Join OneGroup’s next 101 Series Webinar! OneGroup President, Chris Mason will lead you through the sometimes confusing world of workers’ compensation, and will provide you with valuable takeaways, including answers to common questions such as:
Why is workers’ compensation so costly?
What happened to my experience MOD?
Do all insurance companies have the same rates?
Is there anything I can do to control my workers’ compensation costs?
The labor market changed significantly at the end of 2023.
Nineteen out of 20 key industries in the U.S. experienced hiring declines. Hiring overall dropped 23.8% from its 2022 levels. Job growth slowed in October to about half the level of every other month in 2023.
As companies are trimming staff or leaving positions open, fewer employees are searching for new jobs. While workers still expect significant increases in compensation, the marketplace may no longer demand big bumps to retain workers.
Average hourly earnings rose 4.1% in 2023, but wage growth also slowed dramatically as the year wrapped up. Wage increases as a whole dropped every month since April. Clearly, the labor market is cooling. Still, salaries will likely remain higher than historical averages due to continued labor competition and inflation. Several key surveys of industry execs indicate what they are planning to do with wages:
The Conference Board forecasts a 4.1% increase in wages. This is lower than 2023 but well above 3% pre-pandemic increases.
Mercer projects a 3.5% merit increase and a 3.9% total salary increase for nonunion workers.
Payscale’s annual salary budget survey forecasts a 3.8% wage increase in 2024.
WTW forecasts a 4% wage hike.
As you design your 2024 compensation strategy, keep the following trends top of mind.
Finding top talent is still a challenge
Wages have always been a blend of historical pay rates, competitive market conditions and the available talent pool. Despite layoffs and downsizing in the fourth quarter of 2023, more employers say they expect increased hiring activity in early 2024, according to a ManpowerGroup survey. Three-quarters of employers still report having difficulty finding qualified skilled talent, although that has slightly lessened from 2023’s number.
The compensation data company Payscale asked employers why 2024 budgets include higher pay increases than previous years. Most employers cited the continued labor shortage.
65% cited increased competition for labor.
34% said it reflected a change in compensation philosophy or competitive positioning.
27% pointed to improved economic conditions or performance.
17% reported the previous year’s increases were lower than normal.
While wages are trending higher, they are not the only area being impacted in this labor market. Most employers said they are offering various strategies to find, attract and recruit talent. Many are putting work flexibility above wage increases. According to ManpowerGroup, 65% of executives said they are offering greater flexibility in work schedules, while 30% said they are increasing wages.
The workforce is experiencing major generational shifts
In 2024, nearly a quarter of the entire workforce in the U.S. will be 55 or older. At the same time, Generation Z is entering the workforce at a rapid clip. Different generations have different ideas of what’s important.
In a multigenerational workforce, you can’t assume everyone wants or is motivated by the same things, notes the management services company ADP. It’s essential to meet the unique needs of your employees as they reach different phases of their professional and personal lives.
This creates challenges for companies that have traditionally had one set of rules for everyone. A Baby Boomer planning for retirement has drastically different needs than someone just entering their working years. While policies must treat everyone fairly and equitably, offering different benefits that appeal to different generations can help offset concerns about wage increases. It can also provide incentives to attract and retain workers.
This doesn’t mean tiering wages or offering different benefits based on age. Instead, it means providing a range of options to accommodate multiple generations and evolving your approach. For example, pay transparency and equity have become significant issues.
Pay transparency and pay equity are paramount
For older workers, talking about pay in the workplace was a taboo subject. That’s changing. It’s more common to see pay ranges in job ads. In fact, it’s mandated in several states, and many job seekers expect this information upfront.
Disclosure can help attract more candidates and weed out those who would not accept such wages. At the same time, pay transparency can create significant issues if salaries aren’t equitable within an organization. In 2024, pay equity is essential.
2024 is a time for recalibration
Salary increases may be slowing, but you can expect wages to continue to rise in 2024. Even if there is an economic downturn, continuing inflationary pressures and labor competition will push salaries upward.
As you navigate this landscape, the key will be to balance competitive compensation with benefits that cater to the diverse needs of today’s multigenerational workforce.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
Engaging your employees with primary care providers leads to health and business gains.
Employees enjoy physical and mental health improvements through preventive care and consistent, coordinated health management. Your organization benefits from a culture of wellness, better employee health and productivity, and reduced medical costs.
Tapping into these gains requires a primary care strategy. An effective approach increases employee access to and usage of primary care. The following considerations can help you implement or enhance your strategy.
Identify your needs and budget
The first step for creating a primary care strategy is understanding your employees’ health needs, challenges and preferences. Employee surveys and health risk assessments can provide valuable insights.
Look for barriers such as affordability, gaps in care or coverage, limited provider options, transportation challenges and caregiving responsibilities.
Tailor your primary care offerings to your employees’ needs. These may include:
Coverage for different life stages, such as pregnancy and maternal care, mammograms and colonoscopies
Dependent health issues
Chronic conditions
Demographic health issues related to age, gender or sexuality
Understanding demographic differences is essential. Individuals are more likely to seek care and be satisfied with their care when their providers have similar backgrounds and characteristics, reports HR Executive. Finding a provider of a similar race or ethnicity can reduce visits to the emergency room and overall health care costs.
