As we climb out of the abyss of this pandemic the Trucking Industry remains strong, dedicated and reliable. Thank you for your extra efforts and Keeping America Great!!

 

Here is an opportunity to save on your workers comp premium. If you are a Massachusetts Trucker you already enjoy some of the lowest Work Comp Rates in the country. Well…..things just got better for Massachusetts Truckers!!

Join the hundreds of Massachusetts Truckers who have slashed their cost of insurance and enjoying much lower workers comp rates.

See below for more information on how you can save money.

Call us to see how we can help you reduce your Workers Comp – A small reward for  Keeping America Great!!

 

 

According to the U.S. Bureau of Labor Statistics, falls account for more than 30% of workplace fatalities in the construction industry. In an effort to raise awareness of this recurring hazard and help construction employers keep their staff safe, the National Safety Stand-down was created.

This annual event—which is sponsored by the Occupational Safety and Health Administration (OSHA)—was initially scheduled for May 4-8, but was postponed due to the ongoing COVID-19 pandemic. The event will now take place next month, from Sept. 14-18.

The purpose of this event is to reinforce the importance of fall prevention by encouraging construction employers to host safety talks, conduct equipment inspections, develop rescue plans and discus job-specific hazards. Anyone interested in educating employees on falls or other workplace hazards can participate free of charge. In past years, participants included general contractors, subcontractors, trade associations and governmental agencies.

Organizations do not need to register to participate. All they need to do is hold a stand-down event of their choosing. They can then download a certificate of participation from the National Safety Stand-down website and submit any feedback they have on their event to OSHA.

To hold a successful stand-down event, consider the following tips:

• Designate a coordinator to organize the stand-down. If you have multiple worksites, identify the individuals who will lead the stand-down at each site.
• Ask all of the subcontractors, owners, architects and engineers associated with your projects to participate in the stand-down.
• Review your existing fall-prevention strategies and consider the:
• Types of falls (e.g., falls from ladders, roofs or scaffolds) that impact your business
• Ways you could improve your program
• Forms of training you provide to your employees and potential gaps in safety protocols
• Kinds of fall-prevention equipment you use
• Develop presentations or activities that will meet your needs. Decide what information will be best for your workplace and employees. The meeting should provide information to employees about hazards, protective methods and the company’s safety policies, goals and expectations.
• Decide when to hold the stand-down and how long it will last. Decide whether the stand-down will take place over a break or lunch period.
• Promote the stand-down. Try to make the event interesting to employees to improve attendance. Some employers find that serving snacks increases participation.

Above all, it’s important to follow up on any insights you gained from holding a stand-down. This could involve updating your fall prevention program or providing more training.

For additional industry-specific risk management guidance, contact us today.

 

 

As we look into what the workplace will look like post-coronavirus, the reality for many employers may involve supporting a geographically distant workforce. Some employees may be returning to an on-site work location, while others will be working remotely longer-term, or even permanently.

Teams comprised of both remote and on-site employees may not only be the current reality—but the new normal. The expansion of remote work affects each organization uniquely, and employers can consider what actions may help bridge the gap between all employees.

The Expansion of Remote Work

Consulting firm PwC conducted a study of current use and preferences toward remote work, surveying both executives and employees impacted by their employers’ choices. In response to the COVID-19 pandemic, many employers expedited their remote work practices—often, within a matter of weeks. Results from executives surveyed found that:

• 73% deemed their COVID-19 remote work adaption successful.
• 55% planned to extend their work-from-home policies for at least one day a week.
• The number of organizations that engaged in remote work increased by 39% during the pandemic.

Many employees hope to engage in remote work post-coronavirus as well, with the same survey reporting that 72% of workers would prefer to work at least two days a week remotely. The expansion of remote work means that many organizations are now transitioning from short-term remote work to a a mix of on-site and remote work for the foreseeable future in an effort to optimize employee experience and effectiveness.

