If you’re a business owner who works with contractors or hires others to work for you, you’ve probably requested a certificate of insurance (COI). Or perhaps businesses you’ve worked with have requested to see yours. This document serves as proof that a business or contractor is insured. It outlines the types and amounts of coverage, ensuring that you and others are protected against accidents or mistakes. One of the most widely used and recognized forms of a COI is the ACORD certificate. An ACORD certificate is a standardized document that provides proof of insurance coverage, summarizing key details such as policy types, limits, and effective dates in an easy-to-read format. It’s commonly requested in business transactions to confirm adequate liability and property insurance coverage.
What is an ACORD Certificate?
ACORD certificates are governed by the Association for Cooperative Operations Research and Development. This association is a non-profit organization that provides the standardized forms and certificates for almost 90% of US property and casualty insurance carriers. Before ACORD created standardized forms, insurance companies had their own policy forms, which made it confusing for agents and brokers.
With standardized forms, it’s easier for small business owners to review their insurance and prove to customers and partners that they’re insured. If a document meets the ACORD’s standards, it will have “ACORD” stamped on the top left corner of the document. The insurance agency information will be located just below the stamp.
The ACORD 25 form, also known as a certificate of insurance (COI), is a type of liability insurance certificate that provides evidence of liability insurance, such as general liability insurance or professional liability insurance, and is the most commonly requested certificate of insurance.
Tips Involving ACORD Certificates
When you purchase any type of liability insurance, ask your agent for an ACORD certificate so that you can provide it to any client or business partner that you want to work with. Having this certificate provides proof of your coverage shows businesses or clients that working with you that you have sufficient liability protection.
Common ACORD Certificate Categories
ACORD certificates are categorized by numbers. This gives people a better understanding of the specific forms they might send to prospects or receive from contractors. Some of the most popular forms used in the insurance industry are:
Certificate of Liability Insurance (25)
Evidence of Property Insurance (27)
Certificate of Property Insurance (24)
Evidence of Commercial Property Insurance (28)
Additional Remarks (101)
Ask Upfront to See ACORD Certificates
If you are going to work with a contractor or another company, you need to make sure they have their own liability insurance. This will protect your business in the event that they:
The best way to do this is by asking them to send you an ACORD certificate. You should be able to do the same if asked for proof of insurance. When you send an ACORD certificate, it shows that you are responsible, and puts people at ease. With this documentation on hand, individuals and business will be more likely to want to work with you. If your insurance carrier cannot issue ACORD certificates, it might be time to switch to a one who is compliant with your industry standards
Pay Attention to the Details
In addition to confirming proof of an ACORD certificate, it’s vital that you carefully read over the document’s details. ACORD certificates include key insurance information such as expiration dates and coverage limits, which could effect your level of protection. By taking the time to thoroughly examine ACORD certificates, you ensure that your contractor’s policy is up-to-date and provides adequate protection.
It’s also worth mentioning that ACORD certificates are not replacements for an actual insurance policy. While they provide a snapshot of coverage, this documentation doesn’t modify terms of the policy or guarantee coverage. With that said, it’s always wise to request a complete copy of the actually policy. This is especially true if you’re working on a high-risk or high-value project.
Learn More at EZ.Insure
If you want to learn more about ACORD certification, or if you have any other commercial insurance questions, an EZ agent can help! We’ll assess your business’ needs, compare top plans, and find a policy that’s right for you, all in minutes! To get free instant quotes, simply enter your zip code in the bar above, or to speak directly with one of our agents in your area, call (855) 694-0047.
Once your business is up and running, you might come to the realization that you can’t do it all, and you’ll need more help. Instead of hiring a full-time employee to handle some projects, you might opt to go for an independent contractor, vendor, or other third party. This is a great choice for small business owners, to save money and grow your business. When you go this route, it’s important to understand the downfalls if you don’t properly insure independent contractors you hire.
Insurance Options
If you decide to expand your workforce with independent contractors, you might have to upgrade your commercial insurance. If an independent contractor you hire makes a mistake without insurance, you could end up paying a lot of money.. That’s because the client can sue both you and the contractor for financial damages. With all that said, it is important to be protected in these instances. So you have two options:
Hire an insured contractor: If something goes wrong and you are sued, you can sue the contractor and recoup some of your losses. You can check if they have coverage by reviewing their certificate of liability insurance.
Add your independent contractor to your general liability policy as an additional insured: This means that they are covered by your insurance for the duration of the job. Make sure you have the right commercial insurance policies. This means a policy covering temporary staff and independent contractors for any work they perform for you.
Key Benefits of Independent Contractor Insurance
When working with independent contractors, having the appropriate insurance coverage in place can provide critical protection for your company. Here are some major advantages of ensuring your independent contractors are properly insured:
Financial Protection from Lawsuits. If an independent contractor has an accident or makes, getting them insured protects you from major financial losses. Without appropriate insurance, your company may be held liable for damages, legal fees, and compensation. Independent contractor insurance assures that you are not solely responsible for these charges.
Coverage for Errors and Omissions (E&O). Contractor errors and omissions insurance (E&O) protects against claims based on mistakes, negligence, or inability to deliver services as promised. This coverage protects your company against the financial consequences of contractor errors, protecting you from costly legal fights.
Liability Insurance for Third-Party Injuries and Property Damage. When independent contractors are covered under general liability insurance, it provides protection against third-party claims for bodily injuries and property damage. Whether an accident injures a client or damages their property, general liability insurance covers such instances, reducing your financial exposure. You can add a contractor to your policy as an “additional insured.” That way the policy covers accidents, property damage and physical injuries caused by the contractor
Professionalism and Peace of Mind. Contractors with insurance or who are covered by your policy ensure that both parties are protected, providing you with peace of mind. This not only protects your organization, but also strengthens your reputation as a responsible business owner.
Reduces Potential Gabs in Coverage. With an independent contractor add to your policy, you’ll reduce potential gaps in coverage. Doing so is crucial for safeguarding your company against unforeseen liabilities resulting from contractor errors or mishaps.
