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William Malloy Named President of WRM America Holding Company, William Fishlinger Continues as Chairman

Author DavidMalloy , 5/23/2012

From: ProgramBusiness.com
WRM America Holding Company, LLC (“WRM America”) is pleased to announce that effective immediately, William Malloy has been named President. Mr. Malloy will be responsible for the management of WRM America and its subsidiary companies. William Fishlinger, founder of WRM America, will continue as Chairman and will guide the company’s strategic initiatives.

“I am very pleased that Bill is joining WRM America. Bill has been an active Board member of our company, and I have come to know him personally. I cannot think of a better person to lead WRM America,” Mr. Fishlinger said. “Bill’s addition will allow me to spend more time with our clients and to focus on growing our company. I look forward to working with him in his new role.”

Mr. Malloy has extensive management experience in the insurance industry as both an underwriter and a broker. He spent more than a decade at AIG, where he held various executive roles both in the United States and Europe. From AIG, he joined Marsh Inc., where he held various leadership positions and ultimately served as President from 2004 to 2007. Mr. Malloy joined Aquiline Capital Partners, LLC in 2007 and became a board member of WRM America in 2008.

“I am very excited about joining WRM America and the future of our company,” Mr. Malloy said. “Over the course of 24 years, Bill and his team have built a company that produces strong, consistent results for our clients. I look forward to continuing WRM America’s success in delivering value-added services to our clients and partnering with Bill to build a leading specialty insurance service company.”

About WRM America Holding Company, LLC

WRM America Holding Company, LLC is a specialty lines property and casualty insurance and risk management holding company offering comprehensive solutions for public and private sector entities. WRM America serves its clients’ unique needs through its operating companies: Wright Risk Management, which manages the New York Schools Insurance Reciprocal (A.M. Best “A” (Excellent)), the New York Municipal Insurance Reciprocal (A.M. Best “A” (Excellent)), and the New York State Municipal Workers' Compensation Alliance; RMI Consulting; WRM America Indemnity Co. (A.M. Best “A-” (Excellent)); and Fidelity National Indemnity Insurance Company (A.M. Best “A-” (Excellent)). The company is headquartered in Uniondale, NY.

Operating in the Continental US!

Phone: 1-877-PMC-COMP| (781)-449-7744

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PMC is a leader in Workers Comp Solutions

Author DavidMalloy , 5/9/2012

Small Business
PMC insurance group is a leader in finding workers compensation solutions for small business.  We have a dedicated group of experienced Small Business underwriters ready to partner with  you in finding solutions and markets for your clients.  We have structured the organization to be efficient in handling small business accounts, respond quickly and provide you with a knowledgable and friendly team. Below is a small sample of the classes that PMC can write.

 

For more information contact PMC Insurance Group today!

Operating in the Continental US!

Phone: 1-877-PMC-COMP| (781)-449-7744

Email PMC | Visit our website


Getting Injured Workers Back Involves Morale, Limiting Cost

Author DavidMalloy , 2/24/2012
Ask the Workers' Comp Expert: Getting Injured Workers Back Involves Morale, Limiting Cost
by Robert G. Jones, Vice President, PMC Insurance Group

In today’s challenging economy, the insurance industry has found itself under increased pressure to help return injured workers back to the job while effectively managing costs, according to John Shilts, Oregon Department of Consumer and Business Services. Business owners are under pressure to increase worker productivity while operating with reduced workforces. Getting injured workers back on the job is critical to cost containment and key to addressing employee insecurity following work-related injuries.

Generally, direct costs associated with workplace injuries account for less than one third of total claim cost. Indirect costs, including lost productivity, replacement worker expense, additional training costs and management time, account for the larger portion of total claim cost. A significant percentage of injured workers who are out of work for extended periods never return to the job.

A meaningful economic opportunity exists for business owners to control the cost of workplace injuries through effective, multi-faceted return-to-work programs. Two undisputed ingredients are a willingness to change organizational culture and commitment to necessary resources for the long term. There is often a void in the management of workplace injuries. Business owners must fill the void and manage their return-to-work programs from within. Effective programs also keep injured workers connected emotionally and physically to their employer, often promoting faster recovery and contributing to improved morale.

