The coronavirus (COVID-19) pandemic has upended the entire world, it seems. With fluctuating infection rates and conflicting official guidance, organizations will need to adapt quickly if they want to succeed in the post-coronavirus landscape. Find out the 5 ways COVID-19 is reshaping HR below!
HR teams stand at the forefront of these efforts. For years, HR departments have been tasked with ushering in fundamental workplace changes, and this moment is no different. This article includes five ways the coronavirus is reshaping HR and how departments can adapt to these new challenges.
1. Greater Remote Working Opportunities
When nonessential businesses shuttered due to COVID-19, many couldn’t function at all. Only organizations with some remote-capable workers were able to maintain operations. This is spurring business leaders to consider allowing employees to continue working remotely after the coronavirus pandemic eases. Technology giants like Twitter and Facebook have already signaled that they will extend remote opportunities to employees who want them.
Employers should consider whether there are areas where they can expand their own remote-working roles. Having at least some employees who can work from home enables adaptability if the workplace must close suddenly. Such arrangements can also reduce costs, especially if they allow a business to reduce its office footprint and pay a smaller lease.
2. More Mental Health Benefits
Reopening a business does not erase the hardship endured by its employees during its closure. Employees may still be grappling with mental health issues that can impact their performance when the doors reopen. Even workers who were fortunate enough to continue working during the COVID-19 pandemic may be suffering from mental health issues that may cause them to burn out.
Employers are taking steps to reduce the mental health burden of employees. Many are already offering mental health benefits, including counseling and access to health professionals. Some businesses are simply working with employees to accommodate their needs. This may include offering flexible scheduling, reduced work hours or other holistic approaches.
3. Virtual Training Solutions
As remote working has shown, employers are eager to maximize their virtual capabilities. Virtual training is another way they’re doing so. This training is just what it sounds like: employee learning conducted online, though an app or some other virtual platform. With more employees working remotely, this type of training makes the most sense.
Even employers with no remote workers should consider virtual training. Not only does it reduce face-to-face interactions (critical during a pandemic), but it can help learning retention. Companies like Walmart, Home Depot and Best Western are already using virtual training solutions. Expect more companies to do likewise in the near future.
4. Virtual Interviewing
Virtual interviewing is the safest option during the coronavirus pandemic, but it will likely remain a popular solution for employers post-coronavirus as well. Virtually interviewing can save time and resources for both employers and candidates, since there is no commute nor meeting space involved.
Virtual interviews can also help employers draw from a larger talent pool, since many people primarily search for jobs online anyway. Many job seekers frequently use websites such as LinkedIn, Indeed and Handshake. Having the ability to recruit from one of these sites, then seamlessly move to a virtual interview, could help employers get talent in the door faster.
5. Reskilled Workforces
Worker reskilling is perhaps the most significant way COVID-19 is reshaping HR at the moment. In effect, employees must learn brand new processes, workflows and standards in order to function in a post-coronavirus workplace. These elements may include stricter hand-washing guidelines, social distancing protocols and updated customer-interaction policies.
Some employers are going beyond health protocols, instead opting for a holistic approach to training. Companies like Amazon and AT&T are investing in training solutions to ensure a more dynamic, capable workforce. These training efforts may include developing social skills, resiliency, critical thinking and other soft skills. By improving these qualities, employers are investing in their workers and, ultimately, providing a better overall product.
Conclusion
These are only some of the ways COVID-19 is reshaping the HR landscape. As more challenges arise and circumstances evolve, employers must adapt as well if they want to stay competitive. Speak with GDI Insurance Agency, Inc. to discuss workplace strategies that can help keep you ahead of the curve.
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We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive business insurance quote!
Prevent Remote Employee Burnout During the COVID-19 Pandemic
The shift to telecommuting has made it possible for employees to work while staying safe and preventing the spread of the coronavirus disease 2019 (COVID-19) pandemic, but it has also created a few challenges, including increased levels of workplace stress and employee burnout. Find out what you can do to prevent your remote employee burnout.
