A vacation offers a cherished opportunity to get away from it all and just unwind.
You don’t want to undo all that relaxation by coming home to discover a break-in, broken pipe or worse! Here are some simple yet important steps you can take to protect your home.
Install a security system. Homes without a professionally monitored security system are 300 times more likely to be burglarized, according to the FBI. Since most break-ins involve the use of force, a home security system can be a useful deterrent by alerting the authorities in the event of a trigger.
Turn off the water. During the summer, turn off the main shut-off valve if no one will be home. This keeps toilets from overflowing, pipes from leaking and outside spigots from being used and left running. During the winter, you can shut off the water but be careful how much you lower the temperature in the house so the pipes don’t freeze. The Insurance Institute for Business and Home Safety recommends draining the pipes before leaving for an extended period of time.
Hold the mail. It’s a small thing, but an important tipoff to would-be burglars. Stop your mail and newspaper. Or if you have a trusted neighbor, have them pick it up for you.
Give the illusion someone is home. Consider installing a motion-sensing light outside of your home. In addition to putting interior lamps on timers, you can also put one on your television to create the typical flickering lights of a family at home. If you are away for over a week, arrange to have your lawn mowed or snow removed in case of a storm. Also avoid posting on social media that you will be away from home.
Adjust the thermostat. During the summer this will save you some money on utilities, but don’t set it back so far that the plants wilt from the heat. In the winter, be careful not to set it too low. The American Red Cross recommends not setting the thermostat below 55 degrees Fahrenheit in the winter to prevent freezing, and to maintain the same temperature both day and night.
Unplug high-value electronics. Even if your high-end electronics are plugged into a surge protector, it’s still wise to unplug them in case a severe storm hits. Widescreen televisions, computers, sound systems and small appliances like toasters and coffee makers can still be damaged if a bolt of lightning strikes nearby or there is a power surge.
Disconnect your garage door. Tech-savvy thieves have been known to hack into garage door opener codes, and some openers (depending on the brand) can be opened with a universal remote.
Pick up that hidden key. Criminals will always look for that hidden key, and they will find it! Give your spare key to a family member, friend or trusted neighbor.
By adding a little pre-trip planning for your home, you can spend more time enjoying that hard-earned vacation and less time worrying.
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.
Protecting the health and safety of your organization and your employees.
Safety data sheets (SDS) are documents that provide detailed information about the properties, hazards, and safe handling practices of hazardous substances. A safety data sheet program is a mandatory structured approach adopted by organizations to manage safety data sheets for hazardous chemicals used or stored in the workplace.
The key components of an SDS program typically include:
SDS Collection: Ensuring that the organization obtains and maintains the relevant SDS for all hazardous chemicals used or present in the workplace.
Centralized Database: Establishing a centralized database or system to store and manage the SDS, allowing easy access for employees who need to refer to the information.
Accessibility: Making the SDS readily available to all employees who handle or work with hazardous chemicals, either in physical or electronic format.
Employee Training: Providing training to employees on how to interpret and use the information provided in the SDS to handle hazardous chemicals safely.
SDS Updates: Regularly reviewing and updating the SDS database to ensure that the most current and accurate information is available.
Compliance: Ensuring that the organization adheres to relevant regulations and standards regarding the management and accessibility of Safety Data Sheets.
A well-implemented SDS program is a key component of an organization’s overall workplace safety program, ensuring the well-being of employees, residents, and the environment. It helps employees understand the potential hazards associated with the chemicals they work with and enables them to take appropriate precautions to protect their health and safety. These programs also aid in emergency response planning and spill control measures in case of chemical incidents.
Contact Us
For more information, please contact Risk Management Consultant Todd Goodman at TGoodman@OneGroup.com.
A National Emphasis Program (NEP) is a temporary specific hazard awareness program in which OSHA focuses their resources on.
These hazards can be seen in the general industry or can be in targeted industries. For example, in 2021 OSHA issued an NEP on Covid-19 which covered general industry, and then was revised to focus on the healthcare industry as they were at the most risk for exposure. The NEPs will provide directives for employers to follow that ensure workers are protected from the focused hazard. OSHA inspections will typically focus on industries with the highest exposures to the hazard that is identified in the NEP.
In addition to a National Emphasis Program, regional OSHA offices can develop Local Emphasis Programs (LEP) as well. For example, as of October 2023, Region II which covers New Jersey, New York, Puerto Rico, and the Virgin Islands, implemented an LEP focused on construction work sites with a purpose “to identify and reduce or eliminate hazards at local construction projects.” This LEP outlines that programmed (OSHA planned) inspections will be determined through collecting local information regarding construction projects and will identify which establishments (addresses) they will inspect. OSHA will also continue their unprogrammed (unplanned) inspections after a trigger such as a fatality or catastrophe, complaints, or referrals.
When do these temporary plans expire?
It depends on the plan. Some can be in effect for one year, while others can be in effect for multiple years. The LEP on construction work sites is not due to expire until September 30, 2028.
It should also be noted that once an NEP or LEP expires, OSHA can and will inspect for those hazards as well as fine for failures to protect employees. NEPs can also lead to final rules in specific standards that would hold employers accountable for the hazard described.
What are the current NEPs and LEPs in place that could impact a construction site?
In addition to the LEP of construction work sites:
NEP – Combustible Dust – started in January 2023 with no expiration date.
