Strong storms can be a concern for any employer, but businesses that have employees who frequently work outdoors also need to consider the substantial risks of lightning. According to the National Oceanic and Atmospheric Administration, there are approximately 25 million cloud-to-ground lightning strikes in the United States every year.
Although about 90 percent of people struck by lightning survive, these discharges can cause serious and permanent disabilities. And, even if your employees aren’t hurt by lightning, they may be at risk from any fires, explosions or other hazards that result from a strike.
If employees at your business work outside, you need to take steps to reduce lightning hazards, create an emergency action plan and train your workforce.
Recognizing Increased Lightning Risks
Lightning is usually unpredictable and can occur both during heavy storms and in the complete absence of any rain. However, employees in certain roles or locations are at greater risk. Tasks that frequently expose employees to lightning include:
- Roofing
- Logging
- Construction, especially around scaffolding
- Steel structure and tower construction
- Utility field repair
- Lifeguarding
- Field labor
Some locations are also more likely to attract lightning strikes, including open fields, towers and tall trees.
Reducing Outdoor Lightning Hazards
The best way to protect your employees from lightning strikes is to have a plan in place before they’re exposed to dangerous conditions. All of your managers, supervisors and outdoor workers should collaborate on your plan to ensure it accounts for your business’s unique operations. You should also consider how your plan should be adapted for multiple workplaces if any employees work at different worksites.
Consider these tips when you’re drafting your plan:
- Train all employees on lightning safety, including early warning systems for severe weather and the best locations to take shelter when working outdoors.
- Post information on lightning safety around all of your outdoor work areas. These postings should indicate the location of safe shelters, when to stop and resume work after hearing thunder, and any other guidance that applies to your business or worksites.
- Make sure employees check weather reports before working outside. Employees should also check the weather at each worksite they’ll be visiting each day, as weather patterns can vary widely—even over short distances.
- Require employees and supervisors to monitor weather reports regularly once they’re at an outdoor worksite.
- Have employees stop work and seek shelter immediately if they hear any thunder.
- If a safe indoor structure isn’t available, have employees use a hard-topped metal vehicle as shelter.
- Set a mandatory length of time for stopping and restarting work after a lightning strike. Most lightning-related injuries and deaths occur because victims don’t seek shelter quickly enough or go back outside assuming the lightning storm is no longer a risk. The length of time before work can continue may vary based on your business and operations, but it should be at least 30 minutes after hearing the last sound of thunder.
Emergency Action Plans
Although reducing your lightning risks before a storm will help safeguard your employees, no plan can account for everything. Your business should also have an emergency action plan that gives employees specific guidance to help protect them from lightning strikes.
Your emergency action plan for lightning should encourage employees to do the following:
- Use any available early warning systems to detect lightning.
- Inform supervisors or co-workers if any thunder is heard.
- Avoid seeking shelter in small structures that won’t offer protection from lightning, such as sheds, pavilions and tents.
- Move away from any tall objects. Employees should never be the tallest object in an area if there’s a chance of lightning.
- Avoid open areas, such as fields.
- Find an area of dense, small trees that’s surrounded by larger trees or structures. However, employees should watch out for fires caused by lightning strikes or flooding from thunderstorms.
- Avoid wiring, plumbing, fencing and all other metal objects that could conduct electricity.
For more resources to help keep your outdoor workers safe, call 831-661-5697 today.
Read more
Coinsurance is one of the most complicated and misunderstood terms in insurance. This concept is commonly included in a number of different policies, including property, health and directors and officers. However, coinsurance works differently for each type of coverage, and businesses that don’t understand how it applies to property insurance may find their claims lowered unexpectedly.
Coinsurance is a common aspect of many commercial property policies. These clauses are essentially penalties that carriers use as an incentive for policyholders to purchase coverage close to the full value of their properties. And, if businesses don’t get an accurate estimate of their property’s value or purchase enough coverage, they may not have enough funds to pay for damage after any type claim.
Why Penalize Policyholders?
You can think of coinsurance as a type of smaller insurance coverage that’s included in your policy, but carriers are the ones that are protected.
During the underwriting process, insurance carriers use a property’s value to determine your policy’s details, such as premiums, limits and the deductible. As a result, inaccurate property values can change how much funding carriers have after a loss, putting them at financial risk. Essentially, the penalties from coinsurance transfer some of this risk back onto policyholders.
