R&R Insurance Blog

On June 24th, 2019, President Trump signed an executive order on hospital and insurer price transparency. The Centers for Medicare and Medicaid Services (CMS) will decide through rulemaking whether hospitals and insurers will need to publish individual rates or whether they can keep their pricing information more general and publish only aggregate rates. Administration officials did not confirm when the rulemaking will take place, saying only they will use “any and all regulatory vehicles” that can carry out its directives.

The language of the executive order is not public yet, but Health and Human Services (HHS) Secretary Alex Azar laid out the five policies the order is set to address:

1. HHS will need to issue the rule on hospital price disclosures, mandating that they disclose in an easy-to-read format the prices to reflect what insurers and patients actually pay.
2. HHS will also, through rulemaking, require providers and insurers to disclose to patients their out-of-pocket cost before they go in for care.
3. HHS will need to propose a way to consolidate quality measurers across all healthcare programs.
4. HHS will look into how to store de-identified healthcare claims data so researchers can analyze it to make improvements to the system.
5. The Treasury Department is tasked with expanding uses for health savings accounts.

For more details, learn more here. If you have any questions, please contact a KnowledgeBroker today!

Combined with rising tuition costs, more people are attending college than ever before. Sixty-one percent of millennials have attended college compared to forty-six percent of baby boomers. The class of 2017 graduated with an average of $39,500 in student debt! In recent years, some employers have begun offering student loan repayment help.

Millennials entered the job market after the recession which has resulted in fewer job opportunities. Of those job opportunities, many have had to accept jobs at lower starting salaries. With millennials making up the majority of the workforce, businesses must alter their tactics in order to stay ahead as many new graduates are seeking companies that offer non-traditional benefits like student loan repayment assistance.

According to a study by Iontuition, 80% of individuals would like to work for a company that offers student loan repayment assistance with a matching opportunity.

Right now, only 3% of employers offer student loan aid according to the Society for Human Resources Management. But the interest in this millennial benefit is definitely growing among employers.

While it can seem like all of the benefit is for the employee, there are benefits the employer can reap as well. By offering a non-traditional benefit, such as student loan repayment, you will have something that can boost your recruitment and retention strategies.

To learn more about the future of offering a student loan repayment program and the benefits to both employees and employers, click here.

If you have further questions, please contact a KnowledgeBroker today!

Back in the day, many national insurance companies had their own industrial hygiene departments and/or specialists - some even had their own laboratories!  It was widely perceived to be a competitive advantage.  However over time, the cost started to outweigh the value of services.  From the travel to the perceived value of the surveys to results, industrial hygiene screenings became highly scrutinized.

Fast forward to today and there are (3) potential avenues for industrial hygiene testing:

1. Select insurance companies continue to perform surveys for select situations, generally at no cost to the policyholder
   
2. R&R Insurance can assist for often less cost than the insurance company
   • Quarterly, R&R rents 5 dosimeters and will conduct full day noise surveys for customers at no cost. We also can borrow air testing pumps from the State of Wisconsin at no cost with the customer paying for the lab fees charged by the State to analyze the media used.
3. 3rd party companies specializing in industrial hygiene
   • Contact us for recommended vendors
   • Services begin at $2,500

No matter the method, be cautious that costs can rise very quickly.  From the number of spaces being tested to the frequency & length of time testing; there is definite process of screening, testing, and resolving the issue(s).

I think we may need industrial hygiene testing - where do I start?

Start by asking a few questions:

• Why is there a concern?
• Have there been employee complaint (s)?
• Is there an odor issue?
• Do you just want to know?
• Has there been any previous testing?
• Be prepared to have your Safety Data Sheets (SDS) for the chemical(s) in question - it can help us do front-end evaluation and will be required for anyone doing testing

Testing is just the beginning of the "process".  If levels come back over OSHA limits, the work is just starting!  Things like increased ventilation and/or redesigned ventilation could be a suggested solution.  This is a true science and one that would expand beyond industrial hygiene specialists.

"Industrial hygiene: is the science of protecting and enhancing the health and safety of people at work and in their communities. Health and safety hazards cover a wide range of chemical, physical, biological and ergonomic stressors."

Contact your KnowledgeBroker to discuss if a survey is right for you.

Have you thought about renting a boat on a hot summer day? Do you own a boat and want to make some extra money by renting it out? If the answer is “yes,” there are a few things you need to know first.

I recently came across a website for boat rentals where you can either rent a boat, or rent out your boat for a fee. Being an insurance agent, it had me thinking about coverage for these types of situations and I did some further investigating. My concerns were right—I found the statement from the boat rental company explaining that they do not offer any insurance coverage.

If you are renting a boat…

• Each insurance company has its own restrictions on the type, size and horsepower of boats that they provide coverage to. Depending on the type and size of the boat, there may be no coverage at all from your insurance policy if something were to happen.
• Check with your agent before renting the boat to make sure the boat fits within their guidelines

If you’re planning on renting out or chartering your boat for a fee…

• Renting out a boat or chartering it for a fee is typically excluded from your homeowners or watercraft insurance policy.
• You would need a special policy to cover the risk, because it’s considered a business exposure since you’re receiving compensation for it. Without one, there may be no coverage in an accident.
• It’s best to talk with your agent before you decide to rent or charter it. They can help you get the type of policy you would need for this exposure.

