Unhappy with Your General Liability Rates? Umbrella Liability Pricing?

Posted on February 29, 2020February 29, 2020 by BGESGroup

We Have 50 Companies To Shop Your Insurance To. We are One of Tri-States Leading Construction Specialists and Know What To Do To Get Our Client’s Better Rates and Coverage!

Contractors – Is Your Liability Insurance with a Surplus Lines Company? Want To Get Back Into a “Main Street” Company With Lower Rates, Less Exclusions, Less Restrictions, Better Coverage?

Unhappy with your general liability rates? Umbrella liability pricing? Are your liability policies riddled with restrictions and exclusions? Are these restrictions and exclusions preventing you from getting work?

Well there may be help on its way! Our agency specializes at construction insurance and has 50+ companies to market your account to. A few of our companies, which are “Main Street Type Companies”, because of the volume and relationships we have, are quoting FOR US contractors they would not have considered these past few years. For example we just reduced a Queen’s contractor’s liability premium from $370,000 to $177,000. That’s a $193,000 savings! Got rid of a lot of exclusions and restrictions too! Ask yourself–>

Questions:

Is your liability insurance with a “Surplus & Excess Lines” insurance company? Higher risk contractors end up insured through these type carriers. Rates are higher, coverage is more restrictive. We may now have a better solution for you.
Do you have a “Composite Rate” which uses “Sales” to determine premium? Or is your policy pricing based on payroll and sub contracted costs? Many prefer payroll and subcontracted costs. If you are one of them we may be able to help you.
Do you have a “Labor Law” exclusion on your policy? Would you like this coverage if affordable?
Does your liability policies have a “Hammer Clause” that mandates your subs carry certain limits and coverage and have a written executed insurance and hold harmless agreement in place for each sub?   Would you like to eliminate “Hammer Clause” from your policy?    Does your liability policy have a “Contractors Limitation” endorsement? This endorsement restricts the type of work covered by your policy. Would you like to avoid form being in your policy?    Does your liability policy have “Contractual Liability?” Do you sign customer contracts? This is very important to know.
Are your policies preventing you from getting work? How would you like policies that almost no one has a problem with?
Are your subs carrying the right insurance? How are you checking to make sure? Would you like your insurance agency to help screen subs insurance? We have a solution. Construction contracts you sign, who checks them to make sure you’re in compliance with their insurance requirements? Is your insurance agency helping you? We have a solution. Are you unhappy with your Workers’ Compensation pricing, company, service? In the middle of an audit dispute and being told pay or be cancelled?  In a state or assigned risk plan BUT work out of state weeks at a time (if so you may not have coverage for an out of state claim. You need to understand this before you have a claim. Call and we will explain)? We have great solutions. We have a plan where you may not be audited annually too. It’s easy to get a quote.

There’s push for business!  We are available to speak Monday thru Sunday anytime. Let us try to get you out of your present coverage situation and hopefully better your plan!   If we can save a Queen’s contractor $193,000 we may be able to do something incredible for YOU!

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, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

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) 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.

Special Contractor Insurance Programs (NY) – We we have 50+ 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 mechanisms. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer mechanisms, subcontractor screening, ways to lower your insurance costs that lower them.

NJ & CT Contractors:  We have a competitively priced (savings up to 50%) General Liability, Umbrella Liability, Business Auto, Workers Compensation program. Want to lower these costs? Get a quote today!

Identity Theft – Over the past year hundreds of thousands of people have had to deal with identity theft. This has become such a huge problem so we now offer Identity Theft Protection. We heard stories of kids going for car loans and learning they owe $200,000+ to companies they never heard of. Under our program you can protect yourself, spouse and children. Anyone you know can purchase this protection though our plan! Click here to learn more or sign up.
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 – 2019 – BGES Group

Protect Your Officers with Drive Other Car Coverage

Posted on February 27, 2020February 27, 2020 by BGESGroup

Linda is a junior partner in a law firm and drives a car that the firm owns and insures. The firm’s auto insurance covers her as a partner and she doesn’t own another car, so she sees no need to have her own policy.

