Workplace First Aid Checklist

| September 5, 2024
Person in Yellow Reflective Safety Vest Holding a Pen and workplace first aid checklist

Every worker has the right to a reasonably safe workplace.

Understanding workplace first aid kit requirements and using a checklist is an important way to protect your employees and stay compliant with Occupational Safety and Health Administration (OSHA) requirements.

No matter what type of work is being performed, OSHA’s standard on medical services and first aid requires a person or people to be trained in first aid, with “adequate first aid supplies…readily available” when there isn’t an infirmary, clinic or hospital within a very short (three- to four-minute) drive.

Minimum safety standards

Unless your company is a logging operation, OSHA’s legal standards do not require specific first aid materials. Instead, OSHA has referenced the American National Standards Institute’s (ANSI) and International Safety Equipment Association’s (ISEA) criteria to provide guidelines for employers. 

The number and type of safety kits required at your workplace depends on the number of employees you have, the business layout/location, and the likelihood for serious injury. A low-risk office complex, for example, will require fewer on-hand materials than a high-risk industrial factory. 

Class A (common workplace injuries) first aid kit requirements

Common workplace injuries are minor cuts, abrasions, or sprains. Class A kits are ideal for offices or warehouses with light assembly/packaging. 

For low-risk environments, here are some general guidelines:

  • Small-size kit for fewer than 25 employees
  • Medium-size kit for 25 to 99 employees
  • Large-size kit for every 100 employees

The minimum recommended materials include:

  • Adhesive bandages, 1″ x 3″ (16 total)
  • Adhesive tape, 2.5 yards (one roll)
  • Antibiotic treatments/creams, 1/57 oz. or 0.5 g (10 total)
  • Antiseptic, 0.14 oz. or 0.5 g (10 applications)
  • Bandage roll, 2″ x 4 yards (one roll)
  • Breathing barrier (one total)
  • Burn dressing, gel-soaked, 4” x 4” pad (one total)
  • Burn treatments/creams, 1/32 oz. or .9 g (10 total)
  • Cold pack (one total)
  • Eye coverings, with means of attachment (two total)
  • Eye/skin wash, 1 oz. (one total)
  • Exam gloves (two pair)
  • First aid guide
  • Hand sanitizer, .9 g (six total)
  • Scissors (one pair)
  • Sterile pad, 3″ x 3″ (two total)
  • Trauma pad, 5″ x 9″ (two total)
  • Triangular bandage, 40″ x 40″ x 56″ (one bandage)

Class B (complex workplace injuries) first-aid-kit requirements

Complex injuries occur in high-risk environments like industrial manufacturing or fabrication facilities. 

For Class B environments, here are some general guidelines:

  • Small-size kit for fewer than 5 employees
  • Medium-size kit for 5 to 24 employees
  • Large-size kit for every 25 employees

The minimum recommended materials include:

  • Adhesive bandages, 1″ x 3″ (50 total)
  • Adhesive tape 2.5 yards (two rolls)
  • Antibiotic treatments/creams, 1/57 oz. or 0.5 g (25 total)
  • Antiseptic applications/creams, 1/57 oz. or 0.5 g (50 total)
  • Bandage roll, 2″ x 4 yards (two rolls)
  • Bandage roll, 4″ x 4 yards (one roll)
  • Breathing barrier (one total)
  • Burn dressings, gel soaked, 4” x 4” pad (two total)
  • Burn treatments/creams, 1/32 oz. or .9 g (25 total)
  • Cold packs (two total)
  • Eye coverings, with means of attachment (two total)
  • Eye/skin wash, 4 oz. (one total)
  • Exam gloves (four pairs)
  • First aid guide
  • Hand sanitizer, .9 grams (10 total)
  • Scissors (one pair)
  • Splint, minimum size of 4″ x 24″ (one total)
  • Sterile pad, 3″ x 3″ (four total)
  • Tourniquet
  • Trauma pad, 5″ x 9″ (four total)
  • Triangular bandages, 40″ x 40″ x 56″ (two total)
Location of first-aid kits

Per OSHA regulations, first aid supplies should be easily accessible and in “near proximity” to workplaces. This means a first aid care provider shouldn’t have to travel through several doorways, hallways, and/or stairwells to reach the supplies.

OSHA interprets “near proximity” to mean that emergency care/supplies should be no more than three to four minutes from the workplace location. This interpretation has been supported by both the Occupational Safety and Health Review Commission and federal courts.

Additional first-aid capabilities

OSHA also doesn’t specify a particular program or skill level for first aid training courses. However, it does recommend training should address workplace hazards, life-saving skills, responding to non-life-threatening emergencies (wounds and burns), and CPR training (cardiopulmonary resuscitation, when breathing and the heart have stopped).

