by jeffp | Oct 11, 2017 | Construction, Uncategorized
Construction sites are active environments. Active transfer of people and materials creates the potential for anything to happen. Site safety is a regulated industry. Safety standards and guidelines in place by OSHA and the International Code Council help maintain site and worker safety
These agencies recommend safety measures developed following years of real-world learning. In the early 1990’s, builders discovered gaps in standardized building safety ordinances. By 1997, the ICC published the first international safety guidelines: the International Building Code (IBC). Alongside OSHA, these agencies set the standard for construction site safety measures.
ICC and OSHA regularly publish standards recommending guardrails on construction sites, keeping workers safe. These safety standards help keep workers safe and reduce insurance costs:
1. Guardrails for Construction Sites
Guardrails help prevent falls on construction sites for workers and visitors. Builders can seal-off areas and secure open walkways for safety. Construction guardrails are for securing:
- Platforms
- Stairs
- Rooftops
- Pits
- Wells
- Materials
Guardrails are required anywhere 30 inches or more separate two walking surfaces. Per ICC and OSHA regulations, rails are to be constructed of rigid materials built to a height of 42 inches above the platform. OSHA regulations stipulate areas separated by 6′ of difference or more be equipped with guardrails or fall-protection system.
2. Construction Site Guardrail Installation
Site guardrails are subject to OSHA and ICC guidelines on proper construction. Regulations for guardrail construction protect workers and visitors. Builders employing properly constructed guardrails:
- Keep workers safe on constitutions sites
- Keep visitors and passerby safe
- Keep access limited to authorized persons
- Keep insurance rates low
- Keep building costs low
- Keep construction companies operationally compliant
Properly constructed guardrails built to code limit builder insurance and legal obligations. This translates to saved time and reduced costs for construction companies and builders alike. Load requirements are determined by architectural design. The forces and stress-levels specific to a site determine guardrail load limits.
3. Guardrail Load Requirements
OSHA and the ICC set guardrail load requirements for the construction industry. Load requirements may vary due to the site and architectural layout. Construction site guard rail general load limit guidelines express rails be able to support:
- 50lbs of weight per foot
- 200lbs of direct force, anywhere rails are present
Rails may shift during building, and wear-and-tear is a part of guardrail construction. Regular inspection of guard rails by site managers and safety personnel helps keep rails safe and compliant.
4. Staying Compliant
Construction companies and builders following the guidelines in place by OSHA and the ICC will avoid penalties and fines. Local authorities enforce construction site safety. Each governing body has authority to issue fines and other reprimands for non-compliance. Repeat violations result in increased severity of penalties. Fines may reach as high as $100,000 per violation.
Construction companies also have the moral obligation to workers for creating a safe work environment. Builders work on reputation, among other traits. Companies holding positive reputations and safe track-records are much more likely to secure bids and contracts. Safe employees can perform better knowing the site is safer, keeping building and insurance costs low.
Construction and insurance topics directly affect health and pocketbook. Topic suggestions are always welcome. Contact an agent for any insurance-related questions or for an insurance quote.
by jeffp | Oct 5, 2016 | Employee Benefits, Uncategorized
Open enrollment for individual and family healthcare plans for 2017 is rapidly approaching. It begins on November 1, and many employers choose a similar timeline when allowing workers to sign up for, or make changes to, their participation in the company’s benefits offerings. As such, now is a vital time to review your benefits package and ensure your plans are in compliance with all government regulations before you roll them out to your workers during the open enrollment period.
Retirement Plans
In April, the U.S. Department of Labor (DOL), issued a final rule to address conflicts of interest in retirement advice. This fiduciary standard applies to anyone who provides investment advice to sponsors and participants in workplace retirement plans and individual retirement accounts including 401(k)s and IRAs, and is expected to impact compliance issues and costs for employers who offer employer-sponsored retirement plans as part of their benefits package.
In essence, the definition of ‘fiduciary’ has been expanded by the new rule, and many vendors who service employer-sponsored retirement plans who were not formerly considered fiduciaries now will be. This includes broker-dealers and mutual-fund representatives. Experts recommend that employers carefully evaluate all of their retirement plan advisors and services and cut ties with those who do not want to comply with the new fiduciary standard.