NEP – Falls – started in May 2023 with no expiration date.
NEP – Outdoor & Indoor Heat-Related Hazard – started in April 2022 with a planned expiration of April 2025.
NEP – Respirable Crystalline Silica – started in February 2020 with no expiration date.
LEP – Noise Hazards – started October 2019 with a planned expiration date of Sept 2024.
This names a few, but there can be more depending on the type of construction a business is doing. The OSHA.gov website lists out all the NEPs and LEPs and provides resources to comply with these emphasis programs.
What should a company do if an OSHA compliance officer arrives?
There are several actions that a company can take to ensure a smooth visit from OSHA whether it is programmed or unprogrammed. We recommend having a written plan on how to handle this type of encounter. The compliance officer is there for a reason and the company should do their best to be cooperative and professional. The officer will want to do the following:
Review records including a health and safety program, OSHA records and may request specific information. Only give the officer what they are requesting, nothing more. During a physical inspection, the officer should always be accompanied by a company representative and only shown what needs to be inspected. During this time, the company representative should document everything the officer does including what they are inspecting (take pictures of what they take pictures of), what they are saying, and any other actions. The company representative should be cooperative, and in charge of the inspection. OSHA is ultimately a visitor at your location, there to look at something specific.
When OSHA Interviews include employees, answers should be honest, to the point and only using knowledge-based answers (no guessing or making assumptions). The compliance officer is entitled to interview employees privately, however if the interviews are within the company representative’s presence, the conversation should be documented.
At the end of the visit, there should be a closing conference in which the officer will provide a list of potential violations. Ensure you understand the list and the reasons why the officer is identifying those violations. Again, document everything and keep it all on file.
What happens if OSHA has found violations?
Ultimately, fines will be assigned to the company. As of 2024, OSHA has increased the maximum penalty costs to $16,131 per violation in serious, other-than-serious, and posting requirements violations categories. Failure to abate violations result in a fee of $16,131 per day beyond the abatement date. Willful or repeated violations are a fee of $161,323 for each violation.
Also, as of January of 2023, OSHA has issued an expansion on their Instance-by-Instance (IBI) citations which essentially means if an employer has multiple violations, those citation fees will be individualized instead of being grouped together as they might have been in the past. This can lead to very hefty fees for a company.
What are the most common types of violations in construction?
OSHA does release an annual report of the top 10 most frequently cited standards. The last report published was for 2022 and includes construction specific standards of fall protection, ladders, scaffolding, fall protection training, and eye/face protection.
Where can a construction company find resources to help them comply with OSHA standards?
The OSHA and Department of Labor websites offer resources, compliance assistance and training that can help a business position themselves for success. While it does feel like showing your cards, these services are there to help businesses keep their employees safe.
OneGroup is available to assist in a variety of ways. The Risk Management department answers compliance questions, research answers to issues, and can provide resources for specific hazards. All OneGroup clients have access into our Risk Management Center, a web-based portal of safety and risk management tools including trainings, templates, and toolbox talks.
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.
OneGroup kicked off its 2025 101 Webinar Series on January 29th. OneGroup’s Medicare team, Shane Kelly and Connor Stanton spoke about the sometimes-confusing topic of Medicare, when you are eligible, what parts A, B, C, and D mean, when to sign up, and how to sign up.
When are you eligible?
You are first eligible for Medicare when you turn 65 years of age. You may also be eligible if you are under 65 but qualify because of a disability or other special situation. At 65 years of age, you become eligible for Medicare, regardless of whether you’re already receiving Social Security benefits or not. You also must be a United States citizen or legal resident and have lived in the United States for five years.
What do parts A, B, C, and D mean?
Medicare Part A – Hospital Coverage. Medicare Part A is provided through the United States government. It assists to cover inpatient hospital costs, short-term inpatient skilled nursing services, and Hospice care.
Most people do not pay a monthly premium for Part A if they or their legally married spouse have worked 40 quarters (ten years) and paid into the Medicare tax. Part A allows you to choose any qualified hospital in the United States that accepts Medicare, regardless of pre-existing conditions or medical history.
Hospital costs include a 2025 deductible of $1,676 for up to 60 days of inpatient care. Copayments increase after day 60.
If you have multiple hospital stays, each stay may require a separate deductible. For instance, if you pay a deductible during one admission and then return to the hospital three months later for an unrelated issue, you will need to pay another deductible for that subsequent stay.
Short term rehabilitative services in a skilled nursing facility require a three day hospital admittance before coverage begins. Services are covered for the first 20 days at no copayment cost per day, followed by a copayment of $209.50 per day from days 21 to 100.
With Medicare Part A, Hospice is always covered.
Medicare Part B – Medical Coverage. Medicare Part B is also provided through the United States government. Part B aids in the coverage of outpatient visit costs, including doctors’ visits, testing, medical services, and one-day surgeries. You can use Part B anywhere that accepts Medicare, but it generally does not cover care outside of the United States.
Similar to Part A, you cannot be turned away based on pre-existing conditions or health history. However, unlike Part A, Part B has a standard premium of $185 for the 2025 year.
