Aley Moyer

The Californian 2025 Q1 – ENSURING SECURITY GUARD SAFETY IN POST-APOCALYPTIC FIRE ZONES

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ENSURING SECURITY GUARD SAFETY IN POST-APOCALYPTIC FIRE ZONES

Shaun Kelly & John Koskinen, Assured Partners , CALSAGA Preferred Broker

Happy New Year from us! Here is some relevant safety information for you to consider.

With the Palisades and Eaton fires consuming tens of thousands of acres in Los Angeles, the need for security has never been greater. As an insurance broker, it’s crucial to prevent workers’ compensation claims and auto incidents by ensuring the safety of security guards in these hazardous environments.

We’ve observed an increase in workers’ compensation claims related to injuries sustained while patrolling fire zones. The top concern is air quality, followed by contact with hazardous waste. To mitigate these risks, here are some essential safety measures:

  1. Ensure guards have flashlights: Due to power outages, it’s vital that guards are equipped with reliable flashlights.
  2. Monitor air quality and provide PPE: Regularly check air quality and ensure guards are wearing appropriate personal protective equipment (PPE).
  3. Review and equip guards with PPE: Create a list of necessary PPE and review it with your guard staff. Recommended items include N95 masks or respirators, flashlights, first aid kits, whistles, patrol vehicles with at least ¾ tank of gas, car phone chargers, and fire extinguishers.
  4. Ensure guards have guard cards: Make sure staff have their guard cards ready to show law enforcement.
  5. Review post orders and SOPs: Go over your post orders and standard operating procedures (SOPs) related to fires.

In the event of Red Flag Warnings, send out notices to guards on duty and remind them of the safety tools and procedures to follow in case of a fire, mandatory evacuation, or voluntary evacuation. As an owner, your number one job is to keep security staff safe and prevent injuries and accidents.

Our hearts go out to everyone affected by these tragic fires.

Shaun Kelly joined Tolman & Wiker Insurance Services in 2005.  He specializes in all lines of property and casualty insurance for industries including contract security firms, agriculture, construction, oil and gas. Shaun received a BS in Business Administration with a major in Finance from California State University in Fresno, California. He is an active member of several industry associations, including the Association CALSAGA, the Kern County Builders Exchange and the Independent Insurance Agents of Kern County. Shaun can be reached at 661-616-4700 or skelly@tolmanandwiker.com.

 

 

Born and raised in Duluth, Minnesota, John Koskinen began his entrepreneurial journey at the age of 12 by mowing lawns. He has three years of experience in the insurance industry, specializing in claims, sales, and advisory services. John earned his Bachelor’s degree from UCSB in Santa Barbara.

Passionate about the security industry, he enjoys supporting first responders and helping other entrepreneurs thrive. To deepen his involvement, he obtained his BSIS guard card.

John lives with his wife in Ventura, CA. In his free time, he enjoys cooking, surfing, skiing, hiking, and helping others.

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Aley Moyer

The Californian 2025 Q1 – THE IMPORTANCE OF TIMELY ACA COMPLIANCE IN THE SECURITY INDUSTRY

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THE IMPORTANCE OF TIMELY ACA COMPLIANCE IN THE SECURITY INDUSTRY

Jordan Wallach, Belfry Software, CALSAGA Associate Member

As the new year begins, Affordable Care Act (ACA) compliance is a top priority for security firms employing 50 or more full-time equivalent employees. With strict deadlines for filing annual tax and benefits documentation, this is the time to ensure your organization avoids costly penalties and time-consuming audits.

To give you a better idea of the potential costs, failure to offer insurance has a penalty of $2,970 per employee, failure to offer affordable insurance skyrockets to $4,970 per employee, and failure to provide coverage notice can cost a firm owner $100 per employee, per day.

The extreme fluctuation of hours worked by security officers month-to-month can make staying ahead of ACA requirements especially crucial. In this case, the best way to ensure ongoing compliance is proactive management.