Most of the time, this is not a problem. However, spring break comes and she takes her kids to DisneyWorld. She rents a car at the Orlando airport and never gives a thought to whether her firm’s insurance will cover her if she has an accident with the rental. In this case, a phone conversation with the firm’s insurance agent would have been a great idea.

While driving to her hotel one night, Linda rear-ends a new Lexus. The damage to the other car is extensive; Linda looks to her firm’s auto liability coverage for the cost of repairing it.

The ISO Business Auto Policy covers the person or organization shown in the policy declarations (the information page at the beginning.) In this case, the name shown in the policy Declarations is the name of Linda’s firm.

The policy goes on to say that, for liability insurance, the firm is an insured and so is anyone else using, with the firm’s permission, a covered auto the firm owns, hires or borrows, with some exceptions.

Unfortunately for Linda, the firm didn’t rent the car; she did … in her own name. Consequently, the firm’s insurance will not cover her liability for this accident. She will be forced to pay for it out of her own funds.

However, there are a couple of policy endorsements that her firm could have purchased that would have solved Linda’s problem.

Drive Other Car Coverage – Broadened Coverage for Named Individuals

The insurance company will require the insured to list the names of one or more individuals on the endorsement.

The change extends several of the policy’s coverages so that they apply to the listed individuals and their resident spouses. This endorsement comes with some significant limitations:

It extends to the listed individuals coverages that the policy already provides; it does not add coverages not provided. If the firm’s policy does not provide collision coverage on its vehicles, Linda would not have collision coverage on a car she rents.
It covers the named individual’s spouse if they live together. If Linda is married to Jim, Jim automatically has coverage for a car he rents in his name.
The only family member it automatically covers is the resident spouse. It will not cover any other family members in the household unless the endorsement specifically lists their names.

Individual Named Insured

An alternative to this endorsement is to list individuals’ names in the policy declarations along with the firm’s name and attach an endorsement called Individual Named Insured.

The endorsement covers the individual listed in the declarations and automatically covers the person’s resident spouse and family members. It also covers these individuals should they injure another of the firm’s employees.

These policy changes affect several coverages, including liability, uninsured motorist, medical payments, and physical damage.

If you are considering doing this, you should consult with us to discuss the endorsements’ details and identify the one that will best insure the concerned individuals. With the right coverage in place, Linda can enjoy her vacation without having to worry about who will pay for the fender-bender.

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.

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, New York State Disability, Group Health, Life insurance, Personal lines and Identity Theft.

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) 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.

Special Contractor Insurance Programs (NY) – We we have 50+ 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 mechanisms. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer mechanisms, subcontractor screening, ways to lower your insurance costs that lower them.

New Jersey and Connecticut Contractors: We have a competitively priced (savings up to 50%) General Liability, Umbrella Liability, Business Auto, Workers Compensation program. Want to lower these costs? Get a quote today!

Identity Theft – Over the past year hundreds of thousands of people have had to deal with identity theft. This has become such a huge problem so we now offer Identity Theft Protection. We heard stories of kids going for car loans and learning they owe $200,000+ to companies they never heard of. Under our program you can protect yourself, spouse and children. Anyone you know can purchase this protection though our plan! Click here to learn more or sign up.

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

Study Finds Physical Medicine Reduces Opioid Use Among Injured Workers

Posted on February 20, 2020February 20, 2020 by BGESGroup

Physical medicine treatments like physical therapy, acupuncture and chiropractic care correspond with reduced opioid prescription use among injured workers, a new study has found.

Workers who were treated using physical medicine while also being prescribed an opioid all received lower doses of prescribed opioids compared with workers with similar injuries who did not receive physical treatment, according to the study by the Workers’ Compensation Insurance Rating Bureau of California.

The study shows great promise for reducing opioid use among injured workers, who are all susceptible to the possibility of addiction if prescribed these high-powered painkillers for extended periods of time.

An enormous threat

Opioid overdoses have become one of the biggest public health threats in the United States over the past decade and the costs to the workers’ comp system have been tremendous. That’s because when an injured worker who has been prescribed opioids becomes addicted to them, the insurer will also have to pay for addiction treatment, which in turn increases the cost of the claim and has a negative impact on the employer’s workers’ comp rates.

