Everyone is responsible for the disaster preparedness of their own households. Business owners and executives, however, have additional responsibilities. Not only do they have to get their house in order, but they are also responsible for hardening their own businesses to continue to operate despite a local disaster – and to facilitate the recovery of the business, for the sake of investors, customers, employees and vendors.

Here are some basic tips those in executive positions can take to ensure the survival of a small business in the event of a disaster.

• Create a written disaster preparation and recovery plan. This document should be in hard copy in your office, and emailed to new workers, so that they can access the plan even if your offices don’t exist.
• Inventory on-site first-aid kits and other emergency supplies.
• Secure data offsite. What will happen if your servers are destroyed in a flood or fire at your office? If your business would be damaged, it’s time to arrange to back up your files at a remote location, or on the Internet.
• Designate an alternate meeting site. What happens if your office is suddenly destroyed or inaccessible? Your employees should know where to report for work. Managers should have a roster of phone numbers.
• Arrange for alternate facilities. You may need to arrange new office space or warehouse space in a hurry. Have an alternate location already scoped out.
• Get a generator. Don’t count on waiting until disaster strikes to get one. There will be a run on supplies. Ensure the generator has enough output to power your key equipment, whatever it is – be it computers, printers, and refrigerators (The cost of one generator big enough to power your refrigerator or freezer can pay for itself many times over in preventing food spoilage for those in food service businesses).
• Name responsibilities. Who will come to the office prior to a hurricane to put up storm shutters? Who will be available to come fill and place sandbags? Who can clean up if there is severe damage, and when? Remember that your employees will have conflicting loyalties. Some may be having difficulties preparing their own homes and families. Others may be members of the National Guard, and may be mobilized for disaster response. Take this possibility into account.
• Audit your insurance coverage. Lay out all your policies and make sure they cover the possible hazards, and that the amount of insurance reflects your needs. Double check flood coverage. Most regular insurance coverage doesn’t cover floods.
• Double check key person life insurance and disability insurance coverage. The same disaster that disrupts your business could disable or kill key people, and cause severe disruption to the rest of the business as well.
• Consider business interruption insurance. These policies help companies by providing a cash benefit to keep them going in case of a temporary closure. Can you make your payroll for a month or two while you get your business back on its feet after a disaster? If not, you may need business interruption insurance to avoid going bankrupt, or to retain valued employees while your business has shut down.
• Have a public relations plan. Designate a spokesperson for the company. Reach out to the local media with your recovery story. Don’t let people get the impression your business closed – particularly if you have to relocate. This could be a fatal blow, even if you do everything else right.
• Diversify your telephone systems. Hurricanes and other disasters may knock out Verizon phones but not AT&T service, and vice versa. It can take time before workers can repair towers or reroute signals. By ensuring your workers have different cell providers, you can spread the risk out, so that your ability to communicate by cell is not wiped out by the loss of any one cell tower.
• Make a note of this phone number: 1-800-659-2955. It’s the phone number to the federal Small Business Administration. The SBA provides low-interest loans to qualified small businesses affected by disasters to help them keep running through a disaster and its aftermath.
• Copy your tax returns and other key documents. Keep them online somewhere. Keep hard copies in a fireproof safe or deposit box offsite – preferably 100 miles away or more. If you live on the coast, keep it inland. If you live in a flood plain, keep it up hill. Identify your hazards, and don’t expose your valuable assets and papers to the same hazard in two different locations.

Above all, though, use your judgment, critical thinking skills, and work through the different contingencies that may affect your business. All businesses are different, and one business may have different needs than other business next door. For example, when Hurricane Katrina was menacing New Orleans in 2005, many nursing homes and other health care providers had difficulty evacuating their patients and residents. In some cases, low-paid staff didn’t show up for work – they were busy evacuating themselves or their families. If you rely on low-paid staff that takes the bus to work, don’t expect them to be available immediately prior to a hurricane, for example, unless you make and communicate arrangements in advance. For more information, visit Ready.org/business, which has a variety of tools and planning tips for business owners and executives.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

Every construction site needs a storm preparedness plan to ensure a safe environment during hazardous weather. It is important to take the necessary time to develop a good plan several months before the storm season begins. Contractors and builders lose millions every year during storm season because of a lack of preparedness. A plan can be executed in just a couple of hours, and the investment is very small. When comparing the invested amount to the possible losses, it is easier for any contractor to get started with making a plan. The following checklist should be completed far before the start of the storm season.

