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Natural Catastrophes: Preparing for the Inevitable

When it comes to natural disasters, preparation and prevention are just as vital as insurance.
By: | April 3, 2017 • 5 min read

Frequency and Severity.

These two words are often used to quantify risk and under normal circumstances, they are inversely proportional. Losses that happen frequently tend to be less expensive while the billion dollar losses tend to be rare.

However, over the last several years, the loss trends for natural catastrophes have been going in a new direction, with billion-dollar events on the rise.

Recent U.S. weather data from the NOAA’S National Centers for Environmental Information paints the picture:

  • In 2016, 14 separate weather-related events cost more than $1 billion each (see graphic below).1
  • Losses from these 14 events totaled more than $42 billion, the highest amount since 2012.1

These trends are driven in part by storms affecting broader geographic regions outside of their normal zones. Hail, for example, caused significant damage as far south as San Antonio.

“Most people know that natural disasters are increasing in magnitude and cost, but many clients are not aware of how those trends are changing at their specific locations,” said Aja Atwood, Global NAT CAT Practice Leader, National Insurance Property, Liberty Mutual Insurance.

Businesses in areas with historically low exposure especially need to reevaluate their natural hazard risk. When it comes to natural catastrophes, preparation and prevention are just as vital as insurance.

Identify Exposures

With hail, wind storms and hurricanes broadening their geographic footprints, no business should assume that they are safe from any particular type of severe weather.

Companies can conduct routine checks of their properties and identify areas for improvement. Roof age and material are key factors impacting the level of damage done by a storm. Even a few years of exposure to the elements can weaken a roof’s integrity. Risk managers should establish timelines for roof repair or replacement.

Business interruption exposure is also an important consideration.

“Even if the reported physical damage values are low, you can still have a significant business interruption claim,” said Rob Morelli, Head of Engineering Technical Unit, National Insurance Property, Liberty Mutual.

“For example, a location has one primary electrical feed and the transformer for that feed is in a flood zone. It may be one small transformer that only costs $15,000, but has about $100 million tied to it in revenue,” he said.

Strengthen Vulnerabilities

Once the weaknesses are identified, it’s time to develop a mitigation strategy.

For businesses with large schedules of property, prioritizing repairs and creating a long-term maintenance schedule are key. That can mean replacing roofs or installing hail guards and rooftop equipment protections.

Keeping buildings in top shape can help minimize damage when severe weather hits, but it’s also critical to have emergency response and business continuity plans in place to reduce downtime. “A fast response not only mitigates business interruption losses, it also establishes a process to account for workers’ safety and helps a company report claims more quickly after a loss,” says Atwood.

Business continuity plans can include having replacement parts on hand for critical pieces of equipment, identifying sister facilities that can pick up some slack when operations are halted, and creating a communication plan to keep customers and employees informed.

Prepare People

Preparing buildings and equipment to withstand natural catastrophes is one thing. Preparing people is another.

Risk managers should consult with senior managers and employees to understand how weather could impact different operations. The people closest to the work – and most knowledgeable about its vulnerabilities – need to be involved in emergency preparation and response plans. Designate key personnel who have the authority to make decisions in the event of an emergency, like sending out alerts or shutting down a facility.

“Open communication should also extend to other facilities who may have additional insights or preparation recommendations for types of weather they experience more frequently,” Morelli said.

Leverage the Latest Tools

Existing CAT models provide a high level overview of exposure based on zip code, but risk managers with several locations need granularity. More advanced predictive models can map exposure on a micro level by factoring in unique property characteristics like roof age and material, type of construction, the overall condition of a building, number of stories, and any protections already installed.

Liberty Mutual is developing these types of predictive models to provide a clearer view of natural catastrophe exposure and to help guide mitigation plans.

While some data comes from client input, site visits conducted by a team of experienced risk engineers provide more detail.

“For customers with multiple properties, we schedule visits based on several factors, such as a location’s total insurable value, the level of NAT CAT exposure, time between visits, etc.  Looking at these details enables us to provide guidance to customers as to where they should focus immediate efforts.” Morelli said.

