Blog
Outsourcing FMLA May Be the Break Your HR Department Needs Right Now
FMLA has been maligned by HR departments for years, not only because of the amount of work involved – but also the amount of expertise. Do you ever feel like your management team shouldn’t be the ones determining if a claim submitted actually qualifies? Throwing COVID-related leave into the mix didn’t help, either.
Private companies that employ at least 50 workers (within a 75 mile radius), and public employers regardless of size are required to offer FMLA – 12 weeks unpaid leave during a 12 month period. While many question its value, considering the leave is unpaid – it was put in place to protect the jobs of those experiencing one of the following conditions:
• Birth or adoption of a child
• Care of a spouse, child or parent with a serious health condition
• A serious health condition that renders the employee unable to complete their essential duties
• A qualifying emergency related to a spouse, child or parent being on active military duty
Non-compliance not only puts you on the radar of the Department of Labor (which could result in major fines), but could also expose you to private lawsuits from disgruntled employees. We hear a lot of businesses say, “We just let employees take whatever they need.” Most of them don’t realize that not tracking or over-designating absences to FMLA creates different problems.
FMLA can be very time consuming and frustrating – but Surety HR can take it off your plate. The advantage of using our FMLA services it that we cut your HR department’s work down to completing just one piece of paper, plus tracking the usage. We will handle sending out the appropriate paperwork to employees, and our nurse case manager and in-house counsel will work together to handle the rest, including approving or denying claims. If you’re interested in outsourcing your FMLA management, please reach out to Brian Davis at 440-249-5260 | Ext:107 for more info.
Spooner Celebrates 50 Years!
Posted By Brandy King
July 21, 2025
Category: General
Earlier this month before we left for a long holiday weekend, we gathered all of our employees at Spooner’s Westlake headquarters to celebrate an amazing 50 years in business! We celebrated with sunshine, great food, a few cold beverages, and live music. If you’ve been a client for a while, you may have heard the story of how our founder, Tom Spooner, started our family of companies in 1975. For those that haven’t, we like it so much that it takes up most of our “About Us” section, so you can read it there. The abridged version is: we started with grit and determination, and found ways to disrupt the industry in the interest of Ohio employers. Tom Spooner felt then, as our leadership team feels today, that Ohio business big and small need a true partner when it comes to risk management. We’re beyond proud to be that partner to thousands of businesses. While we’ve been lucky enough to experience tremendous growth over the last five decades, we’ve been cautious about keeping that growth organic and maintaining the values and integrity that got us here. We love what we do, and that passion is a big part of what’s kept our client retention rate hovering over 98% for countless consecutive years. We’d like to thank our incredible staff and leadership, and our trusting clients for helping us achieve this milestone. Here’s to the next
OSHA Issues a Flurry of Proposed Rules
Posted By Brandy King
July 21, 2025
Category: General
The Occupational Safety and Health Administration (OSHA) recently proposed some sweeping changes to longstanding regulations. OSHA published a whopping 25 proposed rules and one final rule on July 1, 2025. The proposed rules encompass several different topics related to worker health and safety. Some of the proposals will impact very narrow groups of employers and industries, and a few may have a substantial impact on a large number of U.S. employers. OSHA’s commentary on these changes indicates a goal of removing unnecessary regulatory burdens on employers, while also streamlining OSHA’s regulatory process. The only final rule put into place (and effective immediately) eliminates the need for OSHA’s administrator to seek opinions of the Advisory Committee on Construction Safety and Health before publishing, changing, or revoking standards that apply to construction work. Below are a few high notes from some of the more broadly applicable proposed regulations. Remember that OSHA’s rulemaking process requires them to publish these proposed changes and allow time for public commentary and feedback. The links above and below lead to the Federal Register site, where the full details of the suggested changes can be accessed along with the feedback submission form. Highlights of Notable Proposed Rules Application of the General Duty Clause: This could be the change that causes the most stir and elicits the most feedback. While the General
Ohio BWC Safety Grants Available
Posted By Brandy King
July 21, 2025
Category: General
Ohio BWC has opened the application period the Safety Intervention Grant (SIG) Program, which matches eligible state-fund employers $3 to $1 on investments to create a safer workplace. Most employers who have had an Ohio BWC policy for at least one year, are paying above minimum premium ($120+), current on installments and true ups with no lapses this year should be able to take advantage. Self-insuring employers, employers in a self-insured PEO, state agencies and state universities are not eligible. Every three years, eligible employers can apply for up to $40,000 in matching funds to purchase “equipment to substantially reduce or eliminate injuries and illnesses associated with a particular task or operation.” The first thing to note is that if your organization wants to benefit from the Safety Intervention Grants, you must complete this process before purchasing equipment. Be prepared with info on workers’ comp claims or incidents associated with the particular area or task, number of employees performing the task, and explore vendors to get price quotes on equipment. As always, there are items and services that grant funds can’t be used for - like standard PPE, training, equipment needed to meet minimum OSHA requirements, etc. A detailed moratorium can be found here. Of course, there are usually a few strings attached when money is given away. There are reporting requirements once the grant is approved. To avoid getting too
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28605 Ranney Parkway
Westlake, Ohio 44145
Phone: 440-249-5260 ext. 153
Hours: 8AM to 5PM
