The first half of the year was good for stocks, with a number of Jacksonville-based companies producing double-digit gains.
But it was Jacksonville's biggest company that produced the biggest gain.
As everyone knows by now, CSX Corp. soared on the news that Hunter Harrison was seeking the CEO job in January, and he eventually got the job in March.
Investors expect a big improvement in the railroad's operations from Harrison, who left as CEO of Canadian Pacific Railway Ltd. to pursue the CSX job.
So, it's no surprise that CSX led all Jacksonville stocks in the first six months of the year, with its price jumping 51.9 percent.
CSX next week will report earnings for the second quarter, its first full quarter since Harrison took over. According to one analyst, the report should show a lot of activity already.
"Since Hunter was named CEO in late 1Q, CSX has already shut down 6 of its 12 hump yards and reported meaningful improvements in train speeds, train counts, and on-time performance," Wolfe Research analyst Scott Group said in a research note before the holiday weekend.
"Train speeds have increased about 10 percent, on-time arrivals have increased about 36 percent, and active train counts have come down about 20 percent," he said.
Group, like everyone else, has high expectations. He has a year-end price target of $60 for the stock, which would mean an additional 10 percent gain in the second half of the year.
"CSX remains our favorite rail stock idea based on our expectation it will see high-end margin improvement and EPS growth over the next few years under Hunter Harrison," he said.
Another analyst says he thinks the second-best performer among Jacksonville companies, Fidelity National Financial Inc., also could be in for more gains after rising 32 percent in the first half of the year.
Barclays Capital analyst Mark DeVries met with Fidelity's management before the holiday weekend and said the company's title insurance trends remain strong, and the spinoffs of its investment subsidiary and its majority stake in Black Knight Financial Services Inc. is on track.
"We continue to view FNF as one of the more defensive names in our group that could deliver attractive total returns if this business cycle extends, and significantly outperform if it doesn't," DeVries said in his report after the meeting.
"Despite the pronounced outperformance year-to-date, we believe the shares still offer attractive upside with catalysts, so we reiterate our 'overweight' rating," he said.
DeVries said the planned spinoff of the company's investment subsidiary, Fidelity National Financial Ventures, likely will happen before Black Knight.
FNFV has investments in several restaurant chains and other businesses not related to Fidelity's title insurance operations. The company will rename the subsidiary Cannae Holdings Inc. once it becomes a separate public company, with its headquarters located in Las Vegas.
DeVries said the spinoff of Jacksonville-based mortgage technology company Black Knight will likely happen near the end of September. Fidelity currently controls a majority of Black Knight's stock, but will distribute those shares to Fidelity stockholders.
While Fidelity sheds its investments in those companies, it continues to seek acquisition opportunities in its title business, DeVries said. Those acquisitions aren't making a big splash, but they add up, he said.
"FNF has been focused on acquiring smaller regional title agencies over the last year," he said.
DeVries set a price target of $49 for Fidelity's stock, which was trading at $44.64 when he issued the report.
The Dow Jones industrial average (up 8 percent) and the Standard & Poor's 500 index (up 8.2 percent) both did well in the first half of this year, but 10 Jacksonville companies beat the national indexes.
That includes the two pending spinoffs by Fidelity. FNFV rose 15.3 percent and Black Knight rose 8.3 percent.
Another company spun off from Fidelity in 2006, bank technology company Fidelity National Information Services Inc., rose 12.9 percent.
The outperformers included the three remaining banks headquartered (more or less) in Jacksonville.
FirstAtlantic Financial Holdings rose 18.3 percent and Atlantic Coast Financial Corp. rose 15.3 percent.
Ameris Bancorp, which actually is headquartered in Georgia but maintains its executive offices in Jacksonville, rose 10.6 percent.
EverBank Financial Corp., which was acquired by TIAA last month, was flat while it was still trading, because the $19.50 acquisition price was already locked in last year.
Another Jacksonville-based company that outperformed the national indexes was Web.com Group Inc., up 19.6 percent.
The website services company's stock was helped by a generally strong environment for technology stocks. While the broad market rose, as reflected in the Dow industrials and S&P 500, the tech-heavy Nasdaq composite index did even better, rising 14.1 percent in the first half of the years.
But the biggest boost for Web.com came from a Reuters news service report in March that it was talking to private equity firms about a possible buyout.
There has been no update on that in the last three months.
One Jacksonville company that seems to be defying the national trend is commercial real estate developer FRP Holdings Inc.
FRP is considering a conversion to a real estate investment trust and REIT stocks have underperformed, with the S&P U.S. REIT index showing a slight decline for the year. However, FRP rose 22.4 percent in the first half of this year.
At the other end of the scale, the big loser was Stein Mart Inc., which fell 69.2 percent as sales dropped.
The fashion retailer is working on plans to rebound sales trends but has said it will take time, so the stock remains depressed.
The other big drop has a more interesting story.
Drone Aviation Holding Corp. looked like a stock to watch at the end of 2016 because its vice chairman, Michael Flynn, resigned from the company to take the high-profile job of national security adviser for President Trump.
Flynn was forced to resign from that position early in the new administration because of questions about his communications with Russia.
Of course, questions about Flynn have continued through the spring and into summer.
Drone Aviation has never been included in any reports about government investigations and there has been no suggestion that the company did anything wrong, but any association with Flynn has to be a negative for the stock.
In the absence of any other significant news from the company, Drone Aviation had the second biggest drop among Jacksonville companies, falling 50 percent in the first six months of this year.
International Speedway Corp. last week reported increases in attendance and admissions revenue from its Coke Zero 400 race over the holiday weekend at the Daytona International Speedway, but the company still is struggling to draw fans to other NASCAR events.
The Daytona Beach-based company operates 13 motorsports facilities that are tied heavily to NASCAR events.
International Speedway said revenue for the second quarter ended May 31 (which doesn't include the Coke Zero 400) was $165.3 million, slightly below the $167.6 million in revenue for the second quarter of fiscal 2016.
Adjusted earnings of 30 cents a share were a penny higher than last year's second quarter.
During the company's conference call with analysts last Monday, President John Saunders said attendance at its top-level NASCAR events was down 6.5 percent in the quarter.
Although last weekend's event had higher attendance, advance sales for International Speedway's remaining events in the fiscal year are down about 5 percent, Saunders said.
"We remain confident our consumer-focused marketing strategies are working to slow recent attendance-related revenue trends," he said.
"Our initiatives will continue to target new and lapsed customers through all traditional media, social and digital channels.
"The objective here is to reignite and protect the base, grow casuals into avids, and spark interest in demand with the next generation of fans," he said.
Saunders said International Speedway is promoting family-friendly ticket packages to entice younger fans.
"We're pleased with the year-over-year to-date increases in younger demographics attending events," he said.
The company also continues work on construction of its One Daytona project, a massive mixed-use entertainment and retail complex on property across the street from the Daytona Beach track.
The official grand opening of the 300,000-square-foot complex is scheduled for the fourth quarter this year.


As an Assistant Professor in the Management Department at Keene State, I teach courses in Accounting and Finance. I've moved between the business world and academia for the past 20+ years, with roles in corporate America and small business consulting. My Ph.D. is in Environmental Economics, and I've done research on the management of marine conservation organizations in developing countries. I look forward to learning about and implementing helpful educational technologies as I re-enter the academic world after 6 years away.


