Even as stay-at-home orders and restrictions are lifted, daily operations won’t be business-as-usual for many across the country. The coronavirus (COVID-19) pandemic is still going on, despite businesses reopening. Moreover, public health officials and experts are warning of a potential second wave of COVID-19 cases.
Of course, no one knows if or when a second wave of infection will strike—or whether it will be as bad as or worse than the first wave. As such, businesses across the country should start planning today so they’re properly prepared for a second wave of COVID-19 cases.
Review Federal, State and Local Guidancefor Second Wave of COVID-19 Cases
Similar to the first wave of COVID-19 cases, governmental guidance will play a large role in how your organization should respond to a second wave of COVID-19 cases.
The COVID-19 pandemic has impacted states and regions in different ways. A second wave of coronavirus cases may follow the same suit, affecting different regions at different times and in varying capacities.
This means that businesses in one region may be able to remain open, while businesses in other regions may need to close or adjust for a second time. As such, it’s critical to understand and continually review all relevant state and local orders to determine if your business needs to take action in the face of a second wave of COVID-19 cases.
Review Your Organizational Risks
Even if there aren’t federal, state or local recommendations to close your business or make changes to prevent the second spread of COVID-19 cases, that doesn’t mean your organization is safe from the coronavirus. What’s more, some businesses may have greater exposures than others, underscoring the importance of performing a thorough risk assessment to determine how you should respond.
Similar to conducting a risk assessment for planning to reopen following the first wave of COVID-19 cases, your organization should conduct a risk assessment in preparation for a reemergence of COVID-19 cases. While the complexity of risk assessments will differ from business to business, they typically involve the following steps:
Identifying the hazards—When it comes to planning for a second wave of the coronavirus, businesses need to think critically about their exposures, particularly if an infected person entered their facilities. When identifying hazards, it’s a good idea to perform a walkthrough of the premises and consider high-risk areas. It’s also important to consider what tasks employees are performing and whether or not they are especially exposed to COVID-19 risks when performing their duties.
Deciding who may be harmed by a second wave of cases and how—Once you’ve identified hazards to your business, you need to determine what populations of your workforce are exposed to COVID-19 risks. When performing this evaluation, you will need to make note of high-risk individuals (e.g., staff members who meet with customers or individuals with preexisting medical conditions).
Assessing risks—Once you have identified the risks facing your business, you must analyze them to determine their potential consequences. For each risk facing your business, you’ll want to determine:
How likely is this particular risk to occur?
What are the ramifications should this risk occur?
When analyzing your risks, consider potential financial losses, compliance requirements, employee safety, business disruptions, reputational harm and other consequences.
Controlling risks—With a sense of what the threats to your business are, you can then consider ways to address them. There are a variety of methods businesses can use to manage their risks, including:
Risk avoidance—Risk avoidance is when a business eliminates certain hazards, activities and exposures from their operations altogether.
Risk control—Risk control involves preventive action.
Risk transfer—Risk transfer is when a business transfers their exposures to a third party.
For preparing for a second wave of the coronavirus, control measures could include cleaning protocols, work-from-home orders and mandated personal protective equipment (PPE) usage.
Monitoring the results—Risk management is an evolving, continuous process. Once you’ve implemented a risk management solution, you’ll want to monitor its effectiveness and reassess.
Remember, the COVID-19 pandemic so far has been rapidly evolving, and guidance can change quickly. Your business should be prepared to take action at short notice.
Maintain Workplace Safety
Maintaining workplace safety is crucial to preventing the spread of COVID-19 at your organization, and will continue to be crucial in protecting your organization against a second wave of COVID-19 cases. There are a number of OSHA and Centers for Disease Control and Prevention (CDC) workplace controls to consider if your risk assessment determines that COVID-19 poses a threat to your employees or customers. For instance, you should:
Implement administrative controls—Typically, administrative controls are changes in work policies or procedures that reduce or minimize an individual’s exposure to a hazard. An example of an administrative control for the coronavirus is establishing alternating days or extra shifts that reduce the total number of employees in a facility at a given time.
Utilize PPE—Businesses should focus on training workers on proper PPE best practices. Employees should understand how to properly put on, take off and care for PPE. Training material should be easy to understand and must be available in the appropriate language for all workers.
