Blog | OneGroup

The Dangers of Hypothermia on Construction Worksites

Skylar Revette | November 26, 2025

Hypothermia commonly occurs during the winter and in cool, damp conditions. It can lead to serious injury, illness—or even death.

On construction sites, where workers are exposed to the elements for extended periods, the risk is especially high. You’ve likely experienced hypothermia before without realizing it. When you shiver in response to the cold, your body is trying to maintain a normal temperature of 98.6°F. That’s the first stage of hypothermia.

How Your Body Reacts to Cold Conditions

Core Body Temperature	Your Body’s Reaction
98.6°F	You feel normal.
95°F	You begin to shiver (mild hypothermia).
92°F	Shivering stops, reaction time slows, metabolism and thought process slow (moderate hypothermia).
88°F	You become sluggish, skin appears pale or ashen, fatigue sets in (severe hypothermia).
85°F	You may lose consciousness.

Watch out for signs of hypothermia

At 92 F, your body stops shivering. As your core temperature drops, your heart and breathing rates slow and your blood pressure drops. Your pulse becomes irregular, indicating your heart cannot supply oxygenated blood to your body.

Hypothermia can affect your performance without you knowing it, even in an ambient air temperature of 55 F.

Hypothermia on the Jobsite

Construction workers face unique risks due to the nature of their work:

Extended exposure to cold, wind, and moisture: Tasks like roofing, framing, concrete pouring, and excavation often require long hours outdoors.
Sweating during physical labor: Even in cold weather, exertion causes perspiration. Wet clothing combined with wind chill accelerates heat loss.
Limited access to warming stations: Remote or large-scale sites may lack heated shelters or vehicles nearby.
Inadequate clothing: Workers may wear heavy gear for protection, but not all clothing is moisture-wicking or layered properly for temperature regulation.

Even at an ambient temperature of 55°F, hypothermia can impair performance and judgment—putting workers at risk for accidents involving tools, machinery, or falls.

A Jobsite Scenario

Imagine this: You’re working on a framing crew in late November. The morning starts off cold, so you layer up. By mid-morning, you’re sweating from lifting and hammering. Your clothes are damp. By afternoon, the wind picks up and the temperature drops. You stop shivering, feel sluggish, and start making mistakes. You forget measurements, misplace tools, and feel disoriented. These are signs of hypothermia—and they can lead to serious injury if ignored.

How to Prevent Hypothermia on Construction Sites

Dress in layers: Start with moisture-wicking base layers (synthetic or wool), add insulating layers (fleece or wool), and finish with a waterproof, wind-resistant outer shell. Do not choose cotton for your outer layer, since even wet wool is a better insulator than dry cotton.
Use jobsite-approved gear: Choose workwear designed for cold environments—insulated gloves, thermal socks, and boots with moisture barriers.
Take scheduled warm-up breaks: Rotate workers through heated trailers, vehicles, or warming stations. OSHA recommends frequent breaks in cold weather.
Stay hydrated: Drink water regularly. Dehydration increases the risk of hypothermia.
Drink warm fluids in moderation: Choose caffeine-free teas, hot chocolate or hot water with lemon. Drinking warm fluids will help you maintain a body temperature of 98.6 F
Keep spare clothing on site: If your clothes get wet, change immediately.
Use portable heaters safely: Ensure proper ventilation and follow manufacturer guidelines to prevent fire or carbon monoxide risks.

What to Do If You Suspect Hypothermia

Remove wet clothing immediately.
Put on dry, warm layers.
Get to an external heat source, such as a blanket or heater.
If possible, place your clothing in a dryer or near a heat source to preheat it before putting it on. (A word of caution: Never place anything on a heat-generating device or interfere with air circulation around the device. This could cause a fire or malfunction.)
Drink warm, non-caffeinated fluids.
Apply a warm compress, but not to your extremities. Heating your arms and legs can force cold blood back to your heart, lungs and brain. Also avoid heating pads and heat lamps, as direct heat can cause an irregular heartbeat.
Seek medical attention if symptoms worsen or if the person becomes unconscious.

By understanding the risks and taking proactive steps, construction crews can stay safe and productive—even in harsh winter conditions.

Reach out to Brett Findlay, SVP, Business Risk Specialist, at BFindlay@OneGroup.com for more information on how to protect your employees from hypothermia.

This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Best Practices To Boost Your Employee Referral Program

Skylar Revette | November 24, 2025

Dynamic group of colleagues brainstorming and working together in an office setting.

Discover how referral programs can increase hiring speed, reduce recruiting costs and reward your workforce.

A prAt their best, referral programs can reward your employees, expand your labor pool and reduce overall recruiting costs.

A referral program is a talent acquisition strategy where current employees are asked to recommend their network connections for job openings. Referral programs often compensate employees for successful hires.

The software company FormAssembly highlights key advantages of referral programs, including an increased sense of belonging among employees and referrals. Other benefits include:

A faster hiring process. Referred candidates are five times more likely to be hired.
Reduced spending on job advertising and recruiters. Employee referrals can reduce hiring costs by more than $7,500 per hire.
Improved cultural fit and retention rates. Referred talent stays 35% longer than other hires. Almost half of all referred hires remain with an organization for more than four years.

