Categories
Insurance Disputes

Overhead and Profit in Tennessee – When is it Owed?

Overhead and Profit in Tennessee – When is it Owed?My brilliant law partner, Brandon McWherter, has written on this topic in the past, but it appears that a quick “ICYMI” note is warranted. Truth is, despite that fact that there still seems to be a bunch of fussing over this topic, the answer to when Overhead and Profit (O&P) is owed is pretty straight-forward. In Tennessee, Overhead and Profit is recoverable if the insured would “reasonably be expected to hire a contractor to repair its property.” Despite the clarity of this rule, many insurers do not pay Overhead and Profit properly. Some insurance companies fail to pay O&P on actual cash value payments promptly, waiting for the completion of the work until payment is made.

Some insurers will hold back O&P from specific categories of the contractor estimate, such as debris removal, cleaning, roofing, or mitigation. Other companies fail to provide O&P completely, asserting that the business interruption insurance claim is not sufficiently complex to justify Overhead and Profit. Fire and water loss claims have also been denied O&P coverage.

These denials and delays are not only improper, but may be legally classified as acts of bad faith by the insurance carrier.

When is O&P applicable?

The question to be answered in any O&P dispute case is: was the insured reasonably likely expected to hire a contractor to take care of property repairs? There is a process in Tennessee for determining when the insured is reasonably likely to be expected to hire a contractor. On January 1, 2014, a bulletin that explains when a policyholder is reasonably expected to hire a contractor was issued by the Board of Licensing Contractors in Tennessee. Policyholders in Tennessee can follow the guidance provided by this bulletin.

In summary, if a project is valued at $25,000 or more (not including masonry), or when multiple subcontractors or tradesman will be present on the project, a contractor is required. According to the Board of Licensing, bids or estimates on projects of $25,000 or more or those that will involve more than one subcontractor may not take place without a contractor’s license. Contractors who have worked hard to become licensed are owed compensation to cover Overhead and Profit for the work they have completed. BEWARE OF THE “OR.” Many insurance companies try to ignore the “or” and argue that only projects with a certain number of involved trades warrant O&P. That’s simply not the case. The $25,000 limit alone is sufficient to involve the use of a licensed general contractor.

You are paying for O&P – you deserve it

As Brandon points out, remember that the insurance premiums you pay are calculated based on a replacement cost value. Your insurance agent will use software to calculate this replacement cost and that cost will include Overhead and Profit charges from a general contractor. Due to the fact that you are currently paying an insurance premium for O&P, you are owed compensation for O&P on all repairs and/or losses that reflect the criteria mentioned above – and those losses and/or repairs may also involve restoration or mitigation services. In addition, any restoration company that is a licensed contractor is owed O&P on the work they perform.

Our Tennessee insurance dispute lawyers at the Gilbert Firm are here to help you recover any losses you have suffered due to a business interruption. Tennessee insurance dispute attorneys Jonathan Bobbitt, Clint Scott and Brandon McWherter have the experience and skills to maximize your compensation. To set up a free case evaluation, call us today at 888.996.9731 or complete our contact form. We serve clients from our office locations in Nashville, Memphis, Chattanooga, Knoxville, and Jackson. We also maintain offices in Tupelo and Jackson, MS as well as Louisville, KY.

Categories
Labor and Employment

What is Wrongful Termination?

What is Wrongful Termination?Employment law has come up a lot in the news lately, especially with all the firings and resignations going on in our nation’s capital. A lot of questions have come up over whether some of these firings have been legal, so this blog will delve into the details of what wrongful termination is, and what it isn’t.

Generally speaking, wrongful termination refers to when a person is unlawfully fired from a job. It’s important to note that what many people might think of “wrongful” firings aren’t actually illegal. Tennessee is an at-will employment state and an employee can be dismissed by an employer for a good reason, a bad reason or no reason at all, and without warning, as long as the reason is not illegal. So how do you know if your firing was illegal? These laws can be confusing, and an experienced employment law attorney can help you assess the details of your situation.