Storm Preparedness Checklist

1. Clean the construction site daily.
2. Take photos of the site daily to record project progress before a storm might hit.
3. Order crew leaders to complete current jobs before starting new ones.
4. Complete regular maintenance for electrical and mechanical equipment.
5. Maintain an adequate number of sandbags or water detention devices.
6. Secure all staging areas and trailers one month before the storm season begins.
7. Small items that could be blown or washed away should be stored in buildings.
8. Include subcontractors’ supplies, property and personnel in the plan.
9. Ensure all electronic devices have battery power supplies.
10. Give the emergency power generator system a checkup and tune-up.
11. Check all of the batteries in emergency exit signals and emergency lights.
12. Stock offices with emergency kits, flashlights and other safety gear.
13. Buy enough bottled water to last all site workers at least five days.
14. Make sure there are always enough office supplies to last several days.
15. Keep important documents in a safe place where water cannot damage them.
16. Educate key workers about what steps they must take if there is an oil spill.
17. Provide employees with phone numbers for all state and local emergency agencies.
18. Give all workers specific assignments to help execute the plan.
19. Develop a system to inform workers about when to come back to the site.
20. Carefully review the building insurance policy for storm damage details.
21. Find out how many extension days the contract allows for weather interruptions.
22. Post the completed plan in a location where it is easy for all workers to see.

Action Plan
After the preparedness plan is in place, it is important to develop the plan of action. Workers should understand the difference between the two plans, and they should know that the action plan is only implemented when a severe storm is imminent.

1. Personnel must assess and clean the site to remove debris or hazardous objects.
2. Dismount and secure all scaffolding.
3. To prevent damage from sand accumulation, protect underground drains and pipes.
4. If there are scheduled deliveries, postpone them for at least two days.
5. Disable all of the power lines, and remove the temporary connections.
6. Any hazardous or contaminating materials should be covered and secured properly.
7. Secure and cover every window or glass feature with storm shutters.
8. If time allows, booms can be laid down, or the load line can be hooked to a low point.
9. If dumpsters cannot be removed from the site, cover and secure them.
10. If there are any open excavations, close them to prevent water from accumulating.
11. Disassemble every temporary structure or fence that might be swept up by the wind.
12. Make sure all catch basins and storm water inlets are free of debris.
13. Secure all of the heavy equipment in a safe area.
14. Designate crews for the shifts, relief, cleaning and standby.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

There are plenty of advantages with hiring subcontractors. Whether contractors hire them for renovations or new building projects, there are a few important things to know. The most important thing to think about is who the individual is and how he or she will represent the company name. When customers complain, they will likely name the company and not the individual subcontractor. In addition to this, the contractor is responsible for everything the subcontractor does. This is why it is so important to hire individuals who are capable, professional and responsible.

Before Hiring

Ask to see proof of insurance. Have the subcontractor provide a certificate of insurance. If a project will last more than one year, make note of the policy’s expiration date. When that date arrives, ask to see the new certificate of insurance to ensure the subcontractor is keeping the policy active. Make sure the individual is insured for workman’s compensation and liability. The subcontractor’s staff should also be properly insured.

Verify degree program completion. It is important to hire a subcontractor who has been properly trained. Ask to see a degree. The individual should also have a minimum of four years of experience working as a foreman.

Ensure the individual is licensed. Each state has its own rules for licensing and verification, so be sure to use individual state procedures and check local laws. If the subcontractor has additional staff working on the project, they should also be insured.

Ask for references. Ask for a minimum of three current references that can be contacted directly. It is also helpful to ask to see samples of the subcontractor’s previous work.

Make a written contract. This document should include what the contractor expects of the subcontractor and his or her staff. It should include a rate of pay, who will be responsible for mistakes and who is responsible for other various tasks. It is also important to make sure the subcontractor is willing to make repairs or changes after the job is finished.

Tour the site together. When doing this, make sure the subcontractor knows what must be done. The subcontractor should also understand how to get the job done and who is in charge of various tasks. When the job starts, there should be no guesswork involved.

Make communication a priority. The individual should be easy to contact and talk to. Communication should be good on both ends, so it is important that the subcontractor and contractor get along well.

During A Project

Keep communication lines with customers open. It is important that customers bring their concerns and questions directly to the contractor. Take necessary steps to make the customer feel that his or her input is highly valued. Messages can get lost in the network if they are passed along to the subcontractor and his or her crew, so make sure the customer has all current contact information.

Make a file for subcontractors. Keep track of all conversations and transactions. This includes emails, notes, calls, face-to-face conversations, licenses, certificates and any receipts.

After Project Completion

Do a final inspection. Walk through the construction site to make sure the job has been completed in a satisfactory manner. Bring a checklist with items that can be marked off as they are verified. Make note of any repairs or changes that must be completed.

