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It’s a common misconception that homeowners or renters insurance policies cover all personal property. Even if they do cover personal items, there is often a financial limit as to what those policies will cover. Sometimes the amount covered is well below the item’s value. For highly valuable items, unique or hard-to-find items or items that change physical locations frequently, you should consider a personal article floater.

What Is a Personal Article Floater?

A personal article floater policy is a type of inland marine insurance that may protect readily movable property. The coverage travels or “floats” with the valuable items. It can supplement your other standard insurance policies, such as a homeowners policy. A personal article floater can be a separate policy or an endorsement from your current insurer.

A personal article floater is typically designed to provide “open peril” coverage. This means that items will be covered unless explicitly excluded from your policy.

What Does a Personal Article Floater Cover?

A personal article floater can cover a wide range of personal property items, such as (but not limited to):

• Jewelry and luxury handbags
• Furs and antiques
• Silverware, glassware and china
• Cameras, computers and electronics
• Coin and stamp collections
• Sports memorabilia

What Types of Settlement Options Are Available With a Personal Article Floater Insurance Policy?

Two different types of loss settlement options are typically available with a personal article floater insurance policy:

• Replacement cost settlement—This type of settlement generally provides coverage that replaces the item with one of like kind or quality. The amount of the replacement may be lower than the value listed on the policy.
• Agreed value settlement—This type of settlement typically pays the amount for which the item is listed on the policy. This option may require an additional premium.

For More Information

If you have questions about your coverage or would like to learn more about a personal article floater, contact us today.

This article is not intended to be exhaustive, nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel or an insurance professional for appropriate advice.

Provided by: Dimond Bros. Insurance

Numerous business challenges can hinder operational resilience and cause losses, including cybersecurity threats, supply chain disruptions, evolving regulatory requirements and changing workforce dynamics. Fortunately, a comprehensive risk assessment program can help organizations identify risks, plan mitigation responses and reduce exposure. However, to be effective, the program must be supported by several key elements, including standardized processes, strong leadership and clear governance.

This article outlines nine best practices for implementing an effective risk assessment program and highlights the common challenges to avoid.

1. Secure Leadership Commitment

When implementing a risk assessment program, company leaders must do more than simply approve the policy. They should actively demonstrate their commitment by setting expectations, allocating resources, and fostering a culture in which risk is consistently identified, assessed, and managed. Leaders should treat risk assessment as an integral part of day-to-day operations rather than a one-off compliance exercise, communicating its importance to employees to foster a shared sense of responsibility. Aligning risk assessment efforts with strategic objectives and allocating sufficient personnel, budget and resources can further reinforce the program’s importance in overall business success.

2. Establish Clear Governance and Accountability

Consistent program execution depends on clear governance structures. Organizations should define roles and responsibilities across the program to ensure those involved are accountable for managing and mitigating risk. Program administrators should be designated and risk owners assigned to specific exposures, acting as champions within their areas by providing guidance to employees, tracking mitigation progress and escalating issues where necessary. Documenting and periodically reviewing governance structures can help organizations ensure effective ongoing program oversight.

3. Standardize Processes and Methodologies

Establishing standardized risk assessment methodologies can help companies make meaningful comparisons across departments. Risk assessment programs should include defined criteria for rating risks based on likelihood and impact, clear classification categories (e.g., operational, financial, compliance), consistent documentation and reporting requirements, and a centralized system for recording and tracking risks. Methodologies that assess both inherent risk (before controls) and residual risk (after controls) can help organizations gain a clearer view of overall exposure.

4. Provide Training and Build Risk Awareness

Comprehensive workforce training is essential in supporting the delivery of risk assessment programs and should be tailored to specific roles (e.g., finance teams, HR managers, IT staff and customer-facing positions), so employees understand how risk identification and reporting relate to them. Training should go beyond mere compliance by actively seeking input and feedback from participants on the challenges they encounter day to day, as frontline staff often have the most direct visibility into operational risks.

