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Are You (and Your Employees) Happy?

By Your Employee Matters

phin_don_1309-9Do any of these sentences pop up into your head when you’re arriving at the workplace?

  • I really dread coming in here today
  • I’m afraid of that __________ today
  • I feel tired just walking into this place
  • This place is a disaster waiting to happen
  • I wish it was Friday
  • I wish I was anywhere but here
  • I’m ready for the fight because I know I’m right
  • I don’t care if they fire me today, they’re going to learn how I feel about it
  • I have to get so much done and I don’t know when I’m going to be able to do it.

Guess what? These thoughts pop up in the heads of your employees too. My question is what will you do to turn it around?

Many folks will wallow in a horrible complacency. Others will realize that if it’s going to change, they have to create this change. It’s both an inside and outside job.

Look at your situation like a new employee excited about the opportunity!

Wage Claims: Protect Your Business

By Your Employee Matters

em-1701-3Wage claims keep rising. According to the Seyfarth Shaw law firm, there were 7,764 federal lawsuits alleging the failure to pay overtime and other wages in the year ended March 31, 2013 –a record high, up 10% from the previous year.

An article in Corporate Counsel magazine discussing the Seyfarth Shaw report, state that these claims usually fall into one of three categories:

  1. Salaried employees who believe they are owed overtime pay
  2. Hourly workers who contend that they weren’t paid for all hours worked
  3. Restaurant workers who claim that they received no additional pay under the FLSA “tip credit” provision

According to Seyfarth Shaw partner Noah Finkel, DOL investigators have been focusing on hospitals and restaurants. Finkel points out that although these cases have been traditionally filed in California and Florida, states such as New York, Missouri, Georgia, and others are experiencing more and more claims. He and other attorneys suggest that you conduct an audit or assessment of your wage and hour practices.

Here are some additional recommendations:

    • If you’re uncertain whether employees are exempt or nonexempt, treat them as if they were nonexempt. They can end up getting paid the same amount at the end of the year as long as you calculate the appropriate wage rate when including overtime payments.
    • Use a tool such as the Employee Compliance Survey to find out if there are in fact any concerns about wage payment and follow-up on any “yes” answers.
    • Consider the hours worked by employees both before and after work. For example, in a recent case, a warehouse that required all its employees to go through a security search before they left had been required to pay wages for employees going through that screening.
    • Know the rest and meal period requirements in your state. Because federal law doesn’t govern this, make sure you that you know your state provisions Check out your BNA State Law Summary on HR That Works.

Benefits and the FMLA Leave

By Your Employee Matters

health_it_costs___benefits_database_5dThis question was recently asked of the ThinkHR Hotline team: What benefits must be continued while an employee is on Family and Medical Leave Act (FMLA) leave? What should we do with an employee who is not making his share of the copayments while out on leave?

Their expert answer: Family and Medical Leave Act (FMLA) regulations require that employers continue to provide group health benefits under the same terms and conditions as if the employee was actively at work. There is no requirement under the FMLA to continue other types of benefits offered by the employer. Whether or not an employee’s other benefits continue depend on an employer’s established policy. Any benefits that would be maintained if the employee was on another form of leave should be maintained while the employee is on FMLA leave.

Part of the requirement to continue health insurance benefits “under the same terms” means that both the employer and employee must continue to pay their portions of the group health insurance premium, unless the employer has a different policy for managing premium payments during leaves. The employer is required to notify the employee of the payment requirements while on leave, including the amount of the payment, date due, and where the payment should sent. If the employee fails to pay his or her portion of the premium, the employer may be able to suspend group health benefits for the remainder of the FMLA leave.

In order to suspend benefits for someone on FMLA leave, the employer must allow the employee a 30-day grace period to make payment after the original payment due date. The employee must receive written notice at least 15 days prior to the actual suspension, and the best employer practice is to send a pending suspension notice once the employee is 15 days past the payment date. One important item to note is that even if an employer suspends an employee’s health coverage under these terms, the employer is required to restore coverage without penalty or delay once the employee returns from FMLA leave to a level of coverage that is equal to what the employee had prior to the leave and had not missed premium payments. If the employee does not return from FMLA, the employee whose coverage was suspended for failure to pay premiums during the leave would be eligible for COBRA continuation coverage.

Don Phin, Esq. is VP of Strategic Business Solutions at ThinkHR, which helps companies resolve urgent workforce issues, mitigate risk and ensure HR compliance. Phin has more than three decades of experience as an HR expert, published author and speaker, and spent 17 years in employment practices litigation. For more information, visit www.ThinkHR.com.

