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Imagine the following scenario:  you’re in your office when you get a call from one of your foreman that OSHA has just shown up to your jobsite.  The Compliance Officer is telling your foreman that they are following up on an anonymous complaint and they would like to walk the jobsite to conduct an inspection.  Your mind races to try to figure out who could have made the complaint and what it could possibly be about.  You tell your foreman that you will get to the jobsite as soon as you can, but you know that it may already be too late to prevent a citation. Has this happened to you? If it hasn’t, it’s likely that it will. Under the Biden administration, OSHA is increasing its number of safety officers so that it can conduct more inspections. Furthermore, if a bill before Congress is passed then maximum fines could increase significantly. The bill proposes to raise the maximum fine for willful or repeat violations of OSHA workplace safety rules from $136,532 to $700,000, with a $50,000 minimum. The failure-to-abate fine would increase from $13,653 to $70,000. One violation could effectively put your company out of business, especially since the company is likely to receive multiple citations. OSHA typically prioritizes inspections based on 4 categories: Imminent danger – Reasonable certainty of a fatality — therefore top priority inspection. Fatality/catastrophe – A report was made to OSHA and you can expect an inspection ASAP. Complaints/Referrals – A worker filed a complaint about safety or health hazard — lower priority inspection. Programmed inspections – Covers industries with high injury and illness rates, specific hazard etc. This is the level of most inspections. What can you do to survive an inspection? First , do you have a written internal guideline for OSHA inspections?  If you don’t, create one immediately and make sure leadership, safety, superintendents, foreman and even your laborers and operators know what to do if OSHA shows up on a job site. Second , know how the inspection process works and what you should do to protect the company. OSHA does not and will not notify you of an inspection in advance.  In fact, there’s a good chance that before making their presence known to your crew that they have already watched your operations from afar.  You have the right to refuse the inspection and request that the officer get a warrant, but this is not advisable in most situations. There are three parts to an OSHA visit: The Opening Conference: The OSHA officer will identify themselves, show a credentialed badge, and state the purpose and scope of their visit.  Make sure that you write down the officer(s) name and serial number as you may not see this information again until a citation is issued. The Inspection or Walk Around : This is their primary purpose for the visit.  Review the scope of their visit and keep them within the scope – for example, take them directly to the area of the jobsite that they wish to see and take the most direct route to that area. The Closing Conference: This is where the officer will identify potential concerns and discuss next steps. The officer may request that you provide them with various documents within a certain time frame.  Ask the officer to make the request for documents in writing, such as in an email.  Be sure to provide only what is asked for.  This discussion may or may not occur the day of the visit. Third , approach this scenario knowing that OSHA is there to save lives and prevent injuries.  Getting defensive and combative is likely not going to be helpful.  Work with the officer in a manner of cooperation and partnership. Fourth , be prepared to address the critical areas the officer will focus on: Compliance issues Training records required by OSHA standards Records of injuries and illness – OSHA 300 log and 300A summary for 5 years. Medical exams when required by OSHA standards Proper PPE Proper posting of required notices – for example, the 300A summary  must be posted from February 1 to April 30th On the inspection tour or walk around, make sure you do the following: Walk with the CSHO and never leave them alone or without an escort. Make sure everyone is wearing the correct PPE including the CSHO. Identify and photograph the same conditions the CSHO does – and take detailed notes on what the CSHO is identifying and correct any unsafe conditions or behaviors immediately as this can build “good faith” with the CSHO.  WARNING – be careful because you do not want to agree that a hazard exists. Make sure the CSHO knows all photos are trade secrets. If an employee is to be interviewed, be aware they could be interviewed in private. However, if the person being interviewed is an 'agent' of the company—someone authorized to act on behalf of the company who can give direct orders or levy disciplinary actions (such as managers, supervisors, but not leads) -they have the right to have legal representation present during the interview. CSHO could attempt to increase the scope of the inspection, but try to keep them on task as discussed in the opening conference. If asked questions by the CSHO, do the following: Pause – think about your answer. Only answer the question asked. Avoid arguing with the CSHO – it will get you nowhere and