If a Physician Can’t Work, What Happens to the Practice?

Posted on November 6, 2026November 9, 2026 by webbuilder in Blog, Disability Insurance |

Empty medical practice waiting room with blue chairs and a white reception desk

If you own a private medical practice, two different paychecks are at risk if a physician cannot work. One is that physician’s household income. The other is the money that keeps the practice running: rent or the office mortgage, staff pay, utilities, malpractice coverage, and the other bills that continue even when that physician’s schedule is empty.

Those are different problems, and they are usually handled by different policies.

Individual disability insurance replaces a portion of the physician’s own income (see our companion post on disability insurance for physicians). It does not automatically pay the practice’s bills. For that, practices look at coverage the business can buy, such as business overhead expense insurance and, when there are partners, disability buy-out insurance (AMA).

This post explains what those policies do, what they do not do, and how they differ from a physician’s own coverage. It is general information. Policy language varies, and the contract controls.

What is at risk if one physician is out

In many private practices, a large share of revenue is tied to the work of one or a few physicians. If that person becomes too sick or hurt to practice, two things can happen at once:

The practice’s income drops because that physician is no longer seeing patients or performing procedures.
Many of the practice’s expenses keep arriving anyway.

The American Medical Association puts it this way: if you are responsible for some or all of the monthly expenses required to keep a physician practice open, it is worth protecting the practice and your partners. The AMA points to three kinds of coverage commonly used together: business overhead expense insurance, the physician’s own disability insurance, and, for group practices, disability buy-out insurance.

Business overhead expense: who pays the bills that keep the doors open

Business overhead expense insurance, sometimes called an office overhead expense policy, reimburses eligible expenses of running the practice if one of the practice owners is disabled and cannot work (AMA).

Those expenses may include:

Staff salaries
Rent or mortgage payments on the office
Utility bills
Professional liability insurance premiums
Other fixed costs that are normal to running a professional practice (AMA)

A Life Happens account of an owner who had a disability overhead policy describes the same idea in everyday terms: the overhead policy helped the business meet payroll and pay vendors, while the owner’s personal disability policy replaced a portion of his salary for household expenses such as the mortgage and groceries.

Two points are easy to miss:

It reimburses expenses. It does not replace the physician’s paycheck. The physician still needs individual disability insurance for living expenses (AMA; Life Happens).

It generally does not replace the professional fees or profits that physician would have generated. If the question is “Who pays the rent and the staff while Dr. Lee is out?” overhead coverage is the usual answer. If the question is “Who replaces the collections Dr. Lee would have brought in?” overhead coverage, by itself, is not designed to do that.

Some overhead policies can help with a related solution: hiring a temporary physician to fill in (AMA). That replacement, often called a locum tenens physician, can keep seeing patients so the practice continues to generate income while the owner recovers. Whether a substitute’s pay is covered, and under what rules, depends on the policy.

Overhead benefits are paid for a limited time set by the policy. The AMA describes the practice’s expenses as covered until the disabled physician returns or until that partner’s share in the practice can be sold. Benefit periods and waiting periods vary by policy. Some policies also have a partial-disability feature if the owner can work in a reduced way. Exact options vary.

The AMA notes that the practice expenses these benefits pay, such as malpractice premiums, rent or the office mortgage, staff salaries and utilities, are generally tax-deductible. Exact lists and tax results depend on the policy and on your CPA’s advice.

Business loan protection (often a rider)

Some overhead policies offer an optional rider that can help keep up with certain business debt during a total disability, for example startup loans, equipment leases or financing used to expand the practice. That is separate from reimbursing day-to-day overhead. The loan feature, when available, is meant so those payments do not have to pause just because the owner cannot work.

Not every policy includes it, and the debts that qualify are defined in the contract. Ask whether a loan-protection feature is available on any overhead policy you are considering, and match it to the loans your practice actually carries.

How this differs from “business income” on a property policy

If you already have commercial insurance for the practice, you may have business income coverage, also called business interruption coverage. That is a different product.

