Every five seconds there is a vehicle crash in the United States. Wouldn’t you like to know if your drivers are at a greater risk of being involved in an accident? The Driver Performance Analysis System (DPAS) is a tool that can help. DPAS is a two-phase driver performance measurement and analysis program which, when completed, is a valid and reliable measure of a driver’s traffic related knowledge and skills.
The DPAS system evaluates a driver’s capability in four critical dimensions:
- Traffic Knowledge
- Perceptual Skills
- Traffic Risk and
- Traffic Procedures
The system produces results in terms of:
- Score (relative to the universe)
- Likelihood of being involved in a crash
- Probability that training will improve abilities in each of the four areas.
This interactive, web-based tool can help:
- Identify high-risk drivers
- Improve driver abilities
- Reduce crashes
- Enhance hiring decisions
- Minimize claims
- Reduce liability
- Instill professionalism
- Reward low-risk drivers
- Enhance profitability
For more information on DPAS, contact us today.
Hundreds of construction workers are killed every year from ladders and scaffolds, and many thousand more suffer serious injuries that are permanently disabling. And it is estimated that more than 30% of workers compensation claims costs stemming from construction sites are the result of falls from elevated surfaces.
A recent study indicated that injuries related to falls from elevated surfaces are more severe than other injury claims because these accidents result in more time away from work, damage to multiple body parts, and more short- and long-term disability leave.
Do Not Let These Accidents Happen to You
- A worker, who was standing on the top of a stepladder, fell when the ladder shifted. He suffered a spinal injury and was out of work for four months.
- Another worker failed to secure an extension ladder at the top and fell 20 feet when the ladder slipped away from the wall.
- Two men were working high up in a building atrium when their scaffold collapsed. They plunged four stories to a concrete deck. One man was dead on arrival at the hospital; the other was in critical condition.
- When a three-story wooden scaffold collapsed, two workers fell to the ground, suffering serious neck and back injuries. A third man working under the scaffolding was also injured.
It’s crucial for construction companies and their workers to implement regular safety training — and put that training to practice. Linked below are several helpful OSHA resources and fact sheets to improve worker safety at your organization:
Recently, Legionnaires disease hit the headlines when an outbreak occurred at a southwest Florida condominium. Many community associations are now asking whether they have the proper coverage in place to protect themselves if a similar situation were to occur in their neighborhood.
What is Legionnaires Disease:
Legionnaires disease is a type of pneumonia caused by legionella bacteria. Legionella is a type of bacterium found naturally in freshwater environments, like lakes and streams. It can become a health concern when it grows and spreads in human-made water systems like showers and faucets, cooling towers (air-conditioning units for large buildings), hot tubs that aren’t drained after each use, decorative fountains and water features, hot water tanks and heaters, and large plumbing systems. The disease doesn’t spread from person to person. Instead, Legionnaires’ disease is contracted by breathing in mist, steam, or vapor that has been contaminated with the bacteria. “One example might be from breathing in droplets sprayed from a hot tub that has not been properly cleaned and disinfected,” reports the CDC.
How to Protect Your Association:
When people are infected with legionella from an establishment, its owners and/or operators can be held liable for victims’ physical and financial suffering. Since just one uninsured lawsuit can be enough to cause financial jeopardy, having Environmental Impairment Liability insurance should be considered a cost of doing business. General Liability (GL) coverage for community associations broadly excludes pollutants and bacteria; therefore a standalone Environmental Liability policy is needed to supplement these exclusions. Environmental Liability coverage is broadly available and generally inexpensive, however forms vary greatly from one carrier to another and not all policies cover this exposure. It is therefore very important that you review the policy terms and conditions with your Client Advisor to ensure that there are no exclusions for this exposure from your policy,
These outbreaks again illustrate why communities need to do their best to prevent illnesses from the legionella bacteria, and be properly insured in the event that they occur.
The Florida Office of Insurance Regulation announced that it has approved a rate decrease for workers’ compensation insurance in Florida. The 1.8% decrease was filed by the National Council on Compensation Insurance (NCCI) in a law-only filing resulting from the effects of the Federal Tax Cuts and Jobs Act. This applies to both new and renewal workers’ compensation insurance policies effective in Florida on or after June 1, 2018.
For more information about the filing, read the official release from the Florida Office of Insurance Regulation.
Last June, Gov. Rick Scott signed a bill into law that explains how patients can receive medical marijuana under Florida’s related amendment from 2016. Amendment 2, Florida’s “medical marijuana law” passed with 71% of the vote and took effect January 3, 2017. The amendment required lawmakers to come up with a description of how patients can qualify and receive medical marijuana by July 3, 2017. As an employer or employee in Florida, here’s what the new marijuana laws mean for you.
Employers still have the right to a Drug-Free Workplace
While court challenges may arise, employers are generally safe since the law doesn’t require accommodation for medical marijuana users.The medical marijuana amendment to Florida’s law still preserves employers’ rights to enforce drug-free workplace policies. Despite patients being able to legally qualify and receive medical marijuana, if their employer enforces a drug-free environment, the patient won’t be able to work. The amendment does not limit an employer’s ability to “establish, continue, or enforce a drug-free policy.” It does not make it mandatory for employers to accommodate patients receiving medical marijuana or working under the influence of marijuana. The section also states that it does not “create a cause of action against an employer for discrimination or wrongful discharge.” Since the passing of the 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.
Medical marijuana and employee drug testing
According to the new medical marijuana law, patients must have a “qualifying condition” to receive medical marijuana. Conditions include cancer, Crohn’s disease, epilepsy, HIV/AIDS, Parkinson’s disease, post-traumatic stress disorder, seizures, and terminal illness. Since the passing of the new law, employers and employees have wondered what it might mean for drug use in the workplace. The answer? Not much, thanks to the section not granting employees the right to use marijuana at work if an employer has a policy against it. If an employee qualifies for legal marijuana use, he or she must still obey an employer’s rules for using drugs at work or having marijuana in the system. If an employer wishes to maintain or implement drug testing rules prior to hiring an employee, he or she has this right.
Under current statutory and case law, an employee that does not pass the drug test, even if they have a prescription for medical marijuana use, does not have a case for discrimination against the employer because the Statute that governs the Florida Drug Free workplace still prohibits use of any drugs scheduled as Class One by the Federal government.. Of course this will be eventually be played out in courts and the possibility remains that the courts could at some time rule in favor of employees – especially as the opioid epidemic worsens and more and more states are looking to medical marijuana as a better alternative to chronic pain relief. Until that time, the statute is clear that marijuana use, medical or otherwise, is not permitted under the Florida Drug Free Workplace rules.