Consider engineering controls—Engineering controls protect workers by removing hazardous conditions or by placing a barrier between the worker and the hazard. For COVID-19, engineering controls can include:
Installing high-efficiency air filters
Increasing ventilation rates in the work environment
Installing physical barriers, such as clear plastic sneeze guards
Screen employees before they enter the building— To keep employees safe, consider conducting screening procedures to identify potentially ill employees before they enter the workplace. The Equal Employment Opportunity Commission permits employers to measure employees’ body temperatures before allowing them to enter the worksite. Any employee screening should be implemented on a nondiscriminatory basis, and all information gleaned should be treated as confidential medical information under the Americans with Disabilities Act—specifically, the identity of workers exhibiting a fever or other COVID-19 symptoms should only be shared with members of company management with a true need to know. Be sure to notify employees of this practice prior to implementation in order to avoid catching them off guard.
Be adaptable—You should be prepared to change your business practices if needed to maintain critical operations. This could involve identifying alternative suppliers, prioritizing existing customers or suspending portions of your operations.
Create a dialogue with vendors and partners—Talk with business partners about your response plans. Share best practices with other businesses in your communities, and especially those in your supply chain.
Encourage social distancing—Social distancing is the practice of deliberately increasing the physical space between people to avoid spreading illness. In terms of COVID-19, social distancing best practices for businesses can include:
Instructing workers to maintain at least 6 feet of distance from other people
Hosting meetings virtually when possible
Limiting the number of people on the job site to essential personnel only
Discouraging people from shaking hands
Encourage employees to stay home if possible—Statistically speaking, the best way to prevent the spread of COVID-19 is to minimize person-to-person contact. As such, employers are using the following strategies to encourage employees to stay home:
Expanding telecommuting policies to ensure as many employees as possible can work from home
Highlighting benefits offerings that employees might not know about, including short-term disability
Expanding leave policies
Offering financial incentives for employees to stay home and not come into the office
Manage the different risk levels of their employees—It’s important to be aware that some employees may be at higher risk for serious illness, such as older adults and those with chronic medical conditions.
Separate sick employees—Employees who appear to have symptoms (e.g., fever, cough or shortness of breath) upon arrival at work or who become sick during the day should immediately be separated from other employees, customers and visitors, and sent home. If an employee is confirmed to have COVID-19, employers should inform fellow employees of their possible exposure to COVID-19. The employer should instruct fellow employees how to proceed based on the CDC Public Health Recommendations for Community-Related Exposure, and applicable local guidance.
Support respiratory etiquette and hand hygiene—Businesses should encourage good hygiene to prevent the spread of the coronavirus. This can involve:
Providing tissues and no-touch disposal receptacles
Providing soap and water in the workplace
Placing hand sanitizers in multiple locations to encourage hand hygiene
Perform routine environmental cleaning and disinfection—Businesses should regularly sanitize their facility to prevent the spread of COVID-19. Some best practices include:
Cleaning and disinfecting all frequently touched surfaces in the workplace, such as workstations, keyboards, telephones, handrails and doorknobs.
Discouraging workers from using other workers’ phones, desks, offices, or other tools and equipment, when possible. If necessary, clean and disinfect them before and after use.
Providing disposable wipes so that commonly used surfaces can be wiped down by employees before each use.
Be sure to consider the needs of your business and implement strategies that are specific to controlling and promoting workplace safety at your organization.
Communicate With Employees
The past few months have caused immense change for your business and your employees. A poll from Ginger, a mental health provider, revealed that 88% of U.S. workers have been moderately to extremely stressed during the past 4-6 weeks, with more than two-thirds reporting these times are the most stressful in their career.
It’s not possible for you to control the pandemic, but it is possible for you to help ease the stress your employees are experiencing. In these uncertain times, it’s imperative that you clearly communicate your business’s plans as frequently as possible. Here are some tips for effective employee communications:
Be open with employees about management decisions and ask for suggestions to rectify problems.
Provide as much information as possible about the pandemic.
Communicate the future of the business with employees often—in meetings, on the company intranet site, in newsletters and in blogs.
Be empathetic in your communications, as every employee’s situation may be different.
Additionally, try to give as much notice as possible if your organization plans to make significant workplace changes, including shutting down operations or requiring employees to work from home.
Prepare Now to Stay Safe Later
Due to the nature of the COVID-19 pandemic, rules and regulations are constantly changing. You should be prepared to change your business practices if needed to maintain critical operations. For more information on how to keep your business, employees and customers safe whether a second wave of COVID-19 cases occurs or not, contact GDI Insurance Agency, Inc.