you will likely lose. Once the inspection is over, you may not hear anything for several weeks or months because OSHA has up to 6 months to issue a citation. Citations and penalties can be issued only by the Area Director and will arrive via certified mail. As the employer, you are required to post the citations for 3 days or until abated– whichever is longer. Penalties may be reduced based on your good faith in work with the CSHO, the size of your business and your inspection history. As mentioned, there are several different violation types: Willful: This is bad because it means that you knew that there was an issue and that you intentionally and knowingly committed a violation. Serious:  There is substantial probability of death or serious injury and you likely knew or should have known the hazard existed. Other-Than-Serious: A violation has a direct relationship to safety and health, but likely would not cause death or serious physical harm. Repeated: A violation that is the same or similar to a previous violation – this could result in a significant penalty. Remember, there is an appeal process if you face citations. This could be informal or formal and could escalate up to an administrative law judge for a ruling. Even if you do not dispute the circumstances of the citation you can still dispute the classification of the citation.  For instance, you can ask that a Serious be reduced to an Other-Than-Serious. This will reduce the penalty and may make a difference in how future citations of a similar nature are classified. In order to survive an OSHA inspection, being prepared is critical. Have your guidelines written out and reviewed by your team.  Make sure that you or a member of your team are trained in OSHA rules specific to your business and can address issues before they become a violation. Work with an outside party to conduct a mock-OSHA inspection.  Some OSHA agencies in certain states will conduct these for you. This has the added benefit of helping build “good faith” should an actual inspection occur. Make sure you can document all of your safety training and that new hires and/or temporary employees receive safety training. Finally, be honest, cooperative and courteous. The OSHA officer has a job to do, just like you, and has a shared common goal - to make sure your employees go home safe to their loved ones. For further information on mock OSHA inspections or developing OSHA guidelines for your operation, please contact your Cottingham & Butler representative.

In today's competitive trucking industry, both owner-operators and small fleets face critical decisions about insurance coverage that can significantly impact their bottom line. For motor carriers, implementing strategic insurance approaches—particularly group insurance programs—can strengthen relationships with owner-operators while managing operational costs. Here's how different insurance strategies can drive growth for operations of all sizes. Key Benefits of Group Insurance Programs Cost Savings By offering a group insurance plan, motor carriers can often negotiate better rates than individual owner-operators could get on their own. This can lead to significant cost savings for both. Simplified Administration Managing insurance policies can be complex and time-consuming. By offering a group insurance program, motor carriers can streamline the process, making it easier for owner-operators to get the coverage they need without the hassle of shopping around. Enhanced Coverage Group insurance plans can offer more comprehensive coverage options that might not be available to individual owner-operators. This can include additional protections like Downtime, Personal Contents, and more. Attracting and Retaining Talent Offering a robust insurance program can be a significant incentive for owner-operators to choose a particular motor carrier. It shows that the carrier is invested in their well-being and can help attract and retain top talent. Legal Compliance Ensuring that all owner-operators have the necessary insurance coverage helps motor carriers stay compliant with federal and state regulations, reducing the risk of fines and legal issues. Broadening Lines of Coverage As your operations expand, consider adding new types of endorsements which lessen the frequency of claims that may land on your primary policies. By adding profitable lines of coverage, such as Occupational Accident coverage, a motor carrier will be capable of reducing future increases in rates for their other facilitated coverages. Immediate Cost-Reduction Opportunities Access exclusive group rates through strategic owner-operator associations Implement certified safety programs that directly lower your premiums Bundle multiple coverage types for additional savings Partner with other small operators to access fleet-level discounts Growth-Oriented Coverage Solutions As your operation grows, your insurance strategy should evolve. Our team helps you: Scale coverage efficiently with your business growth Add strategic endorsements to control claim frequency Implement profit-focused coverage lines like Occupational Accident insurance Maintain compliance while optimizing costs Are you interested in learning more about how we can help you and your fleet?  Contact your Cottingham & Butler representative.

