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robintek

Nov 04
Love0

How Far Will Your Waivers Cover You In The Dojo?

By Business Protection Bulletin

1611-bb-4Martial arts liability insurance is a tricky subject. It can be challenging enough finding a reliable insurer for athletic organizations, but in martial arts, your customers are coming in explicitly to learn how to fight; how to throw a punch, and how to take one. Your students are going to be taking falls, learning to block, kick and roll, and you’re going to see everything from sprained ankles to dislocated thumbs.

Generally when your students sign up, they’re going to be signing a waiver of liability. This will mean that any injuries you can reasonably expect to sustain in class, they’ll be getting it covered under their own medical insurance if necessary, and you’re not going to be getting sued for it. The keyword there is, of course, “reasonably.” This means you might not be protected if, for instance, something can be construed as negligence on your part.

This means that if you’d rather not be seeing a bump in your liability policy on a weekly basis, you’re going to need to do a little base-covering:

  • Be reasonable about who you admit to your class (and what you have them do)Martial arts can be a great means of physical rehabilitation, it’s a rewarding pursuit for kids, the elderly, even those dealing with disability. It’s not something to jump into a week after open-heart surgery. Get an idea of every applicant’s health background, and exercise proper judgment in admitting new students. Likewise, be reasonable about what you can expect of each student. A 70 year old woman who’s here becau
    se it’s a fun way to stay fit is not who you want sparring against the 250 pound, weight-lifting security guard.
  • Practice proper maintenanceLoose floorboards, cluttered space, bad wiring, slippery mats. If the environment that your students are utilizing is not a safe place to be practicing martial arts, it’s unlikely your waivers are going to protect you.
  • Be the best teacher you can beThis, of course, should go without saying. You’re teaching the art because you want to pass it on. Poorly trained students, students who have been advanced to the next belt level before they’re ready, students who are not taught proper stretching and warm-up, are subject to injury that may well be found to be the fault of improper training. The martial arts are known as a means of “self-defense” because priority number one is not getting hurt, be it against an opponent or through improper technique.

The key to protection beyond your waivers are professionalism and passion for the art. Insurance is for when the unforeseen happens. The preventable is your job.

Nov 04
Love0

What Kind Of Aquarium Insurance Policy Do You Need?

By Business Protection Bulletin

1611-bb-3Aquarium insurance is different for every buyer. If you run an aquarium where you feature animals like sea turtles and starfish, then you need a very different policy than you would need insuring an aquarium used in, say, a restaurant or a hotel lobby. Likewise, exotic fish collectors need a different policy in place than either of the above-listed examples. Here’s what you need to know based on what you’re insuring:

Basic Aquarium Insurance

With a basic aquarium, whether it’s a ten-gallon tank to show off your goldfish or a fifty gallon tank to really set a room apart, you’re looking at a policy that will cover basic liability issues. It’s not just the aquarium you’re covering and the fish contained within, you also need to think about the liability involved should the aquarium break, leading to somebody cutting themselves on the glass, not to mention the water damage done to the facilities should the tank spill on antique floorboards or an expensive rug.

Marine Life Aquarium Insurance

Marine life aquariums tend to be the most expensive to insure. A basic liability plan simply won’t cover it. You’re looking at a zoo policy, covering the facility, liability for your visitors, and the animals themselves. These policies tend to cover your basic business risks, such as crime, company vehicles and workers’ compensation, but they also tend to provide extensive coverage for crisis response, emergency vacating and event cancelation and no-shows.

Exotic Fish Insurance

Your basic aquarium insurance typically does not cover exotic fish. In fact, the provider covering your tank and any liability issues attached to it might not even offer coverage for exotic fish. Many collectors of exotic fish take out specialty policies designed specifically for their collection, sort of like an actress having her legs insured. A single fish can cost thousands of dollars and be very expensive to keep healthy, so you’re looking for an insurer that offers high-risk, high-value policies for niche clients. You’re probably not going to get an exotic fish policy through the same people who cover your Honda Civic.

Showing off a bit of sea life in your building can be just the thing to set you apart. Who doesn’t love walking into a Chinese restaurant and seeing foot-long goldfish swimming around in a tank the size of a closet? But, of course, with the spectacle of an aquarium comes the additional liability involved with keeping marine life on dry land.