Although there is a standard premium of $185 for 2025, you may be subject to a higher premium based on your 2023 income. Refer to the chart below for 2025 premiums based on 2023 income:
If your yearly income in 2023 was:
You pay (in 2025)
File individual tax return
File joint tax return
$106,000 or less
$212,000 or less
$185.00
$106,001 – $133,000
$212,001 – $266,000
$259.00
$133,001 – $167,000
$266,001 – $334,000
$370.00
$167,001 – $200,000
$334,001 – $400,000
$480.90
$200,001 – $500,000
$400,001 – $750,000
$591.90
above $500,000
above $750,000
$628.90
In addition to the standard premium, Medicare Part B has a deductible of $257 for the year 2025. Once this deductible is met, you can expect to pay 20% coinsurance for part B covered services, while Medicare covers the remaining 80%. An important note is that there is no out-of-pocket maximum for the 20% coinsurance, meaning there is no limit on how much you may have to pay for the 20% coinsurance.
Medicare Part C – Medicare Advantage. Medicare Advantage is a single plan offered by private insurance companies that combines coverage from Medicare Part A, Part B, and often Part D (prescription drug coverage).
Medicare Advantage plans can often offer additional benefits such as dental, vision, hearing, and some preventative care that are not covered by original Medicare.
Although you still must be enrolled in Part A and B, when enrolled in a Medicare Advantage plan the insurance carrier becomes your primary payer instead of original Medicare.
Medicare Advantage plans use a network of healthcare providers typically through a health maintenance organization (HMO) or a preferred provider organization (PPO). With an HMO, you must use in-network providers. With a PPO, if your doctor approves the insurance carrier, you are able to see both in-network and out-of-network healthcare providers with a possible small increase in copayment amounts.
Other advantages of a Medicare Advantage plan include low monthly premium in most areas, maximum out-of-pocket limits, and controlled spending on hospital and medical coverage.
Medicare Part D – Prescription Drugs. Medicare Part D assists with the cost of prescription drugs offered through private companies. Similar to Part C, Medicare Part D is offered through private insurance carriers that follow Medicare guidelines. Each plan has a drug coverage list that can vary by carrier and year. Due to the Inflation Reduction Act, out-of-pocket drug spending will be capped at $2,000 per year.
Similar to Part B, Part D has a monthly premium calculated by your 2023 income. Refer to the chart below for 2025 premiums based on 2023 income:
If your yearly income in 2023 was:
You pay (in 2025)
File individual tax return
File joint tax return
$106,000 or less
$212,000 or less
$0.00
$106,001 – $133,000
$212,001 – $266,000
$13.70
$133,001 – $167,000
$266,001 – $334,000
$35.30
$167,001 – $200,000
$334,001 – $400,000
$57.00
$200,001 – $500,000
$400,001 – $750,000
$78.60
above $500,000
above $750,000
$85.80
When and how to enroll?
Automatic enrollment. You will be automatically enrolled in Medicare Part A and Part B if you are already collecting Social Security. You cannot opt out of Part A since you will no longer be HSA eligible. However, you can opt out of Part B with some applicable considerations.
Enrollment process. If you are not collecting Social Security, you must go through the enrollment process for Medicare Part A and Part B. To enroll directly, you can do so;
In-person (appointment required): Your local Social Security office.
As a reminder, if you are receiving Social Security, you will automatically be enrolled in Medicare Part A and B.
When am I covered? Coverage is effective the first day of the month that you turn 65. If your birthday lands on the first of the month, coverage will start the month prior. For example, if your birthday is October 20, your coverage will begin October 1. If your birthday is October 1, your coverage will begin September 1.
If you enroll in coverage after the age of 65, coverage will be effective the first of the following month. If you choose to elect coverage after you turn 65, you will be in a special enrollment period.
When to enroll. When you turn 65, you must enroll in Medicare Part A, B, and D to avoid late enrollment penalties (unless you qualify for an exception or still have credible coverage and can delay enrollment.) You have a seven-month window that is known as your initial enrollment period. This period consists of three months before your 65th birthday, your 65th birthday month, and three months after your 65th birthday month.
Although you have ample time to enroll in Medicare, if you enroll after the initial enrollment period, premiums could be higher, again, unless you qualify for an exception or still have credible coverage.
Medicare late enrollment penalties. Although you may opt out of Part B if you’re eligible to, if you do not enroll in Part B until after your initial enrollment period, premiums will increase 10% ($185) in 2025 for each 12 months until you do enroll.
For Part D, a late enrollment penalty applies if you go without prescription drug coverage for 63 or more consecutive days after your initial enrollment period. The Part D late enrollment penalty is calculated by multiplying one percent of the “national base beneficiary premium” ($36.78 in 2025) by the number of full, uncovered months you were eligible but didn’t join a Medicare prescription drug plan and went without other credible prescription drug coverage.
If you continue to work after 65, you have options. If you continue to work and have credible coverage, you are not required to enroll in Medicare as soon as you turn 65. There are a few other options that you may want to consider.
You can stay on your current plan and delay enrollment in Medicare if you or your legally married spouse’s plan counts as credible coverage. Credible coverage is considered a plan at a company with more than 20 full time employees.
You also can leave your current plan and enroll into Medicare as well as add an Advantage, Supplement, or Part D prescription drug plan.
If you decide to continue your company’s plan, you will be able to enroll in Medicare when you retire or when you are no longer receiving credible coverage.
What if I have a special situation?
Medicare can be very specific to each recipient and the overarching “rules” may not apply to your situation. We recommend reaching out to a licensed Medicare professional to answer more specific questions about your situation and which Medicare option may be best for you!