Once you understand your employees’ needs, explore solutions that fit your budget. Options for primary care services include:
Traditional fee-for-service community primary care providers
Direct primary care with a monthly or annual fee
Virtual primary care
Retail clinics
On-site or near-site clinics
Work with your benefits adviser to understand each option’s services and potential savings. In some cases, such as community primary care and virtual options, you may want to combine solutions.
Select providers
High-quality providers are essential to your primary care strategy. Consider providers’ medical qualifications and experiences. Examine their costs against the services and value they provide. Examine their ability to match your workforce’s needs from a preventive care, managed health and diversity standpoint.
You may also choose to form partnerships with local clinics. Many employers develop relationships with primary care providers who have a track record of meeting organizational health goals.
Expanding provider selection is typically better than reducing options. Disrupting established relationships with primary care providers can undermine your strategy. Employees who lose access to a trusted primary care provider may delay finding a new one, leading to worse health outcomes.
Ensure access
Primary care access is another critical factor. Work with providers who have multiple locations and offer flexible appointment times and days. Consider telemedicine if your employees work remotely or are dispersed throughout geographic areas. Virtual options can expand the diversity of your providers. If your budget allows, on-site or near-site clinics can increase access and convenience.
An inclusive primary care strategy expands access to your entire employee population, including high-risk employees with chronic conditions and mental health challenges. Ensure your in-person and virtual care providers communicate and work together. This integration enhances primary care treatment and avoids duplicate testing or drug prescriptions.
Educate employees on the medical importance and cost savings associated with primary care and preventive services. Regularly communicate how and where to access services. Emphasize the purpose and benefits of your primary care strategy and the role employees play in its success.
Integrate care
Integrate your primary care strategy with other employee benefits, such as your wellness offerings and employee assistance program. Ensure your primary care providers work with your vendor programs related to chronic conditions, family planning, wellness, mental health and other holistic health issues. Patient navigation services can help employees take advantage of health care options that enhance their primary care.
Create incentives
Your primary care strategy hinges on employee usage. Encourage your employees to be part of the solution by incentivizing primary care. Offer wellness perks such as gym memberships or online fitness classes to employees who engage with their primary care providers. Your plan design can also reduce premiums, deductibles or out-of-pocket costs for nonpreventive primary care. (Note: Regulations may preclude this option for high-deductible health plans.)
Monitor and evaluate
An effective primary care strategy requires ongoing evaluation. Create metrics such as provider access, percentage of employees participating in primary care and health outcomes. You can also measure improvements to aggregated, anonymized health data from health risk assessments. Examples include blood pressure, glucose levels, triglycerides, smoking habits and physical activity. Hold vendors accountable for performance guarantees.
Evaluations should also include legal considerations. Work with your legal counsel and benefits adviser to examine compliance with the Affordable Care Act and other federal, state and local health care laws.
Develop your strategy
To further explore primary care solutions, talk to your insurance broker or benefits adviser. They can help you examine your employee and business needs and provide in-depth details to inform your strategy.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
A vacation offers a cherished opportunity to get away from it all and just unwind.
You don’t want to undo all that relaxation by coming home to discover a break-in, broken pipe or worse! Here are some simple yet important steps you can take to protect your home.
Install a security system. Homes without a professionally monitored security system are 300 times more likely to be burglarized, according to the FBI. Since most break-ins involve the use of force, a home security system can be a useful deterrent by alerting the authorities in the event of a trigger.
Turn off the water. During the summer, turn off the main shut-off valve if no one will be home. This keeps toilets from overflowing, pipes from leaking and outside spigots from being used and left running. During the winter, you can shut off the water but be careful how much you lower the temperature in the house so the pipes don’t freeze. The Insurance Institute for Business and Home Safety recommends draining the pipes before leaving for an extended period of time.
Hold the mail. It’s a small thing, but an important tipoff to would-be burglars. Stop your mail and newspaper. Or if you have a trusted neighbor, have them pick it up for you.
Give the illusion someone is home. Consider installing a motion-sensing light outside of your home. In addition to putting interior lamps on timers, you can also put one on your television to create the typical flickering lights of a family at home. If you are away for over a week, arrange to have your lawn mowed or snow removed in case of a storm. Also avoid posting on social media that you will be away from home.
Adjust the thermostat. During the summer this will save you some money on utilities, but don’t set it back so far that the plants wilt from the heat. In the winter, be careful not to set it too low. The American Red Cross recommends not setting the thermostat below 55 degrees Fahrenheit in the winter to prevent freezing, and to maintain the same temperature both day and night.
Unplug high-value electronics. Even if your high-end electronics are plugged into a surge protector, it’s still wise to unplug them in case a severe storm hits. Widescreen televisions, computers, sound systems and small appliances like toasters and coffee makers can still be damaged if a bolt of lightning strikes nearby or there is a power surge.
Disconnect your garage door. Tech-savvy thieves have been known to hack into garage door opener codes, and some openers (depending on the brand) can be opened with a universal remote.