A multi-national company, with about 2,000 employees had been experiencing an increase in costs without receiving creative solutions from their current broker. Cottingham & Butler’s in-depth analysis of benchmarking comparison, cost, communication, and compliance discovered areas of optimal improvement. It was revealed that there was room for superior service capabilities and financial opportunities that could be implemented within the current program to provide cost-reducing solutions and a streamlined transition plan. Our Results An Overall Plan Evaluation We reviewed all of the company’s current offerings, coverages, and administrative practices under applicable laws and determined many areas of improvement. A New & Better Benefit Program We implemented a new benefits administration system, and communication plan and expanded to 10 new carriers and 20 lines of coverage to provide employees with a choice where it matters. Taking the Steps to Reduce Cost To reduce costs, we conducted an eligibility audit on spousal surcharges, transitioned coverages to better network discounts and services, reduced administrative spending, stepped away from a broker benefits system, and implemented an in-house benefits administration team. Providing Value & Cost Savings Solutions We were able to implement and execute a 3-year strategic plan that saved money and provided additional value to both the employees and the employer. Within the first year alone, they saved over $1M.

When one of Iowa's largest construction companies, operating six distinct business entities, needed to strengthen their safety program, the challenge was clear: transform multiple independent safety approaches into one cohesive strategy.   Safety Program Assessment Initial evaluation of the company's six business units revealed significant opportunities to enhance their safety programs. Each operation maintained its own safety protocols, creating inconsistencies in their risk management approach and limiting their ability to leverage shared best practices.   Our diagnostic revealed critical areas for improvement: Fragmented safety programs across construction operations Inconsistent regulatory compliance protocols Varying levels of safety committee effectiveness Unaligned accident investigation procedures Different approaches to safety training and goals   The SafetySMART Solution The Cottingham & Butler team utilized SafetySMART's diagnostic tool to assess each entity's safety program maturity and develop a unified approach. Our comprehensive solution included: Standardized safety program implementation across all operations Enhanced safety training protocols and materials Structured safety committee development Unified accident investigation procedures Measurable safety goals and metrics   The program's ability to generate a detailed risk summary and solution roadmap proved particularly valuable, allowing leadership to visualize strengths and opportunities across their six business units.   Elevate Your Safety Program SafetySMART delivers diagnostic insights focused on regulatory compliance, safety program management, and organizational safety culture. Our evaluation identifies your current strengths and provides tailored recommendations to enhance your safety program.   Schedule an initial assessment to benchmark your safety practices against industry standards and receive strategic recommendations for enhancing your safety program's effectiveness. Ready to take your safety to the next level?  Contact your C&B representative to learn more!

As a dedicated broker in the construction industry, we pride ourselves on going above and beyond to meet the evolving needs of our clients. Recognizing the critical importance of subcontractor prequalification and the power of analytics, we have forged strategic partnerships with leading firms to provide comprehensive solutions. One such partnership is with Maple Insight, a company formed to address these specific industry challenges and deliver exceptional value through innovative analytics. A well-structured prequalification process can be the key to securing the right project partners and avoiding the risks of costly Subcontractor delays. For Construction Managers and General Contractors (CM/GCs), prequalification is essential for identifying Subcontractors who meet both financial and operational requirements. For Subcontractors, a thorough prequalification submission can unlock new project opportunities. This article provides actionable steps for both CM/GCs and Subcontractors to optimize the prequalification process. By emphasizing relevance, precision, and clear communication, here are a few strategies for making the prequalification process as effective as possible for all involved. Focus on Relevant Information Construction Managers : Design your prequalification process to gather only information that genuinely matters. Avoid generic questions that add little insight. For instance, asking Subcontractors about their largest project completed may not be useful for assessing a Subcontractor’s fit for a smaller, highly specialized, or time-sensitive project. Further, information revealed by questions regarding legal and safety history often must be verified independently anyways to ensure accuracy, regardless of the response. If the process does not yield reliable, relevant data that screens Subcontractors for the unique needs of each project, it risks becoming a cumbersome formality. Subcontractors : Invest the necessary time to provide complete, honest, and relevant information. Ensure each response is accurate, detailed, and clear. Avoid submitting incomplete or vague answers just to move through the application quickly - mismatched numbers or unclear responses can decrease your chances of award if the CM/GC team must validate your information further. A reliable, complete submission is not just a compliance step; it is a chance to stand out and make a strong impression.   