If You are a NY, NJ, CT Contractor Who Is Unhappy With Their General Liability, Umbrella Liability, Business Auto, Workers Compensation or Bond Rates, Coverage, Exclusions –>

Posted on June 6, 2019September 1, 2019 by BGESGroup

1. Let us market your account to our network of fifty (50) insurance companies and find you lower rates, better coverage, less restrictions. Insuring contractors is our #1 expertise. We insure hundreds of contractors and DAILY have a pulse on which insurance companies insure your type of work, pricing, coverage and change in carrier appetite.

2. Commercial General Liability – We represent the TOP ten (10) New York programs. Insured with a surplus lines carrier? We represent one of the lowest priced, best coverage surplus lines carriers in NY. Only a handful of agents can offer this program. We are one of them. If you fit we will get you in. We also have companies that offer special discounted packages combining general liability, umbrella liability, business auto and worker’s compensation coverages. Because of policy exclusions, restrictions and contracts you sign it is critical you work with a construction insurance expert. We are one of New York’s leading experts.

3. Subcontractor Insurance Screening – Are you using subcontractors? Do you require them to sign hold harmless and insurance agreements? Are you checking their insurance to make sure they carry required coverages? Are you a sub signing hold harmless and insurance agreements? Do you know if you are contractually liable to cover certain claims and that your insurance policies cover such claims? We have a program that will help you screen subcontractors insurance. We also can help screen contracts you enter into to make sure you are in compliance.

4. Has your Umbrella Liability policy pricing increased dramatically over the last few years? Do you know the exclusions in your policy? Have a “Labor Law – Action Over” exclusion? Employee injury exclusion? Contractual liability coverage? Height limitation? Type of work restriction? Subcontractor restriction or NO coverage if your subs fail to carry the proper coverages? Is your policy subject to audit? For New York contractors we offer the TOP umbrella liability policies.

5. Business Auto Policy – Unhappy with your rates? We have up to ten (10) companies to market your account to.

6. Worker’s Compensation – Unhappy with your pricing? In a state or assigned risk plan and wondering what other options you have? In the middle of an audit dispute? Do you operate in multiple states (if insured through a state plan you may not have the right coverage)? Payrolls assigned to proper class codes? Receiving all the credits you are entitled too? Being charged a 10% service fee? We offer a policy that has a low deposit and no renewal deposits. Provides THE RIGHT COVERAGE if you operate out of state. (do you know NJ medical benefits are higher than New York’s?) Payrolls get classified correctly. Payroll caps get applied automatically. Simplified audits. No 10% service fees. Certificates issued within minutes. Immediate phone, text and email replies.

7. Property/Builders Risk – Need help in this area. We represent all the right carriers.

8. Bid & Performance Bonds – We have a department set up specializing in this area. Need better pricing? Increased bonding limits? Better service? Give us a call and see how we can help.

9. NYS Disability – Need a quicker turnaround getting certificates? Better claims paying? Have questions about paid family Leave Act? Try us.

10. Group Health – We have a benefits department that specializes in group health/drug/dental/life/other. Looking for better rates, coverage? How about dealing with someone who is an expert, can address your questions, who you can turn to when there’s a claim problem? Try us if you are unhappy with your current situation.

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 and Personal lines.

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.

[embedyt] https://www.youtube.com/watch?v=eWFmjYirlkw[/embedyt]

About BGES:
[embedyt] https://www.youtube.com/watch?v=eWFmjYirlkw[/embedyt]
BGES Group’s officeis a full service agency offering funding, property, liability, umbrella liability, auto, bid & performance bonds, inland marine, worker’s compensation, New York State Disability and health insurance coverages too.
BGES Group are worker’s compensation specialists (NY, NJ, CT) insuring contractors, limousine services, auto services, local truckers, manufacturers and staffing agencies (Note: we can insure any business). Workers Compensation issues we address: 1) Lowering rates – our specialty programs have been able to save businesses up to 40%; 2) Being non renewed? 3) Audit disputes; 4) Lowering high experience modifications factors; 5) Misclassification of payrolls; 6) Lowering or eliminating renewal deposits; 7) Getting coverage when you’ve been without for a few months; 8) Covering multiple states under one policy; 9) Eliminating 10% service or policy fees; 10) Timely issuance of certificates; 11) Always being able to get someone on the phone or by email when you need to.
Special Contractor Insurance Programs (NY, NJ, CT) – We we have 50 insurance companies to market your general liability, umbrella liability, business auto, workers compensation, bid & performance bonds and group health coverages to.