Pick up that hidden key. Criminals will always look for that hidden key, and they will find it! Give your spare key to a family member, friend or trusted neighbor.
By adding a little pre-trip planning for your home, you can spend more time enjoying that hard-earned vacation and less time worrying.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
Protecting the health and safety of your organization and your employees.
Safety data sheets (SDS) are documents that provide detailed information about the properties, hazards, and safe handling practices of hazardous substances. A safety data sheet program is a mandatory structured approach adopted by organizations to manage safety data sheets for hazardous chemicals used or stored in the workplace.
The key components of an SDS program typically include:
SDS Collection: Ensuring that the organization obtains and maintains the relevant SDS for all hazardous chemicals used or present in the workplace.
Centralized Database: Establishing a centralized database or system to store and manage the SDS, allowing easy access for employees who need to refer to the information.
Accessibility: Making the SDS readily available to all employees who handle or work with hazardous chemicals, either in physical or electronic format.
Employee Training: Providing training to employees on how to interpret and use the information provided in the SDS to handle hazardous chemicals safely.
SDS Updates: Regularly reviewing and updating the SDS database to ensure that the most current and accurate information is available.
Compliance: Ensuring that the organization adheres to relevant regulations and standards regarding the management and accessibility of Safety Data Sheets.
A well-implemented SDS program is a key component of an organization’s overall workplace safety program, ensuring the well-being of employees, residents, and the environment. It helps employees understand the potential hazards associated with the chemicals they work with and enables them to take appropriate precautions to protect their health and safety. These programs also aid in emergency response planning and spill control measures in case of chemical incidents.
Contact Us
For more information, please contact Risk Management Consultant Todd Goodman at TGoodman@OneGroup.com.
A National Emphasis Program (NEP) is a temporary specific hazard awareness program in which OSHA focuses their resources on.
These hazards can be seen in the general industry or can be in targeted industries. For example, in 2021 OSHA issued an NEP on Covid-19 which covered general industry, and then was revised to focus on the healthcare industry as they were at the most risk for exposure. The NEPs will provide directives for employers to follow that ensure workers are protected from the focused hazard. OSHA inspections will typically focus on industries with the highest exposures to the hazard that is identified in the NEP.
In addition to a National Emphasis Program, regional OSHA offices can develop Local Emphasis Programs (LEP) as well. For example, as of October 2023, Region II which covers New Jersey, New York, Puerto Rico, and the Virgin Islands, implemented an LEP focused on construction work sites with a purpose “to identify and reduce or eliminate hazards at local construction projects.” This LEP outlines that programmed (OSHA planned) inspections will be determined through collecting local information regarding construction projects and will identify which establishments (addresses) they will inspect. OSHA will also continue their unprogrammed (unplanned) inspections after a trigger such as a fatality or catastrophe, complaints, or referrals.
When do these temporary plans expire?
It depends on the plan. Some can be in effect for one year, while others can be in effect for multiple years. The LEP on construction work sites is not due to expire until September 30, 2028.
It should also be noted that once an NEP or LEP expires, OSHA can and will inspect for those hazards as well as fine for failures to protect employees. NEPs can also lead to final rules in specific standards that would hold employers accountable for the hazard described.
What are the current NEPs and LEPs in place that could impact a construction site?
In addition to the LEP of construction work sites:
NEP – Combustible Dust – started in January 2023 with no expiration date.
NEP – Falls – started in May 2023 with no expiration date.
NEP – Outdoor & Indoor Heat-Related Hazard – started in April 2022 with a planned expiration of April 2025.
NEP – Respirable Crystalline Silica – started in February 2020 with no expiration date.
LEP – Noise Hazards – started October 2019 with a planned expiration date of Sept 2024.
This names a few, but there can be more depending on the type of construction a business is doing. The OSHA.gov website lists out all the NEPs and LEPs and provides resources to comply with these emphasis programs.
What should a company do if an OSHA compliance officer arrives?
There are several actions that a company can take to ensure a smooth visit from OSHA whether it is programmed or unprogrammed. We recommend having a written plan on how to handle this type of encounter. The compliance officer is there for a reason and the company should do their best to be cooperative and professional. The officer will want to do the following:
Review records including a health and safety program, OSHA records and may request specific information. Only give the officer what they are requesting, nothing more. During a physical inspection, the officer should always be accompanied by a company representative and only shown what needs to be inspected. During this time, the company representative should document everything the officer does including what they are inspecting (take pictures of what they take pictures of), what they are saying, and any other actions. The company representative should be cooperative, and in charge of the inspection. OSHA is ultimately a visitor at your location, there to look at something specific.
When OSHA Interviews include employees, answers should be honest, to the point and only using knowledge-based answers (no guessing or making assumptions). The compliance officer is entitled to interview employees privately, however if the interviews are within the company representative’s presence, the conversation should be documented.
At the end of the visit, there should be a closing conference in which the officer will provide a list of potential violations. Ensure you understand the list and the reasons why the officer is identifying those violations. Again, document everything and keep it all on file.
