Several factors make vacant and idle facilities particularly vulnerable to loss. The most common property perils facing a vacant and idle facility include fire, vandalism, and inclement weather. While these perils are also present for operating facilities, they are magnified when a facility is vacant, operating on a skeleton crew, or idled.
During this period of uncertainty and reduced staffing due to COVID-19, it is especially important to prepare and mitigate the risks that are unique to vacant or idle facilities. The following strategies can help mitigate the risks with vacant and idle buildings:
- Ensure that fire protection systems are maintained and fully functional. Verify that sprinkler control valves are secured in the open position and that fire pumps are in the automatic setting. The typical service and maintenance activities for fire protection systems should be continued where possible.
- Central station alarm companies and local fire departments should be notified when a facility is vacated or idled. The emergency response procedures and alarm protocols should be discussed and adjusted to address the lack of on-site personnel.
- Fuel and power should be verified and maintained for any fire pumps and special extinguishing systems.
- Housekeeping conditions should be addressed to eliminate or reduce any unnecessary combustibles in the building. Combustible storage outside the building, such as idle pallets, should be eliminated. Waste receptacles should be emptied and secured.
- Operations involving flammable or combustible liquids should be discontinued, and flammable liquids should be removed or relocated to properly protected areas.
- Steps should be taken to ensure that critical machinery is shut down and idled in a safe manner. Equipment manufacturers should be consulted for guidance on long-term shutdown of sensitive machines.
- The perimeter building areas and exterior doors should be secured. Personnel with keys and key cards should be reviewed to ensure that only designated approved individuals have access to the building.
- CCTV cameras should be verified and/or installed to cover sensitive areas. Remote monitoring should be established by designated facility personnel or central station alarm companies.
- Building roof areas should be inspected to ensure unnecessary storage is removed from the roof. Building drains and scuppers should be cleaned to ensure effective drainage.
If you have any questions, please do not hesitate reach out to your Gulfshore Insurance Client Advisor who can offer assistance. We are here to help.
Gregory Havemeier, CIC, AAI, CIRMS is a Client Advisor and Partner at Gulfshore Insurance specializing in community and condominium associations. Gregory works with a wide range of business clients to deliver strategic risk analysis and guidance. Comments and questions are welcome at ghavemeier@gulfshoreinsurance.com
The Department of Homeland Security considers construction an “essential critical infrastructure workforce.” However, all safety measures that can be taken, should be taken. The National Association of Home Builders (NAHB) has taken the initiative and put together a detailed plan that outlines the steps that every employer and employee can take to reduce the risk of exposure to COVID-19.
The plan describes how to prevent worker exposure to coronavirus, protective measures to be taken on the job site, personal protective equipment and work practice controls to be used, cleaning and disinfecting procedures, and OSHA guidance on what to do if a worker becomes sick, including record-keeping requirements.
National Association of Home Builders COVID-19 Plan:
These resources are also available in Spanish, here.
Gulfshore Insurance is focused on supporting and addressing client concerns. Visit our Coronavirus Resource Center for guidance on risk management measures and resources to help manage ongoing operations.
Effective January 15, 2020, the U.S. Department of Labor (DOL) has increased the maximum allowable penalty amounts for OSHA violations in federally-mandated states.
The 2020 numbers are a result of a cost-of-living adjustment multiplier based on the Consumer Price Index, which was calculated at 1.101764 as of October 2019. The most recent penalty amount for each level of violation was multiplied by this number and rounded to the nearest dollar.
The maximum penalty amounts that may now be assessed are:
For more information: OSHA Memo, Jan 10, 2020.
We know that employee workplace injuries drive up your cost of insurance. It is also no surprise that employees who work in physical trades are more susceptible to workplace injury. Knowing the most common workplace injuries across all types of construction companies can help you prevent them from occurring.
Top 5 Workplace Injuries for the Construction Industry:
Cuts & Lacerations:
Construction workers are always at risk of cuts and gashes from a myriad of potential dangers. However, these are often the easiest to avoid. Make sure your crews are using and wearing their PPE!
