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Monthly Archives

October 2017

Safety Tips: Planning Workplace Team-Building Activities

By Employment Resources

In recent years, team building has gained a foothold in corporate America as a fun and effective management tool. To be successful in the business world, employees must be able to effectively plan and execute programs as a team, communicate clearly, use resources efficiently, and be able to adapt to changing circumstances.

Team building is designed to do utilize these skills, in a fun environment. It can encourage out-of-the box thinking and enhance group dynamics, breaking down barriers that prevent employees from working together as a team. Activities foster decision-making, challenge resolution and leadership skills.

Exercises can be designed to encourage individuals in a group to entrust their safety in one another or to experience the exhilaration of overcoming a physical challenge. Participants return to work infused with renewed vigor. The goal is to transfer the collaborative effort, positive energy and learning that take place during a team-building activity back into the workplace.

But team building can also be a risk manager’s nightmare when activities include dangerous physical elements. Companies must consider the risks involved in such hazardous activities. They can lead to an increase in the frequency and severity of employee injuries, leaving the company vulnerable to higher workers’ compensation costs – not to mention employee lawsuits.

If team-building activities are part of your company’s management philosophy for bringing employees together to work cohesively as a group, make certain that safety is part of the equation. Consultants brought in to design such programs should know your expectations and concerns and abide by them. A company in Miami that hired a consultant for team building found that a dozen or so of its 100 employees suffered 1st and 2nd degree burns when they were forced to engage in a firewalk. The consultant called the injury rate “acceptable.”

Activities such as white water rafting, rock climbing, and paintball might not be suitable for all employees. Besides the physical hazards, planners need to consider whether or not an activity might be embarrassing for some employees. An activity that requires participants to wear a bathing suit, for example, might make some employees self-conscious and inhibit their ability to fully engage in the collaborative effort.

To promote safe team building:

Include team-building activities as part of any formal risk management program.

Emphasize the need to exercise caution on the job and in any physical team-building exercise.

Define your needs clearly to management consultants, hired to design a team-building program.

Ensure team-building activities are properly supervised.

Stop any activity if an unsafe situation is observed.

Team building has an important place in business. Activities should focus on bringing employees together. Make team building a safe experience that everyone can participate in and enjoy.

Nine Tips To Use As You Advocate For A Flexible Work Schedule

By Employment Resources

A flexible work schedule can help you achieve work-life balance, maximize your circadian rhythm or prepare for retirement. You may need to convince your boss that it’s a good idea, though. Use nine tips as you advocate for a flexible work schedule.

1. Reference companies that successfully offer flexible work schedules.

Several companies successfully implement flexible work schedules, so share these success stories with your boss.

  • Best Buy – decreased turnover by 90 percent, and increased productivity by 35 percent.
  • Cisco – gained $195 million because of increased productivity.
  • Deloitte – cut turnover costs by $41.5 million.

2. Show your boss what the company will gain.

While a flexible work schedule helps you personally, your boss needs to know that it will also benefit the company. Show evidence that proves it will improve performance, productivity and retention. Also, indicate how it will meet a current need, such as reducing budget constraints, increasing available customer service hours or reducing turnover.

3. Discuss details about how the arrangement will work.

Do your homework and figure out how your flexible work will work. Do you wish to telecommute, work a compressed schedule or job share? What equipment will you need? How will you report your professional achievements?

4. Describe the compensation schedule.

Because benefits like your paycheck, vacation time and insurance coverage can change when your work schedule changes, describe your expected compensation schedule. Demonstrate your willingness to be compensated fairly.

5. Address a contingency plan.

Your proposal should address how you will handle challenges. Examples could include busy seasons, power outages at home or meetings on your days off.

6. Share how your performance will be measured.

Your boss will need to ensure that a flexible schedule delivers everything you promised. Will you undergo weekly performance reviews, ask your clients to evaluate your performance or poll co-workers to measure morale?