Business interruption insurance generally replaces income lost when operations are disrupted because of a covered physical loss, such as a fire (NAIC). The Insurance Information Institute notes that a claim usually must be caused by direct physical damage to the business’s property.

A physician who cannot work because of an illness or injury typically does not trigger that property coverage. Disability overhead coverage is the design aimed at that situation. The two can complement each other. They do not substitute for each other.

The physician’s own policy, including residual or partial disability

The physician’s individual disability policy is still essential. The AMA notes that if you become disabled, you will still need to cover your living expenses, and that a specialty-specific definition of disability can matter if you can no longer work in your medical specialty but could work in another role.

Some personal policies also pay a residual or partial benefit if you return to work but earn less because of the disability (NAIC; AMA). That benefit is paid to the physician, not to the practice. It can help the household while the physician works a reduced schedule. It does not pay the office lease or the staff.

A policy the physician owns does not replace coverage through an employer or hospital. It adds to it, and it is the physician’s to keep. For how own-occupation definitions, waiting periods, and taxes work on that personal policy, see our companion post.

If there are partners: disability buy-out

Partners in a group practice may also want disability buy-out insurance. It is designed to help fund the purchase of a disabled partner’s ownership interest if that person can no longer fully participate because of a lengthy disability (AMA).

Attorneys often recommend a buy-sell agreement that says what happens if a partner dies, becomes disabled, or retires. The agreement should set a purchase price or a formula for setting one, and it should have a way to fund the purchase (AMA). Florida law recognizes a business’s insurable interest in the life, body and health of its owners and partners, and an individual policy on a person generally requires that person’s application or written consent (Florida Statutes s. 627.404).

A disability buy-out policy is meant to provide those funds. It is often paid as a lump sum so the buy-out can close in one payment, though some policies can pay in installments. The structure should match the buy-sell agreement (AMA). Buy-out coverage is designed for a lengthy disability (AMA), so ask how its waiting period lines up with the buy-sell agreement.

Overhead coverage, the physician’s own disability policy, and a disability buy-out policy are designed to work together: one helps keep the practice running, one helps the disabled physician’s household, and one helps the remaining owners buy out a partner who cannot return (AMA).

A word about covering a key physician’s own salary

Some practices want to continue a key physician’s salary during a disability. That is a salary-continuation or “sick pay” idea. It is different from overhead expense coverage, which reimburses practice bills, and different from a buy-out, which purchases an ownership interest.

Who owns the policy, who receives the benefit, and how the premium is paid all affect taxes. In general, if an employer pays the premiums and those premiums are not included in the person’s wages, disability benefits are taxable to the person who receives them. If the person is treated as paying the premiums with after-tax dollars, benefits generally are not taxed as income (IRS). Ask your CPA how this applies to your practice.

How benefits and premiums are often taxed

The AMA describes a common pattern for overhead expense coverage: premiums may be deductible as a reasonable and necessary business expense, and benefits received during a disability are taxable, but they are used to pay practice expenses, which may themselves be deductible, so the net tax result can be a wash.

For disability buy-out coverage, the AMA says premiums are generally not deductible, whether paid by a corporation, a partnership, or an individual, and the benefits therefore would not generally be subject to tax.

These are general descriptions, not tax advice. Entity type, who owns the policy, and who receives the money can change the result. Ask your CPA, and have your attorney review any buy-sell agreement, before you rely on a tax outcome.

What these policies do not do

To keep the pieces straight:

If you need…	The usual coverage
Money for the physician’s household bills	Individual disability insurance the physician owns
Money for rent, staff, utilities, and similar practice bills while an owner is disabled	Business overhead expense insurance
Help paying a temporary physician so the practice can keep seeing patients	A feature on some overhead policies
Help keeping up with certain business loans or equipment leases while an owner is totally disabled	An optional loan-protection feature on some overhead policies
Money to buy out a partner who cannot return	Disability buy-out insurance, following a buy-sell agreement
Lost income after a fire or other covered property damage	Business income coverage on a commercial property policy
A partial benefit because the physician is back at work but earning less	Residual or partial disability on the physician’s own policy

Typical overhead coverage does not replace lost professional fees or profits. It does not fund a partner buy-out by itself. And it does not replace the physician’s personal disability insurance.