Automation tools simplify compliance tasks, providing firms with the confidence to seamlessly navigate complexities. Tools offered by an all-in-one security platform like Belfry help with:

  • Full-Time Status Determination: Belfry tracks employee hours in real time, identifying those eligible for health insurance and ensuring timely offers of coverage.
  • Form Filings: Automate the creation, e-filing, and mailing of 1094/1095-C forms, eliminating manual errors and meeting IRS deadlines.
  • Affordability Calculations: Belfry ensures health plans meet affordability standards, reducing the risk of penalties.
  • IRS ACA Audit Support: Receive audit-ready reports and expert assistance to handle IRS inquiries with ease.

For security guard services where hours vary month-to-month, Belfry’s tools take the guesswork out of ACA compliance. Don’t wait until deadlines loom—streamline your processes now to protect your business.

Jordan Wallach is the Co-Founder and CEO of Belfry, the modern operating system for security guard services companies and a CALSAGA Member. Prior to founding Belfry, Jordan was a consultant at McKinsey & Company and a Product Manager at Microsoft, building software used by millions of people worldwide. He has a bachelor’s degree in Data Science from Stanford University.

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Aley Moyer

The Californian 2025 Q1 – THE HEARTBEAT OF YOUR OPERATIONS: THE IMPORTANCE OF YOUR DISPATCH TEAM

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  THE HEARTBEAT OF YOUR OPERATIONS: THE IMPORTANCE OF YOUR DISPATCH TEAM

Adelynn Camacho, Guardian Secure Solutions LLC, Associate Member

Running a Private Security Company isn’t just about being vigilant—it’s about staying ahead to provide exceptional service.

The workflows of your Operation’s Team are the heartbeat of your organization, and failure to effectively plan the workflows will result in failure of the Operations. If you run an exceptional Internal Dispatch Center, your workflows must be clear, concise, and without any “grey” areas.

But where do you start?

Selecting a stellar team and setting them up for success before you even launch your Dispatch Center or Security Operations Center (SOC) is step 1. Dispatching is a far more demanding position than most expect, and not one to take lightly or hire quickly. This type of role requires a special individual who has a natural ability to multitask, remain calm under pressure, and help others stay calm.

Your dispatch team and operators should be fully trained on standard dispatching protocols before their first day of live action. The development of protocols and procedures is a lengthy process that must be thought out completely, prior to hiring your team. Remember, your dispatchers are there to support your physical security operations, and having written protocols that are easily accessible with clearly outlined workflows transfers accountability from your hands to theirs.

Streamlined processes are an operator’s lifeline!

Using technology to leverage your operations can alleviate user error and maximize your operations capabilities… while elevating your dispatchers! For example, incident response from Security cameras with automated detection capabilities removes the need to have eyes on the cameras 24/7, which is an expectation with inevitable flaws. Another example, using phone capability to screen caller types that will automatically update the dispatchers with the type of call being received allows for a more rapid response. All these technology aspects require set up, training and ongoing management review. As we know, technology is only as smart as we make it.

In any industry, but especially in a Dispatch Center, documentation keeps the company afloat. Your dispatchers will be required to analyze on a consistent basis as well as keep documentation up to the minute! Documentation is a task that at times may seem simple, quick & underwhelming but actually requires constant oversight from the management team. These details are paramount in the physical security operations world, and may come to a point where timely, complete and clear documentation either makes or breaks the company. Dispatchers wear many hats, and the expectations placed on them must be reasonable.

Possibly, the most challenging aspect of your dispatcher’s role is that tasks are ever-changing & never ending. Successful dispatchers have very little down time and should be using any “free” time to prepare for handling upcoming issues. Your management team sets the tone and the tone related to the expectation of productivity must be clear.

Your Security Operations Center is an investment and must be treated as such. Investing in technology, training, and staff is vital. The goal is to streamline operations through alignment of the overall business goals then as your business expands, your operations can also seamlessly expand.

The reality of running an Internal Dispatch Center is that it is time consuming, expensive, requires constant updates and attention. But using proven methodology to minimize issues, and maximize effectiveness can mitigate burn out for both you and your Center.

To learn more about our Security Operations Center and how we can serve you, visit our website guardiansecuresolutions.com.

Adelynn Camacho is a security professional who has played a wide range of roles within security operations. Her passion is driven by her experience in physical security management and her goal is to find unique solutions for her clients so they can elevate their own businesses. 