The human resources association SHRM notes that referral programs can be used to deepen your talent pipeline even when they don’t lead to immediate hires. They can also engage passive job seekers who may otherwise overlook job openings.

Metrics for success often include increases in time-to-hire and quality-of-hire rates, retention levels, employee morale, and recruiting expenses.

Use the following practices to build or enhance your employee referral program:

Simplify your processes.
Explore strategies and rewards.
Promote the program to all employees.

Simplify your processes

A successful program requires simplicity and transparency. FormAssembly recommends defining and communicating eligibility, terms and incentives.

SHRM says a fast, user-friendly process will increase employee participation and expand your talent pool. Ensure recruiters or hiring managers are contacting referrals within 24 to 48 hours.

Create a standard referral form that can be submitted by email, company website, intranet page or paper. SHRM recommends only asking for basics such as:

The employee’s name and contact information
The referred candidate’s name and contact information
The job being applied for

Limiting the initial information saves time and makes it easier for employees to provide contacts. Your HR and recruiting teams can ask necessary follow-up questions without burdening the initial process.

The management software company Pipedrive highlights the importance of clarity. Be clear and concise about:

Job descriptions and duties
Required experience and degrees
Preferred certifications and skills

This information helps employees identify appropriate professional contacts. It helps referred candidates understand the role. It also supports hiring managers who are looking for the right fit. Clarity saves time and effort on all sides.

The human resources certificate academy AIHR recommends updating employees on the status of their referrals. Sending short updates on whether candidates are being considered, interviewed, or hired motivates employees and makes them feel more connected to the process. It can also save time and effort for your HR and recruiting teams by preventing them from having to field questions from curious employees and candidates.

To keep the program top of mind for employees, send regular reminders about incentives and open job positions.

Explore rewards and strategies

Experimentation and adaptation can bolster your referral program. Pipedrive recommends trying different rewards and strategies depending on your needs.

You may offer higher incentives when introducing the program, in times of high need, for difficult-to-hire roles or during hiring sprees. Common rewards include:

A cash bonus between $1,000 and $2,500 per hired referral
An extra day of PTO
A gift card or gift basket
Company recognition in a newsletter or staff meeting

Pipedrive reports that some organizations double their typical referral incentives when their needs are greater.

AIHR says a process of trial and error is a necessary and ongoing part of refining referral programs. Strategies could include:

Asking new hires for their top referrals
Hosting referral happy hours with employees’ contacts
Gamifying referrals through a system of points and prizes
Offering to split part or all of a referral bonus with the employee’s choice of charity

Strategies may depend on your workforce size, hiring needs, program incentives and workplace culture. Expect variation over time. Even successful programs need to refresh incentives and communications.

Promote the referral program to all employees

Communicate regularly with your entire workforce about your referral program. One way to expand your reach is to publicly thank employees for referrals. Express gratitude in staff meetings, newsletters and other internal communications. This step rewards participating employees and raises awareness among colleagues.

A robust communication strategy doesn’t just expand awareness. It also diversifies your referral candidates.

SHRM warns against cliques, demographic imbalances, and unintentional discrimination that can occur if only a small portion of your employees participate in the referral program. Similarly, if your current workforce is very homogeneous, referrals from current employees may bring more of the same.

SHRM recommends tracking your program to see who is making referrals and who is being interviewed and hired. These metrics could expose gaps and opportunities. Evaluate referred candidates using the same criteria as others. Preferential treatment for referrals can lead to homogeneous workforces and thought processes.

Communicate your referral program widely and transparently. Don’t limit your promotion to select divisions, departments, teams or individuals. Encourage employees to think beyond their immediate circles and consider candidates throughout their professional networks.

Explore your solutions

An effective referral program delivers individual and organizational rewards. Talk to our Human Resources Consulting team for more information on building or refining your recruiting strategies. They can support your internal efforts and connect you to external hiring solutions.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Workers’ Compensation Made Simple: Essentials for HR & Managers

Alyssa Woodruff | November 24, 2025

Insights from our Recent Workers’ Compensation 101 Webinar

On November 12, 2025, Special Programs Practice Leader, Chris Mason, helped break down the essentials workers’ compensation, a critical aspect of workplace safety and employee protection, but it’s often misunderstood. Whether you’re new to managing workers’ compensation or looking to improve your organization’s approach, understanding the basics—and the strategies for controlling costs—is essential.

Why Does Workers’ Compensation Exist?

Workers’ compensation laws were established over a century ago, following tragic workplace incidents that highlighted the need for employee protection. In New York, the law provides a no-fault system for employees injured or made ill on the job. This means that even if the employee’s own negligence contributed to the injury, they are still eligible for benefits. In exchange, employers are generally protected from direct civil lawsuits, with damages limited to medical expenses and lost wages.

Key features of workers’ compensation:

No-fault coverage: Employees receive benefits regardless of fault.
Limited damages: Only medical expenses and lost wages are covered; no punitive damages.
Caps on benefits: There are maximums for weekly payments and duration, but medical coverage can continue as long as it’s related to the workplace injury.
Presumptions favoring employees: Claims are presumed valid unless proven otherwise, making early and thorough documentation crucial for employers.

How Is Workers’ Compensation Insured?