Additional thoughts regarding Medicare coverage
Medicare Supplement Insurance Plans or Medigap Plans. An alternative option in addition to Medicare Parts A through D is a Medicare Supplement or Medigap plan. These plans aid in paying a portion of the costs associated with Medicare Parts A and B and are available through private insurance carriers. These types of plans cover some or all out-of-pocket expenses under Part A and Part B.
If you enroll in a supplement plan, Medicare Part A and Part B still act as your primary payer. The supplement plan then becomes secondary but still covers certain costs of Medicare Part A and B depending on the specific plan. There are no network restrictions and no referrals required.
The set monthly premium for these plans varies depending on the levels of coverage.
COBRA. If you are over 65, COBRA is not a viable coverage option. If you retire before you are 65 and elect COBRA to bridge the gap until Medicare, turning 65 will be a qualifying event for you to come off COBRA and enroll in Medicare. Verify with your employer how long COBRA will be provided, as different employers have varying time limits on COBRA.
Health Savings Accounts. Once you enroll in any form of Medicare, you are no longer allowed to contribute to a Health Savings Account (HSA). However, you may continue to use the money you have already accumulated in your HSA for eligible expenses. These eligible expenses include, Qualified Medical Expenses (QME), premiums for long-term care insurance, and premiums for individuals over 65 such as retirement health benefits and Medicare premiums.
Once you reach 65, you may also take a distribution for a non- medical expense and pay regular income tax on the contributions. Similar to taking a distribution from a 401(k) or an IRA.
If you continue to work past the age of 65, you should stop contributing to your HSA six months prior to the election of Social Security benefits to avoid penalties.
Contact us
Everyone’s needs regarding Medicare are different. If you have questions regarding this webinar or your Medicare options please contact Shane Kelly or Connor Stanton via the information below, or submit a form here and mention this webinar to be connected to a OneGroup Medicare specialist. OneGroup offers its Medicare services free of charge.
Standard disclosure: 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.
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.
All eyes are on you if you’re in the limelight or managing someone who is. But the definition of “limelight” now extends far beyond movie stars and TV personalities.
There are social media influencers, public image consultants, broadcasters, high-profile vloggers and bloggers. They don’t even need to leave their homes to be considered media personalities.
Traditionally, only advertising, publishing or marketing businesses needed media liability insurance. But with easy media access and interconnectivity, a media blip could turn into a viral nightmare for almost anyone.
Depending on how your business is classified by your insurance company, your commercial general liability policy may not cover your claim. That’s where media liability insurance enters the scene.
Who needs media liability coverage?
Here are just some of the industries that should consider coverage:
Marketing
Advertising
Broadcasting
Entertainment
Publishing
Software (that disseminates information)
Photographers
Stock photography and licensing
Reviewers
Reporters/journalists
Bloggers
Vloggers
Independent authors or other writers not covered under an employer’s insurance policy
Freelance writers
Social media influencers
Celebrity or high follower-count media accounts
Media liability insurance – a more specific policy
Media liability insurance is a form of errors and omissions (E&O) insurance that helps protect against liability claims such as defamation, misrepresentation, intellectual property infringement and any number of liability risks posed by engaging online. Even if you’re innocent, you must respond to a lawsuit and mount a defense. It can be an expensive endeavor if you have no help at all. That’s where media liability insurance comes in.
Media liability normally responds to claims for accusations like:
Breach of Contract
Material, actual, minor or anticipatory breaches can occur and usually are involved in larger contract disputes involving intellectual property or other specific agreements.
Trademark or service mark infringement; unfair competition
Involves using another brand’s logo or trademark slogans or even misrepresenting website addresses that look similar with the intent to misdirect web traffic.
Defamation of character (libel or slander)
Libel is when you make a false comment or statement intended to damage a person’s reputation.
Slander is when you publish a false statement intended to damage a person’s reputation.
Infliction of emotional distress or outrage
A post or comment that causes a person emotional harm, trauma or negative psychological effect.
Intellectual property infringement
Creative work, invention or idea is too similar to someone else’s work.
Invasion of privacy
Post personal information about another.
Negligence, misrepresentation, misstatement
Involves a claim that is indefensible or misleading; sometimes called false advertising.
Personal and advertising injury
The information posted results in harm to an individual’s personal or professional image, reputation or brand.
Plagiarism
Copying another person’s work in whole or in part (intentionally or unintentionally) and passing it off as original.
Publisher, marketer, advertiser — you need more than commercial liability
Media liability often applies to businesses that are primarily engaged in advertising, marketing, publishing, photography, broadcasting or other media-related activities. Their risk is higher since they’re in the business of publishing information that people rely on as expert advice or information.
Liability comes with the territory when you’re writing about other people. And to double-down on that concept, when you write about other people, you’re also writing about their brand (in the case of a celebrity or influencer). That can mean you’ve not only disparaged or slandered that person but their brand too. You could find yourself in a multilayered lawsuit.
What you do (and what you don’t do) matters in insurance
Media liability insurance applications will ask you some detailed questions about your business activities. The insurance underwriting department needs to decide what kind of risk you are — and if they’re willing to take you on as a risk. They do this because some publishing companies and staff are in the business of shock media or undercover investigative journalism, which are both high on the lawsuit list.
