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Scurich Insurance Services has been serving the Monterey Bay Area since 1924. Our mission is to partner with our customers and provide them superior service and value. We are a member of United Valley Insurance Services, Inc., a cluster of over 70 California Independent Insurance agencies, which produced over $530,000,000 of annual premium last year. At Scurich Insurance Services we understand your business and our community. Our customers look to us for comprehensive solutions. We have established relationships with more than 40 of the nation’s leading insurance providers, which allows us to deliver multiple, competitively-priced options and a team of experts to guide you through the process. When you need to file a claim, change a policy or process a certificate you can depend on Scurich Insurance Services to respond quickly to your request. SERVICES In order to provide value added benefits to our customers that go beyond the insurance policy Scurich Insurance Services offers the following additional services: Safety Programs – English and Spanish OSHA Compliance Safety Policies – English and Spanish Online OSHA 300 Log Safety Posters and Payroll Stuffers - English and Spanish Certificates of Insurance – If received before 3:30pm done the same day Risk Management Consulting Brokerage Services Represent most major insurance companies to better market your account. Safety tapes/DVD’s BUSINESS LINES Commercial Commercial Packages Business Auto Workers Compensation Umbrella Bonds Directors & Officers Professional Liability Employment Practices Liability Personal Auto Home Umbrella Recreational Vehicles Boatss Life & Health Individual Medical Individual Life Group Medical Group Benefits

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Check Out This Social Media Use Checklist

Author TonyScurich , 10/21/2016
  Social media rules! In recent studies, Twitter, Facebook, and Tumblr users sent tens of millions of messages every day– and new players keep entering the marketplace. Although these platforms provide significant benefits for businesses of all sizes, they also pose a variety of risks. Everything from employment, privacy and security, through intellectual property to media-related liability. Chances are your employees are using social media, either at home or work, in ways that could put your business at risk. To limit this exposure, experts recommend creating social media guidelines based on a five-point checklist:
  1. Assess both your company’s general social media activities and individual social media campaigns, weighing potential risks against benefits as accurately as possible.
  2. Designate specific individuals and departments to develop, execute, and monitor a comprehensive and proactive social media strategy – and make a senior executive responsible for implementing it in a timely fashion.
  3. Have the policy reviewed by the relevant departments (human resources, IT, communications, and legal) and by an outside law firm.
  4. Because employees pose the biggest risk to a company, although often unwittingly,,provide educational programs about the danger of damage to the company by using social media on the job or at home.
  5. Create a social media agreement for employees to review and sign as a condition of employment and part of their employment contract. Update the agreement annually, or as often as needed, to address changes in social media that might impact your risk in new ways.
Following this checklist will help position your business to reap the enormous benefits that participationin social media offers. As always, we’re here to help you– just give us a call!  

Stress And Work Performance: The EAP Solution

Author TonyScurich , 10/14/2016
Stress, called the “health epidemic of the 21st century” by the World Health Organization, costs American businesses up to $300 billion a year, According to “Stressed at Work,” a recent research report by Benzinger, Dupont &Associates, stress impacts work performance in nearly half (49%) of employees surveyed. Difficulties in concentration, absenteeism, and poor work quality are leading the way. Differences by gender or age can be significant.. Personal problems cause females to be absent from work more often, but males tend to miss more days of work. The frequency of disciplinary action for stress-related acts by males was almost twice as high as for women; with the 56-65 year-old age group having the highest disciplinary rates The good news: More than nine in ten employees (94%) report improved work performance following participation in an Employee Assistance Program (EAP). The study recommends that companies work with their EAP in identifying and addressing the needs of workers, who are more vulnerable to stress, so they can prevent potential problems becoming serious. These programs and promotion campaigns should consider differences in gender and age. For example:
  • Managers need to pay attention to female absenteeism because it might reflect stress at home and/or at work.
  • To decrease male disciplinary actions, EAP support and wellness programs should focus on the specific needs of men in the workforce, and use promotional outreach methods that reflect male preferences for brevity (e-mail and text messages).
The more familiar you become with signs and symptoms of stress on the job, the more effective you’ll be in encouraging stressed employees to engage with EAP and workplace health programs: which means the healthier your workers are, the better your bottom line! To learn more, feel free to give us a call at any time.

