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Summer is rapidly coming to an end. This is the time of year that bowlers and center owners look forward to. Before you know it (hopefully) school will be back in session, and Fall bowling leagues will be in full swing!
Over the past few months we have used this newsletter, as a service to you, to provide marketing ideas to help you grow your business. Increasing revenues, however, is only a piece of the puzzle if you want to have a successful center. Equally important is knowing how to best protect your investment.
In the coming months we will begin to focus on areas of your business where the right insurance coverage could better protect you and possibly save you money at the same time!
Remember, we are here to serve you! Tell any of your managers and owners that you have relationships with to give us a call or email us to add them to our newsletter.
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Employment of Minors
 School is right around the corner, but it's not here yet. And many teens who have been lucky enough to find Summer jobs will continue to work right up until the school year begins and beyond. The odds are good that many of you have employed these text-happy, pimple-faced kids for the summer as temporary full-time or part-time help.
As benevolent as you may feel for even offering a job to a teenager, there are three important steps to take when employing one. 1) Local and state laws need to be examined for minimum permissible age and any/all other responsibilities of the employer that would differ from the adult employee. One twist on the question is to learn whether a "volunteer" assignment (sports official) of minor age, or a "commission only" assignment (pro shop sales) to a minor, or even a "tips only" assignment (e.g., a caddy) is a "worker" in this context. 2) Check with your broker or insurance agent as to any coverage changes needed or recommended by this addition to staff. 3) Once the details of steps 1 & 2 are known and implemented, study the details necessary to control the presence and job description of the minor employee within the program. For example, does it include driving a vehicle on behalf of the program? Does it include after hours access to the premises? Of major concern is employee access to a "restricted area", (i.e., that space which is reserved for authorized patron participation where risks of the activity are assumed). If on duty, employee assignments within restricted areas require training, supervision, and company policies covering both. If off duty, access should not be permitted except as would a patron with all the requirements of a patron, even if for the purposes of an employee party.
Whatever the employee's age, company policies should address access to restricted areas, both on- and off-duty, and document that non-compliance is cause for dismissal.
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*Health Insurance Available*
We can now offer health insurance plans for your full and part-time employees! In addition, we can also assist with your disability, life insurance and dental needs.
For more information please contact:
Bob Langley - toll free 1-800-234-0661 x145
blangley@bbsouthcarolina.com |
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About This Newsletter
You are receiving this newsletter, because the relationship that we have with you is an important part of our business. We are not successful unless you are successful. We know that the key to a successful relationship is communication. Understanding that there can never be too much communication in a relationship, we intend to use this newsletter as an additional line between you and us.
The information provided in this newsletter is intended to help you to maintain and grow your business, help you to stay up to date with current trends in your industry, as well as provide effective marketing tips to help you reach your customers.
We want a successful relationship with you! This is one more service that we wanted to provide to make it the best that it can be.
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People...and the relationships that they form, are our strength. Our reputation has been built on a solid foundation of people dedicated to providing the highest degree of service.
You will be meeting the staff in the next few months. Be sure to tune in!
Please forward this to anyone you know who might find the information helpful. |
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Disclaimer
Material contained within the this Newsletter is intended for general informational purposes only and is not intended as professional counsel or advice, and is not to be used as such. The contents of this Newsletter may not be comprehensive or up-to-date and we make no representation as to the accuracy, completeness, timeliness, merchantability or fitness for a specific purpose of the information provided in this newsletter. Brown & Brown of South Carolina, Inc. d/b/a Bowling Center Insurance assumes no liability whatsoever for any action taken in reliance on the information contained in this Newsletter, or for direct or indirect damages resulting from use of this Newsletter or its content. Any unauthorized use of material contained herein is at the user's own risk. Some of the links made available to you through this Newsletter will take you to websites not under the purview of or affiliated with Bowling Center Insurance and Bowling Center Insurance does not control or endorse such websites or their content. These links are being provided to you only as a convenience, and your access to these websites is done at your own risk and we disclaim any liability for the accuracy of content, validity of systems, effectiveness of tools or technologies, or adherence to privacy, security, accessibility, or other policies of such websites. |
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