Mandatory coverage: Any business with employees must carry workers’ compensation insurance.
Self-insurance: Large employers or municipalities may self-insure, but must meet state requirements and post collateral.
Captive and high-deductible programs: Employers can opt for alternative risk financing, sharing in profits or taking on more risk for lower premiums.
State Insurance Fund: Often the most affordable option, especially for organizations with few claims.

Calculating Premiums:

Premiums are based on:

Industry classification: Each job type has a set rate per $100 of payroll.
Loss cost multipliers: Carriers adjust rates based on risk and performance.
Experience modification: Your organization’s claims history affects your rate—better safety records mean lower costs.
Credits and discounts: Drug-free workplaces, safety programs, and other factors can reduce premiums.

Strategies for Controlling Costs

Risk Management & Safety Programs
- Invest in training, hazard identification, and regular safety meetings.
- Engage managers and employees in building a safety-focused culture.
- Avoid “safety contests” that discourage reporting; instead, promote open communication.

Return-to-Work Programs
- Offer light or transitional duty to injured employees.
- Document available jobs and communicate with both employees and their doctors.
- If an employee refuses suitable work, coordinate with your carrier to potentially adjust benefits.

Claims Management
- Investigate incidents promptly; gather written reports and witness statements.
- Report claims early—within 1-2 days for best outcomes.
- Maintain documentation for 18 years.

Premium Recovery & Contractual Risk Transfer
- Transfer risk to vendors or contractors through proper contract language.
- Review claims and reserves regularly to ensure accuracy.

Common Questions Answered

Does workers’ comp cover undocumented workers or independent contractors?
- Yes, if the relationship meets certain criteria. The Workers’ Compensation Board determines eligibility based on control, payment method, and other factors.
Are illnesses like fainting or asthma attacks covered?
- Only if the workplace contributed to the condition.
What about remote employees traveling for work?
- Injuries during work-related travel are generally covered.
Do return-to-work jobs need to pay the same wage?
- No, but employees may receive partial wage replacement for reduced earnings.

Best Practices for Employers

Stay engaged with injured employees—send updates, offer support, and communicate available work.
Be consistent in applying return-to-work policies.
Request regular claims reviews and hearing reports from your carrier or broker.
Keep up-to-date with regulatory changes and industry trends.

Conclusion and Resources

Workers’ compensation is more than just an insurance requirement—it’s a partnership between employers, employees, and carriers to ensure safety, manage risk, and support recovery. By understanding the system and implementing proactive strategies, organizations can protect their workforce and control costs.

Need more information or help with your workers’ compensation program? Reach out to our dedicated risk management team for resources, training, and support.

CLICK HERE TO VIEW PRESENTATION MATERIALS

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Employee Assistance Programs Address Employee Mental Health Issues

Intern | November 21, 2025

Supporting employee mental health: the value of EAPs in the modern workplace

It’s not always obvious when someone is struggling with mental health issues. Preconceived notions about mental illness and the stigma associated with seeking professional help make it hard to address. But prioritizing your employees’ mental health is important, particularly in light of the monumental stresses caused by the social and global challenges of the past four years.

The World Health Organization (WHO) estimates that there are currently more than 260 million peoplearound the globe suffering from depression.
The National Institute of Mental Health (NIMH) found that in the U.S. alone, almost 7% of adults had at least one major depressive episode in the last year.
A recent study by Mental Health America (“The State of Mental Health in America”) showed that approximately 8% of adults had a substance use disorder in the past year. This number includes almost 3% of adults claiming illicit drug use and 6% reporting alcohol abuse.

Why should these statistics concern you? The WHO study estimates that depression and anxiety disorders cost the global economy $1 trillion each year in lost productivity. In the U.S., approximately one in 25 adults experiences a serious mental illness that substantially interferes with or limits one or more major life activities in any given year, according to the NIMH.

The good news is that you may be able to combat these numbers and improve your employees’ mental health and productivity. The WHO says that for every dollar put into treatment for a common mental health disorder, there is a positive return of $4.

How employee assistance programs (EAPs) can help

Many employers choose to support their employees’ mental health through EAPs. They connect employees with professionals who can help them manage the pressures of personal, family and work issues at low costs. They are always confidential and can be made available to dependents.

When an employee accesses the EAP, it is often via phone or mobile application. They may receive immediate counseling from a 24-hour hotline or schedule to meet with a mental health professional in person. For example, an employee struggling with alcohol abuse may be referred to a drug and alcohol counselor, while an employee looking for ways to cope with a frustrating situation at work may be referred to self-help resources.

Some EAPs offer the first three to five visits at no cost. While EAPs usually don’t offer long-term counseling, they can connect employees with an appropriate provider. For example, an employee suffering the loss of a parent may receive three visits with a mental health professional at no cost. If the employee elects to continue seeing the provider, they will be responsible for the cost of the additional visits.

Who pays for the coverage?

Employers typically cover the cost of participation in an EAP. Most carriers charge a nominal monthly fee per employee. This fee should include access to online services, 24-hour hotlines staffed by mental health professionals, and a set number of in-person or phone visits with a mental health provider. Employees should be responsible only for the cost of additional office visits or services.

What services are covered?

Most EAPs help with work, family, relationship and substance use issues. Some may also help with financial planning, credit management and legal concerns. Common topics addressed by EAPs include:

Mental health issues (depression, anxiety, bipolar disorder, etc.)
Drug addiction
Alcoholism
Eating disorders
Conflicts with coworkers
Grief counseling
Marriage and family counseling
Financial planning and debt management
Legal advice

Are these services confidential?