“Only by walking on the roof can I know that it’s a single-ply roof cover that’s lost its adhesion, or that there aren’t enough fasteners. Or that they have unprotected skylights in a hail zone,” Atwood added. “My recommendations would be catered towards that location’s specific exposures, and what the budget allows for one month from now and one year from now.” A risk managers can then manage site-specific exposures and prioritize recommendations across the business’s entire portfolio of properties.

Imminent warning systems also help clients stay aware of potential threats in the area. Liberty Mutual monitors the National Weather Services and other local weather resources, tracking conditions like freezing temperatures, high winds and hail.

“If we see patterns that are cause for concern, we can send out an email blast to everyone in the affected area.” Atwood said. The communication provides guidance on storm preparation and what to do in the event of a claim.

These loss control services are what truly add value to an insurance solution.

“If you rely on insurance coverage too much, you forget there are things you can do proactively to protect your business and your livelihood,” Morelli said.

To learn more, visit libertymutualgroup.com/business.

1https://www.ncdc.noaa.gov/billions/events

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This article was produced by the R&I Brand Studio, a unit of the advertising department of Risk & Insurance, in collaboration with Liberty Mutual Insurance. The editorial staff of Risk & Insurance had no role in its preparation.




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Liberty Mutual Insurance offers a wide range of insurance products and services, including general liability, property, commercial automobile, excess casualty, workers compensation and group benefits.

More from Risk & Insurance

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Absence Management

Establishing Balance With Volunteers

It’s good business to allow job-leave for volunteer emergency responders, whether or not state laws apply.
By: | January 10, 2018 • 7 min read

If 2017 had a moniker, it might be “the year of the natural disasters,” thanks to a phenomenal array of catastrophic or severe events— hurricanes, tornadoes, wildfires, ice storms and floods.

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Combined with smaller-scale fires and other emergencies, these incidents tax the resources of local and state emergency services, often prompting the need to call volunteer emergency responders into action.

But as lean as most organizations are already running, volunteer activities can sometimes cause friction between employees and employers. Handling conflicts the wrong way can potentially lead to legal headaches, harm employee morale and batter a company’s reputation.

State by State Variations

Most employers are aware of the various federal and state leave laws protecting their employees, including family and medical leave, pregnancy leave and military leave. But leave laws that protect the livelihoods of volunteer emergency responders are more likely to fly under the radar of some HR managers and risk managers.

Such laws don’t exist in every state, but more than 20 states do have some type of law in place to protect volunteers including emergency responders, firefighters, disaster workers, medical responders, ambulance drivers or peace officers.

Marti Cardi, vice president of Product Compliance for Matrix Absence Management

The laws vary broadly. Nearly all specify that such leave be unpaid, and that employees disclose their volunteer status to employers and provide documentation for each leave. But there is a spectrum of variations in terms of what may trigger an eligible leave. Some, for instance, apply for any emergency that prompts a call from the volunteer’s affiliated responder group. Others may require a government declaration of emergency for the law to be triggered.

While many of the laws do not explicitly require employers to let employees leave work when called to an emergency during a shift, most specify that an employee may be late or even miss work entirely without facing termination or any other adverse employment action.

Some states mandate a maximum number of unpaid leave days that a volunteer can claim. But others may place more significant burdens on employers. In California, for instance, employers with 50 or more employees are required to grant up to 14 days of unpaid leave for training activities in addition to any leave taken to respond to emergency events. For multistate employers, keeping on top of what obligations may apply in each circumstance can be a challenge.

Significant Risks

Large or mid-sized employers may rely on absence management providers to keep them in compliance. For smaller employers though, it may be as simple as looking up a state’s law via Google to find out what’s required. However, checking in with the state department of labor or the company’s attorney may be the best way to get the correct facts.

“I would caution that just because you don’t find something [on the internet], it doesn’t mean it’s not there,” said absence management and employment law attorney Marti Cardi, vice president of Product Compliance for Matrix Absence Management.

For example, Cardi said, an obscure Texas law provides job-protected leave for volunteer ham radio operators called into service during an emergency.

Cardi said employers should task HR to investigate the laws in each state the company operates in, and to ensure that supervisors are educated about the existence of these laws.

“If a supervisor is told by one of his or her employees, ‘Sorry I’m not coming in today … I’ve been called to volunteer firefighter duty for the [nearby region] fire,’” she said, you want to be sure that the supervisor knows not to take action against the employee, and to contact HR for guidance.

