The TICF assessment is processed annually as long as your ExMod is over 125%. The assessment is calculated based on your annual payroll. Once you ExMod drops below 125%, you are no longer subject to a TICF assessment.

CAL OSHA will consider reducing your  TICF assessment if you are a non profit. They will require your audited tax statements showing the percentage of federal grant monies received and percentage of donations. You must fax this information to

510-286-7034. The TICF Unit will inform you directly if a reduction is granted. Note that the Labor Code levies a 25% late penalty on all unpaid assessments. Therefore you should pay the assessment until it is determined that the assessment could be lower. At that point, you can initiate the refund process.

Let us know if we can be of any assistance.

*For educational purposes only 

1. Make sure that unpaid interns are insured for professional liability coverage if they providing a professional, educational or technical service to your organization.

2. Unpaid interns are usually not required to be covered under workers compensation if they meet the criteria of “Unpaid Interns”. Your attorney or HR administrator can best assess if workers compensation coverage should be purchased. Your organization should address the policy issue of how to address injured interns.  Many clients opt to purchase Accident Coverage for the unpaid interns. This coverage does not replace the benefits offered under workers compensation but does provide some basic medical coverage.  If you purchase accident coverage, make sure to purchase high enough limits to adequately protect the interns. Most accident policies are usually excess over any other valid health plan.

3. Make sure interns are adequately screened (fingerprinted) before interning for your organization. This is especially important if you want to keep or purchase Abuse and Molestation Coverage.

4. If the unpaid intern is given some “perks” (small scholarship, parking or meal allowance, expenses, etc.), discuss with your attorney whether the intern should be added to your workers’ compensation policy. There can be a  fine line between an unpaid intern and an employee with regard to California Workers’ Compensation Law.

5. Agreements with other institutions (i.e. university, high school, etc.) involving the “hiring” of interns needs to be reviewed for compliance issues.

Call us if we can be of assistance with your insurance needs. We are here to help.

* This is for educational purposes only. Consult your attorney with regard to employment or worker’s compensation law.

According to the Department of Labor there were 40,000 wage-and-hour complaints during 2010, a 15% increase from 2009. Generally speaking, claims fall into two major categories: misclassification of workers as exempt, and unpaid overtime. Additionally, there is the problem with employers misclassifying employees as independent contractors.

It is important for employers to be in full compliance with labor requirements and to invest in an effective and comprehensive H.R. risk management program. The complexity of regulations make it difficult for employers to be in full compliance, but it is imperative to focus on the proper classification of employees and observance of overtime regulation. Relying on insurance to help offset wage-and-hour legal costs may prove to be very costly.

* This is for educational purposes only.

Developing a comprehensive safety checklist can help in planning your event or fundraiser. Part of this checklist should include a Special Events Insurance Review with your insurance broker.  Keeping proper records will help in identifying and controlling risks. Events usually require inspections, contracts and insurance for the event.  Having the appropriate agreements in place will go a long way toward a successful event.

Your Safety Checklist should include the following items:

First Aid/Communication Policy

* Mobile communication between event personnel, first aid and security

Permits, Licenses and Registration

* Food Handling/sales permits

* Liquor Licenses/permits obtained

Parking

* Sufficient number, type and handicap accessible

Food Safety

* Adequate refrigeration, storage, heat and prep areas

* Licensed/certified food handlers

Alcohol Safety

* Adequate Training for serving of alcohol

* Cut Off Time for Serving Alcohol at least one hour prior to end of event

* Required identification, wristbands

* Make alternative transportation available

Fire Prevention

* Check fire detection and suppression systems

* Train personnel on use and response

Staff and Contractors

* Background screening

* Copies of applications and resumes

Call us if we can be of assistance with your Special Events Insurance or if you would like a Complete Special Events Checklist.  We represent the leading insurance carriers for Special Events Liability Coverage. We are here to help with all of your insurance needs.

This is for educational purposes only.

1. Does the Cyber Liability coverage provide coverage for First-Party and Third Party  risks?

2. Does the Cyber Liability coverage include coverage for privacy breaches even before there has been a claim-to ensure that coverages exists for costs incurred immediately after the discovery of a data breach (including investigation and notification costs).

3.Does the Cyber Liability coverage exclude coverage for costs relating to breaches of contract?

Call us if you need assistance with your Cyber Liability exposure or if you would like a quote. We are here to help!

This is for educational purposes only.