What happens if OSHA has found violations?
Ultimately, fines will be assigned to the company. As of 2024, OSHA has increased the maximum penalty costs to $16,131 per violation in serious, other-than-serious, and posting requirements violations categories. Failure to abate violations result in a fee of $16,131 per day beyond the abatement date. Willful or repeated violations are a fee of $161,323 for each violation.
Also, as of January of 2023, OSHA has issued an expansion on their Instance-by-Instance (IBI) citations which essentially means if an employer has multiple violations, those citation fees will be individualized instead of being grouped together as they might have been in the past. This can lead to very hefty fees for a company.
What are the most common types of violations in construction?
OSHA does release an annual report of the top 10 most frequently cited standards. The last report published was for 2022 and includes construction specific standards of fall protection, ladders, scaffolding, fall protection training, and eye/face protection.
Where can a construction company find resources to help them comply with OSHA standards?
The OSHA and Department of Labor websites offer resources, compliance assistance and training that can help a business position themselves for success. While it does feel like showing your cards, these services are there to help businesses keep their employees safe.
OneGroup is available to assist in a variety of ways. The Risk Management department answers compliance questions, research answers to issues, and can provide resources for specific hazards. All OneGroup clients have access into our Risk Management Center, a web-based portal of safety and risk management tools including trainings, templates, and toolbox talks.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
OneGroup kicked off its 2024 101 Webinar Series on February 21st. OneGroup’s Medicare team, Shane Kelly and Connor Stanton spoke about the sometimes-confusing topic of Medicare, when you are eligible, what parts A, B, C, and D mean, when to sign up, and how to sign up.
When are you eligible?
You are first eligible for Medicare when you turn 65 years of age. You may also be eligible if you are under 65 but qualify because of a disability or other special situation. At 65 years of age, you become eligible for Medicare, regardless of whether you’re already receiving Social Security benefits or not. You also must be a United States citizen or legal resident and have lived in the United States for five consecutive years.
What do parts A, B, C, and D mean?
Medicare Part A – Hospital Coverage. Medicare Part A is provided through the United States government. It assists to cover inpatient hospital costs, short-term inpatient skilled nursing services, and Hospice care.
Most people do not pay a monthly premium for Part A if they or their legally married spouse have worked 40 consecutive quarters (ten years) and paid into the Medicare tax. Part A allows you to choose any qualified hospital in the United States that accepts Medicare, regardless of pre-existing conditions or medical history.
Hospital costs include a 2024 deductible of $1,632 for up to 60 days of inpatient care. Copayments increase after day 60.
If you have multiple hospital stays, each stay may require a separate deductible. For instance, if you pay a deductible during one admission and then return to the hospital three months later for an unrelated issue, you will need to pay another deductible for that subsequent stay.
Short term rehabilitative services in a skilled nursing facility require a three day hospital admittance before coverage begins. Services are covered for the first 20 days at no copayment cost per day, followed by a copayment of $204 per day from days 21 to 100.
With Medicare Part A, Hospice is always covered.
Medicare Part B – Medical Coverage. Medicare Part B is also provided through the United States government. Part B aids in the coverage of outpatient visit costs, including doctors’ visits, testing, medical services, and one-day surgeries. You can use Part B anywhere that accepts Medicare, but it generally does not cover care outside of the United States.
Similar to Part A, you cannot be turned away based on pre-existing conditions or health history. However, unlike Part A, Part B has a standard premium of $174.70 for the 2024 year.
Although there is a standard premium of $174.70 for 2024, you may be subject to a higher premium based on your 2022 income. Refer to the chart below for 2024 premiums based on 2022 income:
If your yearly income in 2022 was:
You pay (in 2024)
File individual tax return
File joint tax return
$103,000 or less
$206,000 or less
$174.70
$103,001 – $129,000
$206,001 – $258,000
$244.60
$129,001 – $161,000
$258,001 – $322,000
$349.40
$161,001 – $193,000
$322,001 – $386,000
$454.20
$193,001 – $499,999
$386,001 – $749,999
$559.00
above $500,000
above $750,000
$594.50
In addition to the standard premium, Medicare Part B has a deductible of $240 for the year 2024. Once this deductible is met, you can expect to pay 20% coinsurance for part B covered services, while Medicare covers the remaining 80%. An important note is that there is no out-of-pocket maximum for the 20% coinsurance, meaning there is no limit on how much you may have to pay for the 20% coinsurance.
Medicare Part C – Medicare Advantage. Medicare Advantage is a single plan offered by private insurance companies that combines coverage from Medicare Part A, Part B, and often Part D (prescription drug coverage).
Medicare Advantage plans can often offer additional benefits such as dental, vision, hearing, and some preventative care that are not covered by original Medicare.
Although you still must be enrolled in Part A and B, when enrolled in a Medicare Advantage plan the insurance carrier becomes your primary payer instead of the United States government.
Medicare Advantage plans use a network of healthcare providers typically through a health maintenance organization (HMO) or a preferred provider organization (PPO). With an HMO, you must use in-network providers. With a PPO, if your doctor approves the insurance carrier, you are able to see both in-network and out-of-network healthcare providers with a possible small increase in copayment amounts.