Nov 04
Love0

Who Can Get Covered By Performer Insurance?

By Business Protection Bulletin

1611-bb-2Performer insurance is not limited in what it can cover so much as who it can cover. Your basic performer policy is designed to cover a specific category of performer, that being: Performers who don’t do too much dangerous stuff in their act.

How that danger is defined is determined by a number of factors. For instance, if you’re insuring a movie star in a $250 million dollar blockbuster, then there’s a lot more money on the line than if you were insuring a fire-breather at a carnival. Some jobs are dangerous to the performer, some are dangerous to the insurer. The provider needs to calculate their risk accordingly in either event.

Typically, a basic performer policy is going to cover the less dangerous, less high-finance areas of the performing arts. A birthday clown, a celebrity lookalike, a comedian, a mime, a puppeteer, these are areas of performance that do not involve any immediate danger as part of the performer’s regular routine. On the other hand, a knife-thrower, a jouster, a stunt performer, a strength performer, a pyrotechnician, these are performers whose whole act involves playing with dangerous elements. That’s what makes them so impressive, and that’s why they typically need to seek out specialty insurance.

Typically, if you are working for a circus, a theater, a movie studio, then they’re going to have their own system of insurance lined up. The guys performing stunt shows at Universal Studios, for instance, probably aren’t buying their own health coverage.

One could reasonably think that, if their job isn’t particularly dangerous, then why bother getting insurance in the first place? The problem is that bodily damage or a liability case can completely derail a performer’s career. If you slip on stage and twist your ankle, then it’s hard to make it to your next belly-dancing gig. Performer insurance can help with things like lost wages and health issues that your health insurance might not cover so that you are not completely out of options if you find yourself injured on the job. Likewise, liability issues relating to your act can really take the wind out of your sails. For most working performers, it’s a nine to five job. For everyone who ever became a millionaire on their talent, there are ten thousand people who are just making a living. Most performers cannot afford a liability suit, and that’s where your insurance really comes in handy.

If you’re not covered by performer insurance, then it’s not a bad idea to look into specialty coverage. You want to make sure you have options should something go wrong.

Nov 04
Love0

Campground Liability: Maintenance Is Everything

By Business Protection Bulletin

1611-bb-1-1A campground isn’t exactly the same thing as being out in the wild. Out in the wild, you’re on your own. You’re not going to find public restrooms and cookout grills a mile into a national forest. Campgrounds offer a few basic amenities in order to make that trip into the wild a little more comfortable. That’s why we don’t mind paying a few bucks to spend the night in one, and that’s why we expect the proprietors to carry some form of campground insurance.

If you run a campground, your customers are going to be out there playing with fire and using hatchets and pocketknives. Some element of danger is to be expected on a camp site, in truth, it’s part of the lure of a camping trip, getting out of your safety zone, putting yourself into a place where you’re going to need to rely on your own abilities. But, on a campground that you’ve paid your ten, fifteen dollars for, you do expect some sort of accountability. So in order to ensure that you don’t need to collect on your liability policy any time soon, what sort of safety should your visitors be able to expect?

The basic rule of thumb is: Whatever you offer, you have to make sure it’s in proper working condition. If you offer RV hookups at your campground, routine maintenance is a must. A careless camper has only themselves to blame, but septic backups and faulty water and electric supply are issues that rest entirely on the shoulders of the provider.

Campers might not mind a campsite with no public restroom, but if they walk into one to find a hornet’s nest, they might hold you responsible for the stings. If you don’t provide barbecue grills, campers can dig a fire pit, but if you do offer a grill, and the coals fall right out a hole rusted into the bottom and it starts a fire, that’s on you. It’s all about letting your visitors know what they’re getting so that they can plan their visit accordingly.

If something is out of order, make sure your visitors know that it’s undergoing repairs or cleaning or maintenance, post it to your Facebook and anywhere else you’re listed. Campers aren’t the most high-maintenance demographic, they don’t expect anything more than what you’re willing to promise them, so don’t promise them anything you can’t deliver, and they won’t ask anything of you that you don’t have available.

Oct 10
Love0

What Does it Cost to Replace Your Spouse?