Professions Where Independent Contractor Insurance is Crucial
Independent contractor insurance is especially crucial for specialists in high-risk industries. These are jobs where liability, property damage, or errors can result in substantial financial losses. Some occupations where this insurance is particularly important include:
Construction Workers and Contractors. Construction projects involve numerous hazards, including property damage and on-site accidents, making liability coverage vital.
Freelance Designers and Developers. Errors in design or software development may result in financial losses for clients, prompting legal action.
Consultants and Business Advisors. Mistakes or oversights in professional advise can have financial or legal ramifications for clients, making professional liability insurance essential.
Real Estate Agents and Brokers. These specialists handle major financial transactions and may face legal ramifications if problems develop during negotiations or closings.
Photographers and Videographers. Misplaced or damaged equipment, missed photos, or liability during events can result in financial loss, hence insurance is essential for these positions.
Compare Quotes
Considering the cost of court fees, medical expenses, and repairs that might arise from negligence or accidents, having the appropriate insurance coverage is less expensive than risking the financial strain of a large liability claim. To save money, compare free quotes with an EZ agent. We’ll provide you with one agent to walk you through the process and find you the best policy available. To get free instant quotes, simply enter your zip code in the bar above, call us at 855-694-0047. No hassle, no obligation.
More and more Americans are leaving their cubicles to work on their own. Well, why not? You decide how to run your business. You decide when to work. Who is on your team is up to you. Those are some great perks. So it’s not surprising that there are 15 million self-employed professionals in the American workforce right now, and that number could nearly triple in the next two years.
But there are some things you can’t control or plan for in business or in life. What if something goes wrong on the construction site and one of your clients gets hurt? Or what if you get hurt in a freak accident and can’t work anymore? Those “what if” questions are enough to turn the dream of a self-employed entrepreneur into a nightmare. So, if you work for yourself, you need insurance to protect yourself, your family, and your business. You’ve worked too hard to leave anything unprotected. But how do you know which types of insurance for self-employed people need and don’t need? Let’s look at types of insurance that will make you feel safe.
Self-Employed Business Insurance
Whether you’re a plumber or a freelance writer, there’s always a chance of something going wrong with your job. Some people are more likely to get hurt on the job, while others may be more likely to be sued. Insurance for self-employed individuals is crucial to cover the risks of your work. Here are the four most important types of business insurance to look into.
Liability insurance will protect you financially in the event that someone sues you for damages after slipping and falling in your coffee shop. Or breaking an expensive vase while cleaning a client’s home. Slander suits are also covered by general liability insurance. This sort of protection is available both as a separate policy and as part of a business owner’s policy.
Listen, we all have our flaws, and everybody messes up sometimes. This is where professional liability comes in handy. It’s insurance that protects you in the event that a client is harmed as a result of a service you provided or advice you gave. It is also known by its more common name, errors and omissions insurance. Professional liability insurance covers financial losses in the event of injury or damage. While general liability insurance covers injuries and damages to property.
A business owner’s policy (BOP) gives your small business protection against a wide range of claims. It does this by combining two types of coverage. Commercial general liability insurance and Commercial property insurance are both parts of its coverage.
The part of a BOP called “general liability” protects your business in case someone makes a claim against you or your business. General liability insurance protects you from lawsuits if something like a customer slipping on a wet floor. Or a faulty product causing damage to a client’s property. Or a claim that your products or services hurt someone. It can also protect you from libel, slander, and certain advertising lawsuits.
The property part of a BOP helps protect the buildings, equipment, furniture. And stock that you own, rent, or lease for your business. It helps pay to fix or replace things that are stolen, broken, or destroyed, even if they don’t belong to you but were in your care. It can also pay for things like rent, payroll, and other bills while your property is being fixed or replaced after a fire or other covered loss.
If you have employees, no matter the nature of your business, you are required by law to carry workers’ compensation insurance. Workers’ compensation insurance, also known as “workers’ comp,” is a mandatory type of coverage that will provide financial support to your staff if they sustain an injury while performing their job duties. It serves as a disability insurance pool that reimburses workers monetarily and/or provides medical care in the event of an illness or injury. If you want to learn more about the workers’ compensation laws in your state, you can visit the state by state guides on our site.
Physical dangers such as injury and property loss are ever-present in the business world. However, there are dangers associated with using technology that could affect your company. Data leaks and hacking are just two examples. Information about customers’ identities or medical histories that you store on company computers is a prime target for hackers. In order to quickly recover from a data breach or cyberattack, it is crucial that your company be covered by data breach or cyber liability insurance.
If you’re in business for yourself, it’s important to have a basic understanding of health insurance. As a first step, you should enroll in a health insurance plan. If you do not have health insurance this year, you could be fined by the government depending on what state you live in. More importantly, you and your loved ones are taking a serious risk if and when a medical emergency arises.
In addition, if you have been relying on your employer to provide health coverage, you may be in for a rude awakening when you compare prices. Since you no longer have an employer to split the cost of health insurance with, you must do so on your own. The good news is that self-employed professionals can reduce their tax liability. The quickest way is by deducting the money they spend on health insurance premiums.
How To Reduce The Cost Of Self-Employed Health Insurance
A high-deductible health plan (HDHP) is a good option for those looking to save money on health insurance premiums. A higher deductible on your health insurance plan means you’ll have to pay more out of pocket for medical care before your policy kicks in. However, the trade-off is cheaper premiums every month.
Opening a health savings account (HSA) is an option with your high-deductible health plan, making it an even better value. The funds built up in a health savings account (HSA) are exempt from federal income tax, allowing you to save tax-free for future medical expenses. It’s a good idea to consult with an EZ agent, who can explain your options and guide you toward a policy that works for your finances and your loved ones. They will assist you in locating competitive rates and suitable protection.
