The first is Whistleblower Protection and it shields Employees or volunteers from retaliation for reporting waste, fraud or abuse.  Companies should have a documented whistleblower protection policy that allows confidential reporting of such matters, includes a process for investigation of reported issues, and a process for determination of findings from such an investigation.  Regardless of the outcome the employee cannot be subject to firing, harassment, or failed to be promoted if justified.  The policy should be signed by the employees and posted near your other employment posters.  Here is a link to a Model Whistleblower policy for Non-Profits.

Secondly you should have a documented  Document Management & Preservation Policy.  Issues and thing to consider are:

• What documents should be saved and why?
• Do documents include paper, emails, & electronic files?
• How long are you going to keep the Documents or files?
• How do you enforce the policy with staff and volunteers?

Here is a link to a Model Document Management & Preservation Policy.  I think it gives good guidelines on time but does not include all procedures that should be considered.  Keep in mind, state laws may be more strict and should be considered when drafting your policies.

Most favorable venue provisions state that with respect to the insurability of punitive damages, the law of the jurisdiction most favorable to the insurability of punitive damages will apply, provided the jurisdiction:

1. is where the punitive damages were awarded, or
2. is where the act giving rise to the punitive damages award occurred, or
3. is where the insured is incorporated or maintains its principal place of business, or
4. is where the insurer is incorporated or maintains its principal place of business.

I always ask for this coverage for our clients and our standard form now includes this type of coverage for no additional premium. Note that this has not been tested in a court case as of the date of this writing.  By Chris L. Moxley