Cardiac arrest is a risk at all workplaces no matter what type of work is performed. While OSHA does not require Automated External Defibrillators, you should consider purchasing one or more, depending on the size of your workplace. Employees should be trained in their use.

Contact us

Contact our Risk Management team to learn more about how to maintain safety standards.

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.

Written content in blog post: Copyright © 2024 Applied Systems, Inc. All rights reserved.

Substance Abuse in the Workplace: Training Supervisors and Managers on How To Respond

| September 4, 2024
Substance Abuse in the Workplace Training Supervisors and Managers on How To Respond

When an employee is working under the influence of alcohol or drugs, their performance may be diminished, they may be more prone to error and the odds of them being involved in a workplace accident or injury increase.

Substance abuse can also lead to attendance issues and decreased morale, impacting the productivity of your entire team.

To prevent drugs and alcohol from affecting your workplace, it’s important to train supervisors and managers on:

  • How to spot behavior that might indicate inebriation or addiction
  • Their role in enforcing the organization’s drug and alcohol policy
  • How to document issues related to performance and conduct in an objective and concise way
  • How to counsel employees in a confidential and caring manner so they feel supported and are aware of any employee assistance program (EAP) resources that may be available
  • Federal, state and local labor laws, including the Americans with Disabilities Act (ADA), Family and Medical Leave Act and National Labor Relations Act.
SAMHSA recommendations

The Substance Abuse and Mental Health Services Administration (SAMHSA), which is part of the Department of Health and Human Services, provides guidance on developing substance abuse training for supervisors. Its primary goal is to help supervisors understand their role in enforcing the organization’s drug and alcohol policy.

SAMHSA’s suggestions for building out a comprehensive supervisor training program include:

  • Educating supervisors and managers on the organization’s drug-free workplace policy. Make sure they aren’t just reading the policy. They should understand its practical impact and be committed to enforcing it.
  • Making sure they are aware of any collective bargaining agreement or federal, state or local law concerning prescription drug use that may apply.
  • Teaching them to spot questionable conduct. Supervisors and managers are often an organization’s first line of defense when it comes to performance and attendance issues. Therefore, they need to know how to recognize questionable behavior as it comes up so the situation doesn’t morph into a serious problem that jeopardizes workplace safety or productivity. This includes going over scenarios that illustrate:
    • Changes in performance or attendance
    • Changes in appearance
    • Changes in attitude or mood swings
    • Withdrawing from interactions with coworkers, customers or clients
    • Sleeping on the job
    • Inability to concentrate
    • Getting defensive when questioned
  • Training them on how to draft objective, detailed and iron-clad employee documentation to identify performance and conduct issues. In cases of substance abuse, an employee may habitually call out sick, arrive late to work or leave work early without advance notice. It’s important to impress upon supervisors and managers that the key is to focus on workplace policies and standards that aren’t being followed (for example, if the employee handbook requires employees to notify their supervisor in advance if they will be late to work). Also, educate managers on why they should avoid inserting opinions or making conclusory statements in their notes. Their job is to document the facts.
  • Evaluating how well their documentation stands up to critique. This includes whether the documentation:
    • Addresses the employee’s strengths
    • Specifically describes the job performance or conduct issue
    • Has been provided to the employee, so it’s not a surprise that they’re being written up
    • Discusses (and describes) performance expectations
    • Specifies how to rectify performance or attendance issues
    • Outlines how to go about getting an EAP referral should they decide to seek help
    • Identifies time frames for:
      • Improving performance once the employee is on notice that there’s an issue
      • A follow-up meeting to discuss progress
  • Making sure they don’t sweep concerning behavior under the rug or make excuses for misconduct. If an employee has a conduct or performance issue that could be related to substance abuse, the supervisor could reach out to an EAP for direction. The program can help guide them in conducting a constructive assessment of the situation.
  • Training supervisors on how to act in a caring and supportive manner when an employee is assimilating back to work following a period of recovery. Recovery from substance use issues may have ups and downs, and the ability to maintain sobriety can be improved if the employee feels a connection to their supervisor.

While these are the core recommendations that should be addressed in any training program, SAMHSA notes that a successful program should be customized to fit the unique characteristics of your workplace and employees.

