Free Services

What’s the Process?
Upload a current copy of your handbook, along with the number of employees your company has and in what State(s) you operate in.

How Long Does the Process Take?
Handbook reviews take 1-2 business days to complete. Your handbook is being reviewed for all pertinent State and Federal laws to ensure it is compliant to best protect your company.

What does it cost?
One state is included at no cost. Each additional state is $75 each. 

What does the report look like?
The report will actually grade the legality and compliance of your current handbook. You will receive an accurate assessment of your handbook’s compliance in these categories.

Sample Report is attached

 

How to Order

OSHA is quick to scrutinize a business to determine whether the fault of injury lies with the employee or the employer. OSHA looks for two things when an accident occurs: If the business has a safety plan in place and whether it’s adequate enough to fully protect the company.

If discrepancies are found with an existing safety plan, it could end up costing a business hundreds to thousands of dollars.

Safety Plans are a regulatory requirement.  They also assist you in developing a Safe and Secure work environment for your company.

Now you can get a quality review of your safety plan, so you can ensure that it protects your business in the case of an unfortunate accident.

*Safety Plan review is for Employers with 10 employees or more only.

 

How to Order

In this day and age, almost every interaction your business has with its clients involves at least some form of technology. And because of this, when technology doesn’t work as intended, or is compromised, it can cause devastating issues for your business and put your sales at risk. This means that your tech equipment and software needs to be in tip-top shape, and when things go wrong, the problems need to be fixed ASAP.

 

● Risk Assessments (Cyber and Business)
● Business Impact Analysis (Risk, Cybersecurity, Compliance)
● Compliance Assessments (PCI DSS, SWIFT, NIST CSP, 800-53, 171, and many others)
● Ransomware Assessment

 

Consulting

● Business Continuity Plan Development
● Incident Response Plan Development
● IT Recovery Strategy Development
● Policy Review and Development
● Project and Remediation Consulting
● CMMC Preparations

 

Management and Sustainability

● Client Compliance Management (Banks, Insurance, Franchise Businesses)
● Risk and Compliance programs management or oversight
● Vulnerability Lifecycle management, including PCI ASV
● Penetration Testing
● Virtual CISO
● IT Project Management
● Continuous Ransomware Readiness

 

How to Order

The experience modification rate (called the XMod) rewards companies who handle their claims well by lowering their premium, and it has the reverse effect when claims are poorly managed.

However, as much as 60% of the data used in the XMod calculations that determine an employer’s premium is incorrect. This means you may be paying a higher rate than you should be.

If you can improve your XMod, you can reduce your workers comp costs. That’s where XMod Review comes in.

 

What is it?
The XMod Review is an assessment that helps you optimize your experience modification rate on your workers’ compensation policy.

 

What does it cost?
The assessment is completely free to members.

If you choose to use this service, the cost is 3-6% of the premium. This is a small charge when you consider an average ROI of 600%!

Some Typical Results:
• Decrease in Claim Frequency Rate of 21%
• Decrease in Cost Per Claim of 51%
• 30% Reduction in Loss Ratio

 

What is the process?
You can request an XMod Review through your member portal or by contacting us directly. We’ll ask for some standard documentation regarding your XMod, then after careful evaluation, you’ll receive a proposal which details the savings that we can offer you with XMod Review.

 

How to Order

Sexual harassment is a genuine threat in the workplace. It’s important to remember that even if an employee doesn’t intend to harass another employee, the perception of the employee that comments are directed towards matters. There are strict guidelines against sexual harassment, and following them can keep employees from making career-damaging mistakes.

This training satisfies the statutory requirements for education on sexual harassment as required by specific state laws. In doing so, it covers the importance of a harassment-free workplace, the legal definitions of harassment, employer obligations, the components of anti-harassment policies, abusive conduct or bullying, retaliation, liability and remedies for harassment under the law, and how to prevent harassment and discrimination in the workplace.

To order your free Sexual Harassment Training please click Get Started Here at the bottom of the page and be sure to specify your state.

 

Sexual Harassment Prevention Training is required in the following states:

California
For employers with 5 or more employees
By January 1st, 2021, employers with five or more employees must train all employees and supervisors within six months of their start date, and then retrain every two years.

