Lifting Travel Restrictions

As the country slowly starts to reopen and travel restrictions begin to be lifted, it reminds me of how hard the travel industry has been impacted by COVID-19. Finding workers compensation coverage for this industry can be difficult due to the exposures associated with these risks. Libertate Insurance Services works closely with Beacon Aviation in placing coverage for this industry.  Beacon Aviation Insurance Services knows the ins-and-outs and provides workers compensation coverage for general aviation businesses.

Beacon’s Program offers the following:

Payment Options

  • Pay As You Owe
  • Carrier Direct Bill
  • Carrier Direct Debit
  • Credit Card

Endorsement Options

  • Foreign Voluntary Compensation
  • Voluntary Compensation
  • Waiver of Subrogation
  • Defense Base Act (DBA) Coverage
  • Employer Liability Coverage “Stop GAP”

If you need help placing your workers compensation with your travel or aviation risk, contact Jenny Bush, at jbush@libertateins.com. Click the link below for more details on Beacon’s Program.

Beacon Aviation Program Appetite

 

Expect Open Enrollment to be Virtual! How to Prepare.

The Impact of COVID-19 on Open Enrollment Employers can expect major disruptions to open enrollment this year due to the coronavirus (COVID-19) pandemic. As such, employers should stay apprised of current trends and begin preparing sooner rather than later.  Contact your PEO for additional insight or Contact Libertate Insurance if you are considering a PEO.

Trends to Watch

Many organizations are expected to hold entirely virtual open enrollment due to the coronavirus. Virtual enrollment has been trending for several years, and the COVID-19 pandemic is helping to solidify its prominence. A virtual enrollment process typically includes an online enrollment platform for selecting benefits, hosting remote meetings between employees and HR, and downloading benefits resources.

Also, many employers are meeting current employee needs through supplemental health plans with an emphasis on overall well-being. Adding optional health benefits can be a way to limit additional employer spending and provide assistance to employees who need it.

Ways Employers Can Prepare

Open enrollment isn’t always a clear-cut process. Employers can review the following strategies and consider how similar initiatives might improve their own open enrollment efforts:

  • Reach out to employees to determine what kind of enrollment process will work best for them.
  • Confer with management about any operational restrictions that may influence open enrollment.
  • Meet with stakeholders to solidify what the enrollment process will look like.
  • Inform all stakeholders about the enrollment process and where to find benefits resources.
  • Communicate to employees about open enrollment using multiple channels.
  • Understand what additional, supplemental plans are available:
    • Critical illness insurance
    • Cancer insurance
    • Hospital indemnity insurance
    • Accident insurance

Speak with Libertate Insurance today for additional open enrollment resources.

Should You Partner with A PEO? Can a PEO help your small business?

Understand the Importance of What PEOs are Doing for Their Clients; Consider what a PEO can offer your small business; Having a business relationship that benefits you!

Check out the article below to see how PEOs work to protect small business clients

_____________________________________________________________________

THE EXPANDING PEO WHEELHOUSE: HELPING SMALL BUSINESSES SURVIVE

COVID-19: STORIES OF ADAPTATION: HOW SERVICE & DELIVERY CHANGED

BY KATHRINA SALADRIGAS

Eighteen weeks have passed since we sent our first COVID-19 newsletter to Regis HR Group clients. Looking back, we could not have anticipated the scope of support our clients would need. In addition to inquiries about traditional human resources matters, we received an unprecedented number of questions about general business operations from employers, to the point of, ‚ÄúWhat can we do to survive?‚ÄĚ

PEOs are uniquely positioned to help our local economies (and the country as a whole) recover from the pandemic, so here are some of things we hope all PEOs will implement to help their worksite employers overcome the challenges of the COVID-19 pandemic.

EMPLOYERS DESERVE A BETTER ANSWER THAN ‚ÄėTHAT‚ÄôS NOT WHAT WE DO‚Äô

Laws such as the Coronavirus Aid, Relief, and Economic Security (CARES) Act and the Families First Coronavirus Response Act(FFCRA) are being passed and subsequently changed at an extraordinary rate, so employers are reasonably overwhelmed:

  • What government-sponsored financial relief is available to our business?
  • How do layoffs and furloughs affect health benefits?
  • Is our business an ‚Äúessential‚ÄĚ business?
  • Who is eligible for sick leave under the FFCRA?
  • Do we have to close our facility if an employee tests positive? If yes, for how long?