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. The GDI team has developed an “insurance cost reduction” quoting plan, that provides you with the best coverage at the best rate!
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!
Internal and external communications during the COVID-19 (coronavirus) pandemic can have an impact on how an employer is perceived by both current and prospective employees. Organizations can boost their recruiting efforts by ensuring that their employer brand is resonating with those seeking employment, and importantly, meeting the evolving needs of job seekers. Your employer brand and COVID-19 are especially important during these unique times.
As the coronavirus threat evolves, it’s important to demonstrate a commitment to transparency, adaptability, diversity and inclusion. Trust is earned when employers show compassion and empathy. When appropriate and authentic for your organization, give back to your community if you’re able to. Similarly, you could consider establishing a corporate social responsibility program. A little bit of kindness can go a long way during these times.
This article explores how your employer brand plays a role in retaining and recruiting talent in a post-coronavirus world.
Why It Matters
According to the Society for Human Resource Management, job seekers in the post-coronavirus employment market are looking for:
Safety
Consistency
Stability
Longevity
Social distancing measures have changed the way that we interact, and there are ways that employers can use technology to best engage the job market. Employers should consider using online platforms, such as LinkedIn, Indeed and Handshake, to build their employment brand on the same platforms applicants often use to search for employment opportunities. Just as important as external websites, don’t forget about the careers page on your organization’s website either. Organizations can also expand the reach of their employer brand by participating in virtual events like career fairs and webinars, and can continue to be represented without physically attending events. Ensure your post-coronavirus brand is reinforced through recruiting efforts—both online and offline.
Employers should consider how their brand is resonating with the current employment market—and how their employer brand plays into post-coronavirus plans.
Employer Brand and COVID-19 Updates
Employer brand is as important as ever—and your organization’s coronavirus response can be effectively communicated to job seekers. When considering updates to your employer brand, topics to consider include:
Safety- At the forefront of concern for current and future talent, is safety. While your organization may be going above and beyond to ensure the safety of employees, ensure that these efforts are highlighted in your employer brand. this can be done by:
Prioritizing safety in all company branding—both employment and non-employment related
Including safety-related expectations in job descriptions and postings
Benefits—Job seekers care about health-related benefits such as sick leave and mental health support now more than ever. As your organization updates any benefits packages, ensure these changes fit into your recruitment efforts.
Career focus—Much of the employment market has recently been laid off or furloughed, and hope to avoid a repeat with their next employer. Ensure that the career-orientation of your job openings is clearly part of your employer brand. Job seekers are looking for stability and the opportunity to build a career.
Diversity and inclusion—It’s not about just saying you care about people, it’s about actively showing that you care and making changes when necessary. A focus on diversity and inclusion is crucial to retain diverse talent and their trust. People want to feel a sense of belonging and value in their communities, and that includes the workplace community. Organizations have a responsibility to build trust and acceptance, which will help create a safe environment for their workforce.
Social responsibility—During the pandemic, organizations are focusing on putting people first. Just as you would support employees and candidates, this is an opportunity to give back and contribute toward economic and societal recovery. If you haven’t already, consider implementing initiatives to help your customers, employees and communities get back on their feet. Be authentic and talk about people, not solely numbers and business.
Coronavirus impact—The pandemic should be a core component of your current employer brand as it’s had a significant impact on the lives of most. Job seekers will appreciate this acknowledgment, demonstrating the organization’s transparency. Consider dedicating a section of your website to the coronavirus, or be prepared to address the topic with prospective employees during screening and interviewing processes. Remain truthful and transparent, but include takeaways such as:
How did your organization respond to the coronavirus?
What tough choices has your organization made? Why?
How has your organization continued to contribute to society?
How is your organization engaging in safe workplace practices?
Your organization likely has taken significant steps to be adaptable during this challenging time—so make sure that applicants are aware of your efforts.
Other Brand Considerations
Although you may be focused on recruiting new talent, as the coronavirus threat shifts, it’s vital to keep in mind the health, safety and well-being of employees when making business decisions. The coronavirus pandemic has led to a collective loss of normalcy. As you protect the employer brand from COVID-19 implications, current employees can be the main drivers of your reputation.
Internal communications can help keep employees calm and reduce stress levels. Everyone’s been dealing with much uncertainty. There’s a need to communicate with employees openly, honestly and frequently. Along with prospective employees, external audiences may also include your customers and partners.
