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Photos from the SSCIP 30th Anniversary Party from the SSCIP 30th Anniversary Party<div class="ExternalClass9D18F50573D6460296143A29614CDD13"><p class="ExternalClassC737CB3AEC784C83BAB88E8B29785A00">​<span style="line-height:0.1;">     ​<span style="font-size:0.1px;">​</span></span></p><p class="ExternalClassC737CB3AEC784C83BAB88E8B29785A00">​<span style="line-height:0.1;">     ​<span style="font-size:0.1px;">​​​​</span></span></p><p></p><p class="ExternalClassC737CB3AEC784C83BAB88E8B29785A00">​<span style="line-height:0.1;">     ​<span style="font-size:0.1px;">​​​​</span></span></p><p>​​<img alt="sscip event.png" src="/PublishingImages/Lists/NewsFeed/AllItems/sscip%20event.png" style="margin:5px;" /></p></div>​​​
Preventing Vehicle Backing Accidents Vehicle Backing Accidents<div class="ExternalClass9D18F50573D6460296143A29614CDD13"><p class="ExternalClassC737CB3AEC784C83BAB88E8B29785A00">​<span style="line-height:1.6;">Backing a vehicle is something we all probably do several times a day without giving it a whole lot of thought.  But according to the national statistics on backing accidents, it is something we need to pay very close attention to from a loss control standpoint. </span></p><p class="ExternalClassC737CB3AEC784C83BAB88E8B29785A00">To give you an idea of the scope of this issue, here are some alarming statistics from the National Highway Traffic Safety Administration (NHTSA):</p><div class="ExternalClassC737CB3AEC784C83BAB88E8B29785A00"><ul><li>Each year there are at least 500,000 backing accidents of some type.</li><li>Of the half million accidents, 15,000 included some sort of injury.</li><li>Approximately 210 people are killed annually from backing accidents, mostly children under the age of 5 (31 percent of all fatalities).  </li></ul></div><p>Now consider the fact that we all drive thousands of miles going forward each year but probably only one or two miles in reverse!</p><p>Backing is not an easy maneuver, which can be further complicated by the following factors.</p><ul><li>The driver’s seat faces forward</li><li>Larger, longer, and taller vehicles have larger blind spots</li><li>Mirrors can distort images</li><li>Driver distractions</li><li>Low visibility conditions</li><li>Physical barriers that make it difficult to see.</li></ul><p> However, with all of these factors at play, there are best practices that drivers can follow to reduce the risk of a backing accident. Check out the <a href="/Resources/Documents/SSCIP%20Auto%20Best%20Practice%20-%20Preventing%20Backing%20Accidents.pdf" target="_blank">Vehicle Backing Safety Factsheet</a> for a guide to how your organization can practice safe vehicle backing. </p><p>For questions on safe vehicle backing or other safety issues, contact a member of SSCIP's Loss Control team today:</p><p style="text-align:center;"> <span style="text-decoration:underline;">Jon Stewart</span><br></p><p style="text-align:center;">​(602) 368-6626 / <a href="mailto:[email protected]" target="_blank">[email protected]</a></p><p style="text-align:center;"> <span style="text-decoration:underline;">Patti Fields</span><br></p><p style="text-align:center;">​(602) 368-6653 / <a href="mailto:[email protected]" target="_blank">[email protected]</a></p></div>
5 Ways to Keep Your Copier Data Safe Ways to Keep Your Copier Data Safe<div class="ExternalClass314B3CE449CF42E9A57DC636EC72E22F"> ​<span style="line-height:1.6;">When it comes to business security, the office photocopier may be one of the last risks you consider; however, today's generation of office machines are networked, multi-functioning devices that can print, copy, scan, fax and email. Did you know most machines make a digital copy of every job and store it on an internal hard drive? Those hard drives hold a treasure trove of personal information and other sensitive data that in the wrong hands can facilitate identity theft and fraud. Also, copiers are often leased, returned and then re-leased or sold, putting businesses at a greater risk of a data breach.</span><p></p><p>SSCIP Members can protect sensitive and confidential data by including copiers in their information security plan. Follow these tips to safeguard information:</p><p> <strong>1. Educate yourself and your employees about copier risks.</strong> Be aware of the information stored on the device and the risk if that data is stolen or the device is lost. Limit storage of sensitive data on such devices.</p><p> <strong>2. Assign responsibility.</strong> Make sure copiers are managed and maintained by your organization's IT or information security team. Employees who secure company computers and servers should also secure the data contained in the copiers.</p><p> <strong>3. Research and use your copier's security features</strong> or purchase extra security capabilities. Most newer models offer disk override or disk erase features that ensure each new document copy overrides the previous one; additionally, many copiers are equipped with data encryption capabilities.</p><p> <strong>4. Secure data before returning or disposing of your municipality's copiers.</strong> Review your options for securing the hard drive or internal memory with the copier manufacturer, dealer or servicing company. Some companies may handle data disposal for you. If returning to a leasing company, use easily available software to sanitize or "wipe clean" the hard drive and document the sanitization process.</p><p> <strong>5. Consider compliance responsibilities.</strong> Your organization may be required to follow specific compliance obligations depending on the information it stores, transits and receives. Make sure you're aware of state, federal and international requirements.</p><p>For more information regarding copier data security, contact SSCIP's Loss Control department at (602) 996-8810 or visit</p></div>
