Lawley Insurance

Author: Leeann Hupfer

  • Holiday Cyber Safety & Credit Card Protection Tips

    Holiday Cyber Safety & Credit Card Protection Tips

    Holiday Cyber Safety & Credit Card Protection Guide

    Smart Steps to Keep Your Information and Deliveries Safe This Winter

    The holiday season is one of the busiest times for both shoppers and cybercriminals. With more in-store purchases, increased online shopping, and a surge in package deliveries, it’s important to stay mindful of how and where your financial information is being used. A few simple habits can make holiday shopping much safer, whether you’re browsing in person or clicking through online deals.

    Stay Safe While Shopping In-Store
    When shopping in stores, small actions can significantly reduce your risk of credit card fraud. Using a credit card instead of a debit card provides stronger protection if something goes wrong. At checkout, be sure to shield the keypad when entering your PIN, and take a moment to look at the card reader before using it, anything loose, bulky, or out of place could indicate a skimming device.

    It’s also wise to always keep your card in sight. If a cashier needs to take it behind a counter or out of view, politely ask for an alternative process. Hold on to your receipts until you’ve confirmed your charges on your statement and avoid connecting to public Wi-Fi when using payment apps or digital wallets inside stores. These small steps strengthen the security of every purchase you make.

    Shop Online with Confidence
    Online shopping offers convenience, but it also attracts a higher number of scams during the holidays. Always make sure the websites you buy from are secure by checking for the “https” prefix and the lock icon in your browser. Be cautious with promotional emails or text messages, especially those advertising limited-time deals, since many are designed to lure shoppers into clicking fake links.

    Good password habits also matter. Using strong, unique passwords for retail and financial accounts helps prevent unauthorized access, and a password manager can simplify the process. Enabling multi-factor authentication provides an additional barrier that cybercriminals have a difficult time bypassing. If your card issuer offers virtual card numbers for online purchases, consider using them. And remember that public or shared computers are never the right place to store or enter card information.

    A Season for Extra Monitoring
    Because holiday spending tends to increase, keeping a closer eye on your accounts is especially important. Real-time transaction alerts can help you catch unusual activity immediately. Reviewing your statements more frequently can also ensure no unauthorized charges slip through. If something doesn’t look right, contacting your card issuer promptly will help limit your liability and prevent further misuse.

    Protect Deliveries from Porch Pirates
    Holiday shopping doesn’t end when you check out, protecting your packages has become an essential part of the process. Using delivery tracking and signing up for text or app notifications ensures you know when items arrive. High-value purchases may warrant requiring a signature. If you’re not home during the day, consider sending packages to a secure locker, a neighborhood pickup point, or even your workplace if permitted.

    Simple home security measures help as well. Doorbell cameras, outdoor lighting, and clearly visible delivery instructions all reduce the likelihood of theft.

    A Safer, Smarter Holiday Season
    By staying aware of how your information is used, being cautious about where you shop, and taking extra steps to secure deliveries, you can reduce your exposure to financial fraud and package theft. With a thoughtful approach, you can focus on what truly matters this season while keeping your finances and purchases safe.

    Need Extra Protection this Holiday Season?
    Contact Lawley for a review of your insurance policies and ask about cyber insurance coverage.

  • Spread Holiday Cheer, Not Hazards

    Spread Holiday Cheer, Not Hazards

    Holiday Safety in the Workplace

    Workplace holiday parties can present challenges and liabilities for employers. It’s important that employers proceed with caution, even if the event is virtual.

    Consider the following practices:

    Evaluate your policies | Employees should have easy access to the employee handbook and policies. These items should make them aware that a holiday party is considered a workplace event, meaning that all behaviors are to be followed with organizational policies in mind. Employers should consider any possible concerns with relevant workplace policies.

    Keep holiday celebrations optional | Employees may need to be compensated for their time based on their compensation level. It’s generally best practice that holiday parties aren’t a required event to attend. Additionally, not every employee may feel the same about a holiday celebration, so keep this in mind when requiring attendance. Forcing holiday party attendance can have the opposite effect of what you’re trying to create by having the event.

    Keep the celebration general | Employees may feel differently on the appropriateness of observing one holiday over another. As such, it’s best to keep the party general; for example, label the event as a “holiday party” versus a celebration for a specific holiday. This allows people of varying backgrounds and beliefs to feel included. Without generalization, employers risk the potential for a lack of inclusion and belonging.