By Life and Health

1610-lh-4-1Your spouse is priceless to you as a life partner, friend and confidante. Have you ever calculated the actual worth of your spouse? Take time to figure out how much it would cost to replace your spouse as you purchase invaluable life insurance for the person you love the most.

Replace Salary

Most life insurance agents recommend that you purchase enough life insurance to replace eight years of annual salary. You can find the recommended figure by checking your annual W-2s from the last several years.

If your spouse does not work outside the home, you should still purchase life insurance. According to Salary.com, the average stay-at-home parent works at least 94 hours per week for a total salary of approximately $113,600. A working parent’s at-home salary is close to $67,400. Compare these figures to what the average physician earns – $153,000 for a 56-hour work week – and you see that you must find a way to pay for all the services your spouse provided whether or not he or she worked outside of the home.

Provide for Children

Losing a parent is tough for a child. Life insurance isn’t a parental replacement, but it can provide financially for your children’s living expenses. Use the money to pay for child care, before and after school care, shuttle service and meal prep as well as expenses required to care for your child with special needs.

If your kids are older, you may use the money to fund their college education. You could also establish a trust as you provide for your children into the future.

Cover Housekeeping

Because your spouse performed a share of the housework, prepare to cover the jobs he or she did. Those duties could include cooking, cleaning, laundry, landscaping and home maintenance. Life insurance funds could pay someone to do these chores indefinitely.

Repay Debt

Life insurance can be used to repay debt you and your spouse have accumulated. By repaying debts such as your mortgage, vehicles, student loans and credit cards, you gain a bit of wiggle room in your budget and can take time to grieve instead of worrying about working overtime.

Pay Final Expenses

The average funeral can cost as much as $10,000. Pay this expense with your spouse’s life insurance policy. It can cover probate costs, medical bills or other end of life expenses, too. With adequate life insurance, your family budget will not suffer as you pay for your spouse’s final expenses.

As you can see, life insurance for your spouse is a valuable investment. It provides financial resources for you and your family when you need it most. Talk to your insurance agent to ensure you purchase adequate coverage today.

Oct 10
Love0

Can You Be Fired For Badmouthing the Boss or Co-Workers On Facebook?

By Employment Resources

1610-er-1Millions of people use Facebook to connect with family and friends. It’s also a popular outlet for venting about frustrations on the job. Before you post something bad about your boss, though, consider whether or not you could be fired for what you post.

Know the National Labor Relations Act

According to the National Labor Relations Act, you have the right as an employee to discuss details about your conditions of employment or wages with someone else if you are trying to improve conditions on the job. Your solo rants or gripes about your job, boss, or co-workers are not protected by law, though.

As an example, say your boss is a bully and negatively affects several people in your office. In this case, you may be able to complain online and be protected since your post is considered a collective complaint. You cannot legally post a complaint if you are the only person he or she bullies, however.

Understand that Your Employment is At Will

In many cases, you are employed at will. That means your employer can fire you for a variety of reasons as long as those reasons are not discriminatory. Because being employed is a privilege, carefully consider all your social media posts. You’re usually better off approaching your boss in person with important issues that should be addressed rather than venting over social media.

Read the Social Media Policy

Many large employers have social media policies in place that offer details about what employees can and cannot post. It may outline the consequences you face, including termination, if you use social media to complain about something at work. Check with your Human Resources department for more information about the social media policy at your job.

Consider Your Reputation

While your complaint against your boss may be legitimate, realize that it could also affect your reputation. Do you really want to be known as the person at work who always posts negative comments online? Your actions today could affect your position and your ability to get a good professional recommendation in the future.

That’s why you should do your best to keep your negative comments to yourself or share them offline with only a few close friends. You don’t want to jeopardize your reputation because you’re upset about something your boss says or does.

It’s always a good idea to use discretion when you discuss your boss or job on social media. Depending on what you post, you could be fired or face other consequences. Check out the details of your employer’s policies before you post negative opinions and comments online.

Oct 10
Love0

Addressing Mental Abuse in the Workplace

By Employment Resources

1610-er-2When you think of abuse, you may think only of physical actions. Mental abuse is also a reality, however. If it happens in your workplace, you will need to take several steps to address it as you create a healthy work environment.