The use of physical medicine has increased in California since 2014, when the state workers’ compensation fee schedule increased reimbursements for these treatments. The study found that since then, physical medicine has accounted for a larger proportion of total medical costs per claim.

But the increased expenditures may be worth it if opioids are also prescribed to injured workers. The Rating Bureau found that:

For claims involving physical medicine, there was a continuous and sharp decline (86%) in the utilization of both opioids and other pain medications.
Meanwhile, there was a rapid increase (70%) in the concurrent use of physical medicine treatments and medical treatments other than pain medications.
Among soft-tissue injury claims that had at least one opioid prescription within one year of the injury, those with early physical therapy had, on average, significantly lower doses (23%) of opioids prescribed than similar claims without early physical treatment.
Soft-tissue injury claims involving physical therapy during the first 30 days of the initial medical visit were less likely to initiate opioid use within one year of the injury, compared to similar claims without early treatment.
While chiropractic care was less frequently used on soft-tissue injury claims, its early use was found to be associated with a significantly lower probability of opioid use.

Increased contact beneficial

Some experts also say that increased contact with an injured worker can reduce the chances of them abusing these high-powered painkillers.

Physicians who treat injured workers tend to spend significantly less time with them compared to doctors treating group health plan patients, according to a report in the trade publication <i>Carrier Management</i>.

Having more one-on-one time with their treating physician, group health patients are often better educated about the types of treatment available to them, including opioid alternatives. As a result, these individuals are less likely to get a prescription that may not be the best treatment option for them.

Opioids can delay an injured worker’s return to work. Sadly though, workers who take opioids for more than three months usually don’t return to work at all, due to dependence or other side effects, according to a study by the American Psychiatric Association Foundation.

Not only that, but a person using opioids can pose a danger to themselves and others while on the job. And workers with a pain-medication use disorder miss an average of 29 days a year of work, according to the Centers for Disease Control.

The takeaway

If you have an injured worker, you can talk to your workers’ comp carrier’s claims adjuster about possible physical medicine approaches:

If there are opioids prescribed, talk to the insurer about how you can play a supporting role in trying to prevent the worker from spiraling into addiction.
To best reduce the chances of opioid abuse, there should be collaboration between the claims adjuster, nurse case manager, treating physician and the employee.
The treating physician should continuously monitor the injured worker throughout the life of the claim, and the doctor should be in regular communication with the claims adjuster.
There are many alternatives to opioid treatment, including acupuncture, cognitive behavioral therapy, physical therapy, chiropractic treatment and yoga.

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

Protecting Your Firm as an Additional Insured

Posted on February 15, 2020February 15, 2020 by BGESGroup

IN THE course of doing business, you may sometimes find yourself entering into contracts requiring that your firm be named as an additional insured on another party’s insurance policies.

This is often done to make sure that your own insurance is not depleted by defense and indemnification costs for losses for which you may be legally liable as a result of the business relationship you have with the other party, but that are not due to your own firm’s direct negligence.

Definition: An individual or entity that is not automatically included as an insured under the policy of another, but for whom the named insured’s policy provides a certain degree of protection.

When to Be an Additional Insured

There are many times when you may want your firm included as an additional insured on another’s policy. Here are just a few examples:

If you are a building owner, you want to be an additional insured on the property and general liability insurance of your tenants in case one of them damages your building or in case a visitor to the property is injured.
If you are the owner or a contractor on a construction project, you want to be an additional insured on the general liability insurance of your contractors and subcontractors in case there is an injury to one of their employees.
If you are a distributor or a retailer, you may want to be an additional insured on the insurance programs of the manufacturers of the products that you sell.
If a contractor comes onto your property to perform work of any type, including erecting displays or maintenance or structural work, you will want to be named as an additional insured on their policy in case the display falls on someone, or someone is injured due to the work they are performing. You don’t want to be held responsible for any dangers or injuries created by their work.

If you are to become an additional insured on another company’s policy, confirm that the other party has indeed named your company as such with their insurance company.