These services are always confidential. Employers do not receive any identifying information about any individual receiving treatment through the EAP. The data they receive includes the number of employees utilizing services, the types of services being sought and the duration of services.

How can you be sure your employees will take advantage of an EAP?

Keeping employees engaged with your EAP will ensure they take advantage of the services available.

Provide employees with information about how to access the EAP. Include contact information in new employee packets, open enrollment materials, posters in break rooms, newsletters, etc.
Hold informal meetings with representatives from the EAP. Encourage employees to attend informational sessions to learn more about the services offered, how providers are selected and what systems are in place to maintain confidentiality.
Promote good mental health. Give employees information about healthy living, stress relief, financial security, etc.
Keep the information about the EAP flowing all year long.

But remember not to focus just on utilization rates. You should also pay attention to outcomes:

Are your employees missing fewer days of work?
Have you seen a drop in on-the-job accidents?
Are your disability claims lower?

For more information

Talk to our employee benefits team, they can help you select an EAP provider that will support you and your employees.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Plow Away Snow-Removal Risk

Skylar Revette | November 20, 2025

Snow blower, Snow Plow on the Haines Hignway, Yukon, Canada, orange machine, snow blowing

From auto damage to worker injuries, snow removal companies face risk with every job — and in the off-season, too. With good insurance, you can eliminate a lot of your financial peril.

Snow removal can be complicated. Not every state or locale has laws regarding snow removal, but among those that do, the regulations can vary significantly. Most consequential is that each state assigns different levels of liability to snow removal companies.

Some do not hold snow removal contractors responsible for third-party injuries suffered after snow removal, while others transfer full or at least partial responsibility to the snow removal company both during and after the snow is cleared.

Even if you aren’t liable for injuries suffered after snow removal, your liability is never completely eliminated. That means commercial general liability insurance is among the most important policies your snow removal company needs.

This insurance helps with the cost of defending your business against claims of property damage or physical injury caused by your company, either at your own offices or at a client’s property during snow removal. Depending on the policy, coverage may also apply even after the job is complete.

If your company is ultimately found at fault, the policy also helps with the cost of any awarded damages or medical expenses.

Confirm with your insurance professional if you need to add a snowplow completed-operations endorsement to your policy. This endorsement extends liability protection to incidents that happen after you’ve finished removing the snow and are not even on the property. For example, an endorsement would kick in if someone slips and falls in a parking lot you’ve cleared or a pile of snow you pushed to the side physically damages something.

Also make sure your policy covers rooftop snow removal if that is a service you provide. That activity poses special risks.

Beyond liability

In addition to liability protection, your insurance checklist should include:

Commercial truck/auto

This type of policy covers vehicles, snowplows or equipment used to haul vehicles to your work site. If you have several vehicles, your agent or broker will talk to you about fleet insurance, which is an efficient way to cover all your vehicles on one policy.

If your employees or subcontractors use their own vehicles for snow removal, understand that their personal auto policies do not apply to business use. You can add hired and nonowned insurance to protect your employees’ personal vehicles. And you should require subcontractors to provide their own proof of insurance with liability levels at least equal to your own limits.

Discuss any detachable equipment, such as snow blades, with your insurance professional to ensure it is included.

Of additional note: It is common for landscaping companies to augment income in winter months by plowing snow. Do not assume your current vehicle insurance extends to snow removal jobs. Confirm your coverage with your insurance professional.

Commercial property

Whether you own or lease a business space or operate your business from home, commercial property insurance helps with the cost of damage or loss of physical assets owned by the business. These include computers and technology, tools, furniture and other possessions. Losses related to theft, vandalism, fires, storms, explosions or burst pipes are typically covered, while those caused by earthquakes, floods or wildfires require an add-on policy specific to those perils.

You may want to add other coverages to your commercial property policy as well, depending on your business model. As an example, you may want equipment breakdown insurance to cover the repair or replacement of valuable equipment due to electrical or mechanical issues. Or you may want business interruption insurance to replace lost income if a covered physical loss forces you to halt your operations.

Talk to your agent or broker about off-season use and storage of your equipment as well.

Errors and omissions (E&O)

Also known as professional liability, this type of insurance protects you if someone accuses you of making a mistake that costs them money or causes them harm. Examples include negligence, errors in services provided, omissions, misrepresentations and inaccurate advice.

For example, say your employees didn’t show up at a client location or clear all required surfaces, making it impossible for the client to open for the day. While general liability would not cover you because third-party physical damage or personal injury did not occur, E&O coverage might apply.

Workers’ compensation

Most states require employers to carry workers’ compensation insurance. Depending on the number of employees you have, you may need to purchase this insurance to provide for medical expenses and/or lost wages caused by workplace injuries. Note that if you use independent contractors, you need to consult a labor lawyer as well as your insurance professional, since the government is cracking down on the misclassification of workers. Depending on how you structure your relationship with contract workers, you could be considered their employer, even if for a very short period. And you might need to include them on your workers’ compensation policy.

