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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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Posts tagged with work - work

THE ABC’S OF HOLD HARMLESS AGREEMENTS

Author TonyScurich , 10/31/2016
Bookmark and Share Because construction projects are complex operations involving a number of subcontractors under your supervision, onsite accidents or injuries resulting from their work can easily lead to litigation against you. To protect yourself against claims, losses, and expenses if disputes arise during the project, make sure that all subcontractors sign a “Hold Harmless Agreement” clause. The terms of these clauses will vary from state to state. In some cases, this clause will protect the contractor from claims by corporations or companies that did not sign the agreement. There are three types of hold harmlessagreements: Under the Broad Form, the subcontractor assumes all liability for accidents due to negligence of the general contractor, and combined negligence between the two parties. Because of its sweeping terms, this form is relatively rare – and some states prohibit it. With the Intermediate Form the subcontractor takes on all liability for accidents and negligence, but will not be held accountable for the general contractor's actions. It doesn’t matter whether the incident was the subcontractor’s fault. If both parties were negligent, the subcontractor assumes liability all for its acts or omissions. Intermediate form agreements are relatively common. A Limited Form agreement makes the subcontractor liable only for the proportional part of its responsibility for a mishap. Other parties – such as subcontractors – will be held liable under their hold harmlessagreement(s) for their corresponding part of the accident or negligence. The type of agreement that’s best suited for your needs will vary depending on the nature of the project and state laws. As always, we stand ready to offer you our professional advice.

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.

A Networked Hiring Approach

Author TonyScurich , 10/10/2016
Your business needs an employee referral system that rewards and encourages employee referrals properly. The feature story for Inc. Magazine Database, is to discusses how social media is replacing job boards as the primary outlet for sourcing candidates. According to the Aberdeen Group, 50% of companies with high retention rates decreased their investment in job boards last year. The most popular site use by recruiters is LinkedIn. The most popular tool used by job seekers to find work is Facebook. Interestingly, JobVite stated that employee retention rates skyrocket when they’re referred by other employees. After three years, 47% of referrals were still around, compared to only 14% of job board applicants, (not sure what happened here). Interestingly, JobVite stated that employee retention rates skyrocket when they’re referred by other employees. After three years, 47% of referrals were still around, compared to only 14% of job board applicants were. As mentioned on this previously, have an employee referral system that properly rewards and encourages employee referrals.  

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.

EDITOR'S COLUMN: Dealing with Speed

Author TonyScurich , 9/28/2016

Don Phin

I listened to an outstanding NYC Radiolab podcast on the subject of speed. To begin with, Radiolab is one of my favorite podcasts. The subjects are always interesting, but this was one of those episodes that causes you to really do some deep thinking. Many years ago. the great thinker Buckminister Fuller coined the phrase "accelerated acceleration." In a sense, things happen faster at an ever faster rate: Speed feeding on itself.

The podcast discussed relative aspects of speed; for example, how it affects stock trading. No longer are stocks traded on the floor, but through ten thousand servers, all connected to a motherboard on Wall Street. Trades are made in microseconds. This technology-driven speed has ended the career of many old school traders. While we might bemoan the good old days, this change has lowered the cost of trading for you and me.

The whole concept of speed is reengineering the workforce dramatically. Pretty soon, there will be an algorithm or program that solves just about every puzzle -- the Watson computer being an excellent example. Our best and brightest will continue to create those tools and figure out how to put them to good use. Technology has driven the middleman out of stock trading, just as in many aspects of business and much of the retail sector

How is this affecting your company? Where will the speed of transactions have an impact on your career? Who will get squeezed out next? What new jobs will be created?

Speed is directly related to time. All of us feel the stress of this speed on how we manage our time. I describe it as running 75 mph. Many think they can outdo the other guy if they run 80 mph. Years ago this was termed the rat race – and as Lilly Tomlin reminded us, "even if you win the rat race, you're still a rat." Nothing less than a fundamental reexamination of how we do our work will be required to survive the speed of change.