Healthcare Plans
The Department of Health and Human Services continues to update regulations that can have direct effects on the healthcare benefit employers offer. Before you roll out your non-grandfathered 2017 healthcare insurance selections to your workforce, you’ll want to makes sure each one covers all essential health benefits including:
- Ambulatory patient services
- Emergency services
- Hospitalization
- Maternity and newborn care
- Behavioral health treatment for mental health and substance use disorders
- Prescription drugs
- Rehabilitative and habilitative services and devices
- Laboratory services
- Preventative and wellness services (including chronic disease management)
- Pediatric services (including dental and vision care)
The medical options offered must also meet established minimum value, minimum essential coverage and affordability standards. For example, in order to avoid making employer shared responsibility payments to the IRS, your employer-sponsored plan must cover at least 60 percent of the total allowed cost of benefits that are expected to be incurred under the plan.
Finally, you must make sure that the healthcare plans you’re offering—and the insurers who back them—meet the final Department of Health and Human Services (HHS) regulations under the Patient Protection and Affordable Care Act (ACA, section 1557) which prohibit any discrimination on the basis of race, color, national origin, sex, age or disability when offering or providing health coverage. This includes denying or limiting coverage for health services provided to transgender individuals, categorically excluding all coverage for health services related to gender transition, or denying or limiting coverage for specific health services related to gender transition.
Wellness Plans
If your employee wellness program includes a health risk assessment, biometric screening, asks for a spouse’s information, or includes a financial incentive for participants, you’ll want to ensure it meets new Equal Employment Opportunity Commission (EEOC) rules.
While the Americans with Disabilities Act (ADA) and the Genetic Information Nondiscrimination Act (GINA) generally prohibit employers from asking for information about their workers’ health conditions or the health conditions of their family members, they do not prevent employers from asking health-related questions or conducting certain medical examinations to determine risk factors as part of a voluntary wellness program.
Under the Health Insurance Portability and Accountability Act (HIPAA) as amended by the ACA, wellness programs are only considered voluntary if they offer incentives that are 30 percent or less than the cost of an individual’s health insurance premium. The maximum incentive for spouse participants is also limited to 30 percent. No additional incentives are allowed in exchange for specific genetic information (such as family history or genetic test results) of an employee, employee’s spouse, or employee’s children. Smoking cessation programs can offer an incentive up to 50 percent of the cost of individual healthcare coverage.
The Bottom Line
Benefits plan compliance has always been complicated and has only become more so in recent years. If you’re uncertain that your 2017 offerings meet government standards and regulations, contact your benefits professional for a review and assistance.
by jeffp | Jun 15, 2016 | Uncategorized, Workplace Safety
As of January 1, 2015, the Occupational Safety and Health Administration (OSHA) has required employers to report severe work-related injuries—such as hospitalizations, amputations or eye loss—with 24 hours of the incident. During the first full year the requirement was in effect, U.S. employers reported 10,388 severe injuries. This included 7,636 hospitalizations and 2,644 amputations.
The industry that reported the largest number of severe injuries was manufacturing, which accounted for 26 percent of hospitalizations and 57 percent of amputations. Employers in the construction industry reported 19 percent of the hospitalizations and 10 percent of the amputations. Transportation and warehousing had the third largest number of hospitalizations (11 percent), while retail trade and wholesale trade each accounted for 5 percent of the reported amputations. You can review a complete list of severe injuries reported by individual industry at www.osha.gov/injuryreport/2015_by_industry.pdf.
One of the purposes of the new reporting rule was to collect timely information on severe injuries that would enable OSHA to better enforce workplace safety standards and assist employers with compliance. In 62 percent of the severe injury cases reported last year, OSHA utilized its Rapid Response Investigation process, asking the employers involved to conduct their own incident investigations. They also provided guidance materials and requested that employers propose their own solutions to prevent such injuries from occurring in the future.
In OSHA’s official impact evaluation report, the author (assistant secretary of labor for occupational safety and health) writes, “We have found this process to be extremely effective in abating hazards while also using far fewer OSHA resources than are required for on-site inspections. In this way, we are able to use agency resources more efficiently and, ultimately, better protect the safety and health of workers.”