5. Integrate Risk Management into Business Operations

Risk management should be embedded into routine business activities rather than being treated as a standalone initiative. Effective risk assessment programs integrate risk considerations into everyday decision-making, including procurement, hiring, the adoption of new technologies and operational planning. In practice, this may involve adding risk questions to routine forms and documents, incorporating basic risk checks into approval processes, and making risk a regular part of team discussions.

6. Maintain Effective Communication and Reporting

Risk assessment programs depend on effective communication and reporting to ensure risks are understood company-wide. Organizations should establish clear reporting channels and expectations, including how frequently reports will be shared, to ensure that significant or emerging risks are raised as soon as they are identified. Reporting should provide leaders and stakeholders with a clear view of key risks, while giving operational teams sufficient detail to take action. Communicating lessons learned from incidents and near-misses through employee training reinforces risk awareness and helps strengthen risk assessment programs over time.

7. Monitor Program Performance  

Organizations should track the success of their risk assessment programs by measuring key performance indicators (e.g., the number of risks identified, assessed and mitigated) and monitoring any trends or recurring issues that may indicate gaps or weaknesses. Monitoring corrective and preventive actions can also be helpful in ensuring identified risks drive meaningful improvements.

8. Conduct Periodic Reviews and Audits 

Alongside performance monitoring, scheduled reviews and internal audits can help ensure that risk activities and corrective actions are completed on time and in line with company objectives. Third-party reviews or insurer-led assessments can further assess risk assessment program maturity and identify areas for improvement.

9. Promote Continuous Improvement 

Since risks evolve rapidly, organizations should treat their risk assessment programs as dynamic rather than static, continuously updating policies, procedures and methodologies to reflect current conditions. Major organizational events (e.g., entering new markets or regulatory changes) should trigger a review to ensure programs reflect current risks and priorities. Overall, frequent incremental updates can ensure programs remain effective and responsive both now and in the future.

Common Challenges to Address

Risk assessment programs may fail to deliver their anticipated results if common challenges are not identified and addressed. These may include a lack of executive support resulting in risks being poorly prioritized; unclear roles and responsibilities leading to gaps in ownership; inconsistent risk assessment methodologies making it difficult to determine resource allocation; and insufficient workforce training causing limited awareness and understanding of risk among employees.

Additionally, poor recordkeeping, along with treating risk management as a one-off compliance exercise, can limit visibility into risks and leave organizations unprepared for new or emerging risks.

Organizations can mitigate these challenges by ensuring clear accountability, consistent processes and ongoing oversight to support a more effective, resilient risk assessment program.

Conclusion

An effective risk assessment program relies on strong leadership, clear governance, consistent processes, employee engagement and ongoing oversight. By embedding these best practices, organizations can establish a robust risk assessment approach that supports informed decision-making, aids regulatory compliance and minimizes exposure.

This article is intended for informational purposes only and is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice.

Deep fakes refer to sophisticated forgeries of images, videos, or audio recordings. They have been around for years; you can even find versions of them on social media applications. For example, with Snapchat, face-changing filters take real-time data and feed it through an algorithm to produce a synthetic image.

However, as technology has evolved, deep fakes can now alter media so well that it’s often difficult to detect any manipulation. Using artificial intelligence (AI) tools, deep fakes leverage existing audio and video of an individual and continuously learn to produce increasingly convincing forgeries. As a result, deep fakes have become so advanced that they can deceive people into thinking trusted individuals have said or done something they normally wouldn’t.

In today’s workplace, cybercriminals have begun using deep fake scams to sway public opinion on business leadership and trick employees into divulging sensitive information or wiring corporate funds. These scams can lead to numerous consequences for both you and your employer, including stolen data and lasting financial and reputational hardship. As such, it’s crucial to understand deep fake scams and how to mitigate them. This article outlines common deep fake tactics, highlights red flags to watch for and explains what to do when you come across a suspected scam.