Your employer may be able to terminate your employment without having to establish just cause, this is true, but they cannot fire you on the basis of any of the following:

  • Retaliation/Discrimination. Employers may not discriminate against employees on the basis of race, nationality, religion, sex, age, disability status, and more. They can’t discriminate against an employee for “whistleblowing,” or reporting/refusing to participate in illegal activities of their employer. And, in Tennessee, it’s illegal to discriminate/retaliate against an employee for exercising rights under the workers’ compensation laws. Keep in mind that there are many instances in which an employer is not allowed to take an adverse employment action against an employee in retaliation against the employee. If you suspect this has happened to you, you should seek legal advice quickly.
  • Breach of Contract. If an employee has an Employment Contract or Agreement with their employer, it’s likely that they can’t be fired without just cause. Certainly the language of the contract will be critical to the wrongful termination analysis. Many times, even if the seemingly wrongful termination is allowed under the contract, the terms of the contract may set forth certain benefits that the employee is entitled to at dismissal.
  • Illness. The Family and Medical Leave Act (FMLA) provides employees with up to 12 weeks unpaid leave to recover from illnesses or injuries. If a company fires an employee because of an illness while they are on FMLA leave or because they exercised leave under the FMLA, this could be in violation of the law.

These are just some of the exceptions to at-will employment. It’s always prudent to check with an attorney if you feel you may have been terminated unfairly.

If you believe you were unfairly let go from your job, you need to know your rights and options. Our wrongful termination attorneys can give you the experienced legal counsel you need. We serve our clients from offices in Nashville, Memphis, Jackson, Chattanooga, and Knoxville with representation that produces results. To schedule an appointment with an employer lawyer like Jonathan Bobbitt or Justin Gilbert, please call 888.996.9731, or to fill out our contact form.

 

Categories
Labor and Employment

What is a Hostile Work Environment in TN?

What is a Hostile Work Environment?A 2015 study was conducted by Rand Corp. in conjunction with Harvard Medical School and the University of California, Los Angeles, of 3,066 U.S. workers. It reveals that almost 20 percent of U.S. workers say they are exposed to a hostile or threatening social environment on the job.

How can a hostile work environment be accurately defined? Many employees may attribute the rudeness of a coworker, lack of certain benefits or privileges, receiving little to no recognition for a job well done, etc. as constituting a hostile environment on the job. While many of these issues may contribute to a challenging and difficult environment at work, for the work environment to be considered hostile in the legal sense, it must meet certain criteria.

Creation of a hostile work environment

It only takes one individual on the job, whether it is a boss, a coworker, or even someone else, to initiate and propagate a hostile work environment. A person who creates such an environment will, by his or her behavior, communications, or actions in some way, make it extremely difficult or impossible for you to perform your job duties. In the legal sense, the behavior carried out by the harasser alters the terms and conditions, or reasonable expectations, you or other employees have to work in a comfortable setting.

Therefore, an employee who is irritating, obnoxious, or even rude is not necessarily creating a hostile work environment. Your coworker may talk loudly or demonstrate other irritating characteristics, but those actions do not fall under the criteria of producing a hostile environment. However, if a coworker tells explicit sexual jokes and distributes inappropriate sexual images to others in the workplace, that coworker can be guilty of sexual harassment, which creates a hostile work environment.

In addition to sexual harassment, a superior who disparages you about your gender, religion, age, or race can be guilty of creating a hostile work environment. This may be true even if the comments are said in a casual tone with a smile, or are presented as a joke. A telling sign that a hostile environment is present is when the individual fails to stop the berating after you have told him or her to stop.

That which may constitute a hostile work environment that may lead to a legal case includes, but isn’t limited to, the following:

  • When the behavior or actions are discriminatory against a protected classification such as religion, race, age, or disability
  • When the communication, behavior, or action reoccurs over a period of time and is not limited to one or two stray or inappropriate remarks that someone found irritating and annoying.
  • A problem can become severe and pervasive if the behavior occurs around a worker and continues to occur over time; and if the behavior is not investigated and effectively addressed by the organization.
  • The hostile actions, communication, or behavior must be serious enough to interfere with the employee’s ability to work. Also, if the action is severe enough to interfere with an employee’s career advancement, then a hostile work environment may exist.
  • If the employer had, or should have had, knowledge of the behavior or actions of the offender and did nothing to stop it from continuing, that employer may be held liable for creating a hostile work environment.