Most organizations have norms in place for on-site employees and now need to adapt to a mirroring set of standards for those working remotely. Organizations should plan for a new sense of normalcy—it won’t be the same work environment that was left behind pre-coronavirus.

Meeting the Need of Both Remote and On-site Employees

The current employment market values stability, flexibility and safety. While remote employees often reap the benefits of having increased flexibility and an ability to prioritize safety, they face their own unique challenges—such as a lack of social interaction and a lack of common knowledge and information. Likewise, on-site employees seek to be part of a safe workplace, and often crave flexibility. In the current climate, organizations have challenges pleasing both on-site and remote employees. Employers can consider steps to meet the needs of all employees while standardizing business practices to help bridge any gaps.

 

Bridging the Gap

As employers consider how to engage both remote and non-remote employees, there are ways to help bridge the gap. When doing so, considerations include:

• Create an open chat—Chat tools, such as channels within Microsoft Teams and Slack can facilitate dialogue open to both remote and on-site employees. Channels can be created for efficient work-related communication—or even as a way to replace water cooler conversations and help build comradery within teams.
• Plan for remote-friendly meetings—Remote employees attending a meeting via a conference line or video platform can be just as active as those sitting in the chairs in the conference room. However, meeting leaders and participants should be deliberate about including all members. At the beginning of a meeting, be sure to introduce participants joining remotely, and ensure you give each participant a chance to share their thoughts or ideas on topics discussed during the meeting.
• Consider all employees when conducting workplace planning—As your organization considers changes, always consider how any decisions will impact all employees, including both on-site and remote talent.
• Be transparent about remote work expectations and decisions—There are a variety of reasons why some employees may be expected to work on-site while others are granted the opportunity to work remotely. By being transparent about the purpose and business need of any decisions, employers can facilitate a friendly and open environment for distant teams to effectively collaborate, rather than building gaps between an organization’s leaders and their base of employees. There is an array of reasons why an employee may be designated to work remotely, stay on-site or work a mix of both. Still, employers can build trust with their base of employees by displaying a level of transparency when announcing expectations.

Every organization has a unique base of employees,  and appropriate steps will vary. As your organization rolls out changes, consider how you can effectively communicate with all employees.

Communicating Effectively

Likely, the coronavirus has impacted your workplace, and each employee. As initiatives are launched and changes are announced, strategically planned communications can help receive buy-in from employees. Any workplace changes can make a significant impact on the day-to-day life of hard-working employees, and organizations should be thoughtful about how they create necessary changes.

As your organization addresses the impacts of COVID-19, ensure that your ethos for internal communications acknowledges the challenges that employees face daily—but also transparently explains the rationale for how any decisions best serve the interest of the stakeholders of your business, including employees. Employees appreciate transparency, and this acknowledgment can help establish rapport during challenging times.

Supporting All Employees

Efforts will look different for every organization, but proper measures can help bridge the gap between employees. Consider initiatives that work for your organization, and contact Anastasi Insurance Agency, Inc. for additional resources regarding the remote workplace.

A motor vehicle accident can be a stressful experience for everyone involved. It can be easy to feel overwhelmed and confused after a collision, but it is important that you stay calm.

There are a number of critical post-crash steps you need to keep in mind—steps that can help get your insurance in order or even save a life. Remember to do the following:

• Step 1: Stop your vehicle. If you are involved in an accident and don’t stop, you may be subject to criminal prosecution.
• Step 2: Call the authorities if any of the following scenarios occur:

i. You or someone else is injured
ii. You suspect one of the other drivers may be guilty of a criminal offense (such as driving under
the influence of drugs or alcohol)
iii. There is significant damage to property or the vehicles
iv. Any of the vehicles involved in the crash are not drivable
v. You suspect you are the victim of a staged accident

• Step 3: Follow the instructions given to you by the 911 operator. Police or emergency personnel will arrive as soon as possible. Do not try to move anyone injured in the accident, as you may aggravate their injuries.
• Step 4: If it is safe to do so, get out of your car. If you have access to a digital camera or cellphone, take pictures of the scene.
• Step 5: When it is safe, move your vehicle to the side of the road and out of traffic. If your vehicle cannot be driven, turn on your hazard lights or use cones, warning triangles or flares, as appropriate.
• Step 6: Use this form to record as much information about the accident as possible.
• Step 7: Call Anastasi Insurance Agency, Inc. as soon as possible after the accident. Inform your insurer of what happened and ask for next steps.