Other advantages of a Medicare Advantage plan include $0 premium in most areas, maximum out-of-pocket limits, and controlled spending on hospital and medical coverage.
Medicare Part D – Prescription Drugs. Medicare Part D assists with the cost of prescription drugs offered through private companies. Similar to Part C, Medicare Part D is offered through private insurance carriers that follow Medicare guidelines. Each plan has a drug coverage list that can vary by carrier and year.
Similar to Part B, Part D has a monthly premium calculated by your 2022 income. Refer to the chart below for 2024 premiums based on 2022 income:
If your yearly income in 2022 was:
You pay (in 2024)
File individual tax return
File joint tax return
$103,000 or less
$206,000 or less
$0.00
$103,001 – $129,000
$206,001 – $258,000
$12.90
$129,001 – $161,000
$258,001 – $322,000
$33.30
$161,001 – $193,000
$322,001 – $386,000
$53.80
$193,001 – $499,999
$386,001 – $749,999
$74.20
above $500,000
above $750,000
$81.00
Medicare Part D also includes what is known as cost sharing. Below outlines where cost sharing is applicable to you and at what dollar amount.
Please note – due to the Inflation Reduction Act beginning in the year 2024, cost sharing for Part D drugs will be eliminated for beneficiaries in the catastrophic phase of coverage.
When and how to enroll?
Automatic enrollment. You will be automatically enrolled in Medicare Part A if you are already collecting Social Security. You cannot opt out of Part A since you will no longer be HSA eligible. However, you can opt out of Part B with some applicable considerations.
Enrollment process. If you are not collecting Social Security, you must go through the enrollment process for Medicare Part A and Part B. To enroll directly, you can do so;
In-person (appointment required): Your local Social Security office.
As a reminder, if you are receiving Social Security, you will automatically be enrolled in Medicare Part A and B.
When am I covered? Coverage is effective the first day of the month that you turn 65. If your birthday lands on the first of the month, coverage will start the month prior. For example, if your birthday is October 20, your coverage will begin October 1. If your birthday is October 1, your coverage will begin September 1.
If you enroll in coverage after the age of 65, coverage will be effective the first of the following month. If you choose to elect coverage after you turn 65, you will be in a special enrollment period.
When to enroll. When you turn 65, you must enroll in Medicare Part A, B, and D to avoid late enrollment penalties (unless you qualify for an exception or still have credible coverage and can delay enrollment.) You have a seven-month window that is known as your initial enrollment period. This period consists of three months before your 65th birthday, your 65th birthday month, and three months after your 65th birthday month.
Although you have ample time to enroll in Medicare, if you enroll after the initial enrollment period, premiums could be higher, again, unless you qualify for an exception or still have credible coverage.
Medicare late enrollment penalties. Although you may opt out of Part B if you’re eligible to, if you do not enroll in Part B until after your initial enrollment period, premiums will increase 10% ($174.70) in 2024 for each 12 months until you do enroll.
For Part D, a late enrollment penalty applies if you go without prescription drug coverage for 63 or more consecutive days after your initial enrollment period. The Part D late enrollment penalty is calculated by multiplying one percent of the “national base beneficiary premium” (34.70 in 2024) by the number of full, uncovered months you were eligible but didn’t join a Medicare prescription drug plan and went without other credible prescription drug coverage.
If you continue to work after 65, you have options. If you continue to work and have credible coverage, you are not required to enroll in Medicare as soon as you turn 65. There are a few other options that you may want to consider.
You can stay on your current plan and delay enrollment in Medicare if you or your legally married spouse’s plan counts as credible coverage. Credible coverage is considered a plan at a company with more than 20 full time employees.
You also can leave your current plan and enroll into Medicare as well as add an Advantage, Supplement, or Part D prescription drug plan.
If you decide to continue your company’s plan, you will be able to enroll in Medicare when you retire or when you are no longer receiving credible coverage.
What if I have a special situation?
Medicare can be very specific to each recipient and the overarching “rules” may not apply to your situation. We recommend reaching out to a licensed Medicare professional to answer more specific questions about your situation and which Medicare option may be best for you!
Additional thoughts regarding Medicare coverage
Medicare Supplement Insurance Plans or Medigap Plans. An alternative option in addition to Medicare Parts A through D is a Medicare Supplement or Medigap plan. These plans aid in paying a portion of the costs associated with Medicare Parts A and B and are available through private insurance carriers. These types of plans cover some or all out-of-pocket expenses under Part A and Part B.
If you enroll in a supplement plan, Medicare Part A and Part B still act as your primary payer. The supplement plan then becomes secondary but still covers certain costs of Medicare Part A and B depending on the specific plan. There are no network restrictions and no referrals required.
The set monthly premium for these plans varies depending on the levels of coverage.
COBRA. If you are over 65, COBRA is not a viable coverage option. If you retire before you are 65 and elect COBRA to bridge the gap until Medicare, turning 65 will be a qualifying event for you to come off COBRA and enroll in Medicare. Verify with your employer how long COBRA will be provided, as different employers have varying time limits on COBRA.