EEOC Releases New Pregnancy Discrimination Guidance Releases New Pregnancy Discrimination Guidance<div class="ExternalClass3D8E91DA03264EBDBC658AC9A8DB5891">​ <span style="line-height:1.6;">The Equal Employment Opportunity Commission’s new <a href="" target="_blank" style="line-height:1.6;">Enforcement Guidance on Pregnancy Discrimination and Related Issues</a><span style="line-height:1.6;"> describes the agency’s view of prohibitions on discrimination against pregnant workers and how the EEOC sees employment laws enacted in the past 30 years, such as the 1990 Americans with Disabilities Act (ADA), the 1993 Family and Medical Leave Act (FMLA), and the 2008 ADA Amendments Act (ADAAA), apply to these workers. </span> </span><p></p><p></p><p>The Guidance is the first comprehensive update on the subject since 1983 and supersedes earlier guidance (Section 626: Pregnancy, EEOC Compliance Manual, Volume II; <em>Policy Guidance on the Supreme Court Decision in International Union, United Automobile, Aerospace & Agricultural Implement Workers of America, UAW v. Johnson Controls, Inc.</em>) (1991)). The EEOC also released a related <a href="" target="_blank">“Q&A” document</a> and <a href="" target="_blank">Fact Sheet for Small Businesses</a>. </p><p>The controversial Guidance garnered the votes of only three of the Commission’s five members. In separate statements, Commissioners Constance S. Barker and Victoria A. Lipnic dissented from the agency’s adoption of the Guidance. Both noted the substance of the Guidance overstepped legal precedents and was a dramatic departure from existing law and the agency’s previous guidance. They criticized the agency for not making the Guidance available for public review and comment before the Commissioners had to vote, noting the move signaled a lack of transparency.</p><h4>Four Parts</h4><p>Part One of the Guidance’s four parts discusses the prohibitions under Title VII of the Civil Rights Act, as clarified by the Pregnancy Discrimination Act of 1978 (PDA). Part Two discusses the application of the ADAAA’s accommodation and non-discrimination requirements and the definition of disability to pregnancy-related impairments. Part Three discusses other legal requirements affecting pregnant workers, including the FMLA. Part Four describes “Best Practices” for employers. </p><p>The Guidance’s more controversial requirements include the following:</p><p style="padding-left:30px;">(1)<span style="white-space:pre;"> </span>an employer policy of providing light duty only to employees with on-the-job injuries violates the PDA (Commissioner Lipnic noted that this position has not been adopted by any federal circuit court); </p><p style="padding-left:30px;">(2)<span style="white-space:pre;"> </span>an employer must provide accommodations to an employee with a normal and otherwise healthy pregnancy; </p><p style="padding-left:30px;">(3)<span style="white-space:pre;"> </span>certain employer inquiries, comments or discussions regarding an employee’s pregnancy or potential pregnancy are indicative of discrimination; and</p><p style="padding-left:30px;">(4)<span style="white-space:pre;"> </span>an employer health insurance plan must cover prescription contraceptives on the same basis as prescription medications that prevent medical conditions other than pregnancy.</p><h4>Light Duty, Accommodations, Inquiries</h4><p>The Guidance addresses circumstances under which employers may have to provide light duty to pregnant workers. The EEOC contends an employer may not refuse a pregnant worker’s request for light duty based on a policy that makes distinctions based on the source of an employee’s limitations (e.g., a policy of providing light duty only to workers injured on the job or to workers with an ADA-covered disability). The Guidance states that workers needing light duty due to on-the-job injuries or ADA-covered disabilities are appropriate similarly situated comparators to a pregnant worker needing light duty because they are similar to the pregnant worker in the ability or inability to work. This view conflicts with the decisions of several federal courts of appeals, including the Fourth, Eleventh and Sixth Circuits, as the EEOC recognizes in its notes.