The Electrical Council of Florida






Manage Your Reputation With Smart Hiring Practices

The people you hire play a key role in the success and bottom line of your business. Your team often serves as the face of your company, directly shaping public perception. When customers interact with an employee, they may form an opinion about your entire brand.

Think about your business' reputation within your community and online. Are your employees polite and professional in their actions and responses? Do they consistently follow company policies? If your workplace is open to the public, does your team keep it clean and organized? If you have company drivers, do they drive safely? 

Your Team Can Help Shape Your Reputation

The people you hire directly reflect on you and your business. To help manage your reputation and make appropriate hiring decisions, consider these tips:

  • Post Transparent Job Openings: Clearly outline all job qualifications, responsibilities, work hours, pay, benefits, titles, and growth opportunities.
  • Define Your Values: Clearly communicate your business’s values and the qualities you seek in applications and during interviews.
  • Screen Carefully: Look beyond practical skills to assess an applicant's attitude and personality.
  • Check References: When possible, contact previous employers and references. Keep in mind that past actions can predict future behavior.
  • Train Thoroughly: Have an onboarding plan ready to ensure every new hire understands your workplace standards and policies.

Your reputation is as important to your business as the people you hire and employ. Contact your local Federated Insurance® marketing representative to learn more about this important risk management topic. Clients can access human resources content on the Training & Resources page of mySHIELD®.

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This article is for general information and risk prevention only and should not be considered legal or other expert advice. The recommendations herein may help reduce, but are not guaranteed to eliminate, any or all risk of loss. The information herein may be subject to, and is not a substitute for, any laws or regulations that may apply. Qualified counsel should be sought with questions specific to your circumstances. ©2026 Federated Mutual Insurance Company. 

Published Date: March 17, 2026


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Why Estate Planning is For Everyone, Including You

Many people think estate planning is only for the rich, but that is not the case. If you have people you love or property you value, an estate plan can be a smart choice.

Estate planning gives you control. You decide what happens to your assets, your children, and your healthcare choices if you cannot make decisions for yourself. If you do not have a plan, state laws may make these decisions for you. This could result in outcomes that don’t match your original wishes.

An estate plan can be beneficial in many ways. For example:

  • Parents can use a will or trust to name guardians for their minor children. This ensures the people you trust most will care for them.
  • Homeowners can use a plan to help avoid legal delays and protect the equity they’ve worked hard to build.
  • Blended families can use an estate plan to ensure every family member receives an intended inheritance and to help keep peace among relatives.
  • Single adults can benefit from documents like a power of attorney or a healthcare directive. These allow you to choose someone to make decisions for you if you become unable to do so.
  • Anyone with sentimental property, like a family heirloom or a small business, should state their wishes clearly to avoid future disagreements.

Estate planning isn’t about the amount you own. It’s about making sure what you have goes to the people and places you choose. Creating an estate plan is a meaningful way to protect the people who matter most to you. Contact your Federated Insurance® marketing representative today to connect you with independent estate planning resources.

 

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This article is for general information and risk prevention only and should not be considered an offer of insurance or legal, financial, tax, or other expert advice. The recommendations herein may help reduce, but are not guaranteed to eliminate, any or all losses. The information herein may be subject to, and is not a substitute for, any laws or regulations that may apply. This information is current as of its publication date and is subject to change. Some of the services referenced herein are provided by third parties wholly independent of Federated. Federated provides access to these services with the understanding that neither Federated nor its employees provide legal or other expert advice. All products and services not available in all states. Qualified counsel should be sought with questions specific to your circumstances. All rights reserved.

Published Date: March 17, 2026


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HR Question of the Month

Bonuses and the FMLA

Question

We are confused about how bonuses work for employees who take leave under the federal Family and Medical Leave Act (FMLA). Can an employee’s FMLA leave be counted against them for their bonus?

Answer

As a general matter, employers must be cautious when denying any right to an employee who takes FMLA leave. Employers are prohibited from discriminating or retaliating against an employee or prospective employee for having exercised or attempted to exercise any FMLA right. Employers may not use an employee’s request for or use of FMLA leave as a negative factor in employment actions, such as hiring, promotions or disciplinary actions.

That said, an employer may deny a bonus that is based upon achieving a goal, such as hours worked, products sold or perfect attendance, to an employee who takes FMLA leave (and thus does not achieve the goal) as long as it treats employees taking FMLA leave the same as employees taking non-FMLA leave. For example, if an employer does not deny a perfect attendance bonus to employees using vacation leave, the employer may not deny the bonus to an employee who used vacation leave for an FMLA-qualifying reason.

Additional laws may apply to an employee’s situation, such as other federal, state and/or local laws. Employers are advised to work with local counsel to ensure they comply with all applicable legal requirements.

 

Published Date: March 17, 2026


The HR Question of the Month is provided by Zywave®, a company wholly independent from Federated Insurance. Federated provides its clients access to this information through the Federated Employment Practices Network with the understanding that neither Federated nor its employees provide legal or employment advice. As such, Federated does not warrant the accuracy, adequacy, or completeness of the information herein. This information may be subject to restrictions and regulation in your state. Consult with your own qualified legal counsel regarding your specific facts and circumstances.



ECF • P.O. Box 457 Land O' Lakes, FL  34639 • Email: staff@ecf-fl.org • Phone: 813-885-9605 
Cecily Millan 813-918-1624  - Executive Director  Casey Landry  352-586-8286 - Education Director
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