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robintek

Jan 01
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WORKPLACE SECURITY: THE RULES HAVE CHANGED

By Workplace Safety

Although there’s nothing new about perils on the job, the dangers facing workers today – from deranged employees with firearms to the threat of mass terrorism – are increasingly complex and dangerous. This makes it essential to integrate a security policy into how your business operates, rather than seeing it as an add-on service.

Use this questionnaire to assess your readiness and ability to create and maintain a secure workplace:

  • Do you check references and conduct background checks when hiring new employees?
  • Are supervisors trained to heighten awareness and use conflict resolution?
  • Do you have written policies covering employee theft, workplace violence, drug trafficking, and other criminal activities in the workplace?
  • Are employees told to report any strangers they see in the facility or on company property?
  • Are employees instructed never to lend their security badge, keys, access cards, etc. to anyone?
  • Do you use surveillance cameras to monitor high-risk areas of your facility, such as loading docks, warehouses, and outdoor storage areas?
  • Are keys and access codes or cards given only to employees who need them to gain access to their work area(s)?
  • Do you recover keys, access cards, and ID badges when employees leave the company?
  • Are locks and codes changed after any incident of suspicious activity, or when an employee with access to critical areas or information is fired or leaves under strained circumstances?
  • Are computers protected by passwords known only to operators and other authorized personnel?
  • Do you require all visitors to sign in and out at a central reception area and be escorted to and from their destinations within the facility?
  • Are employees required to enter and leave the facility through assigned entrances and exits?
  • Are staff members trained to identify suspicious packages and know what to do if one arrives?

Our agency’s professional staff would be happy to provide a complimentary review of your security procedures and recommend upgrades to make it even more effective. Just give us a call.

Jan 01
Love0

WHO PAYS WHEN A RULE-BREAKER GETS HURT?

By Workplace Safety

If your workers take a “rules are for fools” attitude when it comes to workplace safety, and supervisors don’t enforce these standards, you could end up paying through the nose for their indifference.

Consider this story, based on a real court case:

Joe was a wrapper at ABC Furniture. One afternoon, he worked overtime to help his supervisor, Mario, build an enclosed office within the company warehouse. Late that afternoon, Mario told him to pick up a load of sheetrock, using a forklift – even though Joe wasn’t trained or certified to use it. The result: he overloaded the forklift, which turned over and crushed his leg, an injury that required amputation. When Joe applied for Workers Compensation, ABC fought the claim, arguing that because he violated company safety policy by operating a forklift without authorization or training, he was injured while acting “outside the scope of his employment.”

However, a state superior court, disagreed, ruling that Joe could collect benefits – even though he had violated company safety rules and wasn’t performing his usual job. In this case, both he and his supervisor, Mario, clearly had no commitment to a policy that would have prevented the accident.

All too often, employees sidestep safety rules, while their supervisors turn a blind eye to this reckless behavior. Many of these cases involve misuse of equipment and forklifts, usually by younger, risk-taking workers.

The bottom line: If employees don’t know and/or follow safety rules, and supervisors don’t enforce them, resulting in an accident – especially one that involves a serious injury – your business will suffer such unpleasant consequences as higher Workers Comp rates, lower productivity, and declining workplace morale.

Jan 01
Love0

CAREFUL: YOU MIGHT TURN A CONTRACTOR INTO AN EMPLOYEE!

By Workplace Safety

It happens every day. A firm faces a large increase in its Workers Compensation premiums because the government or insurance carrier has decided that all of its independent contractors are really employees. All too often, the true relationship between the firm and the other party was left ambiguous. When it comes to Workers Comp, “ambiguous” often means “employed.”

It makes sense to minimize this gray area. In many states, laws define the independent contractor relationship. Where there’s no such definition, the worker’s status is usually determined by applying the “common law test,” which the IRS uses for FICA, FUTA, and FIT withholding.

This standard has three parts: behavioral control, financial control, and the relationship of the parties – all considered together. The IRS offers these guidelines:

  • Behavioral Control shows whether your company has a right to direct or control how the worker does the work, whether or not it actually does so.
  • Financial Control shows whether there’s a right to direct or control the business part of the work. For example, workers who are not reimbursed for some or all business expenses might be independent contractors. Also, workers’ ability to make a profit or incur a loss suggests that they might be in business for themselves as independent contractors.
  • Relationship of the Parties illustrates how the business and the worker perceive their relationship. For example, a written contract might show what both you and the worker intend. This might be highly significant if it’s difficult to determine status based on other facts.

For more information, or to be certain that you’re up to date on the latest requirements in your state, please contact our Workers Compensation specialists. Minimizing the gray isn’t just about hair color anymore.

