Tag: human resources

Understanding Small Business Insurance

Posted on by butlervetinsurance

There are four types of insurance that most small businesses purchase. The first is Property insurance. This type of coverage provides compensation if business property is damaged, stolen or lost. In addition to covering the physical business structure, property insurance covers personal property. This includes inventory, office furnishings, raw materials, computers, machinery and other items that are part of business operations. Property insurance coverage doesn’t end with protecting physical assets. It also affords operating funds when business owners are forced to take steps to get their business back on track following a major loss. Property insurance might provide coverage for broken equipment in some cases. It can also provide coverage for water damage, debris removal following a fire and several other specific items.

Business Vehicle insurance is the second type of coverage many small businesses purchase. Anyone who uses their own personal vehicle for business purposes should discuss this type of coverage with their agent. Most personal vehicle insurance policies don’t provide coverage if the automobile that is involved in an accident is used mostly for business purposes. Business Auto insurance policies afford coverage for vehicles that are owned and used by a business. Third parties injured by the policyholder’s vehicle receive compensation for damages up to the policy limit amount. Some policies might provide compensation for repair or replacement of vehicles that are damaged from flooding, theft, accidents and similar events.

The third type of coverage most small businesses purchase is Liability insurance. Any business can face a lawsuit at some point in today’s litigious society. For example, a person might claim that a business caused them harm from a service error, defective product or negligence in providing a safe environment. Liability coverage provides compensation for damages a company is liable for. However, the coverage is only provided up to the policy’s limit amounts. These policies usually also provide funds for legal defense expenses, attorneys’ fees, medical bills and several other related expenses.

Workers Compensation is the fourth type of insurance purchased by many small businesses. In nearly every state, employers are required by law to have Workers Compensation coverage if they have employees. This number usually varies from three to five, and even if a business employs fewer than three employees, it is still wise to purchase this coverage. Workers Compensation pays for a portion of lost wages for workers who are injured. In addition to this, it also covers the medical care they require. Coverage is provided to employees who are injured at work regardless of who is at fault. If workers die as a result of the injuries they sustain, the insurance company compensates the surviving family members of the deceased worker.

In addition to the four major types of coverage purchased, there are several other valuable policies some companies might want to purchase. Umbrella policies, Terrorism coverage and specialized liability policies are all helpful. Umbrella policies, much like an umbrella, cover above and beyond the normal inclusions. These are usually obtained to prevent high losses by businesses with high risks. Specialized liability policies are made up of several types of individual coverage. Terrorism coverage provides compensation for damages and medical care to a certain extent in the event of terrorism.

We are an independent insurance agency, representing over 59 insurance companies, we shop the marketplace for you making sure you get the best coverage at the right price. To find out which options are best for your business, contact one of our Protection Coaches today at 877-994-6787.

Here are 4 Easy Ways to Reach Us:
1. Call 877-994-6787 or 951-600-5751
2. Fax 951-677-6265
3. Email – [email protected]
4. Visit – agency.thebutlerweb.com

7 Tips on Classifying Workers as Employees vs. Independent Contractors

Posted on by butlervetinsurance

Small business owners can hire individuals as either employees or independent contractors. Which classification a hired individual falls under is often a confusing process for business owners, but it’s this critical classification that affects what tax documents must be filed; how much you, the business owner, pays in taxes; as well as whether or not you should be withholding from a particular worker’s paycheck or not.

If you own a business and hire people, then you should keep these seven points in mind as you go about hiring workers as either employees or independent contractors:

  1. If you, as an employer, intentionally or otherwise misclassified your workers, then you could suffer significant tax bills and be facing hefty penalties for not filing the appropriate tax forms and not paying employment taxes.
  2. You should know and understand how the Internal Revenue Service (IRS) determines the relationship between a worker and a business. The IRS uses the following three factors in determining this relationship:
    • Type of relationship, which means how both your business and the worker views the relationship.
    • Financial control, which refers to whether or not your business can control or direct the business and monetary aspects of the worker’s job.
    • Behavioral control, which refers to whether or not your business can control or direct how work is done through means like training or instruction.
  3. IRS Form SS-8, which is labeled as the Determination of Worker Status for Purposes of Federal Employment Taxes and Income Tax Withholding, can be filed by employers and/or workers. This form essentially asks the IRS to determine if a specific worker’s status should be classified as an employee or as an independent contractor. IRS form SS-8 can be obtained online at IRS.gov or by calling 1-800-829-3676.
  4. Generally speaking, a worker should most likely be classified as an employee if the employer can direct or control what is being done and how it’s done.
  5. Generally speaking, a worker should most likely be classified as an independent contractor if the employer only directs or controls the result of the work, and not the manner, means, or methods being used to accomplish the end result.
  6. Do ensure that workers are aware of their classification, or worker status. This will not only help them avoid higher tax bills, but also avoid losing any valuable benefits.
  7. Check out the small business tab on the IRS.gov website and IRS publications 15-A, 1779, and 1976 to find out more about determining a worker’s status as either an employee or as an independent contractor.