This is a very small sample of the questions creating uncertainty and anxiety for business owners. While some of these questions are business-specific and can only be addressed by the employer‚Äôs legal counsel and/or tax professional, there are practical steps PEOs can take to support these employers without defaulting to ‚Äúthat‚Äôs not what we do:‚ÄĚ

  • We‚Äôve learned that monitoring regulatory changes and providing brief descriptions (one to three sentences) with links to the governing body in a timely fashion reassures clients that they have a trusted partner to lean on and reduces worries about missing something.
  • Similarly, sharing a finite list of¬†well-researched¬†government resources¬†that consolidate information from multiple regulatory bodies¬†(such as the¬†Centers for Disease Control and Prevention (CDC) Resuming Business Toolkit‚Äč) saves employers time and reduces the incidence of misinformation.
  • We‚Äôve learned that employers appreciate live interactive webinars where they can connect with employment lawyers and tax professionals. To this end, Regis HR Group has sponsored eight webinars (at no charge to PEO clients) with topics ranging from FFCRA requirements to Payroll Protection Program (PPP) loan forgiveness, with additional webinars scheduled in the upcoming weeks.
  • Perhaps most importantly, we‚Äôve witnessed the significance of the human connection (albeit socially distanced). Our entire team, from our payroll specialists to our president, has proactively worked to check in with our clients and ask, ‚ÄúHow can we help?‚ÄĚ Often, the answer is not something in our traditional scope of services, but we‚Äôre committed to do what we can.

HELPING EMPLOYERS ADJUST TO THE ‚ÄėNEW WORKPLACE‚Äô

The pandemic has created a seismic shift in our traditional workspace. Whether or not this shift is temporary remains to be seen. In the meantime, however, employers are finding it difficult to adjust to the new workplace.

To help mitigate the stress that accompanies these significant changes, we have provided several tools to educate employers and their managers about how to get the most out of their employees in remote work environments, how to maintain employee morale, and how to continue to communicate effectively as a team.

Some employers find themselves in a position to reopen, but their pre-pandemic staff is refusing to return. We are helping these employers find qualified staff, often by connecting them with employees who have been laid off by other clients.

For clients that are hiring during this ordeal, we are sharing resources on interviewing best practices and, in particular, educating them about the importance of behavioral interview questions.

While it has long been commonplace to ask behavioral interview questions to assess a candidate’s problem-solving skills, resiliency, and adaptability in demanding/high-stress work environments (such as healthcare, investment banking, and hospitality), the pandemic has demonstrated that these skills are central to the success of every business.

To that end, PEOs should be encouraging employers to ask behavioral interview questions, in addition to assessing candidates on previous experience‚ÄĒbecause past behaviors can help predict future performance. Examples of behavioral questions include:

  • ‚ÄúTell me about a chaotic situation you experienced in a professional setting.‚ÄĚ
  • ‚ÄúDescribe a time that, despite your best efforts, things did not work out as you had envisioned.‚ÄĚ

FACILITATING REPORTS FOR PPP FINANCING & MEANINGFUL BUSINESS CONNECTIONS

Lenders participating in the Payroll Protection Program, which helped businesses across the United States maintain their workforces during the COVID-19 crisis, required employers to submit payroll reports quickly and accurately.

In addition to producing detailed payroll reports that included employee salaries, wages, commissions, cash tips, group health benefits payments, retirement benefits payments, state or local taxes, etc., Regis HR Group was able to help small businesses connect with local, community banks participating in the Small Business Administration’s PPP loan program.

Our clients thanked us for these introductions because community bankers were often more helpful with questions about PPP loans and more responsive than their counterparts working for national banks. Similarly, the community banks were thankful for the introductions because, prior to the pandemic, many of these employers had not considered partnering with a local bank for their routine banking and financing needs.

WE ARE IN THIS TOGETHER

COVID-19 remains a clear and present danger, but we are confident that working together, our country will overcome this crisis. We are motived by the dedication of our team and inspired to work harder each day to earn the gratitude of our clients.

Moving forward with the support of PEOs across the nation, we can serve our clients in new ways and emerge stronger from this pandemic.

KATHRINA SALADRIGAS

Marketing & Talent Acquisition Director

Regis HR Group

Miami, Florida

Hurricane Season Reminders

This year’s hurricane season runs from June 1st to November 30th. We encourage our clients to prepare their business for the 2020 Hurricane Season. Take action early to protect your assets and your people.

Pre-Planning

Review all of your insurance policies and understand what is covered.

Verify Employee Contact Information

Maintaining accurate employee contact information is critical during an emergency. COVID-19 has led to an increase in remote working and the need to know where each employee is located-not just in a directory, but in real time. Send a quick memo to your employees asking them to update their contact information. This will help management check on their well-being and keep them informed.

Build Your Emergency Plan

Refer to websites like FEMA and National Hurricane Survival Initiative to help you build your company’s emergency plan. You will want to include details on securing your business assets, ensure your data is backed up, review contracts, customer communication strategies, and recovery plan.

Create an Emergency Response Team

Define clear roles and responsibilities for essential staff members.