Health Savings Accounts. Once you enroll in any form of Medicare, you are no longer allowed to contribute to a Health Savings Account (HSA). However, you may continue to use the money you have already accumulated in your HSA for eligible expenses. These eligible expenses include, Qualified Medical Expenses (QME), premiums for long-term care insurance, and premiums for individuals over 65 such as retirement health benefits and Medicare premiums.
Once you reach 65, you may also take a distribution for a non- medical expense and pay regular income tax on the contributions. Similar to taking a distribution from a 401(k) or an IRA.
If you continue to work past the age of 65, you should stop contributing to your HSA six months prior to the election of Social Security benefits to avoid penalties.
Contact us and OneGroup’s next 101 Webinar.
Everyone’s needs regarding Medicare are different. If you have questions regarding this webinar or your Medicare options please contact Shane Kelly or Connor Stanton via the information below, or submit a form here and mention this webinar to be connected to a OneGroup Medicare expert. OneGroup offers its Medicare services free of charge.
OneGroup is looking forward to the next webinar in the series, Human Resources 101, on Wednesday, April 17, 2024 from 9:30 AM – 10:30 AM EST. Human Resources Consulting Manager, Colleen Williams and Human Resource Consultant, Travis Simpson will discuss best practices to avoid costly employment claims. Register for OneGroup’s next webinar here.
Standard disclosure: We are not a government agency. We are licensed insurance agents who discuss insurance programs such as Medicare Advantage, Medigap, and Medicare Part D Prescription Drug Coverage. Any information we provide is limited to those plans we do offer in your area. Please contact Medicare.gov or 1-800-Medicare to get information on all of your options.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
All eyes are on you if you’re in the limelight or managing someone who is. But the definition of “limelight” now extends far beyond movie stars and TV personalities.
There are social media influencers, public image consultants, broadcasters, high-profile vloggers and bloggers. They don’t even need to leave their homes to be considered media personalities.
Traditionally, only advertising, publishing or marketing businesses needed media liability insurance. But with easy media access and interconnectivity, a media blip could turn into a viral nightmare for almost anyone.
Depending on how your business is classified by your insurance company, your commercial general liability policy may not cover your claim. That’s where media liability insurance enters the scene.
Who needs media liability coverage?
Here are just some of the industries that should consider coverage:
Marketing
Advertising
Broadcasting
Entertainment
Publishing
Software (that disseminates information)
Photographers
Stock photography and licensing
Reviewers
Reporters/journalists
Bloggers
Vloggers
Independent authors or other writers not covered under an employer’s insurance policy
Freelance writers
Social media influencers
Celebrity or high follower-count media accounts
Media liability insurance – a more specific policy
Media liability insurance is a form of errors and omissions (E&O) insurance that helps protect against liability claims such as defamation, misrepresentation, intellectual property infringement and any number of liability risks posed by engaging online. Even if you’re innocent, you must respond to a lawsuit and mount a defense. It can be an expensive endeavor if you have no help at all. That’s where media liability insurance comes in.
Media liability normally responds to claims for accusations like:
Breach of Contract
Material, actual, minor or anticipatory breaches can occur and usually are involved in larger contract disputes involving intellectual property or other specific agreements.
Trademark or service mark infringement; unfair competition
Involves using another brand’s logo or trademark slogans or even misrepresenting website addresses that look similar with the intent to misdirect web traffic.
Defamation of character (libel or slander)
Libel is when you make a false comment or statement intended to damage a person’s reputation.
Slander is when you publish a false statement intended to damage a person’s reputation.
Infliction of emotional distress or outrage
A post or comment that causes a person emotional harm, trauma or negative psychological effect.
Intellectual property infringement
Creative work, invention or idea is too similar to someone else’s work.
Invasion of privacy
Post personal information about another.
Negligence, misrepresentation, misstatement
Involves a claim that is indefensible or misleading; sometimes called false advertising.
Personal and advertising injury
The information posted results in harm to an individual’s personal or professional image, reputation or brand.
Plagiarism
Copying another person’s work in whole or in part (intentionally or unintentionally) and passing it off as original.
Publisher, marketer, advertiser — you need more than commercial liability
Media liability often applies to businesses that are primarily engaged in advertising, marketing, publishing, photography, broadcasting or other media-related activities. Their risk is higher since they’re in the business of publishing information that people rely on as expert advice or information.
Liability comes with the territory when you’re writing about other people. And to double-down on that concept, when you write about other people, you’re also writing about their brand (in the case of a celebrity or influencer). That can mean you’ve not only disparaged or slandered that person but their brand too. You could find yourself in a multilayered lawsuit.
What you do (and what you don’t do) matters in insurance
Media liability insurance applications will ask you some detailed questions about your business activities. The insurance underwriting department needs to decide what kind of risk you are — and if they’re willing to take you on as a risk. They do this because some publishing companies and staff are in the business of shock media or undercover investigative journalism, which are both high on the lawsuit list.