ALERT NEW JERSEY & CONNECTICUT CONTRACTORS: We have an extremely competitively priced General /Excess Liability program. You want to lower these costs, get a quote today! Call Gary Wallach at 914-806-5853 or click here.
To Speak With Us Call 914-806-5853, click here to email or click here to visit our website .
http://www.bgesgroup.com or http://www.workerscomp.store
Company: BGES Group, 216A Larchmont Acres West, Larchmont, NY 10538
e-mail: bgesgroup@gmail.com

Light-duty Can Help Reduce Workers; Comp Claims Costs

Posted on June 6, 2019September 1, 2019 by BGESGroup

By implementing a program that offers a good incentive to return, you can reduce the risk of paying more benefits than necessary.

Recent research shows that employers lose about 80 million work days annually due to workplace injuries or illnesses. The number of employees who remain away from work more than seven days because of injuries or illnesses stretches into the millions.

This means that employers are left to deal with the high cost of workers’ compensation premiums, lost productivity and disability benefits. But, by creating a special incentive program, you can greatly reduce these costs.

Light duties

When an injured worker is off work healing, a physician will regularly examine them. These exams will in part determine whether the worker is ready to return to their previous tasks.

In some cases, it may be possible to get the individual back to work sooner with light duties.

For example, consider a worker who is injured while lifting boxes in a warehouse. The attending physician will be examining the employee to determine whether he or she is ready to lift boxes again.

If the employee has a back injury, it could be several weeks before they can return to work.

But, if the employer offered the worker an easy temporary job in the office, they may be able to return much sooner. To make something like this happen, a light-duty program must be put in place. A solid program should have the following features:

Addresses environmental, physical, knowledge and emotional factors that may prevent employees from returning to work.
Makes the transition to full-time work easier.
Focuses on employees’ abilities instead of their disabilities.

Light-duty programs improve employee morale by increasing incentives for returning to work and staying safe. For the employer they maintain productivity by lowering the number of lost work days.

These programs help speed up employees’ recovery processes. Recent research shows that 50% of workers who stay out of work for more than six months will never return to their jobs. If they stay out for more than one year, the likelihood of returning to work is about 10%.

Getting employees back to work as quickly as possible is the best way to bring about feelings of being part of the team. It also lessens the financial impact on the employee and their family.

The elements of a solid plan

To make sure a program is as comprehensive as possible, include the following elements:

Performing meaningful tasks instead of simple busy work.
Coordination with the doctor about work restrictions.
Alternative work assignments that benefit the employer and employee.
Descriptions of duties the injured employee must perform.
Provisions for situations where employees may have to take additional medical leave time after returning to work.
Stated conditions and time parameters for temporary assignments.

Benefits of return-to-work programs

Making it easier to keep valuable employees, who are productive while recovering.
Making communication happen between employees, employers and doctors, instead of between employees and their doctors.
Making it difficult for employees to stay out of work longer than necessary.
Reducing the need to recruit, hire and train new workers.
Reducing the cost of workersí comp disability payments to injured workers.
Showing your concern for the injured employeeís health.
Reducing claims costs, which can help reduce your rates.

The takeaway

Workers’ compensation consumes a sizable portion of overall personnel costs. A solid return program can reduce those costs, including intangible ones, like the absence of an experienced worker. Also, it helps keep employees happy. To learn more about return-to-work programs, discuss the options with us.

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 and Personal lines.

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.

[embedyt] https://www.youtube.com/watch?v=eWFmjYirlkw[/embedyt]

Annual Insurance Review is Crucial to Your Growing Business

Posted on June 1, 2019September 1, 2019 by BGESGroup

One of the biggest mistakes owners of growing businesses make is not keeping up their insurance coverage to account for the expanding assets and potential liabilities.