7. Be prepared to counteract negative impacts.

Despite the benefits, there are drawbacks to a flexible work schedule. Describe how you will handle busy seasons, ensure you meet productivity goals and communicate with clients.

8. Recommend a trial period.

A trial period gives you time to decide if a flexible work schedule is right for you and your company. At the end of the trial period, you and your boss can evaluate your future schedule.

9. Put your proposal in writing.

Because your boss may need time to evaluate your proposal, put it in writing. Then schedule a follow-up appointment to review his or her decision.

A flexible work schedule is beneficial for you and your company. With these nine tips, you can successfully advocate for your own flexible schedule.

Employee Wellness Programs

By Employment Resources

According to the forth-quarter 2010 Principal Financial Well-Being Index, 43% of American workers cite the achievement of better overall health as the number one reason they would or do participate in a wellness benefit program. In second place, with 33%, was the reduction of personal health care costs. In third place, with 31%, was the increased chance of living a healthier and extended life.

The Principal Financial Well-Being Index is released by the financial services provider, Principal Financial Group. This is a quarterly survey of American workers from American businesses with between 10 and 1,000 employees. The findings of the fourth-quarter 2010 survey involved data from 528 retirees and 1,159 employees.

Some key points from the survey included: 

When offered by an employer, blood sugar screenings had an 84% utilization rate. This was an 18 point increase from 2009 statistics.

When offered by an employer, weight management programs were utilized by 53% of employees. This was a 25 point increase from 2009 statistics.

When offered by an employer, personalized action plans for conditions considered high-risk were utilized by 68% of employees. This was a 21 point increase from 2009 statistics.

Some credit rising health care costs and more public awareness about diseases such as heart disease and diabetes with American workers being more ready to take action toward their own health. None the less, as evidenced by the substantial increase in how many workers are taking advantage of wellness benefits, there is clear indication that there’s a growing element of employees taking more personal responsibility for their health.

Employers Can Benefit From Wellness Programs Too 

Personal responsibility might drive employee participation in wellness programs, but employees have much to gain from offering wellness and encouraging its usage. During the index, workers said the following occurred as a direct result of the wellness program offered by their employer:

Forty-three percent felt they were motivated to perform better and work harder.

Twenty-eight percent said they were absent fewer days from work.

Thirty-eight percent said they experienced improved productivity and energy while at work.

Forty-eight percent said that the offering of wellness benefits encouraged them to remain with their current employer.

In closing, this research is echoed by countless other studies showing employers that invest in the wellness of their employees by offering them the means and the educational resources they need to control their own wellness not only gain physically healthier employees, but also productivity and cost-saving increases.

Keeping Defects Low on Green Building Projects

By Construction Insurance Bulletin

As concerns grow about the potential effects of global warming and people pay more attention to reducing their carbon footprints, green construction is becoming a larger part of the solution. A McGraw Hill study found that in 2008 the value of green construction starts might have been as high as $49 billion, and it could reach $140 billion by 2013.

Building owners are attracted by energy cost savings, tax incentives, and the good publicity that comes from using an environmentally-friendly facility. Although green construction has become a lucrative business for contractors, it carries some risks that conventional construction methods do not have or have to a lesser extent.

Much of the difference between green construction and conventional methods is in areas of emphasis and materials. Green construction, because it is relatively new, uses new materials that might not have a proven long-term track record. The focus of a green building is energy conservation; objectives such as moisture control to prevent mold growth receive less attention.

Also, compared with conventional buildings, green buildings allow more air in from the outside, with potential impacts on building occupants’ health. Before construction begins, contractors must work with the project owner to identify the specific green objectives the owner wants to accomplish. With that knowledge, the contractor can determine how much additional risk the objectives present and create risk management plans to deal with it.

Price pressures can also be an issue. Green construction can be more expensive than conventional construction, yet project owners might be unwilling to pay a large premium for it. Contractors will be under pressure to hold costs down. This might cause them to take shortcuts that could increase the risk of creating defects in the building. The owner and contractor must work together to create a plan that balances cost savings with sound construction practices.