For example, a standard application might ask a reporter about the types of interviews they engage in and whether they are recorded and if those recordings are hidden from the person being interviewed. These activities pose high risks for all kinds of lawsuits, such as recording without consent (illegal in many states) and defamation or coercion.
Lots of new ways to publish can create lots of new liabilities
Also with respect to publishing (that’s a wide range of businesses considering social media, blogging, vlogging, influencing are included along with traditional television, marketing and publishing), insurance companies also want to know what kind of fact-checking is done.
If you’re into saying whatever you feel like or taking a questionable “fact” and running with it for the purpose of gaining followers, you might be considered a shock jock brand. These require different lines of insurance and may limit the insurance companies willing to sell you an insurance policy. Media liability has specialty lines of coverage for riskier activities — but you’ll pay extra.
Employees can be part of the liability
No matter how much you think you’re controlling the messaging online, you should also consider that your employees could cause the liability. If your employees are posting about your business (think hashtags) or under your account (think followers), they could slip up and say something improper. It may be completely innocent but that could be construed as a lack of training, or that these are the opinions of your business.
This is another reason to review your risk management planning and employee handbooks. You should have an online etiquette policy as well as diversity training. Don’t discourage social media use — but do educate staff about how to properly communicate online.
The coverage “gray zone”
Not everyone will need media liability coverage. But there is a gray area where gaps in coverage can occur depending on the situation. Here are a few coverage options that may protect you in different situations.
Commercial general liability (CGL) covers some issues under personal and advertising injury, but make sure the coverage amount is high enough and broad enough. You might want to consider an umbrella to top it off.
Cyber insurance may help protect you against losses such as network security issues, data loss and personally identifiable information (PII) breaches, but it will not step in to cover liabilities involving content you’ve created or posted.
Personal and advertising injury on your general liability policy may step in to cover a falsehood or a misleading advertisement you’ve made — if your business isn’t normally engaged in a media-related capacity. But the lines are blurring regarding what is classified as a business engaged in media, marketing and the like.
Directors and officers (D&O) may kick in, depending on the coverage you have and who did the posting. If your coverage isn’t broad and it excludes certain job roles, then you may not be covered for all employee conduct. If this was an issue that can be traced to poor decision-making or a lack of policy, then the board may end up being named as part of a lawsuit. The D&O policy would trigger, but it wouldn’t necessarily offer full coverage.
Employment practices liability insurance (EPLI) may help in the event that your media liability issue is related to a post or statement made about your employee (who then files a harassment or discrimination lawsuit against your company). But it likely will not cover you for disparagement or undue emotional distress caused by the post if it involves your company or those you employ. It really depends on the lawyers and the way the claim is filed. Either way, this is a situation where you don’t want coverage
The price to defend and the price to settle
Even if the alleged wrongdoing was unintentional, or entirely untrue, you must defend yourself in court. Lawsuits can take years to resolve, which is why most insurance companies look to settle out of court when possible. Whether you defend or settle, it’s going to be expensive.
Media liability can help with the cost to retain attorneys experienced in the field and mount your defense.
Media liability coverage can also help with negotiating a settlement and payment for the settlement expense.
Talk to your insurance professional
If you’re directly involved in media or could possibly be classified as a media business, you need media coverage. A commercial general liability policy will not cover you under advertising and personal injury, and it has exclusionary language for this.
If people look to you for reliable information (which is a compliment!) you need to think about stepping up your coverage. Talk to your insurance professional and your lawyer to make sure you have the specific coverage you need for the type of business you do.
For more information
For more information, please contact Rina Corigliano-Hart, Director of Client Engagement and Outreach, at RHart@OneGroup.com.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
What if you could stop water damage before it started?
Coming home from vacation to a flooded basement or waking up in the morning to two inches of water is not fun, to say the least. What if you could stop the damage while you’re away or wake up to an alarm and not a water-logged house in the morning?
According to the Insurance Information Institute, one in 60 homeowners have losses due to water damage. In 2022, 40% of all home losses were due to non-weather-related water damage per The Hanover. Though your insurance may cover you financially, it can’t replace priceless mementos like photo albums, valuables, or personal collections, not to mention the time lost in repairing and renovating your home.
What can you do? Fortunately, there are two types of water mitigation devices that you can install in your home to assist in preventing water damage by alerting you to the presence of a leak or going as far as shutting of the water on detection.
Water Shutoff Devices
A water shutoff device can detect unusual water flow, usually caused by leaks and then automatically turn off the water to your house. Some use technology that can notify homeowners via an app when there is an issue. A plumber is needed to install one of these devices and can help you purchase one.
Water Sensors
A water sensor monitors for leaks. Unlike an automatic shutoff device, it will not shut off your water, it can however, alert you to a leak before it becomes a much bigger problem. You may be able to install a water sensor on your own.
Installing a water mitigation device can have additional benefits other than the obvious prevention of extensive water damage. Some insurance carriers have resources to help you decide what solution is best for you and may offer premium discounts when they’re in-use.
For more information
If you are interested in this worthwhile protection for your home, and would like to see what discounts your carrier may provide, please contact our personal insurance team by calling 1-800-268-1830 or through our website here.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
The average cost of a wedding in the U.S. is $30,000, with venues being the highest-ticket item in the spending breakdown.