We hope this article helps. If you have any questions, comments or concerns, please feel free to contact one of our knowledgeable protection coaches today at 877-994-6787, that’s 877-99-INSURE or email us at [email protected]. We are happy to help!

Don’t Make the Mistake of Only Looking at Cost When Evaluating New Health Plan Carriers

Posted on by butlervetinsurance

Over recent years, at least from a percentage standpoint, health plan costs continue to rise substantially. These hikes and the continued premium increases are simply more than many businesses are able or willing to absorb. This conundrum leaves many employers trying to decide if they should pass on part or all of the increased cost to their employees, cutback on benefits, or seek a different carrier offering a more cost-effective plan. If leaning toward the third option, remember that many factors go into evaluating and vetting potential carriers. Even when considering a health insurance carrier change due to being dissatisfied with customer service, record of claim payment, or services offered by your current carrier, employers should carefully evaluate potential new carriers before jumping aboard. Here are 10 key questions that you might want to ask when evaluating and vetting potential carriers:

  1. Is the carrier financially stable and licensed? Insurance rating services and your state insurance commission can help you determine many of these important stability issues.
  2. Does the carrier only issue coverage under the stipulation that a certain number or percentage of your employees enroll?
  3. How does the carrier set their premium rates and allocation of premium cost among claims, commissions, and administrative expenses or fees?
  4. Does the carrier have a sufficient range of providers and locations in their provider network and how many employees will have to make a provider change under the potential new carrier’s provider network? Employees often cite having to change from their current provider or usual hospital and having to pay more to continue with their current provider as the most disruptive elements of a carrier change.
  5. Does the carrier have a positive reputation when it comes to the accuracy and efficiency of claim payments? It’s important to ensure that the carrier has a positive history since employee dissatisfaction in this area can really hurt you during the renewal period. As far as overall reputation, it might be helpful to ask the carrier to provide you with references from customers with a similar sized, located, and niche business.
  6. Does the carrier offer a choice when it comes to plan options like co-payments and deductibles? Choice is important to employees and raises the likelihood of their satisfaction with the plan. It can also result in substantial cost savings, as some employees will opt for cheaper high co-payment and deductible options.
  7. Does the carrier offer plans with preventive screening and wellness programs? Services like these can be a cost saver in many areas, even extending into increased employee productivity and decreased employee absences.
  8. What technology does the carrier use to facilitate ease of access to plan information and, if that portal doesn’t provide sufficient information, is there a real person accessible to address the issue? Having such can save you money and time by cutting down on the calls participants make to your human resource department to have their coverage or claim questions answered.
  9. What steps does the carrier implement to control cost and waste and ensure appropriate care? You might use quality indicators, such as those under the Healthcare Effectiveness Data and Information Set (HEDIS), to determine the performance and effectiveness of a plan on issues like how the plan responds to complaints or access to medical specialists.
  10. What is the carrier’s definition of key contract provisions, such as dependents, usual and customary, coordination of benefits, and covered employees, and what are the caps, exclusions, and limitations on services? Of course, none of the above should seem extreme. It’s also important that the provisions reflect the unique needs of your work force.

As you evaluate carriers and plans, you’ll be glad that you didn’t just look at cost. The above questions will help you get started weighing cost and coverage with the carrier’s stability, reputation, and responsiveness to determine the best carrier and plan for your business.

If you have more questions, comments or concerns, please feel free to contact any of our knowledgeable protection team.  Here are 4 Easy Ways to Reach Us:

  1. CALL 951-600-5751 or 877-994-6787
  2. Fax 951-677-6265
  3. Email – [email protected]
  4. Visit agency.thebutlerweb.com

Employee Substance Abuse & The Affect On Your Company’s Bottom Line

Posted on by butlervetinsurance

More than ever, some of your team may need you help. Here’s some info to consider:

Employees with substance abuse problems cost businesses billions of dollars each year. According to the 2008 National Survey on Drug Use and Health, among the 17.8 million Americans aged 18 or older who admitted to illicit drug use, nearly 73% were employed. This equates to 12.9 million employees who admit to some form of substance abuse.