 

 

 

 

 

 

 

 

 

 

 

 

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Aley Moyer

The Californian 2025 Q1 – PUT DATA TO WORK FOR YOUR BUSINESS

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PUT DATA TO WORK FOR YOUR BUSINESS

David Libesman, TEAM Software by WorkWave, CALSAGA Network Partner

Data has become increasingly important in business, as major companies are devoting more time and energy into tracking, finding and understanding how to make informed decisions. With data, businesses have the power to expose inefficiencies, highlight opportunities, shed light on customer trends and improve daily operations.

Companies that use data properly have the power to turn valuable information into hard stats or raw analytics that provide insights that can increase profitability. Though the security industry has its nuances, business owners can take steps to gain an edge over competitors.

Placing value on data

Without careful processing in the correct context, data can appear unorganized at first glance. Data must be organized and interpreted to have tangible value and then communicated effectively to ensure that insights can be obtained even from professionals unfamiliar with raw data to put the information into context.

Data pertaining to service costs, market conditions and labor requirements can offer insights into how much a customer is willing to charge for security services. Activity data related to schedules, service completions and performance can help denote quality workers who may be ready for additional responsibilities. Operational data that focuses on tracking response times, team productivity and measuring assessments can help optimize operations.

Turning data into insights

Because companies have the power to access deep insights and drive significant business value when their data is accessible and integrated, it must be transformed into information. After data is collected and gathered from various sources, it must be reviewed and assessed for accuracy, curated and normalized before it can be utilized as actionable information.

Different data sets need to be integrated from various sources and ensure the view is unified and connections can be made across teams. Then the data can be analyzed with the goal of discovering useful information – this is where patterns and trends can be identified. Finally, the data must be presented in a format that can be easily digested by various employees of different backgrounds, so the information may be put to actionable use.

In its final stage, data can help professionals make informed decisions on how to move forward. Data aids with exposing inefficiencies while revealing opportunities for confident business decisions. If the right actionable insights are taken, a business may be able to use data to achieve scalable business growth without requiring additional support.

Actionable data insights

Data can be used for auditing purposes, to track the quality of services to ensure operations are fully optimized. Businesses can use data to better evaluate whether the services being offered are upheld to the specifications of SLAs. Alternatively, data can highlight possible expenses that can be cut, allowing for a security company to have additional confidence in taking those steps.

Customer behavior can be better understood, as data can highlight consistent actions, which can aid in retaining and encouraging repeat business. Data can be used jointly with customers to help them better understand the guard services provided and how steps are being taken to reach specific standards.

Analyzing and interpreting data can enhance financial performance and boost profitability. For example, reviewing previous client contracts and using that information to prepare for future business can help businesses recognize trends and focus on profitable services.

TEAM Software and data

TEAM Software understands how critical information is to the security sector. To continue supporting security professionals, we’ll soon launch analytics tools with new capabilities to help support business growth. When these tools are ready for use, more information will be available on the teamsoftware.com website.

David Libesman, SVP & GM, AI& Data Analytics Business Unit at WorkWave

David Libesman is a visionary SaaS executive with an entrepreneurial spirit and track record of developing, monetizing and growing data analytics & AI product strategy and business. David is well-versed in driving strong sales through enterprise channels, as well as building, developing and retaining high-performing teams. He aims to bring best of breed AI and analytic capabilities to boost growth and profits for TEAM Software customers through data-driven strategies.

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Aley Moyer

The Californian 2025 Q1 – THE SECURITY INDUSTRY’S NEED FOR EARNED WAGE ACCESS

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THE SECURITY INDUSTRY’S NEED FOR EARNED WAGE ACCESS

Ryan Faith, TEAM Software by WorkWave, CALSAGA Network Partner

Even as the security industry works to improve its hiring rates, the labor market remains challenging for companies with distributed workforces.

A major problem? High employee turnover.

To mitigate this significant staffing issue, security companies must consider the value of strong retention programs and look at options that provide employees with additional benefits – like earned wage access.

What is Earned Wage Access, and why is it helpful?