Self-Employed Disability Insurance
If you’re self-employed and become ill or injured and unable to work, disability insurance could help replace some of your lost income. There are both public and private options for disability insurance. The government provides some options, such as the Social Security Administration and some state programs.
When you’re self-employed, you can buy your own disability insurance policy rather than participating in a potentially more expensive group plan through your employer. You may still be eligible for a group policy through your spouse’s employer or a trade group. You may have more options with an individual policy, but the premiums may be higher. Policy features such as the waiting period, riders, and the definition of disability may be up for negotiation.
Short vs Long Term Disability Insurance
Disability coverage comes in two flavors: long term and short term. Long term disability insurance typically has an elimination period of several weeks to months and a benefit period of several years up until retirement. There may be no waiting period or one as long as two weeks before benefits begin with short term disability insurance. Although long term disability insurance that pays out until retirement age is ideal, a short term policy could be worthwhile as well. In general, shorter waiting periods and longer benefits payout periods tend to come with higher premiums.
For an additional premium, you can secure coverage that the insurance provider can’t revoke for any reason (including your failure to pay premiums) with a noncancelable policy. With guaranteed renewable policies, the insurer cannot cancel your coverage. But they can raise your premiums along with other customers in your rating class. Additional riders, such as cost-of-living adjustments (COLA), residual benefits in the event of a partial disability, premium refunds for going claim-free, premium waivers in the event of a disability, and so on, can be purchased for an additional cost.
EZ Can Help
Working independently or as a freelancer allows for more freedom and a better work-life balance. One disadvantage is that you will be responsible for arranging your own insurance. It’s essential that you do this. Since an accident or emergency can cause financial ruin if you don’t have the proper insurance. As a result, self-employed people who don’t have insurance are taking a risk by not doing so. However, EZ can help! We offer free instant quotes on business insurance for the self-employed and we can even help you find the best plans for you. Enter your zip code in the box below or call one of our licensed agents at (855) 694-0047 to get started.
In the realm of employee benefits, dental insurance holds a significant place. For small business owners, offering comprehensive dental coverage can be a pivotal factor in attracting and retaining top talent. However, navigating the landscape of dental insurance can be daunting. From understanding coverage options to managing costs, there are various considerations that small business owners must grapple with. This in-depth guide aims to provide clarity and insights into dental insurance for small business owners, equipping them with the knowledge to make informed decisions that benefit both their employees and their bottom line.
Understanding Dental Insurance
Dental insurance is a type of health insurance that covers a portion of the costs associated with dental care and treatments. Unlike medical insurance, dental insurance typically operates on a more straightforward fee-for-service model or a managed care model. Fee-for-service plans reimburse a percentage of the dentist’s fee for covered services, while managed care plans involve a network of dentists who agree to provide services to members at pre-negotiated rates.
Coverage Options
Small business owners have several options when it comes to choosing dental insurance plans for their employees. These options include:
Traditional Indemnity Plans
Traditional indemnity plans, also known as fee-for-service plans, represent a classic approach to dental insurance where policyholders have significant flexibility and autonomy in choosing their dental care providers. In these plans, the insurance company reimburses a portion of the costs incurred for covered dental services, typically based on a fee schedule or usual, customary, and reasonable (UCR) charges. Traditional indemnity plans have been a staple in the dental insurance market for many years, offering individuals the freedom to choose their dental care providers while providing financial protection against unexpected dental expenses. While they may involve more paperwork and higher out-of-pocket costs compared to managed care plans, their flexibility and autonomy appeal to many policyholders seeking comprehensive dental coverage. Here’s a deeper dive into the features and workings of traditional indemnity plans:
Flexibility in Provider Choice:
One of the defining characteristics of traditional indemnity plans is the freedom for policyholders to select any licensed dentist or specialist without being restricted to a network. This flexibility empowers individuals to continue seeing their preferred dentist or to seek out a provider who meets their specific needs, whether it’s based on location, expertise, or personal rapport.
Reimbursement Mechanism:
Under traditional indemnity plans, the policyholder pays the full cost of dental services at the time of treatment and then submits a claim to the insurance company for reimbursement. The insurer typically reimburses a percentage of the dentist’s fee for covered services, which may vary depending on the type of service (e.g., preventive, basic, major procedures).
Fee Schedule or UCR Charges:
Insurance companies establish either a fee schedule or utilize UCR charges to determine the reimbursement amount for covered services. A fee schedule outlines the maximum amount that the insurance company will pay for each dental procedure, regardless of the dentist’s actual charge. On the other hand, UCR charges refer to the customary fees charged by dentists for specific services within a particular geographic area. Reimbursement is typically based on a percentage of the UCR charges.
Out-of-Pocket Costs:
While traditional indemnity plans offer flexibility in provider choice, they may also entail higher out-of-pocket costs for policyholders compared to managed care plans. Policyholders are responsible for paying deductibles, co-payments, and any costs that exceed the insurance company’s maximum reimbursement limits.
Claims Process:
Policyholders are required to submit claims for reimbursement after receiving dental services. The claims process involves providing documentation, such as an itemized bill from the dentist, detailing the services rendered and associated costs. Once the claim is processed and approved, the insurance company reimburses the policyholder for the covered portion of the expenses.
Coverage Limitations:
While traditional indemnity plans offer broad provider choice and flexibility, they may also have limitations on coverage for certain procedures or services. Policyholders should review the plan documents carefully to understand any exclusions, waiting periods, or annual maximums that may apply to their coverage.
Coordination of Benefits:
In cases where a policyholder is covered under multiple dental insurance plans (e.g., through their own employer and a spouse’s employer), coordination of benefits rules apply. These rules determine how multiple insurers share the responsibility for covering dental expenses to avoid overpayment or duplication of benefits.