Address ADA-related issues in the training

The Equal Employment Opportunity Commission (EEOC) outlines some key points about the ADA that supervisors and managers should be aware of as they navigate substance abuse in the workplace. For instance, be sure to train supervisors and managers on the following information:

  • It’s perfectly legal to hold employees with substance use issues to the same performance and conduct standards as other employees. “Poor job performance or unsatisfactory behavior — such as absenteeism, tardiness, insubordination, or on-the-job accidents — related to an employee’s alcoholism or illegal use of drugs need not be tolerated if similar performance or conduct would not be acceptable for other employees,” the EEOC notes.
  • It’s an ADA violation to reprimand an employee with an addiction for being late when their tardiness is comparable to other workers who do not suffer from addiction, and there is no direct evidence linking their attendance issues to their addiction. This underscores the importance of ensuring supervisors don’t hold certain employees to a higher standard than similarly situated employees.
  • The ADA permits discipline for violations of workplace policies barring illegal drug use and alcohol in the workplace. Still, discipline must be administered evenhandedly with respect to all employees who commit the same or similar infractions.
  • It’s acceptable to suggest an employee reach out to an EAP in lieu of or in addition to discipline. However, employers are not required to provide EAPs or offer rehabilitation in lieu of discipline. If a supervisor settles on discipline only, that is permissible.
  • If an employee discloses for the first time during a reprimand that they have a drug or alcohol problem, the discipline still stands if they’ve violated “a uniformly-applied conduct rule.” If termination is warranted for the offense, there’s no need for a supervisor to further discuss their purported disability or any request for accommodation they may make. The ADA does not cover cases where employee misconduct is due to illegal drug use.
  • If the poor performance or conduct is attributed to alcoholism, a reasonable accommodation may be owed, so long as the employee hasn’t committed an immediately terminable offense.
  • Supervisors are not required to offer last chances to employees with an alcohol or drug addiction when the misconduct is a direct result of their addiction.

It’s important to thoroughly train supervisors and managers on these parameters to ensure ADA compliance. It’s equally important to educate them on other state or local laws that may afford greater protections to employees. The bottom line: Give supervisors and managers real-life examples of the actions they may take when dealing with an employee they suspect is abusing drugs or alcohol. Teach them about the specific laws that apply to your organization and industry and what they need to do to comply.

Determine if reasonable suspicion training is required by law

Certain industries must conduct reasonable suspicion training for supervisors who manage employees in safety-sensitive roles. This training teaches supervisors to identify signs and circumstances that may indicate drug and alcohol abuse. Industries subject to reasonable suspicion training include, for example, those subject to Department of Transportation (DOT) regulations.

J.J. Keller & Associates, a workplace safety training company, recommends that training covers:

  • How applicable regulations may impact reasonable suspicion testing
  • How to spot signs of on-the-job alcohol and drug use
  • How to proceed at each of the five stages of the reasonable suspicion process (observation, confirmation, documentation, confrontation and testing)

Many of the concepts covered in mandatory DOT training may be useful for organizations outside of covered industries, too. Consider referring to reasonable suspicion training when training supervisors and managers on evaluating whether they have reasonable grounds for suspecting someone of drug or alcohol use on the job.

Supervisors walk a fine line

You want supervisors and managers to be able to confidently address situations where they suspect an employee is abusing drugs or alcohol. But you don’t want them going rogue and making determinations that aren’t backed up by objective facts.

When all the training is said and done, regularly remind supervisors and managers of the importance of maintaining detailed, objective records. And make sure they aren’t rushing to judgment or disciplinary action simply because an employee is acting as though they may be impaired.

Help them understand what they can and can’t say to coworkers about an employee suspected of being impaired on the job. Supervisors should address these concerns directly with the employee in question in a private setting.

Finally, remind supervisors and managers to apply policies in a fair and evenhanded manner. If a supervisor singles out one employee over suspected substance abuse but not others exhibiting the same behaviors or infractions, they could expose the organization to a discrimination claim. Let them know that human resources (HR) and legal counsel are available to help, so they don’t feel the need to navigate these murky issues alone. The sooner HR knows about a situation involving suspected substance abuse, the better.

Contact us

For more information on training supervisors and managers how to respond to substance abuse in the workplace, reach out to our Human Resources Consulting team.

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.

Written content in blog post: Copyright © 2023 Applied Systems, Inc. All rights reserved.

Navigating the Changing Personal Insurance Landscape 

| August 28, 2024
Lightning and Tornado Hitting Village

Insights from Our Recent Personal Insurance Webinar 

In our recent Personal Insurance 101 webinar, our insurance professionals David Weaver and Kimberly Hendrick provided valuable information on insurance for personal assets, such as home, auto, and umbrella insurance. 