Make sure the agreement has been upheld. It is important to make sure all the terms of the contract have been met. Subcontractors’ actions and work should comply with every detail in the agreement. The project is officially over when the terms have been met and the contractor is satisfied.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

Whether you own and insure your office or other business property, or insure the office or building you rent, you will obviously want to make sure that you have an automatic sprinkler system or some other fire detection or suppression system in place in case of fire.

You’ll also want to make sure that your fire alarms are working and that you have service contracts for periodic inspections of your facilities to identify fire and other risks.

But what happens if there’s a fire in your building and your sprinkler system fails? Well, when you make your insurance claim you could be in for a nasty surprise if your policy has a “protective safeguards endorsement.”

This endorsement would deny coverage if you had failed to maintain and ensure that your system is in proper working order.

If your policy contains a protective safeguards endorsement, and you fail to adequately maintain any of the protective safeguards at your commercial building or manufacturing facilities, and you suffer a loss caused by fire, coverage for the fire loss can be denied by your insurance company.

Also, if you knowingly turn off or suspend any of the safeguards, even if it is for routine maintenance, and fail to notify the insurance company and a loss occurs during the suspension, coverage can be denied.

Because of the potential coverage gaps that can be created by this endorsement, it’s very important for you to know whether it’s attached to your policy and if it can be removed. If it can’t, you need to understand your responsibilities in order to avoid having your claim rejected.

These are types of protective safeguards that could be in the endorsement:

• Automatic sprinkler system
• Automatic fire alarm
• Security service
• Service contract
• Automatic commercial cooking exhaust and extinguishing system
• Any other protective system described in the endorsement schedule.

Protective safeguards horror stories*

Burmac Metal Finishing Co. An Illinois appellate court ruled that an insurer was justified in denying coverage for a fire and explosion because Burmac had capped between three and 19 automatic sprinkler systems out of 600 at its industrial building without notifying the insurer. The court ruled that this action constituted failure to maintain the system, justifying denial of coverage.

Y2K Textile, Inc.  A California appeals court ruled that an insurer had properly denied coverage for fire loss when the protective safeguards endorsement required the insured to maintain a contract with a duct-cleaning service and the insured never obtained a copy of such a contract.

* Source: Faegre Baker Daniels blog

Insurers will often offer a premium discount or a credit, or an otherwise uninsurable property may qualify for coverage, if the property policy includes a protective safeguards endorsement.

Typically, a policy will identify the protective safeguards the endorsement covers and then it will have the following key clause:

“As a condition of this insurance, you [the insured] are required to maintain the protective devices or services listed in [this endorsement].”

The endorsement will spell out that the insurer will not pay for the loss or damage that is caused by or resulting from a fire if, prior to the fire, the policyholder:

• Was aware that any of the protective safeguards had been suspended or were impaired prior to the fire, and that the policyholder had failed to inform the insurer.
• Failed to maintain the protective safeguards in complete working order.

That means that you have two duties under such an endorsement:

• The duty to notify the insurer of any suspensions or impairments of any safeguards.
• The duty to maintain the safeguards.

Policies will also include instructions for when you must inform your insurer of a suspension of a safeguard. Most endorsements will include the following safe-harbor provision:

“If part of an Automatic Sprinkler System is shut off due to breakage, leakage, freezing conditions or opening of sprinkler heads, notification to us will not be necessary if you can restore full protection within 48 hours.”

What you should do

If you have an insurance policy for your property and you are unsure whether it includes a protective safeguards endorsement, you can call us. If your policy does include it, we can work with you and the insurer to see if can be removed, if you’re so inclined.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

Even if you have company cars or a fleet of vans, occasions may arise that require an employee to run an errand in their personal vehicle or one of your employees needs to rent a car while on a business trip visiting a client.

In these circumstances if you don’t have the proper coverage, you could be leaving your organization exposed to liability if an employee injures a third party in an accident. There are two types of insurance that are vital in these situations: Non-owned auto coverage and hired auto insurance.

These two policies offer very different types of coverage, and it is important to understand each to ensure you find the policy that is right for your operation:

• Non-owned auto coverage This insurance protects your company if sued as a result of an auto accident that you or one of your employees has in a personal vehicle while on company business.
• Hired auto coverage This provides your company with liability insurance for vehicles that you rent, hire or borrow on a short-term basis for business purposes.If you or an employee are in a car accident while driving one of these vehicles for work, hired auto insurance can help pay for your liability costs.