Let’s say you started your business 10 years ago with just a small space and computer desk. Today, you have an office full of employees and equipment. If you still have the same insurance coverage as you did a decade ago, or even three years ago, the chances are high that you are underinsured.

To make sure you have all of your assets covered, you should review your business insurance program annually. Circumstances change, and without a yearly review, you could be faced with substantial expenses if you suffer a loss.

It’s common for small businesses to start out with basic insurances, such as commercial property and general liability policies. However, as they grow, most owners need other types of insurance, such as:

Excess liability or umbrella – This covers claims exceeding your standard policy’s limits.
Workers’ compensation – After your business hires its first employee, this type of insurance will be required in most states to provide payments for an employee’s lost wages and medical expenses following a workplace injury.
Professional liability – This form of insurance covers your service-provided mistakes, and usually your attorney fees.
Auto, hired and non-owned – This protects your business should an employee cause a vehicle accident in their personal or rented auto.
Commercial auto – This provides coverage not under personal auto policies, such as to your business and for employees unloading and loading.
Employment practices liability – Coverage for HR issues, such as those related to termination, harassment and discrimination laws.
Directors and officers liability – Financial protection for directors and officers should they be sued for wrongful acts stemming from performance of their duties.
Employee benefits liability – This insurance covers liability issues from an omission or error in the administration of an employee’s benefits that results in the employee incurring a cost, such as a terminated worker losing benefits after not being provided with COBRA information.

Depending on your business, many of these coverages may be essential to adequately protect your firm. An annual insurance review is an ideal time to discuss your needs with us.

Ensure the following elements are considered as you begin the review:

Revenue – More business is good, but it also means a greater potential for liability. Have your annual sales changed?
Property – Have you added equipment, computers and such that would create a need to increase your commercial property policy’s limits?
Location – Your business owner’s or general liability policy could be affected if you’ve added, closed or moved locations.
Travel – A hired and non-owned auto policy may be needed if your employees are frequently driving rented vehicles.
Employees – Have you had an increase in your workforce, turnover rate, or use of contractors? Consider employment practices liability insurance for high turnover rates. The more employees you add, the more you’ll pay for your workers’ comp coverage.
Services – Are you offering additional services? For certain types of work, you may need additional endorsements to your general liability policy.
Customers – Are you serving new clients or industries? This may cause problems with your professional liability policy if you’re servicing high concentrations of high-risk clients/industries.

The takeaway

The answers for each of the above won’t remain the same over a business’s life, and that’s why insurance isn’t a one-size-fits-all, unchangeable product.

Annually review your business for exposures and insurance needs. Insurance may not cover everything, but it can certainly mitigate your risks.

[embedyt] https://www.youtube.com/watch?v=eWFmjYirlkw[/embedyt]

What Is a Workers Compensation Rating and Why Does It Matter?

Posted on May 23, 2019September 1, 2019 by BGESGroup

Most business owners and executives understand the value of workers compensation insurance not just to protect the worker, but to protect the company as well. Fewer, however, are aware of the mechanics of how premiums are arrived at, and how their own company’s safety track record figures into their rating. Understanding the process, however, may well enable you to qualify for lower premiums down the road, saving your business money and making you more competitive.

Industry underwriters set workers compensation premiums using a process similar to how most companies price group health insurance: They look at the actual claims experience for similar workers in your area, and if there is a history of claims, at your company specifically. Where there is insufficient local claims experience to look at, underwriters turn to the National Council on Compensation Insurance, a clearing house of workers injury and compensation data.

Generally, underwriters will take your payroll and multiply it by an average claim factor for that type of worker. This produces a baseline average of the total number of expected claims, which they subdivide as claims per $100,000 of payroll, claims per year, or claims per time unit. The frequency of claims is considered to be a close proxy for the safety culture of the individual business. They then account for the average severity of claims for that type of worker in your industry and combine the two to arrive at a baseline prediction for expected losses.

Underwriters must then try to assess your business and answer the following question: Given the policies and procedures in place at your business and your claims history, is your company likely to produce losses that are higher than the industry baseline or lower?

