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With the hurricane season in full sail and the damage to the US gulf states and the Caribbean from hurricanes Ike and Gustav already running into billions of dollars, Yachtline Insurance of London, one of the major providers of cover for yachts throughout Caribbean region and marine underwriters at Lloyds of London, are warning that in some places, many yacht owners are finding that they are not covered having not complied with the minimum requirements for their policy or taken out or declared the additional hurricane windstorm cover.

"We have insurance loss adjustors working round the clock, particularly on the Islands of Grenada, Jamaica and Cuba which took some of the worst damage from Ike and Gustav. In many places we have found damage to vessels that could have been avoided if the proper hurricane risk management had taken place"

Yachtline are pointing out that no matter who insures you, you should observe the requirements for hurricane yacht and boat insurance which are contained within your policy.

The Caribbean Yacht Insurance cover hurricane affected area is defined as north of 9 degrees North and south of 35 degrees North, west of 55 degrees West and east of 100 degrees West. For cover purposes this encompasses the region west from the Venezuela coast and Trinidad in the South to Cape Hatteras in the north.

The Hurricane season runs from June 1st to November 30th and all laying up conditions and procedures must be observed during this period for the yacht insurance to remain valid.

Monohull boats out of the water, should be protected in a purpose built cradle made of prefabricated steel. Heavy duty webbing should be applied to the cradle to anchor it down at at least four anchor points. All catamarans should be securely laid up ashore and anchored as above. Mast removal and storage on racks attracts cheaper yacht insurance premiums and should be observed if declared. However masts removed and properly attached to the hull is usually sufficient. All sails should be preferably stored safely, and all loose articles properly lashed down. If the boat cannot be removed from the water then stern mooring and guardianage should be arranged with the marina owners.

If boat owners take the simple precautions as laid out in their policy then the number of claims and losses disallowed will reduce. Follow the instructions given when making a yacht hurricane area policy declaration.

More information regarding Yacht insurance for hurricanes can be found at Yachtline's website. Paul Magus is a regular writer on all matters insurance and can be contacted at Insurance Blog

Exploring The Future Of Hr With Scott Williams

Scott Williams, founder of The Stonehaven Group (
TSG-HR
), believes in putting his money where his mouth is. This dynamic speaker and former Human Resources VP for Coca-Cola doesn't expect his clients to take risks when they contract with his HR advisement firm. Unlike PEOs and typical third party consulting agencies, the experts at Stonehaven back their advice with a 5 million dollar insurance policy.

"We have our own legal team in-house" Scott confirms. "If a client is ever sued because of an error or omission on our part, we stand by that client to closure. Outsourcing firms just gives you an 800 number to call if a problem arises. They will refer you to an attorney and expect you to pay out of pocket to protect yourself from a lawsuit."

Williams isn't shy about discussing the other aspects of his company that competitors just can't match. "The Stonehaven Group isn't an HR consulting firm. A consultant is someone who comes in, hands you a short term solution, sends a big invoice, then he's gone."

"We are advisors," explains Williams. "That means we collaborate with our clients to discover the root problems affecting their organization. Our work is completed in milestones so we are accountable each step of the way. Then, we assist our clients going forward and continue to provide advice and support. Because of our low overhead, TSG-HR provides these services for about 70% less than the HR consulting giants like PWC and Hewitt."

Trends in HR: Outsourcing

With 15 years of HR experience and the knowledge gained through running The Stonehaven Group fulltime since 2001, Scott has his finger on the pulse of today's employers. He shared insights about a number of changes and prevailing trends in HR outsourcing.

"PEOs are losing favor" he believes. "They are only effective up to about 12 associates. Past that point, these prepackaged solutions become less effective and more costly."

On the other hand, Williams sees a bright future for outsourcing C-level HR functions. "We can support clients for less than the cost of having an HR expert in-house. In the new economy, organizations are looking for ways to cut expenses. We are seeing outsourcing in the Financial and IT fields. HR is going the same way."