Umbrella insurance

There is always risk of a loss greater than your policy limits. To protect against catastrophic loss, an umbrella policy can provide backup protection by picking up where your primary insurance leaves off. An umbrella policy cannot be used as a replacement for a primary policy, but it does allow you to control costs by maintaining lower primary policy limits without leaving yourself exposed, should a large liability claim occur.

Customize your options to get the right coverage

As a snow removal company, you have several options for insuring your business. The policies discussed above are traditional methods, but there are more innovative products you may wish to consider.

One is an insurance program designed for snow removal and lawn care companies. An insurance program typically bundles multiple coverages for a client so you don’t have to build a full suite piecemeal. There are also business owner policies and insurance package polices that achieve a similar outcome — the fullest protection assembled into a suite specifically for your needs.

Talk to your agent or broker about these options since they are designed to be highly effective and affordable.

Contact Us

To learn more about unique public sector risks and how to address them, contact OneGroup’s team.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Understanding Medicare Annual Enrollment (AEP)

Skylar Revette | November 19, 2025

African Senior people gardening with flowers in backyard house Couples fun and hobby concept

Medicare Annual Enrollment 2025 runs from October 15 to December 7, offering beneficiaries and caregivers a vital opportunity to review, compare, and update Medicare coverage options for the year ahead.

The Medicare Annual Enrollment Period (AEP) occurs annually from October 15 to December 7. This window allows Medicare beneficiaries to make changes to their coverage for the upcoming year. Individuals can switch from Original Medicare to a Medicare Advantage Plan (Part C), change from one Medicare Advantage Plan to another, or join, drop, or switch Medicare Prescription Drug Plans (Part D). These changes take effect on January 1 of the following year. Reviewing coverage during AEP is essential, as health needs, provider networks, and medication formularies can change from year to year. Beneficiaries are encouraged to use the Medicare Plan Finder tool to compare plans based on cost, coverage, and convenience – as well as connect with a local broker who has a grasp on local plan offerings and plan changes from year to year.(Centers for Medicare & Medicaid Services [CMS], 2025a).

Special Enrollment Periods (SEPs)

Outside of AEP, Special Enrollment Periods (SEPs) allow individuals to make changes to their Medicare coverage due to specific life events. These include moving to a new address, losing current health coverage, qualifying for Medicaid, or entering or leaving a Program of All-Inclusive Care for the Elderly (PACE). SEPs provide flexibility for those whose circumstances change unexpectedly, ensuring continued access to appropriate healthcare coverage (CMS, 2025b).

Medigap Enrollment Insights

For those enrolled in Original Medicare, Medigap policies help cover out-of-pocket costs such as copayments, coinsurance, and deductibles. The Medigap Open Enrollment Period begins the month when a person turns 65 and is enrolled in Medicare Part B, lasting for six months. During this time, insurance companies cannot deny coverage or charge higher premiums due to pre-existing conditions. After this period, applicants may be subject to medical underwriting, which could affect eligibility and cost (Medical News Today, 2025).

The Role of Caregivers During AEP

Caregivers are instrumental in helping Medicare beneficiaries navigate the complexities of enrollment. They often assist with comparing plans, understanding coverage options, and managing paperwork. Caregivers can use tools like the Medicare Plan Finder to evaluate plans based on prescription needs and provider networks. Additionally, they can access free, unbiased counseling through the State Health Insurance Assistance Program (SHIP), which offers personalized guidance during AEP and throughout the year (SHIP, 2025).

Medicare Coverage for Caregiver Services

While Medicare does not typically pay for long-term caregiver support, it may cover certain home health services if the beneficiary meets eligibility criteria. These services include part-time skilled nursing care, physical therapy, and medical social services. In some cases, when a beneficiary qualifies for Medicaid or is receiving hospice care, caregiver-related services may be covered. Understanding these nuances is crucial for caregivers managing the health and well-being of loved ones (CMS, 2025c; Medical News Today, 2025).

Additional Support for Caregivers

Federal resources such as USA.gov AND MEDICARE.GOV provide valuable information for caregivers, including guidance on financial assistance, respite care, and legal protection. These resources help caregivers navigate their responsibilities while ensuring that beneficiaries receive the support they need (USA.gov, 2025).

To Learn More

Call 800-269-1830 and talk to our Medicare team to ensure you have time to make an informed decision.

References

USA.gov. (2025). Disability and Caregiver Resources. Retrieved from https://www.usa.gov/disability-caregiver.
Centers for Medicare & Medicaid Services. (2025a). Medicare Open Enrollment Partner Resources. Retrieved from https://www.cms.gov/priorities/key-initiatives/medicare-open-enrollment-partner-resources
Centers for Medicare & Medicaid Services. (2025b). Special Enrollment Periods. Retrieved from https://www.medicare.gov/basics/get-started-with-medicare/get-more-coverage/joining-a-plan/special-enrollment-periods
Centers for Medicare & Medicaid Services. (2025c). Home Health Services. Retrieved from https://www.medicare.gov/coverage/home-health-services
Medical News Today. (2025). Can Medicare Pay for a Caregiver?. Retrieved from https://www.medicalnewstoday.com/articles/can-medicare-pay-for-a-caregiver
State Health Insurance Assistance Program. (2025). OEP Blog. Retrieved from https://www.shiphelp.org/blog/oep/

We are not a government agency. We are licensed insurance agents who discuss insurance programs such as Medicare Advantage, Medigap, and Medicare Part D Prescription Drug Coverage. Any information we provide is limited to those plans we do offer in your area. Please contact Medicare.gov or 1-800-Medicare to get information on all of your options.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Protecting Your Child From Identity Theft

Skylar Revette | November 18, 2025

Science technology concept. Education technology. EdTech.

