Hosted by SMSC Safety Consultant Austin Smith, "Safety Training That Sticks: Learning Principles in Action" examined the common reasons safety training fails to stick, along with strategies to address them. From understanding how adults actually learn to applying stronger facilitation techniques, designing cleaner training materials, and using reinforcement strategies like micro-reminders and peer safety moments, this session provided practical tools for turning passive attendees into active participants and driving stronger safety performance on the job. Key takeaways... Most safety training fails because it's lecture-heavy, disconnected from real tasks, and never reinforced. Adults learn differently. They need the "why," relevance to their own work, and a say in the process. Doing beats hearing. Explain, demonstrate, have them do it, then have them teach it. Delivery and design both matter. Facilitate instead of lecture, and keep slides clean, consistent, and readable. Reinforcement makes training stick. Micro-reminders, supervisor follow-ups, drills, and peer safety moments turn a one-time session into lasting behavior Click here to the view the presentation.

Karen Young serves as President of the Bay Family of Companies, a construction organization focused predominantly on insulation, including mechanical and metal building insulation, with more than 80 locations coast to coast and into Canada. In a recent conversation, she shared how a decades-long partnership with Cottingham & Butler has shaped the way Bay approaches risk and benefits. Four Decades of Partnership Bay has worked with C&B for more than 40 years. Karen, who joined the team in 2019, credits the expertise and accessibility of the C&B team as an integral part of the relationship. They stay responsive, build relationships across Bay's people, and continually bring ideas and best practices that help the company think more strategically about its business and risk as a whole. Measurable Results on the Benefits Side That guidance has produced measurable results. In 2023, Bay moved to Med One on a recommendation from C&B and saved at least around $650,000 over the course of a couple of years. Karen noted that transitions of that size come with pain points, and the C&B team helped navigate those conversations with employees to make the change successful. Finding Stability Through a Captive Bay was also an early adopter of the Guide Re captive on the benefits side. After managing the volatility of stop loss rates and premiums in the traditional market, the captive brought greater stability. It streamlines stop loss premiums and gives Bay insight into what other partners are doing across a membership that spans industries, including distribution, manufacturing, and trucking. More Holistic Than Buying Insurance For Karen, the captive is more holistic than going to market and buying insurance. It brings together operations, safety, and the financial side, and it holds members accountable to one another. Bay still quotes the market occasionally, but its most recent review confirmed the captive remained the better route. Advice for Others Considering a Captive Her advice for anyone considering a captive: they can feel scary at first, but trust the process and develop the relationships with your brokers. For Bay, that trust has become a success story. Contact our Stop Loss Captive Experts Today!