Preferred Provider Organization (PPO) plans are a popular type of dental insurance that offers a balance between flexibility and cost savings. These plans operate through a network of dentists who have agreed to provide services to plan members at negotiated rates, known as the “preferred” or “in-network” providers. PPO dental plans are popular among individuals and employers seeking a balance between flexibility and cost savings. By providing access to a network of preferred providers while still offering coverage for out-of-network services, PPO plans offer members the freedom to choose their dentists while maximizing their dental benefits. Additionally, the negotiated rates with in-network providers help control costs for both plan members and the insurance company. Here’s a detailed look at the features and workings of PPO dental plans:
Network of Providers:
PPO plans maintain a network of dentists, specialists, and dental facilities that have contracted with the insurance company to provide services at discounted rates to plan members. These providers are referred to as “preferred” or “in-network” providers. PPO networks often include a wide range of dental professionals, allowing members to choose from various specialists and general dentists within the network.
Flexibility:
Unlike Health Maintenance Organization (HMO) plans, which typically require members to select a primary care dentist and obtain referrals for specialist care, PPO plans offer greater flexibility. Members can visit any dentist they choose, including out-of-network providers, without needing referrals. However, utilizing in-network providers typically results in lower out-of-pocket costs for plan members.
Cost Structure:
PPO plans utilize a tiered cost structure to incentivize members to use in-network providers while still providing coverage for out-of-network services. When members visit in-network dentists, they benefit from discounted rates negotiated between the insurance company and the providers. As a result, they pay lower co-payments, coinsurance, and deductibles compared to out-of-network services, where they may have to cover a higher percentage of the costs.
Out-of-Network Coverage:
While PPO plans encourage members to use in-network providers to maximize cost savings, they also offer coverage for out-of-network services. Members who choose to visit out-of-network dentists typically have higher out-of-pocket costs, as they may be responsible for paying higher deductibles, co-payments, and coinsurance, and they may also need to submit claims for reimbursement.
Claims Process:
When members receive dental services from in-network providers, the billing process is typically streamlined, as the dentist’s office directly bills the insurance company for covered services. Members are responsible for paying any applicable copayments or coinsurance at the time of their visit. For out-of-network services, members may need to pay the full cost upfront and then submit claims to the insurance company for reimbursement.
Coverage Limits and Exclusions:
Like other types of dental insurance plans, PPO plans may have coverage limitations, exclusions, and waiting periods for certain procedures or services. Members should review their plan documents carefully to understand any restrictions that may apply to their coverage, such as annual maximums, waiting periods for major procedures, or exclusions for cosmetic treatments.
Plan Options:
PPO plans may offer different levels of coverage and cost-sharing options to accommodate the needs and budgets of plan members. Employers or individuals purchasing coverage directly can choose from various plan designs with different levels of deductibles, co-payments, and coverage limits.
Health Maintenance Organization (HMO) plans represent another common type of dental insurance that emphasizes preventive care and cost containment through a managed care approach. HMO dental plans offer a structured approach to dental care, focusing on preventive services and cost containment through a network of participating providers. By requiring members to select a primary care dentist and obtain referrals for specialist care, HMO plans aim to coordinate and manage members’ dental needs efficiently. While they may have limitations on provider choice and out-of-network coverage, HMO plans provide a predictable cost structure and comprehensive coverage for preventive care, making them a popular option for individuals and employers seeking affordable dental benefits. Here’s a comprehensive overview of HMO dental plans:
Provider Network:
HMO dental plans operate through a network of dentists, specialists, and dental facilities who have contracted with the insurance company to provide services to plan members. These providers are often referred to as “participating” or “in-network” providers. HMO networks are typically more tightly managed and structured compared to Preferred Provider Organization (PPO) networks.
Primary Care Dentist:
Unlike PPO plans, which offer members flexibility in choosing their dental providers, HMO plans require members to select a primary care dentist (PCD) or a primary care dental office (PCDO) from within the network. The PCD serves as the member’s main point of contact for routine dental care and referrals to specialists, if necessary. Members must obtain referrals from their PCD to see specialists within the network.
Emphasis on Preventive Care:
HMO dental plans prioritize preventive care as a means of promoting oral health and reducing long-term dental costs. Members are encouraged to schedule regular check-ups, cleanings, and screenings to maintain optimal oral health and prevent more extensive and costly dental procedures in the future. Many HMO plans cover preventive services, such as exams and cleanings, at little to no cost to the member.
Limited Out-of-Network Coverage:
HMO plans typically do not provide coverage for services received from out-of-network providers, except in cases of emergencies or urgent care situations. Members who choose to see out-of-network dentists for non-emergency services may be responsible for the full cost of treatment. This limitation helps control costs and encourages members to utilize in-network providers for routine dental care.
Cost Structure:
HMO dental plans often feature a fixed fee structure, where members pay predetermined copayments or coinsurance amounts for covered services. These cost-sharing arrangements are typically lower than those found in PPO plans, making HMO plans an attractive option for individuals seeking predictable out-of-pocket costs for dental care.
Simplified Claims Process:
In HMO dental plans, the claims process is typically straightforward, as the member’s primary care dentist handles most of the administrative tasks associated with billing and claims submission. Members are responsible for paying any applicable co-payments at the time of their visit, but they generally do not need to submit claims for reimbursement for covered services received from in-network providers.
Coverage Limitations and Exclusions:
Like other types of dental insurance plans, HMO plans may have coverage limitations, exclusions, and waiting periods for certain procedures or services. Members should review their plan documents carefully to understand any restrictions that may apply to their coverage, such as annual maximums, waiting periods for major procedures, or exclusions for cosmetic treatments.