Treat It Like a Job Interview Construction Managers : Each submission should be evaluated with the project’s unique needs in mind. Avoid a one-size-fits-all approach; instead, consider the Subcontractor’s suitability for the specific project type and the acceptable risk level. Rather than relying on annual reviews, request updated prequalification submissions for each bid and evaluate each Subcontractor based on the unique needs of the project and the timing of the award. Business circumstances can change, and this approach provides a current picture of each “applicant,” helping you to make informed decisions. Subcontractors : Present your firm as you would in a job interview, tailoring your responses to the project's specific needs. For example, curating a list of references from projects similar to the one you are bidding on is more relevant than listing only large projects. A follow-up with the CM/GC purchasing team (as appropriate) to emphasize your interest and offer additional information can also set your firm apart, especially if the CM/GC staff is not already familiar with your company. The more trust you can build in a prospective client, and the easier you can make their decision, the better your chance of earning a repeat client.   Quantify Risk for Clear Decision-Making Construction Managers : Make data-driven prequalification decisions. Instead of relying on subjective ratings like “medium risk” or letter grades, quantify default risk in financial terms to better evaluate risk/reward balance. As yourself: does the potential financial upside justify the risk? Or do the risk indicators suggest the need for additional protective measures? When risks are expressed in quantified terms, teams can make more informed, objective decisions, which ultimately helps keep projects on schedule and within budget. Subcontractors: When CM/GCs use data-driven insights to make decisions, it is important to provide them with high-quality data. For instance, self-prepared financial documents often present challenges to the CM/GC who must analyze them and assess your appropriateness for a project. Paying an accountant for Reviewed financials may seem costly upfront, but it provides the high-confidence data that CM/GCs need. Providing high-quality and verified data points (in any part of the application, not only the financial component) differentiates your firm and enhances your chances of success.   A successful prequalification process does more than eliminate unfit Subcontractors—it lays the groundwork for long-term partnerships between CM/GCs and dependable trade professionals. By following these strategies, CM/GCs can achieve more informed decision-making, while Subcontractors gain a stronger platform to secure new business and build a lasting reputation. Written by Thomas Kellogg, President of Maple Insight in partnership with Cottingham & Butler.

As we reported at the beginning of the year, the Paperwork Burden Reduction Act was signed into law allowing employers to meet Form 1095 distribution requirements for the 2024 reporting year by posting a notice of availability and then only distributing upon request . On February 21, 2025, the IRS released Notice 2025-15 providing further detail on how to satisfy the notice requirement and confirming that such notice must be posted by March 3, 2025 for the 2024 reporting year.  If you still choose to distribute the 1095 forms to all employees, those must be delivered by March 3, 2025. Form 1094 along with all Form 1095s must be submitted electronically to the IRS by March 31, 2025. Failure to timely distribute or report complete, accurate information can result in penalties up to $330/form. Alternative Manner of Furnishing – Posting Notice of Availability If you choose to post the notice instead of delivering the 1095 forms, please follow the requirements just released by the IRS and use the Sample Notice provided at the end of this Alert.  The notice requirements are as follows: A clear and conspicuous notice must be posted on a website that is reasonably accessible to all possible Form 1095 recipients (i.e., full-time employees and individuals covered under the employer’s level-funded or self-funded plan, if applicable). Therefore, a benefits portal or payroll portal that is only available to current employees is unlikely to work. The employer’s public-facing website is probably more appropriate. A statement reading “Tax Information” on the website’s main page in an appropriate font-size along with visual clues or graphics to draw attention could then lead to a secondary page including the actual notice. For the 2024 reporting year, the notice must be posted by March 3, 2025 and remain in the same location on the website through October 15, 2025. The notice must include an email address, physical address, and telephone number that can be used to request a copy of Form 1095. If after posting notice of availability the employer receives a request for a Form 1095, the Form 1095 must be provided within 30 days and would have to be hand delivered or mailed unless the employer obtains specific consent from the individual to provide the Form 1095 electronically. Sample Notice A model notice has not been made available, but something like the following may be appropriate:   IMPORTANT HEALTH COVERAGE TAX DOCUMENTS​ The 2024 Form 1095s are prepared and available upon request. The Form 1095s provide information about offers of coverage made to full-time employees [ if your plan is self-funded, also include: “as well as coverage information for those who enrolled in ABC Company’s group health plan ”]. To request a copy of your Form 1095 or for further information about Form 1095s, you can reach out to [ include contact name or department ] via [must include an email address, physical mailing address, AND telephone number ].​ If you have any questions about your reporting or posting responsibilities, please contact your Cottingham & Butler service team today.