You should consider these two coverage options if your company ever rents cars or vans for business purposes (including travel to conferences, visiting clients, etc.) or if employees use their personal vehicles to run company errands.

These important coverages are usually added to a general liability policy or a commercial auto policy as an endorsement or a rider.

When there are no vehicles titled in the company name, this additional coverage will serve to meet the contract requirement for commercial auto coverage in most states.

How the coverages work

Both hired and non-owned auto insurance are a type of liability insurance, meaning they will only cover property damage and injuries to third parties, as well as any legal fees, settlements or court judgements relating to third party claims. Hired and non-owned auto insurance helps cover:

• Physical damage to a third party’s vehicle,
• Bodily injuries and medical expenses if a third party is hurt in an accident with you or one of your staff, and
• Legal expenses if your business gets sued for negligence.

However, these polices won’t help with:

• Property damage to your business’s hired or non-owned vehicle.
• Medical bills if you or your employee get hurt in an accident while using rented or personal vehicles.
• Liability coverage, property damage or bodily injury from an accident while you or your employee drive for personal reasons that are not related to your business.

Do you need coverage?

If your business rents or borrows vehicles to do work or if your employees use their personal vehicles on business, hired and non-owned auto coverage is crucial to manage your risk.

It can help pay for any property damage that you or your employees cause while on company business in rented or personal vehicles. It also covers vehicles used for your business if they cause bodily injury to another driver in a car accident.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

The Dangers of Staffing Agencies That Promise Lower Workers’ Comp Premiums

Before we get started, if you are looking for a new PEO we represent the industry best for:

Auto Service

Contractors

Logistic Companies

We can help any company in any industry!

Article:

Many employers receive aggressive sales calls from employee leasing firms or their brokers telling them they can not only get rid of the administrative headache of handling payroll and compliance, but also reduce their workers’ comp costs.

These organizations known as professional employer organizations (PEOs) promise to assume various employer human resources responsibilities by becoming the employer on record for the client business’s workers.

Besides touting the benefit of having someone else handle your HR responsibilities, the big selling point that they push is that they can save you money on your workers’ compensation program.

PEOs do this by essentially becoming the employer of record, and handling everything from payroll and benefits administration, to paying payroll taxes and purchasing workers’ compensation coverage.

While many PEOs are legitimate, some underreport payroll and misclassify employees so that the workers’ comp premium is lower than what you pay. Some especially unscrupulous players have been jailed for not paying workers’ comp premiums and payroll taxes, leaving their clients in a bind.

In those cases, the employer is often left holding the bag for workers’ compensation claims they thought were covered, or for unpaid tax bills.

The danger of PEOs

When an employer outsources its workers’ compensation coverage responsibility to a PEO, it is entrusting that all insurance requirements will be fulfilled by that organization.

This means that the PEO will be responsible for classifying employees, communicating payroll to insurers, selecting appropriate coverage and paying premiums. This also presupposes that the PEO is familiar with your state’s workers’ compensation statutes and regulations.

Some employers shift this burden to the PEO without securing contractual evidence of the PEO’s rights and duties. What’s worse, these employers may rely on an ambiguous contract that fails to protect their interests.

These poorly written contracts can lead to fraud or misrepresentation by the PEO, which in turn can backfire on the employer.

Take the following examples:

• A San Francisco jury found that two PEOs, Onvoi Business Solutions and Select Staffing, had run a scheme to defraud an insurance company and avoid paying $30 million in workers’ compensation premiums.The two PEOs were accused of piggybacking an arrangement where one PEO with a high X-Mod obtains coverage through another PEO with a lower X-Mod so that it can take advantage of better rates.

• Six executives from three PEOs were given varying prison sentences and probation for swindling insurance companies and small businesses that had signed up for their services out of more than $100 million.The men ran a series of PEOs that piggybacked on each other, while collecting payroll and other taxes, as well as workers’ comp premiums from their small business clients.Rather than use the money the defendants were paid by the small businesses to submit payroll taxes and provide workers’ compensation insurance, they spent it on vacations, girlfriends, gambling trips to Las Vegas, a private jet, real estate (including a 551-acre horse-training ranch) and other personal expenses.

Both of these failures affected thousands of businesses, and many were forced to purchase new workers’ compensation policies since the PEOs had failed to remit premiums to insurers.

In addition, they were forced to pay the IRS for the failed remittances of payroll taxes, even though the employers had paid the PEO for the taxes.

The takeaway

While there are many legitimate PEOs operating across the country, employers still have to take a leap of faith and assume that the PEO will pay the bills on their behalf. If it doesn’t, the burden falls back on the employer.