For example, a standard application might ask a reporter about the types of interviews they engage in and whether they are recorded and if those recordings are hidden from the person being interviewed. These activities pose high risks for all kinds of lawsuits, such as recording without consent (illegal in many states) and defamation or coercion.
Lots of new ways to publish can create lots of new liabilities
Also with respect to publishing (that’s a wide range of businesses considering social media, blogging, vlogging, influencing are included along with traditional television, marketing and publishing), insurance companies also want to know what kind of fact-checking is done.
If you’re into saying whatever you feel like or taking a questionable “fact” and running with it for the purpose of gaining followers, you might be considered a shock jock brand. These require different lines of insurance and may limit the insurance companies willing to sell you an insurance policy. Media liability has specialty lines of coverage for riskier activities — but you’ll pay extra.
Employees can be part of the liability
No matter how much you think you’re controlling the messaging online, you should also consider that your employees could cause the liability. If your employees are posting about your business (think hashtags) or under your account (think followers), they could slip up and say something improper. It may be completely innocent but that could be construed as a lack of training, or that these are the opinions of your business.
This is another reason to review your risk management planning and employee handbooks. You should have an online etiquette policy as well as diversity training. Don’t discourage social media use — but do educate staff about how to properly communicate online.
The coverage “gray zone”
Not everyone will need media liability coverage. But there is a gray area where gaps in coverage can occur depending on the situation. Here are a few coverage options that may protect you in different situations.
Commercial general liability (CGL) covers some issues under personal and advertising injury, but make sure the coverage amount is high enough and broad enough. You might want to consider an umbrella to top it off.
Cyber insurance may help protect you against losses such as network security issues, data loss and personally identifiable information (PII) breaches, but it will not step in to cover liabilities involving content you’ve created or posted.
Personal and advertising injury on your general liability policy may step in to cover a falsehood or a misleading advertisement you’ve made — if your business isn’t normally engaged in a media-related capacity. But the lines are blurring regarding what is classified as a business engaged in media, marketing and the like.
Directors and officers (D&O) may kick in, depending on the coverage you have and who did the posting. If your coverage isn’t broad and it excludes certain job roles, then you may not be covered for all employee conduct. If this was an issue that can be traced to poor decision-making or a lack of policy, then the board may end up being named as part of a lawsuit. The D&O policy would trigger, but it wouldn’t necessarily offer full coverage.
Employment practices liability insurance (EPLI) may help in the event that your media liability issue is related to a post or statement made about your employee (who then files a harassment or discrimination lawsuit against your company). But it likely will not cover you for disparagement or undue emotional distress caused by the post if it involves your company or those you employ. It really depends on the lawyers and the way the claim is filed. Either way, this is a situation where you don’t want coverage
The price to defend and the price to settle
Even if the alleged wrongdoing was unintentional, or entirely untrue, you must defend yourself in court. Lawsuits can take years to resolve, which is why most insurance companies look to settle out of court when possible. Whether you defend or settle, it’s going to be expensive.
Media liability can help with the cost to retain attorneys experienced in the field and mount your defense.
Media liability coverage can also help with negotiating a settlement and payment for the settlement expense.
Talk to your insurance professional
If you’re directly involved in media or could possibly be classified as a media business, you need media coverage. A commercial general liability policy will not cover you under advertising and personal injury, and it has exclusionary language for this.
If people look to you for reliable information (which is a compliment!) you need to think about stepping up your coverage. Talk to your insurance professional and your lawyer to make sure you have the specific coverage you need for the type of business you do.
For more information
For more information, please contact Rina Corigliano-Hart, Director of Client Engagement and Outreach, at RHart@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.
What if you could stop water damage before it started?
Coming home from vacation to a flooded basement or waking up in the morning to two inches of water is not fun, to say the least. What if you could stop the damage while you’re away or wake up to an alarm and not a water-logged house in the morning?
According to the Insurance Information Institute, one in 60 homeowners have losses due to water damage. In 2022, 40% of all home losses were due to non-weather-related water damage per The Hanover. Though your insurance may cover you financially, it can’t replace priceless mementos like photo albums, valuables, or personal collections, not to mention the time lost in repairing and renovating your home.
What can you do? Fortunately, there are two types of water mitigation devices that you can install in your home to assist in preventing water damage by alerting you to the presence of a leak or going as far as shutting of the water on detection.
Water Shutoff Devices
A water shutoff device can detect unusual water flow, usually caused by leaks and then automatically turn off the water to your house. Some use technology that can notify homeowners via an app when there is an issue. A plumber is needed to install one of these devices and can help you purchase one.
Water Sensors
A water sensor monitors for leaks. Unlike an automatic shutoff device, it will not shut off your water, it can however, alert you to a leak before it becomes a much bigger problem. You may be able to install a water sensor on your own.
Installing a water mitigation device can have additional benefits other than the obvious prevention of extensive water damage. Some insurance carriers have resources to help you decide what solution is best for you and may offer premium discounts when they’re in-use.
For more information
If you are interested in this worthwhile protection for your home, and would like to see what discounts your carrier may provide, please contact our personal insurance team by calling 1-800-268-1830 or through our website here.
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.
The average cost of a wedding in the U.S. is $30,000, with venues being the highest-ticket item in the spending breakdown.
Venues are also the biggest reason for claims made on wedding insurance policies, according to The Knot’s 2019 Real Weddings Study.