For the majority of substance abusers, their problem lies with alcohol. According to information published by Ensuring Solutions to Alcohol Problems, a part of the George Washington University Medical Center, alcohol abuse costs American businesses $134 billion in annual losses. Most of the losses are due to missed work: 65.3% of this cost is caused by alcohol-related illness, 27.2% due to premature death, and 7.5% to crime. People addicted to alcohol also spend more time in the hospital and have higher rates of job turnover than their non- or light-drinking co-workers.

Data such as this shows that alcohol and other substance abuse takes a toll on workplace productivity, and contributes to higher medical costs both for treatment of the addiction and for substance-related medical issues. Employee substance abuse problems also cause an increased occurrence of workplace accidents and higher Disability and Workers Compensation costs. There is no question that it is in an employer’s best interests to find ways to minimize the impact of employees’ substance abuse on the workplace.

Experts in the field stress that it is imperative that employers educate employees about the health hazards of substance addiction and encourage employees to seek early treatment of any problems. While stressing the importance of a drug-free workplace, policies that rely primarily on discipline can result in addicted employees hiding their problems out of fear of losing their jobs, and in co-workers enabling such behavior in a spirit of friendship. In this type of environment, an addicted employee might resist seeking assistance — such as obtaining treatment under the medical plan or taking a leave to enroll in a treatment program — until a crisis occurs.

On the other hand, employees will be more likely to seek the help they need if they believe that by doing so they will receive help, not punishment. The same is true of co-workers, who can be a valuable resource in encouraging addicted employees to ask for help and to stay committed once treatment has begun.

Since substance abuse is truly a medical problem, most medical insurance plans include at least some substance abuse benefits. Workplace communications about a business’s policies on alcohol/drug use should include this information. If employees realize that help is within reach, they are more likely to seek solutions to their problem. Some employees might not realize that this benefit is available to them. Employee Assistance Programs (EAPs) can also offer screenings, counseling, and treatment referrals for employees with substance problems. Depending on the individual EAP design, it also might have worksite awareness and supervisor training programs.

Employers should make employees aware that any communications regarding substance abuse issues are confidential. This, together with a supportive (instead of punitive) environment, increases the likelihood that employees will ask for help.

With so many dollars wasted in lost productivity, the incentives for a business to promote substance abuse awareness are compelling. And, because work is such an important part of most people’s lives, the workplace can be an effective place for substance abuse intervention to begin.

For more information on our proprietary program for business owners, HR That Works, contact Raimie Brown at 877-994-6787 or [email protected]

Teen Employees-Rights & Responsibilities In The Workplace

Posted on by butlervetinsurance

Every year, millions of teenagers join the workplace for the first time. A first job can be a positive experience for many, teaching them discipline and responsibility in addition to giving them some extra money. However, some teens find themselves working in hostile environments. Their supervisors might treat them unfairly because of their sex or race, harass them, hassle them about reasonable work accommodations, and retaliate against them if they complain to upper management about these conditions. Employers who tolerate mistreatment of employees, including teens, could find themselves in trouble with the law.

The federal Equal Employment Opportunity Commission described several examples of harassment of teens on its www.YouthAtWork.com Web site:

** In Pennsylvania, a 19 year-old shift supervisor at a Mexican restaurant sexually assaulted a 16 year-old female employee. His manager accused the girl of making it up, but after the supervisor confessed to the police, the EEOC sued the restaurant, which paid $150,000 in restitution to the employee and a fine to the EEOC.

**A store manager at a fast food place in Kansas harassed and sexually assaulted a 14 year-old girl. He eventually went to prison, but because the company had permitted him to harass at least four female employees, it paid restitution, wrote letters of apology, and was required to implement mandatory sexual harassment training for employees.

**Several women, both teen-aged and older, were sexually harassed by a store manager at a California bagel shop. Their complaints to management did not improve the situation, and eventually some of them quit. The EEOC sued the shop, the offending manager lost his job, and the owners of the shop paid a steep penalty.

The EEOC’s Web site lists several rights and responsibilities of teen-aged workers, including:1. The right to work free of discrimination.
2. The responsibility to treat other employees without discrimination.
3. The right to work free of harassment.
4.  The right to complain about job discrimination without punishment, and the responsibility to inform management of discrimination.
5.  The right and responsibility to request workplace changes for the worker’s religion or disability.
6. The right to keep medical information private.