And there is a big difference between a PEO failing and an insurance company failing. If the PEO fails, you could be on the hook for any workers’ comp claims that were incurred or premium that wasn’t paid. If your insurer goes belly up, the policy will be guaranteed through its expiration and all claims will be paid by a state-run insurance guaranty fund.

If you have questions about PEOs, feel free to call us. We can answer any queries you may have about them.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

How to Protect Yourself Against Claims of Sub-Contractors

Generally, employers must set up workers compensation coverage and other required coverages – depending on the jurisdiction – for anyone working as a statutory employee. That is, employers are directly responsible for all workplace injury claims of anyone reporting to management and drawing an hourly wage or salary, from which taxes are deducted.

Construction managers, therefore, must obtain workers compensation coverage for their own staff. They do not, however, set it up for subcontractors, nor the employees of subcontractors.

In a recent Indiana court case, though, an injured worker decided to test the limits of the traditional arrangement. According to reporting by ConstructionRisk.com, the worker was working at a stadium construction site as an employee of a subcontracted firm, Baker Concrete Construction, Inc. She was injured by a falling block of wood, which struck her in the face and hand. Although she had no employment contract with the general contractor overseeing the contract, Hunt Construction Group.

The plaintiff’s theory was that Hunt had an overall responsibility to ensure the safety of the workplace.

However, Hunt did not have any kind of contractual relationship with Baker Concrete Construction. Hunt’s only contractual relationship was with the site owner.

An Indiana appeals court sided with Hunt. There was nothing in Hunt’s contract that granted them the responsibility for overall worksite safety, much less anything in their contract that granted them the authority to intervene in other subcontractors’ operations, not affiliated with Hunt, to ensure workplace safety. Yes, Hunt periodically conducted workplace safety audits for the protection of their own employees and subcontractors. But the courts held that that did not imply that they had a responsibility for other workers wholly unrelated to their operation just because they were on the site – at least, not to such an extent that it rose to the level that Hunt bore financial liability for the injury.

According to the judgment, the courts looked specifically at the contract that Hunt had with the site’s owners. There was nothing in their contract that made them the overall safety director of the site, nor anything other than geographical location that connected them to the injured worker.

The court also noted that both the injured worker and the employee that dropped the piece of wood that injured her were both Baker employees, not Hunt employees. The appeals court unanimously ruled that Hunt did not have a duty to provide the injured worker with a safe workplace. Maybe somebody else did – and a majority of the panel ruled that the worker could possibly seek remedy from Baker, under workers compensation laws. But not for Hunt.

Be Careful With Sweeping Responsibilities for Safety

If you are the construction manager of a worksite, look closely at the contract. Are you signing on as the overall safety director for the worksite? Is there anything in the contract appointing your company as the overall workplace safety czar? If there is, and you accept that responsibility, you are also assuming an elevated level of risk. If Hunt had allowed itself to be formally appointed the site safety director, the Indiana appeals court ruling suggests that would have been sufficient to open a window wide enough to allow the injured employee to go after Hunt – even though she was injured by another Baker employee.

If you do take on the responsibility, you may also need to increase your umbrella liability coverage – and retain a number of discretionary rights over the workplace that you otherwise wouldn’t, such as the right to have unsafe workers from other companies removed from the workplace.

Overall, don’t take on safety responsibilities unless the contract gives you the discretion and authority to carry them out.

The terms of the contract should reflect the need for safety staffing and expertise, and should pay for the man-hours needed to conduct safety and compliance inspections all over the work site. If you need to significantly modify the work flow, or even have a vendor pack up and leave the work site rather than create an unsafe environment, you should be held harmless by the terms of the contract for executing your workplace safety duties.

The terms of the contract should also front you enough money to pay for an adequate level of liability insurance coverage.

If the client balks at the extra expense, then so should you. Don’t take on responsibility or liability for this burden unless you are adequately compensated for the additional man-hours and risk.

Don’t go “Above and Beyond”

Second, if there is no contractual obligation to assume responsibility as the worksite safety director, do not step beyond the terms of the contract to do so. According to another Indiana ruling, Plan-Tec vs. Wiggins, the courts held that a construction manager owes a legal “duty of care” – a necessary element to recover for negligence for jobsite employee safety in two circumstances:  “when such a duty is imposed upon the construction manager by a contract to which it is a party, or when the construction manager assumes such a duty, either gratuitously or voluntarily. [citations in original removed for clarity].”

