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Blog/Resources

Moving Day

Posted by on May 4, 2018 in Blog News, Blog/Resources | Comments Off on Moving Day

Happy Friday everyone! In preparation for our move, our offices will be closing down at 10am today May, 4th. This includes phones and computer systems. We will be reopening Monday May, 7th in our Carpinteria office during our normal business hours of 8am – 5pm. Thank you for your patience during this time! Have a fun-filled and safe Cinco De Mayo weekend! Share this:Click to share on Facebook (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Google+ (Opens in new window)Click to share on Twitter...

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Employee Appreciation Day

Posted by on Apr 6, 2018 in Blog News, Blog/Resources | Comments Off on Employee Appreciation Day

Happy Friday from Brown and Brown Insurance of Santa Barbara, to you! Our office will be closing at today Friday, April 6th at 12 noon for an off-site Employee Appreciation event. We will reopen Monday, April 9th at 8 am. Have a happy and safe weekend! Share this:Click to share on Facebook (Opens in new window)Click to share on LinkedIn (Opens in new window)Click to share on Google+ (Opens in new window)Click to share on Twitter (Opens in new window)MoreClick to email this to a friend (Opens in new window)Click to print (Opens in new window)

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We are Moving!

Posted by on Mar 23, 2018 in Blog News | Comments Off on We are Moving!

We are Moving!

Our office locations are moving.

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What Is a Serious Health Condition Under FMLA?

Posted by on Jan 18, 2018 in Blog News | Comments Off on What Is a Serious Health Condition Under FMLA?

What Is a Serious Health Condition Under FMLA?

One of our employees says they have a “serious health condition” and need to take time off for treatment. Can you tell me what the requirements are here? It’s likely the employee may enjoy protected leave under the Family and Medical Leave Act (FMLA). This federal law applies to all public agencies and any private employer with 50 or more employees. The employee will be eligible for protected leave under this Act if the employee has worked for the Company for at least 12 months in the last seven years, has worked at least 1,250 hours for...

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Can an employee work for another employer while on family medical leave?

Posted by on Jan 16, 2018 in Blog News | Comments Off on Can an employee work for another employer while on family medical leave?

Can an employee work for another employer while on family medical leave?

Can an employee work for another employer while on FMLA? The answer to this question depends on whether or not you have a moonlighting or outside employment policy. If you do not have a policy that specifically prohibits employees from working for other employers, then the fact that they are employed elsewhere during a leave is likely not cause for discipline. The FMLA regulations have addressed this directly, stating, “If the employer has a uniformly-applied policy governing outside or supplemental employment, such a policy may continue...

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Important Information Regarding the Montecito Mudslides

Posted by on Jan 10, 2018 in Blog News | Comments Off on Important Information Regarding the Montecito Mudslides

Important Information Regarding the Montecito Mudslides

In the wake of natural disasters like the Montecito Mudslides, Brown & Brown prioritizes your safety and access to resources. We have provided some information and links below should you need to utilize them. As always, Brown & Brown is available to assist you with filing any claims if necessary. If you have any questions about your policies, how to file a claim, or need mudslide-preparedness resources, don’t hesitate to contact us at 800-350-6328.   Insurance Company Contacts: ACE Billing 800-444-6161 Claims...

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Federal and State Wage Increases

Posted by on Jan 2, 2018 in Blog News | Comments Off on Federal and State Wage Increases

Federal and State Wage Increases

Federal Contractor Minimum Wage Increase The minimum wage for federal contractors will increase to $10.35 per hour as of January 1, 2018. The wage requirement applies to new and replacement contracts (solicited on or after January 1, 2015) with employers covered by the Service Contract Act or any employer who handles concessions and services in connection with federal property or lands. We recommend that employers review the pay rates of their employees and plan any changes necessary to comply with the rate increase.   California New...

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What Forms Need to Be Updated After a Name Change?

Posted by on Dec 27, 2017 in Blog News | Comments Off on What Forms Need to Be Updated After a Name Change?

What Forms Need to Be Updated After a Name Change?

Does an I-9 form need to be updated when an employee has a name change? What about other forms? When an employee changes their legal name, you are not required to update their I-9. However, the US Citizenship and Immigration Services (USCIS) recommends maintaining correct information on I-9s. You can easily update an employee’s I-9 by entering their new legal name in Box A of Section 3, and then sign, date and print your name on the final line. You can request documentation of the name change so you can update the I-9, but employees are...

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Is Serving Alcohol at the Holiday Party a Liability?

Posted by on Dec 20, 2017 in Blog News | Comments Off on Is Serving Alcohol at the Holiday Party a Liability?

Is Serving Alcohol at the Holiday Party a Liability?

Is serving alcohol at the holiday party a liability? If so, what can we do to protect ourselves? Yes, alcohol can be a liability. Partygoers who overindulge could cause an accident at or after the party, or they might act in ways that violate your harassment policy. There are steps you can take to protect both yourself and your employees. Here are some practices you might consider: Ahead of Time Employers may be liable for employee misconduct and negligence when the employee is acting “in the course and scope of employment,” so make these...

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How Should We Respond to a Harassment Complaint?

Posted by on Dec 18, 2017 in Blog News | Comments Off on How Should We Respond to a Harassment Complaint?

How Should We Respond to a Harassment Complaint?

We received a complaint about harassment. How should we respond? When a company suspects that an employee has violated its harassment or discrimination policy, we always recommend conducting a complete (and well-documented) investigation into the allegations. This includes speaking with the employee who made the complaint, the accused employee, and any witnesses they name. The investigation generally includes a series of interviews conducted by an impartial manager, company officer, or Human Resources representative. This individual should...

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