Earned wage access provides a way for employees to receive pay for hours they have worked, without waiting for the next scheduled payday. This seemingly minor perk has proven to be an impactful benefit, with one security company attributing it to helping them earn a Great Place to Work Certification.

According to Bankrate’s 2024 Annual Emergency Savings Report, a staggering 59% of Americans are uncomfortable with their level of emergency savings. Another 93% of hourly workers find that managing their finances is stressful, with 71% saying that stress has a negative impact on their mental or physical health, according to PwC’s 2024 Employee Financial Wellness Survey. That same report discovered that one in three full-time employees say that money worries have negatively impacted their productivity at work.

As the traditional paycycle can unfortunately leave employees feeling financially vulnerable, this benefit gives your employees control over their finances and a way to easily reduce stress. Ultimately, this can improve their mental and physical health and helps promote improved productivity, which can increase operational efficiency throughout your business.

What are the Immediate and Long-term Benefits?

Employee Benefits

The immediate benefits to implementing earned wage access include instant financial flexibility, reduced financial stress and improved financial wellness of your employees.

It allows employees to access their earned wages immediately, so that they can use it to cover life’s expenses when the unexpected occurs, and it can help them build healthier financial habits to ultimately achieve their financial goals. In fact, 60% of earned wage access users say that they feel less stress about their finances following activation of the service, according to a 2023 user survey from earned wage access provider, DailyPay.

Employer Benefits

Earned wage access brings just as many benefits to you as the employer as there are for your employees.

First, it helps alleviate the ongoing labor issue – on average, companies see an increase of employee retention as high as 36%, according to a survey of internal data between TEAM Software and partner DailyPay.

Second, it helps provide a competitive advantage. On average, the same internal survey showed that 86% of companies with an EWA solution believe it helps uniquely separate them from their top competitors. In an industry that always struggles with retaining top talent, this helps retain more people — resulting in better operational performance overall over other companies.

Lastly, it is simple to activate with no ongoing management of the feature. Your employees will have access to their earned wages before payday without disrupting your payroll cycle or your revenue. It’s a win-win for all parties involved.

Software Integration for Easy Activation

Earned wage access is currently an add-on feature available through TEAM Software’s ERP solution, WinTeam. For more information on the benefits of earned wage access and TEAM Software’s solutions built specifically for security companies, visit us at teamsoftware.com.

Ryan Faith, Account Management Team Lead at TEAM Software by WorkWave

Ryan is a customer advocate who partners with TEAM Software by WorkWave customers to help identify where software can make their businesses more efficient, competitive and profitable. In his six years with TEAM, Ryan has worked alongside many of the world’s leading security firms and has developed a specialized understanding of the unique challenges faced by the industry.

 

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Aley Moyer

The Californian 2024 Q1 – SURVIVING THE “QUALITY OF EARNINGS REPORT” WHEN SELLING A MANNED GUARDING COMPANY

SURVIVING THE “QUALITY OF EARNINGS REPORT” WHEN SELLING A MANNED GUARDING COMPANY

Bob Perry, Robert H. Perry & Associates, Incorporated

Private Equity’s large commitment to the U.S. manned guarding space has been very good for owners of privately held companies. The prices and terms have been unprecedented. But with these opportunities come challenges in proving the company has the earnings capacity to justify the investment 

Twenty years ago . . .
the U.S. manned guarding market was a homogeneous one. The bill and pay rates within a given geographic market were basically the same. The primary service offering was standing security officers. Therefore, the only difference between a large guarding company and a smaller one was the amount of revenue and number of employees. The acquisition process was simple: given that most of the sellers had the same gross profit percentage, the buyers could value their targets based on a multiple of gross monthly revenue, or percent of annual revenue, and meet their expected return on the investment. The buyers back then were mostly divisions of public companies, and the due diligence was performed by the buyers’ employees. The due diligence was primarily a process of examining billing invoices, payroll registers and customer contracts, which usually took about two days at the seller’s office. There were hardly any negative surprises after closing.