No matter how much you plan, things can go wrong. A bankrupt venue, a slip-and-fall incident involving a guest or a gift table theft can put a negative spin on your big day. The cost of property damage, medical bills or a lawsuit can add up fast.
When it comes to wedding risk, there’s more than forgotten vows at stake, so take the necessary steps to protect yourself. Use this checklist to identify possible risk exposures and areas of liability in your wedding day plans.
Your wedding includes
Insurance coverage
Risk examples
Alcohol/open bar
Wedding liability (Host liquor liability is usually included.)
Alcohol consumption can increase the likelihood of accidents, property damage and other claims. Most standard wedding liability policies include host liquor liability, but always verify with your agent.
Guests
Wedding liability Medical payments
You can be held responsible for accidents related to your wedding event. A medical payments option can help with medical bills for injured guests.
Wedding party participants traveling to your wedding
Wedding liability Cancellation/postponement
If a covered event postpones your wedding, this coverage can help. Be clear on who it covers and any travel distance minimums. (For example, some policies don’t cover distances under 180 miles.)
Wedding dress or formal attire (rented or owned)
Wedding liability S pecial attire coverage
Special accessories and clothing worn for the ceremony are usually included. Be clear on which wedding party participants are covered.
Jewelry
Wedding liability Jewelry
Jewelry exchanged in the ceremony is normally covered under the jewelry option. Do not confuse this with a permanent jewelry coverage rider (for the engagement ring, for example).
Gift table
Wedding liability Gift theft coverage
The gift table is often overlooked during the hoopla of a wedding reception. Thieves count on this and target weddings.
Photographer/videographer
Wedding liability Photography/videography Loss of deposits
You may have to restage the wedding if your photographer is a no-show. Be clear on what your policy will pay if you decide not to restage, but want your payment refunded. You may have to fall back on loss-of-deposits coverage.
Venue
Wedding liabilityoften Cancellation/postponement Loss of deposits Additional expenses
Venue cancellations happen often (due to a fire or bankruptcy, for example). Getting your deposit back won’t be easy, and finding a new location may be a costly endeavor. Cancellation/postponement coverage can help if you have to postpone the wedding. If you decide not to postpone, additional expense coverage can help recoup the extra cost needed to secure a last-minute venue.Talk to your adviser about what the venue’s insurance covers to avoid gaps between your policy and theirs.
Rented property
Wedding liability Rented property
Tents, stages, tables, chairs or the photo booth could get damaged by a guest or bad weather. Payment for the damage is your problem. Rented property coverage can help pay for the damage.
Vendors
Wedding liability Loss of deposits
If a vendor is a no-show or goes bankrupt, you’ll have a hard time getting your deposit back. Talk to your agent about loss of deposits. Make sure you understand what the vendor’s insurance covers to avoid gaps between your policy and theirs.
Cold feet
Wedding liability “Change of heart” Professional counseling
It’s not something you want to think about, but it can and does happen: The wedding is called off completely. Talk to your agent about this coverage because the language is detailed with many exclusions.
High-risk weather zone
Wedding liability Cancellation/postponement Loss of deposits
Tornadoes and hurricanes are more prevalent in certain areas and seasons. Know your zone and talk to your adviser about covered weather events and any exclusions.
Honeymoon
Wedding liability Travel or honeymoon
Weather or an illness could delay a honeymoon, so make sure you have the trip covered. Even if there’s not a delay, you’ll want to be covered for medical mishaps during your honeymoon, especially if you’re outside of the country.
Destination wedding
Wedding liability Travel or honeymoon Medical payments Cancellation/postponement Special attire Loss of deposits
Most wedding liability policies cover the U.S. and Canada, but be clear on the exclusions. If you’re traveling outside the U.S., ask about travel or honeymoon insurance that includes medical coverage for you and your new spouse. Encourage your wedding party to get travel insurance, too.
Extreme wedding
Wedding liability Medical payments Cancellation/postponement Loss of deposits Rented property Personal umbrella Personal medical
If your wedding party is going for an extreme wedding experience (think skydiving or bungee jumping), you might need excess and medical coverage add-ons. Remember that medical payments insurance covers others, but not you. Make sure you have personal medical coverage for yourself. Also make sure you understand what the vendor’s insurance covers to avoid gaps between your policy and theirs. A personal umbrella policy isn’t related to wedding insurance, but it’s another option to consider when other policies max out. Talk to your adviser for guidance.
Now that you’ve looked at your wedding through the risk liability lens, contact your insurance professional for help. You’ll be planning and protecting your wedding day bliss with confidence.
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.
Owners of construction projects often require contractors bidding on the job to secure bid and performance bonds.
If you’re not familiar with contract bonds, you might be surprised by the degree to which your company’s financials will be scrutinized as part of the surety underwriting process.
This begs the question of how well you’re keeping your books and whether you use a CPA to do your accounting. If you’re hoping to grow your company and compete for bonded projects, you’ll need to get your financial house in order. The more confident a surety company is about your financial condition, the faster and easier it will be for you to secure the bonds you need.
What is a bond?
A bond is a promise on the part of a surety company to make the project owner whole if the contractor fails to meet its contracted obligations. Generally, this means taking over a project if the contractor defaults. However, bonds also come into play if a contractor fails to pay its subcontractors or suppliers.
Before extending a bond to a contractor, the surety’s underwriters want to be certain the contractor has the capacity and experience to perform the work. They also want to know that the contractor has the capital to purchase supplies and materials, finance equipment, pay workers and finish the project.