Exclusive Provider Organization (EPO) Plans
Exclusive Provider Organization (EPO) plans are a type of dental insurance that combines elements of both Health Maintenance Organization (HMO) and Preferred Provider Organization (PPO) plans. In an EPO plan, members must receive all their dental care from dentists within the plan’s network, similar to an HMO, but without the need for referrals or primary care dentists. EPO dental plans offer a balanced approach to dental care, combining the flexibility to choose providers within a network with the cost containment measures of managed care. By requiring members to utilize in-network providers for all dental services, EPO plans can negotiate favorable rates with participating providers while providing members with predictable out-of-pocket costs for covered services. With their streamlined claims process and comprehensive coverage options, EPO plans are a popular choice for individuals and employers seeking affordable and accessible dental benefits. Here’s a more detailed exploration of EPO dental plans:
In-Network Providers:
EPO dental plans have a network of dentists, specialists, and dental facilities who have contracted with the insurance company to provide services to plan members. Members are required to seek care exclusively from these “exclusive” or “in-network” providers in order to receive coverage for dental services. EPO networks may be more limited than those of PPO plans but typically offer a range of providers to meet members’ needs.
No Referrals Required:
Unlike HMO plans, which require members to select a primary care dentist and obtain referrals for specialist care, EPO plans do not have a referral system in place. Members have the flexibility to schedule appointments directly with any dentist or specialist within the plan’s network without the need for a referral. This streamlined approach to accessing care simplifies the process for members and allows them to seek treatment from specialists as needed.
Coverage for In-Network Services Only:
EPO plans provide coverage only for dental services received from dentists and specialists within the plan’s network. Members who choose to see out-of-network providers for non-emergency services typically do not receive coverage and may be responsible for the full cost of treatment. By limiting coverage to in-network services, EPO plans can help control costs and negotiate favorable rates with participating providers.
Cost Structure:
EPO dental plans often feature a fixed fee structure similar to HMO plans, where members pay predetermined copayments or coinsurance amounts for covered services. These cost-sharing arrangements are typically lower than those found in PPO plans, making EPO plans an attractive option for individuals seeking predictable out-of-pocket costs for dental care while still enjoying the flexibility to choose their providers within the network.
Streamlined Claims Process:
In EPO dental plans, the claims process is typically straightforward, as members receive coverage only for services received from in-network providers. Members are responsible for paying any applicable copayments or coinsurance at the time of their visit, but they generally do not need to submit claims for reimbursement for covered services. This streamlined process simplifies administrative tasks for both members and the insurance company.
Coverage Limitations and Exclusions:
Like other types of dental insurance plans, EPO plans may have coverage limitations, exclusions, and waiting periods for certain procedures or services. Members should review their plan documents carefully to understand any restrictions that may apply to their coverage, such as annual maximums, waiting periods for major procedures, or exclusions for cosmetic treatments.
Cost Considerations
Cost is a significant factor for small business owners when selecting dental insurance plans. Premiums, deductibles, co-payments, and coverage limits all impact the overall cost of dental insurance. Employers should carefully evaluate the balance between cost and coverage to ensure they are providing valuable benefits to their employees without stretching their budget too thin.
Employee Needs and Preferences
Understanding the needs and preferences of employees is crucial when selecting dental insurance plans. Surveys or discussions can help employers gauge the level of coverage desired by their workforce. Some employees may prioritize preventive care, while others may require coverage for more extensive dental procedures. Tailoring dental insurance plans to meet the diverse needs of employees can enhance job satisfaction and loyalty.
Legal and Compliance Considerations
Small business owners must also navigate legal and compliance requirements when offering dental insurance to employees. Compliance with regulations such as the Affordable Care Act (ACA) and the Health Insurance Portability and Accountability Act (HIPAA) is essential to avoid penalties and legal issues. Additionally, small business owners should stay informed about any changes in state or federal regulations that may impact their dental insurance offerings.
Communication and Education
Effective communication and education are key components of a successful dental insurance program. Small business owners should provide clear information to employees about their dental coverage, including details about benefits, co-payments, and coverage limitations. Educational resources such as brochures, websites, or seminars can help employees understand how to maximize their dental benefits and maintain good oral health.
Wellness Initiatives
In addition to dental insurance coverage, small business owners can promote employee wellness through various initiatives. Offering preventive dental services such as regular cleanings, screenings, and fluoride treatments can help employees maintain optimal oral health and reduce the need for costly procedures in the future. Wellness programs that incentivize healthy behaviors, such as regular dental check-ups, can also contribute to overall employee well-being and productivity.
Conclusion
Dental insurance plays a vital role in the benefits package offered by small business owners. By understanding the various coverage options, managing costs effectively, and prioritizing employee needs, small business owners can create dental insurance programs that enhance employee satisfaction and retention. Moreover, staying compliant with legal regulations and fostering communication and education can contribute to the success of dental insurance initiatives within small businesses.
In the ever-evolving landscape of employee benefits, dental insurance remains a cornerstone of comprehensive healthcare coverage for employees, underscoring its importance for both employers and their workforce. To get free quotes, or more information about group health insurance plans, give EZ a call! Our agents can help you find the best plan for your company and save you hundreds of dollars a year. Call 877-670-3531 to contact one of our highly trained agents. Or enter your zipcode into the box below for your free instant quotes. We can help answer any of your questions and get you started today!
“Commercial insurance endorsements” is a phrase that insurance companies and brokers frequently use, but few business owners understand what an endorsement is. An insurance endorsement (or rider) amends a commercial insurance policy by adding, removing, or excluding specific categories of coverage. It enables you to tailor your insurance to your specific demands or budget without having to shop for a new or additional policy. For example, if an insurance policy you’re contemplating does not protect a critical risk or person you need it to, you might ask your agent to add an endorsement that does. On the other hand, if a policy provides coverage that you do not want, you can seek an endorsement to have it removed, which could save you money.
How Do Endorsements Work?
Each insurance policy begins with a standardized coverage form, which provides a baseline of coverage and is used in practically every industry and on every policy large and small. The problem with lumping every company together is that not all businesses in the same industry need or want the same levels of protection. Lumping everyone together can cause excessive coverage or lacking coverage across the board. Some businesses may be considerably too dangerous to insure on a conventional basis and a standard policy won’t be able to cover them properly.