Employers can continue to consider how their business practices and branding resonate with current employment markets. Recruiting techniques will vary for every employer. Remember that the workplace will continue to change, and employers should be prepared to adjust accordingly. Transparency now builds trust later.
As laws and guidelines related to the coronavirus evolve, employers should consult with legal counsel when updating or changing policies. To learn more about leveraging your company brand to retain and attract talent, 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 Business insurance quote!
OSHA Guidance for Reopening Nonessential Businesses
On June 18, 2020, the Occupational Safety and Health Administration (OSHA) released guidance to help employers plan how to reopen nonessential businesses. The guidance also addresses issues employers should consider as they ask their employees return to work during the COVID-19 pandemic.
OSHA’s guidelines for reopening nonessential businesses provide general principles for updating restrictions that were originally put in place to slow the spread of the coronavirus.
OSHA’s publication includes charts, examples and illustrations of how safety principles can be implemented for reopening. Specifically, this new guidance covers:
How to plan a reopening
OSHA standards and required protections in the workplace
Available OSHA assistance programs
Answers to employer frequently asked questions.
OSHA has stated that this new guidance is meant to supplement the White House’s Guidelines for Opening Up America Again and the Guidance on Preparing Workplaces for COVID-19developed by the U.S. Departments of Labor and Health and Human Services. A as a result, businesses should follow local timelines and phased reopening plans as they implement OSHA’s guidance. Employers should also continue to monitor federal, state and local updates about community disinfection, best practices and transmission mitigation measures. For example, employers can visit OSHA’s coronavirus webpageand the Centers for Disease Control and Prevention website for updates.
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!
The coronavirus (COVID-19) pandemic has brought ambiguity and a general feeling of not knowing what to expect when returning to the workplace. One thing for certain is that businesses are reassessing their strategies to help plan for a smooth and thoughtful transition back to the workplace. This includes everything from sanitizing your business to commuting post-coronavirus.
Part of that plan is acknowledging that previous work routines may need to change. Work forces will again need to be adaptive like they did with remote working. Employers should continue to demonstrate their willingness to be flexible to support employees. One of the most noticeable changes will be how employees commute.
People are craving normalcy. The majority of commuters will see no change in their post-pandemic travel habits; however, some people might shift to new travel modes if given the chance. This article explores how commute options may change and ways that employers can support employees commuting in a world altered by COVID-19.
Public Transportation and Commuting Post-coronavirus
It wasn’t that long ago that a workday commute meant standing shoulder-to-shoulder on the subway, trying to find an open seat on the train or holding a handrail while standing in a crowded bus. As the pandemic threat shifts, those types of transit situations may cause anxiety for commuters who are practicing social distancing and avoiding large gatherings of people—especially people they do not know.
Employees who rely on public transportation for their commute may be worried about contracting COVID-19. As a result, keep in mind that employees may prefer to travel at off-peak times or take a less busy route to reduce the number of changes.
Vehicles Commuting Post-coronavirus
It’s not surprising that experts predict that people will likely want to drive alone in their personal vehicles to avoid exposure to COVID-19 while commuting.
Discourage carpooling with co-workers or others not living in the employee’s household. For employees who rely on carpooling or other formal ride-sharing services to get to the workplace, encourage them to ask drivers about their cleaning procedures, and practice social distancing and good hygiene (e.g. wash hands, use hand sanitizer and avoid touching the eyes, nose and mouth).
Walking, Bike and Other Transportation
For employees who live close to the workplace, they may opt to walk, or ride a bicycle or e-scooter as an alternative. However, these may be impractical modes of transportation due to local climate or geography.
Consider understanding your employees’ locations and transportation needs as you’re working on a return-to-work plan and outlining commuting post-coronavirus benefits. Employees may change how they were getting to work before COVID-19.
Commuter Tax Benefits
Even before the pandemic, employers may have offered benefits for employees to use a variety of ride-sharing services. Now, there may be more financial reasons to start encouraging efficient commutes. The COVID-19 pandemic qualifies as a disaster for which an employer may reimburse employees for disaster-related expenses on a tax-free basis.
Employers may consider the following strategies to assist employees when returning to the workplace:
Disaster relief payments—Employer payments for mass transit alternatives might qualify as a disaster relief payment under Section 139 of the Internal Revenue Code. Employers in states receiving Federal Emergency Management Agency assistance could make direct qualified disaster relief payments to their employees. Such payments are tax-free to employees and tax-deductible for employers. They also are uncapped and do not require validation.