Types of Mental Abuse

Workplace mental abuse shows up in many forms. The abuse can be overt and outward or manifest itself in less obvious ways, and it can be directed to co-workers, subordinates or clients. It may also permeate the entire workplace culture or only show up in certain situations. Examples include:

  • Swearing
  • Screaming
  • Angry rants
  • Ignoring
  • Interrupting
  • Isolating
  • Failing to provide relevant information
  • Sabotaging work
  • Stealing credit for work
  • Directing rude or belligerent comments toward someone
  • Dismissing legitimate complaints from victims
  • Rewarding bullies with better assignments, promotions or pay raises

Causes of Mental Abuse

In your workplace, you may see several causes of mental abuse. Significant changes to business operations could prompt co-workers to become mentally abusive, especially if roles are not discussed and agreed upon. Inadequate communication also causes problems and can prompt someone to cope in an unhealthy manner. Difficult working conditions with high work volumes or short staff may also trigger mental abuse episodes as overworked employees cope in the wrong way.

Effects of Mental Abuse

When mental abuse is present in your workplace, the company, employees and clients suffer. The victims will experience increased stress, lack of motivation and productivity, physical illness and absenteeism.  Managers spend valuable time documenting the abuse, comforting the victim and disciplining the abuser instead of doing their work. Abuse can even affect the company’s bottom line as valuable resources are diverted away from projects and toward crisis management, productivity decreases and turnover increases.

Preventing Mental Abuse

Mental abuse is never okay, but it does happen. Your company should be consistent and aggressive in handling the abuse to protect you and others.

First, make sure there’s a zero tolerance policy. It should outline unacceptable behavior and include the requirements for documenting, disciplining and handling abusive situations.

You’ll also want to make sure employees are adequately trained to handle abusive situations. They should be able to recognize abuse and know the guidelines for reporting it.

Everyone should feel comfortable discussing and reporting mental abuse, also. Managers ideally should have an open door policy that allows employees and clients to report improper behavior.

You can’t always prevent mental abuse in your workplace, but you can address it properly and stop it from continuing. If your company does not have a mental abuse prevention and handling process in place, ask your Human Resources department to create one and promote a healthy work environment for everyone.

Oct 10
Love0

Understanding Payroll Deductions

By Employment Resources

1610-er-4Your salary is one of the first things you want to know when you start a new job. Unfortunately, you might be in for a big surprise when you open your first paycheck thanks to mandatory and voluntary payroll deductions. Understand exactly what these deductions as you eliminate paycheck surprises and balance your personal budget.

Mandatory Payroll Deductions 

Employers are required by law to withhold several deductions from your paycheck. If they do not comply, they face fines, lawsuits and the potential end of their business.

The mandatory payroll deductions on your pay stubs include:

  • Federal income taxes, every employee in the United States pays the same federal income tax
  • State taxes that vary based on the state in which you are employed
  • Local taxes if required by your town or municipality
  • Court-ordered withholdings for child support, bankruptcy repayment or other required wage garnishments

Your employer may also deduct Federal Insurance Contributions Act (FICA) taxes. These taxes include a mandatory 6.2 percent social security tax and 1.45 percent Medicare tax. If you make more than $200,000, expect to pay more than these percentages. Also, remember that your employer contributes matching percentages, and these taxes apply to all employees who work in the U.S.

Voluntary Payroll Deductions

Other payroll deductions are not mandated by federal law. However, most of them are convenient for your employer or for you.

You can ask your Human Resources department for details of these voluntary deductions and then decide if you want to participate or not. They include:

  • Your required contribution to your employer-provided insurance benefits, including healthcare, dental or vision coverage, if you choose to participate in your employer’s insurance coverage plans
  • 401(k) contributions beyond your employer’s matching contribution
  • Premiums for additional coverage on an employer-sponsored life insurance policy
  • Charitable donations to the United Way or other eligible organization

How are Payroll Deductions Determined?

The amount of salary you receive for doing your job is known as your gross pay. Mandatory and voluntary payroll deductions are taken out of your gross or total pay, and the remaining money is what you receive on your paycheck. The remaining balance is known as your net pay and is the figure you’ll see on your paycheck.

Payroll deductions affect every paycheck you receive. Check every pay stub you receive to verify that the deductions are correct. If you need additional clarification or information about mandatory or voluntary payroll deductions, talk to your Human Resources manager and eliminate paycheck surprises.