Ten years ago . . .
the mega-size companies such as Securitas and G4S started anticipating the eventual shortage of labor and responded by providing higher margin electronic security to supplement, and sometimes replace, the traditional manned guarding offering. Eventually, the medium-size, and some of the smaller, companies followed with their own higher margin offerings. But not all the companies had the same mix of manned guarding to electronic security, which resulted in companies with the same revenue level having dissimilar gross and net profits.  Today, it’s estimated that approximately 25% of the total U.S. manned guarding market is coming from companies offering a higher margin offering that not only includes electronic security but also off-duty police, drones, robots, executive protection, cyber security, etc.   And the dissimilar gross profit between companies of equal size resulted in a change from valuing the acquisition targets on a multiple of gross monthly, or a percentage of annual, revenue to valuing the companies on a multiple of gross profits (profit at the site level).

Today . . .
there are 10 large private equity groups invested in the U.S. manned guarding space with combined revenues of over $15 billion – representing over half the total market. And these are the companies that are the most favored buyers when it comes to offering the sellers the best prices and terms. However, with better prices and terms come more challenges in getting the transaction closed. These buyers are not accustomed to buying companies on multiples of gross units; rather they are looking at multiples of earnings before interest, taxes, depreciation, and amortization (EBITDA), or more recently, multiples of free cash flow – usually with generous redundant cost add backs.  These aggressive private equity groups are not leaving the final decision to buy the company up to the executives that run their manned guarding subsidiary. These executives are usually not experienced in buying companies and, even if they are, they usually don’t have the in-house talent to perform a proper due diligence on the target seller. The private equity group owners need to know that the information provided by the seller is reasonably correct before they come up with the multi-million- dollar outlay to buy the company. They want and need a third- party verification of the information the seller provided during the negotiations leading up to the offer. This third party, which is independent of the Private Equity Group’s manned guarding subsidiary, will produce what’s called a “quality of earnings” report that points out the negative and/or positive aspects of the seller’s accounting system. The third party will also examine underlying documents all of which will help the private equity group buyer understand the return it can expect to make off the acquisition.

The third party will usually be a large accounting firm with a special division experienced in producing “quality of earnings” reports.   The third party will be directed by the buyer in what to examine, given the size and importance of the acquisition, so as not to waste time on unimportant aspects.   However, without proper planning from the seller, the review can be very time consuming and disruptive to the regular duties of the personnel assigned to provide the information requested. But more important, the lack of planning can cause the process to slow down, thus losing the all- important momentum necessary for a successful consummation of the sale.

A typical request list will initially include 50 – 75 items with additional requests as the review progresses. There may be a short list for the smaller company with an expanded list for the larger ones.  But in all cases, as mentioned above, proper planning and being engaged in the process is crucial. Engaging a transaction manager (broker), experienced in managing the sale of manned guarding companies and familiar with the various buy side request lists, will add a lot of value to this process and prevent wasted time and money brought about by false starts.

Tips for Surviving the “Quality of Earning” Report

  • Engage an accounting firm to produce a “sell-side quality of earnings” report. This can be produced by a large accounting firm with a “quality of earnings” department or the seller’s outside accounting firm. It should be started well in advance of the sale process so it’s ready for the buyer’s third- party due diligence firm when the time comes for the seller to let the buyer see more detailed information on the company.  It will not replace the need for the buyer to engage its own firm, but greatly expedites the process if the sell-side report is otherwise credible and contains the appropriate information. This sell-side report can be expensive, which is the reason many sellers are reluctant to provide it but, if it saves the deal from losing the all- important momentum, it can be well worth the investment.
  • If a sale side report is not feasible, start accumulating the information internally, well in advance of the time the buyer will produce its own list. A lot of the information needed will appear on the request list of almost all of the third- party firms. Many of the items are not time sensitive, so can be completed early or at least started and updated as the due diligence progresses. Ideally, the information should be stored in the confidential computer data room of the transaction manager that will ultimately be representing the seller in the transaction. Not only does starting on the list early expedite the transaction, but it allows the personnel assigned to accumulate the information to work at a more organized pace and thus does not disrupt the normal work assignments.   It also helps keep the negotiations confidential and eliminates the possibility of the word getting out prematurely that the company is being sold.
  • Make sure the personnel accumulating the information are aware of the timeline and check with them on a frequent basis. If the information is not accumulated in advance of the actual due diligence, as mentioned above, then the slow-down arises when the personnel getting the information is not aware of the importance of expediting their work. They will probably have to be informed about the pending sale with a return promise to keep the work confidential. The personnel are often given bonuses for meeting certain deadlines.