Editor’s Column: Managing Is A Balancing Act

Author TonyScurich , 10/7/2016
I remember my wife and I going to a parenting class and learning the mantra, “firm, but fair.” It's okay to have clear rules in your household and enforce them; however, you want to do so in a fair manner. When we’re clear about the rules, we can be firm. . I'm sure you've shared my personal experience where parents or bosses have punished you for rules you never knew existed –until after you were punished for them!Often, the knowledge is so “commonsensical” to the parent or boss that they just assume the child or the employee know it also. Never mind that it took 20 years for that boss or parent to finally “get it” themselves. When we’re clear on the rules, there’s predictability. There’s integrity. There’s consistency. The rules don't change overnight based on emotions. When we’re out of balance on the side of clarity we’ll see people begin to fear us, rebel against us, and leave us – not a good outcome at home or work! When it comes to being fair, the first thing to remember is that life wasn't designed to be fair, either at work or at home. Life was designed to be a learning lesson. However, fairness has become the filter of today's workplace. Everyone wants to feel they're being treated fairly. ‘A fair day’s pay for a fair day’s work.’ Of course, what might seem fair to me could seem onerous to you. We treat people fairly when we follow the Golden Rule. By asking how we can serve and help others, practicing kindness and compassion despite any differences we may encounter along the way. We understand to separate the conduct from the person. Managers will continue to struggle with employees about work hours, compensation, communication, expectations, safety, insubordination, conflict, and more. Great managers, like great parents, strike the appropriate balance between firm and fair.

Avoid Sticker Shock For Your Teenage Driver

Author TonyScurich , 10/3/2016
Adding a teenager to your auto policy can raise your rate by more than 40%. The good news: you and your teen can reduce these hikes significantly in a variety of ways:
  1. Get good grades. Most insurance companies offer high school or college students with a B average or better a discount of up to 10%.
  2. Live away from home. Students at college or living at least 100 miles from their parents without a car can usually get a 5%-10% discount.
  3. Take an additional driving class. Although most insurance companies don’t give a discount for mandatory drivers’ed instruction, some companies will reduce premiums by 5% for teens who go to follow-up classes.
  4. Sign a parent-teen driving contract. Your insurer might offer up to a 5% discount if your teen agrees to follow such rules as not driving at night or with friends in the car.
  5. Raise your deductible. However, bear in mind that you’ll have to pay this deductible if your teen driver damages the car. If you repair every ding, you could spend a lot more than you'll save on premiums with a higher deductible.
  6. Reduce or drop some coverage. If you have an older car, you might not need Comprehensive or Collision insurance. Be wary of lowering Liability limits. In most cases, it makes sense to keep Personal Injury Protection (PIP) coverage, which pays medical expenses of anyone injured in an auto accident.
  7. Choose a safe vehicle. The higher the safety rating of your car, the lower your premiums – and the safer your teenager will be behind the wheel.
We’d be happy to help you minimize the sticker shock of adding a teen driver. Just give us a call.

Underground Construction Risks: The 811 Solution

Author TonyScurich , 9/12/2016
Across the nation, utility lines, tunnels, and structures run under our feet, Each year, excavators strike approximately 700,000 of these underground lines, often triggering potentially fatal accident (from steam, gas, propane, or electricity). A single strike might easily cost a contractor hundreds of thousands, or millions, if the accident leads to an interruption of service that shuts down a factory, hospital, telecommunication lines– even a missile silo. In most cases, insurance will not cover these losses. To deal with this threat, the Common Ground Alliance coordinates 811 --Call before You Dig, a nationwide phone and online system that contractors can use to notify local utilities so they can "mark out" their facilities before excavation of anything from to a sewer to a subway. These markouts are required under state law. When you use the call 811.com system, bear in mind that:
  1. It doesn't matter where you are - downtown, in the middle of a suburban street, or building a private home.
  2. Call even if you're confident that you know where something is buried (for example, if you installed the line); many contractors dig up lines that have just put in.
  3. Instead of marking the area with wooden stakes - which are all too easy to drive through gas lines - use white paint or "feathers;" even the most shallow excavation can be hazardous.
Remember, failing to contact 811.com before every excavation violates the law - and leaves you wide open to huge liability losses. Don't take a chance your odds of losing in the Underground Damage Casino! To learn more, just get in touch with the Construction Insurance Specialists at our agency.

Saying 'I DO' To Wedding Insurance

Author TonyScurich , 7/22/2016
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As the average cost of getting hitched keeps rising (to $27,000 in 2012), more and more couples are using Wedding Insurance to protect their investment against mishap - and help ensure peace of mind on this special day.

Wedding policies will reimburse you for losses due to:
  • Weather: The cost of rescheduling if the event has to be postponed because of rain or other bad weather.
  • Illness or injury to the bridal party. The expenses of postponing the wedding if essential people (such as the maid of honor or best man) can't be there.
  • A missing celebrant. Some of the costs if your minister, justice of the peace, rabbi, or other celebrant doesn't show up.
  • Missing vendors. Some, or all, of the expense (including rescheduling) if the caterer, florist, photographer, or other key vendor is missing in action.
  • Damage to the venue. Your losses if fire, electrical or mechanical outage, or going out of business makes the wedding or reception site unusable, forcing you to reschedule. (This coverage might not apply if the sites already carry insurance).
You can also buy coverage "riders" for a variety of other risks, ranging from a military service call-up to the bride or groom and damage to a wedding gown or tuxedo, to stolen or damaged gifts, and cancellation of your honeymoon due to illness, bad weather, or other mishap. If you're holding the ceremony in your home, you might also want Liability insurance in case a guest gets hurt or injures someone. Premiums can range from $100 to $1,000 (if you buy Liability coverage and host an open bar). We'd be happy to tailor a Wedding policy to meet your needs, and budget. Just give us a call.