Patches will be presented by National on achieving mile stones in the claiming of game.
Royale Ishi - All 18 species of claimable game in any configuration of game award, TC,RC and Australian Record.
Imperial Ishi -All 18 species in any configuration of TC, RC and Australian Record.
Supreme Ishi - All 18 species RC and Australian Record.


Functional fitness and functional training are some of those buzz words or phrases that are dominating the fitness and gym circuits at present. Now, if you find yourself bewildered and grappling quite desperately for the true meaning the terms, fear not – for we're right at hand to break it down for you. While we're at it, we'll give you some benefits of following this method of fitness training, and why you should try and fit it into your fitness regime as well.
Simply put, functional training sets your body up to excel while doing the common things in life or in sports. How does it do this? Well, its exercises and routines actively simulate everyday movement (for instance getting up from a chair or bending down to pick something up from off of the floor) by stimulating and exercising all the muscles involved in that basic movement (this is opposed to normal movement or exercise which usually involves only the use of one or a few muscles). This sort of training helps you perform the simple tasks of life in a much easier manner, while also boosting your core strength. Functional training typically uses kettlebells, weights and fitness balls, amongst other exercise tools. Now, the word 'functional' does make more sense when used together with training, doesn't it?
Burn the fat!: As you will find out almost as soon as you try it, functional fitness routines effectively employ full body workouts, which as a result, helps get rid of that extra bulk with ease. This in itself is a good enough reason to jump aboard the functional fitness juggernaut!
Ease in the everyday: Functional training focuses on the everyday, conventional movements that form a large part of your life. This in turn, helps you perform everyday tasks with ease and with the least discomfort. Invariably, this improves quality of life, while also boosting much needed endurance and strength.
Great starting point: For some of us, going to the gym or fitness centre for the first time conjures up images of dread, and that's enough to put us off from going to the gym altogether. Besides this, some of us older folk may find the forms of training too strenuous. Now, that's just where functional fitness cuts through all the other forms of training, and lets practitioners simply focus on everyday movements, which are less taxing on the body and therefore prevents injuries and burnouts.
Better posture and balance: Posture in our day-to-day life is something that is often overlooked, underestimated and uncorrected. This can lead to several complications in later life, or even in the present. Thankfully, however, you can count on functional training to sort this out as well, as its exercises targets multiple muscles all at once. This in turn improves posture and balance in your daily grind, helping you smooth out any kinks effectively.
Reduced injury risk: Functional training by its very nature targets the use of groups of muscles, all of which work together to perform a specific task or movement. In this way, it helps strengthen groups of muscles as well as the surrounding ligaments which help perform these tasks, while also preventing injuries and long term damage. When you compare this to other normal exercises which only focus on just one movement or muscle, you can clearly see the inherent benefits of following the functional fitness path.
Well, so there it is! If you weren't as enthusiastic or even a bit bewildered at the prospect of including functional fitness before, we're quite sure that that sentiment has vanished almost by magic. So, go ahead and get some functional fitness into your life!


Are You Excited About What You Do?
Last week Gallup released a new poll noting that half of American adults work full time for an employer, but only 13% who are working full time are actually excited about what they do.
I trust that our school communication professionals — a spirited, creative and exciting group — would rank their jobs much higher than the 13% that this latest Gallup poll found.
I have said many times that my stint as a VP in the corporate agency business was one of the best experiences I have had during my career. I learned a great deal more about leadership, sales, customer service, how to make or lose money, and how to make our programs accountable and successful. But even though we were successful, somehow I felt that our work there was a bit hollow contrasted to working for our school community.
I was impressed with the results and recommended that we highlight this work as a general interest story that demonstrated the humane side of their practice.
Well, let's just say that this idea turned into a "dog that did not hunt." The client did not want to promote their repair and restoration work because it was not the type of work that they wanted to be known for.
And they were correct. Strategically I was off target.
We regrouped and offered more relevant and profitable procedures for their prospective clients. This approach worked and our business relationship with them blossomed into a viable one for our agency.
But I wasn't excited about this work. It felt hollow after working in a local school district and for two education associations.
I realized that most of us get into education to help students and staff improve through engagement and communication. We also enjoy building more support for our local systems. And when our work makes a difference, we get even more excited about it.
Now I know we all have bad days and we experience circumstances that are out of our control. But even during those times, we are there to help improve and possibly provide solutions to protect the reputation of our systems.
It all depends on what we value and how we practice our profession.
Most NSPRA members enjoy the opportunities to help their systems in authentic and results-oriented ways. In fact, I'll bet most NSPRA members I know even get excited about their work. Unlike those unlucky people in the Gallup poll.
As we approach our holiday break, most of us are a bit frantic "to get it all done." NSPRA member jobs are always busy, but when you add the layer of personal and family holiday shopping and home responsibilities, it may seem like we added just another stressful and unforgiving deadline we need to meet.
But we all need a break from the stress.
Let's do our best to take advantage of being away from the everyday pressures of our school communication jobs and return from the holiday break refreshed to tackle the new challenges that we face for the remainder of this school year.
A new collaborative software tool we are calling NSPRA Connect, where you can post your own request for assistance or counseling and hopefully receive numerous relevant responses from NSPRA colleagues. You will have access to more than 1,700 PR consultants who face nearly the same situations you face every day. The new system goes to the heartbeat of NSPRA — members networking to help one another. Watch for it later this spring.
We'll also be co-publishing two books by respected NSPRA veterans, Kristin Magette, APR, and Trinette Marquis-Hobbs, APR. Kristin is updating her Embracing Social Media book and Trinette is working on a data-based approach to school communication. Our co-publisher, Rowman & Littlefield, is setting publishing deadlines. We are keeping our fingers crossed to have both publications by our Anaheim Seminar in July.
Plus, we'll be publishing the second edition of Making and Marketing Your School as a School of Choice in time for the Anaheim Seminar. The book's focus is to help school leaders make their individual schools winners when it comes to our era of competition, which seems to be growing through the advocacy of federal and state legislation and funding. Our plan is to have the book ready this spring.
Early in 2018, we will be offering a new collection of past webinars and EduTalk Radio shows in our Members-Only section of our website. Entitled Play That Again …, this section will be a collection of NSPRA members' insights on a wide-range of evergreen issues and practices.
Also starting in January will be a new electronic version of NSPRA's popular Wit and Wisdom, where members offer their brand of wit and wisdom to be shared through NSPRA's Twitter account.
Finally, we plan to have a new communication review process to be available by the NSPRA Seminar in July. Targeted for smaller school districts, these reviews will give districts the use of SCoPE surveys and e-interviews and focus groups to help them set the course for effective communication practices in their districts. We've nearly completed two beta projects with NSPRA districts that will lead to the new service to be launched next year.
It is a busy year for all of us, but we should take pride in what we do every day for our students, their districts and communities. Nobody does it better on a consistent basis than NSPRA members and their districts.
Enjoy your holiday and let's make 2018 a year of accomplishment for our school communication profession.
Every superintendent needs one of these gifts to be successful. In fact, every school board member should make sure they provide the motivation and support to make this gift a reality.
So, what type of gift are we talking about?
It's the gift and insight of a professional school communicator. Just look at the advice our savvy members gave when we created a poster a few years ago entitled NSPRA Members Know.
Tradition is a guide — not a dictate.
Experience allows you to ask the right questions.
