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Schroeder Moving Donates Boxes to Local Hurricane Harvey Relief Efforts

When people select a moving company, they search for a partner who will move and store their valuables with the same level of care and attention that they would give their own belongings. Schroeder Moving Systems, an Integrated Risk customer since 2013, is one such company—providing top-of-the-line moving, storage, and delivery services. As a trusted local business, they care about their customers and their customers’ belongings.

In the aftermath of Hurricane Harvey, Schroeder Moving was able to extend its reach beyond its own community to those affected by Hurricane Harvey in Houston, Texas. J.J. Watt, Sports Illustrated’s 2017 Sportsman of the Year and defensive end for the Houston Texans, had been working with his family and the J.J. Watt Foundation to organize a flood relief drive in his hometown of Pewaukee, Wisconsin. According to an article published by USA Today, they gathered over 300,000 pounds of supplies like food, water, and

Multi-Generational Employee Benefits: Which Benefits Matter?

It’s no secret that the workforce is changing and this can be challenging for employers. Some employers have already started to adapt by targeting their benefit packages to meet the needs of all generations. How does your company’s benefit package measure up? Are you offering the type of benefits your employee’s are looking for?

The mock Facebook profiles below describe what your employees really want.
The Millennial
At 53.5 million strong, Millennials make up about 34% of today’s workforce making them the largest generation in the U.S. labor force.1

The GenXer
Gen Xers make up 34% of today’s workforce with 52.7 million individuals.1

The Boomer
The Baby Boomer’s population has declined as Boomers retire. Roughly 29% of Baby Boomers remain in today’s workforce.1

A robust benefits package is essential for employers in order to keep up with competition in the market, attract and retain employees and foster loyalty within an organization. How can one employer possibly focus

It’s Time to Start Taking Cyber Liability Coverage Seriously: Part II

In December 2013, Target discovered that it was the victim of a massive data breach affecting “approximately 40 million credit and debit card accounts,” according to a press release issued by the corporation. For businesses of all sizes, the Target breach signaled the need for a renewed focus on cyber security. After all, if a large corporation like Target could fall victim to a massive cyber attack, is anybody really safe?

Realistically, the answer is probably “no.” What businesses can control, however, is how quickly and efficiently they are able to respond to the attack and mitigate their risk. So the question then becomes, “How much of our free cash flow will we have to burn through in response to a malicious cyber attack?”

This is where cyber liability coverage comes in. If you read Part I of this series, you probably grasp the important role cyber liability coverage plays in ensuring

7 Best Practices For A Successful Open Enrollment

Are your employees raving fans of your benefits package?
Predictable chaos comes to mind when it’s time for the employee benefits open enrollment. Positive and negative anticipation is felt by Human Resource professionals as well as employees. We all realize how important a competitive benefit package is, and yet we just want to get through it and move on.

How can employees be engaged in their company’s health plan if they don’t really understand the benefits offered to them (e.g., what’s covered, who pays the premium, terminology, how much protection is needed)? “While many working Americans feel confident in their decisions, 1 in 4 say making benefits selections is more of a guessing game than an educated decision” (according to The Guardian Workplace Benefits Study). 1 This disconnect could be costing you money, time, and talent, but it doesn’t have to be this way! These best practices will help you improve

Prioritizing DOT Compliance and Reducing Risk in Construction Companies

Who within your company is responsible for ensuring compliance with DOT regulations?
If the answer to this question did not immediately spring to mind, you are not alone. While large trucking companies often have an employee at least partially dedicated to DOT compliance, many companies whose core business operations revolve around construction, excavating, landscape management, and manufacturing do not. Instead, DOT compliance often takes a backseat to OSHA compliance for a variety of reasons.

For example, most contractors simply don’t have the luxury of dedicating a staff member to DOT compliance. Even those who have appointed a staff member to absorb duties related to DOT compliance quickly learn that this individual lacks the expertise required to develop and oversee a comprehensive DOT compliance program. Important issues—like ensuring each driver of a DOT-regulated vehicle meets the necessary qualifications and undergoes thorough training and drug testing—begin to fall by the wayside.