More and more websites and apps are popping up every day for vacation home and boat rentals. They can be an inexpensive and fun way to spend your summer, but you want to make sure you’re not opening yourself up to a potential coverage gap. If you’re planning on providing any type of service or rental for a fee, make sure to contact your agent to get the right policy put in place.

Contact a KnowledgeBroker for more information!

I don’t know how many of you like online reviews—I know I do. A huge benefit of the internet is having so many businesses available to research and review with just the click of a mouse. Everything from contractors and restaurants, to vacation destinations and new cars. You name it…you can find it. Years ago, the only thing you could rely on was word of mouth or a good referral from a friend or relative. 

At R&R Insurance, we’re proud to say our best source of new business clients still comes from our customer referrals.  We can’t thank you enough for those, and want to you know that we take pride in assisting everyone that we work with.

Recently, we had prospective clients question why we would place them with a certain insurance company. (For those of you who don’t know, R&R Insurance is an independent agency. This means, unlike companies like State Farm, American Family, Allstate, etc., we represent many insurance companies. It’s not a one size fits all proposition.) The family was concerned that with the hundreds of reviews on this particular insurance company, not 100% of them were positive. I’ve always felt that negative reviews on an insurance company were a reflection on not only the insurance company, but the insurance agent and yes, the client. Let me explain why I say all three.

The insurance company should absolutely be at the top of the list here. Whatever scenario occurs (positive or negative), if a client feels compelled enough to tell the world about it, it’s important and should be addressed accordingly by the company. However, insurance by its very nature is a legal contract between the insured and the insurance company.  Not every claim that transpires, or every billing transaction that is processed can be guaranteed to go the way a client hopes.

Second, the insurance agent / agency needs to be held accountable as well. As an agent, they should be communicating to their insured on a very regular basis to minimize the possibility of surprises or unknowns. For example, we follow-up on all of our home & auto claims within 48 hours just to make sure things are going the way we think they should.  And if something is not covered, we try our best to be direct with our clients from the very beginning – explaining the situation, talking through possible outcomes, and providing solutions.

Lastly, are clients. While R&R and our carrier partners value being held to high standards, there are instances when clients have an expectation that is unfortunately unrealistic. And as many of us know from experience, accidents with our personal property can be incredibly emotional and cause a heightened sense of both positive and negative feelings. However, even in those cases, a great agency should be able to clearly explain what happened so their client feels more comfortable with the end result.

So, quite honestly online reviews are awesome!  And we live in world where they are readily available and should assist us in the decision making process.  But, if you do read an unfavorable review, please take a moment to consider if you have all the information needed to make the very best decision for you and your family.  And before you pull the trigger to make a change, make sure you are comfortable with the business you are working with. If you feel like the relationship is strong and they listen to your needs, then you will be off to a great start.  

Governor Evers has signed an Executive Order 20 to create the Joint Task Force on Worker Misclassification.  

It means that there will be additional resources allocated to enforcing worker classification.  It impacts all employers in the area of workers compensation, unemployment insurance, and civil rights.  In fact, we had a visit to one of our customers within the first week of the task force being in place!

Need help distinguishing an independent contractor vs an employee?  Check out our 7 min video describing the differences from a work comp perspective: https://youtu.be/NSZ61KnEym0

Following is a link to the Wisconsin Department of Workforce Development’s website regarding proper worker classification: https://dwd.wisconsin.gov/worker_classification/

In addition, here is a link to more detailed articles on this subject: https://www.wispolitics.com/2019/gov-evers-signs-executive-order-creating-joint-task-force-on-payroll-fraud-and-worker-misclassification/

Additional resources:

• Independent Contractor or Employee?  Getting it Right When Classifying Workers
  source: InsideTrack
• Executive Order #20
  source: The State of Wisconsin Executive Department
• Employee or Independent Contractor - Why it Matters
  source: WI Department of Workforce Development

Alzheimer’s & Brain Awareness Month | June

Did you know that, worldwide, 50 million people are living with Alzheimer’s and other dementias? Spreading awareness of this disease is important as it can be difficult to distinguish as the early signs closely resemble the natural signs of aging.

So, what exactly is Alzheimer’s disease?

Alzheimer’s is a disease of the brain that gradually destroys the ability to remember, reason, imagine and learn and is something that progresses over time. Since this disease is something that can go unnoticed, here are some things to lookout for:

Risk Factors:

• Increasing Age
• Family History
• Genetics
• Serious Head Injury

 Symptoms:

• Memory loss that disrupts daily life
• Challenges in solving problems
• Confusion with time or place
• Trouble speaking or writing

For a more complete list of risk factors and the 10 warning signs or how to go about diagnosis and treatment, learn more here.