 Some main takeaways from their discussion include: 

  • The insurance industry is facing increased rates and stricter underwriting procedures, causing difficulty in finding a policy that is right for home and auto owners. 
  • Some insurance carriers are exiting the market or tightening their approval procedures, which limits insurance options. 
  • Some insurance carriers are increasing deductible amounts to save on premiums. If you decide to increase the deductible, ensuring that it is a feasible amount to pay is crucial.  
  • You may be able to obtain decent rates and discounts for updating safety features on your property, such as water sensors, security devices, and safety training courses. 
  • Umbrella insurance  is a great option to cover liability losses that may exceed the limits of your primary insurance. This comes into play in the event of a claim with severe injuries or damages. 
  • Endorsements on primary insurance can cover many damage-causing events relevant to the property and save thousands of dollars. Examples of endorsements include, but are not limited to, water backup and sump pump overflow, equipment breakdown, underground utility line coverage, and identity fraud coverage.  
  • Catastrophic losses, such as damage from tornadoes and hurricanes can be classified as “get-one-free” events, or “one free pass”, which don’t typically impact your future insurability. Review your policy for specifics on catastrophic loss coverage.  

If you have any questions, or would like to review your personal insurance policy, please don’t hesitate to contact our team.

image

David Weaver

VP, Insurance Account Executive

DWeaver@OneGroup.com

607-353-3963

PL Kim Hendrick White 030124

Kimberly Hendrick

Claims Manager

KHendrick@OneGroup.com

607-353-3971

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.

Strategies To Connect Employees to Mental Health Benefits

| August 22, 2024
Shot of a mature psychiatrist sitting with her patient during a consultation in her clinic. This can help your employees with their mental health.

Stress, anxiety, depression, burnout and other mental health conditions are challenging workplaces across regions and industries.

More than 50 million Americans are dealing with a mental illness, according to the nonprofit Mental Health America. And 34% of employees report declining mental health, notes the human resources association SHRM. 

Making matters worse is a lack of connection to mental health services. Mental Health America reports nearly 30% of adults cannot access the mental health care they need.

Accessibility issues

Many employers are trying to add in-network mental health services and providers. But a shortage of mental health care providers means inaccessibility will likely remain a significant challenge.

Wait times for mental health providers can range from days to months. Employee Benefit News reports many providers are so busy they aren’t accepting new patients. The scarcity of providers means some employees can’t access treatment at all or experience worsening mental health conditions due to delayed care.

An additional challenge is that the first available mental health care provider may not be the right match for an employee. Patients need to feel a strong, comfortable connection with the provider. This is especially true for counselors, therapists and psychiatrists. According to Employee Benefit News, it often takes patients two or three attempts to find the right therapist.

Despite these challenges, there are strategies to help your employees get the care they need. And there turn on investment can be substantial, notes SHRM. Returns include:

  • Improved attendance, engagement and productivity
  • Reduced rates of stress and related chronic conditions
  • Increased employee retention and job satisfaction
How employers can help

There isn’t a single answer to accessibility issues in mental health care. But these eight strategies can help you understand employee needs, identify potential solutions and increase pathways to mental health treatment.

Frequent communication 

Communicating regularly about workplace mental health can normalize the issues your employees face. It can also increase the usage of your existing mental health benefits. 

Mental health affects every aspect of life and work. Organizations are increasingly including mental health resources in various employee communications to reflect this breadth of mental health needs. 

Don’t limit messaging to communications during open enrollment and employee onboarding. Instead, reinforce mental health benefits when communicating about other aspects of your organization, including new business developments, growths or reductions in your workforce, productivity and sales benchmarks, and more. 

Frequent communication encourages employees to discuss their challenges and helps them find solutions. As you communicate, address differences that can occur among different genders and races. 

SHRM notes that 70% of women value mental health benefits, compared with 49% of men. Yet men are over 3.5 times more likely to die by suicide. Social and cultural norms may dissuade men from discussing or seeking mental health treatment. 

These disparities are also seen in different racial groups. SHRM notes that a lack of diversity among healthcare providers may explain lower rates of nonwhite employees seeking mental health treatment. 

To overcome hesitation among employee groups not seeking treatment, communicate the importance of diversity in mental health providers and treatment options. Securing providers with similar traits, backgrounds and experiences to those of your employees can help bridge gaps in access. 

Employee surveys

Ask employees about their mental health needs. Anonymous surveys can reveal mental health challenges in your workforce. 

Surveys can also pinpoint challenges related to access or affordability. Employee insights can lead to two immediate actions: 

  • If your current benefits align with employee needs, increase your communications and direct employees to these resources. 
  • If you uncover unmet needs, strategize with your broker or benefits adviser to address gaps in mental health benefits.