In about 33 percent of the severe injury cases (including 58 percent of those involving amputations) OSHA determined a site inspection by a compliance officer was warranted. Not only did these inspections help resolve immediate safety issues in the workplaces under inspection, but OSHA reports they often inspired larger changes in the employer’s overall safety program. In many cases, employers created incentive programs to reward their staff for taking an active role in injury prevention. In others, employers hired safety consultants to review their practices or utilized OSHA’s free on-site consultation program.
Unfortunately, OSHA believes that some employers—especially those who are small- or mid-sized—are still not reporting severe injuries as required. They hypothesize that many are not aware of the requirements, and they’re developing an outreach strategy to educate them. In some cases, they believe employers are ignoring the requirements because they believe any fine they may incur will be less than the cost of remedying safety issues. OSHA would like these employers to know that they’ve recently increased the penalty for failure to report a severe injury from $1,000 to as much as $7,000. In the event it is determined that the employer was aware of the reporting requirement but chose not to report a severe injury promptly, the fine will be even higher. According to the impact evaluation report, one such employer has already been charged with $70,000 in penalties.
If you’d like a review of your workplace safety program or further information on OSHA’s severe injury reporting requirements, we’re here to help. Give us a call today to set up an appointment for an evaluation.
by jeffp | Mar 23, 2015 | Inside Real Estate, Uncategorized
Whether someone is selling his or her current home or scouring the market for a new one, finding a good agent is the key.
A great agent makes the process of selling or owning a home a smoother process. An agent is not just someone who knows the ins and outs of the housing market. They serve as guides faster and easier home buying or home selling transactions. They also work hard to be sure you’re happy.
But with so many agents in a local market, how does one find someone who can be trusted to do a great job of helping sell or acquire a new home?
Here are four tips to help in the search.
1. Identify specific buying and selling requirements.
Determine if what’s needed is a buyer’s agent or a seller’s agent. There’s a difference between the two. Depending on whether the aim is selling a home or buying one, one agent is better for a specific purpose than the other.
Ask for a buyer’s agent if the aim is to buy a home. Conversely, ask for a seller’s agent if the aim is to sell. This ensures that the agent will work according to what’s best for the hirer’s interests.
Note also that there are differences between real estate agent, real estate realtor, and real estate broker. It’s important to know the differences in jargon while transacting in the market.
A real estate agent possesses a real estate license from the state where he or she works. Meanwhile, a Realtor is associated with the National Association of Realtors® and therefore has the business rights to use the REALTOR name and logo. Last but not least is the real estate broker, who possesses the most training in the field, especially with regards to real estate law and ethics. A broker also possesses the license to arrange buying and selling transactions of properties.
2. Ask from referrals from friends and acquaintances.
This is the time to utilize that extensive network of friends and acquaintances, be they from the offline or online world of social networking.
Since trust is an important part of the buying and selling experience, getting a well-trusted and reputable agent serves one’s best interests. This is especially useful if planning to live in a new city or town.
Get in touch with friends and acquaintances and ask them about their experiences with agents. Since they are friends, they will give an honest rundown of their experiences.
3. Do some legwork – Personally watch agents in action.
The adage that goes “Seeing is believing” holds true in this case. Seeing and watching agents while they are on the job gives a firm idea on what the market entails and what kind of steps the purchasing process has.
It is best to take a drive along areas where open houses are being held. Mingle for a little while, observe, and interact with agents, as well as buyers or sellers alike. Get a feel of the market and what a potential agent’s work style is.
4. Go ahead and ask potential agent some questions.
This is the time when it pays to be proactive in asking the questions one has always wanted to ask an agent.
Once your choices have been narrowed down to two or three potential agents, arrange informal interviews with them. Get to know them better and determine which one among them is the best.
Determining the best fit carefully ensures that the agent is compatible with the hirer’s needs and interests. Making sure that the hirer is comfortable with the agent’s work practice and style is also important.
Some possible areas of concern are the length of time they’ve been working in the market, the number of home sales they transact successfully in a year, whether they’re representing the hirer or the seller, and whether they’re willing to provide references.