Group Management Services Acquires Corporate Business Solutions

GMS expands its footprint with addition of Georgia-based HR outsourcing provider.


prnewswire.com/news-releases

RICHFIELD, Ohio,¬†June 19, 2020¬†/PRNewswire/ —¬†Group Management Services Inc.¬†announced today the acquisition of Corporate Business Solutions, a¬†Georgia-based Human Resources Outsourcing provider.

CBS was founded more than 20 years ago as a third party 401(k) administrator, developing over time into handling a full array of HRO services. This acquisition will add about 70 clients and 3,500 worksite employees to GMS.

As a Professional Employer Organization (PEO), GMS provides a suite of comprehensive HR solutions, allowing clients to focus on core business. These services include Payroll, Human Resources, Risk Management, and Benefits.

Both organizations share an emphasis on giving their clients a competitive edge when it comes to the technology, service levels, and human resources they provide. This is evident in the fact that they share a 90-plus percent client retention rate, well over the industry average.

Find out how PEOs help businesses: https://www.groupmgmt.com/why-gms/education-center/what-is-a-peo/

GMS started in the Cleveland area in 1996, eventually expanding into Columbus and Cincinnati, and now have 10 offices nationwide. The acquisition of CBS will further extend their client base outside of Ohio and increase their presence in the Southeast.

“We’ve been trying to expand our footprint outside of¬†Ohio¬†and have been showing some success in the past five years,” GMS President¬†Mike Kahoe¬†said. “In 2014, we were 99 percent¬†Ohio-based. Today we are 90 percent¬†Ohio-based and this will move us closer to 80 percent, making us a more diverse company.”

CBS President¬†Jim Karle¬†adds, “The acquisition by GMS will enable CBS to further deliver on its promise to provide our clients a wide array of quality insurance products that are affordably priced. Enhancing our clients’ competitive edge has always been core to CBS ‚Äď this accelerates our ability to do that for our many valued clients.”

GMS plans to continue their expansion and grow organically and through acquisitions moving forward. This is just the beginning of more to come.

About Group Management Services
GMS has partnered with more than 1,500 clients across the country, representing about 26,000 employees from 10 different locations throughout¬†the¬†United States. We enable those clients to outsource all their back-office functions the areas of payroll, human resources, risk management, and workers’ compensation. For more information on GMS, visit:¬†https://www.groupmgmt.com/about-us/.

 

New Law Provides Flexibility on PPP Loan Forgiveness

Under a new federal law effective June 5, 2020, the requirements for PPP loan forgiveness have been relaxed in favor of small businesses.

What is included in the bill?

The bill, which passed with a bipartisan vote, makes the following amendments to the PPP to provide relief to borrowers:

  • Loan repayment terms‚ÄĒThe bill extends the minimum loan term for unforgiven PPP loans from two years to five years.
  • Payroll costs vs. nonpayroll costs‚ÄĒ For forgiveness eligibility, the bill reduces the portion of PPP funds that must be spent on payroll costs from 75% to 60%, and raises the nonpayroll cost limitation from 25% to 40%.
  • Covered period extension‚ÄĒThe bill extends the covered period during which borrowers must spend the PPP funds to be eligible for forgiveness from eight weeks to 24 weeks from the date of origination of the loan.
  • Payroll tax deferment‚ÄĒThe bill permits borrowers to defer payroll taxes without being penalized while still remaining eligible for loan forgiveness.
  • Extension of rehiring safe harbor‚ÄĒThe bill extends the rehiring safe harbor by six months to provide borrowers with additional time to restore payroll levels or rehire employees without facing a reduction in the amount of forgiveness for which they are eligible. The original date was June 30, 2020, and the new date is Dec. 31, 2020.

In addition to the provisions above, the bill provides loan forgiveness eligibility exemptions for borrowers that are not able to rehire an employee or a replacement. There are also exemptions for loan forgiveness eligibility for borrowers that are not able to return to the same level of business due to complying with COVID-19-related orders or circumstances.

What’s next?

Borrowers should review the bill carefully and speak to their lender should they have any questions. In addition, borrowers should direct any questions regarding their PPP loan to their lender.

We will continue to monitor any additional developments regarding the PPP and deliver updates as necessary.

 

Do You Really Need Cyber Liability Insurance? – Forbes

A recent survey by Chubb Group of Insurance Companies found that 65 percent of public companies forego cyber insurance ‚Äď even though they identify cyber risk as their number one concern. Meanwhile, a quarter of those surveyed are expecting a cyber breach in the coming year, and 71 percent have cyber breach response plans in place.

Ostensibly, high-profile and high-risk companies may appear to be at greater risk, but small-to-medium sized businesses are not immune. According to a recent study by the U.S. Secret Service and Verizon Communications, Inc., over 72 percent of all data breaches occurred in SMB businesses. The average cost of a breach? Over five million dollars, according to most financial analysts. Bottom line is we are all at risk.

via Do You Really Need Cyber Liability Insurance? – Forbes.