Sick Leave Requirement for Contractors

By Your Employee Matters

em-1701-1On September 7, 2015, President Obama issued Executive Order (EO) 13706, which requires federal contractors and subcontractors to provide paid sick leave to their employees. The EO applies to contracts entered into after January 1, 2017 that are procurement contracts for services or construction; contracts for services covered by the Service Contract Act (SCA); contracts for concessions; or contracts in connection with federal property or lands and related to offering services for federal employees, their dependents, or the general public. The EO adds to the small patchwork of state and local paid sick leave laws scattered across the nation.

Accrual of Sick Leave

Pursuant to the EO, sick leave accrues at a rate of one hour for every 30 hours worked. Employers may cap accrual at 56 hours (seven days) per year. Unused sick leave will carry over from one year to the next and must be reinstated for employees rehired by a covered contractor within 12 months after a job separation.

Unused accrued sick leave does not have to be paid out upon termination.

Use of Sick Leave

Employees may use paid sick leave:

  1. For the employee’s own illness, injury, medical condition, or when an employee needs to obtain diagnosis, care, or preventative care.
  2. To care for a child, parent, spouse, domestic partner, or “any other individual related by blood or affinity whose close association with the employee is the equivalent of a family relationship” who has an illness, injury, medical condition, or who needs to obtain diagnosis, care, or preventative care.
  3. For domestic violence, assault, or stalking situations resulting in an illness, injury, or medical condition or the need for obtaining diagnosis, care, or preventative care.
  4. To obtain additional counseling, seek relocation, seek assistance from a victim services organization, take related legal action for the employee or one of the above-listed individuals in domestic violence, assault, or stalking situations.

Employers are prohibited from interfering with or discriminating against an employee for taking or attempting to take paid sick leave, or for assisting any other employee in asserting his or her rights to sick leave.

Requests for Leave

Requests for sick leave may be made orally or in writing and must include the expected duration of the leave. If the need for leave is foreseeable, employees must provide at least seven calendar days’ advance notice. If the need for leave is not foreseeable, notice must be provided as soon as practicable. Paid sick leave cannot be made contingent on the requesting employee finding a replacement to cover any work time to be missed.

If an employee is absent for three or more consecutive days on paid sick leave, the contractor is permitted to request a certification from a health care provider (if the absence is related to a medical condition) or from an appropriate individual or organization (if the absence is related to domestic violence, sexual assault, or stalking). The certification must be provided no later than 30 days from the first day of leave.

Going Forward

The EO mandates that the Department of Labor issue regulations concerning the paid sick leave requirements by September 30, 2016. ThinkHR will continue to monitor and report on developments on this issue.

Understand and Deal with Risk

By Construction Insurance Bulletin

con-1701-4There will always be a risk that something will go awry during construction projects. When something does go wrong, the result is usually costly time delays and mild to devastating additional material, labor, and damage costs.

As far as risk goes, most construction business owners view insurance as their first line of defense. Not that insurance isn’t an appropriate risk prevention tool, but it’s not always economically feasible or efficient to try and cover each and every possible risk with insurance. There are actually many risks that can be dealt with thorough the concepts of risk transfer, risk sharing, risk retention, risk control, risk prevention, and risk avoidance. Let’s look at some key points about each:

    • Transfer of Risk.

      There are parties, aside from your own insurance, to which you might transfer the risk. The two most common risk transfers are through being named as an insured person on an alternative insurance contract, and through express indemnification clauses. When you’re named on another party’s insurance, their coverage extends to you.

      If you’re a general contractor, for example, then you might require the electrical contractor to name you on their liability policy. As long as the other party’s insurance covers the loss, your portion of any loss would be paid by the other party’s insurance policy.

      The second common method of transferring risk is through an express indemnification clause in a contract. This is also referred to as a hold harmless clause. There are three varying degrees of risk transfer. The type one indemnity clause, also called a broad form, states that the indemnitor (party that will be responsible for the loss) will hold the indemnitee (party that will be protected) harmless regardless of whether the loss was caused by the indemnitee.

      A type three clause, also called comparative fault, holds the indemnitor responsible for only the loss that they caused. The most common type of indemnification clause is the type two, also called the intermediate form. The indemnitor assumes all the risk unless the sole cause of the loss is fully attributable to the indemnitee. An example of a type two clause would be a general contractor agreeing to hold an owner harmless (regardless of whether the loss was partly caused by the owner) if the loss was caused in part or entirely by the contractor.

    • Risk Sharing.

      There are often opportunities to share the risk with the other parties involved with the construction project. The contract should have a clause that stipulates each of the involved parties would be liable for those losses caused by his/her actions or inaction.

    • Risk Retention.