</p><p>Until now, the PDA has been interpreted to mean pregnancy is not a disability under the ADA. However, again departing from existing law, the Guidance states that to the extent a worker’s normal, healthy pregnancy limits her ability to perform certain job duties, and to the extent an employer would accommodate an employee with similar limitations, the employer also must accommodate the pregnant worker or risk discriminating against the woman on the basis of her pregnancy. </p><p>The EEOC also declares that certain employer inquiries related to pregnancy or potential pregnancy are indicative of discrimination. In the Q&A document, EEOC states, “Although Title VII does not prohibit employers from asking applicants or employees about gender-related characteristics such as pregnancy, such questions are generally discouraged. The EEOC will consider the fact that an employer has asked such a question when evaluating a charge alleging pregnancy discrimination.”</p><h4>Prescription Contraceptives</h4><p>The Guidance provides that employers violate Title VII by providing health insurance that excludes coverage for prescription contraceptives, regardless of whether the contraceptives are provided for birth control or medical purposes. It further explains that, to comply with Title VII, employer-provided health plans must cover prescription contraceptives on the same basis as other prescription drugs, devices, and services used to prevent the occurrence of medical conditions other than pregnancy. If an employer-provided health plan covers preventive care for vaccinations, physical examinations and prescription drugs to prevent high blood pressure or to lower cholesterol levels, then prescription contraceptives also must be covered.</p><p>The Guidance notes that Title VII does not require that employer-provided health plans provide coverage for abortions, except where the life of the mother would be endangered if the fetus were carried to term or where medical complications have arisen from an abortion. </p><p>The EEOC included a caveat in its Q&A document that the Guidance does not address whether certain employers might be exempt from Title VII’s requirements under the Religious Freedom Restoration Act or First Amendment of the Constitution. The U.S. Supreme Court ruled in <em>Burwell v. Hobby Lobby Stores, Inc.</em>, that the Patient Protection and Affordable Care Act’s contraceptive mandate violated the RFRA as applied to closely held family for-profit corporations whose owners had religious objections to providing certain types of contraceptives. It is unclear how a court could distinguish <em>Hobby Lobby </em>in a challenge to the Guidance’s rules around contraception, especially contraceptive methods that an employer equates to abortion, bearing in mind Title VII’s existing exception for abortion coverage.</p><p>In addition, the Guidance does not address its impact on other employers who are currently exempt from existing contraception requirements, such as those who maintain plans that are grandfathered under the Affordable Care Act.</p><h4>Far-Reaching Best Practices</h4><p>The EEOC stated that the Guidance’s “Best Practices” suggestions, which the agency concedes “go beyond federal non-discrimination requirements,” are suggestions that may “decrease complaints of unlawful discrimination and enhance employee productivity.” </p><p>These recommendations include implementing a strong policy against pregnancy discrimination, training managers, responding to complaints promptly and effectively, evaluating restrictive leave policies for any disproportionate impact on pregnant workers, consulting with pregnant workers to develop a plan for covering job duties during anticipated absences, and stating explicitly that reasonable accommodation procedures are available to employees with pregnancy-related impairments. As the dissenters noted, much of the Guidance seems to impose requirements on employers that are not supported by the language of the PDA or the ADAAA; indeed, they may even contradict some court decisions.</p><h4>State and Local Laws</h4><p>The Guidance points out that employers must comply with state or local provisions regarding pregnant workers unless those provisions require or permit discrimination based on pregnancy, childbirth, or related medical conditions. </p><p style="text-align:center;">***</p><p> <em>This is a brief summary of the Guidance. Employers should review their pregnancy, discrimination, leave and disability accommodation-related policies and practices in light of the Guidance and the Q&A document. They should consult with employment counsel to determine whether they may be affected by the Guidance, and if so, how.</em></p><p> <em>The preceding article was reprinted with permission from Jackson Lewis, P.C.</em></p><p> <em>For questions on this or other employment issues, contact Jim Gill at (602) 368-6656 or [email protected] to access the Personnel Assistance Lifeline (PAL) program.</em></p></div>