Under Tennessee and federal law, an employer may be sued for harassment when that employer creates (or perhaps allows) a hostile work condition.

At the Gilbert Firm, we know how to fight intelligently and vigorously on your behalf if you have been the subject of harassment, discrimination, or a hostile work environment in Nashville, Chattanooga, Memphis, Jackson, Knoxville, or across other parts of Tennessee. We work diligently to hold employers accountable for the harassment of our clients. You can count on us to provide you with strong advocacy with the goal of helping you obtain the lost work benefits and any other compensation today you deserve. To set up a free consultation with an experienced Tennessee employment attorney such as Jonathan Bobbitt or Justin Gilbert, call us at 888.996.9731 or complete our contact form.

Categories
Insurance Disputes

How Important Is My Insurance Application?

You know, one of the scary things about being a policy holder, and knowing that that insurance claim, is out there is that sometimes an insurance claim can be doomed before you ever even make it. And we see that over and over again with insurance companies denying claims or causing claim questions because of what you put on your application. So the application process is very, very important.

The Gilbert Firm offers comprehensive representation on behalf of Tennessee policyholders. To learn more about our services, or to schedule a consultation with Tennessee insurance dispute lawyer Jonathan Bobbitt, please call 888.996.9731, or fill out our contact form. We maintain offices in Nashville, Chattanooga, Memphis, Jackson and Knoxville, for your convenience.

Categories
Sexual Harassment

Sexual Harassment within the Restaurant Industry

Sexual Harassment within the Restaurant Industry With recent allegations against such notable celebrity chefs as Ken Friedman and Mario Batali, it is clear that the restaurant industry is not immune from accusations and incidents of sexual harassment. A recent report by The Washington Post discusses the risk of sexual harm that women face within the restaurant industry. From five-star resorts to national chains, the male-dominated culture of this industry can create an environment that is harmful to female workers.

Celebrity chefs facing allegations of sexual harassment

Chef Mario Batali is a renowned restaurant owner and media personality. Current allegations against him reportedly include accusations that he initiated unwelcome physical contact, including groping female employees. Four women have come forward with their accounts of alleged sexual harassment by Batali. As a result, he was removed from his position as a television show co-host. He has also stepped away from operating any of his 26 international restaurants.

Only a week prior to these reports, New York City restauranteur Ken Friedman was accused of such disturbing acts of sexual harassment as groping and demanding sexual favors from employees. Of the ten women who have come forward, some allege that they were forced to work at parties where public sex and nudity were common occurrences. Friedman has reportedly taken a leave of absence from the management and operation of his numerous restaurants.

These highly publicized events have received national news coverage, but represent daily occurrences within the restaurant industry. According to the National Women’s Law Center, the hospitality industry accounted for more EEOC sexual harassment complaints than any other reported industry. Yet these reports still do not adequately represent the prevalence of this problem. Many workers, both male and female, choose not to report unwanted touching because these incidents happen so frequently.

Why sexual harassment is prevalent within the restaurant industry

Workplace sexual harassment includes any unwelcome sexual conduct that creates an uncomfortable, hostile, or offensive working environment. Although the terms are less used today, historically sexual harassment has been categorized in two forms:

  • Quid pro quo. This involves the harasser demanding sexual favors in exchange for promotions or raises. Or, it may involve a threat of termination unless sexual favors are given.
  • Hostile work environment. This involves repeated harassment which may, or may not be, tied to a job benefit. It can involve repeated verbal harassment in the workplace, or inappropriate touching.

While quid pro quo harassment exists within restaurants, more often it seems hostile work environment complaints are reported. Some female employees are routinely expected to endure inappropriate words and actions from patrons, supervisors and co-workers. As reported in the Washington Post article, these incidents are occurring in restaurant kitchens and storage rooms across the country. It is a male-dominated industry, where sexual harassment has become common and, unfortunately, widely accepted.