Common Deep Fake Tactics

While deep fakes were historically used to impersonate political figures in “fake president scams,” cyber criminals are now using them to pose as key stakeholders (e.g., CEOs, board members, managers, IT or HR professionals, vendors and business partners) and target companies across industry lines in damaging attacks. Using these forgeries, malicious parties can fool even the most perceptive individuals.

Some common deep fake tactics leveraged against businesses and their staff include:

• Social engineering plots—Social engineering is a broader cyberattack method that preys on human behaviors(e.g., trust in authority, fear of conflict and the promise of rewards) to obtain unwarranted access to corporate systems, funds or data. Because AI-powered deep fakes have become less expensive and more accessible over the years, the prospect of tricking an employee into performing compromising actions through social engineering plots, whether it’s a deceptive video conference or fraudulent voicemail, has grown that much easier.
• Public manipulation—By deep faking a company’s CEO or other figureheads, cybercriminals can quickly spread false or potentially damaging information. These forgeries can make key stakeholders say or do just about anything. They could have a board member share false business plans, say or do socially unacceptable things or attempt to influence consumer behavior. All of these actions can harm a company’s reputation, sometimes irreparably.

Red Flags to Watch For

Although deep fake scams can be convincing, there are some red flags you can watch for:

• Visual cues—The people portrayed on deep faked video conferences may blink or move their heads awkwardly, appear somewhat blurry, have inconsistent background lighting, or speak out of sync with their audio.
• Audio cues—During both deep faked video conferences and phone calls, voices may sound robotic, have odd pacing or be interrupted by suspicious background noise.
• Behavioral cues—The conversations that take place amid deep faked interactions may feel unnatural or lack certain social cues. They also often include a heightened sense of urgency, requests that bypass company protocols and pressure to keep specific details of the conversation secret.

In addition to these red flags, your employer may have tools or systems in place to help detect potential deep fakes, such as using company-issued code words when discussing sensitive matters or advanced detection technology that alerts you to suspected forgeries. Be sure to familiarize yourself with any available resources.

Handling a Suspected Deepfake Scam

If you attend an unusual video conference or receive an unexpected phone call and suspect a deepfake scam, take these steps:

• Pause and reflect. Take a moment to evaluate the interaction and trust your instinct if anything feels off. Refrain from immediately fulfilling any requests made during the conversation, even if they are deemed urgent.
• Verify all requests. Never, under any circumstance, bypass your employer’s verification requirements for sharing sensitive data or wiring corporate funds. These requests should be carefully analyzed and discussed with multiple parties—such as management, HR and accounting professionals, and the supposed sender—through trusted channels (preferably in person) to confirm their validity, especially if they involve alternative payment procedures.
• Report the conversation. If you are unable to verify an interaction or related request, report it right away. This may entail discussing the origin and details of the conversation with designated IT staff or using a built-in alert system on your laptop or mobile device to flag the interaction for further review.

For More Information

Deep fakes are a growing threat, but staying informed is your best defense. By recognizing common tactics, watching for red flags and following response measures, you can help protect yourself and your employer against potential scams. When in doubt, verify before you act, and always report suspicious interactions promptly.

Cybersecurity can be challenging, but you don’t have to navigate this topic alone. Reach out to your employer for more information on cybersecurity best practices.

This article is intended for informational purposes only and is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice.

A practical look at how coverage helps protect farm employees, daily operations, and long-term business stability.

Farm operations depend on people, equipment, timing, and hard work. Because so much of that work happens around machinery, livestock, chemicals, weather, and physically demanding tasks, risk management is an important part of running a responsible operation.

Workers’ compensation coverage is one piece of that plan. It helps support employees who are injured or become ill because of their job, while also helping protect the farm from the financial impact of a workplace accident.

Why Farm Work Carries Unique Risks

Agricultural work is different from many other jobs because conditions can change quickly. A typical day may involve operating equipment, moving between worksites, handling animals, lifting heavy materials, or working in extreme temperatures. These conditions can increase the chance of injuries such as:

• Equipment and machinery accidents
• Livestock-related injuries
• Falls from ladders, silos, and structures
• Heat-related illnesses
• Chemical exposure
• Strains, sprains, and repetitive-motion injuries

Even injuries that seem minor can lead to medical expenses, missed work, and delays in daily operations. More serious incidents can create long-term challenges for both the employee and the farm owner.