The Supreme Court's decision in Montgomery v. C.H. Robinson has freight brokers rethinking how they vet the carriers they hire. Here's what the ruling actually means, and the practical steps brokers should be taking as the legal landscape continues to evolve, because carrier vetting isn't just an operational function now but a risk management function too. Executive Summary The Montgomery decision does not establish new federal insurance requirements for freight brokers. It does, however, reinforce the importance of demonstrating a reasonable, documented carrier selection process. Key themes: Courts will continue defining reasonable carrier vetting. Maintain documented qualification standards. Technology supports, but does not replace, your vetting process. Shippers may also face increased scrutiny. Review insurance programs for today's liability environment. Five Immediate Actions for Freight Brokers Document your carrier vetting standards. Document minimum insurance requirements, safety thresholds, required documentation, alert response procedures, and exception approval processes. Review your carrier database. Review "Do Not Use" lists and ensure exclusion decisions align with documented standards. Technology supports the process — it doesn't replace it. Platforms such as Highway and CAB are valuable tools, but the broker remains responsible for establishing and applying carrier qualification standards. Review broker-carrier agreements. Consider requiring carriers to report significant safety changes, notify brokers of material issues, and correct inaccurate public information. Review your insurance program. Review Truck Broker Liability coverage, General Liability, Contingent Cargo, defense provisions, and all coverage limits. Frequently Asked Questions Broker Liability Will insurance requirements increase? No statutory insurance requirements were created. However, many shippers are expected to require higher liability limits. Will courts establish clearer negligent selection standards? Yes. Future case law will likely continue defining minimum carrier vetting expectations. Does Professional E&O protect brokers? Truck Broker Liability coverage is generally the more appropriate coverage because many Professional E&O policies exclude bodily injury and property damage claims. Do broker-to-broker agreements help? Intentional co-broker relationships may reduce exposure, while unauthorized double brokering can still create significant liability. Carrier Vetting Are Highway and CAB enough? Technology platforms execute the broker's standards but do not replace the broker's responsibility for carrier selection. Should brokers maintain written standards? Yes. Written carrier qualification standards help demonstrate consistency. How should brokers approach new carriers? Develop consistent standards for evaluating newer carriers lacking extensive safety history. Shipper Liability Does this decision affect shippers? Potentially. Shippers selecting carriers primarily on price or knowingly using inadequate vetting practices could face increased scrutiny. Can liability extend beyond brokers? Generally, brokers remain the primary focus, although shipper involvement in carrier selection may increase exposure. Final Thoughts The Montgomery decision reinforces the importance of aligning operations, contracts, technology, and insurance. As the legal standards surrounding negligent carrier selection continue to evolve, brokers can strengthen their position by implementing a documented, consistently applied carrier vetting process supported by appropriate insurance and operational controls.

A quick-reference summary of key compliance changes employers should confirm before the 2026 plan year — inflation-adjusted limits, plan design updates, and required participant notices. 2026 Cost-Sharing & Contribution Limits Limit 2025 2026 Change HSA Contribution — Self-only $4,300 $4,400 +$100 HSA Contribution — Family $8,550 $8,750 +$200 HSA Catch-Up (age 55+) $1,000 $1,000 No change HDHP Min. Deductible — Self-only $1,650 $1,700 +$50 HDHP Min. Deductible — Family $3,300 $3,400 +$100 HDHP OOPM — Self-only $8,300 $8,500 +$200 HDHP OOPM — Family $16,600 $17,000 +$400 ACA OOPM — Self-only / Family — $10,600 / $21,200 — Health FSA Limit $3,300 $3,400 +$100 EBHRA Limit $2,150 $2,200 +$50 ACA Affordability % 9.02% 9.96% +0.94 pts Plan Design Action Items • ACA Affordability: confirm at least one plan meets the 9.96% standard (use a safe harbor). • OOPM Compliance: embed individual OOPM ($10,600) in family coverage; confirm HDHP limits. • Preventive Care: confirm coverage of latest USPSTF/ACIP/HRSA items, incl. added breast cancer imaging & navigation services, with no cost sharing. • Health FSA: cap pre-tax contributions at $3,400 and communicate to employees. • HSA/HDHP: update plan limits and communicate new HSA contribution caps. • Telehealth: decide (optional) whether to waive HDHP deductible for telehealth — now permanent under the One Big Beautiful Bill Act. • EBHRA: set 2026 contribution (up to $2,200) and communicate. • Wellness Surcharges: confirm HIPAA nondiscrimination compliance amid rising tobacco-surcharge litigation. • MHPAEA NQTLs: confirm comparative analyses are current with issuer/TPA. Open Enrollment Notices Checklist • Summary of Benefits & Coverage (SBC) — annually • Medicare Part D creditable coverage notice — annually, by Oct. 15 • Annual CHIP notice (where applicable) • Initial COBRA notice — within 90 days of coverage • SPD — new hires within 90 days; updates per 5/10-yr rule • Notice of Patient Protections (if PCP designation required) • Grandfathered plan notice (if applicable) • HIPAA special enrollment rights notice • HIPAA Privacy Notice (self-insured plans) • WHCRA mastectomy-benefits notice — annually • Summary Annual Report (SAR), if Form 5500 applies • Wellness program notices (HIPAA & ADA, as applicable) • ICHRA notice — 90 days before plan year (if applicable) Also confirm: any 2026 plan changes are reflected in an updated SPD or SMM before open enrollment. Provided by Cottingham & Butler. This overview is for general reference only and is not exhaustive or legal advice; consult legal counsel for guidance specific to your plans. Source: Zywave, Inc. 2026 Open Enrollment Checklist.