Child identity theft can go unnoticed for years. Learn how to spot it and protect your child’s information.

Bad guys could steal your child’s identity or personal information to commit fraud or synthesize a new identity. Your child’s personal information is a blank slate, and that’s the perfect playground for a long-haul identity theft operation.

Even if your child is a minor, that won’t stop criminals from changing a birth year to scam a loan. Learn how to spot child identity theft and protect your child’s information.

Signs of possible child identity theft

Some child identity scams go undetected for years. The theft becomes evident only after the victim grows up and is denied:

A college or car loan
A home or apartment lease
A phone or utility service
Government benefits

There are some red flags you can watch for in the meantime, however. Your child might receive correspondence in their name, such as:

Letters from collection agencies looking to settle unpaid debts
Letters from the IRS requesting taxes
An approval (or denial) of unemployment benefits
Loan or credit card preapproval offers
Offers for auto, renters or home insurance

Parents might also discover:

Unrecognized doctor’s visits or medical procedures for their child listed on their health insurance statements
Letters about being a cosigner on a credit card in their child’s name

Child identities are an untapped opportunity for scammers

A blank slate won’t set off credit monitoring alarm bells, so it’s easy for fraudsters to do their thing. Without a credit history, the fraudulent activity may appear as someone building their credit, even if that someone is your 7-year-old. An unchecked identity can go a long way.

Personal information is sold on the dark web, allowing scammers to use your child’s data to do things like:

Apply for government benefits (unemployment, health care or nutrition assistance)
Open a bank or credit card account
Apply for utilities (water, gas, electricity or phone service)
Apply for a student or personal loan
Rent a place to live
Buy a house
Secure a job

Trash can be information treasure for criminals

Be careful not to discard trash containing personal information. You could be unwittingly handing over valuable bits for synthesizing an identity, like:

Names
Social Security numbers
Street addresses
Birthdates
School information
Medical information
Printed emails — A discarded email could expose your child’s legal name, nickname, school, medical history or other sensitive data.

Even if you shred most of your personal information, you might overlook the boring stuff criminals count on when running a scam. Criminals don’t need a complete roster of information to inflict damage.

The many ways your child’s personal information can be exploited

Your child’s information could pass to multiple criminal buyers for various scams, such as financial or trafficking exploits.

Criminals exploit the powerful tidbits they’ve pieced together to bait children and gain their trust. A scam communication seems legitimate and engaging when someone mentions familiar terminology, interests or hangouts.

If someone steals your child’s identity

If you suspect someone has used your child’s information to commit fraud, follow this advice from the Federal Trade Commission (FTC) and Consumer Protection Financial Bureau:

Close the fraudulent accounts — Alert the companies involved. Ask for written confirmation that your child isn’t responsible for the bill. Keep copies of these letters.
Contact the three credit bureaus —Send the credit bureaus a completed copy of the FTC’s Uniform Minor’s Status Declaration form with a letter requesting that they remove all accounts, account inquiries and collection notices from the credit file associated with your child’s name or personal information.
Freeze your child’s credit report — If your child is under 16, you can request a free credit freeze (aka security freeze) to make it harder for someone to open an account in their name. To freeze your child’s credit, you’ll need to contact each of the three credit bureaus:
- Equifax — Freezing Your Child’s Credit Report: FAQ
- Experian — Child Identity Theft Protection
- TransUnion — Fraud Victim Resources
Maintain detailed records and retain them for several years — It can take months to correct inaccuracies and sometimes things fall through the cracks. Keep records of all communications about your child’s identity theft for proof that your child is not responsible for these criminal activities.

Do you have identity theft protection or cyber liability insurance? Contact your insurance company for help with reporting and disputes.

Reporting child identity theft

Report child identity theft to the FTC. Include as many details as possible.

If you live outside the U.S. or are a victim of an international scam, you can report international scams to the International Consumer Protection and Enforcement Network.

Ways to protect your child’s identity

Take proactive steps to protect your child’s information:

Put a freeze on your child’s credit.
Talk to your kids about protecting personal information in real life and online. Empower them to say no if they feel pressured.
Be careful about what you share online.
Make a habit of checking your child’s credit information annually. Some credit cards and independent services offer credit and dark web monitoring, including for minor children.

Ask these questions before giving anyone your child’s Social Security number or identifying information, including your child’s school:

Why do you need it?
How will you protect it?
Do you use encryption and securely shred all paper files?
Can you use a different identifier?
Can you use the last four digits of the Social Security number instead?

Plan how you can safely store or dispose of files with identifying information:

Store birth certificates, passports, life insurance policies, wills and other important identifying information in a locked file cabinet.
Consider purchasing a virtual private network plan to encrypt your data at home and on the go.
Remove address labels from packages before recycling them.
Peel labels off medication bottles before recycling them. Shred the identifying information on the paper inserts.
Purchase a quality crosscut or confetti document shredder that can manage staples, paper clips, CDs and external drives. Refer to the National Security Agency/Central Security Service’s evaluated products list for paper shredders if you’re unsure where to start. Or check for free secure shredding events in your area.
Wipe or secure erase computer disks to remove data before retiring or recycling them.
Remove memory cards and perform hard resets on tablets, smartphones and office equipment to reset the data to factory defaults.
Securely destroy computer drives and embedded memory on office equipment using magnetic media degaussers (magnetizing) or solid-state destruction (shredding, crushing or disintegrating) before discarding them.