Over time, underwriters have discovered that the most likely future claims predictor is a past history of claims at your company. Therefore, to save money on workers compensation premiums, it behooves the company to invest aggressively in preserving the safety of the work environment, both in terms of resources and management focus.

Your workers compensation agent and underwriting team will assign your company an insurance rating, with 1 deemed equal to the average claims experience in your industry for the area.

Any rating higher than 1 indicates a worse-than-average risk for workers compensation claims. If your rating comes out higher than 1, you may be able to qualify for lower rates in future years by reviewing your safety program and the types of losses your company has incurred. Identify any patterns and refcurring themes. You may benefit from bringing in a risk management consultant for an outside set of eyeballs. Some investment in equipment or improved training may be needed, or you may need to be more vigilant for workers compensation fraud in a few cases.

Best Practices

In the long run, your safety record is a reflection of your overall safety culture. That’s not something limited to the rank and file worker and shop foremen, though. The most important link in the safety culture chain is at the top.

Invest in training your workers in all aspects of safety relevant for their jobs.
Appoint a senior manager with clout to monitor your safety and OSHA compliance, and empower him or her to enforce it throughout the company.
Empower any worker to halt work activities if he or she becomes aware of an unsafe work condition, until that condition can be corrected.

Everyone is part of your workplace safety culture – but senior management is the most important link in the chain, because management sets the tone throughout the organization.

[embedyt] https://www.youtube.com/watch?v=eWFmjYirlkw[/embedyt]

Performing a Thorough Background Check

Posted on May 22, 2019September 1, 2019 by BGESGroup

Employment background checks are not just for executive-level management. A thorough background check should be performed to avoid making any assumptions about an employee’s history.

To help you get started, here are some essentials of a complete background check:

Current address – Confirm a current address through a telephone directory, confirmation with landlord, rental or mortgage company, or county tax office.

Former addresses – Confirm prior addresses through former employers, credit agencies, or by contacting landlords of former residences.

Other detailed information you might choose to verify is the amount of rent or mortgage paid, whether it was paid on time, details of complaints made against the applicant, whether their former residence was left in good order when vacated, whether they left on their own accord, and any eviction details, if applicable.

Current and former employers – Employers are reticent about providing too much information on current or former employees, since negative references occasionally result in lawsuits.

Most employers will verify an employee’s job title, length of employment, starting and final salary, and reason for leaving. You might obtain resume’ data on old application forms to compare with the resume’ of the person you are considering for the position.

A more detailed background check might include trying to establish contact with the applicant’s immediate supervisor or manager. Again, there are legal limits on taking this route and there is a fine line between gathering information and invasion of privacy.

Obtain the applicant’s permission in writing if necessary. Protect your liability exposure by discussing the legality of the background check with your company’s lawyer beforehand.

Education – Transcripts from most secondary institutions can usually only be obtained either by the applicant themselves or through a signed release that includes enrollment dates, department and subject of study or major, student identification number or Social Security number, and date of birth.

A photocopy of the degree or certificate should be obtained for verification, if possible. Contact the applicable registrar’s office and they will be able to specify what is required to release information.

Additionally, verify that the college is legitimate. Fake diploma mills offer degrees from fictitious institutions possessing names very similar to known established educational institutes, so do not automatically assume you recognize the name.

Credit check – This is not legal in all states, so check your local laws or with an attorney before acting. Usually there are exceptions to the rule for certain fiduciary positions, even in those states.

A credit check is usually required in those situations where the position involves security, fiduciary responsibility, or bonding. Verify that all information provided in the credit check conforms to the information provided on the application.

Poor credit references should be cross-referenced and authenticated.

References – All personal references listed by the applicant should be contacted. If it is a basic employment check, the integrity of the applicant’s personal character can be established by phone.

Detailed checks may necessitate personal contact to meet with the references face to face, as the references given might provide information prejudicial in favor of the applicant.

Miscellaneous – Additional items which may be of relevance include drug tests, criminal records check in all states listed on the application form, driver’s abstracts and records check on civil suits.

The takeaway

Be methodical and take the time to perform a thorough background check that satisfies the need of your business.