Care integration

Integrate mental health treatment with primary care. Encourage transparency between employees and their doctors. And reduce barriers to referrals and appointments with mental health professionals. 

Transparency is important because primary care doctors don’t always need to refer patients for mental health needs. SHRM notes that primary care clinics can address many mental health conditions, including stress and anxiety disorders, eating disorders and attention-deficit/hyperactivity disorder. 

Employee assistance program

Promote the mental health benefits within your employee assistance program (EAP). EAPs provide confidential resources at no cost to employees. They typically connect employees to mental health counselors trained to meet their needs. 

Many EAPs provide three to six counseling sessions for free. They can also connect employees to additional mental health care providers if they need further treatment. 

Despite these resources, EAPs are often underutilized. Regular messaging can normalize and promote EAP usage.

Community care

Remind employees about community-based care options. For example, SHRM reports that walk-inMinuteClinics at CVS Health offer nurse practitioners who can assess patients for anxiety, depression and other mental health challenges. Some clinics also provide social workers to address health issues or connect patients to specialists.

Virtual care

Virtual care options can reduce waiting times to speak to a mental health provider. Telehealth increases access to providers beyond employees’ geographic locations, often at a lower cost than in-office visits.

In addition, virtual pharmacies may offer prescription drugs at lower prices. These savings can increase medication access and adherence for those facing financial challenges. Virtual pharmacies often provide online access, refill reminders and free delivery. Pharmacists can consult with employees by phone or video.

Plan navigation

Your carrier may have plan navigators to help employees locate potential providers and schedule appointments. This service can be vital for individuals facing depression and anxiety because it removes roadblocks to care. For example, a navigator may be better equipped to pursue multiple options if the first provider is not seeing new patients.

Some carriers have mental health care case managers who follow up with patients facing more severe mental health challenges. Case managers typically check in following emergency room visits, inpatient treatment or new prescription medications.

Online resources

Mental health apps provide another avenue for treatment. Free or subsidized apps can offer employees valuable tools and resources. Examples include self-guided mental health assessments and cognitive behavioral therapy. 

In addition, insurance carriers often provide their own apps to improve the patient experience and connect employees to in-network providers. Carrier apps are another option for reducing financial and accessibility issues.

More information is available

For additional information on mental health benefits, contact our Employee Benefits team. They can help you explore mental health trends, identify employee needs and examine solutions.

This content is for informational purposes only, should not be considered professional, financial, medical or legal advice, and no representations or warranties are made regarding its accuracy, timeliness or currency. With all information, consult with appropriate licensed professionals to determine if implementing any recommendations would be in accordance with applicable laws and regulations or to obtain advice with respect to any particular issue or problem.

Copyright © 2024 Applied Systems, Inc. All rights reserved.

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

Renters Who Think They Don’t Need Insurance Are at Risk

| August 21, 2024

Renters often overlook the value of their own property

They may not realize that they could be held financially liable if another person is injured (or if that person’s possessions are damaged) while at their apartment, rented home, dormitory or off-campus housing.

Renters insurance is smart and affordable

Renters insurance can help with all of these issues — and we can help you find a solid renters policy that is remarkably affordable.

Many landlords, colleges and universities require renters insurance. But even if this isn’t a stipulation of your rental agreement, it simply makes smart financial sense. Most coverage is quite affordable, averaging just $187 a year in the U.S.

Consider the value of your furniture, mobile phone, computer, jewelry, sports equipment and wardrobe. The average renter owns $20,000 to $30,000 worth of goods.

For pennies on the dollar, renters insurance can help you protect the value of those items and shield you from the financial consequences of a lawsuit if someone blames you for their loss or injury. You may also get help with the cost of moving if your rented unit becomes uninhabitable.

How we can help
  • Select an appropriate policy based on your assets and financial risk
  • Pinpoint the deductible you’re comfortable carrying, which is how much you’d pay on a claim before the insurance kicks in
  • Identify whether you should insure your goods for actual cash value (how much they are worth at the time of loss) or replacement value (how much it would cost to replace them with items of similar value and quality)
  • Provide proof of insurance if requested by your landlord
Our clients

We are pleased to insure apartment and home renters, as well as students living in dormitories or other campus housing.

What standard renters insurance covers
  • Storm damage
  • Accidental breakage and damage
  • Theft
  • Temporary living expenses if you are displaced from your rental
  • Personal liability to cover your responsibility for another individual’s medical expenses, lost wages or property replacement
Additional (optional) policies and endorsements
  • Money, bank notes and coins
  • Business property
  • Securities and negotiable instruments
  • Watercraft and related items
  • Jewelry and furs
  • Firearms
  • Silverware and goldware
Service Highlights
  • Customizable coverages, limits and deductibles
  • Policies built to protect your unique assets
  • Responsive, friendly claims professionals
  • Easy claims reporting process
Get in touch today

Even if you’re not sure you need renters insurance, give us a call or send us an email and we’ll talk — no obligation. We’ll explain how you can make sure you’re fully protected.