PMC Insurance Group’s only business is workers’ compensation. Our insurance professionals have extensive experience helping IIABNY members expand their marketing capabilities by providing workers’ compensation solutions for their clients, including offering guidelines for creating and implementing effective return-to-work programs.

 
 Operating in the Continental US! Phone: 1-877-PMC-COMP | (781)-449-7744 Email PMC | Visit our website

Hiring Independent Contractors is Not Risk-Free

Author DavidMalloy , 2/22/2012
Ask the Workers' Comp Expert: Hiring Independent Contractors is Not Risk-Free
by Robert G. Jones, Vice President, PMC Insurance Group

In today’s challenging economy, business owners have turned to hiring independent contractors in lieu of adding traditional employees. Advantages might include: completion of specific, short-term assignments; obtaining unique, project specific skill sets; reduced costs for administration; and the avoidance of benefits, taxes and legal issues surrounding the hiring and firing of traditional employees.

However, there are risks associated with this practice. Legitimately hired contractors might win disability, workers’ compensation and medical insurance benefits if they were misclassified to avoid paying such benefits. A business owner could also be held responsible for paying all withholding taxes, plus interest, if the Internal Revenue Service finds employees have been misclassified as independent contractors. And, the IRS and other governmental agencies could impose additional financial penalties.

The number of worker class action lawsuits that claim employers misclassified employees as independent contractors rose 50 percent in 2010 to a record 300 or so, according to Garry Mathiason of Littler Mendelson, one of the nation’s largest employment and labor law firms. One reason is that using independent contractors has become common practice in construction, trucking and home health care.

The IRS created a list of 20 common law factors to determine whether a contractor is actually an employee. Under common law, a worker is an employee if the business owner (person for whom services are preformed) has the right to control and direct the way they work including when, where and how the work is done. It is important to understand the difference between the IRS definition of employee versus the definition under statutory workers’ compensation protection.

PMC Insurance Group’s only business is workers’ compensation. Our insurance professionals have extensive experience helping IIABNY members expand their marketing capabilities by providing workers’ compensation solutions for their clients, including appropriate insurance protection when hiring independent contractors.

    
 Operating in the Continental US! Phone: 1-877-PMC-COMP | (781)-449-7744 Email PMC | Visit our website

The Basics of Defense Base Coverage

Author DavidMalloy , 2/21/2012
Ask the Workers' Comp Expert: the Basics of Defense Base Coverage
by Robert G. Jones, Vice President, PMC Insurance Group

In today’s global political and economic environment, Defense Base Act coverage has never been more important. Commonly, DBA is thought to only be required when U.S. employees are working on military bases outside of the United States. However, DBA was amended to extend coverage to third-party nationals, local nationals and all subcontractors employed under contracts for public work projects funded by the U.S. government. Projects may include building schools, roads, embassies, dams and consulting projects. Simply stated, wherever the empl oyer is working in support of a U.S. government-funded, military or any other contract, DBA coverage is required.

DBA coverage provides disability and medical benefits to covered employees injured in the course of employment and death benefits to eligible survivors of employees killed in the course of employment. Coverage is mandatory. Employers are subject to stiff penalties for failure to obtain DBA coverage. The policy may be expanded to include Accidental Death and Dismemberment coverage, travel accident insurance and may include limited Kidnap, Ransom and Extortion coverage.

The Defense Base Act is administered by the U.S. Department of Labor, Office of Workers’ Compensation Programs. The OWCP is responsible for the authorization of insurance carriers permitted to write DBA coverage. Critical considerations when determining the right insurance carrier include worldwide claims handling expertise, dedicated local claims representation, 24/7 medical and legal referrals and emergency response/message services.

PMC Insurance Group’s only business is workers’ compensation. Our insurance professionals have extensive experience helping IIABNY members expand their marketing capabilities by providing workers’ compensation solutions for their clients, including Defense Base Act coverage.