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, Funding for the Construction Industry, Worker’s Compensation, New York State Disability, Group Health, Life insurance and Personal lines.

Special Contractor Insurance Programs (NY, NJ, CT) – 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 fiercely competitively priced (savings up to 50%) General Liability, Umbrella Liability, Business Auto, Workers Compensation program. Want to lower these costs? Get a quote today!

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.

http://www.bgesgroup.com or http://www.workerscomp.store

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

e-mail: bgesgroup@gmail.com

If You are a NY, NJ, CT Contractor Who Is Unhappy with Their Worker’s Comp Company, Pricing, Service, We Have a Construction Worker’s Compensation Program Just for You!

Posted on May 13, 2019September 1, 2019 by BGESGroup

(Please Note this program is designed for contractors and is not a State or Assigned Risk plan.)

Rate Comparison – We Chose One Company Whose Rates are Up To 40% Higher Than Ours. There’s a Good Chance You’re With That Company or a Company Who Also Has High rates Compared To Our Companies.

Workers Compensation Program:

Savings up to 40%.
Our program was created to provide worker’s compensation coverage to contractors country wide.
Our program offers long-term coverage stability.
We have one of the best claims services in the industry. If a claim is questionable we know how to fight it and we will. We want to keep your experience mod low and rates too.
We cover you with THE RIGHT coverage while operating outside of your home state. For example, if you are a NY contractor and take a job in NJ that will last 1 ½ months, the NY state plan will not cover a claim arising from that job. Did you know New Jersey’s medical benefits are substantially higher than New York’s? Not having the right coverage can knock you out of business.
To bind we require a low up front deposit. On renewals, NO deposit is required.
Proper payroll assignments. Payrolls will be assigned to the right class codes. You are given control over this.
Proper payroll caps – Our program caps payrolls as required by your state’s worker’s compensation rules.
Simplified audits – Our auditors just want to make sure you classified workers correctly. They also want to make sure your subs have coverage. They can be in and out in 15 minutes.
You can issue your own certificates on-line. C105.2’s for DOB and DOT done by our organization in less than 10 minutes.
FIRST CLASS service. You will work with one person who has 37 years experience and when you call or email responds immediately. This person is very responsible, picks up the phone when you call even on weekends and is a pleasure to deal with. He is knowledgeable, street smart and gets the job done.
We DO NOT charge $500 to $5,000 policy or 10% service fees. We provide V.I.P. service to every client we work that’s in program.

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

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.

http://www.bgesgroup.com or http://www.workerscomp.store

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

e-mail: bgesgroup@gmail.com

NY, NJ, CT Contractors – Unhappy With Your General & Umbrella Liability, Auto, Workers Comp, Bond Rates or Coverage? We are one of Tri-States Top Construction Specialists and Have 50 Companies to Market Your Account To. More Options Equal Lower Rates, Better Coverage!

Posted on May 12, 2019September 1, 2019 by BGESGroup

Have The Following Problems With Your Insurance:

Unhappy with your General Liability pricing?
Does your General Liability Policy prevent you from getting work?
Do you understand the exclusions in your General Liability Policy? Some are:
1. A. Labor Law
2. Contractual liability
3. Employee injury
4. Height limitation
5. Exterior work limitation or exclusion
6. Residential exclusion for condo’s, co-ops
7. Restriction as to type of work you can do
8. Subcontractor coverage and limit requirements.
9. Exclusion – Designated Ongoing Operations
10. Exclusion – Newly Constructed Residential Housing

4. Do you use subcontractors? If so, are there subcontractor coverage requirements in your general and umbrella liability policies? WARNING! Failure to comply with requirements can leave you without coverage.

5. Has your Umbrella Liability pricing gone thru the roof? Does your policy have exclusions that make it very difficult to live with?

6. Worker’s Compensation

a. Rates high? There are a few companies whose rates are 20-40% higher than our companies. Call Gary at 914-806-5853 to find out if you are with one of them (we are not comfortable listing there names but are glad to tell you over the phone).

b. Work out of state 3 days to weeks at a time? Warning! You may not have coverage for workers injured out of state (especially if you are thru a state or assigned risk policy).

c. In the middle of an audit dispute? Carrier charging you for uninsured subcontractors that have coverage? Carrier creating fictitious payroll because of sales? Being told pay bill or be cancelled? Have a high experience modification factor?

d. Being punitively surcharged due to past loss experience?

e. Without coverage?

