Your business auto policy has limitations that can result in the denial of coverage for an employee following an accident.

One such limitation deals with employees who rent a vehicle in their own name for business purposes. The standard business auto policy grants insured status to employees while operating a vehicle covered by the business for business purposes, but employees who rent vehicles in their own names may find themselves not covered by the business’ auto policy.

Here are two common methods for closing this coverage gap:
1. Use a Personal Auto Policy
Employees who rent vehicles in their own name can seek coverage for a loss under their personal auto policy, even if the vehicle is rented for business purposes.

2. Modification or Endorsement to the Business Auto Policy
Businesses may purchase an endorsement to their business auto policy to cover this exposure, but it should be added explicitly. There is no guarantee this coverage is automatically included.

Call us if you would like to find out more about endorsements that expand your business auto policy.

Source: Florida Insurance School- Continuing Education

When it comes to job-related illness or injury, employees and employers often believe they can determine the severity of an incident and whether treatment by a professional is needed. Making such assessments might seem, on the surface, quite straightforward, but frequently what appears to be a minor event can evolve into a series of problems. That’s when workers compensation claims arise.

Infections, allergic reactions or, in some cases, continued exposure can result in significant work loss—all of which likely could have been avoided were proper attention given immediately to the illness or injury.

Employers must understand they are responsible for directing employees in a manner consistent with state laws concerning treatment and workers compensation coverage. Employers must always be cautious of the unpredictable, long-term effects of illness and injury.

It’s not worth playing doctor, even in seemingly minor cases. Always follow your state’s workers comp reporting guidelines, and ask us if you have any questions about your coverage or carrier requirements.

Source: www.osha.gov

A workers comp claim can be a complicated process. At the very least, calls need to be answered promptly, similar risks at the workplace need to be addressed and interface between the injured, the employer, the insurance company and the treatment specialists needs to be established and maintained.

Employers may wish to designate a claims leader, someone on staff whose duties include claims administration. This gives all involved in a workers comp claim a point person with whom to communicate. Solid, hands-on stewardship of work comp claims builds good will and minimizes administrative setbacks.

Consider appointing a claims leader at your business who is capable of navigating claims from start to finish. We can help you get started. Give us a call.

Source: www.osha.gov

Immediate response to workplace accidents, injuries and medical events saves lives and minimizes future disability. On-the-scene help for chemical burns, especially to the eyes; severe cuts and amputations; crush and head-impact injuries; heart attacks; strokes; seizures and other potentially deadly or debilitating events can prevent further injury to the victim while professional medical assistance is on the way.

Training in CPR, the use of a defibrillator (and access to one in the workplace), tourniquet application, movement of debris in a crush injury and movement of the victim can greatly improve the chances that an emergency will not deteriorate into confusion or result in a greater degree of injury. Offer training to employees as part of their overall work experience. Check with your local hospital and Red Cross to find accredited training programs. Also, emphasize that untrained individuals should not take remedial actions on their own if at all possible, since serious injuries to the victim can result from improper treatment and movement.

Remember to practice safety first and post emergency contact numbers and procedures in visible spots throughout your facility.

Source: www.blr.com

It’s football season, and that means that many employees come to work after watching the game with buddies. They come to stock shelves, to work late holiday hours and just to man their normal night shifts. But what about those who come to work after an afternoon or evening of football and alcohol?

Employees working while under the influence of alcohol are a major concern for employers. Here are several steps recommended by the U.S. Department of Labor to handle an employee who is suspected of being intoxicated on the job.

1. Escort the employee to a private area to inquire about the behavior.
2. If possible, call in another supervisor or manager who can serve as a reliable witness.
3. Inform the employee of your concerns and get his/her explanation.
4. Notify senior management.
5. Based upon the employee’s response, place the employee on suspension until a formal investigation is conducted.
6. Arrange for the employee to be escorted home.
It is important to proceed with caution and to document any actions you take. And remember, if the employee is in no shape to work, he or she is in no condition to drive.