Green buildings carry a risk that their components might not perform as well over time as do those of conventional buildings. Because they stress innovative techniques and materials, green buildings use materials that have not undergone the years of testing that conventional materials have. Green construction favors using renewable resources and emphasizes insulation to reduce energy use.

Conventional buildings use materials with a history of good performance and emphasize keeping water and other elements out. To reduce performance risks, contractors should arrange for peer reviews that predict how materials will interact with other materials and building systems, predict how the building will hold up in actual use, and analyze waterproofing and humidity control capability.

Although green buildings are a relatively new concept, building owners expect them to perform at least as well as conventional buildings over the long term. Contractors who erect them might be vulnerable to lawsuits if a building fails to meet the U.S. Green Building Council standards. The USGBC offers its LEED certification to buildings that meet standards; the council can also revoke certification if it finds that a building is not performing as expected. Losing certification can harm a contractor’s reputation.

The peer reviews of materials and systems should help to reduce this risk. The green construction business is almost certain to grow rapidly during the next several years, and contractors will naturally want to take advantage of that. To reduce their risks, they should work with organizations such as the USGBC to get education and training on materials, construction techniques, and risk management. Together with peer review of materials and collaboration with project owners, these measures should help contractors complete quality and environmentally sound buildings.

How to Estimate an Accurate Remodel Bid

By Construction Insurance Bulletin

Bidding on residential remodeling projects requires accuracy. With an accurate bid, you show your competence and make a viable living. Consider five//// tips that help you estimate an accurate remodel bid.

1. Become familiar with the client’s house.

Whether you’re bidding on your first or fiftieth remodel project, you must do a thorough walk-through of the home. You’re better equipped to give an accurate bid when you know exactly what the house looks like and what the job entails.

During your walk-through, look for details like the room dimensions, desired materials and job scope. You should also consider any complications like an older heating system or the possibility of mold.

2. Be clear about the homeowner’s expectations.

Talk to the homeowners to ensure you understand exactly what they want and expect. When you’re on the same page, you can create a bid that includes everything they want.

3. Calculate all costs related to the project.

It’s easy to forget important details when preparing a remodel estimate. Consider these often underestimated or overlooked expenses.

Materials – Does the homeowner want high-end or recycled materials? How many materials will you need for the project?

Labor – How long will the job take, factoring in inevitable delays? Will you do all the work yourself or hire independent contractors?

HVAC system – Will the home’s existing HVAC system interfere with the project or need to be reworked in any way?

Electrical – Are any electrical updates or changes required?

Home maintenance – What are the costs associated with removing dust and dirt from the home during the remodel project?

Demolition and hauling – How extensive is the project’s demolition and hauling?

Special equipment – What types of tools do you need to rent for the project?

Overhead fees – What types of filing, copying or accounting fees will the project entail? How much will insurance and any required construction bonds cost?

4. Ensure the bid is profitable for you.

Remodel jobs can include a profit margin of as much as 20 percent, but if your bid is too low, you could earn as little as three percent. Crunch the numbers at least twice to ensure you can stay in business and provide for your family.

5. Submit your bid personally.

Show that you’re dependable and hands-on when you submit your bid in person. This step also gives you a chance to discuss the bid with the homeowners. You can explain charges and answer any questions as you equip the homeowners to make an informed decision.

With these five steps, you submit bids for remodel projects that are accurate. You can then build a successful construction career.

Risks of Removal of Undamaged Property

By Construction Insurance Bulletin

An electrical contractor runs miles of wiring through what will be a three-story office building. Following completion, the contractor tests the wiring, finds it satisfactory and leaves the job. After other subcontractors hang and paint the walls and do other finishing work, the general contractor tests all systems.

This time, the electrical system fails. The GC summons the electrical contractor back; after more testing and diagnosis, the contractor concludes that there are faults in two segments of the system on different floors and adjacent sides of the structure. Fixing the problem will require tearing out the finished walls and a few appliances attached to them (a dishwasher in an office kitchen area, computer network equipment, etc.).