Reach out to our Personal Insurance team.

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.

Written content in blog post: Copyright © 2024 Applied Systems, Inc. All rights reserved.

Creating an Effective Emergency Evacuation Plan for Municipalities

| August 20, 2024
Green evacuation sign which is a good way to identify exits during an emergency evacuation plan in a municipality building

Building an emergency evacuation plan for your municipality involves thoughtful preparation and consideration of potential hazards

Whether it’s a town hall, community center, or other municipal facility, follow these key steps to ensure a well-organized and effective evacuation plan: 

  1. Assess Hazards: Begin by identifying potential risks specific to your municipality. Consider natural disasters (such as floods, storms, or earthquakes), fire hazards, chemical spills, and other emergencies that could impact your buildings. 
  2. Emergency Response Team: Appoint a dedicated emergency response team. These individuals should be well-trained and responsible for coordinating and executing the evacuation plan during emergencies. Designate floor wardens or emergency coordinators for different areas within your buildings. 
  3. Clear Evacuation Routes: Create easy-to-understand evacuation maps for each municipal building. Highlight primary and secondary evacuation routes, assembly areas, and the locations of essential emergency equipment (such as fire extinguishers and first aid kits). 
  4. Employee Training: Regularly train municipal employees, tenants, and visitors on evacuation procedures. Ensure they know how to respond to various emergencies and where to gather during evacuations. 
  5. Effective Communication: Establish communication protocols. Use alarms, public address systems, or text notifications to alert occupants about emergencies and provide evacuation instructions. 
  6. Accessibility Considerations: Take into account the needs of individuals with disabilities. Install ramps, designate accessible evacuation areas, and provide necessary assistance devices. 
  7. Drills and Exercises: Conduct regular evacuation drills. Familiarize occupants with the procedures and identify any areas that may need improvement. Practice ensures a swift and safe evacuation. 
  8. Collaborate with Emergency Services: Establish communication channels with local emergency services (fire department, police, etc.). A coordinated response is crucial during emergencies. 
  9. Periodic Review and Updates: Regularly review and update the evacuation plan. Consider changes in building layout, occupancy, and any new local regulations. 
  10. Post-Emergency Procedures: Develop procedures for accounting for all occupants after evacuation. Facilitate the safe re-entry of the building once authorities deem it secure. 

Remember, municipal emergency preparedness is a collective effort involving building management, employees, tenants, and emergency responders. By working together, you can ensure a swift and safe response during critical situations. 

Contact Us 

To learn more about unique municipality risks and how to address them, contact our OneGroup Municipality team. 

Matt Maguire, Regional President, North Country at MMaguire@OneGroup.com. 

Todd Goodman, Risk Management Consultant at TGoodman@OneGroup.com. 

Learn more about risk management services from OneGroup.

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.

Written content in blog post: Copyright © 2024 Applied Systems, Inc. All rights reserved.

Insure Your Real Estate Agency Against Liability Claims

| August 13, 2024
Realtor outside home for sale with real estate sign. Protect your agency with the right insurance coverage.

Liability lawsuits have the potential to financially destroy your real estate agency. Ensure you have the right insurance coverage to protect it.

Some real estate agencies choose to bundle coverage in a business owners policy (BOP), while others pick program insurance, which is a tailored, plan-specific policy. Either way, liability insurance is a key part of protecting your business.

Clients place trust in their real estate agents to find them a home that fits their needs. But what happens when these trusted agents fail to disclose necessary information about a property? What if parts of the house are damaged during a showing? What if client assets are misappropriated or lost during a transaction? All of these are common scenarios, and each scenario needs specific treatment in your insurance program. 

Professional liability insurance

Sometimes called errors and omissions insurance, this coverage protects you from claims that you failed to disclose important information about a property or made statements that ended up being untrue. Most policies cover your legal expenses and settlements or any penalties you must pay to the injured party. There are three primary exposures real estate agents should insure.