This is why we have endorsements, to tailor commercial insurance policies to the specific needs of both the consumer and the insurance company. Endorsements are one of the fundamental building components of insurance. Typical policies include 3 components:
Insuring agreement – This is a list of the risks the policy will protect you from
Exclusions – Lists all of the losses your policy won’t cover
Conditions – These are the terms you agree to meet in order to be covered.
How do endorsements fit into this structure? They can either change the insuredinsuring agreement, removing unnecessary coverage, or negate one or more exclusions, thus restoring coverage to the policy. As a result, your policy will be more closely aligned with your company’s risk exposures and insurance budget.
Adding Coverage
An endorsement can be utilized to extend the policy’s coverage beyond what is standard. Additional coverage may be added in terms of who is covered, what coverage is offered, or how much coverage is provided.
Removing Coverage
Endorsements are not just used to add coverage to a policy; they can also be used to cancel or limit coverage. Coverage can be altered in a number of ways if the agreement between the insured and the insurer changes. An endorsement can be used to remove all coverage or just add an exclusion. Another way to limit coverage is to impose a separate lower insurance limit to a specific type of claim. Coverage can be canceled or limited in any of these instances by using an endorsement that describes the scope of the coverage change.
Administrative Changes
Any changes to the policyholder’s or any other relevant party’s information must be documented in an administrative edit endorsement. Changes in mailing addresses, for example, or changes in name or title, must be reflected in the policy.
Clarifications
Finally, some endorsements involve tweaks that do not affect the policy’s essence. If a clause is misunderstood or misread, an endorsement may be required to clarify and make the language more clear.
Types of Endorsements
An endorsement might be as simple as clarifying a certain concept or coverage, and it can add coverage that is frequently omitted from ordinary policies. Although some endorsements add coverage that was not included in the original liability coverage form, others can remove specific coverage. To start there are 4 categories of endorsements:
Standard Endorsements
The same way that many insurance plans are governed by certain rules and defined terminology, so are endorsements. Organizations such as the American Association of Insurance Services (AAIS) and the Insurance Securities Office (ISO) create templates that insurers can utilize. These organizations’ templates are available to insurers who subscribe to them. These are among the safest and most secure endorsements.
Non-Standard Endorsements
Non-standard endorsements are ones created by the insurer for a specific type of policy holder. This may be done if the specific endorsement is not included in conventional endorsements. Many insurers will write their own endorsement statements utilizing standard endorsements as a basis.
Voluntary Endorsements
An endorsement to a policy can be added freely by the insured or insurer. Because of the nature of the business, voluntary endorsements may be included. If a company sells alcohol, for example, the insured may request that a liquor liability endorsement be added to a general liability policy. An example of an endorsement given by the insurer would be the exclusion of asbestos claims from liability coverage. Policies covering specific sorts of operations may include specific types of endorsements, such as an endorsement for a business’s general liability policy stating that the policy must have a professional liability exclusion.
Mandatory Endorsements
Certain endorsements are required. The Insurance Services Office (ISO), for example, requires endorsements on policies that provide a specific type of coverage. State-mandated endorsements may include additional criteria to safeguard individuals, such as limiting the insurer’s authority to cancel a policy. ISO requires various endorsements, such as requiring all general liability policies to include specific exclusions. For example, an insurance company that operates in numerous states may use one base policy plus a series of endorsements suited to the regulations of each state. A policyholder who moves between two states may need an insurance endorsement to a policy that is carried across state borders.
Common Insurance Endorsements
A business owner may require a variety of endorsements, the most typical of which are:
Additional Insured
Businesses utilize additional insured (AI) endorsements to add a person or entity as an insured to a policy. The person or company added is typically a general contractor working for the named insured. It is frequently requested on a wide range of insurance policies, including professional liability and commercial motor insurance. However, commercial general liability (CGI) is the most popular. This endorsement is requested by the named insured to ensure that the proper organization or individual is held financially liable in the event of a risk occurrence.
Prior Acts
This endorsement covers claims made on incidents that occurred prior to the signing of the liability insurance policy. Certain claims take time, and the insurance company will usually include a retroactive date that is prior to the beginning date of coverage. As an example, consider a doctor who purchases a new malpractice policy with a prior actions endorsement. If a claim is made for an event that occurred before the new policy went into effect, but after the stated retroactive date, it will be covered by the current policy. If an insurance company does not include a retroactive date. These types of endorsements are considered full prior actions coverage. Any claims made during the current policy’s coverage period would be covered.
Extended Reporting Period
A claims-made professional liability coverage can be supplemented with an extended reporting period (ERP). You can file a claim even after the policy has expired. ERPs are classified into two types: basic extended reporting period and supplemental extended reporting period. If an insurance is canceled or not renewed, a basic ERP is frequently offered for a free 30-day or 60-day extension. Supplemental ERPs are acquired from the provider of your insurance and typically extend the coverage for one to five years. Some insurance companies also give indefinite ERPs.
Equipment Breakdown
This type of commercial property insurance endorsement will reimburse you for loss or damage, including equipment repair or replacement as well as time and work, income loss, lost inventory, and other required expenses. The following types of equipment are commonly covered:
Mechanical
Electrical
Computers
Air conditioning or refrigeration systems
Boilers and pressure equipment
Employees as Insureds
If you own a company where your employees drive to help your company, you may be exposed to a considerable level of risk. For instance, suppose you have a post office box and your receptionist goes to retrieve the mail. Unfortunately, some commercial auto insurance policies will not cover your liabilities during this time. If your employee drives for your company, you may be held liable for their activities. If an employee is injured while working for you, you may not be fully protected. Your company auto policy will only cover the vehicle’s use.
Meanwhile, your employee’s coverage will protect them if they use the automobile for personal reasons. When the insurance adjusters begin their investigation, your employee is likely to be caught off guard. You’ll need a staff as insured endorsement to safeguard your staff and yourself. This endorsement will cover your staff even if they own the vehicle. This eliminates the possible gap and can save you and your employees a lot of sorrow and financial hardship.