What is Remote Employee Burnout?
According to the World Health Organization, doctors can diagnose an employee with burnout if they exhibit the following symptoms:
Exhaustion or energy depletion
Decreased engagement at work, or feelings of negativism or cynicism related to one’s job
Reduced productivity or efficacy
For some employees, the negative effects of burnout extend beyond their work life and into their home and social life. Moreover, burnout can increase an employee’s risk for getting sick or developing a chronic condition.
How to Prevent Burnout in Remote Employees
Since burnout is the result of prolonged and chronic workplace stress, it’s important to know how to recognize the signs of workplace stress.
While it may not be possible to eliminate job stress altogether for your employees, you can help them learn how to manage it effectively. Common job stressors include:
Heavy workload
Long work hours
Lack of work-life balance
Concerns over job security
While dealing with stress is a normal part of everyday life, and these uncertain times may be elevating your employees’ overall stress levels, it’s important to watch out for prolonged stress. Here are some early warning signs of burnout:
Anxiety or depression
Low morale
Short temper
Headache
Stomach or back problems
Fatigue
You can implement various activities to help reduce employee stress, which can improve health and morale—and productivity.
Make sure that workloads are appropriate.
Have managers regularly check in with employees to facilitate communication.
Recognize and celebrate employees’ successes. This contributes to morale and decreases stress levels.
Encourage a positive work-life balance.
Train managers on strategies to keep employees engaged and motivated at work.
Educate managers on the signs of employee burnout.
Set clear expectations for working hours and productivity.
Keep in mind that some employees will have to balance caregiving and telecommuting responsibilities.
Be flexible and understand that not all employees will thrive while telecommuting.
Don’t task out busy work during these times to prevent heavy workloads.
While these strategies can help prevent burnout, they’re not right for every organization. Be sure to carefully review each tip before implementing a mitigation strategy at your business.
For More Information
Burnout is a serious syndrome that may be affecting your employees. As such, it’s important that you recognize the signs of burnout and take steps to prevent it while your employees are working from home during the COVID-19 pandemic.
For more information on stress reduction resources for employees, contact GDI Insurance Agency, Inc. today.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive insurance quote!
The coronavirus disease (COVID-19) pandemic has changed many aspects of the current workplace, and soon, employers should begin planning for what their post-coronavirus office will look like. Previously, social distancing and COVID-19-related best practices hadn’t been a topic on the mind of most employers or employees. By updating office layouts, encouraging new behaviors and expanding remote work options, employers can help prevent the spread of future diseases, and protect the health and safety of employees. Designing a post-coronavirus office takes planning and vision.
Physical Changes to Workplaces
As employers prepare for employees who will be returning to the office, organizations can consider the following best practices for their office space:
While updating practices to best prevent the spread of illnesses will also require changes in behavior, employers can take a step in the right direction by ensuring that designing a post-coronavirus office space that is aligned with encouraged behaviors of employees.
Behavioral Changes
While every business is different, there are practices many organizations can implement and behaviors they can encourage. Common post-coronavirus adjustments may include:
Create expectations for handwashing. According to the Centers for Disease Control and Prevention (CDC), one of the best actions to prevent the spread of coronaviruses is washing hands with soap and water for at least 20 seconds. Encourage employees to do so often, and consider creating policies to reinforce this behavior.
Ban or discourage shaking of hands. While shaking hands is an instinct in many cases, this practice can spread germs, diseases and illnesses at an expedited rate.
Increase cleaning schedules. According to the CDC, COVID-19 can remain on hard surfaces for up to 12 hours, creating a potential risk of transmission.Review how cleaning schedules can be more frequent and thorough.
Adjust meeting practices. Encourage limited amounts of participants in meetings, and advise them to spread out and avoid sharing multi-touch devices.