Robert (Bob) Perry is the founder and CEO of Robert H. Perry & Associates, Incorporated.  Prior to forming RHPA, Bob was a partner in a CPA firm where he advised on corporate tax and general accounting matters.  Although RHPA’s primarily focus is on managing the sale of privately held security companies with revenues ranging from $2 million to over $250 million, it has also provided advisory services for large private equity groups in making bids on security companies with revenues exceeding $2 billion.   While most of the engagements have been for security companies headquartered in North America, a few have been for companies headquartered in Europe, South America, The Middle East, Africa, and The Caribbean.

 

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Aley Moyer

The Californian 2024 Q1 – OPPORTUNITIES TO IMPROVE RETENTION & HIRING

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OPPORTUNITIES TO IMPROVE RETENTION & HIRING

Josh Petro, TEAM Software by WorkWave, CALSAGA Network Partner

Throughout 2023, the job market stayed relatively consistent throughout. Economists reported that the U.S. was at or near full employment, meaning that virtually all the people who were able and willing to work were employed. In fact, the U.S. Bureau of Labor Statistics reported in 2023 that there were approximately one or fewer unemployed persons per job opening.

Researchers attributed part of the lingering shortfall in labor force participation to be primarily driven by people aged 55 and older. That part of the labor force retired early during the pandemic and was less likely to reenter the workforce. However, with 25 to 54-year-olds, the participation rate slightly surpassed pre-pandemic levels.

In short, the current job market is still tight for business owners throughout North America, and in order for businesses to meet their staffing needs in 2024, guarding firms will need to take advantage of actionable opportunities to help improve employee retention and hiring efforts.

Actionable strategies to improve hiring

Employees want to work for a company with a positive reputation and a successful track record for showing that they care about their workers. To help spread positive messaging, hiring and employer branding efforts can showcase that a particular workplace meets the needs of employees and encourages them to take pride in the company.

As the current job market remains tight, investing in branding lets employees stand out from the competition. Additionally, a strong employer brand can foster loyalty amongst current employees, which may boost the number of referrals from employees – a method that can also save valuable dollars on recruitment costs.

Successfully building and promoting an employee brand can start with utilizing a widely trafficked career website, such as Indeed.com. Since the majority of job applications come from career sites, potential employees will want to utilize these resources that can provide valuable information about your company. Promote your openings but also use this resource to showcase benefits and workplace culture.

Combining job sites with an applicant tracking system (ATS) can take things a step further to improve hiring and help a company source applicants at high volumes. Using an ATS will also help with transferring job and candidate information. Expect the hiring process to move much quicker since ATS platforms help recruiters post openings and better manage candidates.

With an ATS platform, it’s possible to reach a wider pool of applicants and review work history and qualifications more expediently, while running background checks and screening candidates more efficiently. An ATS can also help discern where exactly hires originate. For example, an employer may want to know how many hires found the Indeed job link online or via the company website, since that provides details pertaining to return on investment and cost per application.

Retaining qualified workers

Security professionals deal with high turnover rates, but it is possible to use modern technology to retain workers. In particular, earned wage access or on-demand pay is an alternative to increasing base pay that lets employers reap retention benefits.

Instead of employees relying on services, such as third-party payday lenders, who can charge high interest rates and create a cycle of debt – employees can request an advance of their pay without disrupting the actual pay cycle.

Business software solutions that provide earned wage access typically handle the calculations and distribute available funds to employees, while the normal payroll cycle of a business continues without any interruptions. In the past, earned wage access has encouraged good electronic timekeeping habits while reducing employee turnover.

In addition to providing a useful benefit to retain employees, security professionals can take steps to ensure that new hires show up for work on their first day. While background checks are being completed before hiring a new employee, it has been reported that a number of employees find other positions during the screening process, which could take weeks.