People make mistakes and what happens next is the important thing.
Managing your community's expectations is perhaps the most important thing you can do.
Stay organized and positive during the budget season.
Campaigns are not about issues, they are about voters.
That being strategic makes everything else fall in place.
When to give the person being interviewed the high sign to STOP TALKING.
How to stay calm in a crisis and provide communication leadership.
Having a brochure and a video isn't a communications strategy.
If you are not taking care of students, you'd better be taking care of someone who is.
Trust starts by being human, and builds by being honest.
The joy of seeing a child recognized, a parent helped, and a community proud.
That it is important to have communicators at the decision and planning table.
If we don't stay in touch, we will soon be out of touch.
Most successful superintendents understand the true value of a seasoned communicator at their side. In today's world of instant communication, fake news, and self-anointed expert bloggers searching for followers, they understand the critical role of a school communication professional.
It's time to give superintendents the gift of a professional communicator. You can start with a free kit for superintendents on starting a program and follow it up with a free subscription to Communication Matters for Leading Superintendents. You can find both of these items on our website at www.nspra.org. And to continue to receive weekly advice in a clear, concise and brief format, become an NSPRA member or subscriber through our website.
We wish you all a great holiday season and brief respite from the stress of leading our schools through some perceived rocky political times.
Together let's make 2017 a year in which we continue to do what's right for all our children and where we clear a path for more support of public education.
Share your Wit and Wisdom quotes and celebrate NSPRA's 75th Anniversary!
One project to celebrate our 75th anniversary will be to publish the second edition of The Wit and Wisdom of PR Success. The first edition, published in 1995 and then reprinted in 1998, captures the wise and sometime humorous witticisms of leaders in our PR profession.
Now you can submit your personal contributions to the next edition of NSPRA's The Wit and Wisdom of PR Success. You just need to verify that your submissions are your original work or cite the appropriate source if it isn't.
Email your submission to editorial@nspra.org by March 15th.
Nope, we're not talking about the upcoming budget battles this spring. We're talking about getting proactive and creating your own version of "May Madness" to ignite a buzz about the accomplishments of your students, staff, and schools.
Right now, most schools with elite athletes are participating in a National Signing Day, where stellar athletes sign their letters of intent about their college choice and the scholarships that go with them. Some colleges send coaches to the signing event and the athletes often wear caps and jerseys of the college they select. It's a fun and proud moment for a handful of super athletes and their schools. National media coverage by ESPN and others add to the celebratory hype of this day.
You should go to the next step and have your district or high schools participate in a different kind of National Signing Day. Have all of your students announce their next steps. Credit for this "big idea" to prove our schools are working goes to Cleveland Plain Dealer columnist Regina Brett, who urged Ohio districts to do the same in one of her past columns.
Picture it. Your high school auditorium is packed with underclassman and one by one graduating seniors announce and sign their letters of intent. You need to decide how far you would want to go, whether you announce just scholarship winners or celebrate all students' next career paths. You can highlight those who will attend college, enlist in armed forces, or take special training to advance technical and occupational careers. It's up to you to decide what would work for your school and community.
Invite the media. Invite dignitaries to the event and capture their responses for this day of achievement. Record video and stream it on your website. Use the footage to make a promotional video for your schools that can be shown at community group meetings, the Rotary, Chamber of Commerce, and Realtor meetings and open houses for recruiting new students and parents. The only limit is your creativity and, of course, time and money.
People often ask me what the weakest characteristic of most school communication programs is. It's that we are reactive and not proactive. We need to be more proactive and offer positive triggering events that are aligned with the goals of our schools. Preparing students to win at their next level is one major component of what we are all about.
Be proactive. Celebrate accomplishments. Trigger positive comments about your students and staff. Start marching toward your own May Madness program today.


Equipment Operators lift and stack merchandise onto/off conveyor lines, semi-trailers, pallets or other storage containers and racks within the Distribution Center.
Equipment Operators carry out their duties using a variety of powered industrial equipment that may include: forklifts, stand-up forklifts, order selectors, or other equipment.
Operate power equipment at least 80% of working hours.
Equipment Operators are also responsible for handling full cases of product, including consistent lifting of cartons and merchandise onto and off conveyor lines, pallets and other storage containers.
Maintain and verify documentation and information to facilitate flow of merchandise through the Distribution Center.
Comprehend and follow written, verbal and computer delivered direction.
Ability to operate forklifts stand-up forklifts, order selectors and other equipment.
Ability to lift up to 50 lbs. or more up to 50% of the working hours; lifting may be above or below shoulder level.
Ability to successfully complete power equipment training.


Bust magazine, according to the Guardian is a ' US funky feminist women's magazine'… they are organising a 'craftacular' in Shoreditch this weekend click here for link.
love the mix of images thrown up on the wall.
Stedhead, Cat and Lou are planning to take a stack of images of animals over to Berlin at the end of the month to create some street art. Collaborators are invited.
"We would like contributions of artwork for a project based in Berlin, the theme of this project is based around Animals, and we would love you to take part in this project. We would love it if you could draw/paint/collage, or however you want, and create an animal themed piece of art, as small or large as you want. The piece can be a simple 10 second drawing, or as detailed as you like, it is totally up to you.
The International Comic Artist Conference has a competition on the theme of astronomy and the universe.
There are categories for both single illustrations and comic stories, each with a top prize of US$1000.


Horizon 2020, with a 2014 - 2020 budget of €77 billion, is the biggest EU research and innovation programme ever and one of the largest worldwide. Horizon 2020 (H2020) promotes Europe's scientific and technological excellence to extend the frontiers of human knowledge, boost the EU's economic competitiveness, address societal challenges and remove barriers to innovation, including between the public and private sector.
The large range of H2020 tools and instruments naturally delivers many impacts, for example supporting innovation in SMEs represents a top priority. Over 19 000 proposals for the SME instrument have already been submitted during 2014-2015. Technology transfer, a key driver of regional competitiveness, is also supported by H2020, and helps remove barriers to innovation, including between the public and private sector.
Meanwhile the evaluation of the impact of the previous FP7 programme shows that every euro invested by FP7 generated around 11 euros in direct and indirect economic effects. The achieved innovation indicators include 1700 patent applications and support for 7400 commercial exploitations, which in turn supported new companies, new jobs and opened new markets.
H2020 also places a high importance on addressing transnational societal challenges. The funded actions have helped to set up a common scientific base for responding to pan-European challenges e.g. health, food, safety, energy, environment, employment, poverty and exclusion.
Horizon 2020 gives researchers access to a Europe-wide open space for knowledge and technologies in which transnational synergies and complementarities are fully exploited - contributing to the continued reinforcement of the European Research Area and helping to reduce regional disparities.
More details regarding the impact of H2020 can be found on Horizon 2020 website here and here.
The page also hosts the H2020 annual monitoring report.
Learn more about the achievements of the first phase of the S3Chem project.


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Kemper and ESG
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Sustainability / ESG
Environmental, Social, and Governance (ESG) at Kemper
At our core, Kemper has a responsibility to keep the promises we make, today, and in the future. As we grow our business, it is important for us to remain mindful of how we impact the environment, how we engage with customers, employees, shareholders, suppliers, and communities, and how we lead and govern our organization. If we do these things well, we can improve and strengthen who we are and how we do business.
