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Monthly Archives

April 2013

EDITOR’S COLUMN: USING OCCUPATIONAL MEDICINE EXPERTISE

By Your Employee Matters

For years, I’ve encouraged employers, brokers, and risk managers to develop a relationship with a good occupational medicine physician for pre-hire physicals, wellness promotion, disability, FMLA, and workers comp claims. At the end of April, I’ll be speaking to the annual conference of ACOEM at their on the intersection of the ADA, FMLA, and Workers Comp (see below). I also culled from the program additional classes these physicians will be attending, to help you understand why their expertise is so much more valuable to employers than that of their non-specialized peers.

To find an occupational medicine physician in your area, go to the ACOEM website at www.acoem.org and click on the upper right hand corner. You’ll be glad you did!

EMPLOYEES PREFER ‘TAILORED’ DISABILITY BENEFITS

By Employment Resources

As businesses shift the cost of benefits programs to their workers, more and more employees wanting a larger say in how these dollars are spent are personalizing their Disability Income (DI) plans.

A recent nationwide survey of nearly 1,400 workers by TNS Omnibus found that:

  • More than four in five respondents (86%) say that it’s important to tailor individual DI benefits to their lifestyle.
  • More than three in four (76%) believe they should have a say in designing their own programs, rather than having the employer choose one-size-fits-all coverage.
  • More than four in five (82%) would like to sign up for a disability plan that lets them select the size of their payments.

The study found that women were especially likely to favor customizable benefits, Gen-Yers (Millennials) and 40-somethings valued personalization more highly than did older workers.

Variables in DI plans include the weekly benefit (from, $200 to $1,000.), the start date (how quickly payments begin – from eight to 30 days after an injury or illness covered by the plan), and the duration of payments (up to 104 weeks).

Benefits customization requires an informed workforce. Employers need to educate workers about every new DI program, allowing participants to customize their benefits, while helping them understand how their choices align with company goals. If a plan is meant to increase safety awareness or reduce absenteeism, it makes sense to tell workers this and let them change their coverage to what they think will help them meet this need.

On the other hand, offering employees too many choices under their DI plan can be counterproductive.

Our agency’s Employee Benefits experts would be happy to offer your workers informed advice on tailoring a Disability Income plan to their needs – and those of your business. Feel free to get in touch with us at any time.

MOST BUSINESSES TO KEEP OFFERING GROUP HEALTH

By Employment Resources

Facing higher costs and stiff penalties under the Affordable Care Act (ACA) for failing to provide workers with Group Health coverage, the overwhelming majority of employers intend to keep sponsoring these plans, while many businesses will be revamping their programs.

A recent nationwide survey of nearly 800 large and midsize employers found that only 6% of respondents plan to stop providing Group Health for their workers during the next three to five years.

Starting in 2014, the ACA will require all companies with at least 50 full-time (or equivalent) workers that don’t offer Health Coverage for their employees to pay a non-tax-deductible penalty of $2,000 for each employee. Because of these penalties and the resulting risk of losing talented workers, most employers believe they need to keep providing employees with Health Insurance. For competitive reasons, some businesses would have to raise salaries to offset at least some of the costs to employees for buying coverage on their own.

Many employers are considering a redesign of their Health Plans. For example, 37% of survey respondents expect to adopt a “house money/house rules approach,” which would reduce premiums for employees who participate in health risk questionnaires, biometric screenings, and so forth. Other companies might waive prescription drug copayments for employees who can show that they’re following medical advice for the treatment of chronic conditions.

In addition, 28% of respondents expect to provide employees a credit to buy Health Coverage through private insurance exchanges at the state level. This option is attractive to organizations that want to offer employees health care choices, while controlling the cost trends and administrative burdens of sponsoring a Group Health program. Some employers are already offering employees and retirees coverage through private exchanges.

SHOULD YOU OFFER YOUR WORKERS HEALTH INSURANCE?

By Employment Resources

Before deciding whether to provide Health Coverage as an employee benefit in 2014, check out these guidelines from small business experts:

  • Consider the nature of your business. Professional businesses – such as physicians, dentists, architects, and CPAs – that need to compete for skilled workers will probably find it makes financial sense to provide Health Insurance for their employees. On the other hand, a dry cleaner or mom-and-pop restaurant that hires minimum-wage or unskilled workers might decide to skip Group Coverage.
  • Keep in mind what your employees want. Employees newly required to have Health Insurance under the Affordable Care Act might prefer to get it from their employers.
  • Don’t forget about the tax benefits of providing healthcare. The federal government offers most companies with fewer than 25 low-wage employees tax credits to help cover the cost of insurance. The credit is up to 35% of company payments for health benefits, and will increase to 50% in 2014 for businesses that buy coverage through the state online Health Insurance markets created by the ACA.
  • Consider subsidized health benefits. Your employees might be better off buying Health Insurance through the state exchange – especially if they qualify for federal subsidies. (For example, a family of four with an annual income of $92,000 would be eligible under this program). Ask yourself: “If most of my employees could qualify for premium help through the individual exchange, am I doing them a favor by offering Group Coverage?”