Source: US Department of Labor’s elaws®

Woodworking is an age-old craft that produces commodities of high durability and beauty. Its artisans are highly skilled, but they are vulnerable to injury if safety precautions are not stringently followed. Here are some common safety precautions that should be part of every woodworker’s routine:

- Always wear safety glasses, adequate hearing protection, non-slip shoes and appropriate gloves.
- Do not wear loose-fitting clothing that can become entangled in moving parts. This is a common cause of injury when operating machinery.
- Inspect tools regularly for operational defects and make sure guards are in proper working condition before each use. Be sure electric power cords are properly secured and undamaged.
- Practice good housekeeping. This includes keeping machinery clean and free of debris that could become a projectile. It also includes clearing surrounding areas to prevent slips and falls that can result in major injury while machinery is in use.

Source: CCOHS- Canadian Centre for Occupational Health and Safety

The holiday office party—the age-old ritual. Relaxation, laughs, eggnog and, oh yes, alcohol.

If your business is planning an office party that will include alcohol, remember to practice some risk management up front and during the party. Include a reminder about designated drivers in the invitation. Offer special non-alcoholic “boat drinks” or other fun refreshments for designated drivers. Post the number for taxi service at the bar as closing time approaches, and put out a basket for donations for those who need help paying for a cab. Limit the number of free drinks by issuing drink tickets; then, have the bar staffed by someone who will cut off patrons who over-imbibe.

Here’s a Web site that has lots of information on preventing drunk driving: http://www2.potsdam.edu/hansondj/index.html. The site also offers some quizzes and practical ideas that can help your employees enjoy the party more responsibly.

Source: The National Alliance for Insurance Education & Research

Companies that lease staff from employment leasing firms are often concerned with how their insurance coverage will apply to both liability claims caused by the leased worker and injuries to the leased worker.

The commercial general liability (CGL) policy extends liability coverage to the insured organization for claims resulting from the actions of an “employee.” Leased and volunteer workers meet the definition of “employee” in the policy, indicating their actions will be covered. However, the policy does not extend coverage for claims arising out of the actions of a “temporary worker.” Thus, absent a contractual agreement with the leasing firm, coverage may not exist.

The CGL excludes coverage for injuries to “employees”—such injuries should be covered by a workers compensation policy. Your contract with the employee-leasing firm should define which party will cover a leased worker’s job-related injuries. If this liability falls on your business, an endorsement may be necessary to extend coverage to the leased worker.

If you are leasing workers or hiring temps, review your policies to ensure these workers are adequately covered. For information on endorsements that may close gaps in coverage for such employees, call our service team today.

Source: Insurance Services Office

Contracts often determine who is responsible for property in transit, but senders, or those actually transporting the property, are particularly vulnerable. This is because most forms of standard property insurance significantly limit or exclude coverage for property while in transit.

Businesses that transport property should consider separate insurance coverage, commonly called a cargo policy, for goods in transit. A cargo policy may cover risks such as fire, explosion, theft, delay, packing deficiencies, malicious damage and other risks common to property in transit.

Review existing and new contracts to determine insurance responsibility, and check your property insurance for information on coverage for property in transit. If coverage is inadequate or non-existent, consider purchasing a cargo policy to cover the gap.

Source: A.M. Best

There’s no predicting what your employees will bring to work. The briefcases of today’s employees easily can contain thousands of dollars worth of electronics. It’s not hard to imagine a laptop loaded with software and business data, an iPod, an iPhone and a mini-digital camera all in one brief case. Poof! Gone! In single, sticky-finger moment, this pricey equipment and all its even more valuable data—stolen.

A standard commercial property insurance policy will extend coverage for business personal property to the personal effects and property of others. However, there are two very important limitations:

1. Coverage for the personal effects and property of others has a separate coverage limit.
Without an endorsement, the standard commercial property policy has a limit for personal effects and property of others that may be significantly less than the business personal property limit shown on the policy’s declarations page. For example, the policy may include $100,000 for business personal property coverage but limit the amount payable for personal effects and property of others to $2500.

2. Coverage for personal effects and property of others does not apply to theft. That one can hurt.

Many businesses reduce their liability risk for uncovered losses of personal property by posting signs that indicate that the business is not responsible for personal items. Others carry an endorsement on their commercial property insurance that specifically closes the gaps left by a standard policy.

Call our service team for suggestions on how to minimize your business’ risk exposure for the loss of personal items on your property.

Source: Insurance Services Office