In our latest ESG Report, we are proud to highlight the work Kemper is doing to incorporate responsible practices into our business operations and demonstrate our commitment to ESG.
ESG Governance and Oversight
Kemper's Board of Directors, along with Company management, has a responsibility to create shareholder value by thoughtful stewardship of shareholder capital. This is accomplished by addressing the needs of not only shareholders but all our stakeholders, including customers, employees, and our communities.
Our Board takes an inclusive approach to monitoring the Company's ESG efforts to ensure that decisions regarding business, operations, and financial strategy maximize long-term value. The Board's traditional roles with regard to capital allocation, investment management, and enterprise risk management include regular meetings with Kemper leadership to review strategy and initiatives related to business-related risks and opportunities.
The Board has determined that its Governance Committee has specific responsibility for ESG. That Committee monitors efforts to maintain and enhance an ESG program that encompasses sustainable policies and practices intended to responsibly manage the effects of the Company's operations in the three core ESG areas:
Environmental - Maintenance of a Sustainability Committee and responsible practices that address environmental risks and climate change in the Company's business operations.
Social - Operation of programs focused on talent management, inclusion and diversity, human rights, safety, privacy, community support, and other aspects of our culture related to corporate ethics and social responsibility.
Governance - Inclusion of corporate governance policies and practices related to shareholder rights, leadership diversity, executive compensation, risk oversight, and other significant organizational matters.
In addition, the Governance Committee may request that other committees of the Board take steps to assist the Committee in performing its monitoring responsibilities with regard to certain aspects of the ESG program.
Energy Conservation, Environmental Management, and Waste Reduction
Kemper's Sustainability Committee reports to the CEO and is composed of senior leaders representing key functional areas within the Company. This team sets the overall sustainability strategy by reviewing short- and long-term objectives and opportunities related to operational efficiency, enterprise risk, and sustainability initiatives.
Identifying Environmental Risks
Kemper, as part of the insurance and financial services industry, has limited impact on the environment and limited opportunities to be a change agent on environmental issues. Nonetheless, we align with corporate responsibility to advance sustainability by implementing initiatives to reduce, reuse, and recycle, supplemented with programs to reduce greenhouse gas (GHG) emissions.
Environmental Management Policy
Kemper is committed to doing our part to mitigate climate change, conserve natural resources, and take steps to reduce our overall carbon footprint. We understand the risks posed by climate change and look for opportunities to reduce and recycle the natural resources we consume. We work to create environmentally conscious workplaces for our employees, our communities, and our planet.
By setting environmental goals focused on energy efficiency, waste reduction, and recycling programs, we seek to minimize the impact of business operations on the environment and will continue to make our approaches in these areas more robust and impactful. Kemper's environmental management goals focus on the following:
Measure our carbon impact and identify opportunities to reduce our carbon footprint
Eliminate the use of non-eco-friendly in-office materials including polystyrene
Reduce non-biodegradable and non-recyclable solid waste from our facilities
Develop green workplace initiative programs encouraging employees to:
- Turn off computers and lights after meetings
- Print only when necessary
- Use public transit, carpool, or telework when feasible
Identify options to incorporate solar energy into the design of our new and upcoming facilities
Reduce energy and water use within our owned facilities
Source 100% of printer paper using materials from well-managed forests
Our initiatives are based on the following focus areas where maximum impact can be achieved:
Reduce Energy Consumption and Emissions; More Efficient Office Space:
As an insurance holding company, a major portion of our environmental impact is from energy consumption in our owned buildings and leased space. We continue to seek - and find - ways to operate in a more environmentally friendly way. Significantly, we lease or own more than 127,000 square feet of LEED-certified (Leadership in Energy and Environmental Design) space. As Kemper adds new locations, we strive to align with LEED certifications and utilize efficient and renewable energy sources including the installation of solar panels. In addition, we utilize motion sensor lights in many of our offices, and ensure new office construction and renovations use low volatile organic compound (VOC) materials.
A recent energy assessment for our owned facilities resulted in actions including the replacement of fluorescent light bulbs with energy-efficient LED lighting, the addition of motion sensors for lighting, the addition of light sensors and timers to parking deck lights, the replacement of energy-inefficient windows, installation of insulating film on windows, replacement of breakroom and restroom faucets with automatic fixtures for reduced water consumption, and the replacement of older HVAC units with energy efficient units.
Reducing Landfill Waste in Operations and Offices:
Our active recycling programs are significantly reducing the paper, plastic, glass, metal, and cardboard that might otherwise end up in landfills. Currently, over 900,000 pounds of materials are recycled annually in our locations.
Because paper is among Kemper's larger wastes, we encourage reduction and recycling in all our locations. We have decreased paper waste by eliminating unnecessary printing, undertaking an electronic records management initiative, ensuring secure, shredded documents are recycled into new paper products, and elevating communication about the benefits of recycling.
Waste reduction efforts also include implementation of plans to significantly reduce the use of plastics in our lunchrooms and breakrooms, including elimination of plastic utensils, and maintaining water filling stations in office locations to decrease the use of disposable plastic bottles. We also offer battery recycling in select locations, and implemented a program that supports environmentally sound IT asset disposal.
We're focused not only on enhancing our internal systems to reduce paper usage, but also actively encouraging customers to opt for electronic delivery of policy documents, such as policy forms, identification cards, and ongoing correspondence. Approximately 15% of our customer communications are delivered electronically. We expect additional conversions from paper to digital as we continue to modernize our infrastructure - with the added benefit that e-delivery is more immediate, convenient, and secure.
In addition, hazardous waste procedures are in place for safe handling/disposal, including use of registered carriers and removal to disposal sites that are compliant with local environmental guidelines.
Responsible Fleet Management:
Kemper operates and manages a fleet of approximately 500 vehicles to support customer service requirements. To minimize emissions from this business-critical fleet, we utilize new vehicle models with improved fuel economy and reduced CO2 emissions, and receive regular reports by our leasing partners that track fuel economy and emissions in vehicles.
Managing Environmental Risks in Purchasing:
Kemper's procurement team considers sustainability in our purchasing practices and works with vendors to track key environmental indicators. For instance, our travel partner tracks indirect greenhouse gas emissions for air travel and rental car providers. Accordingly, the team assesses environmental risks and opportunities within Kemper's supply chain and purchasing operations, including the potential to reduce emissions, non-biodegradable and non-recyclable solid waste, and the use of polystyrene.
Stakeholder Engagement:
Kemper actively encourages and engages our employees in adopting actions that support the environment, such as reduced use of printed documents, recycling and shredding, use of public transit where available, travel limitations, use of reusable receptacles for drinking water, and thoughtful use of in-office electricity. In addition, we utilize our social media and website blog platforms to provide useful information and relevant resources for natural resource conservation to our customers and communities.
Climate Policy Risks/Performance/Opportunities:
Kemper understands the value and potential impact to investment return of environmental, social, and governance factors, and they are considered, when applicable, in researching, analyzing, and making investment decisions.
As an insurance holding company in a diversified risk environment, we have a favorable degree of agility when planning for risk. With insurance policies typically renewing annually, we have the flexibility to react promptly should evaluated risk swings dictate the need for changes.
Climate change risk is evaluated with similar flexibility. Kemper does identify and model risks from perils it insures to assess the total risk exposure. For example, we use third party catastrophe models to estimate potential losses from extreme weather events like hurricanes. Many of these models use climate measures such as sea surface temperatures to determine estimates for possible loss scenarios and financial impact. These models are periodically updated to include other measures as relevant data becomes more available and reliable.