Remember, as difficult as it may seem, it is important that you remain claim. Refrain from arguing with other drivers and passengers. What’s more, do not voluntarily assume liability or take responsibility, sign statements regarding fault or promise to pay for damage at the scene of the accident

CHECKLIST: DOT NEW ENTRANT SAFETY AUDIT

New entrants looking to conduct interstate operations within the United States need to pass a safety audit before being legally registered with the US Department of Transportation (DOT).

Use the following chart to make sure you have all the documentation necessary to pass your safety audit. For a more detailed look, check out the FMCSA Guidebook

1. PART 387—INSURANCE

• MCS-90 on file to show proof of insurance; MCS-90B for passenger carriers

 

2. PART 390—GENERAL REQUIREMENTS

• Access to current copy of FMCSRs
• DOT number displayed on vehicle
• Accident register (for previous 12-month period) and accident reports for recordable accidents (retained for past three years) involving the following:

1. 1. 1. 1. 1. Fatalities
            2. Injuries treated away from the scene
            3. Towaway due to disabling damage

 

3. PART 391—DRIVER QUALIFICATION FILE

• Driver application, completely and accurately filled out
• Ten-year employment history for CDL drivers
• Previous employer history (past three years)
• Previous employer drug and alcohol check (past two years)
• Current medical card/certificate
• Copy of CDL or road test for non-CDL drivers
• Annual driving record from state agency (three-year history)
• Annual review of driving record
• Annual certification of violations, completed by driver

 

4. PART 382—ALCOHOL AND CONTROLLED SUBSTANCES TESTING

• Pre-employment—must have negative results before driving (controlled substances only)
• Random program—test drivers at a minimum annual percentage rate of 10% of the number of drivers for alcohol testing, and 50% for controlled substances testing. Provide annual and semi-annual summaries.
• Post-accident—must be alcohol-tested if citation received within eight hours of crash and must be drug tested if received within 32 hours of crash. Include statement on file of why tests were late or not conducted. After eight hours, cease all testing attempts for alcohol. After 32 hours, cease all attempts for drug testing.
• Reasonable suspicion—training for supervisors, with 60 minutes for controlled substances and 60 minutes for alcohol
• Return to duty—must have negative result before driving again if driver receives positive test result
• Follow-up—minimum of six tests must be conducted in the first 12 months, and the driver may also be subject to follow-up tests during the 48 months of safety-sensitive duty following the first 12-month period
• Referrals—required to provide two if driver is terminated for positive test result
• Recordkeeping requirements—maintain records of alcohol misuse and controlled substances use prevention programs in a secure location with controlled access. If requested by the FMCSA, records must be made available within two business days. Keep records of positive results and refusals for five years; records of collection for two years; negative/canceled drug tests and alcohol tests <0.02 for one year

 

5. PART 395—RECORDS OF DUTY STATUS

• Last six months of logbooks and supporting documents on file
• 11-hour, 14-hour, 60/70-hour rule, false logs and 11 required entries on log sheets
• 100 air-mile radius drivers must have six months of time records showing the following:
• Report and release times
• Total hours worked (must be 12 hours or fewer)
• Must be off duty for minimum of 10 hours
• 150 air-mile radius drivers (non-CDL) must have six months of time records showing the following:
• Report and release times
• Total hours worked (maximum 11 hours driving)
• May not drive after 14th hour after coming on duty in period of seven consecutive days or after 16th hour after coming on duty in period of seven consecutive days.