Venues are also the biggest reason for claims made on wedding insurance policies, according to The Knot’s 2019 Real Weddings Study.
No matter how much you plan, things can go wrong. A bankrupt venue, a slip-and-fall incident involving a guest or a gift table theft can put a negative spin on your big day. The cost of property damage, medical bills or a lawsuit can add up fast.
When it comes to wedding risk, there’s more than forgotten vows at stake, so take the necessary steps to protect yourself. Use this checklist to identify possible risk exposures and areas of liability in your wedding day plans.
Your wedding includes
Insurance coverage
Risk examples
Alcohol/open bar
Wedding liability (Host liquor liability is usually included.)
Alcohol consumption can increase the likelihood of accidents, property damage and other claims. Most standard wedding liability policies include host liquor liability, but always verify with your agent.
Guests
Wedding liability Medical payments
You can be held responsible for accidents related to your wedding event. A medical payments option can help with medical bills for injured guests.
Wedding party participants traveling to your wedding
Wedding liability Cancellation/postponement
If a covered event postpones your wedding, this coverage can help. Be clear on who it covers and any travel distance minimums. (For example, some policies don’t cover distances under 180 miles.)
Wedding dress or formal attire (rented or owned)
Wedding liability S pecial attire coverage
Special accessories and clothing worn for the ceremony are usually included. Be clear on which wedding party participants are covered.
Jewelry
Wedding liability Jewelry
Jewelry exchanged in the ceremony is normally covered under the jewelry option. Do not confuse this with a permanent jewelry coverage rider (for the engagement ring, for example).
Gift table
Wedding liability Gift theft coverage
The gift table is often overlooked during the hoopla of a wedding reception. Thieves count on this and target weddings.
Photographer/videographer
Wedding liability Photography/videography Loss of deposits
You may have to restage the wedding if your photographer is a no-show. Be clear on what your policy will pay if you decide not to restage, but want your payment refunded. You may have to fall back on loss-of-deposits coverage.
Venue
Wedding liabilityoften Cancellation/postponement Loss of deposits Additional expenses
Venue cancellations happen often (due to a fire or bankruptcy, for example). Getting your deposit back won’t be easy, and finding a new location may be a costly endeavor. Cancellation/postponement coverage can help if you have to postpone the wedding. If you decide not to postpone, additional expense coverage can help recoup the extra cost needed to secure a last-minute venue.Talk to your adviser about what the venue’s insurance covers to avoid gaps between your policy and theirs.
Rented property
Wedding liability Rented property
Tents, stages, tables, chairs or the photo booth could get damaged by a guest or bad weather. Payment for the damage is your problem. Rented property coverage can help pay for the damage.
Vendors
Wedding liability Loss of deposits
If a vendor is a no-show or goes bankrupt, you’ll have a hard time getting your deposit back. Talk to your agent about loss of deposits. Make sure you understand what the vendor’s insurance covers to avoid gaps between your policy and theirs.
Cold feet
Wedding liability “Change of heart” Professional counseling
It’s not something you want to think about, but it can and does happen: The wedding is called off completely. Talk to your agent about this coverage because the language is detailed with many exclusions.
High-risk weather zone
Wedding liability Cancellation/postponement Loss of deposits
Tornadoes and hurricanes are more prevalent in certain areas and seasons. Know your zone and talk to your adviser about covered weather events and any exclusions.
Honeymoon
Wedding liability Travel or honeymoon
Weather or an illness could delay a honeymoon, so make sure you have the trip covered. Even if there’s not a delay, you’ll want to be covered for medical mishaps during your honeymoon, especially if you’re outside of the country.
Destination wedding
Wedding liability Travel or honeymoon Medical payments Cancellation/postponement Special attire Loss of deposits
Most wedding liability policies cover the U.S. and Canada, but be clear on the exclusions. If you’re traveling outside the U.S., ask about travel or honeymoon insurance that includes medical coverage for you and your new spouse. Encourage your wedding party to get travel insurance, too.
Extreme wedding
Wedding liability Medical payments Cancellation/postponement Loss of deposits Rented property Personal umbrella Personal medical
If your wedding party is going for an extreme wedding experience (think skydiving or bungee jumping), you might need excess and medical coverage add-ons. Remember that medical payments insurance covers others, but not you. Make sure you have personal medical coverage for yourself. Also make sure you understand what the vendor’s insurance covers to avoid gaps between your policy and theirs. A personal umbrella policy isn’t related to wedding insurance, but it’s another option to consider when other policies max out. Talk to your adviser for guidance.
Now that you’ve looked at your wedding through the risk liability lens, contact your insurance professional for help. You’ll be planning and protecting your wedding day bliss with confidence.
This content is for informational purposes only and not for the purpose of providing professional, financial, medical or legal advice. You should contact your licensed professional to obtain advice with respect to any particular issue or problem. Please refer to your policy contract for any specific information or questions on applicability of coverage.
Please note coverage can not be bound or a claim reported without written acknowledgment from a OneGroup Representative.