Business owners can consider implementing pre-boarding strategies to make sure they remain in contact with new hires and keep them engaged. A few examples of pre-boarding strategies may include sending follow-up greeting messages from their new manager to welcome them to their team. Human resource professionals can also engage newly hired workers in the onboarding process by providing answers about benefits and answering common questions.

Applying labor market research

To aid employers in the security industry in understanding employee turnover and low labor participation, our team of industry experts compiled this in-depth analysis of 2023 global trends for cleaning and security companies, providing a forecast for what to expect in 2024.

In this detailed guide titled Data Report: Labor Trends, we highlight opportunities for companies to become employers of choice, shorten their time to hire and implement proven strategies to combat high turnover rates, while outlining how to use labor market data to strategize during a tough economic climate. The content is accessible via the QR code in the TEAM Software ad within this issue, or it can be found on our website at https://teamsoftware.com.

Josh has been supporting customers for over a decade. After working as a Product Manager for over three years, he moved into a director role at the beginning of 2023, where he has continued to express his passion for crafting products that truly enrich the lives of others.

 

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Aley Moyer

The Californian 2024 Q1 – BENEFITTING FROM BEACON TECHNOLOGY

BENEFITTING FROM BEACON TECHNOLOGY

Stephanie Petersen, TEAM Software by WorkWave, CALSAGA Network Partner

For security professionals searching for ways to better manage guards working in the field, Bluetooth beacons can offer a number of benefits. Beacons are wireless transmitters that communicate with other smart devices through Bluetooth Low Energy (BLE) technology, a power-friendly version of Bluetooth wireless tech.

Bluetooth beacons constantly send out radio signals to nearby smartphones and tablets, and their signals contain a small amount of data. Mobile apps are able to listen to those signals. Once an app hears a relevant signal, it can trigger an action on your phone – pinpointing a location, tracking movements and triggering location-based notifications.

Over the past decade, beacon technology has gained a large amount of traction with major companies incorporating beacons for smartphones, tablets, laptops, medical devices and home entertainment products. Less than a decade ago in 2016, the market for beacon technology was valued at $519.6 million. At this rate, it is expected to reach $56.6 billion in 2026.

Security professionals seeking low-cost solutions offering real-time asset tracking and proof of service to customers can utilize beacons as a reliable choice. When combined with an  integrated workforce management system, Bluetooth beacons can add additional real-time data, insights or analytics that can be accessed and reported on.

Beacon technology and the security industry

Part of the reason the beacons work so well for the security industry is the fact that they offer location-tracking technology. Beacons consistently provide exact details on where a mobile device is located, whether it’s outdoors or indoors, unlike GPS signals that fail to communicate with satellites inside some buildings.

Beacons also require little assembly, maintenance or power requirements. Within a few minutes of installation, they can stay operational for years or at least until a battery needs to be replaced. Although different variations of Bluetooth beacons perform the same location tracking and data transmission-related tasks, their size, shape and price may vary.

Cost varies, but professionals should expect to spend as much as $50 on a reliable Bluetooth beacon. Despite aesthetic variations, beacons generally use coin cell or AA battery types, and battery life will vary depending on different factors, most notably the power source, settings and how often the beacon is used.

Because beacons are compatible with common smartphones, specifically iOS and Android devices, and due to the commonality of Bluetooth technology, there should be built-in features on nearly every smartphone to minimize installation or maintenance concerns.

Lighthouse and Bluetooth beacon software

Once a beacon system is in place, integrations can push the technology forward. For example, TEAM Software by WorkWave offers Lighthouse, which integrates with Bluetooth beacon technology and offers a usable app that ensures guards are properly monitored, while also offering communication features in the event of a high-risk incident.

A security company that was contracted to provide dedicated services to a large golf facility implemented Lighthouse to help record patrols, manage tasks, report issues, complete inspections and communicate with managers.

After setting up a network of 24 beacons throughout the golf course and club, they achieved better visibility throughout the facility, greater compliance with security patrols and were able to respond faster to security issues. They also eliminated paper-based data capture and moved to centralized reporting.

Lighthouse helps managers ensure that workers are performing their duties. But it also aids in providing ongoing reports, which could help document risk management compliance, defend against claims and expose areas where efficiencies can be gained.