What Workers’ Compensation Typically Helps Cover

Workers’ compensation is designed to help employees who are hurt or become ill as a result of their work. Coverage details vary by state and policy, but it commonly helps with medical care, rehabilitation, and a portion of lost wages while the employee recovers.

For farm owners, this coverage can reduce uncertainty after an accident by creating a defined process to support the employee and help keep the business moving forward.

How Coverage Supports Employees and Employers

It helps employees get care after an injury. When an employee is hurt on the job, workers’ compensation can help them access medical treatment and recovery support, which can also support a safer return to work.

It helps protect the farm financially. Without coverage, a workplace injury may lead to out-of-pocket medical costs, legal expenses, lost productivity, and added stress for the business.

It can help reduce operational disruption. When an employee is injured, schedules, staffing, and productivity can all be affected. Having coverage and a claims process in place can help support recovery, return-to-work planning, and continuity across the operation.

Common Misconceptions About Workers’ Compensation

Workers’ compensation can be easy to misunderstand, especially in agriculture where requirements and exemptions may vary by state. Clearing up a few common misconceptions can help farm owners make more informed decisions.

Misconception: “Small injuries are not a big concern.” Even minor injuries can lead to medical visits, time away from work, and temporary staffing or productivity changes. A clear process makes it easier to respond quickly and consistently.

Misconception: “Workers’ compensation only matters for large farms.” Coverage requirements often depend on state law, payroll, number of employees, or the type of work being performed. Even when coverage is not required, some farm owners choose it to reduce risk and support employees.

Misconception: “If an accident happens off the main farm property, it will not count.” An injury may still be considered work-related if the employee was performing job duties, traveling for work, or completing a task connected to the operation.

Misconception: “A good safety program means workers’ compensation is unnecessary.” Safety training, equipment maintenance, and clear procedures are essential, but they cannot eliminate every risk. Workers’ compensation provides a backup plan when prevention efforts are not enough.

Workers’ Compensation as Part of a Farm Risk Management Plan

Workers’ compensation should not be viewed as just another insurance policy. For many farms, it is part of a broader risk management strategy that includes employee training, safety procedures, equipment maintenance, and clear reporting processes.

Many insurance carriers also offer safety resources, training materials, and risk-control services. These tools can help farm owners identify hazards, reduce preventable accidents, and build a stronger safety culture over time.

Key Takeaway

No farm owner expects an employee to get hurt, but preparing for that possibility is part of protecting the people and business behind the operation. Workers’ compensation helps create a safety net when accidents happen.

By including workers’ compensation in your overall farm insurance plan, you can help protect employees, reduce financial uncertainty, and support the long-term stability of your operation.

This article is intended for informational purposes only and is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice.

Employers of all sizes continue to face attraction and retention challenges. Successful efforts to win over workers can require significant time and carry high costs, but failing to attract talent or losing existing employees is particularly costly for small businesses. Unfortunately, small businesses often don’t have the excess resources to invest in attraction and retention efforts in today’s labor market, making it difficult to compete with larger organizations. Along with the costs associated with recruiting, hiring and training, attraction and retention struggles can significantly impact workplace operations and culture, especially in a smaller environment. For these reasons, small businesses cannot afford to ignore their attraction and retention efforts.

This article outlines talent challenges faced by small businesses and practical strategies to overcome them.

Attraction and Retention Tips

Economic pressures continue to make it challenging for small businesses to hold on to their best talent and appeal to other top-tier workers. Regardless of size, employers are straining to keep up with workers’ compensation expectations and demands. Furthermore, rising healthcare costs are stressing employees and employers alike. Workers are looking for robust healthcare coverage and affordable and quality care options from their employers, while employers consider ways to move away from cost-shifting to employees. Aside from expense concerns, employers are also experiencing a growing skill gap as many workers join organizations without all the desired skills.