Usher Transport has been on the road for 80 years. A fourth-generation, family-owned bulk liquid hazmat carrier based in Louisville, Kentucky, the company hauls some of the most demanding freight in the industry — with a fleet that's grown from 50 to 200 power units. Raising the Bar For a company built on precision, claims handling became the area where growing pains showed up most. "Claims handling is really the make or the break of any insurance program, in my opinion," says Beau Mosley, Chief Risk Officer at Usher Transport. "We wanted more say-so in settling claims — in the day-to-day interactions with claimants and attorneys." The Perfect Storm Then came a stretch that changed everything. "We hit a stretch of back-to-back months with some large settlements," Beau recalls. "Around the same time, we got invited to the transportation summit C&B hosts — the perfect storm." One conversation at the Summit led to an invitation to Dubuque, and a meeting with the full Transportation Insurance Group. What happened next reshaped how Usher thinks about risk entirely. A Partnership Built to Last Eighty years in business. Fourth-generation leadership. A National Tank Truck Carriers Safety Award on the wall. Usher Transport has never settled for "good enough" — and that standard now extends to their insurance program. "This is the only way to do insurance moving forward," Beau says. Watch the video to see the numbers behind Usher's transformation — and why Beau says getting paid finally "feels refreshing."

A best-in-class processing equipment manufacturer had been seeing an improvement in their loss experience, yet they were not seeing a decrease in how much they were paying for insurance. They were curious to learn if there was a way to incentivize their increased focus on safety and best practices. Their current program was "off the shelf" and was not designed to meet their specific needs. After engaging with Cottingham & Butler's Risk Management Assessment (RMA), they quickly learned that there was not only a better way to buy insurance, but that there were significant coverage deficiencies in their program. The company recognized the value of a customized loss-sensitive program, as well as having a broker partner who would advocate on their behalf for claims. Program Design Delivered a loss-sensitive program option, Horizon, that would allow the company to receive up to 50% of their premium back for good loss years. Identified 3 carriers that had never seen the account before, and had an interest in the business. Coverage Identified 20 coverage deficiencies in their existing program. Significant deficiencies include: Multiple sub-limits were inadequate compared to their operations. The policy was designed for Architect and Engineering Professionals, NOT for Manufacturers. Multiple exclusions related to the core business operations of the company were present. No flood/earthquake coverage in a high-risk area. Contractual Risk Transfer Highlighted areas of concern and how their current risk transfer methods were inadequate for their industry and line of work. Cottingham & Butler put together recommendations and corrected critical mistakes in policy language Stability After joining Horizon, the company experienced a large loss in its first year of implementation. At their first renewal, their pay-in premium did not increase significantly. Had they stayed in the ‘standard’ guaranteed cost marketplace, they would have experienced a significant premium increase. Since then, the company has received a return of premium of over $80,000 each year for their good loss experience. Under a guaranteed cost insurance program, they would have received NO returns. Claims Advocacy While the company had great loss experience, they had not previously received any claims reviews or advocacy services. After being made aware of the impacts of delayed reporting, their claims reporting processes were improved and consistent claim reviews were scheduled with the team.