I highly encourage you to listen to this podcast: http://www.radiolab.org/2013/feb/05/. The last part of it is amazing and will blow your mind. It certainly made me want to learn more about the latest discovery that is shared. I won't spoil it by telling you what it's about. I had to listen to it three times for it to fully sink in. I'd be curious to know what you think after listening to this podcast.

PS...If you haven't yet done so, get thee to the Time Management Training Module on HR That Works. In order to manage the rate of speed better we have to better manage our time.

 

Triangulating Fraud

Author TonyScurich , 9/21/2016
3

Most people who commit fraud at work are not career criminals - and are often trusted staff with no criminal history. According to criminologist Donald Cressey, there are three factors (the "Fraud Triangle") that lead an ordinary person to fraud: opportunity, pressure, and rationalization.

Take this example: a bartender who splashes a little more scotch into his friends' drinks when they come into the bar is succumbing to opportunity; his peers' expectations that he'll do this create pressure; while telling himself that "everybody does this - and we're too stingy on our pours, anyway" provides a rationalization.

How can you use this three-legged tool to detect and deter fraud?

You can't do much with about rationalizing fraudulent misbehavior because everyone does it without announcing their decision in advance.

You can't learn whether employees might be under financial pressure to commit fraud without investigating their personal finances - which is impractical and illegal. However, you might be able to minimize work-based pressures they face (for example, forbidding managers from ordering them to hit their goals at all costs).

Opportunity provides the most effective leg in the triangle to curb fraud by making it more difficult. Here's how:

  1. Segregate duties so that no one has sole control over accounting, reconciling, custody of assets, and approval of transactions.
  2. Make sure that transactions which are unusual or involve large amounts have strong managerial oversight and follow-up.

In other words, develop effective control systems so that any larcenous employee will need to be clever enough to avoid several pair of eyes while running a gauntlet of people who reconcile accounts and monitor budget.

If fraud does strike despite these precautions, make sure that you have the right insurance to protect you from loss. For more information, just give us a call.


Protect Your Business When An Employee Leaves

Author TonyScurich , 9/19/2016
eMPLOYEE It's always difficult to terminate an employee - especially in this age of employment litigation and privacy concerns. Even if a worker leaves voluntarily, you need to make sure that he or she no longer has access to confidential information

The key to making sure that you've covered all bases of your bases is to follow a Departure Checklist:

  • When an employee leaves, whether voluntarily or involuntarily, notify all staff immediately to help reduce rumors, hurt feelings, and concerns. Keep the announcement positive.
  • Remove the employee from your facility soon as possible. Offering to have the person stay is nice, but might not always be helpful. If you decide to let the employee stay for the customary two weeks, assign him or her specific tasks to complete. Collect keys immediately and assign someone to work with the departing employee for the duration of their stay.
  • Once the decision has been made, restrict the employee's access to sensitive company information at once; be sure that this restriction includes any VPN or private access.
  • Have the employee review all items on which he or she is working and write a synopsis of what's needed to complete each item. Then review these items to create a specific workload transition plan, and assign them to other employees. The sooner you do this, the better.

The more you think through this process before a problem arises, the more effectively you'll be able to deal with it. We stand ready at any time to help you develop and implement an effective plan that can go a long way to help you protect your business from this risk.