In that case, the courts found that since the construction manager held regular safety briefings and meetings, issued safety directions to other contractors, and took initiative to have its own safety directors inspect scaffolding owned and erected by other contractors, the company took on itself the “duty of care” required for a claim of negligence – and was therefore on the hook for an employee’s injury when the scaffold fell.

In this case, doing the right thing caused a lot of problems for the construction manager.

Of course, it’s not a terrible thing to have a responsible organization actively policing the worksite for safety issues. Just make sure that if it’s your firm, that the terms of the contract resource that responsibility appropriately, and that you maintain adequate insurance coverage to compensate you for the risk.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

Misclassification of Employees is Payroll Fraud. Here’s How To Stay Out of Trouble

The Internal Revenue Service and Department of Labor have been going after employers who misclassify employees as independent subcontractors – and the construction industry is squarely in their crosshairs.

In late 2011, the DOL and IRS entered into a formal agreement of cooperation in sharing information and data in order to enforce employment laws. If you have been improperly failing to withhold income taxes and contribute the employer portion of the Social Security and Medicare taxes, and failing to pay unemployment insurance premiums and workers compensation premiums for people functioning as employees, and one of them complains to the Department of Labor, you can expect the IRS to get wind of it, too.

Additionally, if you are using an unlicensed contractor, and closely directing their work, the Department of Labor and IRS will consider this individual to be an employee, not a contractor. If that person is injured while functioning as an employee, the employer is liable… and you had better have workers compensation insurance in place.

The distinction is especially critical in the construction industry, because of the innately hazardous nature of the workplace. Independent contractors are generally expected to provide their own insurance. Employees are not, but are covered under their employers’ plan. Failure to comply with employee classification laws risks employees falling through the cracks – and severe consequences for employers.

A Pervasive Form of Fraud

The deliberate misclassification of employees as independent contractors is an epidemic form of payroll fraud in the construction industry – and law enforcement at both the federal and state level nationwide are focusing resources on eradicating it.

Some studies indicate that as many as one worker in twenty is misclassified as a contractor when he should be considered an employee – and that companies that do misclassify workers as independent contractors do so routinely. Among employers that have been caught conducting this kind of fraud, they do so for an average of 40 percent of their workers.

This creates a substantial pricing advantage for dishonest contractors – and makes it that much more difficult for legitimate construction contractors to compete on a level playing field.

The practice also severely undercuts the industry as a whole, according to some observers and market participants. Marek Brothers Construction CEO Stan Marek maintains that as long as dishonest contractors circumvent wage and hour laws, there is no viable career path for young people who might otherwise consider going into the construction industry. “We will never attract young men and women into the construction industry until there is a career path,” he told a panel of Texas legislators and regulators. “There’s a tremendous need for skilled workers. A lot of kids don’t want to go to college. But if the construction industry is dominated by businesses that exploit workers, Texas kids aren’t going to sign up… It is a cancer that is eating the industry. It is killing us.”

 Penalties for Payroll Fraud

It’s not just federal officials cracking down on employee misclassification and payroll fraud – state governments are also going after employers practicing this form of fraud, and a number of states have actually increased penalties in recent years.

Companies caught committing payroll fraud are typically charged back taxes and interest by both the IRS and state revenue officials. Companies are also fined up to hundreds of dollars per day per worker not covered by workers compensation insurance. Construction firms have also been hit with on-the-spot ‘stop work’ orders when state inspectors discover workers on site who aren’t covered by workers compensation. This can lead to cost overruns, time delays and uncomfortable conversations with customers and prime contractors upstream.

In egregious cases, people have been sentenced to prison time.  For example:

On September 6, 2012, in Richmond, Va., Mark S. Holpe, of Midlothian, Va., was sentenced to 18 months in prison and fined $40,000 for evading the payment of employment taxes on unreported cash wages he paid employees of Nature’s Way Landscaping, Inc. Holpe pleaded guilty to evading the assessment of $326,196 of employment taxes. Holpe worked for Nature’s Way, a business that did residential and commercial landscaping in the Richmond metro area. He was originally the president, but became the treasurer in 2007 when he sold a portion of the business. In entering his plea, Holpe acknowledged that the company had two groups of employees during tax years 2006 through 2009. Holpe admitted that he paid one group of approximately 30 employees $2,132,000 in cash wages during that period, without withholding social security taxes.

Staying out of Trouble

It is true that there is substantial gray area in defining who is an employee vs. who is an independent contractor. The IRS has published a 20-point series of tests to help determine how a worker should be properly categorized. In the construction industry, a lot of it comes back to who is holding the license: If you hire an unlicensed contractor, and you are directing their work and telling them what to do on a daily basis, and they are operating under your license, this is clearly an employee.