Current Challenges

When queried about the top 3 challenges facing larger companies (those with 300+ employees), Scott spoke about the way policies morph as they trickle down from a company's headquarters to local branches. "A corporate directive is created with a specific goal in mind. Local sites modify the policy to meet their needs and it ends up being something completely different than what was intended. This creates a huge amount of exposure. We go in to each location and ensure that the policies are identical across the board."

TSG-HR advisors are also well known for their ability to "tear apart" a benefits plan and get rid of the fluff. "It's amazing how many of our clients are paying half a million to several million dollars for unnecessary coverage. For example, we worked with one client who had 1,200 employees covered by three different Short Term Disability carriers because no one did due diligence during an acquisition." Cultural/corporate diplomacy is the third area where many companies are struggling. Williams says this can be a particularly tense situation when the nations involved have had a rocky history. "We help organizations that are going abroad or coming to the U.S. experience a smooth transition."

Startup Stumbling Blocks

In response to a question about HR challenges facing startups, Scott was able to offer his unique perspective as an angel investor. "Startups are generally highly unstable. The goal is to start the company and then turn around and sell it for $3-4 million. These small companies have difficulty finding the right HR people. However, having a solid HR foundation can bring a better price since it assures buyers there are no skeletons in the closet."

Williams also revealed a very disturbing trend in litigation: lawyers are targeting startup companies. He points to attorneys using unscrupulous methods to drum up business. "These lawyers pay someone to go in for an interview and try to trick the recruiter into saying the wrong thing. Or, they find out about an employee whose home is about to be foreclosed on and convince them that their financial problems will go away if they sue their employer. 85% of these cases don't go to trial. The employers have no protection, so they settle."

Advanced Technology

Scott says he is definitely seeing larger companies moving toward more cost effective solutions in their technology. This includes migrating legacy HR applications, including those running on mainframes, to .NET server platforms, and new HR technologies such as new employee onboarding. "The savings are enormous," he noted.

The Stonehaven Group makes a point of advising clients on best practices and HR technology, particularly when it comes to onboarding, because this is the critical point in time when the legal relationship between employer and employee is defined. When asked if employee onboarding systems are something his clients are aware of already, he responded, "So far, we are finding that clients know about the pain of onboarding. They don't always realize there is an actual solution."

Ease of use and cost savings are two of the most attractive features Scott's clients discover when they are introduced to the
Universal Onboarding
system created by Emerald Software Group (a strategic partner of TSG-HR). "We offer access to this solution as part of our annual support agreement. HR departments that have been spending $30 per hour to onboard 1 employee would much rather spend $30 to onboard 100 employees." And Williams is convinced that 100-to-1 cost efficiencies are not only possible, but also quite common.

Increased compliance is the other big advantage Williams sees for clients who choose automated onboarding. "The IRS, ICE, DOL - all these agencies have to justify their existence to avoid budget cuts. They are being told, 'You did 3 audits last month; do 6 this month'. They are really going into some gray areas when it comes to fining employers."

Scott believes legacy application upgrades and new employee onboarding initiatives are something HR executives should definitely pursue as part of their strategic planning. "HR has always been seen as a cost center. The way to gain a place at the table with operations executives is by demonstrating concrete ways to protect profits by limiting liability and risk."

In closing, Williams had this message for potential clients: "This is not your father's business world. Government agencies are out to find infringements. Attorneys are seeking new ways to prey on businesses. We are the solution that makes those problems go away."
About the Author

Chuck Ros is the President of Emerald Software Group, based in Alpharetta, Georgia. He has more than 20 years experience in the technology industry, and holds an MBA from William Carey College, and a BS in Computer Science and Statistics from the University of Southern Mississippi.

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U.K. Offshore Wind Power Developers Need $46 Billion Financing, PWC Says
U.K. offshore wind power developers need 30 billion pounds ($46 billion) of financing to build the turbines required to help the nation reach its renewable energy objectives by 2020, PricewaterhouseCoopers said.

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