To avoid harassment claims from any employees, young or old, employers should:* Adopt, promote, and enforce a formal policy against sexual harassment.
* Take reports of harassment seriously. Investigate all reports and take appropriate action, if required.
* Emphasize to supervisors and managers that they are not to retaliate against employees who complain of harassment.
* Provide training for managers on how to recognize sexual harassment and how to receive complaints.
* Train new employees on how to recognize harassment and how to make complaints.

Employers should also carry Employment Practices Liability insurance (EPLI) to protect themselves against the financial consequences of claims that do occur. EPLI policies cover the employer’s liability for discrimination, wrongful termination of employment, sexual harassment, rights violations, and other harmful acts committed by company managers. One of our professional insurance agents can give advice on the different policies available and their cost.

Employers have a responsibility to provide a safe working environment for all employees, but that responsibility is magnified when it comes to teenage employees. Keeping your workplace harassment-free will ensure a happy, productive workforce and keep your attention where it should be — on growing your business.  If you have any questions or need assistance with your protection coverages, please contact any of our Total Protection Team at 877-994-6787 or email us – [email protected].

What are you doing to manage risk is some of the areas described above?

How Are Your Senior Care Facility Communication Skills?

Posted on by butlervetinsurance

Both Administrators and Caregivers are often required to communicate with Doctors, Family Members, Social Services etc, and it is imperative professional communication skills are used at all times. As an Administrator this mind set must be driven from the top down.  The tools and the training of your staff in understanding confidentiality and implementing professional communication skill sets should be reviewed and practiced on an ongoing basis.

All personnel should be trained in effective and professional communications skills, client confidentiality, and be trained in the tools used during all communications based on their role. This includes communication logs, forms that are used in your operations.

More often than not I will call upon a facility and receive just a hello, one that seems as if my call was a burden to the one answering.  What does this say about your operations in just answering the phone? You will be surprised in how many potential clients will hang up or a social service worker or referral agency that often refers clients to facilities or determines your level of care, or an Insurance Underwriter who will determine your premium based on your professionalism.  Are your communication practices hurting your business and even putting it in potential risk?  If you are still reading and have any questions – here are 2 easy ways to reach us now!

Call 800-449-6762
Email  [email protected]

The below information is a small sampling of our offerings to the Health Care industry, and as our client this unmatched program is included in your policy:

Always remain calm, courteous and professional on the phone. When answering the phone, speak clearly and always give your full name and the name of the facility.  Practice this with your employees if you feel necessary but never assume it is being done right without proper training and practice.

Make sure to have a call logs handy to document complete, careful notes that include the date time and full name of the caller and a return telephone number. See that the note is delivered to the individual in a timely manner, what may seem of little importance to you can be of great importance to a resident or other party the message is for.  Add this call log to the client’s records if appropriate and include the action taken on the note.

Take care in relaying confidential or sensitive information. Never repeat sensitive or confidential information as you may be in violation of privacy rights. Only the Administrator, Management and the Facilities Attorney should have access to this information. As you receive sensitive information for your resident from any source, it should be filed and accessed only by those of authority and permission for review. Staff is not one of them.  Staff should be trained on what should and should not be conversed within your operations, including the procedures in documenting and delivering this sensitive information to Administration for filing.

Outgoing calls should be treated the same as incoming calls, always introducing yourself by full name and the name of the facility. Careful note taking is again necessary. Be sure to plan for the outgoing call in advance making certain that you have all the information at hand before making the call.

If your current agent is not offering and implementing a Risk Management plan at your facility as a policyholder, your operations could be at risk.  It is our expertise and offerings that separates SIA from other great agencies with a decent price, as the exceptional agency that is making a difference. Ask our current clients.  For further information this and other Risk Management tool sets, please contact Jim Nocero for a free review @ 800-449-6762 or [email protected]. 

Do you have any questions you would like answered? Please leave any comments, questions or ideas below, we would love to hear what you have to say.

I-9 Guidelines for Your Business

Posted on by butlervetinsurance

Click this link http://bit.ly/2vUwZS  for helpful information to keep your business compliant and moving forward concerning I-9 guidelines. If we can help with any other HR needs, please contact any of our protection coaches today at 877.994.6787.

Plesae send your comments if this helps you.

We appreciate this opportunity to help you.