However, there are ways that small businesses can overcome these hurdles in the race for talent. Consider the following attraction and retention strategies:

• Select the right benefits. Health insurance is valued highly by workers. Simply offering health insurance can give small businesses a competitive edge against those that don’t. However, health insurance is just one component to consider as part of a benefits package; small businesses should tailor their benefits offerings to meet the specific demands of current and prospective employees. The best benefits vary for each organization, but they can be used to attract and retain employees. In general, some popular benefits include competitive health insurance, leave benefits, performance benefits, retirement planning and professional development opportunities.
• Embrace technology and generative artificial intelligence (AI) tools. Small businesses often have limited resources for recruiting, hiring, and onboarding practices, so it’s important to be as efficient as possible. Leveraging cost-effective technology, such as applicant tracking systems and digital tools, can help small businesses improve these practices. Generative AI can also help workers spend less time on tedious tasks, such as manual data entry. In turn, employers’ costs may be reduced, and they can focus on finding new employees rather than dealing with time-consuming and tiresome tasks.
• Expand recruitment reach. If an employers isn’t receiving the number of quality candidates they desire, it’s worth strategizing to grow their talent pool. Expanding an organization’s online presence is a good start. This may include creating and maintaining multiple online profiles, posting content regularly and informing prospective workers of job opportunities.
• Focus on developing employees. Attraction and retention challenges aren’t always about bringing enough employees through the doors; today, many small businesses face skills gaps. Recruiting specific skills may close these gaps, but this solution overlooks existing employees. As such, small businesses should consider how they can bridge skills gaps in-house. Some strategies may include providing career pathing plans, creating mentorship programs, offering microlearning workshops to focus on specific skills, or paying for employees to attain certifications or further their education outside the workplace.
• Offer a flexible work environment. Flexible work arrangements, such as work-from-home arrangements and hybrid or flexible schedules (including flex time or days), can help small businesses maintain a competitive edge over employers who don’t offer such flexibility.
• Create a strong workplace culture. Small businesses should aim to foster a desirable workplace. A healthy company culture can help retain employees and, in turn, create an environment that’s attractive to applicants. Many small businesses are currently focusing on creating a strong workplace culture by training managers to identify employee burnout, designate fair workloads and support workers’ needs.

Summary

Like many organizations, small businesses face several challenges with attracting and retaining the employees they need. Fortunately, small businesses can leverage these strategies to help them compete in today’s talent market.

Contact us today for more small business guidance.

This article is intended for informational purposes only and is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice.

The past few years have seen rapid expansion in artificial intelligence (AI), with many businesses leveraging this technology to automate workflows and administrative tasks, analyze vast amounts of corporate data, and enhance customer service offerings. However, as more businesses integrate AI-powered tool into their operations, this technology is also posing unique exposures.

Complicating matters, many standard commercial insurance policies were written before the widespread adoption of AI. In response, a growing number of insurers have begun updating policy language and, in some cases, introducing certain coverage exclusions for AI-related risks. Consequently, businesses that neglect to review these policy changes could face considerable coverage gaps and unanticipated out-of-pocket losses when claims arise.

This article provides more information on common AI-related exclusions in the commercial insurance landscape and offers associated guidelines for policyholders to keep in mind for renewal.

Common AI-related Exclusions

Exclusions for AI-related risks have emerged across several lines of coverage in the commercial insurance space, including the following:

• Commercial general liability (CGL) – In recent years, many liability policies were largely “silent” on AI-related exposures, making the extent and scope of coverage for such losses relatively ambiguous. Effective January, 2026, the Insurance Services Office (ISO) introduced multiple generative AI exclusion endorsements for its CGL coverage forms. Since most insurers utilize ISO-based forms, carrier adoption is expected to increase steadily throughout the CGL segment. In practice, these endorsements may exclude coverage for third-party bodily injury, property damage, and personal and advertising injury losses stemming from generative AI outputs.
• Professional liability/errors and omissions (E&O) – Alongside the rising prevalence of exclusion endorsements for AI-related risks in the CGL space, the E&O segments has demonstrated some of the most aggressive exclusion activity toward these exposures. In particular, some insurers have introduced broad exclusions that eliminate or significantly restrict coverage for losses tied to AI-powered professional services or advice. This is especially concerning for businesses that leverage AI tools (e.g., chatbots) in client-facing operations.
• Director and officers liability (D&O) – In the D&O space, some insurers have started implementing exclusions for certain AI-related exposures and using more restrictive policy language regarding AI governance risks. One of the top concerns in this segment is claims stemming from AI-washing, in which companies are accused of overstating or otherwise misrepresenting their AI usage or the capabilities of this technology to investors and the general public. As a result, insurers are placing greater scrutiny on AI-related disclosures during the underwriting process, and policy language may continue to evolve to address these risks.
• Fidelity and crime – Standard fidelity and crime policies generally exclude coverage for cyber fraud, particularly for social engineering attacks that involve honest employees being manipulated by cybercriminals into transferring company funds to external accounts. This exclusion also applies to AI-enabled fraud, namely deep-fake plots and business email compromise scams, as these incidents usually don’t qualify as “direct theft” under traditional policy terms. To combat these exposures in the fidelity and crime space, businesses may need to purchase social engineering to fraudulent instruction endorsements. Even then, specific coverage capabilities will depend on the nature of the incident and the type of fraud involved, with some insurers implementing strict sublimits and security requirements.
• Cyber – Unlike other lines of coverage, insurers in the cyber segment are largely affirming rather than excluding claims stemming from AI-driven losses. While businesses may still need to secure endorsements for certain events (e.g., social engineering schemes), standard cyber policies typically cover losses resulting from cybercriminals using malicious AI programs to penetrate corporate networks, expose confidential data or deploy automated ransomware attacks. Nevertheless, cyber insurance does not apply to bodily injury and property damage losses, which could leave businesses with ongoing coverage gaps if their other policies fully exclude AI-related risks.

Guidelines for Policyholders

In light of those evolving exclusions, it’s critical for policyholders to review their coverage before renewal and take steps to prevent potential gaps. Here are some key guidelines to consider:

• Document and disclose AI usage. Businesses should conduct a detailed inventory of their AI usage across their operations, including standalone tools and those embedded within third-party software platforms. This inventory should be well-documented and shared with insurers during the underwriting process. Failure to disclose the full extent of AI usage could give insurers grounds to deny associated claims or rescind coverage moving forward.
• Review policy definitions and limitations. Rather than focusing solely on the declarations page of their policies, businesses should carefully review these documents in full, especially the exclusions section, for AI-related restrictions that might otherwise be missed. Businesses should also note how AI is defined in their policies to determine whether this language is broad enough to cover losses stemming from routine or incidental AI use. When applicable, businesses should request copies of any AI-related endorsements for their CGL, E&O, D&O and other liability policies, thereby ensuring full comprehension of what is and isn’t covered.
• Explore additional coverage options. Businesses should never assume they have sufficient coverage for AI-related exposures just because their cyber policies affirm these losses. Cyber insurance rarely fills other liability coverage gaps, especially for businesses with significant E&O exposures. Businesses struggling to secure adequate protection against AI-related risks under standard commercial policies should consider purchasing specialized AI liability coverage. Yet, it’s worth noting that these offerings are still evolving and remain somewhat limited. In any case, businesses can consult trusted insurance professional to discuss their unique coverage needs.

Conclusion

As AI continues reshaping business operation, its insurance implications grow increasingly complex. Policyholders must proactively review their coverage, disclose AI usage and work with insurance experts to remedy ongoing gaps before they become costly surprises. Staying informed and adaptive is the best defense against future AI-related claims. Contact us today for additional insurance guidance.

This article is intended for informational purposes only and is not intended to be exhaustive, nor should any discussion or opinions be construed as professional advice.