    Set expectations for behaviors | Many holiday parties, including remote events, can host a risk of inappropriate behaviors, especially if alcohol is involved. As an employer, it’s beneficial to reiterate the appropriate and expected behaviors, as well as relevant workplace policies, for the event. Be sure to remind employees that all expectations for the workplace are still enforced at the event.

    Holiday Decorations

    • Mixing and matching lights can create a fire hazard; keep outside lights outdoors and inside lights indoors.
    • Discard any light strings that have cracks, exposed wire or loose connections.
    • Do not connect more than three sets of lights to an extension cord.
    • Make sure that cords are not running through a walkway, as it creates a tripping hazard.
    • Do not close doors or windows on extension cords and do not run them under rugs or carpeting.
    • Make sure all indoor decorations are unplugged at the end of the day. You are responsible for unplugging any decorations that you put up.
    • We do not allow any decorations with an open flame, such as candles.
    • Make sure decorations do not block doorways, walkways, exit signs or stairwells.
    • All decorations should be made of flame-retardant or non-combustible materials.

    Food Safety

    • If you are bringing in food to share with your co-workers, be sure to observe these safety precautions: Keep perishable food refrigerated and do not leave out for more than two hours.
    • Use serving utensils, even for “finger food,” so that multiple people are not touching it.
    • Label your food, especially if it contains peanuts or other ingredients that others may be allergic to.

    Most importantly, always use common sense when bringing decorations or food items into the workplace. We want everyone to enjoy the holiday season, but safety is always our top priority at Lawley.

    Ready to Get Started?
    Reach out to Lawley today to review your disaster plan and develop procedures that keep your workplace safe and compliant.

  • Fire Prevention in the Workplace Starts with a Solid Plan

    Fire Prevention in the Workplace Starts with a Solid Plan

    Building a Safer Workplace
    Key Steps for Fire Prevention Planning

    A workplace fire can cause devastating losses but with the right prevention plan in place, many incidents can be avoided altogether.

    A fire prevention plan (FPP) outlines the materials or conditions that could fuel a fire, as well as the systems and procedures in place to control or stop it. This includes identifying fuel sources, such as flammable materials, and understanding how existing equipment (like sprinklers, extinguishers, and alarm systems) helps to contain a fire should one occur.

    Fire Prevention Plan Basics
    According to OSHA, every business must have a written fire prevention plan that is accessible to employees. For companies with ten or fewer employees, the plan can be communicated verbally.

    At minimum, your plan should:

    • List potential fire hazards in your workplace, along with safe handling and storage practices for flammable or hazardous materials.
    • Identify potential ignition sources (such as heat-producing equipment) and describe how they’re controlled.
    • Include procedures for safely removing waste that could contribute to a fire.
    • Outline maintenance routines for heat-producing machinery to help prevent sparks or overheating.
    • Assign responsibility by naming the employees in charge of maintaining fire prevention equipment and controlling potential fuel sources.

    Employers must also train employees on the fire risks associated with their jobs and review the parts of the prevention plan that relate to their safety and responsibilities.

    Creating and maintaining an effective fire prevention plan not only helps you meet OSHA standards, it protects your property, your business, and most importantly, your people. CLICK HERE for more information from OSHA.

    Ready to Get Started?
    Reach out to Lawley today to review your fire risks and develop a fire prevention plan that keeps your workplace safe and compliant.

  • 2026 FSA Limit

    2026 FSA Limit

    Click here to download this document: 2026 FSA Limit

    IRS Releases Health FSA Limits for 2026

    On Oct. 9, 2025, the IRS released Revenue Procedure 2025-32 (Rev. Proc. 25-32), which includes the 2026 inflation-adjusted limit on employee salary reduction contributions to health flexible spending accounts (FSAs). For plan years beginning in 2026,the adjusted dollar limit on employees’ pre-tax contributions to health FSAs increases to $3,400. This is a $100 increase from the 2025 health FSA limit of $3,300.

    The Affordable Care Act (ACA) imposes a dollar limit on employees’ salary reduction contributions to health FSAs. This limit started at $2,500 for plan years beginning on or after Jan. 1, 2013, and has been adjusted for inflation for subsequent plan years. Employers should ensure their health FSAs will not allow employees to make pre-tax contributions over $3,400 for the2026 plan year. Employers can impose a lower limit on employees’ pre-tax contributions to a health FSA.