In today's economy, skyrocketing healthcare costs create significant challenges for employers and employees alike. How can organizations provide valuable benefits while managing expenses? The Family Advantage Health Plan offers an innovative solution – providing eligible employees with 100% healthcare coverage for their families while helping employers save 5-15% on health plan costs. Key Benefits This program requires no changes to your current plan, networks, or broker relationships. Employees receive a payroll bonus to enroll in another employer's health plan, plus full reimbursement for all out-of-pocket expenses through a Health Reimbursement Arrangement. Employees with higher healthcare needs gain complete coverage, while employers improve their risk profile and reduce costs – a true win-win. Simple Eligibility Two requirements apply: Employees must have been enrolled in your major medical plan for at least 12 months They must have access to another employer-sponsored health plan (typically through a spouse) How It Works Participants enroll in their spouse's employer plan as primary insurance and the Family Advantage Health Plan as secondary coverage. They receive a debit card for smaller expenses and an app for claiming larger reimbursements. Additionally, families receive approximately $50 per covered member monthly to offset premiums. On average, employers save $10,000 for every family of four that transitions to this program. Learn More Watch our video below to discover how the Family Advantage Health Plan can revolutionize your benefits strategy while reducing healthcare expenses.

Being the subject of a roadside inspection or FMCSA investigation can be overwhelming, especially if your business involves hauling hazardous materials. Our latest webinar examined how hazardous material roadside inspections are conducted and how to improve hazardous material shipping and transportation safety. Our experts outlined the key regulations associated with common violations that can lead to an investigation, and best practices for preparedness and compliance to ensure the safe and successful transportation of hazardous materials. Key Takeaways Having general knowledge of the Hazmat Regulations is essential before accepting any hazmat load. Roadside inspections play a key role in safely transporting hazardous materials. Common violations that focus on hazmat, such as failing to have the required insurance limits, proper registrations, non-compliant shipping papers, securement, and proper labeling of loads, can lead to serious consequences. It's critical to adhere to these regulations to prevent potential hazards.   Many violations and hazardous materials incidents can be prevented by properly training all hazmat employees to recognize their role. Each employee plays a vital part in preventing violations while transporting hazardous materials.   Further education, which should include emergency response information and accident prevention methods and procedures, is a crucial step in preventing accidents. It's important to continuously update your knowledge in this field. Click here to view the presentation.

In this webinar, we delved into the essential requirements and best practices for maintaining compliance with OSHA's regulations. Key points of discussion included understanding which incidents must be recorded, the criteria for reporting severe injuries and illnesses, and the specific forms required for documentation. We also covered the timelines for reporting and the importance of accuracy in recordkeeping to avoid potential penalties and ensure workplace safety. Additionally, the webinar provided practical tips for organizing and maintaining records, including solutions to streamline the process. By the end of the session, participants gained a clear understanding of OSHA's recordkeeping and reporting requirements and were equipped with the tools and knowledge to implement effective recordkeeping practices in their organizations. Key Takeaways Understanding Reporting Criteria : Participants learned which workplace incidents must be recorded and the criteria for reporting severe injuries and illnesses to OSHA. Documentation Requirements : Attendees became familiar with the specific forms required for OSHA documentation and the timelines for reporting. Best Practices for Recordkeeping : Participants discovered practical tips for organizing and maintaining accurate records, including solutions to streamline the process.