If that worker is injured, the employer is liable, and if workers compensation insurance is not in place, the medical costs could potentially push an employer into bankruptcy – even before back taxes, penalties and possible criminal prosecution is taken into account.

By way of further examples, your independent contractor may legally be an employee if any of the following factors apply:

1. You provide tools, training and/or materials for the job.
2. You are closely directing what time the worker or workers must show up on the job.
3. You are ‘counseling’ workers in writing about tardiness or other disciplinary issues.
4. You are dictating methods. Contractors don’t tell subcontractors how a job is to be done – they just define the scope of work and leave it to the subcontractor how best to complete it. If you tell someone how to do a job, rather than just describing the end state, chances are you could be turning them into a legal employee.
5. You expect any kind of exclusivity.
6. Do you require any kind of company-provided training?
7. Do you pay transportation expenses or provide transportation for these workers?
8. Do you reserve the right to terminate the worker at will?

The complete IRS 20-factor test can be viewed here.

Note that not all 20 factors need apply for the IRS, Department of Labor or state officials to determine that an employment relationship exists. Officials can and have determined that an employment relationship exists even when just a few of the 20 factors apply.

Meanwhile, if there is any doubt or gray area, it’s important to address it immediately – and maintain legally required workers compensation, medical and other coverage until you are certain you are engaged in a bona fide contractor-to-contractor relationship, rather than an employer/employee relationship.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

It would be nice if everything could be done with a gentlemen’s agreement. But it’s important to get things down on paper in a written contract. That’s especially vital for high-dollar, complex items like construction projects – which require big investments up front, large commitments of capital and labor.

Furthermore, we all hope that all our projects are built to completion without any unforeseen obstacles, delays, hitches or confusion. But we all know that they don’t, and complications can arise that are beyond the ability of any party to a construction contract to foresee.

Here are some of the tenets of sound construction planning and contracting – and the essential elements of a sound construction contract that can withstand adversity and protect the interests of both sides.

Specificity. This is essential even before the contract is entered into, because no bid can be more accurate than the description and scope of work to be done. The contracting entity should ensure that whoever is drawing up the work requirement or request for proposal is qualified to do so. Conversely, contractors should be alert to the possibility that the authors of a ‘request for proposal’ (RFP) or work order may not fully understand what is involved. A successful contract is built from the very first engagement – which could be months before the actual contract is drawn up and signed.

Ideally, the RFP or its functional equivalent should include the following information:

• Property information, including location, approaches, and available storage/staging space. In today’s environment, with Google Earth, it’s often easy to include an areal photo of the work site.
• Architectural and engineering specifications, if they have already been drawn up. If not, contractors should plan on some back and forth as these requirements are identified.
• Environmental remediation or environmental impact mitigation requirements.
• Deadline for completion at a minimum. Milestones for partial completion if possible, though this is frequently a collaborative process. The deadline for completion is frequently set, however.
• Any additional constraints. For example, contractors on federal projects must pay workers according to the Davis Bacon Act, which frequently means that prevailing wages paid to workers will be higher for federal projects. States frequently have similar laws that govern state projects.

Pricing and Allocation

Contracts should address what expenses are reimbursable to the contractor and what kinds of costs are to be included in the contractors’ fees.

Payments

Any construction contract should spell out exactly when payment is due to the contractor. This frequently means a series of milestone payments to the contractor. The less frequent the milestone payments, and the later the payments are made, the greater the risk to the contractor.

Spell out at what stages of construction a payment is due to the builder – and the specific procedures for triggering that payment. Ideas include:

• Initial deposit and payment to get work started, hire laborers, lease equipment, and pay a project manager or team to start laying out the whole project.
• Groundbreaking
• Completion of foundation, to include ground-level and basement plumbing and sewage fixtures
• Receipt of a key materials invoice

The contract should also specify how payment is to be made. Credit card payments are expensive. Contractors should bid appropriately. Where possible, use ACH or wire transfers with lower costs, or checks that can also be processed for little or no cost.

Responsibilities

Contracts should identify the contract manager on both sides, by name and duty position. If there should be personnel turnover, including duty position can help clear up confusion in larger organizations, though ideally any personnel changes should be addressed in writing, to avoid questions about who is authorized to approve payments and change orders.

Deliverables

Don’t neglect the securing of permits and licenses as a deliverable. Everybody misses them, but they aren’t free, and are a showstopper if you miss this step.