      Whether they want to or not, all construction businesses are going to retain some of the more minor risks. It’s simply not monetarily feasible to cover every single risk with insurance. These minor retained risks, such as errors that cause a couple of days of redoing work, are funded from the operating budget. Insurance deductibles are another way that risk is retained. Just be sure that whatever risk is retained has a value and can be funded should a loss actually occur.

    • Risk Avoidance.

      Although risks are often tempting, such as a supplier offering a cheaper material, most risks are best avoided. If you suspect that the cheaper material could be defective, then it simply makes better sense for you to put the longevity and reputation of your business first and avoid the risk.

    • Risk Prevention.

      Risk prevention is a very broad topic with many elements, but the premise of the concept is taking action to avoid negative events from occurring in the first place. It’s usually very simple carelessness that causes accidents. So, risk prevention may include simple things like keeping passages free of debris and idle tools secure. Risk prevention should be an ongoing training program for employees, supervisors, and managers.

    • Risk Control.

      Like risk prevention, risk control is a very broad topic with many elements, but the premise of the concept is reducing the amount of loss incurred during a negative event. A good example would be posting emergency response phone numbers so that immediate help can be called during an accident. Risk control should also be an ongoing training program for employees, supervisors, and managers.

Don’t Start Work without Construction Liability Insurance

By Construction Insurance Bulletin

con-1701-3Unfortunately, mishaps on construction sites are all too frequent. The combination of multiple activities with dozens or hundreds of people operating complex and dangerous equipment, often in poor or threatening weather, can easily result in accidental injuries to workers, clients, visitors, and onlookers, leading to litigation that could cost you millions – or even put you out of business.

Construction Liability insurance will pay for legal damages (and legal costs) for worksite accidents that cause; 1) loss, damage or destruction of property, and 2) physical injuries to third parties. Thanks to the explosive growth of lawsuits in the business world, almost all building contractors will need to show that they carry a Construction Liability policy before they’ll be allowed to bid for a job.

Contractors sometimes buy this coverage on a General Liability basis, up to the amount of the policy. However, they often prefer a policy that covers an individual project over a set time at a fixed dollar value, based on such factors as the number of workers or contract employees, and the size and nature of the operation. Some types of construction jobs – such as roofing, foundation work, and high- rise or large scale commercial projects with more workers per site – are more risky than others.

Your Construction Liability policy will probably set maximum amounts both on a “per incident” basis and for “umbrella” coverage. It should also include Personal and Professional liability for acts by company owners and managers, and cover damages from fire and medical-related claims from incidents on the job site that don’t fall under a standard Workers Compensation policy.

We’d be happy to review your firm’s exposure to the construction-related liability risks you face and recommend a comprehensive protection package that can help give you peace of mind on the job.

Traffic Control

By Construction Insurance Bulletin

con-1701-2No discipline breaks down faster on a job site than traffic control and storage space.  The turf wars and project inertia follow.  Democracy is a poor way to run traffic control.  This regulation requires a czar, one person responsible for and with the authority to sheriff this aspect of sites.

Traffic management concerns efficiency and safety.  Done well, the job is enhanced; done poorly, the job crashes to a halt.

Begin by surveying the surrounding roads which service the site.  Are any noteworthy conditions present:

    • Steep grades leading into the site: can they be avoided with an alternate route?
    • Schools, factories, shopping malls, or any high traffic area or regular high pulse traffic events need to be time mapped and routes or delivery schedules altered, especially large, heavy or wide loads.
    • Where are the frequently used pedestrian areas?
    • Tolls or gates present?
    • What is the speed limit on the site exit roadway?  Do you need traffic control?
    • Where do you have entrance options?
    • Are there any overly sensitive stakeholder neighbors like environmental protection or historical areas?
    • Is any street work scheduled not associated with your site?

These questions will guide a logical approach, entrance, exit and departure strategy.

Review the site plan.  Will heavy or long trucks have the same access to storage as the smaller and lighter trucks?  Are there critical pinch points that need to remain clear?  Some general rules for devising a plan:

    • Avoid exiting a site within one hundred feet of a traffic light.  That’s a traffic jam begging to happen.
    • Minimize backing up on site.
    • Minimize truck traffic through worker foot paths.
    • Site speed limit should be 5 mph max.
    • Avoid storage and travel in sensitive or tree protection areas.
    • Decide on site access for weather events – include forklift use on wet or icy ground conditions.
    • Determine the rules for forklift use, what areas, flagmen, what storage access.
    • Will truck tire washing be necessary?  If so, is the water and traffic slow down manageable?

Most of site traffic management is logical as long as you mentally walk through the site construction plan.  Start off site and work towards your storage areas and most difficult improvement access stations.  Managing this issue in advance of the job start is essential.  Supporting your traffic czar, critical.