Key Results The Situation A rapidly growing construction company faced significant challenges as their sub costs nearly tripled. Their existing insurance program had significant exposures, such as critical coverage gaps and no management liability protection. Poor broker representation left them vulnerable to unnecessary risk and excessive premiums during a crucial growth phase. Why They Need Change Dramatic growth with sub costs rising from $20M to $55M 22 identified coverage gaps leaving company assets vulnerable Complete lack of management liability protection Ineffective broker relationship hampering strategic planning "Cottingham & Butler sat on our side of the table, working collaboratively to understand our business and create strategic solutions that actually worked." The Cottingham & Butler Approach Comprehensive Risk Analysis Our evaluation process began with a deep dive into the company's current coverage structure and operational risk. By analyzing their needs, we created a detailed roadmap for program enhancements that allowed the company to continue to grow. Key findings include: Conducted detailed coverage gap analysis Assessed growth-related risk factors Benchmarked current program against industry standards Strategic Market Optimization With a clear understanding of the company's needs, we activated our carrier relationships to secure optimal coverage terms. Our team's broad market knowledge and strong carrier partnerships enabled us to negotiate enhanced protection while reducing overall costs. Through this process, we: Secured multiple competitive quotes Negotiated enhanced coverage terms Implemented cost-effective management liability program Long-term Risk Management Success required more than short-term improvements. We developed a sustainable risk management strategy that could grow with the company and provide ongoing value. Overall, establishing new protocols and systems for the company's long-term success. Our analysis delivered an impact financially, and created strategic improvements: Resolved 19 out 22 coverage gaps Added all five management liability coverages Reduced total premium from $183,000 to $138,000

For today's employees, navigating the complex web of modern healthcare benefits has become a daunting challenge. While employers invest heavily to provide comprehensive coverage, the sophistication of these offerings often prevents workers from utilizing them effectively. This disconnect isn't just frustrating - it's creating a crisis that affects both the financial health of organizations and the physical wellbeing of their workforce. However, it also represents a significant opportunity for employers willing to rethink their approach to benefits. The Paradox of Complexity Today's healthcare benefits packages have evolved far beyond simple insurance plans. They now encompass a sprawling ecosystem of options, from traditional medical coverage to wellness programs, mental health services, and specialized care. For employees facing a non-emergency health issue, this complexity can quickly become overwhelming. They must navigate a maze of in-network providers, deductibles, authorization requirements, and estimated costs - all while risking thousands in unnecessary expenses with a single misstep. It’s reported that employees spend an average of 4-6 hours annually just trying to understand their benefits, that’s time they're not focused on their actual work. The impact extends far beyond individual productivity. HR teams often find themselves inundated with basic benefits questions, siphoning resources away from strategic initiatives. Studies indicate that benefits-related inquiries can occupy upwards of 15 hours per week for HR staff. The Personal and Financial Toll Perhaps the most concerning impact of benefits complexity is its effect on healthcare decisions. When faced with uncertainty about coverage and costs, many employees simply avoid seeking care altogether. In fact, 40% of workers report delaying or skipping necessary medical treatment due to confusion about their benefits. This avoidance of care has serious ramifications. Minor issues, left untreated, often develop into more serious - and expensive - conditions. The result is poorer health outcomes for employees and higher long-term costs for both individuals and their employers. We see organizations facing a 30% or more increase in their healthcare spend due to improper benefits utilization. That includes everything from unnecessary ER visits to the use of out-of-network providers when in-network options are available. The Hidden Toll on the Healthcare System  The challenges employees face in navigating their healthcare benefits don't just impact individual workers and their employers - the ripple effects extend across the entire healthcare ecosystem. When employees avoid seeking care due to confusion over costs and coverage, it leads to more serious medical conditions that require extensive, expensive treatment down the line. This drives up healthcare spending for both employers and the broader system. Conversely, the lack of price transparency and inability to make informed decisions often results in the overutilization of high-cost providers and services, fueling the upward spiral of healthcare