Insurance carriers also want to discourage businesses from buying smaller amounts of coverage. Property insurance is generally intended to cover extreme losses, including those that cost up to the full value of a property. However, most losses are relatively minor when compared to the total destruction of a building. For example, a small fire at your business may require high clean up and repair costs, but not nearly as much as the complete collapse of the entire structure.
It may be tempting to save on premiums by only purchasing coverage for these smaller claims, but this puts your business at significant risk. In the event of a total loss, your policy wouldn’t provide you with the funds you need to rebuild your business. Additionally, the gap between your policy’s limits and your property’s value affects the amount you get for every claim you make.
Calculating Penalties
Coinsurance clauses are included in many property insurance policies that offer reimbursement based on a replacement cost (the funds needed to reconstruct or repair a building with similar materials) or actual cash value (the replacement cost, minus any depreciation). These clauses specify a minimum amount of coverage—usually 80 percent of a property’s value. If you submit a claim and an inspection finds that the amount of coverage doesn’t meet the minimum limit, insurers will reduce the claims paid.
It’s important to note that insurance carriers base your property’s value on the appraisal that takes place after a claim and not any figures you provide during the underwriting process. Any estimates of your property’s value may be inaccurate or change over time, and insurance carriers need to use a figure that’s based on the time of a loss and your unique policy.
A coinsurance penalty will reduce the final payout for all property claims based on the gap between the amount of coverage purchased and the minimum limit that’s stated in the policy. Here are some examples that show how coinsurance can affect your property insurance claims:
Example 1: No Coinsurance Penalty
After conducting an appraisal, a business purchases a commercial property policy that provides $900,000 in coverage. The policy also includes a coinsurance clause that requires coverage for at least 80 percent of the property’s value. After a fire causes $200,000 in damage, an inspection by the insurer finds that the property’s value is actually $1 million. However, because the policy’s limit ($900,000) is over the 80 percent minimum of the property value (in this case, $800,000), the insurer pays the full $200,000 for the claim.
Example 2: Coinsurance Lowers the Payout
The business mentioned in the previous example purchases a property policy with the same coinsurance clause. However, this time they don’t conduct an appraisal and only obtain $600,000 in coverage. Because the policy doesn’t meet the required $800,000, the insurer will lower all payouts by the percentage between the amount of coverage and the coinsurance clause. In this example, the 25 percent gap between the $600,000 of available coverage and $800,000 required by the policy would lower the $200,000 fire damage claim to $150,000.
Removing Coinsurance Clauses
Because coinsurance can only hurt policyholders, many businesses try to remove them when negotiating with carriers. There are two common ways to do this:
- Agreed value—During the underwriting process, you and an insurer can negotiate on a set value for your property. This figure is then used during the claims process instead of a new value that’s determined after a loss. However, the agreed value only applies to the policy’s term, and you need to update this figure when renewing a policy.
- Value reporting—You can report figures such a property’s inventories, sales figures and operating costs to your insurer on a regular basis. These reports will give the insurer information on the property’s value, and are especially useful for businesses that operate seasonally.
Getting Claims Paid in Full
Coinsurance penalties can greatly limit your ability to respond to a loss, especially if an inspection finds that your property’s value is higher than you thought. Call 831-661-5697 today to ensure that your property insurance will protect you from any loss.
Read more
As winter ends and temperatures begin to rise, the accumulating water from melting snow and ice leaves your home susceptible to damage. Protect your home ahead of time to minimize your risk.
Use these four tips to help reduce your home’s risk of snowmelt damage:
- Clear snow from your home’s foundation. Shovel snow away from your home, including stairwells, window wells, downspouts and doors to help prevent water from seeping in through cracks.
- Maintain your roof and gutters. Any heavy snow that has accumulated on your roof should be cleared away to avoid water damage. Keep your gutters clear of debris to avoid ice dams—melted snow that refreezes at night, causing gutter clogs.
- Ensure proper drainage. Make sure your downspout drains away from your home, and keep any street storm sewer drains clear of snow to prevent buildup and freezing.
- Check your sump pump. Test to see that your sump pump is in good working order in case your home experiences flooding. If you notice any small leaks, take care of them before they become a bigger hazard.
Take extra precautions to keep your family safe from potential fireplace damage. If you burn fires often, consider installing new smoke and carbon monoxide detectors in your home.
Read more
The U.S. Fire Administration states that 75 percent of confined home heating fires occur in the chimney and flue of your fireplace. Performing simple safety measures and maintenance on your fireplace will ensure your family and home stay safe.