Change order procedures

There is always a significant chance that contracts for construction projects have to be altered mid-stream to account for changes on the ground. Material availability, labor disputes, weather, changes in regulations or zoning, unexpected complications on the job site, and human error combine to lead contracting entities, contractors and subcontractors to alter the contract. Contracts should be clear about setting forth the project and terms while still allowing for flexibility in addressing real-world issues that come up.

Also, material, labor and permit costs can fluctuate. A thorough contract will take this into account, and provide a mechanism for pricing to increase to compensate for this.

Where contracts are less flexible, contractors will have to charge more, to compensate for the risk.

Termination

Even among well-intentioned, competent contractors, there is occasionally a mismatch that arises between the project and the core competencies of the contractor. Contracts should specify how and under what circumstances a contract can be terminated, and if a new construction company is to take over the project, what kind of ‘handover’ a contracting company can expect.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group

Does your Insurance Cover the Promises you Made in that Construction Contract

Most contracts for construction work include provisions called “indemnification” or “hold harmless” agreements. These agreements require one party to the contract to compensate (indemnify) the other party for certain costs. The costs include damages the owner or general contractor (GC) must pay because of injury to others or damage to others’ property that result from the contractor or subcontractor’s work. The agreement may also cover other costs, such as attorneys’ fees.

In short, the owner or GC is saying to the contractor or sub, “If we get sued over something related to the work you do for us, you’re going to pay for it.”

When a contractor must fulfill this part of the contract, substantial amounts of money are involved. Fortunately, insurance might cover the expense.

The terms in the contractor’s general liability insurance policy can be confusing at first glance. The standard commercial general liability coverage form actually states that the insurance does not apply to bodily injury or property damage for which the insured organization must pay damages because it assumed that obligation in a contract or agreement. However, the form goes on to say that the insurance does apply to liability for damages 1) the insured contractor would have if there was no contract, or 2) the contractor assumes in what the form defines as an “insured contract.”

The form’s specific definition of “insured contract” includes several specific types of agreements. It also includes other agreements where the insured organization assumes the liability of another organization to pay damages for injury or damage to a third party caused by negligence. The insurance will pay for damages covered by these contracts only if the two parties execute the hold harmless agreement before the accident causing the loss occurs. Here are a few examples of how this coverage might apply:

GC and subcontractor sign a contract for the sub to dig the foundation for a new building. The contract includes a hold harmless agreement that benefits the GC. Two weeks after they sign the  contract, an employee of another sub on the site falls into the hole the sub dug. The injured worker sues both the sub and the GC. The accident happened after the contract was signed, and the agreement fits the definition of an insured contract. Therefore, the sub’s liability insurance will cover damages both the sub and the GC owe for this accident.

Suppose, though, that the GC hires the sub in a hurry. Because the project is behind schedule, the GC tells the new sub to start work before any contracts are signed. Remember, the insurance does not apply if the contract is not executed before the loss. If someone were to fall in the hole and sue, the sub’s insurance would not cover this loss. Also, the insurance would not cover a loss if the contract was with a railroad for certain work near its tracks.

Coverage for liability assumed in contracts is very important for construction projects. These agreements are very common. Contractors who do not have this coverage are unable to comply with contract terms. Some policies may change the definition of “insured contract,” so it is important that  contractors verify with their insurance agents that the coverage is in place. This is an area that is too important for contractors to leave to chance.

BGES Group’s office, located in Larchmont, NY is a full service insurance agency offering, Property, Liability, Umbrella Liability, Business Auto, Bid & Performance Bonds, Inland Marine, Worker’s Compensation, Worker’s Compensation Premium Recovery, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

Special Contractor Insurance Programs (NY, NJ, CT) – We we have 60+ insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages. We help contractors set up proper risk transfer. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer, subcontractor screening, ways to lower your insurance costs.

BGES Group are Worker’s Compensation Specialists for the States of New York, New Jersey and Connecticut – Issues we address: 1) Lowering pricing – we have specialty programs that can save you up to 40%; 2) Finding a new company; 3) Replacing policies that are being cancelled or non renewed; 4) Audit disputes; 5) Company creating fictitious payroll at audit time; 6) Lowering high experience modifications factors; 7) Misclassification of payrolls; 8) Lowering or eliminating renewal deposits;  9) Getting coverage when you’ve been without for a few months; 10) Covering multiple states under one policy; 11) Eliminating 10% service or policy fees; 12) Timely issuance of certificates; 13) Always being able to get someone on the phone or by email when you need to.

If you would like to speak with us call Gary Wallach at 914-806-5853 or click here to email or click here to visit our website.

Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538

e-mail: bgesgroup@gmail.com

website: http://www.bgesgroup.com

© – Copyright – 2022 – BGES Group