Fellow Employee Coverage
If one of your employees injures another employee while working for your organization, the person who is at fault will require protection. If your employee causes a car accident that injures another employee, they may have no recourse. This will happen eventually, and when it does, the employee who is found to be at fault may face complete liability. This occurs because most business auto policies do not cover employee injuries. Employee injuries, according to policy issuers, should be covered by other insurance, including workers’ compensation and Employer’s Liability insurance. Employees who are driving a vehicle when they harm another employee may not be protected by their own insurance.
Accounts Receivable
Accounts receivable endorsement can be added to commercial property coverage to protect your small business from financial losses if you are unable to collect money from clients or customers, or if your accounts receivable records are damaged or destroyed as a result of a covered event.
How Much Do Endorsements Cost?
The cost is undoubtedly at the forefront of your attention, as it is with most company products. Here’s an overview on premiums. The cost of additional insured (AI) can range from $100 to $500, depending on the type of AI endorsement. With blanket AI, the insured can add as many AIs as they require, which is frequently close to $500. Individual AIs are normally priced at $100. Limit increases are completely determined by the increasing volume, type of coverage, and level of exposure. Although we’d love to provide more concrete figures, every company is unique. As a result, providing a range without knowing specifics is impossible.
Working With EZ
Your business insurance can protect the company financially and otherwise in the event of a risk. From general liability and commercial property insurance to professional liability coverage, the insurance you choose and the endorsements you add can provide peace of mind for you and your employees. When used correctly, endorsements can be used to tailor your policy to your specific needs. An insurance professional can assist you. Our agents at EZ work with the top insurance providers in the country to locate the best insurance for your company and its employees. In fact, by working with your budget to get you the greatest coverage, we can save you hundreds of dollars per year. If you have any questions about commercial insurance, please contact us at 877-670-3538 or enter your zip code in the bar below to get an online quote now.
Virtually every employer has to carry workers’ compensation insurance. However, some state laws provide exemptions for particular types of employees and business structures. Only a few worker categories are occasionally exempt. This exemption also applies to certain business owners. However, even when workers’ compensation coverage is not required, it is almost always in the best interest of the employer to provide coverage. If an employee sustains an injury on the job the employer may be held responsible for medical expenses, ongoing therapy, and lost wages.
Additionally, if you as the business owner are injured on the job, a workers; compensation policy can help pay for your medical expenses and compensate you for a portion of your lost wages. Your personal health insurance provider may deny your claim if your injury or illness is work-related, leaving you again responsible for these costs. Below we’ll look at the exemption laws in each state, if you’d like more information on the other workers’ compensation laws in your state, check out our state workers’ compensation guides here.
Any business with 4 employees or less does not have to carry workers’ compensation in Alabama, whether they are full or part time doesn’t matter. Alabama employers do not need to carry workers’ compensation for farm laborers, domestic laborers, or casual laborers including temporary or part-time employees hired for only an hour or a day.
Alaska businesses with one or more employees have to have workers’ compensation coverage unless the Alaska Workers’ Compensation Board has approved the business for self-insurance.
Owners and business executives are exempt if they are:
Sole owners
Partners
LLC owners with at least 10% ownership interest in the company
Executive officer or municipal, religious, or legally registered nonprofit organizations.
Executive officers for for-profit corporations with at least 10% ownership.
As for employees who are exempt from coverage:
Part-time babysitters
Non-commercial house cleaning personnel
People who are hired to help a farm with harvest
Amateur event sports officials
Entertainers under contract
Commercial fishers
Taxi drivers under specific contractual arrangements
Anyone who has benefits through the Alaska temporary assistance program.
Professional hockey players and coaches, as long as they are covered under a health insurance plan.
Some real estate agents
Anyone defined as a transportation network company driver.
There are only 4 exemptions from Arizona’s workers’ compensation. Independent contractors and casual laborers do not need to be covered. As well as any employee who voluntarily chooses to not have workers’ compensation coverage. The only owners who do not have to have coverage are sole owners who have no employees. Beyond that, any business owner with one or more employees needs workers’ compensation coverage.
All employers have to carry workers’ compensation insurance for themselves and their employees. The only exceptions to this are sole owners who opt out of coverage for themselves, or employers who have approval to self-insure.
Connecticut is another state that requires all businesses to carry workers’ compensation insurance with very few exceptions. The only employees that don’t need coverage are domestic workers who work less than 26 hours a week. Sole owners, corporate officers, and partners are allowed to opt out of coverage for themselves but they must have coverage for their employees.
Farm laborers and household workers in a private home who earn less than $750 every 3 months do not need workers’ compensation insurance. Other than that every other business owner and employee needs to be covered.
Any employer with one or more full-time, part-time, permanent, or temporary employees has to provide workers’ compensation coverage. Exemptions include:
If you have a single employee, even a part-time worker, you have to purchase workers’ compensation insurance. Only sole owners, partners, corporate officers, and real estate agents are excluded.
All Kansas companies must have workers’ compensation insurance with only a few exceptions. Some agricultural workers do not need to be covered. Sole owners, partners, corporate officers, and independent contractors with no employees do not need workers’ compensation insurance.
Employers who regularly employ one or more employees for 35 or more hours per week for 13 or more weeks in the 52 weeks prior must provide coverage. Exemptions include:
Agricultural workers (fewer than three employees working less than 35 hours per week)
Domestic workers (fewer than three employees working less than 35 hours per week).
All employers must provide coverage. Exemptions include:
Sole proprietors, partners, and officers of corporations
Domestic or household employees whose typical responsibilities include house cleaning and yard work
Casual employment
Only those working for assistance or sustenance
Officials of amateur athletic competition, such as a timer, referee, umpire, or judge.
Real estate, securities, and insurance salespeople paid solely on commission with no minimum earnings guarantee
Direct sellers
Those who deliver single or multiple newspapers and have acknowledged in writing that they have no insurance coverage.