Here are some fireplace safety tips to consider:
- Keep it clear. Clear out any debris from the fireplace and keep all flammable items like furniture, blankets and papers a safe distance away at all times.
- Inspect the chimney. Have a certified chimney specialist inspect and clean your chimney annually to reduce the risk of fire and carbon monoxide buildup.
- Start the fire safely. Never burn charcoal or use lighter fluids to light the fire in your home, as they can cause deadly fumes and the potential for explosion.
- Don’t overload the fire. Overloading—putting in more wood, paper and other ignitable materials than necessary—can overheat the walls or roof of your home.
- Keep children away from the fireplace. Give warning about the dangers of fire to deter curiosity, and consider installing a gate around the fireplace to prevent kids from getting too close.
- Put it out. Before leaving your home for the night or going to sleep, ensure the fire is completely out first.
Take extra precautions to keep your family safe from potential fireplace damage. If you burn fires often, consider installing new smoke and carbon monoxide detectors in your home.
Read more
Many employee benefits are subject to annual dollar limits that are periodically increased for inflation. The Internal Revenue Service (IRS) recently announced cost-of-living adjustments to the annual dollar limits for various welfare and retirement plan limits for 2019. Although some of the limits will remain the same, many of the limits will increase for 2019.
The annual limits for the following commonly offered employee benefits will increase for 2019:
- High deductible health plans (HDHPs) and health savings accounts (HSAs);
- Health flexible spending accounts (FSAs);
- Transportation fringe benefit plans; and
- 401(k) plans.
Employers should update their benefit plan designs for the new limits and make sure that their plan administration will be consistent with the new limits in 2019. Employers may also want to communicate the new benefit plan limits to employees.
HSA and HDHP Limits
| HSA Contribution Limit |
| Limit |
2018 |
2019 |
Change |
| Self-only HDHP coverage |
$3,450 |
$3,500 |
Up $50 |
| Family HDHP coverage |
$6,900 |
$7,000 |
Up $100 |
| Catch-up contributions* |
$1,000 |
$1,000 |
No change |
*Not adjusted for inflation
|
HDHP Limits |
| Limit |
2018 |
2019 |
Change |
| Minimum deductible |
Self-only coverage |
$1,350 |
$1,350 |
No change |
| Family coverage |
$2,700 |
$2,700 |
No change |
| Maximum out-of-pocket |
Self-only coverage |
$6,650 |
$6,750 |
Up $100 |
| Family coverage |
$13,300 |
$13,500 |
Up $200 |
FSA Benefits
| FSA Limits |
| Limit |
2018 |
2019 |
Change |
| Health FSA (limit on employees’ pre-tax contributions) |
$2,650 |
$2,700 |
Up $50 |
| Dependent care FSA (tax exclusion)* |
$5,000 ($2,500 if married and filing taxes separately) |
$5,000 ($2,500 if married and filing taxes separately) |
No change |
*Not adjusted for inflation
Transportation Fringe Benefits
| Transportation Benefits |
| Limit (monthly limits) |
2018 |
2019 |
Change |
| Transit pass and vanpooling (combined) |
$260 |
$265 |
Up $5 |
| Parking |
$260 |
$265 |
Up $5 |
Adoption Assistance Benefits
| Adoption Benefits |
| Limit |
2018 |
2019 |
Change |
| Tax exclusion (employer-provided assistance) |
$13,840 |
$14,080 |
Up $240 |
Qualified Small Employer HRA (QSEHRA)
| QSEHRA |
| Limit |
2018 |
2019 |
Change |
| Payments and Reimbursements |
Employee-only coverage |
$5,050 |
$5,150 |
Up $100 |
| Family coverage |
$10,250 |
$10,450 |
Up $200 |
401(k) Contributions
| 401(k) Contributions |
| Limit |
2018 |
2019 |
Change |
| Employee elective deferrals |
$18,500 |
$19,000 |
Up $500 |
| Catch-up contributions |
$6,000 |
$6,000 |
No change |
Read more
The Affordable Care Act (ACA) imposes a dollar limit on employees’ salary reduction contributions to health flexible spending accounts (FSAs) offered under cafeteria plans. This dollar limit is indexed for cost-of-living adjustments and may be increased each year.
On Nov. 15, 2018, the Internal Revenue Service (IRS) released Revenue Procedure 2018-57 (Rev. Proc. 18-57), which increased the FSA dollar limit on employee salary reduction contributions to $2,700 for taxable years beginning in 2019. It also includes annual inflation numbers for 2019 for a number of other tax provisions.