  • Errors and omissions: Did you fail to disclose to your clients that the basement of the property they recently bought floods every spring? Did you tell your clients that the kitchen of their newly purchased home was recently renovated when really it was over 10 years ago? Both cases would qualify as an error or omission if the information was omitted mistakenly. But if you intentionally make a false representation, that’s not covered.
  • Negligence: Negligence occurs when clients claim a real estate agent should have known something specific about a property, but didn’t, and failed to take appropriate action. As a real estate agent, you should have knowledge of the property being sold and the surrounding neighborhood. For example, if a client buys a property next to a lot owned by a developer who later starts construction on a new high-rise building that obstructs their view, you could be sued for negligence. You should have researched who owned the lot next door and disclosed that information to the buyer at the point of interest.
  • Misrepresentation: The only type of misrepresentation covered by insurance is when an agent makes a persuasive statement about a property that they believe to be true but actually isn’t. Let’s continue with the previous example of an empty lot owned by a developer. You’ve done your research and there are no signs pointing to the fact that it is owned by a developer. If you tell your client that the lot next to their property is empty and unowned because you genuinely think it is (and you were wrong), this is misrepresentation. You may be sued for their loss of property value, but your insurance would likely step in to help. However, deliberate false representation is considered fraud and isn’t typically insurable.

There are several other scenarios that can be covered by professional liability insurance, so it is important to talk to your insurance agent or broker about the span of the coverage being offered.

General liability insurance

General liability insurance protects your business from the more common forms of client lawsuits. What is typically covered by a general liability plan?

  • Client injury: General liability plans protect your real estate business if someone is injured in your office or while viewing a property you are showing them. This coverage is particularly important if you mostly work as a “buyer agent.” With clients viewing and walking through several unfamiliar properties, the risk of injury is high. Keep in mind that these plans cover client injuries only. (If you have several agents working under you, your workers’ compensation insurance would respond to employee injury claims.)
  • Property damage: If an agent or agency employee causes damage to a property, general liability would cover that cost. This includes houses you are contracted to sell as well as other houses you are showing to your buyers.
Cyber liability insurance

Real estate transactions are a juicy target for cyber criminals. Some use email to pose as banks or other money handlers and trick agents or customer service representatives into providing the personal data of buyers or sellers. Some hack directly into agency systems to steal customer data. In all cases of a cyber breach, there is a potential for your agency to be sued and have to pay damages for any client financial losses.

Crime insurance

Also called a fidelity bond, this protection steps in if someone in your agency steals. It can apply to money, securities and even the property of another entity (for example, something from a home being shown). Your agency can cover a few individuals or a wide swath of your employees. It all depends on who has access to valuables.

Business auto

Real estate agents and brokers drive for business all the time. If your employees drive their own vehicles and cause an accident in the course of work, your business could be named in a lawsuit for compensation. You would normally need nonowned commercial auto insurance, since your company doesn’t own the vehicle. If you do own the cars that your employees use for business, your insurance coverage should clearly name all drivers and vehicles. Make sure you have medical payments coverage in case others are injured in an accident.

What can affect your premiums?

There are several factors that can affect premiums: 

  • Location: Your premiums may be higher if your area of operation is considered high risk.
  • Previous liability claims: Just as your car insurance premiums increase with every citation or accident claim, so will your liability policies. If you or your agency have a history of liability claims, your premiums will be higher. 
  • Coverage limits: If your agency has several employees, you will need more insurance — that is, a higher limit (or maximum payout). Higher limits mean higher premiums. 

Your agency can do a lot to reduce risk of loss and prevent claims. Full and accurate disclosures on every transaction, careful driving, a safety-first program for showing properties, and rigorous and routinely updated cybersecurity hygiene can keep your liability claims low. Ask your insurance professional about risk management suggestions if you don’t already have a formal plan.

For more information

Your insurance professional will work with you to build a plan that fits your exposures and your budget. Reach out to our OneSelect team for a quote.

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.

Written content in blog post: Copyright © 2020 Applied Systems, Inc. All rights reserved.

OneGroup is a 2024 Top 100 Insurance Agency

| August 12, 2024
Top 100 2024

Insurance Journal’s 2024 Top 100 Property & Casualty Agency

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OneGroup is proud to announce our continued rank on the Insurance Journal’s Top 100 Property and Casualty Insurance Agency list. At OneGroup, our ultimate goal is to help our clients find success in their business and personal ventures.

In August 2024, were named 66th out of America’s top 100 property and casualty insurance agencies by the Insurance Journal, one of the most read national property and casualty publication for independent insurance agents and brokers. OneGroup has risen almost 10 places from ranking 75th last year. “We are honored to continue moving up in the list of top insurance agencies across America,” OneGroup CEO, Pierre Morrisseau, stated. ” Our team’s devotion and commitment to our clients attests to this.”

OneGroup ranked 3rd place for bank-owned property and casualty insurance agencies. We have advanced four places since the previous ranking was released last August. This list is developed by the revenues produced by all of the insurance agencies in America whose business is primarily retail as opposed to wholesale. This ranking does not include our employee benefits, risk management, or HR consulting services.