Jan 01
Love0

MOST EMPLOYERS WILL KEEP OFFERING HEALTH INSURANCE

By Employment Resources

An overwhelming majority of businesses will continue to offer Health coverage to employees in 2014 when key provisions of the Affordable Care Act (ACA) kick in, according to a nationwide survey of nearly 1,000 benefit professionals.

The study of by the International Foundation of Employee Benefit Plans found that:

  • More than 85% of respondents say they either definitely will or are very likely to continue coverage in 2014.
  • Nearly 10% are somewhat likely to continue coverage.
  • Almost 4% said that they’re somewhat unlikely or very unlikely to offer coverage.
  • Only 1% will definitely not provide coverage under the ACA.

When asked their two top reasons for maintaining coverage, more than half of respondents (55%) cited retaining the loyalty of current employees, together with attracting and retaining future talent. “These employers recognize that Health insurance is an important benefit,” says International Foundation of Employee Benefit Plans CFO Michael Wilson.

Some 9% of respondents cited the retention of tax advantages as a reason for keeping coverage; Another 7% said a major reason was to avoid tax penalties (Under the ACA, starting in 2014, employers that do not offer coverage will have to pay a non-tax-deductible penalty of $2,000 per full-time employee.

Lower- and middle-income employees of companies who drop their Health care plans would be eligible for federal premium subsidies to buy coverage through state insurance exchanges.

To learn more about dealing with the ACA in your business, please get in touch with our agency’s Benefits professionals.

 

Jan 01
Love0

YOUR BENEFITS HELP MORE THAN EMPLOYEES

By Employment Resources

As you assess the impact of health issues – such as smoking, nutrition, and stress – on your workforce and your benefit programs and costs, don’t overlook the fact that most people covered under your programs might not be your employees. Family members (spouses, children, and other dependents) are also receiving benefits and creating losses. What risk management programs have you put in place to address them?

More and more businesses are looking for ways of reaching out to these groups with education about health risks. For example, studies have shown the Internet provides a particularly effective method for reaching teenagers. Acting on this conclusion, Kaiser Permanente created a Website called TeenSucceed that features health information, educational tools, and resources on a variety of teen issues, including peer pressure, depression, weight management, and general safety. By asking a teen a series of questions, the program can create a unique health web site for them.

Our benefits professionals can offer you many ways to expand your risk management programs beyond your employees. From supporting health education in local schools, to health fairs open to employees and their families, to reimbursement for health clubs, adding prevention education for dependents to your benefit programs might be the healthiest move (for your employees and your benefits) that you’ve made in years!

For more information, feel free to get in touch with us.

Jan 01
Love0

ONE-ON-ONE COUNSELING KEY TO 401(K) SUCCESS

By Employment Resources

Combine concern about the performance of the marketplace with an increasing number of options under 401(k) plans and the importance of employee education about these plans becomes obvious.

An increasing number of employers see the best way to provide such education is through one-on-one counseling, according to the latest Annual Survey of Profit Sharing and 401(k) Plans, released by the Profit Sharing/401(k) Council of America.

Although holding seminars and using Web sites to offer information and access to frequently asked questions remain popular, the survey found that employees – particularly at smaller companies – were more likely to take advantage of and learn more from one-on-one interaction. For smaller employers (fewer than 49 plan participants), 56.6% obtain advice. For employers with 50-199 participants, only 27.5% sought advice. The number for larger employers (more than 200) dropped to a measly 13.5%.

One advantage that smaller employers enjoy is the ability to offer one-on-one counseling more efficiently. Obviously, an advisor or team of advisors can meet with employees at one or two locations more easily than at dozens or hundreds of job sites. What’s more, the fewer employees and advisors, the more confident the employer can be that the advice offered is consistent.

To make it more convenient for employees to get information about your 401(k) plans, why not let our retirement planning professionals help by providing one-on-one counseling at your workplace? You’ve provided the opportunity; let us help your employees create the reality.

Jan 01
Love0

WORKERS FACE FINANCIAL RETIREMENT ‘REALITY CHECK’

By Employment Resources

Workers, shaken by the woes impacting the economy, have adjusted their visions of retirement according to a recent nationwide study.

The 13th Annual Transamerica Retirement Survey, based on responses from 3,600 American workers, found that the majority of respondents (56%) plan to work past age 65 and to continue working after they retire, (54%) despite workers’ demonstrated commitment to saving, fewer than two in five (39%) believe that they’re building a secure nest egg – thus reinforcing the need to redefine “retirement readiness” in a way that reflects financial reality.

According to the survey, although more than half of workers polled (57%) have a retirement strategy, only 12% have put their plan on paper. Of those with any form of strategy, fewer than one in six (15%) have factored in contingency plans for retiring sooner than expected and/or a shortfall in savings. What’s more when, asked how they estimated their savings needs for retirement, nearly half of respondents (47%) admitted to guessing.

