CLG Insurance has adopted three families in need and were able to purchase everything on their Christmas lists and then some. The non-profit that we worked with is "People to People of Rockland County."

October is Cyber Security Awareness Month - Find out more about cyber liability and how this blanket of coverage can protect your business. Call us for more details.

You might be surprised to find out that for as little as 40 cents/day or $13/month you can purchase a $250,000 term policy for a 30-year old.

During Life Insurance Awareness Month, we want to present this valuable product to protect your family and your businesses.

Call us today to find out how inexpensive this policy can be and how priceless it is as a part of your insurance portfolio.

As the economy improves, employee talent is at a premium. Most owners of closely-held businesses rely on a select group of employees or executives to manage important aspects of the day-to-day operations and growth of the company. Despite their importance to the company, these key employees typically participate in the same general group benefit and retirement programs as the other members of the company's workforce. There may be options for your company to help prevent the turnover of executive talent that is often present in the absence of an executive carve-out plan designed to retain a particular employee or group of employees.

The simplest of these is a Section 162 Bonus Plan. In this type of plan, the employer will provide a combination of life insurance protection and cash-value accumulation to an employee on an annual or more frequent basis. In some situations, the employer may retain a portion of the death benefit as "key person" insurance, while the continued contributions to the policy's account value serve as a bonus in which the employee is immediately vested. 

Those employers wishing to retain employees for a long-term period may choose to setup a non-qualified deferred compensation agreement under Section 409A of the Internal Revenue Code. The executive must remain with the company for a number of years (to be determined at the employer's discretion) in order to vest in a benefit down the road. There are many ways to structure the program, often tied to employee performance. Further, vesting restrictions may be included in the plan. These restrictions require the executive to stay with the company for several years post-sale of the entity to a competitor or death or disability of the key principal in order to vest in the benefit. 

If you’re interested in hearing more about these employee retention tools, please don’t hesitate to contact us.

Join over 5 million citizens across the United States to prepare you, your family, your business, and your community for disasters.

Through FEMA and the Ready.Gov website, you can log here ( to participate.  From knowing hazards, to registering for activities, to spreading the word, you have the resources to help you.

So register today and be prepared for Earthquakes, Flood, Hurricanes, Tornados, Wild Fires, and Winter Storms.  Each represents a unique challenge that you need to be ready for.

If you gave valuable items during the holidays or are planning on doing so for Valentine's Day, make sure these keepsakes are adequately protected. You can either add this to your existing policy or purchase a new one. Give us a call for more information.

Effective 11/01/14, CLG will be able to offer our dry cleaning program to agents in 47 states. We have been insuring dry cleaners for over 20 years and have been endorsed by the National Cleaners Association since 2003.

On September 7th, CLG held its Carrier Appreciation Day at the home opener of the NY Jets vs the Oakland Raiders. It was CLG's opportunity to thank our insurance carrier representatives who work diligently with us all year long to provide the best in insurance solutions for our clients.

For those applicable large employers that have fewer than 100 full-time employees, they will have an additional year, until 2016, to comply with the pay or play rules.

In addition, certain 2014 transition relief is extended, including relief for non-calendar year plans.  To read more about these regulatons, click here.

On Feb. 12, 2014, President Obama issued Executive Order 13658 mandating an increase in the minimum wage rate for federal contractors. On June 17, 2014, the DOL issued a proposed rule to raise the federal contractor minimum wage rate to $10.10 per hour to implement the requirements of the Executive Order. The new rate of $10.10 per hour would apply to new contracts that are above certain monetary values and belong to one of the four following contract categories: procurement contracts for construction covered by the Davis-Bacon Act, service contracts covered by the Service Contract Act, concessions contracts, and contracts in connection with federal property or lands related to offering services for federal employees, their dependents or the general public.