• Supervisors must complete at least two hours of classroom or other interactive training and education on sexual harassment prevention.
• Nonsupervisory employees must complete at least one hour of classroom or interactive training and education.
• New nonsupervisory employees must be trained within six months of their hire.
• Supervisors must be trained within six months of assuming a supervisory position.
• An employer who has provided this training and education to an employee in 2019 is not required to provide refresher training and education again until two years thereafter.
• Temporary and seasonal employees – or any employee hired to work less than six months – must also be trained within thirty calendar days after their hire date or within 100 hours worked, whichever comes first.

 

Connecticut
For every employer in Connecticut
New laws effective October 1, 2019.

All Connecticut employers, regardless of size, are now required to provide sexual harassment training to supervisory employees by October 1, 2020, or within six months of an employee assuming a supervisory role.

For employers with 3 or more employees

• Organizations with 3 or more employees must provide two hours of training to all employees.
• For existing employees, this training must be provided by October 1, 2020, and retrained at least every 10 years.
• All employees hired on or after October 1, 2019 must receive the training within six months of hire, and retrained at least every 10 years.
• Anyone who received the two-hour training after Oct. 1, 2018 does not have to be retrained.
• Employers are encouraged to maintain training records for a minimum of one year.

 

Delaware
For employers with 50 or more employees
New laws effective January 1, 2019.

• Employers must provide interactive training and education to all employees and supervisors.
• All current employees must be trained by December 31, 2019, and then every two years.
• All new employees hired after January 1, 2019 must be trained within the first year of their start date, and then every two years.
• Supervisors must receive additional training on their responsibilities to prevent and correct sexual harassment and retaliation, and then be retrained every two years.

 

Illinois
For every employer in Illinois
New laws effective January 1, 2020. All Illinois employers are required to provide sexual harassment prevention training to all employees on an annual basis.

• New employees must receive sexual harassment training within ninety days of hire.
• Employers must either use the model sexual harassment training program of the Illinois Department of Human Rights or establish training that exceeds the minimum standards provided by the model training.
• Special requirements are in place for restaurants and bars. These include providing employees with sexual harassment prevention training that is tailored to the restaurant and bar industry and a written sexual harassment policy in English and Spanish.

 

Maine
For employers with 15 or more employees

• Employers must provide training to all employees within one year of their start date.
• Supervisory and managerial employees must receive additional training within one year of their hire or promotion on their specific responsibilities to address sexual harassment complaints.
• Employers must keep training records for at least three years and must make the records available for inspection upon request.

New York State
For every employer in New York State
By October 9, 2019, all NY employees must complete sexual harassment training, and then be retrained on an annual basis.

• New employees should be trained as soon as possible after their start date.
• All workers must be trained, regardless of immigration status, including part-time, temporary and seasonal workers.
• The training must be interactive, requiring some level of employee participation and may be web-based.
• Employers should provide employees with training in the language spoken by their employees.
• Employers are encouraged (not required) to keep a copy of training records and a signed acknowledgment that employees have read the organization’s sexual harassment prevention policy.

New York City
For employers with 15 or more employees
New York City employers have additional training requirements under the Stop Sexual Harassment in NYC Act. Effective April 1, 2019, employers are required to train their employees annually.

• Employers are encouraged to train new employees as soon as possible.
• Employers must train part-time and temporary employees and independent contractors, who work more than eighty hours in a calendar year and work or at least ninety days.
• Training must cover bystander intervention, the prohibition of retaliation and provide information on the complaint process available through the NYC Commission on Human Rights, the New York State Division of Human Rights and the U.S. Equal Employment Opportunity Commission.
• Employers must keep training records for at least three years, including signed employee acknowledgements, which may be electronic. Records must be available for inspection upon request.

Washington (State)

• All employers in the hospitality, retail, and security guard industries
• Employers in these industries must provide sexual harassment prevention training to all employees and additional training to managers and supervisors.
• Training must include education on preventing sexual harassment, how to file a complaint, and the process of investigating claims.
• New hires must receive training within 90 days of hire.

 

Schedule a 15-20 minute onboarding meeting

• Review client portal and overview of services
• Where and how to sign into the portal and find phone/chat support
• Walkthrough of consult process
• Discuss types of consult questions and timeframes
• Detailed review of products and services
• Review any immediate needs and help get started

 

Click Here To Schedule Your Onboarding!