inflation. Additionally, the administrative burden placed on HR teams and the productivity drain on employees actively managing their benefits diverts resources away from more value-adding activities. This inefficiency ultimately gets passed on to the healthcare system in the form of higher costs. Solving the benefits navigation challenge represents a rare opportunity to meaningfully bend the cost curve. By empowering employees to become savvier healthcare consumers, organizations can drive systemic savings that benefit the entire healthcare ecosystem - from patients and providers to payers and the government. The Path Forward The good news is that solutions exist to help employees navigate the complex healthcare landscape. Leading-edge benefits platforms combine sophisticated digital tools with dedicated human experts, providing workers with personalized guidance at their fingertips. These modern navigation platforms give employees real-time access to cost transparency, provider quality metrics, and benefits specialists who can explain complex terms and coordinate care. When workers have the knowledge and confidence to make informed healthcare decisions, the results are transformative. Cottingham & Butler's MyAdvocate360 is a powerful tool that delivers transformative results. Employees who use MyAdvocate360 are more likely to seek preventive care, choose high-quality providers, and find cost-effective options. This leads to better health outcomes and lower out-of-pocket expenses - not just for the employee, but for the entire organization. Beyond the immediate financial savings, comprehensive navigation support also boosts employee satisfaction and retention. When workers feel empowered to effectively utilize their benefits, they're more likely to appreciate the value of their employer-provided healthcare package. MyAdvocate360 is saving employers an average of $4,200 per healthcare service that employees shop for, with savings ranging from $500 on imaging tests to over $20,000 on major surgeries. One client saw an employee save the company $22,000 on a single surgery by using MyAdvocate360 to find a high-quality, lower-cost provider, while the employee also pocketed a cash bonus. These results demonstrate the significant cost savings that can be achieved when employees are empowered with the right tools and incentives to shop for affordable, quality healthcare. Rethinking Benefits as a Strategic Asset  For forward-thinking employers, investing in modernized benefits navigation represents a powerful opportunity to transform their healthcare offerings from a cost center into a strategic asset. By providing employees with the tools and support to get the best care at the lowest cost, organizations can unlock significant financial and productivity gains while enhancing their employee value proposition. The path forward is clear: Organizations that embrace the power of benefits navigation will be better positioned to attract and retain top talent, improve workforce health and wellbeing, and drive meaningful financial savings. In an era of ever-increasing healthcare complexity, this comprehensive approach to benefits may be the key to unlocking a healthier, more productive workforce - and a healthier bottom line. Ready to transform your healthcare benefits strategy? Schedule a demo of MyAdvocate360 and speak with our benefits experts today. MyAdvocate360 is empowering employees to make smarter healthcare decisions, driving significant cost savings for organizations like yours. Contact us now to learn how this innovative navigation platform can help your company unlock the hidden opportunity in your benefits program.

This informative webinar seeks to help shop owners, managers, and safety professionals identify and address common OSHA violations. Ensuring compliance with OSHA regulations is crucial for maintaining a safe and productive work environment. This webinar will give you the knowledge and tools to recognize potential hazards and implement practical corrective actions. 5 Key Takeaways on Identifying & Addressing Common OSHA Violations : Understanding Common OSHA Violations Identifying common OSHA violations in shop environments is essential for maintaining a safe workplace and avoiding penalties. Awareness is the first step towards effective safety management.   Mitigation Strategies Implementing proper procedures, training, and routine inspections can significantly mitigate the risk of violations. Consistent application of these strategies ensures ongoing compliance and safety.   Case Studies and Real-World Examples Learning from real-world case studies provides practical insights into how violations can be addressed effectively. These examples highlight successful resolutions and best practices.   Creating a Culture of Safety Fostering a safety culture within the shop is crucial for long-term success. Encouraging employee participation and open communication about safety concerns enhances overall safety.   Continuous Improvement Regularly reviewing and updating safety protocols, training programs, and equipment helps maintain a high safety standard. Continuous improvement and feedback loops are vital for adapting to new challenges and ensuring compliance. Click here to download the presentation.