Tearing these things out, repairing the faulty wiring, and reinstalling the walls and finishing them so they look flawless will cost much more than simply fixing the electrical problem. The cost is far beyond what the contractor can afford to pay out of pocket. Will its Commercial General Liability insurance help? The answer depends on the state where the building is located.

The ISO CGL policy covers the insured contractor’s legal liability for physical damage: 

To tangible property, including all resulting loss of its use, or loss of use of tangible property that is not physically injured; and Caused by an occurrence, which is “an accident, including continuous or repeated exposure to substantially the same general harmful conditions.”

In addition, the policy states that it does not cover the insured’s liability for property damage: 

To work or operations the insured performed or which a subcontractor performed on the insured’s behalf, if the damage arises out of any part of the work and it occurs after the work’s completion; and To other tangible property that is unusable or less useful to the owner because it includes the insured’s work that is known or thought to be defective, deficient, inadequate or dangerous, if fixing the insured’s work will restore the property to usefulness.

Some courts have ruled that the CGL policy covers the cost of tearing out and reinstalling undamaged property when that is necessary to fix the defective work. A 2002 federal appeals court ruling in a Washington state case said that the removal and destruction of other subcontractors’ work due to the insured’s defective work is property damage, as the CGL defines the term. The court also said that the insured’s performance of defective work met the policy’s definition of “occurrence.”

A 2010 decision from Washington state reached a similar conclusion — unintentionally providing defective products to an installer was an “occurrence,” and removal and replacement of other suppliers’ products and work was “property damage.” Courts in Alaska and Oklahoma have ruled that the policy provision that excludes coverage for unusable tangible property did not apply because of a second provision that gives coverage back for loss of use resulting from sudden or accidental injury to the insured’s work. The courts felt that installing defective components was done accidentally.

Conversely, courts in Arizona, Maryland and South Carolina have held that tearing out and replacing undamaged property is not physical damage caused by an “occurrence” because it is not an accident. Rather, the courts saw it as a cost associated with a project.

Since the courts differ so much from one state to another, it might be helpful for a contractor to know in advance what a particular state requires. The contractor’s insurance agent might also know which insurance companies have a history of paying for these types of claims. The contractor could find that it is worthwhile to buy coverage from these companies even if they charge higher premiums.

7 Tips for Hiring Reliable Construction Independent Contractors

By Construction Insurance Bulletin

Your construction business depends on independent contractors who may perform a variety of tasks, including demolition, installation or painting. Because your business depends on quality work performed in a timely manner, use seven tips to ensure you hire reliable independent contractors.

1. Preview previous work.

Check out jobs the independent contractor has already completed. Do they match the scope of your project and meet your quality standards? If so, you can assume the independent contractor will successfully complete your job, too.

2. Do a background check.

Your reputation, business and future career could depend on the work your independent contractors perform, and you could be liable for their actions on the job site. For these reasons, perform background checks and assess the independent contractor’s work history and any recent criminal charges.

3. Check insurance paperwork.

As you must carry contractors insurance for your business, independent contractors must also carry insurance. Inspect their paperwork to ensure they’re adequately insured for construction site hazards.

4. Complete a W-9.

Independent contractors are not employees, and according to IRS rules, they must complete a W-9. This form includes their name, address and Social Security number (SSN) or Employer Identification Number (EIN) and indicates that they are exempt from tax withholding. Reliable independent contractors will readily agree to sign a W-9.

5. Discuss Form 1099-MISC.

The IRS mandates that you must file Form 1099-MISC for all independent contractors who make $600 or more per year. If the independent won’t give you a current address or asks you not to send this form, that’s a red flag that could indicate they are not operating their business according to federal laws, and you should find a different contractor.

6. Sign a contract.

A contract is an agreement between you and the independent contractors you hire. It contains details about the project such as the timeline for deliverables, payment schedule and work expectations. It also includes a statement about the independent contractor’s status, a nonsolicitation clause and a right to terminate the contract for term violations. Because a contract protects you and the independent contractors you hire, only work with contractors who will sign a unique contract for every project.