Oct 10
Love0

What Insurance Should New Hires Purchase?

By Employment Resources

1610-er-3After landing a new job, you’ll meet with the Human Resources department. They will discuss your new employee handbook, outline your benefits and answer any questions. One thing you should be prepared to do is choose your insurance options. Here’s what’s available.

Health Insurance

You may be healthy and think you can live without health insurance. However, it’s an important resource, especially if you are in an accident or have a medical emergency that costs you thousands of dollars.

Consider joining the employer-sponsored health insurance plan if that’s available to you. You’ll pay a portion of the premium cost each week and enjoy valuable coverage. To maximize your financial resources, find the best coverage for your needs and balance your budget, research private health insurance options, too.

Life Insurance

Many employers offer a basic life insurance policy to employees. Its coverage typically equals one year of your salary and remains in effect as long as you stay with your current employer. If you have dependents, a mortgage or significant debt, you may want to buy a private life insurance policy, too, for added peace of mind.

Dental Insurance

Dental issues can affect your productivity, motivation and overall health. Consider purchasing dental insurance that pays for regular checkups and dental work.

Carefully check the dental insurance policy offered by your employer. You may save money by using the dental discount card offered by the dentist of your choice.

Disability Insurance

If you become ill or injured off the job, disability insurance provides financial resources that help you manage your household bills. Every employer offers different disability insurance coverage options, but in general, you can choose from short-term, temporary and long-term coverage.

Long-Term Care Insurance

To pay for assisted living or nursing home care, consider investing in long-term care insurance. It’s typically a wise investment for employees who are in their late thirties since rates increase after that age. Purchase it sooner, though, if you have a medical condition such as Alzheimer’s in your family history that may affect your rates as you age.

Cancer Insurance

Cancer insurance pays you a lump sum if you’re diagnosed with cancer. It covers out-of-pocket medical and household expenses and gives you the freedom to focus on your treatment instead of on work.

This insurance is important if cancer is in your family history. Otherwise, consider saving money from each paycheck to cover emergency health problems.

Insurance options can be confusing when you start a job. Become familiar with your options as you decide if you need certain insurance policies. For more information, talk to your insurance agent or Human Resources department.

Oct 10
Love0

The Curious Case of Workers Compensation Treatments: Why Some States Soar in Surgery

By Workplace Safety

1610-wc-4With every state having their own workers’ compensation rules, it has meant that incentives have varied widely throughout the nation. The majority of doctors, lawyers, insurance carriers, employers and employees are all either inadvertently or consciously trying to avoid their losses at every level.

When a report came out about surgery and Medicare in the nation, it was found that New York was performing vastly below the average while Alabama and Louisiana were operating at far higher rates. Is it that because people in Alabama are more likely to become severely injured? It is a better bet to say that there are other forces at work here. We’ll look at the numbers from the 33 states that were included in this study, and talk about the implications of it for you.

Averages and Rates 

As you might expect, states without fee schedules had much higher utilization rates than those who did (up to 150% over the average amount.) This means that if there was a limit on how much could be spent, somehow that limit was magically reached in the majority of cases. Surgery and other costly procedures were performed sparingly.

If there was no limit, there seemed to be more care that was necessary to complete the treatment. The same trend was shown whenever there were states that had some type of limits imposed, whether it was percent-of-charge or cost-to-charge.

What Does This Mean for You?

There are several ways you can look at this study. One is that you could assume those who did receive more care got the additional consideration because there were no limits in their state. A doctor had every measure to complete a full plan for their patients without having to worry about costs thus achieving a better state of wellness for the patient. This is certainly one reason why no limits might be imposed in a state. However, the less optimistic viewpoint would be that people are flat-out exploiting the system.

Certainly we know that fraud is real in workers compensation, and potentially difficult to reveal. Whether a doctor recommends one unnecessary treatment for one patient or 50, they’re committing an act that will raise everyone’s costs further down the line. If you’re interested in becoming an advocate in your state, you may want to lobby your local lawmakers with information about recovery and relapse in patients in the states that have imposed limits. It is the best way to prove that those who have limits are both not a drain on the system while still achieving acceptable care. This is a difficult issue to talk about, but one that needs to be addressed.

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