You should ask for a copy of the policy that explicitly lists your company as an additional insured. You want to see a copy of the policy and the certificate of insurance, although the latter is not sufficient proof that your company has been added.

Additional insured status is effectively conferred through an additional insured endorsement to the other party’s original insurance policy.

An endorsement serves as an amendment to the terms of the policy that is incorporated into the relevant insurance policy. These amendments can take the form of an endorsement that specifically names a particular additional insured, or a general endorsement that identifies some class of parties as additional insureds.

If there is a dispute about your company’s status as an additional insured, you will want to have in hand not only the other party’s certificate of insurance, but also a copy of the policy itself and the endorsement that makes your company an additional insured.

There are a few best practices that you can implement to help make certain your firm’s status as an additional insured has been properly secured:

At a minimum, always insist on receiving a copy of the relevant additional insured endorsement, as this is the instrument that establishes additional insured status;
An additional insured endorsement does not, however, state an insurance policy’s terms and conditions. In order to avoid being surprised by unexpected policy terms (such as strict notice requirement or unfavorable notice of cancellation provisions), you should ask for and receive a copy of the entire insurance policy under which you are an additional insured, and be sure to read it;
Retain additional insured endorsements and the relevant insurance policies for as long as there is any potential that claims triggering those policies might be made.
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.

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

Employer Guide for Dealing with the Coronavirus

Posted on February 12, 2020February 12, 2020 by BGESGroup

As the outbreak of the 2019 novel coronavirus gains momentum and potentially begins to spread in North America, employers will have to start considering what steps they can take to protect their workers while fulfilling their legal obligations.

Employers are in a difficult position because it is likely that the workplace would be a significant source of transmission among people. And if you have employees in occupations that may be of higher risk of contracting the virus, you could be required to take certain measures to comply with OSHA’s General Duty Clause.

On top of that, if you have workers who come down with the virus, you will need to consider how you’re going to deal with sick leave issues. Additionally, workers who are sick or have family member who have stricken, may ask to take time off under the Family Medical Leave Act.

Coronavirus explained

According to the Centers for Disease Control, the virus is transmitted between humans from coughing, sneezing and touching, and it enters through the eyes, nose and mouth.

Symptoms include a runny nose, a cough, a sore throat, and high temperature. After two to 14 days, patients will develop a dry cough and mild breathing difficulty. Victims also can experience body aching, gastrointestinal distress and diarrhea.

Severe symptoms include a temperature of at least 100.4ºF, pneumonia, and kidney failure.

Employer concerns

OSHA – OSHA’s General Duty Clause requires an employer to protect its employees against “recognized hazards” to safety or health which may cause serious injury or death.

According to an analysis by the law firm Seyfarth Shaw: If OSHA can establish that employees at a worksite are reasonably likely to be “exposed” to the virus (likely workers such as health care providers, emergency responders, transportation workers), OSHA could require the employer to develop a plan with procedures to protects its employees.

Protected activity – If you have an employee who refuses to work if they believe they are at risk of contracting the coronavirus in the workplace due to the actual presence or probability that it is present there, what do you do?

Under OSHA’s whistleblower statutes, the employee’s refusal to work could be construed as “protected activity,” which prohibits employers from taking adverse action against them for their refusal to work.

Family and Medical Leave Act – Under the FMLA, an employee working for an employer with 50 or more workers is eligible for up to 12 weeks of unpaid leave if they have a serious health condition. The same applies if an employee has a family member who has been stricken by coronavirus and they need to care for them.

The virus would likely qualify as a serious health condition under the FMLA, which would warrant unpaid leave.

What to do

Here’s what health and safety experts are recommending you do now:

Consider restricting foreign business trips to affected areas for your employees.
Perform medical inquiries to the extent legally permitted.
Impose potential quarantines for employees who have traveled to affected areas. Ask them to get a fitness-for-duty note from their doctor before returning to work.
Educate your staff about how to reduce the chances of them contracting the virus, as well as what to do if they suspect they have caught it.