7. Pay via invoice only.

Independent contractors will submit invoices to you when the job is finished. Only pay those invoices, not other expenses that are the independent contractor’s responsibility. At the end of the year, make sure the invoices you’ve paid coordinate with Form 1099-MISC.

Hire reliable independent contractors for your construction business when you use these seven tips. For more assistance, talk to your insurance agent or business consultant.

Save Your Hands!

By Workplace Safety

Our hands are used in almost all daily activities, work or leisure. But, for some reason, we often overlook just how frequently our hands are used until they are injured.

According to the National Safety Council (NSC), the hands are involved in one of every five occupational injuries. This statistic really isn’t all that surprising once a worker stops to consider the array occupational hazards, such as tools, solvents, and chemicals, that are capable of causing burns, contusions, and lacerations to the hands. That said, workers can protect their hands and avoid a lot of unnecessary injuries by taking a few precautions.

Material Safety Data Sheet.

Some chemicals can burn your hands immediately following contact. Before handling any chemical, it’s of vital importance that you’re familiar with Material Safety Data Sheets (MSDS), as these forms will instruct you on the safe handling and use of certain potentially harmful chemicals.

Hand Washing/Cleaning Procedures

Apply lotion if your job requires frequent hand washing.
Use mild soap and water to wash hands; dry them thoroughly.
Avoid harsh and abrasive cleaners.
When removing tar, grease, or paint, use a waterless cleaner.
Never wash hands with benzene, paint thinner, gasoline, or other harsh solvents.
Flush hands under running water for 20 minutes or longer after your hands come into contact with any corrosive chemical.
If a minor skin laceration occurs, wash it immediately and seek medical treatment.

Using Gloves

The MSDS can alert you to what type of glove should be donned when handling potentially harmful chemicals.
Throw any frayed, tattered, or worn gloves away.
Never share gloves with co-workers.
Never immerse your hand in chemical agents, even if gloved.
Asbestos or leather gloves are used to protect against heat.
Neoprene or rubber gloves are used to protect against corrosive chemicals.
Cotton, leather, or PVC gloves are used to protect against abrasives.
Synthetic knit or cotton gloves with gripping dots are used when hand-grip is needed.
Kevlara, heavy leather, or metal-mesh gloves are used to help prevent cuts to the hand.
Never wear gloves with any metal features when working near electrical hazards.
Avoid wearing gloves around moving equipment.

Contusions and Lacerations

Avoiding All tools should be properly maintained on a regular basis.
Safety guards should never be removed and a tool without the appropriate guard shouldn’t be used until it’s in proper working order.
Lockout equipment when making repairs or cleaning it.
Wear metal-mesh, leather, or Kevlara gloves when handling or operating sharp and bladed tools.
Don’t do a job if you don’t have the appropriate tool.
These simple safety precautions can help you keep one of your most important assets, your hands, intact.

Tips for Hiring a Workers’ Compensation Lawyer

By Workplace Safety

Most employers are responsible for providing employees with Workers’ Compensation insurance. These important benefits cover your medical treatment, a portion of your lost wages, disability compensation and vocational training. However, you may need to hire a Workers’ Compensation lawyer. Follow these tips as you take this step.

Why Hire a Workers’ Compensation Lawyer

Workers’ Compensation insurance covers an injury or illness that occurs on the job. The claims process can be confusing, though, and claims are sometimes delayed or denied. Hiring a qualified lawyer can protect your rights and ensure you receive the benefits you deserve.

Consider hiring a lawyer in these circumstances.

•  Your claim is denied.
•  You don’t have adequate proof that your injury or illness is job related.
•  You suffer significant injuries.
•  You become permanently disabled.
•  Your doctor orders extended recovery time.
•  You cannot return to work.
•  You don’t understand or cannot navigate the claims process.