It may seem that the surety is asking you for a lot of documentation, but it’s to protect all parties involved. Those include your company. When a surety issues a bond, it’s saying it has a high degree of confidence in your ability to complete the job.
Sound financial record keeping is a must
What kinds of financial information will a surety ask you to provide? How does keeping good financial records help you get bonded?
Let’s first look at what you’ll be asked to submit with your application for a bond. For small bonds, often written through a “fast” or “quick” bond program, you may need to provide only a credit report and some basic financial information. However, for contract bonds that require an examination by a surety underwriter, you’ll need to provide detailed financial statements.
For starters, you’ll need to have:
CPA-prepared year-end financial statements going back three years
Your most recent internally prepared financial statements
A work-in-process (WIP) schedule
Personal financial statements of the owners of the company
A copy of your bank line of credit
Providing financial information to your surety doesn’t end once the bond has been approved. You’ll be expected to continue to provide financial statements, WIPs and accounts receivable reports.
While you may be able to provide an internally generated financial statement if you don’t have a CPA, you will eventually need to retain a CPA to prepare your year-end reports.
Partner with a construction-oriented CPA
Take the time to find a CPA who specializes in construction. Construction-oriented CPAs are familiar with the methods of accounting used in the industry and know how to prepare statements, schedules and notes that meet the requirements of sureties and lenders.
A construction-oriented CPA can help you take your accounting to the next level if you’re a small contractor ready to take on bigger projects. Contractors usually start off using cash accounting but soon find they can’t grow without more sophisticated financial tools. You’ll need to prepare your financials on a percentage-of-completion basis to qualify for larger bonds; otherwise, you’ll forever be limited to small bonds tied to your personal credit.
A CPA can prepare the schedules you’ll need, such as showing completed and uncompleted projects, aged receivables and your cash balance. A CPA can also give you advice on handling lines of credit, showing cash on balance sheets, reducing your debt and keeping retained earnings in the company.
Use financial reports to improve your operation
A balance sheet is a key financial report that sureties look at carefully. A sound balance sheet helps you qualify for larger bonds and secure better pricing. A balance sheet lists your assets and liabilities and is used to calculate your working capital and net worth. The stronger your liquidity, the more favorable you’ll be viewed by sureties.
Sureties also look at your income statement, which indicates how your company is doing over time, usually for a one-year period. An income statement shows your company’s income, expenses and net income. The surety wants to make sure you have income after you’ve paid your expenses, i.e., that you’re a profitable company.
These financial reports, and others a CPA can generate for you on a monthly or quarterly basis, can help you make more informed business decisions. With detailed and timely reports, you can better analyze costs and allocate job expenses, minimize profit fade and maintain cash flow. You can track your billings and backlogs, improve your income and run your company more efficiently.
A CPA specializing in construction can help you plan for the future, too. They can help answer questions like:
How much profit should you take?
What’s a good growth rate?
Is it better to lease or buy?
When should you use credit?
How can you minimize your tax liability?
Construction-oriented CPAs also keep up with regulatory changes that affect the building industry. They can advise you on new rules that may impact the way you recognize income, meet your payroll or prepare financial statements.
A surety agent is a great teammate
Where can you find a construction-oriented CPA and get help securing a bond?
Your best resource is a surety agent, also known as a surety bond producer. An experienced bond producer knows the surety market and can successfully guide you through the process. The bond producer will prepare your bond submission and work with you to get it approved. The producer can also recommend CPAs and attorneys to help you with your business. Ask your commercial insurance agent for a referral.
In a nutshell, sureties are looking for CPA-reviewed financials, strong retained earnings and good cashflow. Do you have enough working capital to sustain your company? Are you keeping your expenses in line? Does your balance sheet show positive equity?
The more complete a picture you can provide of your financials, the more willing sureties will be to work with you. When a surety sees you have your finances in order, it’s more likely to approve your bond and give you a good price.
Learn More
To learn more reach out to Brett Findlay, Senior Vice President Business Risk Specialist at 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.
According to the Insurance Institute for Highway Safety, drivers ages 16 to 19 are almost three times as likely to be involved in a fatal accident than drivers 20 and over.
The first time you hand over a set of car keys to your teenager is a moment filled with pride, and maybe some mixed emotions. Are you ready to send them out into the world without you? Can you afford the bump in premiums to insure them? The unfortunate truth is that drivers ages 16 to 20 are the most likely to be involved in an auto accident, and as a result they’re a bit more expensive to insure.
Defining the risks
It may seem like stating the obvious, but teen drivers simply don’t have the same maturity or experience as older drivers do. While all new drivers have an increased risk of being involved in an auto accident, teens in particular are more likely to be affected by other major risk factors.
Statistically, they are more likely to be in an accident caused by distracted driving (texting, eating or applying makeup while driving), speeding, alcohol or drugs. And they’re twice as likely as other age groups to be in an accident because they are overtired.
Still, there is some good news. National Highway Traffic Safety Administration statistics show the number of accidents and fatalities is falling. As more and more safety features are added to cars, this downward trend will hopefully continue.
Counting the cost
Adding your teenager to your auto insurance policy will increase your premiums. Consider these factors when estimating the new cost.