If you have an employee you suspect has caught the virus, experts recommend that you:

Advise them to stay home until symptoms have run their course.
Advise them to seek out medical care.
Make sure they avoid contact with others.
Contact the CDC and local health department immediately.
Contact a hazmat company to clean and disinfect the workplace.
Grant leaves of absence and work from home options for anyone who has come down with the coronavirus.

If there is a massive outbreak in society, consider whether or not to continue operating. If you plan to continue, put a plan in place. You may want to:

Set a plan ahead of time for how to continue operations.
Assess your staffing needs in case of a pandemic.
Consider alternative work sites or allowing staff to work from home.
Stay in touch with vendors and suppliers to see how they are coping.
Consider seeking out alternative vendors should yours suddenly be unable to work.

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.

Smart Home Security Systems – Protect and manage what matters most. You’re in control with simple, affordable security, and home automation. Click here to learn more.

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

How Workers’ Comp Experience Rating can Save you Money

Posted on February 6, 2020February 6, 2020 by BGESGroup

How does safety pay dividends to the business owner? Time and resources spent on developing a culture of safety repays the business in the long run. Safety cultures rely on reducing the number of workers compensation claims, in return, the odds of a disastrous claim are reduced.

Business owners with workers’ compensation experience modifications above 1.25 need to review their safety policies with professionals. It is possible one year or even one claim causes this situation; but it should not be ignored. Discover and repair the root cause.

A 1.01 to 1.25 modification indicates worse than average experience. State rates can be less than adequate for a short period of time. The actuarial or mathematical calculations just incorrectly reflect the average expected claims. Slightly elevated modifications may be caused by these issues; however, review your losses by department in these cases and see if a problem area exists.

For slightly elevated modifications, review the safety program and types of losses. Seek out a professional risk manager for help if needed. Look for patterns in the losses, and consider changes in safety equipment or procedures to reduce problem issues.

Proactively nurturing a safety culture will pay long-term dividends. Experience modifications will decrease with positive results. How?

Each state calculates workers’ compensation experience modifications independently. Many states do utilize the services of the National Council on Compensation Insurance (NCCI) to gather data and promulgate base rates and experience modifications; but each state regulates its own workers’ compensation system.

Workers’ compensation experience rating predicts future behavior by analyzing past performance. It is a consequence of loss control performance, neither a reward for no losses nor a punishment for too many claims.

The generic formula for experience modifications follows some rules:

Just as payrolls are the basis for the standard premium, they form the basis for expected claims. Payroll is multiplied by an average claim factor to produce total expected claims.A discount factor is then applied to predict the potential severity of the claims.The product of this equation is expected losses.Actual medical only (MO) claims combine and report as a number of claims/total amount. Some states designate the MO claims as primary (maximum average) and excess, and then apply a discount rate to one or both of these amounts.Most states set a limit on the value of any one claim, and then discount large claims on a sliding scale.This historical claim experience is divided by expected losses. That quotient is the experience modification.

The insurance industry spends millions of dollars to find ways to predict the future. Loss analysts discovered one important fact: the best predictor of future claims is the frequency with which companies suffer losses in the past.

Frequency reflects the number of claims per employee, usually expressed as claims per payroll unit ($100), claims per year, or claims per time unit. Frequency, however, more importantly, reflects the safety culture of the business.

If the frequency of claims is predictable, how about the severity of an individual loss? No, severity, the magnitude of the loss, is not predictable. With greater frequency, however, comes greater odds that a severe claim will occur.

Experience modifications indicate the status of the safety culture within a business. Good management listens to risk management and loss control experts who ultimately reduce workers’ compensation costs.

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.

Smart Home Security Systems – Protect and mange what matters most. You’re in control with simple, affordable security, and home automation. Click here to learn more.

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

Searching Social Media During Hiring Process

Posted on January 31, 2020January 31, 2020 by BGESGroup

If you are hiring, you should not overlook the importance of vetting prospective employees through social networking sites such as Facebook and LinkedIn.

A recent survey by CareerBuilder found that 70% of hiring managers said they had used Facebook or other social networking sites to research job candidates in 2018, up from 60% the year prior. Also, 11% of hiring managers said they planned to start using social networking sites for screening.