What Your Workers’ Compensation Lawyer Will Do

Your Workers’ Compensation lawyer will work methodically to build your case. They will:

•  Organize medical records.
•  Arrange for witnesses to testify about your medical needs or vocational limitations.
•  Accurately estimate your future medical treatment needs.
•  Negotiate successfully with the insurance company.
•  Advise you on filing additional personal injury or product liability claims.

How to Find a Workers’ Compensation Lawyer

Check online directories for qualified and experienced Workers’ Compensation lawyers. You can also ask friends and family members for recommendations.

Experience Matters

The Workers’ Compensation lawyer you hire should have experience in this field. He or she should be familiar with your particular injury or illness, your state’s Workers’ Compensation laws and how to file an appeal.

Be Prepared to Contact Several Lawyers

Because Workers’ Compensation lawyers are paid a fee based on a percentage of the benefits you receive, they usually only take cases they believe they can win. This means you may need to contact several lawyers before you find one who will take your case. Most Workers’ Compensation lawyers will provide a free initial consultation, though, so keep searching until you find one who will work with you.

Know the Fees

Workers’ Compensation lawyers only receive payment if they win your case. The fee they charge is typically 15 to 35 percent of your total settlement, so if you are awarded $50,000, you would pay your attorney between $7,500 and $17,500. While this fee is significant, understand that you probably will receive a larger award when you hire a lawyer versus if you represent yourself.

A Workers’ Compensation lawyer will work on your behalf to ensure you receive the benefits you deserve. Use these tips as you hire the right lawyer for your needs.

Understanding the Costs Related to Accidents and Lawsuits

By Workplace Safety

Risk management experts, safety experts, accountants, actuaries, and other professionals make the distinction between direct and indirect costs of accidents, lawsuits, and so forth. For example, the cost of turnover in the HR That Works Turnover Cost Calculator includes the direct costs (such as paying for a Help Wanted ad) and indirect costs (such not growing the business due to lack of manpower).

Two of the most commonly insured employee risks are those for work-related injuries and employment practice claims. This means that the direct costs associated with a Work Comp injury are those related to medical expenses and expense reimbursement, which the Workers Compensation carrier usually pays.

We usually recommend that our clients pay the compensatory portion of the claim because if they don’t, the insurance company will pay it and then get their money back by increasing your experience modifier over the next three years. In a sense, they don’t pay these claims, they finance them.

In addition to the increase in the experience modifier (MOD) and cost of future insurance, there are also indirect costs:

•  Damage to property (building, tools, machinery, etc.)
•  Emergency supplies, cost
•  Possible media exposure/brand change
•  Investigation time, claim management time
•  Affect on employee morale
•  Overtime, costs of replacing employee
•  Increased experience modifier
•  Damage to client relations if accident is “on site”
•  Injury to third parties
•  Additional legal fees

Of course, these ratios depend on the type of claim or injury, type of business, days lost from work, and so forth. When it comes to an employment practices claim, direct costs are for attorney fees, litigation costs and any settlement or verdict payout. The indirect costs include: Loss of employee morale, damaged customer and client relations, copycat claims, loss of knowledge base, training, and experience.

The risk management literature offers a wide range expert opinion on the range of direct to indirect costs. Only one out of seemingly dozens of surveys identifies indirect costs as lower than a 1:1 ratio to the direct costs. Some go as high as 20 times the direct costs (for example, when an expensive piece of machinery is destroyed in the process). Based on my personal experience and that of experts I agree with, we can safely assume at least a 1:1 ratio in most circumstances. For example, you might have to pay out $50,000 to settle the lawsuit, plus another $50,000 to replace the employee! Unfortunately, these indirect costs are often uninsurable, and in many cases dwarf the insurable costs in a given risk scenario.

Interestingly, the indirect cost ratio has been diminishing as medical and legal expenses continue to soar.

These ratios also depend on such factors as:

•  Type of claim/injury
•  Type of business
•  Claim value
•  Days lost from work
•  Legal jurisdiction
•   Management response