Investment risk is also evaluated through a climate change lens. Kemper considers the impact of climate change factors as part of its strategic investment analysis and planning. In 2016, the Company ceased making new investments in companies whose primary business is in thermal coal. The Company has historically supported limited exposure to the fossil fuel sector and is actively pursuing low carbon opportunities. In addition, real estate investment decisions consider potential climate risk related to our buildings and other physical assets that can be impacted by environmental catastrophes including hurricanes, wildfires, and flooding.
Kemper's Business Continuity Plan addresses the impacts of operational risks and includes thorough plans, procedures and systems that address not only prevention but our ability to recover seamless and secure operations and services in the event of a potential threat.
Talent Management, Inclusion and Diversity, Employee Rights, Marketplace Impacts
It is essential for Kemper to recruit and retain the talented people that will enable us to meet the needs of our customers.
A Culture of Ownership
We must offer a positive work environment where employment decisions are based on merit and free from explicit or implicit biases. This environment must also be free of harassment of any type, and fostered by compensation programs that attract, motivate, and retain high-performing talent. Kemper's "act like an owner" culture and pay-for-performance stance provides awards based on individual and enterprise performance, regardless of gender, race, or any other protected classification. We annually review compensation practices to help ensure equitable pay across the enterprise.
In addition to competitive compensation packages, Kemper offers a comprehensive benefit program, which includes medical, dental, and prescription drug coverage; flexible spending and health savings accounts; life insurance; paid time off; and short- and long-term disability.
Kemper offers a robust Employee Assistance Program, providing employees with access to a variety of free, confidential, 24/7 services including professional counseling for immediate, short-term support, referrals to local community resources, and specialized support for managers and leaders for critical incidents and organizational changes. Also, in alignment with our ownership culture, we offer an employee stock purchase plan that provides an opportunity for employees to purchase shares of Kemper stock at a discounted rate. Kemper also offers a 401(k) retirement savings program that has auto-enrollment and provides an attractive match on employee contributions.
As part of our commitment to diversity, Kemper seeks to foster an inclusive environment where all employees can reach their full potential. We do this by providing learning and development opportunities to advance diverse leaders, employing a diverse workforce to maintain our talent advantage, and exploring diverse markets today to tap into tomorrow's opportunities. These efforts are led by a dedicated officer responsible for developing and executing on Kemper's diversity, equity and inclusion (DEI) strategy.
Kemper's DEI initiatives include policies that encourage an inclusive culture in the areas of pay equity, recruiting, anti-discrimination, anti-harassment, as well as an independently-operated hotline dedicated to enabling employees to anonymously report concerns.
Kemper is also committed to providing opportunities for qualified businesses owned by individuals of diverse backgrounds to participate in our procurement processes. Our Procurement team tracks Kemper's spend with diverse suppliers including businesses owned by women and veterans. We also partner with minority-owned talent acquisition firms focused on recruiting top performers who will further enhance the diversity of our team.
Supporting our Employees – Training, Work-Life Balance, and Engagement
Kemper's success will always be a reflection of our people and the skills they bring to the Company. Retaining key talent is critical, and our commitment to developing high potential employees is vital to our success. Kemper provides enhanced employee learning and development opportunities that foster the skills and expertise essential for long-term career achievement and advancement. A variety of training programs are available to individual contributors, front-line leaders and management that focus on effectiveness, productivity, technical skills, and other competencies.
In addition, Kemper offers tuition assistance for university coursework and academia, insurance-related courses, conferences, and professional designations tied to the employee's functional area.
We also understand the importance of work/life balance and offer opportunities - dependent on job responsibilities - for remote, work-from-home, and flexible hours.
Ensuring productive feedback mechanisms are in place is essential to creating and maintaining a stronger, more balanced workplace. Kemper offers our employees opportunities to provide feedback to the Company through a variety of channels, including annual engagement and communication satisfaction surveys, pulse surveys, focus groups, confidential hotlines, and a management open-door policy.
In addition to work/life balance, we also provide opportunities to recognize and engage employees through Employee Activity Committees (EAC) in primary locations. These EACs offer opportunities for employees to collaborate and identify engagement opportunities with colleagues at the local level.
The Company is firmly committed to its policy of providing equal employment opportunity based on individual merit. Kemper prohibits discrimination against any applicant or employee based on any legally-recognized basis, including but not limited to: race, color, religion, sex (including pregnancy, lactation, childbirth or related medical conditions), sexual orientation, gender identity, age, national origin or ancestry, physical or mental disability, genetic information (including testing and characteristics), veteran status, uniformed servicemember status, or any other status protected by federal, state, or local law. Our commitment to equal opportunity employment applies to all persons involved in the Company's operations and prohibits unlawful discrimination by any employee, including managers and co-workers.
Kemper's Code of Business Conduct and Ethics contains 10 core principles that establish a cultural framework and provide guidance to all employees on how to ensure both ethical behavior and a positive work environment. Principle 6 of the Code, which outlines Kemper's commitment to provide a safe and positive work environment for all employees, plainly states the Company's goal to ensure a workplace based on the following policies:
Hiring and Employment Practices:
Kemper is committed to making hiring and employment decisions based on an individual's qualifications, demonstrated skills, and achievements, and in full compliance with applicable federal, state, and local laws, including laws that prohibit discrimination in the workplace.
Prohibiting Harassment:
All employees are entitled to work in an environment free of harassment. Any type of harassment, including sexual harassment, will not be tolerated. Harassment can take many forms, including (as examples):
Unwelcome remarks, gestures, or physical contact
Display or circulation of sexually explicit or derogatory pictures or other materials
Sexual or derogatory jokes or comments (explicit or by innuendo)
Verbal abuse, threats, taunting, or leering
Reporting of Concerns:
Any employee who feels that they have been the victim of harassment should notify their supervisor, the Human Resources Department, the Company Ethics Officer, or the Kemper Corporate Responsibility Hotline. An employee who makes a good faith report of an incident of harassment or cooperates in an investigation may do so without fear of reprisal.
As noted, Principle 6 of the Code refers to Kemper's Anti-Harassment Policy, which prohibits harassment, provides examples of prohibited conduct, and outlines harassment reporting procedures:
Policy Prohibiting Harassment:
It is the policy of the Company to provide a work environment free of harassment. Harassment is defined as behavior or conduct that degrades or shows hostility or aversion toward an individual because of age, race, color, religion, sex, sexual orientation, physical or mental disability, national origin, veteran or military status, genetic information, pregnancy, or any other status that is legally protected by local, state, or federal law. This includes conduct that (a) has the purpose or effect of unreasonably interfering with an individual's work performance, (b) has the purpose or effect of creating an intimidating, hostile, or offensive work environment, or (c) otherwise adversely affects an individual's employment opportunities. Harassment can occur in a variety of circumstances, such as face to face, by telephone, through conversations with third parties, by email or other means of electronic communication, or through online comments and postings.
Harassment of any kind will not be tolerated. A Company employee found to have engaged in harassing behavior toward a fellow employee, customer, or vendor will be subject to disciplinary action, up to and including termination. Employees should not suffer work-related harassment from coworkers or third parties (e.g., vendors) and should report any such incidents.