Contact Us

Your child’s personal information is an identity scammer’s day at the park. Knowing what to watch out for is a great first step, contact our Personal Insurance Team for more information.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Are You Covered for Business Interruption After a Catastrophe?

Skylar Revette | November 14, 2025

After a major disaster, it can take more time than you might expect to get your business back on track. Many businesses don’t survive because they either lack business interruption coverage or have inadequate limits for that coverage.

A hurricane hits. A tornado strikes. A fire rips through your premises. If your business is marked as unsafe after a catastrophe, what recourse do you have? Will all be lost? Not necessarily, if you have business interruption insurance.

Unfortunately, many entrepreneurs are unaware of the true cost and impact a catastrophe can have on their business operations. The Federal Emergency Management Agency reports that nearly half of businesses don’t reopen after a catastrophe or other disaster and another 25% fail within a year. Many businesses don’t survive because they either lack business interruption coverage or have inadequate limits for that coverage.

What does business interruption insurance cover?

Also known as business income insurance, business interruption insurance is designed to assist with lost revenue that a business suffers after a covered peril. For example:

It helps to cover the expense of temporarily relocating a business due to disaster-related damage covered under the insurance policy, such as a fire.
It helps to cover the income that would have been earned had the disaster not occurred. Business income is based on financial records and generally involves looking at the previous 12 months and estimating earnings for the upcoming 12 months. Contact your insurance professional for assistance with business income calculations and maintaining supporting documentation.
It helps to cover operating expenses, such as utilities, payroll, a mortgage or rent, which may need to continue even though business activities have come to a temporary halt.
It can assist with advertising costs incurred due to the temporary relocation of your business.

It’s important to note that business interruption insurance does not cover losses suffered due to pandemics. Business interruption insurance is an endorsement to your underlying commercial property/casualty policy or package policy, such as a business owners policy. It normally requires some form of property damage to trigger the policy. Additionally, most business interruption policies have specific exclusions related to disease, viral or bacterial outbreaks.

When coverage starts… and ends

Business interruption coverage isn’t sold separately; it’s added to a commercial property insurance policy or included in a package policy. There may be a waiting period of up to 72 hours before business interruption coverage kicks in, depending on how your policy is written.

In order for the coverage to be triggered, your business must suffer an actual loss of business income as a result of suspended operations during a period of restoration. However, if the business isn’t continuing at the affected location, and isn’t going to be repaired or replaced, there’s no period of restoration. Therefore, there would be no business income coverage.

After a major disaster, it can take more time than you might expect to get your business back on track. Coverage extends to time periods and financial limits that are specific to the policy. Talk to your insurance professional about these policy limits and make sure they adequately protect your business income in the event of a catastrophic loss. You may want to consider widening the standard coverage by extending the time to restore or income limits.

Here’s something else you may want to consider: contingent business interruption coverage. This form of small-business insurance is typically added as a rider to a business interruption insurance policy. Contingent business interruption coverage can help if you lose significant revenue and are unable to continue to do business after a key supplier, business partner or customer shuts down. It provides cash to help you cover payroll, rent and other expenses necessary to keep your business open.

What to do after a disaster hits

If a disaster impacts your business, your first priority, after ensuring everyone is safe, should be to file a claim with your insurance company. If possible, take photos to document the damage. By streamlining the claims process, you’re likely to receive the money you need and lessen the impact on your business.

Next, reach out to everyone closely involved with your business, including employees, vendors and customers. Let them know what happened, explain the steps you’re taking to address the situation and tell them when you expect to reopen. Finally, consider setting up an alternative business location.

By filing a claim as quickly as possible and staying in communication with everyone impacted by the business closure, you can help to minimize the financial damage to your company.

If you’re not sure how much coverage or the types of riders you may need, speak with your insurance professional.

Call us for more information

We’re ready to assist you in the case of a disaster, reach out to our Business Insurance team.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Do You Employ Domestic Workers? Homeowners Insurance May Not Cover Your Risks

Skylar Revette | November 13, 2025

Mother looking at a child playing with an educational didactic toy

Only specialized coverage can protect you if a domestic worker files a lawsuit. Let’s talk about employment practices liability insurance, even if you don’t feel like an “employer” in this situation.

Your homeowners liability policy protects you from third-party claims, but what happens when a domestic worker sues you? You may be considered their employer, which means you’re potentially exposed and unprotected. Employment practices liability insurance (EPLI) can help.

A domestic worker could file a lawsuit against you, just like an employee

You might have hired through a service or agency, thinking this would reduce your hassle and legal exposure. But depending on the agency’s insurance and the employment arrangement, you might still be at risk. Your assets or public image could also make you a target, even if the court eventually dismisses the lawsuit.

When you consider your liability exposure from an employer’s perspective, you’ve got a few risks to contend with: discrimination, harassment and wrongful termination.