Technology Considerations for Employers Designing a Post-coronavirus Office
Beyond updating office layouts and encouraging virus-resistant practices, some employers are considering how the use of technology can aid in efforts to prevent the spread of diseases. Some organizations are tracking employees’ distances through cellphones or other devices, and even screening employees and guests for high body temperatures. Employers can also consider installing or expanding the use of hands-free voice assistants, such as Amazon, Google or Apple devices, with the intent of reducing the use of shared technology surfaces used by multiple employees. While not all of these changes will make sense or be feasible for all organizations, employers can consider how updated business practices can encourage social distancing, and reduce the touching of shared surfaces—both during and even after the COVID-19 pandemic.
Expanding Telecommuting Options
According to a survey of U.S. employers by the Computing Technology Industry Association conducted in 2019, more than two-thirds of respondents across a range of different industries and professions reported increased productivity when workers telecommuted full- or part-time. While the feasibility of remote work varies depending on an employee’s job responsibilities, expanding remote work options offers other benefits as well. These additional benefits can include:
Increased flexibility
Increased retention
Reduced greenhouse emissions
The ability to tap into a broader talent pool
Fewer opportunities for diseases such as coronaviruses to spread
Notably, by expanding remote opportunities post-coronavirus, employers can reduce the amount of human interaction that takes place at a physical location. Also, by allowing remote work, employees who are sick are less likely to physically attend the office. Best practices for expanding remote work include creating outlined companywide remote practices, rather than leaving remote work approval requests up to the subjective opinion of a manager. As employers consider how they can best create remote work policies, many considerations factor into the equation. For additional resources about how to best use the remote workplace, contact GDI Insurance Agency, Inc..
Preparing for Future Pandemics
Even after reopening, health experts warn that businesses should also be prepared for future pandemics. Additional waves of COVID-19 could reemerge in the near future, and employers should create plans that account for partial or full closings of office locations.
Designing Post-coronavirus Office
As employers plan for how to operate post-coronavirus, creating preventive best practices can set up organizations for success. While the easy return-to-work procedure will be to fall back on existing practices, the COVID-19 pandemic allows an opportunity for organizations to consider how creating an updated workplace with virus-resistant practices, as well as expanding remote work opportunities can prepare them for future pandemics.
As employees reenter the job market, post-coronavirus practices will be top of mind. By being proactive and establishing appropriate measures and practices, employers can not only help prevent the spreading of diseases—but put employees at ease, knowing that necessary steps are being taken to ensure the health and safety of those who will be spending time at the office.
As laws and guidelines related to COVID-19 change, employers should consult with legal counsel when updating or changing policies. As you navigate through reopening your office locations, contact GDI Insurance Agency, Inc. for additional COVID-19 resources.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive insurance quote!
California has enacted two laws that require certain employers in the hospitality and transit industries to provide employee training to combat human trafficking
The new laws, known as SB
970 and AB
2034, went into effect on Jan. 1, 2019, but give subject employers until
Jan. 1, 2020 or 2021 to provide the initial training. Subject employers include
hotels, motels, intercity passenger rail stations, light rail stations and bus
stations.
Under existing law, these and other employers must also post notices about human trafficking in multiple languages.
Highlights of Training to Combat Human Trafficking
Two new California laws require certain
employers to provide training on human trafficking to their employees.
The new training requirements apply to hotels,
motels and employers that operate intercity rail or bus stations.
These and many other employers, businesses and
establishments must also post notices on human trafficking.
Important Dates
January 1, 2020
Training
deadline for hotel and motel employees who were hired prior to July 1, 2019
(others must be trained within six months of hire).
January 1, 2021
Training deadline for intercity rail and bus station employees.
What Are Your Action Steps?
Hotels and motels in California should become familiar with
SB 970, ensure that their existing employees receive the required training by Jan. 1, 2020, and ensure that any
new employees receive the training within in six months of hire.