 

6. PART 396—VEHICLE MAINTENANCE FILES

• File must display the following:
• Company unit #
• Vehicle make, year, model
• VIN #
• Tire size
• Bills and receipts for repairs and documentation of preventive maintenance
• Maintenance record/log for each vehicle
• Copy of federal annual inspection
• Copies of roadside inspections (mail originals to issuing governmental agency)
• Pre-trip/post-trip inspections
• Driver vehicle inspection reports—last 90 days on file
• Qualifications on file of ANY persons conducting annual inspections (in-house or outside)
• Brake inspector qualifications on file for employees doing brake work. Not required for those who only inspect brakes and have passed the air brake knowledge and skills test for CDL.
• Ninety-day push-out window checks for buses/motor coaches

 

This checklist is vital for DOT new entrant safety audit – but it can get overwhelming. At Anastasi Insurance Agency, we are here to walk you through processes like this. If you have any questions, please contact us.

The best way to avoid paying fines for violating Occupational Health and Safety Administration (OSHA) standards is to always be prepared for an inspection. Since an OSHA inspector has no obligation to inform an employer of the inspection ahead of time, the visit will usually be unannounced.

You never get a second chance to make a first impression

However, companies in industries with particular hazards and companies who have previously experienced a death in the workplace are most vulnerable to an OSHA inspection. Planning for an assessment before it happens will make it go more smoothly, allow you to be in control and create a positive impression on the OSHA officer, all of which will result in fewer citations.

To be fully prepared, it is important to decide in advance who will be designated to do the following:

• Greet the inspector
• Guide the inspector during the walk-around of your facility
• Document and photograph any alleged violations

Make sure you have your OSHA logs for the previous five years, if required to keep one, organized and ready for inspector review, in case he or she requests it. Failure to produce these, or any other document, requested by the OSHA inspector could result in hefty fines.

When an OSHA Inspector Arrives

• Greet the officer cordially, but ask to see the individual’s credentials right away if he or she does not immediately present them. It is not enough that the officer produces credentials – be sure to verify them by calling the nearest federal or state OSHA office.
• Notify your designated inspection team of the officer’s arrival and gather them for an opening conference with the compliance officer. You have the right to know why the inspector is visiting your facility, so if he or she does not specify, be sure to politely ask. Also, establish whether the inspection is to cover the entire facility or only the areas involving a particular complaint.
• Have the designated employer representative lead the OSHA officer during the inspection. If requested by employees, a selected representative may also attend the walk-through on their behalf. Ensure that the inspector minimizes any work interruptions during the inspection.
• Show only the sections of the facility that the officer came to inspect. Be aware that if an officer sees a violation of OSHA standards in open view, he can legally expand the inspection beyond the previously established boundaries.
• Correct any apparent violations detected by the officer immediately and on the spot. The officer will record this and take your good faith actions into account when assessing citations and fines.
• Be courteous and professional, but only produce documents or information when they are requested, and respectfully insist that the inspector not wander off alone.
• Note all of the inspector’s observations and take photos of the alleged violations. Do not argue with the officer on-site as to whether something is in violation of OSHA standards.
• The compliance officer will conduct a closing conference. At this point, he will give you a list of all unsafe or unhealthy conditions found during the inspection. The officer will tell you which violations he will recommend as citations, and this is your opportunity to discuss how much time you would need to correct these hazardous conditions. However, it is not appropriate to ask about fines or penalties at this time, as only the OSHA area director has the authority to assign penalties after receiving the officer’s full report.

How Are Fines Assessed?

After receiving a citation, you can either accept it or contest it (in full or in part). After accepting the citation you will be required to pay the fine and correct the problem. Be sure to research the differences in OSHA policies if your state has its own OSHA-approved system.

Fines are assessed at different levels. Theses fines are imposed per violation. For example, even though a serious violation will cost your company up to $12,934, you could have five serious violations, each one costing you $12,934 for a total of over $64,000. In addition, each day a violation remains uncorrected may be considered a separate violation. The table below provides a summary of possible OSHA penalties.

