Search CompleteMarkets

...antage of: Artisan Insurance, Professional Liability Insurance, Hiscox NOW, Non-Emergenc...

... setting up shop as independent consultants or contractors, as corporations do.... This will increase the need for Professional Liability insurance.

... setting up shop as independent consultants or contractors, as corporations do.... This will increase the need for Professional Liability insurance.

...No project engaged in by these professionals is without risk. Mistakes can lea...

...for an artisan contractor to get liability and property coverage is to obtain ...e Owners and Contractors Protective Liability insurance. This type of coverage...

Exclusive Apartments | Hard-to-Place Property Insurance | Grocery Store Insurance | Grocery Store Insurance | Victory Workers' Comp Insurance | Security Guard Insurance

Benefits 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

By decreasing work time lost from to job-related injuries and illnesses, Return-to-Work (RTW) programs can reduce your insurance costs (Workers Compensation, Disability, and Medical insurance), strengthen workplace morale, boost productivity - and help protect you against ADAAA litigation. Here are ten common mistakes by businesses when using RTW: Failure to manage the higher number of employees covered by the ADAAA. An expanded definition of disability has increased the number of employees under the ADA to the point that some attorneys advise against fighting disability claims. Insisting on employee release to "full duty" before returning to work. This raises Workers Comp costs and the possibility of the employee not returning to work when medically possible. Ignoring co-morbidities. Health issues that complicate or delay an employee's recovery (such as diabetes, obesity, and hypertension) can increase Comp claims. Failure to commit the necessary budget or resources. The costs of absences and non-compliance with government rules is usually far higher than that of implementing an RTW. Reluctance to set transitional assignments because employees "might get reinjured." It's even riskier to have them stay at home and develop a "disability attitude" that extends the absence and boosts costs. Failure to distinguish "light duty" from "transitional work." The ADAAA permits employers to reserve less physically demanding or "light-duty" jobs for those with work-related disabilities - and these jobs should be distinct from transitional tasks. Relying on physicians to guide the RTW process. Although physicians are medical experts, they're not familiar with workplace policies, job demands, and the availability of transitional work. Failure to understand overlapping and conflicting laws. The clashing requirements of insurance companies and state and local governments can be a nightmare. Inability to focus on the goal. An Integrated Benefits Institute study ranked a focus on the employee's job as the major success factor in successful RTW programs. Believing that Workers Comp settlements resolve other liabilities. One size does not fit all.

Your weekly update on what's happening on CompleteMarkets. Featured Markets | Latest Discussions | Latest Blog Posts | Did You Know?