Employers who operate rail or bus stations in California should become familiar with AB 2034 and ensure that their employees receive the required training by Jan. 1, 2021.
Training Requirements for Hotel and Motel Employees to Combat Human Trafficking
As of Jan. 1, 2019, every hotel and motel (other than bed-and-breakfast
inns) that has five or more employees
in California must provide classroom or other interactive training and
education regarding human trafficking awareness. This training is required for all
employees who are likely to interact or come into contact with victims of human
trafficking. These include any employees who have recurring interactions with
the public, such as those who work in a reception area, perform housekeeping
duties, help customers in moving their possessions or drive customers.
Any such, employees who were hired before July 1, 2019, must
receive the required training by Jan. 1,
2020. Those hired after July 1, 2019, must receive the training within six months of hire. Each of
these employees must also repeat the training at least once every two years.
Training to Combat Human TraffickingProgram Requirements
The human trafficking awareness training and education program
for hotel and motel employees must be at least 20 minutes long and include, at minimum, the following:
The
definition of human trafficking and commercial exploitation of children;
Guidance
on how to identify individuals who are most at risk for human trafficking;
The
difference between labor and sex trafficking specific to the hotel sector;
Guidance
on the role of hospitality employees in reporting and responding to this issue;
and
The
contact information of appropriate agencies, including, but not limited to, the
National Human Trafficking Hotline toll-free telephone number (1-888-373-7888)
and text line (233733), and the telephone numbers of the appropriate local law
enforcement agencies.
The program may also include materials and information
provided by the California Department of Justice, the Blue Campaign of the
federal Department of Homeland Security, and private nonprofit organizations
that represent the interests of victims of human trafficking.
Enforcement
If a hotel or motel fails to comply with these new training requirements, the California Department of Fair Employment and Housing may seek a court order requiring compliance.
Training Requirements for Intercity Rail and Bus Station Employees
On or before Jan. 1,
2021, every business or other establishment that operates an intercity
passenger-rail station, an intercity light-rail station or a bus station in
California (regardless of the number of employees) must provide training on how
to recognize the signs of human trafficking and how to report those signs to
the appropriate law enforcement agency. This training is required for all employees
who may interact with or come into contact with a victim of human trafficking
or are likely to receive, in the course of their employment, a report from
another employee about suspected human trafficking. Each of these employees,
whether existing or new, must receive the required training on or before Jan. 1, 2021.
Program Requirements
The training program for intercity passenger- or light-rail
and bus station employees must be at least 20
minutes long and include, at minimum, the following:
The
definition of human trafficking, including sex trafficking and labor
trafficking;
Myths
and misconceptions about human trafficking;
Physical
and mental signs to be aware of that may indicate that human trafficking is
occurring;
Guidance
on how to identify individuals who are most at risk for human trafficking;
Guidance
on how to report human trafficking, including, but not limited to, the national
hotline (1-888-373-7888 and text line 233733) and contact information for local
law enforcement agencies that an employee may use to make a confidential report;
and
Protocols
for reporting human trafficking when on the job.
The training program may also include information and
material utilized in training Santa Clara County Valley Transit Authority
employees, the California Department of Justice and private nonprofit
organizations that represent the interests of human trafficking victims.
Enforcement
An intercity rail or bus station that fails to comply with
the new training requirements may be subject to civil penalties of $500 for a
first offense and $1,000 for each subsequent offense.
Posting Requirements for Various Employers
Since 2013, California law has required various businesses
and other establishments to post a notice regarding human trafficking in a
conspicuous place near the public entrance of the establishment or in another
conspicuous location in clear view of the public and employees, where similar
notices are customarily posted. As of
Jan. 1, 2018, this requirement applies to all:
On-sale general public premises licensees under
the California Alcoholic Beverage Control Act;
Adult or sexually oriented businesses;
Primary airports (as defined by federal law);
Intercity passenger rail or light rail stations;
Bus stations;
Truck stops (defined as privately owned and
operated facilities that that provide food, fuel, shower or other sanitary
facilities, and lawful overnight truck parking);
Emergency rooms within general acute care
hospitals;
Urgent care centers;
Farm labor contractors;
Privately operated job recruitment centers;
Roadside rest areas;
Certain businesses or establishments that offer
massage or bodywork services for compensation; and
Hotels, motels and bed-and-breakfast inns (other
than personal residences).