Harassment includes, but is not limited to, the following:
Jokes, insults, or slurs based on an individual's age, race, physical appearance, disability, sex, sexual orientation, religion, national origin, or other protected status
Overt threats, bullying/intimidation, or stalking behavior
Displaying or circulating offensive written or graphic material in the workplace on walls, bulletin boards, computers, or other work locations
Sexual Harassment:
The Company prohibits sexual harassment. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when (a) submission to such conduct is made either explicitly or implicitly a term or condition of employment, (b) submission to or rejection of such conduct is used as a basis for making employment decisions affecting the individual, (c) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance, or (d) such conduct has the purpose or effect of creating an intimidating, hostile, or offensive work environment. It is sometimes difficult to predict when conduct or comments might be "unwelcome," so employees should avoid such conduct and behave in a professional manner at all times. The scope of prohibited conduct includes behavior such as the following examples (this list is representative and not exhaustive):
Unwelcome sexual advances
Offering employment benefits in exchange for sexual favors (sometimes called "quid pro quo" harassment)
Making or threatening reprisals after rejection of sexual advances
Visual conduct such as leering, sexual gestures, displaying of sexually suggestive objects or pictures
Verbal abuse of a sexual nature, graphic comments about an individual's body, sexually degrading words used to describe an individual, suggestive or obscene letters or notes
Unwanted gifts, flowers, candy, etc.
Physical conduct such as touching, impeding, or blocking movements
Harassment Reporting:
We put the following procedures in place to ensure a work environment that is professional and free from harassment. If an employee believes that they have been the victim of harassment, sexual or otherwise, or is aware of a violation of this policy, that employee should bring the matter to the immediate attention of their manager or, where the manager is implicated or where it is otherwise not practical, to the attention of Human Resources.
The facts and circumstances of any claim of harassment will be promptly and thoroughly investigated, consistent with the need to identify and terminate any improper conduct. To the extent possible, a complaining employee's concerns will be addressed in a confidential manner.
Incidents of harassment can also be reported through the independently staffed Kemper Corporate Responsibility Hotline at 888-695-3359, directly to HR Services at 800-214-3553, or through the link provided at https://kemper.ethix360.com/#landing and by entering the access ID KEMP.
Upon completion of the investigation, corrective measures will be taken against any person who has engaged in harassment in violation of this policy. Such measures may include, but are not limited to, counseling, suspension, or termination of the offending employee or employees.
No employee will be subject to, and the Company prohibits, any form of discipline or retaliation where the employee in good faith (a) reports incidents of harassment, (b) pursues any such claim, or (c) cooperates in the investigation of such reports.
Mandatory Annual Employee Training:
In order to ensure that employees understand their rights, obligations, and the avenues of reporting concerns available to them, we conduct mandatory annual training covering, among other things, Kemper's Code of Business Conduct and Ethics and Kemper's Anti-Harassment Policy. All Kemper employees are required to complete this annual training. In addition, the Company provides supplemental mandatory anti-harassment training to all employees and/or managers in certain jurisdictions to address the unique legal requirements applicable in those jurisdictions.
Health and Safety in the Workplace
Providing our employees and visitors with a safe and healthy environment is critical. Kemper is committed to ensuring that our employees know their health and security is a priority in our offices and their workspace. The Company is also committed to complying with legal and regulatory requirements as they apply to Health and Safety, including any obligations related to the recording, managing, and investigating of accidents and injuries that occur to employees on or off premises, and including, where appropriate, reporting such accidents to relevant external agencies in a timely manner.
Kemper has a number of policies intended to promote and foster the health and safety of its employees. For instance, Kemper's Employee Handbook contains a Work Environment and Employee Safety policy that, among other things, covers items such as (a) Access to Company Premises; (b) Emergency Evacuations; (c) Food and Drink in the Workplace; (d) Good Housekeeping in the Workplace; ( e) Smoke-Free Environment; (f) Weapons in the workplace; and (g) Workplace Violence (Workplace Safety). In addition, employees who are provided a Company fleet vehicle are required to comply with the Company's Vehicle Policy which requires, among other things, that employees complete a safety driving course, operate the vehicle in a safe manner, and comply with applicable safety and traffic laws at all times. Finally, Kemper's Multimedia Code of Conduct governs the use of cell phones while driving Company or other vehicles while conducting company business. Employees who violate any of these policies may be subject to discipline.
Access to Company Premises:
Restricting access helps maintain safety standards, protects against theft, ensures security of equipment and confidential information, and safeguards employee welfare. Each employee is required to follow all safety rules and instructions as well as take necessary precautions to protect themselves and others from unsafe working conditions. Only Kemper employees, their visitors, or authorized individuals are permitted on Company premises. Employees may not share their access with any other individual, including other employees. A visitor is defined as anyone who is not employed by Kemper at the location they are visiting; this includes employees visiting other Company locations. Visitors must register with the appropriate receptionist or employee and will receive a visitor's identification.
Emergency Evacuation:
The Company has established emergency evacuation protocols for its facilities in case of a fire or other emergency requiring evacuation. Employees are encouraged to review such protocols and evacuation drills are conducted on a periodic basis, as may be required to ensure compliance with local requirements.
Food and Drink in the Workplace:
The Food and Drink policy is intended to promote a clean and safe working environment for Kemper employees. Food and drinks are allowed in breakrooms and working areas, except where otherwise prohibited due to business requirements. When possible, drinks should be in covered containers to reduce spills. Employees must store all food and drink items in appropriate, sealed containers. Company breakroom areas that provide refrigerators, microwaves, sinks, tables, and chairs must be utilized appropriately and kept clean following use. Refrigerators are cleaned on a regular basis and leftover food and containers are discarded.
Good Housekeeping in the Workplace:
Housekeeping is an important part of ensuring a safe, productive, and efficient workplace for our employees. Accordingly, the Company expects employees to maintain clean and organized personal workspaces.
Smoke-Free Environment:
Kemper provides a smoke and tobacco-free work environment. Use of any tobacco products or smoking devices, including, but not limited to, e-cigarettes/vapes, chewing tobacco, cigars, pipes, etc. is not permitted on any Kemper premises or in Company leased or owned vehicles. Additionally, smoking must not take place near any entrance or exit door where smoke may drift back into the workplace. This policy applies to all employees, volunteers, contractors, service staff, visitors, and clients while on Company premises.
Weapons in the Workplace:
To the fullest extent permitted under applicable law, Kemper prohibits firearms and other dangerous weapons and devices on Company premises, and at no time may an employee bring a firearm or dangerous weapon or device into a Company building. This also applies while conducting Kemper business off Company property or while occupying Company leased or owned vehicles.
Workplace Safety:
The safety and security of our employees is of vital importance to Kemper, and therefore Kemper has a zero-tolerance policy concerning workplace violence. Threats or acts of violence - including intimidation, bullying, physical or mental abuse and/or coercion - that involve or affect Company employees or that occur on Company premises, will not be tolerated. The prohibition against threats and acts of violence applies to all persons involved in the operation of the Company, including but not limited to Kemper employees and other personnel, contract and temporary workers, consultants, contractors, customers, vendors, visitors, and anyone else on Company premises.
Fleet Vehicles:
Employees provided with fleet vehicles are required to comply with Kemper's Vehicle Policy. This policy requires, among other things, employees to complete a safety driving course and mandates that employees operate company vehicles in a safe manner and comply with all applicable safety and traffic laws.