Happy 4th of July

Author TonyScurich , 7/4/2016

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We are the land of the free, we are the home of the brave. Let's pay tribute to our brave American Heroes on this special day and forever.

Happy Independence Day!


The ABC'S Of Construction Liability Insurance

Author TonyScurich , 6/22/2016
No matter how large or small the job in the building trade is, it's always the best policy to carry insurance again liability for losses from injuries, accidents, or property damage during construction. Residential building contractors need a Liability policy to protect them from lawsuits from homeowners for construction-related losses, or from workers injured on the job. Make sure that your contract requires every sub to carry their own Liability insurance and exempt you from responsibility from damage they might produce during construction. The amount of coverage you need will depend on the size of the contract. As a rule of thumb, it's wise to have two or three times the size of the project budget. Commercial contractors usually carry millions in Liability insurance. Contractors with higher risk of damages (for example, roofers or contractors in highly specialized trades) often take out higher coverage. Your Liability policy will set coverage amounts (limits) for both each occurrence and overall (aggregate) values. Limits are also set for: 1) fire damage to property under construction; 2) medical expenses for injured workers on the jobsite who might not be covered under Workers Compensation; and 3) personal and advertising injury (claims that promotion or advertising caused a financial or personal loss to the owner of the home or building). While many contractors pay their Liability premiums up front, those with cash flow problems others prefer to finance them through an indemnity corporation with a down payment and monthly payments over six months to a year. As always, our insurance experts stand ready to help you find comprehensive Liability coverage at a rate you can afford. Feel free to get in touch with us at any time.

More Employees Using Benefits To Care For Children And Parents

Author TonyScurich , 6/20/2016
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An increasing number of employees in the "Sandwich Generation" are looking for benefits to help them manage the demands of caring for parents and children alike. A recent nationwide survey by the Pew Research Center found that nearly half of respondents in their 40s and 50s have a living parent and are either raising a young child or supporting a grown one.

"There's an emerging recognition of the impact of caregiver stress on working parents' ability to be productive at home and at work," says David Lissy, CEO of Bright Horizons, a provider of dependent back-up care services. "Particularly as families wait longer to have children, there's more at stake in their careers and they're pulled in many directions, dealing with the realities of their aging parents."

On average, access to Bright Horizons allowed employees to work six days during the past six months - productive time that otherwise would have been lost - and nearly 70% of these workers used the service for adult care.

Care.com, another provider of backup care services for employees, saw a three-fold increase last year in the number of clients that added senior care planning. IRobot, Inc. chose Care.com as an employee benefit because "we value our employees and want to support them in managing the demands on their personal lives," says benefits analyst Cathy Blanchard. Since adding the service, iRobot has seen a 15% month-to -month increase in using the program, which has boosted productivity by reducing costs from care-related absences and distractions.

If you'd like to learn more about offering day care for adults and children as an employee benefit, just give us a call.

 

Work-Life Flexibility Plans Give Employees Key Role

Author TonyScurich , 6/17/2016

2Benefits experts have usually focused on the role of management in implementing programs that improve employees' flexibility in balancing their life and work. However, researchers are now calling on workers to take the primary responsibility for a creating more flexible daily life by making small, shifts in their everyday behavior.

For example, a survey by Cali Williams Yost, author of Tweak It: Make What Matters to You Happen Every Day," found that nearly 75% of employees believe that work-life flexibility is only possible if their employer and/or boss provide it. Adds Brad Harrington, Ph.D., executive director of the Boston College Center for Work and Family, "ultimately it's the individual who must solve this problem, determine their fit, and manage the process of achieving it.

Although more companies are offering flexibility programs and policies that help employees manage such life transitions such as parenthood and illness, Yost and Harrington point out that many workers find it unrealistic to work regularly from home, revise their daily schedule, or use other flexibility options. Even so, they argue, this doesn't make work-life balance a lost cause.

"Major life events matter," says Yost, "but it's the everyday routine we crave and where employees struggle the most with managing work-life fit. Employees themselves need to manage work-life as a daily practice. While this sounds counterintuitive, it starts by thinking small." She encourages employees to "make small, consistent changes in how, when and where they manage their work and their lives... taking actions that over time build the foundation for a successful work-life fit that transforms their performance on and off the job."

That's sound advice to share with your workers