7. Unhappy with your Business Auto premium? Certain carrier rates are thru the roof. Other companies are more reasonable. We can help you find better rates.

8. Unhappy with your Bid & Performance rates? Need higher bonding limits? We have a bonding department that can help you get better pricing and limits.

9. Can you get your broker on the phone when needed? Does he/she specialize in construction insurance? Does it feel like you are dealing with inexperienced people? Do you get a different person on the phone when you call? Do you get placed on hold for minutes? Do you get charged all sorts of ridiculous fees? Do you get certificates timely? Your broker may be the nicest person in the world but if they lack the proper knowledge you can get stuck with an uncovered claim that can knock you out of business. After talking to your broker you ever have these type of concerns?

About our Agency:

1. Construction is our #1 specialty. With the exclusions companies place in policies it is critical you work with a specialist. Most agencies are NOT, we are.

2. We have 50+ insurance companies. These companies are the TOP and BEST general liability, umbrella liability, auto, bid & performance bond, worker’s compensation and group health companies for the construction industry. Some programs are exclusive to our agency.

3. We insure over 750 tri-state contractors. We have extensive expertise in designing policies.

4. We do over $160 million in premium – this translates into buying power for YOU.

5. Subcontractor Screening – Most general and umbrella liability policies have subcontractor conditions which if not met exclude coverage. Do you know what is in your policies? We have a dedicated department that offers subcontractor screening and you can get us on the phone when needed.

Services We Offer:

Annual Risk Survey
Claims Management Services
Contract Reviews
Coordinated Loss Control Survey and Inspection
Disaster Recovery
Employee Background Screening
OSHA Compliance
Risk Transfer Services
Safety Manuals
Stewardship Reports
Subshield – online proprietary Certificate of Insurance management
Workers’ Comp Experience Modification Review
Workers’ Compensation Premium Recovery

OFFER: Let us review your policies. All you will have to do is email us copies. Within a few days you’ll have our recommendations. Then you’ll know where you stand. It’s like getting a FREE second opinion. You can also just call and talk with us. Call Gary Wallach at 914-806-5853. You will immediately get him on the phone without waiting. WE PROMISE NOT TO SELL OR PRESSURE YOU IN ANYWAY.

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.

http://www.bgesgroup.com or http://www.workerscomp.store

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

e-mail: bgesgroup@gmail.com

Why Every Contractor Should Require Workers Comp Insurance

Posted on May 11, 2019September 1, 2019 by BGESGroup

Two construction workers died on the job every day in 2013, according to the U.S. Occupational Safety and Health Administration. One out of every 25 construction workers got hurt on the job that year. Workers in this industry need the protection of Workers’ Compensation benefits more than most.

Most states require employers to carry Workers’ Compensation insurance, but not in all cases. Many states exempt one-person operations from the requirement, for example. Regardless, it is a good practice for project owners and general contractors who hire subcontractors to require the subs to carry this insurance, whether the law requires it or not.

A typical construction project involves three types of entities: The owner who is paying to have the project done; a general contractor or independent contractor whom the owner hires to do the work; and subcontractors whom the GC hires to do portions of the work. The relationships between these entities and their employees differ.

While most states require employers to provide Workers’ Compensation benefits to employees, their laws also define who exactly is an employee. If someone is working on my property, but the law does not consider that person to be my employee, then I do not owe that person Workers’ Compensation benefits. States use several criteria to determine whether two parties are in an employer-employee relationship. These are similar to the criteria the Internal Revenue Service uses, such as control over when and how work is performed.

Typically, state regulators do not find a construction worker to be an employee of a project owner. The same cannot be said about independent contractors and employees of subs, however. Some sole proprietor subcontractors who suffer worksite injuries claim Workers’ Compensation benefits under the policies of the contractors who hired them. Often, state Workers’ Compensation law judges rule that these individuals were acting as employees of the hiring contractors, not independent contractors.