Mobile Device Use While Driving:
Under Kemper's Multimedia Code of Conduct, employees who drive any vehicle for work purposes are prohibited from texting and may talk on a mobile device only if using a device configured to allow hands-free listening and talking while driving. This policy applies regardless of whether the employee is using a device supplied by the Company or is personally owned, and regardless of whether driving a Company vehicle or a rented, borrowed, or personally owned vehicle. In addition, Kemper requires employees to comply with all federal, state, and local laws regarding the use of mobile devices while operating a motor vehicle.
Protecting Employees During a Pandemic:
The health and safety of our employees is paramount, and we ensure employees understand their responsibility for not only their own health and safety but also that of their coworkers. In a pandemic, Kemper has policies and procedures based on recommendations from the Centers for Disease Control and Prevention, Occupational Safety and Health Administration, as well as state and local authorities. These policies are for employees in our physical offices and employees working in field locations, and are provided to all employees and easily accessible on Company communication channels. The policies and procedures are updated periodically to reflect changes in directives and introduce new, recommended practices as they become available.
Kemper is committed to being a responsible, impactful corporate citizen that respects human rights and the protection of those rights. In addition to local, state, and federal laws and regulations, our operations and activities are guided by the spirit of the Universal Declaration of Human Rights adopted by the United Nations. We emphatically support the elimination of human trafficking, modern slavery, and harmful and exploitative child labor.
At Kemper, we are committed to a diverse, equitable, and inclusive culture. We strive to ensure all employees have the opportunity to succeed and reach their fullest potential. Our differences are embraced, respected, and valued, enabling all employees to feel encouraged to be their authentic selves at work. We stand against bias, stereotyping and prejudice, and promote tolerance and inclusion. Everyone is respected for their contributions to the success and vitality of our organization.
We have established policies that ensure we protect the rights and privacy of our employees, including minority groups and women. Our Essential Standards of Conduct (which include our Code of Business Conduct and Ethics, Multimedia Code of Conduct, Anti-Harassment Policy and Insider Trading Policy) and Employee Handbook outline what we expect of our employees and the resources available when witnessing violations to the ethical standards of the company.
We have implemented practices to ensure key stakeholders contribute to the development and implementation of our policies and standards. This is accomplished through engagement and collaboration in committee meetings, annual review sessions, and periodic peer group feedback sessions.
Human Rights in the Marketplace
Our commitment to human rights and respect extends beyond the workplace. Kemper's national footprint of over 150 offices across the U.S. allows us to have an impact in the neighborhoods where we live and work. Our local offices support organizations through fundraising, in-kind donations, and active volunteer efforts.
In valuing human rights, we also must do our part to sustain the environment that allows us to thrive. Kemper's Sustainability Team is composed of senior leaders representing key functional areas within the company. This team sets our overall sustainability strategy to ensure we are doing our part as corporate citizens.
Human Rights Industry Risks and Impacts
In addition to considering the effects of Kemper's activities and operations on human rights, we must also consider the impact of the relationships we have with vendors and partners in our industry.
Notwithstanding the complexity inherent in a business relationship, it is our responsibility to view human rights issues as not only as a risk to the people that hold the rights, but also as a potential business risk for the company.
The risks posed to the insurance industry by human rights issues are not dissimilar to those faced by all industries. Lack of inherent and formalized support for human rights subjects the insurance industry to legal, transactional, and reputational risk. Increasing stakeholder expectations for how to approach human rights and to achieve accountability continue to influence our business and operations decisions. For example, establishing business relationships with vendors to supplement key functions (i.e., customer service) in locations disposed to infringement on human rights may put the company at reputational risk due to censure from organizations advocating for human rights, employees and customers.
Vendor Standards of Conduct
Kemper's commitment to doing business legally and ethically carries over to the expectations we have for our vendors and business partners. Our high standards for business-related practices are reflected in Kemper's Vendor Code of Conduct (VCC). These business conduct guidelines reflect our commitment to these principles, and we expect our vendors to share and embrace these values as well as our commitment to regulatory compliance.
While vendors are independent entities from Kemper, the business practices and actions of a vendor, when conducting business with or on behalf of Kemper, may significantly impact and reflect upon our Company. Because of this and the high priority we place on legal and ethical conduct, vendors and their employees, agents, and subcontractors, are required to understand and adhere to the guidelines set forth in our VCC and all other conditions of doing business with Kemper. Failure to conduct business in a manner that meets these standards could result in a termination of the vendor relationship with Kemper.
Marketplace: Products, Services, and Ethics
Kemper serves growing niche and underserved markets by providing appropriate and affordable insurance and financial solutions. We earn and maintain customer loyalty with competitive prices, consistent and timely product availability matching unique and evolving needs, and delivering on customer expectations in every interaction. Paramount to Kemper's success is ensuring that we understand risk and how we can help customers manage risk, and in further developing our expertise in risks related to catastrophes and severe weather events.
Customer-Focused Offerings and Responsible Marketing
As a provider of affordable insurance and financial solutions, we are committed to offering our customers products that safeguard their auto, home, and valuables, providing coverage from out-of-pocket expenses related to personal health insurance, and helping them manage the burden of final expenses in the event of the loss of a loved one.
Our specialty auto business serves those who may have difficulty obtaining insurance and whose needs are not met by larger multi-line carriers. Our life and health business offers life, health, and specialized property coverage to our modest income customers who may not otherwise be able to afford more costly insurance. To promote its offerings and products, Kemper is committed to marketing practices describing our products and services to our intended audiences that are accurate, clear, and transparent. Kemper's marketing practices comply with all applicable laws and regulations.
Kemper primarily distributes our products through independent and captive agents and brokers. Our agent training programs provide them with information to understand our products and services, as well as sales and marketing tools and resources that are compliant with applicable regulations. These resources allow them to leverage approved, consistent materials to engage with their local markets and communities.
Products for Underserved Markets
Kemper is meeting the needs of underserved markets and values its growing, diverse customer base. We provide products and services that support these markets as well as ensure accessibility through a deeper understanding of customer needs. This includes bilingual sales and service support representatives, sales and marketing materials, and applications that speak directly to targeted demographics.
We understand the importance of protecting company and consumer data and information, and respecting consumer privacy. Our operations focus on both current best practices for data security and privacy, as well as emerging thought leadership in these areas.
Key aspects of our data privacy program include the following:
Information is treated as a company asset and must be consistently protected throughout its lifecycle, from origination through useful life and disposal. Information, both physical and digital, must be protected in a manner commensurate with its sensitivity, value, confidentiality, and risk of loss. Kemper will not give or sell personal information to nonaffiliated third parties for their marketing purposes without permission.
Kemper maintains safeguards designed to help prevent unauthorized use, access, and disclosure of personal information. For example, we limit access to personal information and require those who have access to use it only for legitimate business purposes.
The core pillars of Kemper's strategy of protection against data security risks include:
Continuous monitoring of the IT environment using state-of-the-art technology and external services to detect activity that potentially indicates cyber risk.
Ongoing assessment, ranking and reporting of cyber risk utilizing a variety of generally-accepted threat models and corresponding risk mitigation planning and implementation.
Aligning the information security program with established and emerging best practice standards, such as the NIST Cybersecurity Framework and Zero Trust Architecture and the Secure Controls Framework (SCF), among others.