Contact Anastasi Insurance Agency, Inc. for more information on how you can keep your OSHA log organized, be prepared for an inspection and avoid further assessments.

 

 

 

On June 18, 2020, the Occupational Safety and Health Administration (OSHA) released guidance to help employers plan how to reopen nonessential businesses. The guidance also addresses issues employers should consider as they ask their employees return to work during the COVID-19 pandemic.

OSHA’s guidelines for reopening nonessential businesses provide general principles for updating restrictions that were originally put in place to slow the spread of the coronavirus.

OSHA’s publication includes charts, examples and illustrations of how safety principles can be implemented for reopening. Specifically, this new guidance covers:

• • • How to plan a reopening
    • OSHA standards and required protections in the workplace
    • Available OSHA assistance programs
    • Answers to employer frequently asked questions.

OSHA has stated that this new guidance is meant to supplement the White House’s Guidelines for Opening Up America Again and the Guidance on Preparing Workplaces for COVID-19 developed by the U.S. Departments of Labor and Health and Human Services. A as a result, businesses should follow local timelines and phased reopening plans as they implement OSHA’s guidance.

Employers should also continue to monitor federal, state and local updates about community disinfection, best practices and transmission mitigation measures. For example, employers can visit OSHA’s coronavirus webpage and the Centers for Disease Control and Prevention website for updates.

 

At Anastasi Insurance Agency, we are up to date on all the latest changes to our regulations and how it will change the way you do business. Your success means something to us. We are here to be your resource and help you get back to business. Your Business First…

With over 25 years of experience, Anastasi Insurance Agency Inc. is New England’s top choice for bonds and insurance. We are committed to providing your business the protection it needs at the lowest possible cost, delivered with unparalleled speed and accuracy.

As a business owner, your commercial property needs can change over time to help meet operational requirements and satisfy customer demands. Specifically, expanding your business will likely require you to obtain additional property.

When acquiring additional business property, however, it’s important to reassess your commercial insurance coverage and ensure you will remain adequately protected following such an expansion. Fortunately, the newly acquired or constructed property extension found in many commercial property policies can offer temporary protection in these situations.

Review the following guidance for an outline of key coverage features and limitations for the newly acquired or constructed property extension.

Key Features of the Newly Acquired or Constructed Property Extension

At a glance, most commercial property policies offer newly acquired or constructed property coverage as an extension of your existing building or business personal property insurance. This extension can provide protection for commercial property that you acquire throughout your existing policy period.

You can typically apply the newly acquired or constructed property extension to your existing building insurance policy in the following situations:

• • When you construct a new building—If you decide to construct a new building for your business, this building should be covered by the extension—as long as it’s located at the premises listed in your existing policy declarations. For example, if you decide to build a new and improved structure in the same spot as your existing building, you will remain covered. Keep in mind that although this extension can offer protection for your building while it’s under construction, it does not provide coverage for the actual construction project. Be sure to secure additional insurance for construction project protection.
  • When you acquire a building at a new location—In the event that you acquire a building at a different location from the premises listed on your existing policy declarations, you could still be covered by the extension—depending on how you use the new space. For instance, most policies allow the extension to apply if you use the new building as a warehouse or for a similar purpose as your current premises.

The newly acquired or constructed property extension can also be applied to your existing business personal property insurance policy to provide protection for commercial property stored at the following locations:

• • A newly acquired building— If you acquire a building at a different location from your existing premises, the extension should cover any property within that building—including the property acquired after your policy inception date.
  • A newly constructed building—If you decide to construct a new and improved building at your existing premises, the extension should cover any property within the new structure—including the property acquired after your policy inception date.
  • Your existing building—If you obtain additional property for your existing premises (e.g., new office furniture), the extension should cover this new property.

This extension generally does not apply to personal property of others that is temporarily in your possession during the course of installing or performing work on that property. Additionally, coverage for personal property of others that is temporarily in your possession during the course of manufacturing or wholesaling activities by your business is also excluded.

