewing or displaying materials that might adversely or negatively reflect upon George C Rogge Agency Inc or be contrary to George C Rogge Agency Inc’s best interests; and engaging in any illegal activities, including piracy, cracking, extortion, blackmail, copyright infringement, and unauthorized access of any computers and George C Rogge Agency Inc-provided equipment such as cell phones and laptops.
• Employees may not copy, retrieve, modify or forward copyrighted materials, except with permission or as a single copy to reference only.
• Employees must not use the system in a way that disrupts its use by others. Employees must not send or receive large files that could be saved/transferred via thumb drives. Employees are prohibited from sending or receiving files that are not related to work.
• Employees should not open suspicious e-mails, pop-ups or downloads. Contact IT with any questions or concerns to reduce the release of viruses or to contain viruses immediately.
• Internal and external e-mails are considered business records and may be subject to discovery in the event of litigation. Be aware of this possibility when sending e-mail within and outside the George C Rogge Agency Inc.
Right to Monitor
All George C Rogge Agency Inc-supplied technology and George C Rogge Agency Inc-related work records belong to the George C Rogge Agency Inc and not to the employee. The George C Rogge Agency Inc routinely monitors use of George C Rogge Agency Inc-supplied technology. Inappropriate or illegal use or communications may be subject to disciplinary action up to and including termination of employment.
Social Media—Acceptable Use
Employees may not post financial, confidential, sensitive or proprietary information about the George C Rogge Agency Inc, clients, employees or applicants.
Employees may not post obscenities, slurs or personal attacks that can damage the reputation of the George C Rogge Agency Inc, clients, employees or applicants.
Workers’ Compensation Benefits
The George C Rogge Agency Inc is covered under statutory state workers' compensation laws. Employees who sustain work-related injuries must immediately notify their department supervisor.
“Employment at will” statement
Nothing in this Employee guide is intended to create, a promise or representation of continued employment and that employment at George C Rogge Agency Inc is employment at will, which may be terminated at the will of either the George C Rogge Agency Inc or employee. Furthermore this guide is neither a contract of employment nor a legal document. Compensation may be terminated with or without cause and with or without notice at any time by this George C Rogge Agency Inc.