In addition, many state laws require an independent contractor who hires a sub to provide Workers’ Compensation benefits to the sub’s employees if the sub fails to obtain insurance. The injured subs or their employees end up collecting benefits even though that was never the intention of the hiring contractors. Consequently, insurance companies can and do charge independent contractors additional premiums when they find that uninsured subs have worked for them.

In a worse case scenario, both the independent contractor and the sub may fail to buy Workers’ Compensation insurance. Leaving aside the legal problems that will result for the employers, this leaves injured workers without sources of the benefits to which they are entitled. Their logical recourse is to sue the project owner. They may seek damages for an alleged failure to maintain a safe worksite or for negligence in the hiring and supervision of contractors. Since the project owners are not the employers of these injured workers, their own Workers’ Compensation policies will not help. Rather, they will have to seek legal defense and the payment of any awards from their liability insurance companies.

For these reasons, project owners should insist and verify that all contractors working on the job, including subs, carry their own Workers’ Compensation insurance. Independent contractors should do likewise with the subs they hire. Project owners may want to supplement their protection by making the independent contractors responsible for verifying that the subs have insurance, and by requiring the independents to hold the owners harmless from any lawsuits resulting from workplace injuries.

Construction is dangerous work. Every contractor setting foot on a job site should carry its own Workers’ Compensation coverage, whether the law requires it to or not.

[embedyt] https://www.youtube.com/watch?v=eWFmjYirlkw[/embedyt]

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.

http://www.bgesgroup.com or http://www.workerscomp.store

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

e-mail: bgesgroup@gmail.com

As Health Deductibles Rise, Employees More Likely to File Workers’ Comp Claims: Study

Posted on May 5, 2019September 1, 2019 by BGESGroup

Sometimes, injured employees are afraid to file a workers’ comp claim after being injured at work because they fear the specter of retaliation by their employer.

Experts suspect that up to 10% of workplace injuries are never reported because the workers choose to have the injuries covered by their employer-sponsored health plans. Most employers may not be aware of the full extent of their workplace injuries because of this phenomenon.

But, that could change as workers are saddled with higher deductibles and out-of-pocket expenses, according to a new study.

A number of past studies have found that if the costs to workers for having their personal health insurance cover a workplace injury is less than the “cost” to them of filing a workers’ comp claim, they will opt to have their health insurance cover it instead.

Here’s what studies have found over the years:

A 1996 study found that workers without health insurance have an incentive to claim their medical issues are work-related even if they are not, so that workers’ compensation insurance will pay for care. The study also found that if the injury occurs at work, health insurance may deter workers from filing for workers’ comp if they feel there is a cost to filing a claim.
A 2007 study found that a genuine workers’ comp claim can be “costly” to file for a worker if:
– The employer dissuades workers from filing workers’ comp claims because they fear the claims will increase their premiums.
– The injured worker does not want to deal with the paperwork for a workers’ comp claim.
– The individual feels there is a stigma associated with filing for workers’ comp.

A 2003 study of Michigan workers and their physicians found that 70% of injured workers did not file for workers’ comp, and that 36% of the non-reporting injured workers cited having health insurance as a reason they did not.

What could be ahead

The most recent study, by the Workers’ Compensation Research Institute (WCRI), found that injured employees are more likely to file workers’ compensation claims when they have high-deductible group health plans.

The study found that workers with a remaining group health insurance deductible that exceeds $550 are more likely to file workers’ comp claims than if the deductible were less. As more workers find themselves staring at higher health insurance deductibles, they will properly report their workers’ comp claims to their employers.

“In years past, workers may have chosen to have a work injury covered within their group health plan,” John Ruser, WCRI president and CEO, said in a statement. “But the increasing cost of deductibles may cause them to consider having the injury covered ─ where it potentially belongs ─ in the workers’ compensation system, where there are no deductibles or copayments for the medical care they receive.”

This is likely to add about 5% more claims into the system, the WCRI found.

What you can do

If you suspect that one of your employees has reported a workplace injury for something that happened during non-work hours you should look at the claim to see if it has the hallmarks of a potentially fraudulent claim.