Mileage reimbursement—Employees who have relied on public transportation to commute but switch to a personal vehicle for safety reasons could be reimbursed for mileage tax-free.
Transportation reimbursement—Employees who switch from public transportation to private car services, taxis or ride-sharing services could be reimbursed or paid directly for those costs if the pandemic is the reason for the commuting change.
De minimis fringe benefits—If local transportation is provided for commuting to or from work because unusual circumstances make other modes of transportation unsafe, only the first $1.50 of the value of each one-way commute is taxed to the employee. The remainder of the value is excluded as a de minimis fringe benefit. The IRS may recognize that employers are paying for ride-sharing because mass transportation poses higher risks of COVID-19 community spread, and because employees are working hours outside their normal hours, overtime or late hours. If the unsafe conditions and unusual circumstances exclusion applies, such payments should also be deductible by employers.
Additional tax complications may happen for workers who have already purchased parking or transit passes that will go unused, as well as workers who have requested a pre-tax salary deduction on the assumption that parking expenses would be consistently incurred.
Employers who wish to provide mass transit alternative payments should continue to check for new IRS guidance.
Other Considerations
To limit employees’ exposure to many other commuters, employers could offer parking subsidies or shuttle buses. If possible, renting a temporary, additional workplace that is centrally located to employees could shorten the commute or eliminate the need for public transportation. Understandably, investing money in another workspace during the pandemic may not be the most ideal option.
If your company already has a remote work program in place, consider extending that for those who can get their work done from home—or allowing employees to work on-site and also remotely. Consider offering flexible hours to accommodate personal responsibilities that are a result of the COVID-19 pandemic (e.g., caring for children or other family members). By standardizing a mix of on-site and off-site remote work, employees could come into the workplace when it’s necessary for meetings and stay at home when it’s not. If it is essential to have everyone back in the workplace, consider staggering schedules so that employees do not have to travel during peak times. Most importantly, encourage employees to stay home if they are sick.
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!
For some barbecue season is year round and for some grilling starts when it gets a bit warmer outside, in California we could barbecue nearly all year round. No matter when you grill, barbecue safety should be a top priority. Every year barbecues cause property damage and injury. In 2011 – 2015, fire departments went to an annual average of 9,600 home fires involving grills, hibachis or barbecues per year, including 4,100 structure fires and 5,500 outside or unclassified fires.
As the weather gets warmer, there is nothing like the scent of food on the grill or the taste of a bbq burger or steak, even a Portabella mushroom is amazing. I think we’ve all went outside and caught the scent of our neighbor’s barbecue and were a little envious!
Barbecue Safety Tips
Grilling is one of the most popular ways to cook food. There are risks when barbecuing your favorite foods. A grill placed too close to anything that can burn is definitely a fire hazard. Because barbecues are very hot they can also cause burn injuries. Follow these grilling tips from NFPA to protect yourself and your property:
Propane and charcoal BBQ grills should only be used outdoors.
The grill should be placed well away from the home, deck railings and out from under eaves and overhanging branches.
Keep children and pets at least three feet away from the grill area.
Keep your grill clean by removing grease or fat buildup from the grills and in trays below the grill.
Never leave your grill unattended.
Always make sure your gas grill lid is open before lighting it
Charcoal purists are passionate and border on rabid. They who would never ever never no how no way own a gas grill.
But as we have seen, from a taste standpoint, they do have a point. The best reasons to buy a charcoal grill is that charcoal can get hotter than standard gas grills without infrared burners. In addition, charcoal, especially before it is fully lit, emits stronger smoke flavors that impact food more the longer it cooks.
There are several ways to get the charcoal ready to use. Charcoal chimney starters allow you to start the charcoal using newspaper as a fuel.
If you use a starter fluid, use only charcoal starter fluid. Never add charcoal fluid or any other flammable liquids to the fire.
Keep charcoal fluid out of the reach of children and away from heat sources. KKK There are also electric charcoal starters, which do not use fire. Be sure to use an extension cord for outdoor use.
When you are finished grilling, let the coals completely cool before disposing in a metal container.
Gas or Propane Barbecue Safety Tips
Check the gas tank hose for leaks before using it for the first time each year.
Apply a light soap and water solution to the hose. A propane leak will release bubbles.