As a result, many

It’s Time to Start Taking Cyber Liability Coverage Seriously

When your computer systems are breached, your building doesn’t burn down. Your reputation, your relationships, your customer loyalty, your business continuity, your cash flow, your profitability – these are the valuables that go up in smoke.
What Is Cyber Liability Coverage?
Cyber Liability coverage is an insurance product used to protect businesses and individuals from risks relating to information technology infrastructure and activities. Risks of this nature are typically excluded from traditional property and crime insurance policies. And like other forms of insurance the coverage terms, conditions and available limits differ greatly from carrier to carrier…not mention the lengthy applications some carriers require to offer a quote. The good news is there are a few carriers that offer meaningful coverage with a painless underwriting process.

Cybercrime Terms all Business Owners Should Know
The two most common cyber breaches take the form of either “Ransomware” or “Social Engineering.”

Ransomware occurs when a criminal breaches your firewall,

Trump & Company Health Plans: How Wisconsin Employers Can Prepare!

In the aftermath of President-elect Donald Trump’s election victory, a top concern of business owners remains their relationship with the Affordable Care Act. For over 6 years, employers have adjusted to the financial and administrative requirements of the Affordable Care Act. As we turn toward 2017 and the first 100 days of Republican-controlled Executive and Legislative branches, what can we expect and how does this impact the path you’ve taken with your current health care strategy?
What should we expect?
President-elect Trump ran for the presidency on a platform to repeal the ACA. The details of this strategy have not been released, however it is fair to assume that we will see a repeal & replace that will likely transition over multiple years. The most controversial aspects of the ACA include the Individual Mandate, Employer Mandate, Premium Tax Credits and Medicaid Expansion.

Let’s keep two critical factors in mind as we set our

Is it time to consider self-funding your company’s health care benefits plan?

Winning in business is all about responding to change. New technologies. Inventory management. Customer service. However, the most successful owners, CFO’s and HR Directors will have their sights set on their greatest asset: their people. We have seen a lot of changes since the introduction of the Affordable Care Act, and it is now time to consider whether a fully insured plan is right for your business or if it is time to consider self-funding your company health care plan.

The Affordable Care Act will turn seven years old in 2017. Your company health care budget has likely increased drastically during this period. Does anyone feel good about an average cost of family coverage at $17,938? (Kaiser/HRET survey of employer health benefits 1999-2015).

In the Milwaukee area, we have seen many employers in the middle market of 50-500 employees maintain or decrease their healthcare costs through wellness strategies, consumerism initiatives, narrow networks

From Campus to Corporate – The ‘Smart’ Way to Get Your First Job

Most people claim that your first job is simply that – a first job. It may not be a dream job but it’s a ‘stepping stone’ for your future career. Fortunately, your first job can be your dream job if you take the time to evaluate your options. Instead of settling for the first offer you receive, take a step back and consider the opportunities and setbacks associated with the job.

According to the Department of Labor most college graduates are staying at their first job for two years or less and then moving on. A majority of individuals leave their first job for these reasons:

It is not a good fit
There are no opportunities for growth/advancement
It’s in the wrong field
It’s a toxic environment

These situations can be avoided if new graduates take the time to research and evaluate the job market. The best advice comes from those who have

What Does Wisconsin’s New Worker’s Compensation Act Mean for Your Business?

As part of the on-going Integrated Risk Solutions Education Seminar Series, John Tindall, Director of Client Claim Advocacy at Integrated Risk discussed the law changes and the two-year cycle for updating the Act during a March 31st seminar.

Wisconsin’s workers’ compensation act was updated March 2, 2016 with several provisions that may prove beneficial to employers, but meaningful control of medical costs remains an elusive goal.

The worker’s compensation act now allows employers to deny temporary disability benefits to injured workers terminated for good cause while working light duty. Repealing the longstanding “Brakebush” rule, this provision gives employers more flexibility in dealing with employees who might use workers’ compensation as a cover for insubordination, absenteeism or poor performance. Employees whose terminations that would be justified under the unemployment statute would not receive disability pay after being fired.

The updated statute calls for a total denial of indemnity benefits for injuries with a causal