EPLI can help, and we can help you understand what’s covered.

Even if you’re innocent, defense costs can be steep

Even if the court dismisses the claim, you still have to mount a legal defense. And if you’re found liable, the finding could come with a weighty judgment against you. Then again, you might opt to settle out of court before a trial. Either way, your costs could easily run into six or seven figures.

EPLI helps offset the costs

EPLI can help protect your assets and provide a legal defense if you’re sued. Coverage can help with allegations of:

Sexual harassment
Discrimination
Wrongful termination
Wrongful discipline
Breach of employment contract (traditionally a written contract, but it can be oral)
Failure to employ or promote
Emotional distress (witnessing a violent incident or harassment, for example)
Mismanagement of benefits (exclusions apply)
Family and Medical Leave Act violations

Some insurance companies may appoint a law firm for you. Depending on the situation, this can be good. They’ll select a law firm with the right kind of experience, and they might negotiate a settlement before the claim goes to trial. However, the settlement terms will be out of your control if the insurance company controls your defense.

If you want to use your personal attorney, let us know and we’ll check on the available options.

A word on other risk exposures you might have

If your nanny takes a tumble while chasing after the kids, you need to make sure you’re poised to respond. EPLI won’t be the policy to tap for injuries. You might want to consider a workers’ compensation policy, depending on what state you live in.

Also, let us know if your domestic workers drive your vehicles so we can keep your coverage going, even on the road.

WEBINAR: AI at Work: Policy First

Alyssa Woodruff | November 10, 2025

Lawyer, broker or HR manager signing a contract agreement with client or employee. Financial advisor asking for womans signature for insurance, legal paperwork or claim document

Maximize the Impact of the Webinar: Materials and Highlights

Thank you for your interest in the AI at Work: Policy First webinar! You can access the materials below to answer any questions you may have. Need more guidance? Please feel free to reach out to our dedicated Human Resources Consulting team or MVP Network Consulting for assistance.

AI’s impact on the workforce ppt – onegroup

GENERATIVE AI USAGE POLICY – SAMPLE

AI at Work: Policy first – mvp

To learn more about OneGroup’s HR Solutions, please visit our HR Solutions page.

To learn more about MVP Network Consulting, please visit their website.

Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.

Industry Expertise

Business Insurance

Personal Insurance

Employee Benefits

Business Services & Solutions

Hypothermia commonly occurs during the winter and in cool, damp conditions. It can lead to serious injury, illness—or even death.

How Your Body Reacts to Cold Conditions

Watch out for signs of hypothermia

Hypothermia on the Jobsite

A Jobsite Scenario

How to Prevent Hypothermia on Construction Sites

What to Do If You Suspect Hypothermia

Discover how referral programs can increase hiring speed, reduce recruiting costs and reward your workforce.

Simplify your processes

Explore rewards and strategies

Promote the referral program to all employees

Explore your solutions

Insights from our Recent Workers’ Compensation 101 Webinar

Why Does Workers’ Compensation Exist?

How Is Workers’ Compensation Insured?

Calculating Premiums:

Strategies for Controlling Costs

Common Questions Answered

Best Practices for Employers

Conclusion and Resources

Supporting employee mental health: the value of EAPs in the modern workplace

How employee assistance programs (EAPs) can help

Who pays for the coverage?

What services are covered?

Are these services confidential?

How can you be sure your employees will take advantage of an EAP?

For more information

From auto damage to worker injuries, snow removal companies face risk with every job — and in the off-season, too. With good insurance, you can eliminate a lot of your financial peril.

Beyond liability

Commercial truck/auto

Commercial property

Errors and omissions (E&O)

Workers’ compensation

Umbrella insurance

Customize your options to get the right coverage

Contact Us

Medicare Annual Enrollment 2025 runs from October 15 to December 7, offering beneficiaries and caregivers a vital opportunity to review, compare, and update Medicare coverage options for the year ahead.

Special Enrollment Periods (SEPs)

Medigap Enrollment Insights

The Role of Caregivers During AEP

Medicare Coverage for Caregiver Services

Additional Support for Caregivers

To Learn More

References

Child identity theft can go unnoticed for years. Learn how to spot it and protect your child’s information.

Signs of possible child identity theft

Child identities are an untapped opportunity for scammers

Trash can be information treasure for criminals

The many ways your child’s personal information can be exploited

If someone steals your child’s identity

Reporting child identity theft

Ways to protect your child’s identity

Take proactive steps to protect your child’s information:

Ask these questions before giving anyone your child’s Social Security number or identifying information, including your child’s school:

Plan how you can safely store or dispose of files with identifying information:

Contact Us

After a major disaster, it can take more time than you might expect to get your business back on track. Many businesses don’t survive because they either lack business interruption coverage or have inadequate limits for that coverage.

What does business interruption insurance cover?

When coverage starts… and ends

What to do after a disaster hits

Call us for more information

Only specialized coverage can protect you if a domestic worker files a lawsuit. Let’s talk about employment practices liability insurance, even if you don’t feel like an “employer” in this situation.

A domestic worker could file a lawsuit against you, just like an employee

Even if you’re innocent, defense costs can be steep

EPLI helps offset the costs

A word on other risk exposures you might have

We’re here to help

Maximize the Impact of the Webinar: Materials and Highlights