SSCIP Board of Trustees Votes to Enhance Coverages Board of Trustees Votes to Enhance Coverages<div class="ExternalClass78EA4BA6BFEB4CE8850C96AD0A2BCA75"><span style="line-height:1.6;">​In order to continually provide relevant, affordable coverage to the social services community, the SSCIP Board of Trustees recently voted to expand several of the coverages already offered to Members and approve the addition of data security breach, or "cyber" coverage on all SSCIP policies. </span><p></p><p>The SSCIP PAK coverage document is an attachment form that enhances SSCIP's standard Building and Personal Property (BPP) or Business Income (BI) forms. In order to meet the expanding needs of Arizona's social service contractors, several coverages were added to the SSCIP PAK form, including:</p><ul><li>Automated Defibrillators </li><li>Conference Cancellation </li><li>Emergency Evacuation Expense</li><li>Sprinkler Leakage</li><li>Fundraising Event Blackout</li><li>Green Consultant Expense </li><li>Inventory and Appraisals of Loss</li><li>Lock Replacement</li><li>Mobile Medical Equipment</li><li>Retaining Walls</li><li>Water Damage</li><li>Precious Metals</li><li>Lease Cancellation Moving Expense</li></ul><p>Additionally, several coverages already offered will now have expanded limits:</p><ul><li>Accounts Receivable, including credit or charge card slips</li><li>Business Income Covered Property and Business Income Dependent Business Property</li><li>Fine Arts</li><li>Fire Department Service Charge</li><li>Fire Protection Device Recharge</li><li>Off-Premises Water, Communication, and Power Supply Failure</li><li>Ordinance or Law</li><li>Personal Effects of Residential Clients</li><li>Property In Transit-Owned Vehicles or Carrier or Bailee</li><li>Spoilage</li><li>Outdoor Property, Including Trees or Shrubs</li><li>Valuable Papers and Records</li></ul><p>As SSCIP's Members continue to rely more heavily on electronic communication and data storage, there is an increased risk of data breach. In the wake of last fall's Target Stores hacking episode, the prospect of SSCIP Members' computer networks being targeted for theft of confidential data or client information is certainly a high-profile exposure.  However, the more likely exposures for social service providers are the less high-tech data breaches that can result from lost or stolen laptops and missing thumb drives containing confidential client information. Because of this exposure, SSCIP has enhanced its Building and Personal Property Coverage Form and its Commercial General Liability Coverage Form to include first- and third-party Data Security Breach coverage. These enhanced coverages, offered to Members at no additional premium charge, provide protection against the financial burden a social service provider might face for costs associated with responding to a data breach, and for liability exposures that exist when a client or other third party is harmed by the illicit use of their compromised personal information or data. </p><p>Additionally, SSCIP has partnered with IDentityTheft 911 to provide data breach assistance to every Member in the event confidential data has potentially been lost, stolen or otherwise compromised.  Headquartered in Scottsdale, Arizona, IDentityTheft 911 offers immediate, comprehensive help and expertise in the event of a data security breach. Within the limits of the SSCIP coverage form, assistance would include notifying all parties potentially affected, covering the cost of credit monitoring, and the cost of providing assistance to those individuals whose information was acquired.  Additionally, liability coverage would protect the SSCIP Member in the event a claim is filed by a person or entity who felt they were damaged as a result of a breach.  In partnering with IDentityTheft 911, SSCIP Members are afforded local, 24-hour assistance and immediate response in the event of a potential data security breach.</p><p>For questions on coverage or new limits associated with your policy, please contact one of SSCIP's underwriters:</p><p style="text-align:center;">Kirsten Krause (602) 368-6501 / <a href="mailto:[email protected]">[email protected]</a></p><p style="text-align:center;">Penny Haworth-Rich (602) 368-6644 / <a href="mailto:[email protected]">[email protected]</a>​</p></div>
Spotlight on Safety: Disaster Preparedness on Safety: Disaster Preparedness<div class="ExternalClass2E8277D8505840C39032CCFBEB5E6C0A"><div>Although we as Americans lead relatively safe day-to-day lives, the threat of emergency via severe weather, natural disaster, or terrorist attack is very real.  Emergency situations can very quickly escalate into chaos, and victims can quickly become disoriented, panicked, lost or injured.   For a person with developmental or physical disabilities, an emergency situation becomes even more dangerous.  While a frightening ordeal for anyone involved, there are ways to lessen the negative impact; the key to safety in the event of an emergency is the execution of a detailed, practiced disaster plan. <br><br>The following are some helpful tips from the Federal Emergency Management Agency (FEMA) on how to effectively prepare your agency, employees, and consumers for an emergency situation. <br><br>Get Informed /Identify Your Resources/Support Network <br><br>·     Be aware of the types of hazards that may affect your community.  Wildfires, floods, power outages, and snow storms all occur regularly in different parts of Arizona and have the potential to create an emergency situation for your agency.  <br><br>·     Find out what emergency plans and resources are available in your area, and determine whether those plans have considered your agency’s needs.  <br><br>·     Maintain a detailed list of resources for your agency and each of its consumers.  Your consumers’ “support network” should contain contact information for family members, service providers, and healthcare attendants who can help in the event of an emergency; your agency’s support network should include personnel, emergency services, and partner agencies that may be able to assist.  