With so many people posting their lives online, employers can learn a lot about candidates. There are plenty of legitimate reasons to look at the social networking profiles of prospective hires.

Employees in sales, public relations and customer service serve as representatives for the companies they work for, so employers have a legitimate interest in ensuring potential workers won’t embarrass the company,

The most commonly checked social media accounts are Facebook and LinkedIn. Some employers even search for blogs or look at a candidate’s Twitter account.

The search can pay off for the employer.

More than half of employers (54%) in the CareerBuilder survey reported finding content on social media that had caused them not to hire a candidate. But also, many employers reported finding positive things on someone’s social media accounts that had helped them decide to hire the applicant.

Top Reasons Found on Social Networking Sites for Considering a Job Applicant:

Profile provided a good feel for candidate’s personality and fit within the organization: 50%
Profile supported candidate’s qualifications: 39%
Candidate showed creativity: 38%
Candidate showed solid communication skills: 35%
Candidate was well-rounded: 33%
Others posted good references about candidate: 19%
Candidate received awards and accolades: 15%

Top Reasons Found on Social Networking Sites for Passing Over a Job Applicant

Candidate posted provocative or inappropriate photographs or information: 53%
Candidate posted content about drinking or using drugs: 44%
Candidate bad-mouthed prior employer or clients: 35%
Candidate showed poor communication skills: 29%
Candidate made discriminatory comments: 26%
Candidate lied about qualifications: 24%
Candidate shared confidential information from prior employer: 20%

Don’t overstep – Be warned, though. There is a fine line of overstepping when looking at candidates’ social media pages. Here are some tips:

Be fair – Review every applicant in the same manner. If you investigate one applicant’s social media accounts, you should look at every applicant’s accounts. This is to avoid the appearance of discrimination.

Never ask for access to an applicant’s accounts – Demanding passwords could violate a multitude of different laws (a number of states have passed laws barring employers from demanding username and passwords for social media accounts), and could also put the applicant in violation of the terms of service of most of the major social media sites.
In other words, any review should be limited to public information.

Keep it timely – Complete searches later in the hiring process, and preferably after an offer of employment has been made. That sounds counter-productive, but if you learn that an applicant is a protected class by virtue of a social media search, unconscious bias steps in, and you will be in a more difficult position should a discrimination issue arise.
As with any other part of the hiring process, document everything that is done, including saving screen shots of social media pages reviewed.

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

What Every Employer Needs to Know About Workers’ Compensation

Posted on January 27, 2020January 27, 2020 by BGESGroup

Employers must buy insurance to cover workers’ compensation claims. This type of insurance provides funding for injured employees, and employers also receive protection from lawsuits stemming from a worker’s injuries. State laws govern workers’ compensation, and every state has a slightly different set of rules and payment rates. To learn about a specific state’s workers’ compensation laws, it is best to contact an agent for more details. The United States Department of Labor also provides information on its official site.

What Is Covered Under Workers’ Compensation
Only work-related illnesses and injuries are covered by workers’ compensation. However, this does not mean the injury has to happen in the workplace. If an employee is injured while out driving a company car off the premises of the workplace, the injuries will be covered. Both sudden and gradual injuries are covered if they are work related. An example of a sudden injury is an employee falling off of a ladder, and a gradual injury might be a foot condition that develops from walking or standing on a concrete floor every day for several years.

What Workers’ Compensation Does Not Cover
Some problems that happen in the workplace are not covered. Some of the following situations are examples:

– Self-inflicted injuries
– Injuries from drug or alcohol use
– Injuries resulting from horseplay
– Injuries following termination or a layoff
– Injuries sustained from fighting
– Felony-related injuries
– Independent contractor injuries
– Injuries sustained while off duty but on workplace premises

When Employees Can Sue Employers
Employers are not protected from employee lawsuits in all situations. When an employee’s injuries are due to the employer’s intentional actions or there is no workers’ compensation insurance, the employee is allowed to sue the employer in court for a wide range of damages. In some cases, employees may also be able to sue third parties that are involved and have caused damages.