Employers should ensure that their health FSA will not allow employees to make pre-tax contributions in excess of $2,700 for 2019, and they should communicate the 2019 limit to their employees as part of the open enrollment process.
An employer may continue to impose its own health FSA limit, as long as it does not exceed the ACA’s maximum limit for the plan year. This means that an employer may continue to use the 2018 maximum limit for its 2019 plan year.
The ACA initially set the health FSA contribution limit at $2,500. For years after 2013, the dollar limit is indexed for cost-of-living adjustments.
-
2014: For taxable years beginning in 2014, the dollar limit on employee salary reduction contributions to health FSAs remained unchanged at $2,500.
-
2015: For taxable years beginning in 2015, the dollar limit on employee salary reduction contributions to health FSAs increased by $50, for a total of $2,550.
-
2016: For taxable years beginning in 2015, the dollar limit on employee salary reduction contributions to health FSAs remained unchanged at $2,550.
-
2017: For taxable years beginning in 2017, the dollar limit on employee salary reduction contributions to health FSAs increased by $50, for a total of $2,600.
-
2018: For taxable years beginning in 2018, the dollar limit on employee salary reduction contributions to health FSAs increased by $50, for a total of $2,650.
-
2019: For taxable years beginning in 2019, Rev. Proc. 18-57 further increased the dollar limit on employee salary reduction contributions to health FSAs by an additional $50, to $2,700.
The health FSA limit will potentially be increased further for cost-of-living adjustments in later years.
Employer Limits
An employer may continue to impose its own dollar limit on employees’ salary reduction contributions to health FSAs, as long as the employer’s limit does not exceed the ACA’s maximum limit in effect for the plan year. For example, an employer may decide to continue limiting employee health FSA contributions for the 2019 plan year to $2,500.
Per Employee Limit
The health FSA limit applies on an employee-by-employee basis. Each employee may only elect up to $2,700 in salary reductions in 2019, regardless of whether he or she also has family members who benefit from the funds in that FSA. However, each family member who is eligible to participate in his or her own health FSA will have a separate limit. For example, a husband and wife who have their own health FSAs can both make salary reductions of up to $2,700 per year, subject to any lower employer limits.
If an employee participates in multiple cafeteria plans that are maintained by employers under common control, the employee’s total health FSA salary reduction contributions under all of the cafeteria plans are limited to $2,700. However, if an individual has health FSAs through two or more unrelated employers, he or she can make salary reductions of up to $2,700 under each employer’s health FSA.
Salary Reduction Contributions
The ACA imposes the $2,700 limit on health FSA salary reduction contributions. Non-elective employer contributions to health FSAs (for example, matching contributions or flex credits) generally do not count toward the ACA’s dollar limit. However, if employees are allowed to elect to receive the employer contributions in cash or as a taxable benefit, then the contributions will be treated as salary reductions and will count toward the ACA’s dollar limit.
In addition, the limit does not impact contributions under other employer-provided coverage. For example, employee salary reduction contributions to an FSA for dependent care assistance or adoption care assistance are not affected by the health FSA limit. The limit also does not apply to salary reduction contributions to a cafeteria plan that are used to pay for an employee’s share of health coverage premiums, to contributions to a health savings account (HSA) or to amounts made available by an employer under a health reimbursement arrangement (HRA).
Grace Period/Carry-over Feature
A cafeteria plan may include a grace period of up to two months and 15 days immediately following the end of a plan year. If a plan includes a grace period, an employee may use amounts remaining from the previous plan year, including any amounts remaining in a health FSA, to pay for expenses incurred for certain qualified benefits during the grace period. If a health FSA is subject to a grace period, unused salary reduction contributions that are carried over into the grace period do not count against the $2,700 limit applicable to the following plan year.
Also, if a health FSA does not include a grace period, it may allow participants to carry over up to $500 of unused funds into the next plan year. This is an exception to the “use-it-or-lose-it” rule that generally prohibits any contributions or benefits under a health FSA from being used in a following plan year or period of coverage. A health FSA carryover does not affect the limit on salary reduction contributions. This means the plan may allow the individual to elect up to $2,700 in salary reductions in addition to the $500 that may be carried over.
Plan Amendments
Plan documents that specify the health FSA dollar limit must be amended if the higher limit will be used in 2019.
Read more