 

Construction Safety: Myth And Reality

Author TonyScurich , 9/9/2016
construction-646465_1920 Unfortunately, a number of erroneous beliefs about worksite safety are widespread in the construction industry. Here are seven common safety myths - and why they don't pass the reality check:
  1. Safety programs ensure worker safety. In practice, this means that binders on a variety of topics (usually regurgitated OSHA standards) end up gathering dust on a back shelf.
  2. Safety is common sense. Taking risk is a very personal matter. Some people skydive, others bungee jump; some race automobiles, others rock climb.
  3. Incentive programs improve safety. Because these programs usually reward not having a recordable incident, they benefit workers been lucky enough to avoid accidents - not to mention a natural tendency not to report injuries.
  4. Progressive punishment ensures safety compliance. The best punishment can do is achieve temporary compliance. Effective policing must be continuous and consistent, with clear consequences.
  5. Firing noncomplying workers solves safety problems. This is like trying to cure a disease by treating its symptom. Instead, find the error that led to unacceptable behavior and change it.
  6. Safety training is a leading safety indicator. The sign-in sheet shows only who attended the meeting. For training to work, managers need to test what individual workers learned - or didn't learn.
  7. Inspections and audits will uncover most workplace hazards. Inspections provide snapshots of workplace conditions at a given time, rather than an accurate picture of ongoing operations or activities.
Every construction firm needs to evaluate its safety systems, practices, and procedures critically, challenge the status quo where needed - and take decisive action. Our agency's professionals would be happy to offer their advice at any time, free of charge.

How Well Do You Know Your Insurance?

Author TonyScurich , 9/7/2016

With so many demands on their time, many business owners find it difficult to learn enough about their insurance programs.

You've probably found yourself asking questions such as:

  1. Do I have the right coverages to protect my business from financial loss?
  2. Do I have any exposures to loss that aren't covered and should be?
  3. Exactly what am I buying?
  4. Am I getting the best value for my premium dollar?

As insurance professionals, we help you answer these questions because we:

  • Offer policies providing protection against a wide variety of risks that can threaten your business - everything from Accounts Receivable and Business Interruption through Employment Practices Liability and Glass Insurance to Theft coverage and Workers Compensation.
  • Recommend an insurance company (from among the quality carriers that we represent) that will provide quality protection.
  • Make it a point to learn how your business works so that we can pinpoint potential sources of loss.
  • Design a program that minimizes the impact of these losses (incidentally, we don't always recommend insurance).
  • Provide comprehensive protect that's tailored to your needs - and your pocketbook.
  • Work with you to make sure that your coverage stays updated as your business grows.

In short, we take over one phase of your business for you, and work with you to accomplish your first goal - protecting your profits.

To help us help you make sure that your business insurance makes business sense, please feel free to get in touch with our agency's professional at any time.

We're here to serve.


Workers Comp Prescription Narcotics Abuse: Fight Back!

Author TonyScurich , 9/2/2016
4 The use of narcotics in treating injured workers faces heavy scrutiny today - and for good reason. The latest National Council on Compensation Insurance, Inc. (NCCI) Annual Issues Symposium found that:
  • The average cost of narcotics per Workers Comp claim rose from $39 in 2003 to $59 in 2011. This is a rate of 0.79 narcotic prescriptions per claim, up from 0.56 in 2003 - a 14% increase in eight years.
  • More than 5% percent of Comp claims that resulted in at least one prescription for if anymedication included five or more narcotics prescriptions.
To curb the prescribing of narcotics for your injured employees, start by choosing the right Workers Comp physician. In most states, businesses have the legal right to designate the physician that injured employees must use. To find a physician in your area who is board certified in Occupational Medicine, go to http://www.acoem.org/. If none is available, look for a doctor who takes patients on Workers Compensation. In many cases, urgent care clinics make great partners. Once you find a physician, talk to him or her about your business, discuss your return-to-work program and the types of transitional jobs you offer - and ask about their attitude toward prescribing narcotics. Even if state law prohibits you from requiring injured workers to see a specific physician, you can still suggest that they do so. For example, you might say, "Doctor Joan at Acme Urgent Care has treated many of your co-workers and they've gotten better quickly." Selecting a doctor who doesn't dispense drugs and only prescribes narcotics when they're are absolutely necessary can go far to help injured employees get back to work and be healthy and productive as swiftly as possible - while keeping your Workers Comp costs under control.