We are proud to announce that UNICO Group has been named a Platinum Partner by United Fire Group! Agencies are awarded this honor based on UFG’s high-quality standards of measurement and only the top 8% of agents qualify. UFG incorporates a unique set of metrics that agencies are evaluated against in order to receive this honor including profitability, growth, retention, and claim frequency. UNICO has qualified as a Platinum Partner agency for 2 consecutive years. We are proud to be recognized as one of the highest-performing UFG agencies in the country.
As UNICO continues to be recognized as the workers’ compensation experts dedicated to lowering costs we are amazed at how many companies are not getting any assistance to help them ensure their open workers’ compensation claims are monitored properly. This can have a dramatic impact on how the NCCI experience modification factor is developed. When a workers’ compensation claim is submitted the adjuster will set up a reserve amount which is an estimate of what may be paid out for that claim. That reserve number may change as the claim develops and the adjuster learns more about the status of the injured employee. This reserve will likely be what the ultimate settlement may be which can be inflated. However, there are many cases where communication […]
A recent study found that if an injured employee seeks out legal representation for a workers’ compensation case, the costs will be much higher. Permanent disability claims involving attorneys, or 80% of permanent disability claims, averaged $66,208 in benefits and expenses, compared to $25,300 for claims that did not involve attorneys. Time away from work because of disability also was substantially higher and claims were slower to close. The severity of the injury, the claims process and the perception of the injured employee. While the correlation between severity of injury and attorney involvement is difficult to mitigate, employers can do a lot to minimize the other two factors. A Workers’ Compensation injury is not just a medical problem, there are complex psychological and social issues […]
The human resources function in companies continues to evolve and change especially with all the complexities being thrown at companies regarding the ACA, OSHA, compliance, and other legal issues. Many companies that we work with don’t have the staff or the money to have a full-time human resources person so they turn those responsibilities over to an employee that is wearing several hats within that company. There are many instances when a complex HR issue arises and these people don’t know where to turn to get the expert guidance they need. Many companies turn to web based HR portals for information but this can only help to a certain degree. It takes time and effort to try and research the issue at hand and many […]
Question: We are designing our wellness programs for this year and want to offer a wellness benefit to our non-smokers. Are there special compliance rules surrounding wellness programs? Answer: A group health plan is allowed to offer a discount to non-smokers if it is part of formal wellness program that is non-discriminatory under HIPAA. The Department of Labor has specific guidelines as follows: For a group health plan to maintain a premium differential between smokers and nonsmokers and not be considered discriminatory, the plan’s nonsmoking program would need to meet the five requirements for wellness programs that require satisfaction of a standard related to a health factor. Accordingly, under the final rules, this wellness program would be permitted if: The premium differential is not more […]