Employee training and messaging to reduce the human element that can lead to cybersecurity incidents.
As part of our efforts to protect against cyberattacks, Kemper uses an array of sophisticated security measures and policies and procedures designed to enhance security of data systems, including programs and workstreams focused on network security and access hardening, enhancing security operations and response capabilities, enhancing data security capabilities, and strengthening privileged access management.
Ongoing Review of Claims Handling
Kemper is committed to keeping the promises of our policies while ensuring our products remain affordable and competitively priced. We maintain robust standards and procedures for claims processing to ensure that policyholders receive the benefits they are due. Audit protocols are in place to regularly review claims handling to confirm efficiency and accuracy.
Beyond the reviewing audit protocols, we continually monitor our products and services to be responsive to changing conditions, state-specific risks and climate change impacts. To help our customers keep their costs down and provide an incentive for environmentally conscious behavior, we provide premium discounts for going paperless and policy endorsements that will cover the additional expense to upgrade the covered property to a more energy-efficient version.
As an insurer, the primary purpose of Kemper's investment portfolio is to fund future claims payments. As such, we take a risk-adjusted approach to investing to ensure our capital is adequate to support varying economic climates. Kemper understands the value and potential impact to investment return of environmental, social, and governance factors, and they are considered when relevant in researching, analyzing, and making investment decisions. In addition, Kemper's investments enable societal and environmental improvements. For example, we have historically supported:
Limited exposure to coal
Limited exposure to fossil fuel sector and active pursuit of low to non-carbon opportunities
U.S. small/medium-sized businesses
State and local capital improvement projects
Opportunity zone investing
Solar equity investing
COIN (California Organized Investment Network) to invest in areas with social benefits in underserved and rural communities in California
Society and Corporate Responsibility
Kemper is committed to positively impacting our communities, associates, and customers, while acting responsibly and bolstered by codes and policies that guide and inform business practices.
Corporate Ethics
It is the policy of Kemper and the Kemper group of companies to conduct business on an ethical basis in full accordance with the law. Kemper's Essential Standards of Conduct ("ESOC") program provides a framework and guidance to employees on our corporate values and how to conduct business in an ethical manner. Our ESOC program consists of four core components:
The Code of Business Conduct and Ethics is approved by our Board of Directors and addresses, among other things, conflicts of interest, business record maintenance and retention, fair competition, legal and regulatory compliance, political activity, employment practices, safeguarding of company assets, and maintenance of trusted confidences.
The Multimedia Code of Conduct gives guidance on proper usage of electronic and digital devices, networks, and platforms, including information security and safeguarding the confidential information we receive from customers, employees, and other stakeholders.
The Anti-Harassment Policy sets the tone for a workplace that is free of harassment and is respectful of colleagues, customers, and vendors.
The Insider Trading Policy prohibits the buying or selling of Kemper stock, or the stock of companies we do business with, on the basis of material, nonpublic information.
Anti-Money Laundering Program
Kemper Life and Health offers certain products covered under the Money Laundering Abatement Act and Anti-Terrorist Financing Act and U.S. Treasury Department regulations to individuals seeking insurance protection for themselves and their families. These products are distributed through individual agents, have modest average face amounts and the applicable premiums are typically paid on a monthly basis. The life insurance industry is not generally regarded as facing high risk for money laundering or terrorist financing based on the types of products offered. Kemper Life and Health products are generally not complex and only available to individuals in the United States. Kemper believes that it is at lower risk of facilitating money laundering or terrorist financing from the sale of these products.
Within the context of that lower risk profile, it is the policy of Kemper Life and Health to prohibit and seek to actively prevent money laundering and any activity that facilitates money laundering or the funding of terrorist or criminal activities. Kemper Life and Health has established an Anti-Money Laundering (AML) Program with respect to its covered products. As part of this program, AML training is conducted regularly and a process is in place to report suspicious activities.
Community-Based Support
Kemper's philanthropic initiatives are focused on supporting causes, organizations, and initiatives that make a meaningful difference in the lives of our customers, our employees, and the communities where we live and work. Kemper's national footprint of over 150 offices across the U.S. allows us to have an impact in the neighborhoods where our local offices support organizations through fundraising, in-kind donations, and active volunteer efforts. Further building on these efforts, our Kemper Cares program encourages employees to give back to their communities through volunteer service and charitable donations.
Political Activity, Industry & Trade Associations
Kemper is committed to participation in the political process in a thoughtful and responsible manner, consistent with the Company's Code of Business Conduct and Ethics and in compliance with applicable laws. Our Government Relations and Public Affairs Policy, which has been approved by senior management, outlines our approach to participation in the political process and discusses senior-level oversight of such participation. We periodically review this policy and update as appropriate.
Senior leadership has oversight of our membership in, and support of, industry trade associations and other business-oriented organizations. Our Legal & Compliance staff and trade association colleagues may promote our position on various issues having a direct or indirect impact on our businesses. Our membership in a particular organization does not mean that we are aligned with such group's position on every issue, nor does it suggest that Kemper joined such organization primarily due to its advocacy efforts.
Kemper refrains from contributions to candidates and political party committees. Kemper does make contributions to political action committees that are addressing issues that may impact our businesses and the availability and pricing of the products and services we provide to our customers. Such issues may include insurance regulation, regulatory modernization, and civil justice reform.
Leadership, Compensation and Oversight
Kemper's Board of Directors is comprised of a majority of independent directors and has been since 2003. The Board believes that a range of perspectives is important to effective corporate governance and, accordingly, is committed to diversity in the boardroom, as currently represented by four directors. Contributing to the diversity of the Board of Directors is one of the criteria considered in assessing candidates for Board membership.
Consistent with our "act like an owner" culture, Kemper officers and directors are subject to significant stock ownership requirements. The Company does not provide tax gross-ups to its executive officers or single-trigger vesting provisions in the event of a change in control. All Kemper executives that participate in the equity compensation program are prohibited from hedging, pledging, or otherwise encumbering their Kemper stock. Awards under Kemper's cash incentive and equity compensation programs are subject to the Company's clawback policy.
Shareholder Rights
Members of the Board of Directors are elected on an annual, not staggered, basis. Their elections are based on a majority vote standard with a plurality carveout in the case of contested elections. All shares of Kemper stock are entitled to one vote.
Audit and Risk Oversight
The Audit Committee of our Board of Directors oversees the Company's independent auditors, financial statement integrity, internal control adequacy, internal audit function, and corporate responsibility hotline. In addition, oversight of Enterprise Risk Management (ERM) sits with the Audit Committee of the Board of Directors, with the full Board receiving periodic ERM briefings.
Kemper's Enterprise Risk Committee (ERC), comprised of senior management, provides oversight of enterprise and business unit risks management activities, and establishes risk appetites and tolerances. The ERC also reviews enterprise principles, guidelines and limits for Kemper's significant risks, watches for emerging risks, and monitors the strategies and actions management takes to control these risks. The ERM framework provides a comprehensive view of risks and opportunities that senior leaders and business managers use to provide risk and return insights, and drive strategic and business decisions.
Kemper's risk management strategies adapt to changes in business and market environments, and seek to optimize returns. We factor climate risks into our ERM framework, which applies risk-return principles, governance, modeling and analytics, and transparent management dialogue.
[7/14/21 version ]
Kemper Class Action Settlement
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