 Operating in the Continental US! Phone: 1-877-PMC-COMP | (781)-449-7744 Email PMC | Visit our website

MANAGEMENT TOOLS: THE ADVANTAGES OF OSHA

Author DavidMalloy , 2/10/2012
MANAGEMENT TOOLS: THE ADVANTAGES OF OSHA PMC Insurance Group

Business owners swap horror stories about many government agencies, unreasonable regulations and the high cost of compliance. Certainly the Occupational Safety and Health Administration (OSHA) has been viewed as a tough taskmaster. Worker safety, however, is serious business; and OSHA offers valuable services to small businesses.

Workplace safety benefits your bottom line as well as the health of your employees. OSHA offers many services to small businesses including reactive management services, proactive services, and training and educational services. Just like your employees, these services must be properly managed for your profit. Read more on the PMC Newsletter.

    
Operating in the Continental US! Phone: 1-877-PMC-COMP | (781)-449-7744 Email PMC | Visit our website

SEVEN STEPS TO CELL PHONE SAFETY BEHIND THE WHEEL

Author DavidMalloy , 2/8/2012
PMC Insurance GroupIf you have mobile employees, make sure that they're using their cell phones behind the wheel in a safe manner. Provide a safety policy that clearly defines and limits cell phone usage while driving and provides penalties for violations. Seek the input of mobile employees and managers to help ensure that your policy is enforceable, fair, and realistic. We'd recommend taking these steps.  



PMC Insurance Group has lots of tips for Business owners. We are the leading Workers Comp provider!



Operating in the Continental US! Phone: 1-877-PMC-COMP | (781)-449-7744 Email PMC | Visit our website

CURBING WORKPLACE DRUG AND ALCOHOL ABUSE

Author DavidMalloy , 2/7/2012
Managing your business' risk:  

$100,000,000,000 a year. That's how much the federal government estimates that drug and alcohol abuse costs American businesses. If you think your organization is immune, bear in mind that nearly three in four of adult abusers are employed -- some of them perhaps by you. You might know these people by their absentee records: They're likely to be gone at 2.5 times the rate of the average employee -- or perhaps by their Workers Comp claims: Three to five times those of non-abusers.

If nothing else, you'll know them by how much they cost your health plan: 300% higher than non-abusers (not to mention the far greater human costs to co-workers, families -- and the abusers themselves).

Despite the highly publicized war on drugs, there's no overall federal drug-free workplace law for the private sector. Although a few states require drug-free workplaces, others take the voluntary approach. For example, some 13 states reduce Workers Comp premiums for businesses with a drug-free workplace program.

If you create such a program, observe these guidelines:

  • Create a policy. Be sure to ban illegal drugs and abuse of alcohol expressly; to state specifically which drugs and related acts are banned; to explain the steps you will take to back these edicts; and to detail the consequences for their violation.
  • Develop a testing program. Decide whom to test, when to test (e.g. pre-employment, random, regular, reasonable suspicion, incident-related), who will do the test (preferably a certified independent lab, with at least two tests showing positive), and what will happen after a positive finding.
  • Decide what to do with abusers. Although some organizations simply discipline or terminate them, others see abusers as valued employees with a problem, who are well worth saving. For this reason, many companies create Employee Assistance Programs (EAPs) to deal with drug and alcohol issues off site. Establishing an EAP shows respect for your employees and offers an alternative to dismissal.
  • Define the role of your supervisors. As the management level closest to employees, supervisors will probably be the first to notice the signs of abuse. They need tutoring on what to look for, and how to document and deal with it. Most important is what supervisors should not do -- attempt to diagnose what are essentially medical issues, or to counsel abusers. Their role is to report behavior and support what abuse experts decide are appropriate responses to individual situations.
  • Communicate to employees the details of your program, the effects of abuse, and the importance of understanding the problem and reacting in a supportive way.

For more tips on how to save money and help your employees, read the PMC  Online Newsletter here.

Operating in the Continental US! Phone: 1-877-PMC-COMP | (781)-449-7744 Email PMC | Visit our website