These employers may use the California Department
of Justice’s model notice or another notice that meets the requirements
outlined in the law. Specifically, the law requires each notice to be at least
8 ½ inches by 11 inches in size and written in a 16-point font and to include
the following statement:
If
you or someone you know is being forced to engage in any activity and cannot
leave—whether it is commercial sex, housework, farm work, construction,
factory, retail, or restaurant work, or any other activity—text 233-733 (Be
Free) or call the National Human Trafficking Hotline at 1-888-373-7888 or the
California Coalition to Abolish Slavery and Trafficking (CAST) at
1-888-KEY-2-FRE(EDOM) or 1-888-539-2373 to access help and services.
Victims
of slavery and human trafficking are protected under United States and
California law. The hotlines are: available 24 hours a day, 7 days a week,
toll-free, operated by a nonprofit nongovernmental organization, anonymous and
confidential, accessible in more than 160 languages, and able to provide help,
referral to services, training, and general information.
Finally, the notice must be posted not only in English, but
also in Spanish and, if applicable, one other language that is the most widely
spoken language in the county where the establishment is located and for which
translation is mandated by the federal Voting Rights Act.
Enforcement
An entity that fails to post the notice as required may be subject to civil penalties of $500 for a first offense and $1,000 for each subsequent offense.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive insurance quote!
DOL IssuesNew Salary Limits for Overtime Exemptions
On Sept. 24, 2019, the U.S. Department of Labor (DOL) announced a new final rule that updates the salary thresholds that some individuals must meet in order to qualify for a minimum wage and overtime exemption under the federal Fair Labor Standards Act (FLSA). These new salary limits for overtime exemptions become effective on January 1, 2020.
The final rule affects the exemptions for executive, administrative and professional (EAP) employees, highly compensated employees (HCEs), employees in the motion picture industry and individuals who work in various U.S. territories.
Action Steps for Your Business
The final rule’s Jan. 1, 2020
effective date leaves little time for employers to prepare for the changes. Employers
should:
Determine which currently exempt employees have
salaries below the new threshold; and
Decide whether to increase salaries for these
individuals or reclassify them as non-exempt employees.
The 2019 Salary Limits for Overtime Exemptions Rule
As expected, this final rule includes updates to the
standard salary level for the EAP and HCE exemptions and allows employers to
count up to 10 percent of an employee’s nondiscretionary bonuses and incentive
payments (including commissions) as part of the employee’s standard salary
level.
The rule also creates special standard salary levels for the
exemption that applies to employees in the motion picture production industry
and some U.S. territories.
The table below shows the salary levels for the EAP and HCE exemptions that will apply on Jan. 1, 2020. The final rule’s salary levels are different from the 2016 rule and the 2019 proposed rule.
Non discretionary Bonuses
The final overtime rule will allow employers to use an
employee’s bonuses to satisfy up to 10
percent of the employee’s salary level requirements if:
The bonus, commission or other incentive pay is non discretionary; and
The employee receives this incentive pay at least annually (during any given year or 52-week period).
The final rule also contains a “catch-up” provision that enables employees to remain exempt when their non discretionary bonuses aren’t enough to meet the salary level required by an FLSA exemption. Under this new rule, employers must make a “catch-up payment” within one pay period at the end of the 52-week period before losing that employee’s exempt status. The DOL has warned that any catch-up payment “will count only toward the prior year’s salary amount and not toward the salary amount in the year in which it is paid.”