    Employers should confirm that their health FSA contribution limit is included in the plan’s documents and communicate it toemployees at enrollment time.

    CLICK HERE to read the entire statement.

  • 2026 Tax Advantaged Accounts

    2026 Tax Advantaged Accounts

    To see the document, click here: 2026 Tax Advantaged Accounts

  • 2026 HSA and HDHP Limits

    2026 HSA and HDHP Limits

    To download this document as a PDF, please click here: 2026 HSA HDHP Limits

    HSA/HDHP Limits Increase for 2026

    On May 1, 2025, the IRS released Revenue Procedure 2025-19 to provide the inflation-adjusted limits for health savings accounts (HSAs) and high deductible health plans (HDHPs) for 2026. The IRS is required to publish these limits by June 1 of each year.

    These limits include the following:

    •  The maximum HSA contribution limit;
    •  The minimum deductible amount for HDHPs; and
    •  The maximum out-of-pocket expense limit for HDHPs.

    These limits vary based on whether an individual has self-only or family coverage under an HDHP. Eligible individuals with self- only HDHP coverage will be able to contribute $4,400 to their HSAs for 2026, up from $4,300 for 2025. Eligible individuals with family HDHP coverage will be able to contribute $8,750 to their HSAs for 2026, up from $8,550 for 2025. Individuals age 55 and older may make an additional $1,000 “catch-up” contribution to their HSAs.

    The minimum deductible amount for HDHPs increases to $1,700 for self-only coverage and $3,400 for family coverage for 2026 (up from $1,650 for self-only coverage and $3,300 for family coverage for 2025). The HDHP maximum out-of-pocket expense limit increases to $8,500 for self-only coverage and $17,000 for family coverage for 2026 (up from $8,300 for self- only coverage and $16,600 for family coverage for 2025).

    Action Steps

    Employers sponsoring HDHPs should review their plans’ cost-sharing limits (i.e., the minimum deductible amount and maximum out-of-pocket expense limit) when preparing for the plan year beginning in 2026. Also, employers allowing employees to make pre-tax HSA contributions should update their plan communications with the increased contribution limits.

    HSA/HDHP Limits

    The following chart shows the HSA and HDHP limits for 2026 compared to 2025. It also includes the catch-up contribution limit that applies to HSA-eligible individuals age 55 and older, which is not adjusted for inflation and stays the same from year to year.

    Type of Limit 2025 2026 Change
    HSA Contribution Limit Self-only $4,300 $4,400 Up $100
    Family $8,550 $8,750 Up $200
    HSA Catch-up Contributions (not subject to adjustment for inflation) Age 55 or older $1,000 $1,000 No change
    HDHP Minimum Deductible Self-only $1,650 $1,700 Up $50
    Family $3,300 $3,400 Up $100
    HDHP Maximum Out-of-pocket Expense Limit (deductibles, copayments and other amounts, but not premiums) Self-only $8,300 $8,500 Up $200
    Family $16,600 $17,000 Up $400

    ACA Out-of-Pocket Maximum non HDHP

    Separately, the Department of Health and Human Services (HHS) also released its annual limits on cost-sharing for 2026, as required by the Affordable Care Act (ACA). For 2026, the out-of-pocket maximum on essential health benefits (EHB) is $10,600 for self-only coverage and $21,200 for other-than-self-only coverage. Please note this is different than the out-of-pocket maximum for High Deductible Health Plans.  If you have a high deductible health plan (HDHP) compatible with a health savings account (HSA), keep in mind that your HDHP’s out-of-pocket maximum must be lower than the ACA’s limit.

    In addition, effective for plan years beginning on or after Jan. 1, 2016, non-grandfathered health plans must apply the ACA’s self-only OOP maximum to all individuals, regardless of whether they have self-only or family coverage.  This requires group health plans to embed an individual out-of-pocket maximum in the plan’s family coverage when the family out-of-pocket maximum exceeds the ACA’s out-of-pocket maximum for self-only coverage.

    This Compliance Bulletin is not intended to be exhaustive nor should any discussion or opinions be construed as legal advice. Readers should contact legal counsel for legal advice. ©2025 Zywave, Inc. All rights reserved.