Freelance correspondents who submit articles or photographs for publication are compensated for each submission but have not confirmed coverage in writing.
Barbers and cosmetologists who have contracts with cosmetology salons.
Petroleum land specialists
Licensed jockeys participating in a horse race, from the time the jockey reports to the scale room until the jockey is weighed out after the race.
Licensed trainers, assistant trainers, exercise persons, and pony persons on the premises of a licensed horse race meet.
Non-Montana residents whose primary duties are not performed outside the state. The employer must adhere to the coverage requirements in the location where the employee resides or works.
Officers or managers of a private, non-profit irrigation ditch company, water user cooperative, corporation, or organization.
A minister who is ordained, commissioned, or licensed by a church or religious order.
Individuals who provide companionship services or respite care to incapacitated individuals. The individual providing services or care must be directly employed by a family or legal guardian.
Excluding air search and rescue volunteers, volunteer reserve auxiliary law enforcement, and volunteer firefighters, volunteer workers are defined as:
Professional athletes who compete in contact sports for a team or club
Personnel of freight brokers and forwarders
A musician whose performance is governed by a written contract
Employers with at least one employee have to provide coverage. Exemptions include:
Employment associated with entities engaged in interstate commerce that are not subject to Nevada’s legislative authority
Employment covered by private disability and death benefit plans comprising compensation payments of equal to or greater amounts than those provided in NRS 616 and in effect for at least one year prior to July 1, 1947.
Temporary employees insured in another state who are brought into Nevada if extraterritorial coverage provisions are in effect with the other state.
Casual employment in the construction industry (employment lasting less than 20 days with a total labor cost of less than $500), if the employment is not in the course of the employer’s trade, business, profession, or occupation.
Employers with at least three employees have to provide coverage. Exemptions include Sole proprietors. However, sole proprietors are counted as employees when determining whether a business employs three or more individuals.
All employers must provide coverage. Exemptions include:
Volunteers who provide their services to nonprofit organizations without compensation
Ministers, priests, and rabbis duly ordained, commissioned, or licensed; sextons; Christian Science readers; and sects of religious orders
Customers of supervised amateur athletic activities operated on a nonprofit basis, provided that such s are not otherwise engaged or employed by any person, firm, or corporation participating in such athletic activity Educators in a nonprofit religious, charitable, or educational institution
Individuals employed in a nonmanual capacity by or for a religious, charitable, or educational organization.
Persons receiving charitable aid from a religious or charitable institution who perform work in exchange for such aid, but who are not under an express contract of hire, are considered unpaid volunteers.
People who are covered for specific types of employment under another workers’ compensation system, such as those employed in certain maritime occupations, interstate railroad employees, federal government employees, and others who are covered by federal workers’ compensation laws.
The spouse and minor children of a farmer-employer, provided they are not under an express contract of employment.
Certain foreign government and Native American Nation employees
Provisions of the New York State General Municipal Law that protect New York City police officers, firefighters, and sanitation workers
People, including minors, performing yard work or casual chores in and around a single-family, owner-occupied residence or a noncommercial organization’s property.
Certain real estate salespeople who sign a contract with a broker stating that they are independent contractors are considered independent contractors.
Certain media sales representatives who sign a contract stating they are independent contractors are considered independent contractors.
Certain insurance agents or brokers who sign a contract stating they are independent contractors are considered independent contractors.
Sole proprietors, partners, and certain corporate officers with no additional personnel providing essential business services.
Employers with at least one employee have to provide coverage. Exemptions include:
Sole proprietors, partners, and officers of corporations
Some railroad personnel
Casual employees
Domestic servants employed directly by the household
When less than ten full-time, non-seasonal farm laborers are regularly employed by the same employer, they are considered farm laborers.
employees of the federal government in North Carolina
Those who sell agricultural products for their producers on commission or for other compensation, provided the product is prepared for sale by the producer.
All employers must provide coverage. Exemptions include:
Independent contractors
Some agricultural employees
Certain providers of services administered by the Oklahoma Department of Human Services who are licensed and compensated on a commission-only basis
Any employee of an employer with five or fewer employees who are all related to the employer by blood or marriage. Any employee of a tax-exempt youth sports league.
Sole proprietors, partners, and officers of corporations
Any individual who performs volunteer work and receives no remuneration other than meals, drug or alcohol rehabilitation therapy, transportation, lodging, or reimbursement for incidental expenses is considered a volunteer.
Unlike most other states, South Dakota employers do not legally have to carry workers’ compensation insurance. To avoid civil lawsuits, however, the state encourages employers to have workers’ compensation coverage.
Employers with at least three employees are required to provide coverage. Exemptions include sole owners. However, sole owners are counted as employees when determining whether a business employs three or more individuals.
Employers with at least three employees have to provide coverage. Employers with fewer than three employees who pay wages of at least $500 per calendar quarter must also carry workers’ compensation insurance. Exemptions include some farm laborers.
Employers with three or more workers must provide coverage. Employers with fewer than three workers who pay at least $500 in wages per calendar quarter have to carry workers’ compensation insurance. Exemptions include some farm workers.
Workers’ Compensation Made EZ
Most states require businesses to carry workers’ compensation insurance, which will not only protect your business but also your employees. Keeping your employees safe does not have to be an expensive endeavor for your company. There are numerous ways to promote safety routines and programs, all of which will help you reduce your workers’ compensation costs. If you use the best practices for claims management and follow them in a timely manner, your employees will be able to return to work as soon as they receive medical clearance to do so. Not only will production return to normal, but workers’ compensation costs will get cheaper as well.
Come to EZ for free, instant quotes from one of our agents if you are looking for the best workers’ compensation policy. And if you already have workers’ compensation benefits but are looking for a better deal, we can assist you. Your EZ agent will be familiar with the local laws and able to guide you as you shop around for the best policy at the most affordable price. Enter your zip code in the box above or call us at 877-670-3538 to speak with one of our agents.
Standard Endorsements
Fellow Employee Coverage