All lists should contain at least one out-of-state contact in the event that local contacts are also affected by the emergency. <br><br>Make a Plan <br><br>·     Be sure to develop a specific plan for each aspect of your agency; child care facilities, group homes, day program facilities, and administrative offices will all have very different needs during an emergency. <br><br>·     Make a plan that considers various hazards that can strike your community.  The National Organization on Disability recommends adapting the contingencies your agency uses daily to deal with smaller events such as power outages or traffic closures; these plans may help as you consider larger disasters such as floods or terrorism. <br><br>·     Consider that some methods of communication may fail in an emergency; always have multiple backups.  Strategies may include moving to a pre-determined meeting place, using battery-powered walkie- talkies, email, or other technology not reliant on phone lines. <br><br>Evacuation vs. Sheltering <br><br>There are a number of emergency situations when your facility may need to be evacuated; however, keep in mind that there is also the possibility that conditions may exist or arise that prevent occupants from leaving the area.  Be sure to have plans for both evacuation and in-place sheltering. <br><br>In-place Sheltering/Ready Kit- In the event evacuation is not a viable option or is prohibited by emergency authorities, your agency should defer to its in-place sheltering plan.  FEMA and the U.S. Department of Homeland Security (DHS) recommend stocking a three-day supply of food, water, and basic necessities for each person in the home or facility, for use during a sheltering event.  DHS’s disaster preparedness website (www. recommends that each “Ready Kit” contain the following supplies: <br><br>·     Water- one gallon per person, per day for drinking and sanitation <br><br>·     Non-perishable food (and a manual or battery-powered can opener) <br><br>·     Battery-powered or hand-crank radio-  For emergency and weather alerts <br><br>·     Battery-powered or hand-crank cell phone charger <br><br>·     Multiple flashlights <br><br>·     Extra batteries <br><br>·     First aid kit <br><br>·     Whistle- to signal for help <br><br>·     Dust masks- to help filter contaminated air <br><br>·     Moist towelettes, garbage bags, and plastic ties- for personal sanitation <br><br>·     Small tool kit- to turn off utilities or make small repairs <br><br>·     Important documents- support network lists, medical histories, etc. <br><br>·     Items for unique needs- including a supply of consumers’ medications, special medical equipment, safety gear, etc. <br><br>Evacuation/Go Bag- Certain emergency situations may arise where it is necessary to evacuate the area and find shelter elsewhere.  DHS recommends also maintaining a “Go Bag”, which is smaller than the Ready Kit and contains only the most essential items, which can be accessed quickly and taken with in the event of an evacuation.  Your Go Bag should also contain a three-day supply of necessary provisions and should include: <br><br>·     Food and water <br><br>·     Medications and medical equipment (and ice packs if medications must stay refrigerated) <br><br>·     Important documents- support network lists and medical histories <br><br>·     Flashlight, radio, and extra batteries <br><br>·     First aid kit <br><br>·     White distress flag or cloth <br><br><br><br>Special Accommodations <br><br>Remember, it is up to you and your staff to take the necessary precautions and plan for the special situations that your agency may encounter in the event of an emergency.  Think about the special needs you encounter on a daily basis, what you would need to do to accommodate those needs in the event of an emergency, and how to better prepare for emergency workers who may arrive to assist you. Special accommodations may include: <br><br>·     Service Animals- Most emergency shelters will allow service animals to remain with their humans during an emergency.  In addition to pet food, water, and sanitation materials, be sure your Go Bag contains updated medical history, medications, vaccine history, and veterinarian contact info for each service animal. <br><br>·     Disability-related Information- In a time of distress, disabled consumers may become separated from your agency’s employees and unable to accurately communicate with emergency personnel regarding their special needs. Be sure to develop a plan that includes medical alert tags or bracelets, and written identification of each consumer’s medical needs. <br><br>·     Mobility- Consider the physical limitations of staff members and consumers.  Will they be able to exit the facility on their own in the event of an emergency?  Do you have a plan in place for those who use special medical equipment?  Be sure you have made arrangements for those who may need assistance during an evacuation. <br><br>Numerous materials are available to assist you in forming a disaster readiness plan.  Monthly preparedness tips are available from FEMA by text messaging PREPARE to 43362 (4FEMA), or you can visit FEMA online at  </div></div>

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