Begin with the employee’s first day and actual duties
Tell us when the person will start and what work they will perform. Include installation, cleanup, driving, deliveries and office duties. The work description helps determine insurance classifications, which are categories used to rate different kinds of work.
A person called an assistant may still spend the day doing hands-on construction. An accurate description matters more than the title. Include expected wages, work locations and whether the position is seasonal or part-time.
Arrange workers’ compensation before work begins
Workers’ compensation provides benefits for covered work-related injuries or illnesses, such as medical care and partial wage replacement. California employers generally need it even with one employee. If you previously qualified for a no-employee exemption, hiring can change that status.
Confirm the policy’s effective date and any required CSLB filing. If you already have a policy, update the expected payroll and new duties. An excluded owner and an employee are treated differently, so a policy arranged for an owner-only business needs a review before the hire.
Think through how the employee gets to jobs
Will the employee drive your truck, tow equipment, rent a vehicle or use their own car for an errand? These situations can require different auto coverage. Provide driver and vehicle information through the appropriate secure follow-up process.
Non-owned auto liability refers to business liability involving vehicles the business does not own, such as an employee’s car used for work. It does not automatically insure physical damage to that car. Hired auto concerns rented or hired vehicles. Explain the real use so those options can be checked.
Update the work and equipment the business can now take on
A larger crew may let you accept bigger projects or add services. General liability needs to reflect that change. Tell us about new trades, working heights, rented equipment or subcontracted work, rather than updating the payroll number alone.
Understand employment practices liability
Workers’ compensation addresses work injuries. Employment practices liability addresses covered allegations about the employment relationship, such as discrimination, harassment or wrongful termination. These are different types of claims.
If you want this coverage considered, tell us about employee count and the employment procedures in place. We can explain available limits, deductibles and defense terms. A payroll provider or employment adviser can separately help with hiring documents and employment-law obligations.
Keep records that make future changes easier
Keep payroll and duty records, required time records, training documentation and incident-reporting instructions. Ask how often the insurer wants updated payroll. These habits help with the audit, which compares actual information with the original estimate.
As the crew grows, tell us before adding a new operation or work state. Keep medical information, Social Security numbers and other sensitive employee records out of the initial website quote form; we can identify the appropriate channel if information is needed later.