Before you make your decision, we’d be happy to review all of these factors in the context of your situation and offer you our recommendation. Just give us a call.

GROUP LEGAL PLANS: WHAT’S NOT TO LIKE?

By Employment Resources

More and more businesses are offering workers quality legal services as a voluntary employee benefit, according to a nationwide survey of more than 300 human resource and benefits professionals. The study, sponsored by MetLife, found that the top reasons for the popularity of these services were improved employee satisfaction (69%) higher retention and loyalty (44%), and the ability to compete with other companies’ benefit programs (32%).

A majority of survey respondents cited these benefits of Group Legal plans:

  • Helping employees achieve peace of mind when dealing with legal issues.
  • Reducing employees’ levels of stress.
  • Lowering the cost of legal services.
  • Minimizing workplace time in dealing with personal issues.
  • Providing quality legal services (57%).

More than 90% of survey respondents found that legal plans are easier, or as easy, to administer than other voluntary benefits plans. These programs also have high persistency rates for both employers and employees.

Says Bill Brooks, CEO of Hyatt Legal Plans, “This is a benefit that spans the generations and suits a diverse workforce because there’s a broad range of situations where an attorney can help.

Legal assistance at a cost of less than some attorneys may bill per hour can be an effective way to generate employee loyalty.” There’s a clear need for this coverage: According to the American Bar Association, 71% of people encounter a legal problem every year.

Will preparation and estate planning are the most frequently offered services under Group Legal plans, followed by family matters, home purchases and sales, and credit problems, among others.

If you’d like to add a comprehensive, cost-effective Group Legal plan to your voluntary Employee Benefits portfolio, please free to get in touch with the professionals at our agency. As always, we’re here to help!

CONSTRUCTION INSURANCE: IT’S NOT EASY BEING GREEN

By Construction Insurance Bulletin

An environmentally-friendly heating system that just doesn’t work…Units certified by the Leadership in Energy and Environment Design (LEED) program that don’t meet certification requirements…Contractors facing lawsuits from building owners because they were denied tax breaks from promised green structures…

As sustainable buildings become increasingly common, more and more contractors are facing potential losses from their green construction activities. In response, insurance companies are tailoring Property policies to meet these needs. However, it can be hard to define what makes a building green – and how to determine green-related damages.

According to the California Department of Resources, Recycling, and Recovery (CalRecycle), “A green building, also known as a sustainable building, is a structure that is designed, built, renovated, operated, or reused in an ecological and resource-efficient manner to protect occupant health, improve employee productivity; use resources more efficiently; and reduce the overall environmental impact.” The Environmental Protection Agency defines a green building process as “the practice of maximizing the efficiency with which buildings and their sites use resources – energy, water and materials – from siting, design, and construction, to operation, renovation, and reuse.”

As a rule of thumb, the definition of “green” should match the needs of the owner and the environmental standards of the region. For example, the determining factor might be low water use in the desert Southwest, and lower heating bills in the Northeast.

So far, most claims filed under “green” Construction policies have come from advanced systems used in sustainable buildings – technologies so new that insurance companies might not understand fully how they work and what their shortcomings might be. In the final analysis, the deciding factor will probably lie in the contractual agreement between the building owner and the construction contractor.

If you are, or plan to be, active in green construction, we can work with your insurance company to help tailor the coverage you’ll need.

PROTECT YOURSELF WITH BUILDER’S RISK INSURANCE

By Construction Insurance Bulletin

A gas line explosion…A short circuit that fries electric wiring…Even a lightning strike…Any building site under construction or renovation is highly vulnerable.

Builder’s Risk insurance will pay for loss or damage to a structure (and, in some cases, of the materials, fixtures and/or equipment used to build or renovate it) caused by a variety of perils – such as windstorms, hail, theft, and vandalism. The policyholder can also extend coverage to include;

  • Property in transit to the job site or stored at a secure offsite location.
  • Scaffolding, construction forms, and temporary structures on the site.
  • Removing debris from covered property.
  • Paying firefighters to save or protect property.
  • Replacing blueprints or construction plans.

As a rule, Builders Risk insurance does not cover losses due to mechanical breakdowns, floods, earthquakes, water damage, or rioting.