The high consumption of alcohol within the restaurant industry also fuels this significant problem. Not only are patrons drinking, but in many establishments, managers are encouraged to have a drink with high paying customers. The consumption of alcohol is also reportedly very common among wait staff and other employees within the restaurant industry.

If you were sexually harassed as an employee of the restaurant industry, consider speaking to our attorneys. The professional Tennessee sexual harassment attorneys of the Gilbert Firm fight for the rights of individuals impacted by sexual harassment. We have offices conveniently located in Nashville, Chattanooga, Memphis, Jackson, and Knoxville. Call Justin Gilbert, Jonathan Bobbitt, or a member of our team today at 888-996-9731 or fill out our contact form for a professional review of your sexual harassment case.

 

 

 

 

 

 

Categories
Insurance Disputes

Help when Hotels Deny Liability for Damaged Property

Help when Hotels Deny Liability for Damaged PropertyHelp when Hotels Deny Liability for Damaged PropertyWhen you visit a hotel, you probably expect to leave with the property you brought along with you. From valuable jewelry to expensive electronics, a hotel guest may have thousands of dollars in property during an average stay. When these items become damaged due to the negligence of the hotel, it can be extremely challenging to obtain compensation from the hotel’s insurance provider. Not only will they try to deny responsibility, but they may also use bad faith tactics to avoid or significantly lower your damage amount.

When are hotels liable

Under Tennessee law, hotels are not automatically liable for damage or loss of guest property during a stay. However, there are circumstances where a harmed guest may be able to recover compensation, including:

  • Security negligence. Hotels have a duty to maintain their premises in a reasonable safe and secure manner. This involves such tasks as ensuring that doors lock properly and monitoring access to guest hallways. If an establishment fails to implement adequate security measures and your property is stolen as a result, you may have a viable claim for compensation against the hotel.
  • Premises liability. If damage to your property resulted from the negligence of the hotel staff, you may also be able to secure compensation. For example, if the hotel failed to fix a leaky pipe that later burst and flooded your room, you can recover compensation for any items that were damaged in the flood. This liability also includes such property defects as a faulty sprinkler system that fails to operate during a fire or a broken parking lot gate that damages your vehicle.
  • Respondent superior. Hotels are also responsible for the bad acts of their employees. If a worker caused the loss or damage of your property, the hotel can be held financially responsible. For instance, if a maid steals your engagement ring from the room, a skilled lawyer will examine the hotel’s hiring and supervisory practices to determine whether a negligence claim is appropriate.

Holding hotel insurance companies accountable

When faced with property damage and loss as a hotel guest, it is not enough to obtain an acknowledgement, or even an apology, from hotel staff members. To successfully obtain compensation from the hotel’s insurance company, you must prove that your claim is valid. These companies are businesses and profit is their top priority. To that end, they will tirelessly work to deny your claim and avoid payment. They may engage in such bad faith tactics as:

  • Refusing to fully investigate the details of your claim
  • Only offering to pay partial value for your lost or damaged property
  • Inaccurately applying language from the insurance policy
  • Refusing to communicate or respond to your attempts to communicate

The challenges of dealing with an uncooperative insurance company can be difficult to overcome without assistance from a skilled Tennessee insurance dispute attorney. At the Gilbert Firm, we have spent years fighting against unfair insurance claims policies. Let Jonathan Bobbitt, Clint Scott and Brandon McWherter put their knowledge and experience to work for you. We have offices conveniently located in Nashville, Chattanooga, Memphis, Jackson, and Knoxville. Call us today at 888-996-9731 or fill out our contact form for a professional review of your property damage case.

 

 

 

 

Categories
Labor and Employment

Is It Possible to Keep My Harassment Situation Confidential?

You know, one of the things that I think prevents people from calling us sometimes is they’re scared that calling us means that everyone is going to find out about what has happened to them, and that’s just not the case. In fact, many times, we’re able to negotiate a severance, a settlement or just figure out a solution for the individual that’s calling, without ever having to let anyone know that. And many times, the process can be handled confidentially. I often hear, and I’m saddened to hear, that sometimes people don’t call us because they’re just afraid of what someone might find out about their potential claim or what’s going on with them at work.