Falls:
Slipping, tripping, and falling should always be of concern. A fall from just one or two steps up on a ladder can result in broken bones and severe injury. Remind your crews to use extreme caution and proper technique with ladders and scaffolding and keep work areas neat and clear of tripping hazards.
Head Injuries:
The two main causes are falling objects and workers hitting their heads on objects. Hard hats can prevent most of these injuries – be sure your crews are using them!
Burns:
Burns are always near the top of the list of most common construction injuries. Hot equipment, exposed wires, chemicals, etc. are all contributors to this category.
Heat Stroke:
It should be no surprise that heatstroke makes it into the top 5 in the state of Florida. If your employees are exposed to the elements, give them the tools they need to be protected from the heat. Water coolers, Gatorade, tents for shade. These are small expenses that will go a long way for morale and the safety of your employees.
At Gulfshore Insurance, we specialize in insurance and risk management for the construction industry. We work with thousands of contractors throughout Florida and we are happy to assist you with training materials, safety programs, and insurance for your business.
Jeffrey Sanders, TRIP is Client Advisor at Gulfshore Insurance. Jeff works with a wide range of business clients to deliver strategic risk analysis, guidance, and insurance. Comments and questions are welcome at jsanders@gulfshoreinsurance.com
Gulfshore Insurance is a Naples, Florida based insurance agency specializing in business insurance including liability insurance, property insurance, workers compensation insurance, vehicle insurance, business income interruption insurance, cyber insurance, commercial umbrella insurance, and more. Our insurance and risk management advisors are industry specialists for condominium associations, golf and country clubs, oil and petroleum marketers, construction, landscaping, churches and non-profits, and work comp. Navigating insurance requires an experienced and trusted insurance agent who understands your business risks and exposures. Gulfshore Insurance services Naples, North Naples, Marco Island, Bonita Springs, Fort Myers, Sarasota, Lido Beach, Longboat Key, Bradenton Beach, and Southwest Florida. We have office locations in Naples, Fort Myers, Fort Lauderdale, and Sarasota.
Legalized marijuana, whether medical or recreational, is finding its roots nationwide. In those states that have legalized medical and/or recreational marijuana, employers must understand the relevant legal developments and how they affect the workplace. Currently, 33 states and Washington, D.C., have legalized medical marijuana use, and 10 states have approved both its medical and recreational use. So, what does this mean for employers?
All marijuana use is still illegal under federal law. Marijuana is listed as a Schedule I drug under the Controlled Substances Act, which means that it is deemed to have no medical value and a high potential for abuse. As such, this allows you to continue to consistently enforce your zero-tolerance drug policies, including as it applies to medical marijuana. Accordingly, you should be able to continue to send any employee to random or reasonable suspicion drug testing consistent with your policies and practices, and then enforce your disciplinary policies as it would not matter what kind of illegal drug – including medical marijuana – shows up in the individual’s system.
If you employ individuals in safety-sensitive positions or other jobs that require drug-testing under federal or state guidelines, you will almost certainly want to follow this recommendation. In some cases, you may be required to do so under federal law, such as Department of Transportation (DOT) regulations. In other cases, you will want to do so in order to avoid the risk of having one of your employees cause an accident involving members of the public, coworkers, or simply themselves, which could lead to devastating consequences and employer liability. Any employee who has to drive as part of the job, even if not subject to DOT regulations, should be legally prohibited from being under the influence of marijuana.
Since the passing of the most recent amendment in Florida, employers have worried about what it could mean for drug use in the workplace. Until courts rule otherwise, companies must not tolerate testing positive for marijuana under the drug-free workplace.
Given what we know, there are still many lingering questions, such as:
- Should I still drug test?
- Can I refuse to hire an employee who uses medical marijuana?
- Do I have to accommodate an employee who uses medical marijuana?
- What effects of medical marijuana can be anticipated on a job site?
- How do I know if the medical marijuana use is valid?