These policies are often written for a three month, six month, or 12 month coverage term. If the project is not completed by the end of the initial term, it may be extended in many cases, but usually only one time. Coverage ends when the property is ready for use or occupancy.

The amount of coverage, usually based on the project budget, should reflect the total completed value of the structure (including costs of materials and labor), but not the value of the land.

Depending on the circumstances, either the building contractor, developer, or owner(s) can buy Builders Risk. If a bank issues a construction loan, it will usually require the borrower to purchase a policy. In many cases, showing proof of insurance might be mandatory under city, county and state building codes

For more information on this valuable coverage, please feel free to get in touch with our Construction Insurance specialists at any time.

CLEAN AUDITS NEED CLEAN BOOKS

By Construction Insurance Bulletin

Your Liability insurance premiums are based on two fundamental factors: First, the types of operations you perform (carpentry, electrical, etc.); and second, the amount of payroll and/or revenue assigned to, or arising from, those services. Although your business and insurance programs might use other methods and variables, these are the two key factors in nearly all Liability ratings. Therefore, it’s important to calculate your payroll and revenue numbers as accurately as possible.

One possible area of confusion arises from the fact that insurance rating rules don’t calculate these numbers in the same way that your tax advisor or bookkeeper would for general business purposes. This is to your advantage, because most of the insurance rules dictate what you don’t have to count in determining payroll and revenues used to rate Liability premiums. For example, special rating rules minimize the amount of any overtime pay you must include in the total used in calculating premiums.

We can help show your accountant or bookkeeper the rating rules that will help track these numbers to give the most accurate premium. Be sure to advise us of any significant changes in your operations that might require revising the classification of your business for liability rating purposes. Having the right numbers assigned to the correct classifications can make obtaining an accurate premium audit quick, clean, and hassle free.

If it affects your insurance, it affects us. Let’s work together to keep your insurance program a great value for your investment.

WRAP UP YOUR CONSTRUCTION INSURANCE

By Construction Insurance Bulletin

Wrap-up or “Wrap” Construction insurance can provide a highly effective tool to reduce costs and avoid headaches in insuring large, complex projects and the workers building them.

Wrap policies usually offer superior coverage, higher policy limits and greater contract certainty than traditional Commercial General Liability, Workers Compensation, and (often) Builders Risk insurance written for individual subcontractors and types of risk. What’s more, Wrap coverage can minimize potential cross-litigation on construction projects.

Although they’ve been available for decades, these policies have become widespread in recent years, due to the skyrocketing costs of raw materials, financing, and litigation. There are two types of Wrap coverage; owner-controlled insurance policies (OCIP), and contractor-controlled insurance policies (CCIP). Either variety allows the owner to spread the risk among different parties, while providing a seamless insurance safety net for every company and individual involved – which can translate into profit, based on loss experienced over the life of the policy.

Because of their extensive coverage, Wrap policies are usually more expensive than other types of Construction insurance for the owner or primary contractor, who will pass on the extra cost among the general contractors and sub-contractors on the project. This is a small price to pay considering the peace of mind that comes from having all coverages and insured parties protected under a single policy.

Because of their complexity, insurance companies often tailor Wrap policies for each project, writing them on a customized (“manuscript”) basis. Our agency’s professionals would be happy to work with you and your insurer in creating coverage that’s comprehensive and cost-effective. That’s what we’re here for.

LANDLORD INSURANCE, ANYONE?

By Personal Perspective

If you rent all or part of your property to others, it makes sense to buy this special type of Homeowners insurance. A Landlord policy will cover damage to the building and your belongings, and protect you against potentially catastrophic legal and medical cost suits from lawsuits by people injured on your property.

If the property is mortgaged, the lender will usually require that you buy enough coverage to pay off the outstanding loan balance.

Above this level, you can tailor your Landlord coverage to your needs and budget in a number of ways:

  1. Changing the deductible (which usually ranges from $100 to 5% of the building coverage).
  2. Selecting the type of losses covered, by buying either “comprehensive” coverage – which pays for losses from all causes, unless specifically excluded – or on a “named perils” basis, which covers only losses from a listed number of causes.
  3. Choosing the type of reimbursement – either “actual cash value” (the value of your property, less depreciation) or the more expensive “replacement value.”
  4. Adding coverage to provide reimbursement for loss of rental income during a period when the property is uninhabitable.
  5. Covering increased liability risks from dealing with tenants, such as legal fees, libel, slander, and discrimination claims.

In making your decision, assess the benefits of potential premium savings against the risk of paying for hefty classes.

Our Homeowners’ Insurance specialists will be happy to evaluate your situation and recommend a comprehensive, cost effective solution. Just get in touch with us at any time.