Age —The younger the teen, the higher the premium. While it is possible to obtain a separate policy for older teens, most insurance companies will not offer insurance to younger teen drivers unless they are included on a parent’s policy. An individual needs to be at least 18 for a contract (including an insurance contract) to be binding, though some insurance companies also require drivers ages 18 to 21 to be covered under a parent’s policy.
Gender — Male drivers (teen or otherwise) are statistically more likely to be involved in an auto accident. As a result, male teenagers traditionally face the largest premium hike. However, some states have banned using gender as a factor in calculating premiums.
Type of vehicle —A vehicle with a good safety record and a less powerful engine will always be a better bet for a young driver.
Your state — Premium levels (and regulations) vary from state to state.
Reduce your costs
There are a few measures you can take to reduce premiums and risk for your teen driver.
Enroll your teen in an advanced or defensive driving course to improve their skills and prove to your insurance company that they are not a significant risk. You could also look into usage-based insurance programs, which monitor driving habits and then offer lower premiums to careful drivers. These apps work just as well for teen drivers and can also give you peace of mind that your child is not taking unnecessary risks when driving.
If your teen is in college, let your insurance company know that they will be away from home and therefore not using your car. This could have a dramatic effect on your premiums.
Have you ever considered “good grade” discounts? Some insurance companies recognize that hard-working students are more likely to be safe drivers and less likely to exhibit risk-taking behavior.
While obtaining insurance for your teen driver may be expensive, there are ways to reduce the cost. Reach out to your insurance professional for details on available discounts and programs for safe driver training.
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.
Employee engagement has been dropping for the past few years. The management consulting firm Gallup reports engagement is at its lowest level in a decade.
When employee engagement suffers, so do organizational well-being, job satisfaction, retention, safety, customer relations, productivity and profitability.
Employee surveys can help you identify engagement challenges and opportunities. But you need the right questions, timing and feedback, and a comprehensive strategy, according to the industry news site BenefitsPRO.
Questions, timing and feedback
The first step to crafting an effective engagement survey is to frame it through the lens of collaboration and transparency. Never criticize or punish an individual for their feedback. Explain to employees that the survey is a joint effort to improve your organization.
But don’t focus solely on the negative. Surveys can also capture positive trends that enhance morale and workplace culture.
Once you’ve framed your survey as a partnership, the next step is to strategize your questions, timing and feedback.
Questions
Survey content must be relevant and valuable to employees. The design should be visually appealing and easy to use. The experience management firm Qualtrics recommends concise questions free of jargon and complicated wording. If necessary, define potentially ambiguous terms such as “your team,” “your manager” and “senior leadership.” Definitions ensure employees answer questions with a consistent frame of reference, notes Qualtrics.
Open-ended questions encourage employees to provide personal insights. More detailed answers can help you identify successes, problems and solutions more effectively.
Examples of open-ended questions include:
When do you feel most satisfied at work?
Does our company demonstrate appreciation for you and your contributions?
What is one solution that would immediately benefit your role?
Are there specific ways our organization can communicate better?
How would you enhance the work environment?
While open-ended questions help employees feel heard, don’t make every question mandatory. Allow employees to skip questions irrelevant to their roles or needs. This technique will increase survey participation and completion rates.
Timing
Employees are often pressed for time. They are less likely to participate when surveys are too frequent or too long. Consolidate questions and simplify the process whenever possible.
Surveys with 10 or more questions should only be sent once or twice a year. Shorter surveys of three to five questions can be sent more often, perhaps quarterly or monthly, notes the engagement survey platform Quantum Workplace. But their relevance and purpose should always be clear. Use these surveys to capture employee insights on current trends, workplace changes or organizational challenges.
Feedback
Demonstrate a willingness to listen to employees and act on their recommendations. Employees are more likely to engage with surveys when they feel like a valued part of the process, reports Quantum Workplace.
Share survey results and next steps. Regularly communicate action plans and progress based on survey results and employee feedback.
Regular check-ins and transparent communications
Once you’ve crafted your approach to questions, timing and feedback, fold it into a larger strategy that includes supervisor check-ins and company communications.
Check-ins
Supervisor check-ins provide another avenue for capturing employee solutions. These conversations can complement surveys, letting employees expand on their thoughts and receive immediate feedback. These one-on-one conversations can also be a way to gather feedback from employees who don’t participate in surveys or feel more comfortable speaking with a manager.
Train supervisors to conduct open and productive conversations. By fostering trust, respect and collaboration, they can enhance your company culture and relay valuable information on employee engagement.
Communications
Company communications must be transparent and authentic. BenefitsPRO reports 40% of employees doubt the transparency of their employers. Those doubts will undermine your surveys and engagement efforts.
Provide frequent updates on company news and business results. Talk about your culture and your employees’ role in your success. Quickly address rumors and external reports on your company or leadership.
In addition to supervisor check-ins, regularly hold all-staff meetings and provide anonymous chat platforms.
All-staff meetings should review priorities and progress on employee-identified issues. Remember to include time for questions and comments.
Confidential platforms let employees freely discuss issues and improvements. Their comments can help you discover what’s working and what you can improve. With high engagement, these platforms can reduce the number of formal surveys you need to deploy.
More information
For more insights into employee engagement surveys, reach out to our Human Resources Consulting team. They can help you examine best practices for survey frequency, relevant questions and feedback. They can also identify training solutions to inform supervisor check-ins and company communications.
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.