“Training supervisors to be aware of this kind of absence is really important.”

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An employer that does terminate a protected volunteer for responding to an emergency may be ordered to pay back wages and reinstate the employee. In some cases, the employee may also be able to sue for wrongful termination.

And of course, “you don’t want to be the company in the headlines that is getting sued because you fired the volunteer firefighter,” she added.

If an employer bars a volunteer from responding, the worst-case scenario may be a third-party claim. Failure to comply with the law could give rise to a claim along the lines of “‘If you had complied with your statutory obligation to give Jane Doe time to respond, my loved one would not have died,’” explained Philadelphia-based Jonathan Segal, partner at law firm Duane Morris and managing principal of the Duane Morris Institute.

“That’s the claim I think is the largest in terms of legal risk.”

Even if no one dies or is seriously injured, he added, “there could still be significant reputational risk if an individual were to go to the media and say, ‘Look, I got called by the fire department and I wasn’t allowed to go.’”

The Right Thing to Do

What employers should be thinking about, Segal said, is that whether or not you have a legal obligation to provide job-protected leave for volunteer responders, “there’s still the question of what are the consequences if you don’t?”

Employee morale should be factored in, he said. The last thing any company wants is for employees to perceive it as insensitive to their interests or the interests of the community at large.

“Sometimes employers need to go beyond the law, and this is one of those times,” — Jonathan Segal, partner, Duane Morris; managing principal, Duane Morris Institute

“How is this going to resonate with my employees, with my workforce, how are people going to see this? These are all relevant factors to consider,” he said.

There’s an argument to be made for employers to look at the bigger picture when it comes to any volunteer responders on their payroll, said Segal.

“Sometimes employers need to go beyond the law, and this is one of those times,” he said. “Think about the case where’s there’s not a specific state law [for emergency responders] and you say to a volunteer, ‘No, you can’t leave to deal with this fire’ and then people die. You as an employer have potentially played a role, indirectly, because you didn’t allow the first responder or responders to go,” he said.

The bottom line is that “it’s the right thing to do, even if it’s not required by law,” agreed Cardi.

“I feel that companies should have a policy that they’re not going to discipline or discharge someone for absences due to this kind of civic service, subject to verification of course.”

Clear Policy

While most employers do strive to be good corporate citizens, it goes without question that employers need to guard their own interests. It’s not especially likely that volunteer responders will try to take advantage of the unpaid leave allowed them, but of course, it could happen.

That’s why it’s important to have policies that are aligned with state laws. Those policies could include:

  • Notifying the company of any volunteer affiliations either upon hire or as soon they are activated as volunteers.
  • Requiring that employees notify a supervisor as soon as possible if called to an emergency (state requirements vary).
  • Requiring documentation after the event from the head of the entity supervising the volunteer’s activities.

If at some point it becomes excessive – someone has responded to emergencies five times in nine weeks, then it’s time to examine the specifics of the law and have a discussion with the employee about what’s reasonable, said Segal. It may also be time to ask specifics about whether the person is volunteering each time, or are they being called.

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In some cases, the discussion may need to be about finding a middle ground, especially if an employee has taken on an excessively demanding volunteer role.

“We encourage volunteers to pick the style that best fits their schedule,” said Greta Gustafson, a representative of the American Red Cross. “Disaster volunteers can elect to respond to disasters locally, nationally, or even virtually, and each assignment varies in length — from responding overnight to a home fire in your community to deploying across the country for several weeks following a hurricane.

“The Red Cross encourages all volunteers to talk with their employers to determine their availability and to communicate this with their local Red Cross chapter.”

Segal suggests approaching it as an interactive dialogue — borrowing from the ADA. “Employers may need to open a discussion along the lines of ‘I need you here this week because this week we have a deliverable on Friday and you’re critical to that client deliverable,’” he said, but also identify when the employee’s absence would be less critical.

No doubt there will be tough calls. An employer may have its hands full just trying to meet basic customer needs and need all hands on deck.

“That may be a situation where you say, ‘First let me check the law,’” said Segal. If there’s a leave law that applies, “then I’m going to need to comply with it. If there’s not, then you may need to balance competing interests and say, ‘We need you here.’” &

Michelle Kerr is associate editor of Risk & Insurance. She can be reached at [email protected]