Workers’ Compensation Benefits
There are several provisions made possible by workers’ compensation. These include the following:

– Replacement income when employees are off work
– Vocational rehabilitation training or placement assistance
– Medical expense payments for physician appointments, drugs and surgeries

If an employee is unable to work temporarily, that individual usually receives about 66 percent of his or her income as disability payments. There is a fixed ceiling amount for this percentage, and the benefits are available to people who are unable to do the same type of work that was done prior to the disability’s beginning. Some people may be able to perform other types of work, but there are people who are unable to work at all. If this is the case, such a person will usually receive permanent disability payments.

Workers’ Compensation And Employer Responsibilities
Under the workers’ compensation system, employers have several obligations. When requirements are not met, employers may face fines. In addition to this, employees may be able to sue such employers.

Carrying Workers’ Compensation Insurance
If a business does not have this type of coverage, the owner is vulnerable to lawsuits that may be filed by injured workers. In addition to carrying insurance, employers should post notices and provide employees with information about their legal rights. This should be done on a regular basis. Any posted notices should be placed in areas that employees use frequently during working hours. The literature should include the following bits of information:

– The name of the workers’ compensation insurance carrier
– A self-insurance statement for employers who have their own insurance
– The name of the entity responsible for claims adjustments
– A statement that workers have the right to change doctors
– A statement that injured workers have the right to medical treatment
– Details about workers’ compensation benefits

When hiring new workers, employers should notify them of all these points prior to starting work. Within 24 hours of an injury happening on the job, employers must provide workers with claim forms. They must also provide written information again about that worker’s rights under the insurance plan and state laws. To learn more about workers’ compensation insurance and how it works, discuss concerns with Gary Wallach at BGES Group.

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

When Injuries at Work Don’t Equal Workers’ Comp

Posted on January 21, 2020January 21, 2020 by BGESGroup

While injuries and deaths that occur while someone is carrying out their work on behalf of their employer are compensated by workers’ comp coverage, not all workplace injuries or deaths are compensable, as a recent court case shows.

In the case, a heating and air conditioning technician died of a heart attack while working in an attic. But his wife was denied workers’ comp death benefits by the insurance company and a workers’ comp judge on the basis that the heart attack was not related to work.

The decision by the judge was appealed and a state court recently ruled that this was not a case for workers’ comp benefits despite the wife’s argument that the employer knew the technician was feeling bad when he arrived at work and should not have sent him to work in an attic space.

But the case could have gone the other way had the technician’s supervisor acted differently.

In the case of Lisa Kelly vs. Workers’ Compensation Appeals Board in Pennsylvania, the technician, upon arriving at work, told his supervisor that he was feeling weak, tired and had a kink in his neck from sleeping poorly the night before.

His supervisor told him that he could take the day off if he was feeling poorly, but Kelly said he would continue working. Still, the supervisor gave him a light duty assignment in consideration of how he was feeling.

While the technician was laying a thermostat wire in the attic of the building, other workers heard moans and climbed the 15-foot ladder to investigate. They found the technician lying incoherent on the floor thrashing around on the drywall between the trusses, and making babbling sounds while bleeding from his head, face and leg.

An ambulance transported Kelly to a local hospital, where he was pronounced dead. The autopsy findings revealed the presence of coronary artery disease, coronary heart disease, atherosclerotic heart disease, and ischemic heart disease.

Kelly’s widow filed a workers’ comp claim for survivors’ benefits, claiming his heart attack had occurred as a result of his employment.

She backed up this claim by stating that he didn’t have any health problems, didn’t complain about chest pain, never saw a heart doctor and wasn’t on any medication. But she did acknowledge that her husband had smoked a pack a day for the last 30 years.

The company denied the claim and she took the case before a workers’ comp judge, and later to appeal at the state court level.

Why the employer is not on the hook

The court noted that the plaintiff had failed to show the two underpinnings of a workers’ comp claim:

That the death arose in the course of employment, and
That the death was related to employment.

While it’s indisputable that the heart attack happened at work, the court said the evidence showed that the heart attack was not related to his work.

Kelly’s supervisor and other workers all said that the work the technician had been assigned was not strenuous work, like much of the other work they engage in.