On August 4th, Jared Sweeney, Danny Badovinac, and Andy Schmidt hosted a live webinar tackling one of the biggest questions in trucking insurance: is captive insurance really too good to be true? With commercial auto rates climbing for nearly 15 years straight, it's fair to be skeptical of any program promising a better way. This webinar cuts through the noise with real captive member results, comparing them head-to-head against the standard market. A few takeaways from the conversation: Why captive members are seeing dramatically different renewal outcomes than the rest of the industry—even during one of the hardest markets on record. What separates a well-run captive from the rest, and why not every captive delivers the same results. How the captive model turns insurance from a sunk cost into a long-term financial opportunity for the right kind of trucking company. Watch the full recording to see the data behind these results and decide for yourself if it's too good to be true.

For Brite Logistics, joining a captive took multiple years of diligent work. The results speak for themselves. Before partnering with Cottingham & Butler, Brite was in the general market, where the relationship felt purely transactional. Every claim or incident meant going to a different adjuster, making it hard to stay on top of issues from start to finish. That changed when Brite joined the Pursuit captive. What changed: One point of contact for every claim — instead of bouncing between adjusters, the team gets a clear view from start to finish on every issue. Visibility into their risk profile — Brite now knows what's driving renewal costs and what to expect heading into the next one. Reportable accidents dropped 65% in two years — a direct result of tighter claims oversight and risk management. Joining Pursuit was a major milestone — one they describe as a huge achievement for the whole team, and one step closer to being recognized among the safety elite companies in their region. Our team at Cottingham & Butler understands the trucking landscape. With decades of industry experience, we offer a complete 360-degree suite of property & casualty, employee benefit, claims administration, safety and risk management services. Interested in learning more about captive programs? Contact your Cottingham & Butler representative.

A freight claim doesn't start with the accident. It starts, or is prevented, months earlier, in the contracts, policies, and conversations carriers and brokers put in place long before anything goes wrong. "You need to plan for the day when there's a freight claim — before it happens." Rob Moseley, Transportation Attorney, Moseley Marcinak Law Group LLP Cottingham & Butler sat down with transportation attorney Rob Moseley to break down what carriers and brokers can do to get ahead of it. Three Contract Opportunities That Shape Every Claim Every motor carrier has three documents that shape how a freight claim plays out: the shipper-carrier agreement, the bill of lading, and the carrier tariff. Handshake deals leave all of this to chance, while a contract gives carriers and brokers something to negotiate from that they wouldn't otherwise have. Moseley covers what to look for in each one, including where Carmack Amendment defenses and load valuation come into play. Put Limitation of Liability and Salvage Rights in Writing Assumptions don't hold up in a claim dispute. A shipper who hands over a high-value load without disclosing its worth robs the carrier of the chance to take proper precautions or buy the right insurance. Salvage rights carry similar stakes: if a load is damaged but still sellable, who has the right to move it, and what happens if that right isn't granted? Both need to be settled in writing well ahead of time. Eliminate the Most Common Claim Triggers Many claims trace back to gaps in driver and customer education, not a single bad moment on the road. Moseley shares how a little planning on both fronts, from how freight is loaded and secured to how it's communicated about, can prevent the most common claims before they start. Know Your Exposure: Cargo Theft, Imposter Carriers, and High-Value Loads Cargo theft is evolving fast, and brokered freight has made it worse. Carriers today are dealing with more than opportunistic theft: imposter carriers are finding new ways to get access to loads. High-value and high-theft-risk freight needs to be flagged and handled differently from the start. The carriers who avoid the worst claims aren't lucky. They put the right agreements in writing, knew their exposure, and had the hard conversations before a claim ever came in. That's the kind of groundwork worth laying now, not after something goes wrong.