Some warning signs the claim may not be legit include:

There are no witnesses to the incident.
The claim is reported late (usually many days since the alleged injury).
The injury is reported on a Monday morning (which could mean they injured themselves over the weekend).
The injured employee’s story is inconsistent or suspicious.
The incident is only vaguely described, incomplete as to details or out of the norm of the type of injury that might be expected.
The employee engages in sporting and outdoor activities regularly.

[embedyt] https://www.youtube.com/watch?v=eWFmjYirlkw[/embedyt]

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.

http://www.bgesgroup.com or http://www.workerscomp.store

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

e-mail: bgesgroup@gmail.com

Legal Traps to Avoid When Dealing with Family Medical & Leave Act Requests

Posted on April 25, 2019September 1, 2019 by BGESGroup

If you are confused about navigating the federal Family and Medical Leave Act, here’s a handy list of mistakes to avoid.

Firing – It would be a bad idea to fire an employee if they’re unable to return to work following the end of FMLA leave that is due to their serious health condition. Better to find out if the employee is entitled to any additional time off under employment laws or through company policies.

The Americans with Disabilities Act (ADA) may consider granting of additional leave “reasonable accommodation,” in legal terms.

That definition comes from determining whether the employee’s condition is a disability. Under the ADA, most serious health conditions as defined by the FMLA are considered disabilities. If you’re in doubt, ask your legal counsel for advice.

Then you have to figure out whether the requested time off is legally considered “reasonable.” Under the ADA, you as an employer don’t have to grant leave as an accommodation if it poses “hardship” or “undue hardship.”

Miscalculation – You are able to calculate FMLA leave by either calendar year, any fixed 12-month period, or the 12 months measured forward from when an employee’s FMLA leave begins. It can also be calculated backward from a 12-month period from the date an employee uses the leave.

Deadlines – Meeting FMLA deadlines for processing requests for leave under its guidelines is critical. Within five business days of learning an employee needs FMLA leave, you must provide them with the “Notice of Eligibility Rights and Responsibilities Form,” or something similar that your company has prepared.

Next, if you require the employee to file a certification form, you must allow them 15 calendar days to do so. Then, within five business days of receiving the certification form, you must provide the employee with an FMLA designation form that tells them whether the request has been approved.

But if the certification form is incomplete or insufficient, you then must allow the worker seven calendar days to make necessary corrections in the form. You must give a written notice to employees of all deadlines, and the consequences of failing to meet them.

Bonuses – Some confusion has arisen over how to determine an employee’s bonus eligibility when they haven’t been able to meet bonus objectives due to FMLA leave. You can disqualify an employee for failing to meet bonus objectives even if they are on FMLA, as long as employees on similar leave are treated the same.

So, an employee who used vacation leave during an FMLA leave should be treated the same as one who used vacation while not on FMLA leave, be it paid or unpaid.

Reassignment – If you want to reassign an employee on FMLA leave for better efficiency, you can only do so for employees who need intermittent or reduced schedule leave.

Reassignments can be done for the employee, family or covered service member if such leaves are a planned medical treatment, a period of recovery from a serious health condition, or due to the birth of a child or placement of a child into adoption or foster care. Beyond that, the reassignment is to be only as long as is required by the leave period.

You are also prohibited from transferring employees to a position to discourage them from taking FMLA leave. That means you can’t demote them from accounting to janitor, even if their pay and benefits remain the same at the reassigned position.

You must make sure, however, that benefits and pay stay the same in the reassigned position. Otherwise, you may be seen as interfering with the individual’s FMLA rights.

Meanwhile, you may not require a transfer to another job when the employee’s need for an intermittent or reduced schedule is unforeseeable.

The takeaway

As you can see, the FMLA is a veritable minefield for employers and, if an employee requests leave under the law, you must make sure you don’t do anything to infringe on their rights, lest you open your organization to being sued.

[embedyt] https://www.youtube.com/watch?v=eWFmjYirlkw[/embedyt]

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.

http://www.bgesgroup.com or http://www.workerscomp.store

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

e-mail: bgesgroup@gmail.com