The Gilbert Firm represents workers throughout Tennessee who have been subjected to harassment . To schedule a consultation time with Jonathan Bobbitt, or to speak with a Tennessee employment lawyer in Nashville, Chattanooga, Memphis, Jackson or Knoxville, please call 888.996.9731, or fill out our contact form.

Categories
Labor and Employment

I’m Leaving My Company. Can You Help?

You know, I don’t know if it’s because of my business background, or my consulting interest that I’ve had in the past, but I have handled a significant amount of – I call them exit strategies, or exit agreements, for various executives that are leaving companies.

Sometimes they’re leaving companies on very mutual and satisfying terms, and everybody’s happy. Then of course, sometimes there are incidences in which they’re not, and it’s a hostile leave, and we negotiate those severances. You know, many times we’re able to assist in negotiating more money for the severance, or just different terms, and maybe payout terms that assist that executive going forward, to maybe either retirement or their next place of employment.

The Gilbert Firm represents workers, policyholders, and students throughout Tennessee. To schedule a consultation time with Jonathan Bobbitt, or to speak with a Tennessee employment lawyer in Nashville, Chattanooga, Memphis, Jackson or Knoxville, please call 888.996.9731, or fill out our contact form.

 

Categories
Insurance Disputes

A Quick Note About Flood Insurance in Tennessee

A Quick Note About Flood Insurance in TennesseeAs the recent damage from Hurricanes Harvey and Irma show, the areas where homes can be flooded is expanding. Many home insurance property policies protect your contents if a fire or theft occurs, but homeowner policies do not normally cover your contents, cleanup costs, and repair or replacement costs if a flood damages your property. The causes of floods include more than just storms and hurricanes. Other causes include breaking dams or levees, melting snow/ice, broken pipes, and other natural and unnatural causes.

Homeowners can get flood insurance through the National Flood Insurance Program. The NFIP is governed by the Federal Emergency Management Agency (FEMA). Flood insurance generally covers your home or building up to a quarter of a million dollars. Many property owners hold the misperception that they cannot buy additional/private flood coverage beyond NFIP. Not true. Some private carriers allow you to purchase excess flood coverage and it’s important to thoroughly question your agent about your options.

One important point about the NFIP to keep in mind is that you must keep your flood insurance current in order to recover federal disaster assistance. And, policyholders will typically have to wait 30 days after they purchase flood insurance before the policy goes into effect. Some exceptions may apply to your situation so, again, be sure to get clarity.

Our experienced Tennessee insurance dispute attorneys understand when flood insurance, what you need to do if coverage is needed and how to prove your claim. At the Gilbert Firm, we fight to get you the full value of your loss. For strong advocacy from an attorney like Jonathan Bobbitt, Brandon McWherter or Clint Scott, please phone us at 888.996.9731 or fill out our contact form. We have locations in Nashville, Chattanooga, Memphis, Jackson, and Knoxville.

Categories
Insurance Disputes

Policyholders and Contractors: Overhead & Profit

Overhead and profit is an issue that comes up quite often in the claims process. The question is this: Am I entitled to get overhead and profit for my project? Not always, but if you are reasonably likely to hire a general contractor to perform the work of your project, then you’re entitled to overhead and profit.

Many times, an insurance company may try to hold back the overhead and profit, or they may suggest to the policyholder that unless you have three trades or more, then we don’t pay overhead and profit – and it’s simply not true. Again, the test is: Is the policyholder reasonably likely to hire a general contractor to perform this work.

If so, then you’re entitled to overhead and profit, and a policyholder should look very closely at their estimates to make sure that that’s included, and that’s something that we can help with here at the Gilbert Firm.

The Gilbert Firm represents policyholders throughout the state. To learn more about the Firm’s services, or to schedule an appointment with a Tennessee insurance dispute lawyer like Jonathan Bobbitt, please call 888.996.9731, or fill out our contact form. We maintain offices in Nashville, Chattanooga, Memphis, Jackson and Knoxville for your convenience.