If your grill has a gas leak, by smell or the soapy bubble test, and there is no flame, turn off both the gas tank and the grill.
If the leak stops, get the grill serviced by a professional before using it again.
If the leak does not stop, call the fire department.
If you smell gas while cooking, immediately get away from the grill and call the fire department.
Do not move the grill. If the flame goes out, turn the grill and gas off and wait at least 5 minutes before re-lighting it.
Causes of Grill Fires
In roughly one of every five fires, the grill had not been cleaned. To prevent fires, keep the grill clean.
Position the grill away from the home and from other things that can burn.
Eleven percent of home grill structure fires began when an outside wall caught fire. Six percent began with some type of structural member or framing.
Cooking requires attention, and barbecuing is no exception.
GDI Insurance Agency, Inc. is Dedicated To Keeping You Safe
We understand that life gets busy, but taking the time to follow these barbecue safety tips can save injury or property damage. GDI Insurance Agency, Inc. offers solutions to the many risks that homeowners have.
Located in Turlock, CA, we specialize in providing Homeowners Insurance solutions so you can get back to the business of living, knowing one of your largest assets is protected. Contact us at 1-209-634-2929 learn more about all of our personal risk management solutions for your home, auto and life.
Civil unrest can create unique challenges for businesses. Specifically, business owners face the risk of vandalism, stolen or damaged goods and extensive property damage. With this in mind, it’s crucial to take steps to mitigate the risk of potential damages to your business during periods of civil unrest.
Review the following guidance to help keep your business protected in these situations.
Stay Informed
First and foremost, make sure you stay informed via local authorities, news outlets and social media on potential events or issues that could lead to civil unrest within your community. This practice will allow you to be more aware of when civil unrest is most likely to occur and take a proactive approach to protecting your business.
Assess Property Vulnerabilities
Next, it’s important to assess your business property for potential vulnerabilities. In doing so, you will be able to better determine where to focus your mitigation efforts.
Be sure to conduct a thorough inspection of both your own property and the surrounding area—including neighboring businesses, parking lots, alleys and streets—for specific risk management issues (e.g., gaps in security measures, potential traffic or crowding concerns, the type of property at risk and concerns for employee and customer safety).
Protect Your Property
After assessing potential vulnerabilities, make sure you implement adequate security measures to help keep your business fully protected. Potential security practices to consider include:
Utilizing security cameras
Implementing an intruder alarm system
Boarding up property windows and doors
Ensuring proper locks on all windows and doors
Installing motion-sensing external lighting and glass break sensors
Hiring security guards
Remove Valuables
Try to remove as much cash, merchandise and high-value supplies or equipment from your property as possible. In particular, if your business utilizes a fleet of vehicles, consider moving them to a temporary, secure storage location. This way, you will be able to proactively minimize your losses in the event that your business is targeted.
Further, consider utilizing signage to communicate that money and high-value items have been removed from the premises to help deter potential thieves.
Alter Business Hours
If you suspect that that civil unrest could take place near your property, consider temporarily altering your business hours (e.g., opening or closing earlier than normal) to avoid putting your employees and customers in a dangerous situation. However, make sure you properly communicate these changes with your staff and customers to prevent any confusion. In some cases, it may make sense to temporarily close your business.
Avoid Unnecessary Conflict
In the event that civil unrest takes place while your business doors are open, it’s crucial to educate your staff on how to respond appropriately and avoid unnecessary conflict. Establish an evacuation plan that allows for employees and customers to safely leave the area during a dangerous situation. Designate specific staff to be responsible for securing the property (e.g., locking doors and boarding up windows) before evacuating.
If a potentially dangerous individual confronts any of your employees before an evacuation can occur, encourage them to react calmly and avoid using violence or responding aggressively. Designate specific staff to be responsible for contacting the local authorities or emergency services, if necessary. If the individual attempts to loot or rob your business, allow them to do so—no items are worth the risk of an employee injury or fatality.
Consult Local Authorities
Be sure to express any concerns you have regarding civil unrest in your community with local authorities—including the police department, fire department and government officials—and utilize any resources or guidance that they provide. Consider requesting additional police presence or temporary street closures near your business if you are particularly concerned about the threat of civil unrest.
Secure Proper Insurance
Apart from these loss control methods, you can ensure ultimate protection during periods of civil unrest by securing proper commercial insurance coverage. For additional risk management guidance and insurance solutions, contact us 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 business insurance quote!
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