To continue learning about Lighthouse and the uses of beacon technology, take advantage of the following eBook: The Beginner’s Guide to Beacons. This guide was designed to share valuable information on beacon technology and depict how beacons can offer real benefits to a business. Case studies are included in this eBook to offer details on how specific security companies better managed their workforce and reduced operation costs.

Learn more

Stephanie is a passionate product manager with a demonstrated history of working in various roles in the software industry, who loves building and using products that add significant value to people’s day-to-day lives and businesses.

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Aley Moyer

The Californian Q4 – Frustrated With Workers’ Compensation Audits? It Used To Be Much Easier!

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Frustrated With Workers’ Compensation Audits? It Used To Be Much Easier!

Shaun Kelly, Tolman & Wiker, CALSAGA Preferred Broker

Great to see everyone at the CALSAGA Annual Conference, it was truly a great event my hat goes off to CALSAGA for coordinating all the speakers and evening activities! I believe the conference is particularly a good opportunity to network with other Members and vendors. 

Workers’ Compensation audits are becoming more confusing and frustrating to complete! Auditors are requesting more information than they ever have before, including financial statements. Prior to Covid, Workers Compensation audits were required to be in person, now most are remote by email and phone. The Information you have to provide must be submitted in to them in secured files that are difficult to use.  And, if you happen to be late, a Notice of Cancellation is sent out immediately to get your attention. What has changed? 

Here are a few possible explanations for what has changed:

  1. Experienced auditors have retired and the new underwriters are trying to understand the process without limited knowledge and experience.
  2. The new auditors are being trained to request as much information as possible.
  3. The passing of AB 5 (Recognizing Independent Contractors as employees under the new guidelines) has auditors searching for employers who are not following the AB 5 guidelines and charging them additional premium.

ISSUE: Employers have concerns with providing financials that they have not had to provide in the past. However, this is how the auditors find out if there are expenses paid to independent contractors under AB 5. Per each Workers’ Compensation insurance policy in CA, every employer must provide the following for a final premium audit:  

  1. Audit – You will let us examine and audit all your records that relate to this policy. These records include ledgers, journals, registers, vouchers, contracts, tax reports, payroll and disbursement records, and programs for storing and retrieving data. We may conduct the audits during regular business hours during the policy period and within three years after the policy ends. Information developed by audit will be used to determine final premium. Insurance rate service organizations have the same rights we have under this provision. (The rate service organization they are referencing is the Workers’ Compensation Insurance Rating Bureau (WCIRB) that may request an inspection to confirm the employees are classified correctly under the WCIRB rating guidelines).

From the WCIRB, when determining the basis of premium, the following are included as payroll:

  • Gross wages
  • Salaries
  • Commissions
  • All bonuses
  • Most profit sharing
  • Vacation, holiday and sick pay
  • Overtime (“straight time” portion only)
  • The market value of gifts
  • Automobile allowances (less reimbursement for documented expenses)

The following items are excluded from payroll when determining the rating basis:

  • Meals or lodging (unless the classification phraseology specifically includes them or they are provided in lieu of wages)
  • Tips
  • Overtime excess pay (the increase above the regular hourly wage)
  • Severance pay (except for accrued vacation, sick pay, commissions and bonuses)
  • Employer contributions to qualified insurance, stock or retirement plans
  • Stock options
  • The value of an automobile furnished to an employee

In addition, the following are not included as payroll for premium computation:

  • Employee discounts for merchandise
  • Residual payments for commercials
  • A uniform allowance

Note:

Payroll for Workers’ Compensation insurance purposes is not the same as the Internal Revenue Service definition of payroll.

If you have any questions, please do not hesitate to contact me.

Take care

Shaun Kelly joined Tolman & Wiker Insurance Services in 2005.  He specializes in all lines of property and casualty insurance for industries including contract security firms, agriculture, construction, oil and gas. Shaun received a BS in Business Administration with a major in Finance from California State University in Fresno, California. He is an active member of several industry associations, including the Association CALSAGA, the Kern County Builders Exchange and the Independent Insurance Agents of Kern County. Shaun can be reached at 661-616-4700 or skelly@tolmanandwiker.com.

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