If ready to buy or sell a home, these simple tips will help you find a real estate agent that is the right fit for you and your needs.
by jeffp | Oct 21, 2014 | Inside Real Estate, Uncategorized
According to a recent survey conducted by Trulia, an online real estate resource and community, 41 percent of Americans say they would prefer to buy a brand new home rather than a previously owned property. However, fewer are willing to pay the premium prices required; the median price of new homes in the U.S. is nearly 50 percent more than that of pre-existing properties. Whether you’re among the bargain seekers or just dream of spending your weekends on home improvement projects, consider these reasons a fixer-upper might be right for you.
You can lower your mortgage payment.
Previously owned homes cost less than new builds, and one that needs a little work is going to come with an even lower price tag. The lower the sale price, the lower your mortgage payment will be. And what you save on monthly premium and interest, you can put into repairs and improvements.
You can buy in a better neighborhood.
If you’ve had your eye on a particular neighborhood but the newer homes in the area are out of your price range, a fixer-upper can open the door. Sure, you might have to deal with an outdated kitchen or lackluster landscaping until you have the time and money for replacements, but that’s a small sacrifice to shorten your commute or get your kids into the best school in the district.
You can secure a bigger return on investment.
There’s a reason professional house flippers choose their profession—buying a rundown property, fixing it up, and selling it at its new and improved market value can yield a nice return on investment. The return can be even better for homeowners. IRS Code 121 allows you to enjoy up to $250,000 of your profits tax-free if you own a property for at least five years and occupy it for at least two before selling. If you’re married and file a joint tax return, that equates to up to $500,000 of profits tax free.
You can get exactly what you want.
Sure, you could by a more expensive, updated home with fresh paint, new carpets and a recently renovated kitchen. However, if you have a particular picture in mind of how you want your home to look, you might prefer a fixer-upper. For a lower selling price, you can buy an older property with the architectural features and character you desire, and then invest in the flooring, wall coverings, appliances, cabinets and other details you need to recreate your dream home as reality.
If you don’t have the budget for contractors and you’re not into doing it yourself, a fixer-upper could be more of a pain than a pleasure. However, if you know what you’re getting into—and embrace the repair and renovation process—you could find a previously owned home highly rewarding. Contact your real estate professional today to discuss the pros and cons of fixer-uppers further.
by jeffp | Oct 10, 2014 | Uncategorized, Workplace Safety
Temporary workers are common in today’s businesses. In fact, according to the Bureau of Labor Statistics, temporary help employment was up 8 percent year over year in August. Whether you’re running a call center, a retail establishment, a medical center, a manufacturing plant or a construction site, it’s quite possible you’ve supplemented your staff in the past with temporary workers hired through a staffing agency or firm. However, have you been following the Occupational Safety and Health Administration (OSHA) rules for recording temporary worker injuries and illnesses?
In a temp worker and staffing agency situation, many employers are confused about how to determine who is responsible for satisfying particular OSHA requirements. While both—the staffing agency and the host employer—are responsible for complying with laws related to workplace safety, any injuries and illnesses only need to be recorded on one party’s log. Supervision is generally the determining factor.
The employer who supervises the temporary workers on a day-to-day basis is responsible for recording any work-related illnesses or injuries they incur. According to 29 CFR 1904.31(a), day-to-day supervision means the employer “supervises the details, means, methods and processes by which the work is to be accomplished” in addition to “specifying the output, product or result to be accomplished by the person’s work.” This is the case at most businesses that employ temporary workers—so most host employers are the party responsible for maintaining illness and injury records.
In some cases, a staffing agency may have a representative present at the host employer’s workplace. However, the presence of this agent does not usually transfer the record-keeping responsibilities away from the host employer. As long as the host employer continues to provide day-to-day supervision of the temporary worker, he is responsible for recording any work-related injuries and illnesses.
It’s important that the staffing agency and host employer coordinate their methods for the reporting of work-related illnesses and injuries and communicate those instructions to the temporary workers. Should a temporary worker be involved in a workplace accident, the host employer should inform the staffing agency. If the staffing agency learns of an illness or injury, they should confirm that the host employer is aware of it. Any contract you form with a staffing agency should contain language clearly establishing these notification procedures.
To learn more about your responsibilities when employing temporary workers through a staffing agency, visit the OSHA website. For additional assistance understanding reporting rules or workplace safety regulations, contact your workplace safety advisor.
