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I am willing to bet that your agency has tried most of the available marketing approaches – print, email, banners, text ads, event sponsorships, on-site marketing, social media, SEO, etc. I am also willing to bet that you are not sure what worked (gave you the best results). But, if you are like most marketers you probably will say that Email Marketing is perhaps the most effective (cost/benefit wise). While we help hundreds of agencies with our multi-disciplinary approach (all of the available digital marketing tactics), let’s talk about the most relatable – email marketing.

I am willing to bet that your agency has tried most of the available marketing approaches – print, email, banners, text ads, event sponsorships, on-site marketing, social media, SEO, etc. I am also willing to bet that you are not sure what worked (gave you the best results). But, if you are like most marketers you probably will say that Email Marketing is perhaps the most effective (cost/benefit wise). While we help hundreds of agencies with our multi-disciplinary approach (all of the available digital marketing tactics), let’s talk about the most relatable – email marketing.

When it comes to hackers stealing confidential client information, most people think of their primary targets as mega-corporations; banks, credit card providers, online retailers, and so forth. (American Express, MasterCard, and Sony come to mind.) However, more than half of small and midsize businesses have experienced at least one data breach in the past year, according to a recent nationwide study by the Ponemon Institute. What's more, only 33% of surveyed companies suffering breaches notified affected individuals that their personal information was ever at risk - despite laws in 46 states that require such notification. The primary causes of these breaches were employee or contractor error, lost or stolen laptops or smart phones, and procedural mistakes, according to the study commissioned by the Hartford Steam Boiler Inspection & Insurance Co. The survey also found that: Nearly nine in 10 respondents (85%) shared their customer and employee records with third parties by providing billing, payroll, employee benefits, web-hosting, or other information technology services. Seven in 10 respondents (70%) said that data breaches are more likely to occur if they outsourced data. Despite this outsourcing exposure, more than three in five businesses surveyed (62%) did not require third parties to cover costs associated with a data breach in their contracts. "Smaller companies are targeted by data thieves, but they often don't know how to respond when sensitive information they keep on customers and employees is lost or stolen," warns Hartford Steam Boiler Vice President Eric Cernak. "Failing to act in a timely and effective way can harm the reputation of businesses and even risk legal penalties in many states." For professional advice on helping you minimize the growing financial and legal threats to your business from data breaches, please feel free to get in touch with our agency at any time.

"Contingent workers" {part-time, temporary, or contract employees) face a high risk of occupational injuries and illness. According to the National Institute for Occupational Safety & Health, reasons include the tendency to outsource more hazardous jobs, worker lack of experience and familiarity with operations in a new workplace, inadequate protective equipment, and limited access to such preventive measures as medical screening programs. Even though the safety of contract workers is the legal responsibility of the contractor, the OSHA General Duty Clause makes you responsible for protecting everyone in your workplace. To meet this obligation, and bolster workplace safety compliance, we'd recommend these guidelines: Make sure that the contractor agrees to comply with OSHA requirements. If the contractor doesn't follow safety rules, force compliance or stop work for breach of contract. Set safety compliance ground rules up front. Share accountability for safety compliance with the contractor. Although you might not be legally responsible for an accident caused by a contract employee, it's still your problem. Offer assistance. Explain hazardous conditions or processes during project orientation and stress any rules and restrictions, such as hot-work permit requirements, lockout/tagout, and confined spaces situations and needs. Document communications with contractors. Have them sign an agreement for resolving specific safety problems or for conducting inspections. Read the OSHA Multi-Employer Citation Policy compliance directive (CPL 02-00-124), which applies to contractors on your work site. Finally, the fact that most contingent workers will only be in your workplace for a short time adds to the urgency of getting them up to speed on company safety policies ASAP. For more information on keeping contingent workers safe in your workplace, please feel free to get in touch with us.

Chances are that you outsource most risk management functions to an insurance company representative or agent. However, to protect your business against the risks you face at a price you can afford, you need to control the presentation of your loss and coverage information to insurers. In other words, it makes sense to provide what an underwriter needs to write your business: a “risk profile” that shows a historic record of your exposures, loss data, and insurance contracts. Your profile should include these items: A history of the firm that’s positive and realistic. The more effectively you’ve adapted to the recession, the better your chances of getting a competitive rate. Résumés of key management— to show that you and your team know your business. Marketing materials and Web page(s). A D&B Report. Without one, you might get a lower grading. If you’ve had financial problems, some insurance companies might be willing to write your business, as long as you provide this information upfront. Audited financial statements, if applicable. Estimated values, including sales, workers compensation payroll, automobile fleet, property and equipment. Sales and payrolls for the past five years. Insurance loss runs and claim runs during the past five years for all policies, valued within 90 days of renewal. An outline of your workplace safety plan(s). Fleet maintenance schedules, if applicable. Your workers compensation experience modification factor. Be sure to review all data on your company in the files of your insurance company and add it to your database. Maintaining a comprehensive, accurate, and updated risk profile, and staying on top of how you present this information,will play a key role in securing a comprehensive and cost-effective insurance program. Our risk management specialists stand ready to offer their advice at any time.

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If you're using "contingent workers" -- on a part-time, temporary, or contract basis -- be aware that these employees face a greater risk of occupational injuries and illness. According to the National Institute for Occupational Safety & Health (NIOSH) reasons for this higher vulnerability include the tendency to outsource more hazardous jobs, lack of experience and familiarity with operations in a dangerous workplace, inadequate protective equipment, and limited access to such preventive measures as medical screening programs. The chances are that temporary workers have a wide variety of experience levels (due to high turnover) or have had the benefit of formal safety programs. Also, bear in mind that even though the safety of contract workers is the legal responsibility of the contractor, the OSHA General Duty Clause could be interpreted to make you responsible for protecting everyone in your workplace. To help meet this obligation, and bolster workplace safety compliance we'd recommend that you take these steps: Include safety requirements in the contract, even if only to state that the contractor must comply with OSHA requirements. If the contractor doesn't follow safety rules, you can force compliance or stop work for breach of contract. Set the safety compliance ground rules up front, during orientation or before they start work. Share accountability. Although an accident caused by a contract worker might not be your legal responsibility, it's still your problem. Don't leave safety compliance problems for the contractor to solve alone. Offer assistance. Explain all hazardous conditions or processes during the initial project orientation and stress any rules and restrictions, such as hot-work permit requirements, lockout/tagout, and confined spaces situations and needs. Document communications with contractors. Give the contractor(s) a document or form to sign when resolving specific safety problems or for conducting inspections. Read the OSHA Multi-Employer Citation Policy. OSHA published an enforcement and compliance directive (CPL 02-00-124, December 10, 1999) laying out its citation policy for multi-employer worksites, which includes contractors. Finally, don't forget that most contingent workers will only be in your workplace for a relatively short time. This only adds to the urgency of getting them up to speed on your company's safety policies and practices as quickly as possible. Contact our office today for more information. Content provided by Transformer Marketing.