Key Limitations of the Newly Acquired or Constructed Property Extension

It’s important to note that the newly acquired or constructed property extension is a temporary insurance solution. This extension is only intended to offer protection for your business until you contact your insurer and have any newly acquired or constructed property officially added to your policy.

The newly acquired or constructed property extension is also subject to certain limits. These limits usually span between $250,000 and $1 million for newly acquired buildings, and between $100,000 and $500,000 for newly acquired personal property.

Your new property will be subject to these limits until you inform your insurer of the acquisition. Once you contact your insurer and have the new property officially added to your policy, it will be covered at the limit listed on your building insurance or business personal property insurance policy. Make sure you update your policy limits to reflect the added value of any new property.

Further, this extension is typically subject to the following time and value limitations:

• • Time limitations—Under most commercial property policies, newly acquired or constructed property can only be covered by this extension if you inform your insurer of the acquisition within a set number of days and pay any additional premium that your insurer charges. In terms of the coverage period, protection under this extension ends after a set amount of time has passed since you acquired the property or started construction on it—usually between 30 and 180 days.
  • Value limitations—Some commercial property policies only provide coverage under this extension if you also satisfy specific insurance to value standards (the ratio of your limit of coverage to the value of your insured property). Such standards might include having a coinsurance percentage of at least 80% or possessing insurance that’s written on a value reporting basis.

Keep in mind that every commercial property policy is different. Be sure to review your unique policy to understand the full extent of your coverage as it pertains to the newly acquired or constructed property extension. We are here to review your coverage.

For additional coverage guidance, contact us today.

Since being established as part of the Coronavirus Aid, Relief and Economic Security Act in March 2020, the Paycheck Protection Program (PPP) has been the subject of additional stimulus bills, legal guidance and interim final rules. In the latest development, Congress passed the Paycheck Protection Program Flexibility Act of 2020, which is a bill that provides borrowers with greater flexibility in spending PPP funds without compromising forgiveness eligibility. President Donald Trump signed the bill into law on Friday, June 5, 2020.  

What is included in the PPP bill?

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

• Loan repayment terms—The bill extends the minimum loan term for unforgiven PPP loans from two years to five years.
• Payroll costs vs. nonpayroll costs— 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—The 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—The bill permits borrowers to defer payroll taxes without being penalized while still remaining eligible for loan forgiveness.
• Extension of rehiring safe harbor—The 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. For more information about the PPP, contact Anastasi Insurance Agency, Inc..

As life begins to feel more “real” – it is time to take care of some important items – like your expired driver’s license and/or registration. But is it time to take a trip to the RMV?

Luckily, the Massachusetts Registry of Motor Vehicles has extended license renewal dates to the following:

• Driver’s licenses and ID cards that expired or will expire in March, April, and May 2020, will now expire in September 2020.
• Driver’s licenses and ID cards that will expire in June have been extended until October 2020.
• Driver’s licenses and ID cards that will expire in July have been extended until November 2020.
• Driver’s licenses and ID cards that will expire in August have been extended until December 2020.

 

The MA RMV still remains closed to the public for all non essential transactions. 

Examples of “essential” transactions:

• Obtaining a commercial driver’s license or commercial learner’s permit to assist with the supply chain during the State of Emergency declaration
• All first-time registrations (new plates and transfer plates) and registration reactivations
• Transferring your license or registration from another state for residency requirements

You are required to make an appointment online to complete any “essential” transaction.

Examples of “non-essential” transactions:

• Obtaining a REAL ID, unless part of a new Mass ID issuance or out of state transfer of a driver’s license/ID
• Any transaction that can be completed online or by mail

Commercial Driver’s Licenses and Commercial Learner’s Permits

 

We know that even before COVID-19, the RMV was often a confusing, frustrating place. We have always tried to make RMV transaction easy for our customers by providing full RMV services. We are here to answer your questions and help you get back on the road. Your Business First… Please contact us today