Gulfshore Insurance > Gulfshore Blog > Employee Benefits

NAPLES, FL (November 5, 2019) – Gulfshore Insurance Inc. has announced its partnership with BerniePortal – a state-of-the-art software platform that combines benefits expertise with modern HR and Benefits technology. Through the technology, Gulfshore will be able to take the full HR management process online, making everything from onboarding to benefits administration intuitive and efficient.

“BerniePortal is an online benefits administration tool that we are providing to our clients at no cost. Typically, systems like this charge a per-member, per-month fee, and there is a lengthy setup timeframe. BerniePortal is different,” said Heather MacDougall, Chief Administrative Officer. “It provides a secure method for data collection through a simple and user-friendly interface from the perspective of the Administrator and the Employee. As a web-based program, it is compatible with any device that has an internet connection. We set up and maintain everything for you and will teach you how to use it.”

Nashville-based Bernard Health offers BerniePortal, a unique all-in-one online HR platform, to help small and medium-sized employers solve the transactional challenges of HR. For more information, you can visit www.bernieportal.com.

 

As we continue to invest in resources to improve our clients’ experience, we are excited to announce the adoption of Indio – Gulfshore Insurance’s Secure Online Insurance Application, Document Sharing, and Document Signature Platform.

We recognize how cumbersome the insurance application process can be for most. Indio is a tool that allows us to provide clients with a fully digital application, renewal, and document signature process! This secure online platform combines all of the different functions of a typical insurance renewal process into one easy platform. Here are some of the key features and efficiencies this will bring to our insurance process:

  • Online portal allowing easy access to insurance applications/forms whenever and wherever clients need them.
  • The ability to sign all applications and forms live on the platform.
  • The ability to upload and download documents as needed in a secure environment to ensure nothing malicious is sent.
  • The ability to assign applications, forms, or even sections within applications to specific points of contact within your organization; in turn, reducing the need to print, scan, or even sign forms offline.
  • The security of knowing your data is confidential!

For more information, contact us today!

On March 7, 2019, the U.S. Department of Labor (DOL) released its long awaited proposed rule to amend current overtime regulations. Specifically, the proposed rule would raise the minimum salary threshold under the Fair Labor Standards Act (FLSA) “white collar” exemption to $35,308 per year ($679 per week). The proposal does not call for automatic adjustments to the salary threshold; however, it does propose updates to the salary threshold every four years.

Currently, employees with a salary below $455 per week ($23,660 annually) must be paid overtime if they work more than 40 hours per week. Employees making at least this salary level may be eligible for overtime based on their job duties. This salary level was set in 2004.

Full information about the proposed rule is available here.

Next Steps

The public will now have 60 days to submit comments about the proposed rule electronically at www.regulations.gov. The DOL will take time to review submitted comments and an effective date for the final rule is not expected until 2020.

Gulfshore Insurance will continue to monitor any updates to the FLSA exemption rules and provide updates as they become available.

With hurricane season quickly approaching, human resources professionals should prepare their organizations’ emergency plans now to ensure employees stay updated with crucial information and support, and to make sure business stays on track in the event we’re faced with another storm this summer.

Here’s a checklist organizations can use to prepare for Hurricane Season:

Share Disaster Plans & Emergency Resources Early

In anticipation of a natural disaster, HR leaders are often responsible for setting up communication plans and sharing information so that individual employees can prepare. Some recommended resources to share with those who may be impacted include:

  • National Hurricane Center’s Hurricane Preparedness Guidelines
  • Department of Homeland Security’s Emergency Kit and Supply Checklist
  • Local Evacuation Shelter Information & Maps (including resources for pets)


Test Your Ability to Contact Employees During/After a Disaster, and Vice Versa

It is critical to encourage employees to update their emergency contact information in the organization’s system to ensure you have up-to-date phone numbers and other pertinent details on hand. At Gulfshore Insurance, we activate a secondary disaster hotline for employees only that allows us to convey critical messages before, during, and after a storm. If employees have cellular service, then they are able to call in to receive timely updates on the agency’s status of operations. A phone tree is another widely used method for communicating with employees, particularly if your organization has more than a handful of employees.

Consider an Alternative When Cell Service Becomes Difficult

While cell phone towers may go down and access to the internet or SMS capabilities may be affected, texting may provide one of the best options for staying in touch. Many organizations utilize an SMS instant-messaging system that allows them to notify employees about operations and other pertinent details. As such, it is important to remind employees about the need for extended batteries and backups in order to effectively use this system.

Extend Deadlines, Alert Vendors, and Pre-Schedule Remote Check-Ins

Business, of course, goes on in the rest of the world and deadlines still loom. If you have any vendors outside the affected areas with employee deadlines you should start working with them to get an extension. Leadership and operations teams may want to pre-schedule call-in times and provide access to a conference line. The calls will allow you to effectively plan for business continuity and report on efforts to check in with your employees.

Consider an Advance Payroll

Many of the activities HR teams will need to address in the immediate aftermath of a natural disaster will, in some instances, be things that have been prepared for ahead of time. As employees get back in touch, additional needs will be identified, but access to payroll funds and cash, as well as a sense of job security, are often uppermost in the minds of staff members. The first paycheck after a storm can be is critical for employees. Remember that if extreme power outages occur, not only will banks be closed, but ATMs will probably not work either–cash is king!

Be Flexible with Attendance and Time Off Policies

Employees who have been displaced from their homes or have evacuated entirely may be anxious about job continuity even as they’re struggling with basics like getting access to food, shelter, gas, and clothing. Part of the communication prior to the weather event will ideally have provided employees with clarity around items such as pay continuity, use of PTO, or flexibility in the company’s attendance policies. As employees return to work, whenever that may be, they’ll still be dealing with numerous aftereffects. Providing consideration for additional time-off without penalty will be important to employees who must keep appointments with insurance adjustors, rebuild their homes, or find new living arrangements; this time may be with or without pay as appropriate and in alignment with the Fair Labor Standards Act for employers in the U.S.

The IRS recently announced in a revenue ruling that it will let taxpayers stick with the original $6,900 contribution limit for family coverage and not face excess contribution penalties. As you may recall from our previous alert, in March, due to the new inflation-adjustment calculations required under the Tax Cut and Jobs Act, the IRS announced that the $6,900 limit would be reduced by $50 to $6,850. (The contribution limit for single coverage for 2018 is $3,450.)

The IRS is now allowing taxpayers to treat $6,900 as the annual limitation on deductions for an individual with family coverage, and an individual who receives a distribution from an HSA in excess of the $6,850 limit published in Rev. Proc. 2018-18 may treat that distribution as the result of a “mistake of fact due to reasonable cause” under Q&A-37 of Notice 2004-50. The portion of a distribution (including earnings) that an individual repays to the HSA by April 15, 2019, will not be included in the individual’s income under Sec. 223(f)(2) or be subject to the 20% additional tax under Sec. 223(f)(4). The repayment will not be subject to the excise tax on excess contributions under Sec. 4973(a)(5).

Click here to read the IRS Bulletin.