We will continue to support our clients and work hard to ensure that all their goals are met. Thank you to all our clients for allowing us the opportunity to work with you. To read the list in its entirety, click here.

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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.

Find this Article Helpful?

Visit our Library of Resources for More!

VIEW ALL RESOURCES

ONEGROUP EXPERTS ARE READY TO HELP

Fill out the form below and an expert from OneGroup will contact you.

For Immediate assistance call 1-800-268-1830

Coverage cannot be bound or altered and a claim cannot be reported without confirmation from a representative of OneGroup.

NYS 2024 Workers’ Compensation Updates

| August 12, 2024
Construction worker hammering while wearing a blue hard hat and orange construction vest. Workers compensation updates can affect premiums paid for employees. Photo by Burst

By: Brett Findlay, ARM, CRIS, Sr. VP, Business Risk Specialist

NYS Department of Financial Services Approves Workers’ Compensation Rate Decreases

There have been significant changes applicable to New York State workers’ compensation in 2024. For the ninth consecutive year, an aggregate rate decrease is on the horizon. Furthermore, the New York State Assessment was dropped again in January. Also, the impacts to individual workers’ compensation policies from the changes to the experience rating (EMR) formula have been experienced by all policyholders since our last update.

Loss Costs and Rate Changes

In a press release dated July 16, 2024, the New York Compensation Insurance Rating Board (NYCIRB) announced that its filed annual loss cost indication with the New York State Department of Financial Services is approved and will become effective on October 1, 2024. The approved and published filing includes a decrease of 9.0% to the overall loss cost, or rate level. The change in rates will be implemented on policies renewing on or after October 1, 2024.

The impact of the loss costs, or rates, will vary depending on each individual classification code. The 9.0% overall loss cost reduction is an average of all class codes. For an understanding of the potential impact to your business and individual class codes utilized on your policy, please feel free to reach out to OneGroup using the contact information below.

It is important to note that these rate changes will not go into effect on any individual policy until October 1, 2024. If your effective date is before that date, you will have to wait until your policy renewal before any potential rate changes apply. Regardless of when your effective date is, you should know the exact rate changes to your classifications sooner rather than later. It’s important to not only forecast the future costs of your program, but also to develop a plan for your upcoming renewal.

NYS Assessment Decreases

In January, the New York State Assessment saw another decrease. This year the assessment dropped from 9.8% to 9.2% in 2023, even more so from 10.2% in 2022, and 11.8% in 2021. Overall, there’s been a nearly 20% decrease in the aggregate cost to policyholders since 2021.

As far as the new formula to determine Experience Modification Ratings, or EMR’s, those changes went into effect on October 1, 2022. The formula is significantly different than it has been in the past and is affecting policyholders who’ve experienced workers’ compensation losses from both a frequency and severity standpoint. OneGroup has been monitoring the impact to policyholders, hosted multiple educational seminars, and developed materials to explain the changes in detail. The formula change has impacted many businesses, both positively and negatively.

Contact Us

So, what does this mean for New York State contractors? For any individual questions and/or concerns, please do not hesitate to contact Brett Findlay, Sr. Vice President of Business & Construction Risk.

OneGroup has a team of specialists, dedicated to risk management and construction industry specific insurance issues. We’re able to serve as a resource to your organization for all your construction specific questions and concerns. OneGroup takes great pride in being at the forefront of industry trends and assisting others where we can. You can find out more about us here or about our construction expertise.

For more information please contact Brett Findlay, Senior Vice President Business Risk Specialist at (315) 280-6376 or BFindlay@OneGroup.com 

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.

Find this Article Helpful?

Visit our Library of Resources for More!

VIEW ALL RESOURCES

ONEGROUP EXPERTS ARE READY TO HELP

Fill out the form below and an expert from OneGroup will contact you.

For Immediate assistance call 1-800-268-1830

Coverage cannot be bound or altered and a claim cannot be reported without confirmation from a representative of OneGroup.

WEBINAR: RISK MANAGEMENT 101

| August 10, 2024
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Join OneGroup’s next 101 Series Webinar! OneGroup Director of Risk Management, Megan Coville, will discuss how recent changes to calculations or workers’ compensation premiums can impact your business’ bottom line, and risk management strategies to contain costs, avoid staff injuries and return to work sooner rather than later.

WHEN: 9:30 – 10:30 AM, October 2, 2024

REGISTER HERE
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To learn more about how OneGroup can help you with risk management in your business, please visit out Risk Management page.

Risk Management Solutions