Prevent Winter Injuries

By Construction Insurance Bulletin

con-1701-1The winter months are the most dangerous for people who work outdoors. Often workers succumb to cold weather illness when working outside. However, employees in other industries have ongoing cold exposure, many of them in warm climates.

These workers include:

  • Delivery People
  • Postal Workers
  • Maritime employees
  • Food Processing Workers
  • Cold storage industry
  • Supermarket worker
  • Tow truck operators

Cold is punishing to people and exposure to cold has many negative effects that include dehydration, frostbite, numbness, shivering, hypothermia and immersion foot disease.

What Ongoing Cold Exposure Does

Hypothermia
Continued cold exposure first affects the limbs, toes and fingers and then progresses deeper into the body tissues and the core of the body. If the core temperature of the dips below 95 degrees F, the worker has hypothermia. Hypothermia is a dangerous illness and along with frostbite is one of the two most dangerous dangers of working in a cold environment – inside or out.

Frostbite
When a person’s skin is has a severe reaction to cold frostbite can occur. Frostbite freezes the skin and makes crystals of the body fluids including blood. The chilling effect of frostbite is permanent damage to hands and feet, ears, and the nose. When frostbite is severe, the worker may have to undergo an amputation.

Other Dangerous Illnesses
Frostbite and Hypothermia are two most common, cold environment, illnesses workers get from cold exposure. Other significant cold weather injuries include:

  • Cold Immersion
  • Chilblains
  • Trench Foot

Prevention of Cold Weather Injuries   Keeping feet warm and dry is the best prevention measure against trench foot and frostbite of the foot. Boots that have insulation and are waterproof is one type of the many personal protection equipment available for cold weather injury prevention. Other measures include long johns that have insulation, cold weather outer coats, space heaters where possible and other appropriate cold climate measures.

Preventing cold weather injuries is better than treating them and having your construction company’s worker compensation rates rise. Make sure that you take all reasonable measures to prevent these types of injury.

Protect Your Equipment

By Business Protection Bulletin

bb-1701-4In today’s high-tech world, every business depends on increasingly complex electronic and electric equipment to stay in business. But what happens when these systems break down?

Consider this nightmare scenario: You’re facing a deadline under a major contract when a voltage spike surges through your electrical lines, burning out its computers and telephone networks, and shutting down your operations. In addition to lost productivity, you’ll need to spend time and money repairing or replacing the damaged systems – not to mention the revenue you’ll lose until you can get back up to speed. The total cost could easily run into six figures.

Equipment Breakdown insurance to the rescue! “Think of this policy as Accident, Health, and Disability insurance for your equipment,” says Mark MacGougan, Assistant Vice President of The Hartford Steam Boiler Inspection and Insurance Company. The coverage, also known as Boiler & Equipment Insurance, can pick up the tab for:

  • Repairs and replacement of equipment damaged due (some policies will cover green construction and disposal and recycling expenses)
  • Expenses of limiting the loss or expediting the restoration process
  • Income lost when a covered breakdown causes a partial or total business interruption

Many businesses carry Equipment Breakdown coverage under their Commercial Property insurance. More sophisticated operations might prefer a stand-alone policy. Some insurance companies offer such preventive services as infrared scanning technology or onsite inspections to identify maintenance needs.

The coverage you need depends on the nature and size of your operation, the exposures you face, and the type of equipment you use. As insurance professionals, we’d be happy to tailor an Equipment Breakdown policy to fit your needs, at a price you can afford.

What is Bailee Insurance?

By Business Protection Bulletin

bb-1701-2In today’s “service economy,” more and more businesses (such as auto body shops, dry cleaners, and parking lot owners) are taking temporary responsibility for property or equipment owned by others. Loss or damage to any property under the care, custody, or control of your firm could cost thousands of dollars — unless you have Bailee insurance.

This Inland Marine policy covers the liability of a business (the “bailee”) for the property of customers under its care, custody, or control. Most Property policies don’t provide coverage for this type of exposure, unless it’s included specifically. You can also purchase Bailee insurance on a no-fault basis to protect customers’ property against any loss or damage and subsequent liability, regardless of negligence.

You should buy enough coverage to pay for the total value of other’s property that might be in your control at any one time. Many types of Bailee insurance are tailored to the specialized needs of a particular type of business (Jewelers Block policies, Furriers Block policies, etc.).

As an alternative to Bailee insurance, you can obtain coverage as part of a comprehensive Property policy that includes a “property of others” clause. We’d be happy to help you evaluate your needs and find a solution to insuring property under your care, custody, and control. Just give us a call.