Additional Updates on Salary Limits for Overtime Exemptions
The final rule sets a special salary level of $380 per week
for American Samoa, and sets a special salary level of $455 per week for
employees in Puerto Rico, the U.S. Virgin Islands, Guam, and the Northern
Mariana Islands.
The rule also establishes a base rate threshold for
employees in the motion picture producing industry of $1,043 per week. This new
threshold can be prorated based on the number of days the employee has worked.
The DOL intends to update the standard salary and HCEs total annual compensation levels more regularly in the future through notice-and-comment rule making.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive business insurance quote!
In wake of the #MeToo movement, awareness of sexual harassment has increased, but not necessarily at small businesses. Unlike their larger counterparts, small business and sexual harassment claims have increased because they’re less likely to have formal workplace policies in place.
According to the CNBC/SurveyMonkey Small Business Survey of more than 2,000 small business owners, only half of businesses with 5-49 employees had formal sexual harassment policies in place. That number decreased to 39 percent at businesses with less than five employees. That’s a stark contrast to businesses with 50 or more employees, as 85 percent said they had formal sexual harassment policies in place.
Eleven percent of the businesses surveyed said they issued company wide reminders of their sexual harassment policies and reporting procedures as a result of the #MeToo movement and other high-profile sexual harassment accusations. Nine percent said they’ve reviewed policies regarding diversity and gender equality. Seven percent have required new or additional training, and 4 percent have issued new reporting procedures. However, 61 percent of all businesses surveyed did not take any of the above precautions.
Role of HR in Small Business and Sexual Harassment Claims
Complicating matters for small businesses is that two-thirds of those surveyed lacked an official human resources professional, meaning that the business owner was responsible for handling any harassment claims. Only 3 percent said it was the job of human resources personnel to handle harassment issues and 10 percent said they had no specified way to handle harassment at all. Without a designated, unbiased person to speak to about harassment, employees may be afraid to report it for fear of retaliation.
Harassment can take many shapes. Understanding the different situations that qualify as harassment and explicitly spelling them out in your HR policies can help your employees feel safer since they’ll have a clear way to report things.
What You Should Look For That Could Indicate Sexual Harassment
There are a few signs that your small business should look for that could indicate sexual harassment:
An employee touches another employee: An employee, especially a person in a management position, touches and massages another employee’s arms and shoulders. Without having a sexual harassment policy in place, this business could be liable for sexual harassment
Women quit more frequently than men: This could indicate that there is a culture of fear. If you lose women employees as they move up the ranks, you may want to investigate. Track turnover patterns and see if you notice any trends.
Fire a pregnant employee: Pregnancy can become a mark of discrimination for women. The best solution is not to put your small business in a situation where an illness or pregnancy could wreck short term issues on the business side. Outsourcing maybe be needed or additional staff to help cover your business. Make sure you plan ahead to protect your small business.
Protect Your Small Business From Sexual Harassment Claims
A lack of a formal employee handbook with policies and procedures for handling sexual harassment in the workplace doesn’t mean that a business owner is exempt from liability. Although federal law exempts small businesses with less than 15 employees from the requirement to have a sexual harassment policy, it’s in their best interest to establish one.
Other than the fact that state laws may have smaller thresholds for requiring a formal policy, the financial and reputational costs are too high to risk running a business without one.
California’s Leader in Insurance and Risk Management
As one of the fastest growing agencies in California, GDI Insurance Agency, Inc. is able to provide its clients with the latest and greatest of what the insurance industry has to offer and much, much more. We offer the state of California Mandatory Sexual Harassment training at no cost for our clients.
We are headquartered in Turlock, CA, with locations across the heart of California’s Central Valley, Northern California and beyond to provide a local feel to the solutions and services we provide our clients. We pride ourselves on exceeding our client’s expectations in every interaction to make sure that our client’s know how much we value and appreciate their business. Contact us today 1-209-634-2929 for your comprehensive small business insurance quote!
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