To learn more on how to spread awareness and be a part of the movement within your community, visit the Alzheimer’s Association website at https://www.alz.org/abam/overview.asp and join them in going purple for the month of June.

If you have any questions or comments, please contact a KnowledgeBroker at R&R.

With the employee shortage many companies are facing, attracting and retaining talent is critical. An untapped resource for many industries is younger talent – such as high school students. While minors can be a very valuable resource for employers, there are best practices to keep in mind so your organization continues operating safely and efficiently.

Wisconsin's employment of minors laws prohibit the use of certain potentially hazardous equipment by minors under the age of 18. Included on the list are jobs such as:

• Motor vehicle driver and outside helper
• Power driven fixed or portable machines
• Roofing or on or about a roof
• Use of ladders

Note: The list is not exhaustive. If you have questions about a particular piece of equipment, we encourage you to contact the Department's Equal Rights Division or visit the Department of Workforce Development’s website for specific definitions.

Additional considerations when employing minors:

• Minors 15 and under may not be employed in "manufacturing, mining, or processing occupations." This includes occupations that require the performance of any duties in workrooms or workplaces where goods are manufactured, mined, or otherwise processed. See Wis. Admin. Code § DWD 270.13(13).

• The Student Learner Exemption: A "student learner" is a student of an accredited school who is employed on a part–time basis to obtain both scholastic credit and employment training under a bona fide written school-work training program agreement.

• A student learner is permitted to do some work that is otherwise prohibited if the student learner is performing service within a bona fide school-work training program
  • Sponsored by an accredited school
  • Authorized and approved by
    • The state department of public instruction,
    • The technical college system board, or
    • The department's youth apprenticeship program

• Each school-work training agreement shall:
  • Include the name of the student learner;
  • Be signed by the parent, employer, and school principal;
  • Be kept on file by both the school and the employer; and
  • Shall provide all of the following:
    • That the work of the student learner in the occupation declared hazardous under ss. DWD 270.12 and 270.13 is incidental to the student learner's training, and shall be intermittent and only for short periods of time (i.e., for 5% or less of the total work hours);
    • Direct and close supervision of a qualified and experienced person.
    • Safety instructions will be given by the school and correlated by the employer with on-the-job training.
    • A schedule of organized and progressive work processes to be performed on the job.

In addition to equipment, there are other crucial elements to keep top of mind when hiring minors. A sample of these elements include:

• Employees under the age of 16 need to have a Child Labor Work Permit signed by their parent/guardian. Employers must reimburse the $10 fee, as well as provide a letter for the employee to receive their Work Permit.
  • Additional information can be found at: https://dwd.wisconsin.gov/er/labor_standards/child_labor_laws.htm
• While the equipment list provided by the DWD is helpful, there is additional training that needs to be provided with each of the tasks or tools that minors will be using. Per OSHA, this training needs to be documented.
• Cell phone policies are becoming increasingly important. From cell phone use while driving, to having social media accessible at employees’ fingertips, it’s important to outline the Dos and Don’ts.
  • Do phones need to be put away while driving?
  • When are phones allowed on the jobsite?
  • Can pictures with company logos be shared on social media?

R&R Insurance has numerous resources to help your organization attract, train, and attain young talent. To learn more, contact a Knowledge Broker.

To celebrate ladder safety month, now is the time to 1) review your ladder safety program, 2) conduct ladder safety training, and 3) test your ladder safety knowledge. The following outline provides an overview of using ladders properly.

Climbing Position

• Climb a ladder by holding on to the rails and not the steps.
• Climb facing the ladder with your body centered between the rails.
• Use three points of contact, with at least three extremities attached to the ladder at all times.
• Do not twist your body while climbing.

Lifting Items

• Do not climb with hands full of gear.
• Put any materials you need to take up a ladder into a tool bag/belt that you wear on your person.
• Use hand lines, hoists, or manlifts to lift and lower heavy objects.

Protective Gear

• Fall protection must be worn based on the hazard assessment if you are working on scaffolding or on the roof of the building.
• Footwear with good support, non-slip soles, and free of mud, oil, and any other slippery debris is required when working on a ladder.
• Safety glasses or hardhats may be required for overhead work.

Stepladder Guidelines

• Never stand on the top two steps.
• Fully open step ladders. Never use a stepladder in a partially-closed position.
• Ladders must have a spreader or locking device. Open and lock cross spreaders.
• Stepladders must not exceed 20 feet in height.

Other Guidelines

• Do not use ladders as a work platform.
• Keep the area around the bottom and top of the ladder free of debris.
• Allow only one person on a ladder at a time.
• Do not move or extend the ladder while occupied (i.e., no ladder jumping).
• Check the ladder for damage and defects before use. If damaged or defective, immediately remove the ladder from service and get rid of it.
• Get help when moving large ladders or working on uneven terrain.

For additional informtion, the American Ladder Institute (ALI) provides no cost ladder safety training for the workplace that aligns with OSHA's general industry ladder requirements. Click here to learn more about their program.