Many workers (44%) expect to rely on savings from 401(k) or similar plans as their primary source of retirement income An overwhelming 90% cited an employee self-funded plan as important; more than half (53%) would be likely to leave their current employer for a similar job that provided better retirement benefits.

More than three in five respondents (62%) wanted information and guidance about retirement planning from their company. When asked what would motivate them to learn more about saving for retirement a majority (52%) cited a good starting point or educational materials that are “easier to understand.”

We’d be happy to help you provide your employees with effective financial planning guidelines for their retirement – just give us a call.

Jan 01
Love0

TRACKING SYSTEMS HELP PREVENT EQUIPMENT THEFT

By Risk Management Bulletin

Many companies protect their vehicle fleet or pricey mobile equipment by using such traditional theft prevention techniques as removing fuses, hiding fuel shut-off switches, disengaging or removing components, or providing locking devices. Unfortunately, these precautions probably won’t stop professional thieves or those equipped with a mobile crane and a flatbed truck.

Vehicle tracking technology can help. Some systems use GPS satellite technology that provides 24/7 online customer monitoring with full-color maps. Others employ cellular phone technology. A few firms combine GPS and cellular systems, which combine the best features of each and provide backup. Tracking systems offer automatic notification if a unit is moved without authorization. Stolen vehicles are frequently recovered within one to two hours, significantly reducing the likelihood of damage to them.

Two reputable companies that offer vehicle-tracking systems are LoJack (Westwood, MA) and the Clifford Alarms unit of Directed Electronics Inc. (Vista, CA).

More and more businesses with substantial equipment values or sizable vehicle fleets are installing these devices. Some insurance companies require them. Reducing loss frequency and severity of business vehicles and contractors’ equipment will help both owners and insurers – a classic win-win scenario. For more information on using these systems, please get in touch with our agency’s risk management professionals.

Jan 01
Love0

SECURE YOUR DATA ON THE ROAD

By Risk Management Bulletin

Tens of thousands of laptop computers were stolen in airports alone last year. These portable, high return, easy-to-sell computers remain a prime target for thieves, who also stake out hotels and car rental depots for distracted travelers. Other mobile electronic devices (notebooks, tablets, and smartphones) are just as vulnerable.

If one of your employees falls victim to theft of a mobile device, the injury to your company could be severe: the cost of replacing the device and software, plus the exposure of confidential data, customer files, and trade secrets. To help avoid this danger, follow these basic guidelines from www.corporatetravelsafety.com:

  1. List the serial numbers and software of all mobile devices, plus the employees assigned to use them. Fewer than 10% of stolen devices can be recovered by serial number because most people don’t record it.
  2. Train employees, to always keep their device in sight and in front of them when traveling – never at their side or in a luggage cart.
  3. If employees don’t need to use the laptop, provide them with a removable hard drive that can be packed separately.
  4. Have them carry laptops in a nondescript bag that doesn’t look like a computer case.
  5. Provide employees with a laptop lock, which they can use in hotels where there’s no safe.

If these precautions fail, our agency’s service team stands ready to insure the portable electronic devices that employees use for business purposes and your company’s liability for the confidential data these gadgets store. Feel free to give us a call.

Jan 01
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HOW SAFE IS YOUR COMPANY’S ELECTRONIC DATA?

By Risk Management Bulletin

Probably less than you think.

Three in four U.S. companies don’t have Cyber Risk or Network Security insurance, according to a study by Towers Watson & Co. What’s more, many small and midsized businesses that do carry these policies have left themselves vulnerable to costly losses by failing to develop proactive data security and crisis response plans.

A data security plan begins with the human element. Training employees – particularly those who regularly deal with proprietary information in-house or stored on portable electronic devices – offers a cost-effective approach. A study by NetDiligence found that more than one in four liability data breach claims were due to lost equipment and other staff errors.

To help keep confidential information safe, managers should:

  1. Identify those employees who could create the largest exposures for the company in case of lost or misplaced data and make sure that they’re diligent in protecting this data.
  2. Make compliance with data security procedures a part of worker performance review.

If you should suffer a data security breach, you’ll need a crisis response plan, with responsibilities assigned ahead of time. The risk management and legal departments will deal with coverage-related issues such as cross-policy response and claims processing, while IT managers and auditors investigate the source and extent of the breach. Planning should also include guidelines for contacting law enforcement, and forensic investigators, as well as communicating with providers and business partners to address continuity issues.

The plan should designate personnel to handle media inquiries and public statements, interact with providers, and notify affected customers, using dedicated and updated contact lists.

We can help you create comprehensive, cost-effective protection for your confidential information by combining insurance coverage with risk management techniques.

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