The doctor said that the autopsy indicated that the technician had been suffering from insufficient blood flow to the heart eight to 12 hours before coming to work, and that he was at risk for a heart attack regardless of what he had done that day.

The takeaway

Workers’ comp attorneys say this case could have gone the other way had the supervisor not acted appropriately. In this case, he did the right thing by offering to send Kelly home for the day and, when the worker refused, he was instead assigned light duty.

While employers are responsible for keeping their workers’ safe, they cannot do much about their underlying health problems.

Special Contractor Insurance Programs (NY) – We we have 50+ 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 mechanisms. If you’re a contractor we offer extensive information about insurance markets, coverages, risk transfer mechanisms, subcontractor screening, ways to lower your insurance costs that lower them.

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

Curtail Workers’ Comp Costs in a Tough Economy

Posted on January 15, 2020January 15, 2020 by BGESGroup

Workers’ compensation costs are always a concern for employers—but in today’s tough economy, employers should be more watchful than ever. As financially stressed employees grow increasingly worried about their money problems, many are preoccupied and less attentive on the job. This can greatly increase the risk of an injury. Plus, when employees become anxious about potential layoffs, workers’ compensation claims may increase as workers look for a way to maintain their income.

This is precisely why employers need to take every possible measure to rein in workers’ comp costs right now. Here are a few steps you can take to make sure employees stay happy and claims don’t mushroom out of control:

Open the lines of communication

Everywhere they turn, employees are hearing bad news about the economy. Consequently, workers are growing increasingly anxious about their job security and financial well-being. Now more than ever, it is absolutely critical for employers to keep the lines of communication open with their worried employees.

However, while it’s important to give workers the morale boost they need, it’s also important to be truthful. Don’t sugar-coat a bad situation. Studies show that employees who work for employers who are truthful, fair and supportive have lower levels of stress, anxiety and depression.

Research also shows that workers trust their immediate boss more than the company’s senior leaders. Therefore, direct supervisors should offer their employees plenty of support right now and immediately address any widespread anxiety or rumors.

Keep a close watch on claims

Although employers should always meticulously monitor claims, this becomes even more vital in a rough economy. That’s because many workers may attempt to abuse the system when they are feeling financially stressed.

As you scrutinize the amount and type of claims being filed by your employees, keep an eye out for suspicious trends or patterns. This may help you identify potential abuse. If you suspect any type of exploitation, report it immediately.

Give employees the right title

If your company has recently gone through lay offs or experienced a reduction in workforce, some workers may have changed positions or taken on additional responsibilities. If this is the case, ensure that your employees’ job classifications are up-to-date.

Encourage good health

Companies with wellness programs, fitness opportunities, nutritious food choices and other health-related perks have healthier, more productive employees. Healthy employees are less likely to suffer from illness or injury—which means they are less likely to miss work.

This is why it’s so important to adopt some sort of wellness program for your employees and establish a relationship with a qualified occupational medical provider. Find physicians who follow ACOEM (American College of Occupational and Environmental Medicine). Although they may be more expensive, it’s well worth the cost. These experts will take time to understand your company’s needs and ensure your workers stay healthy, productive and on the job—which will save you untold amounts of money in the long run.

Educate your employees about finances

In our current economic downturn, many of your employees are likely struggling to manage their finances. They don’t know where to turn for financial advice and expertise.

To relieve some of their stress, consider sponsoring office workshops and classes about financial matters like reducing credit card debt, investing wisely, securing a home loan and saving for college. This will give your employees the financial guidance they need while ensuring that they stay happy and productive on the job.

In any economy, whether it’s up or down, one thing is always clear: every day a worker is off the job, the employer loses money. Although you may be focused on other company problems right now, such as a reduced workforce, dwindling budgets and a decrease in sales, it’s important to maintain your focus on workers’ compensation issues.

Try to cut back on illnesses and injuries with a wellness program and other health perks. If an employee is injured, do everything possible to return that worker safely to the job as quickly as possible. After all, the longer an employee is out of work, the more difficult it is to get him back to work—and the higher the price tag for the employer.

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