Matt Shefchik, Assistant Vice President, Total Rewards Consulting | Cottingham & Butler Benefit costs are rising two to three times faster than inflation, and that's starting to throw off the balance between pay and benefits. In part three of our Compensation and Total Rewards Trends series, Matt Shefchik breaks down how rising health care costs are impacting compensation strategy, including how a small share of high-cost claimants can drive the majority of plan spend. Catch up on parts one and two if you missed the earlier discussions on pay trends and variable pay in low wage growth environments. Matt Shefchik AVP - Total Rewards Consulting mshefchick@cottinghambutler.com (608) 467-0696 (ext. 2399)

Staying compliant in 2026 means keeping pace with a benefits landscape that isn't slowing down. From new legislation and regulatory updates to evolving employer obligations, the details matter, and missing them can be costly. Our 2026 Compliance On-Demand Series is designed to keep you informed, prepared, and confident heading into every quarter. Check out the full recordings of past webinars below! Want to catch us live? Check out our upcoming webinars! ACA Employer Reporting Check out our latest webinar on ACA employer reporting, held right in the midst of the 2025 filing season. We walked through the key requirements for Forms 1094 and 1095 and highlighted common pitfalls, best practices, and practical tips to ensure accurate, complete, and compliant reporting. ERISA Fiduciary Duties This session is on ERISA fiduciary duties for health and welfare plans, designed to help employers understand their obligations as plan sponsors. We reviewed key ERISA requirements, highlight common compliance pitfalls, and shared practical best practices to minimize fiduciary risk. Navigating Employer-Sponsored Coverage & Medicare During this time we discuss how Medicare interacts with employer-sponsored health plans, an increasingly important topic as more employees continue working past age 65. We broke down eligibility and enrollment timing for Medicare Parts A, B, and D, clarify how Medicare Secondary Payer (MSP) rules impact group plan coordination, and highlight key considerations such as HSA eligibility, COBRA timing, and employer premium reimbursements. Compliance Checklist & Regulatory Updates In this compliance refresh webinar, we walked through key deadlines, best practices, and 2026 regulatory updates — giving you a clear roadmap for the rest of the year. Leaves of Absence – Focus on State Mandates This webinar discusses how leave laws continue to evolve and administering employee benefits during protected and unpaid leaves has become increasingly nuanced. In this session, we broke down employer obligations, benefit continuation requirements, and key decision points when coordinating federal, state, and company leave policies. Nondiscrimination Rules This webinar helped employers understand when and how they can differentiate benefit programs while staying compliant. Watch the recording to see how we broke down the various nondiscrimination requirements that apply to employee benefit plans, including tax code testing rules for highly compensated and key employees and protections against discrimination based on health status, disability, and other protected characteristics. Mid-Year Regulatory Update In this session, we recap the most important benefits and employment law developments from the first half of 2026, plus a look at what's coming and practical takeaways to help employers navigate the rest of the year.

The realities of modern trucking operations present constant challenges that require comprehensive knowledge of Hours of Service (HOS) regulations and exceptions. Our most recent webinar, "FMCSA HOS Exceptions & Operational Flexibility," hosted by SMSC Safety Consultant Joshua Anderson examined strategies for carriers and drivers to navigate regulatory compliance effectively within the complexities of real-world operations. Key takeaways and insights... HOS exceptions modify specific rules, not all safety requirements. Drivers and carriers must understand the standard HOS framework (11-hour driving limit, 14-hour duty window, and 60/70-hour limits) before applying any exception. Safety remains the primary objective. The most commonly used exceptions require strict qualification criteria. The Short-Haul Exception, Adverse Driving Conditions Exception, and Split Sleeper Berth Rule each have specific requirements, limitations, and documentation expectations that must be met to remain compliant. Industry-specific exceptions are limited in scope and application. Agricultural, oilfield, and emergency declaration exceptions provide operational flexibility but only under defined conditions, geographic boundaries, timeframes, and regulatory requirements. Documentation and recordkeeping are critical compliance tools. Accurate time records, supporting documentation, and proper log entries help demonstrate legitimate use of HOS exceptions during inspections, audits, and investigations. Proactive compliance practices reduce enforcement risk. Ongoing driver training, internal audits, careful monitoring of exception eligibility, and the use of compliance tools help prevent violations and ensure proper application of HOS rules. Click here to the view the presentation.