What to bring if you’d like a review

If you would like us to walk through how these pieces fit your practice, it helps to have:

A simple list of monthly practice expenses that would continue if one physician were out (rent or mortgage, staff pay, utilities, malpractice premiums, and similar bills)
A list of business loans, equipment leases, or practice-acquisition debt that would still be due
Who owns the practice, and whether there are partners
Any buy-sell or operating agreement, especially language about disability
Any group or individual disability coverage the physicians already have
A benefits summary if a hospital or employer also provides disability coverage

We will help you compare options from several insurance companies. We will not treat overhead coverage, personal disability insurance, and a partner buy-out as if they were the same policy.

Questions? Call McGriff-Williams Insurance at (352) 371-7977. A member of our team will follow up.

McGriff-Williams Insurance. Where confidence grows.

This post is general information, not legal, tax, or financial advice. Policy terms, covered expenses, benefit periods, waiting periods, and availability vary. Your policy contract controls. Disability policies have exclusions and limitations. Ask your attorney about any buy-sell agreement and your CPA about taxes.

Sources

American Medical Association, “Insuring your physician practice” (updated Feb. 28, 2023): three common policies for physician practices: business overhead expense (also called office overhead expense), physician disability insurance, and disability buy-out; BOE reimburses operating expenses (staff salaries, rent or mortgage, utilities, professional liability premiums, and other fixed costs); some BOE policies help hire a temporary replacement; BOE tax pattern (premiums potentially deductible, benefits taxable, expenses potentially deductible, “wash”); personal DI still needed for living expenses; DBO funds purchase of a disabled partner’s interest after a lengthy disability; buy-sell agreement should set price or formula and a funding mechanism; DBO often lump sum, sometimes installments; DBO premiums generally not deductible and benefits generally not taxable. https://www.ama-assn.org/practice-management/private-practices/insuring-your-physician-practice
Life Happens, “Careful Planning Saved a Family and a Business”: a disability insurance overhead policy helped a business meet payroll and pay vendors; the owner’s personal disability policy replaced a portion of salary for household expenses. https://lifehappens.org/videos/careful-planning-saved-a-family-and-a-business/
NAIC, “Simplifying the Complications of Disability Insurance”: residual/partial disability; individual vs. group tax generalities. https://content.naic.org/article/consumer_insight_simplifying_complications_disability_insurance.htm
NAIC, “What business income loss coverages are out there?”: business interruption generally replaces income lost when operations are disrupted because of a covered physical loss, such as a fire. https://content.naic.org/article/small-business-insight-what-business-income-loss-coverages-are-out-there-learn-endorsements-can-help-lost-business-income
Insurance Information Institute, “Business Income (Interruption) Insurance: Key Facts” (April 22, 2020): a business income claim usually must be caused by direct physical damage to the business’s property. https://www.iii.org/sites/default/files/docs/pdf/business_income_interruption_042220.pdf
Internal Revenue Service, “Life insurance & disability insurance proceeds” FAQ: employer-paid vs. after-tax employee-paid tax treatment of disability benefits. https://www.irs.gov/faqs/interest-dividends-other-types-of-income/life-insurance-disability-insurance-proceeds/life-insurance-disability-insurance-proceeds-1
Florida Statutes s. 627.404: a business entity’s insurable interest in the life, body and health of its owners, partners and key persons; the insured’s application or written consent for individual policies. http://www.leg.state.fl.us/statutes/index.cfm?App_mode=Display_Statute&URL=0600-0699/0627/Sections/0627.404.html

Disability Insurance for Physicians: What to Look For

Posted on November 6, 2026November 9, 2026 by webbuilder in Blog, Disability Insurance |

Teal stethoscope and pen resting on a medical appointment schedule

If you became too sick or hurt to practice, how would you replace the income your training was built to produce? For physicians, disability insurance is not a side topic. It is how you protect a career that takes many years to build and that often supports a household, student loans, and, later, a practice.

The Social Security Administration reports that a 20-year-old worker has about a 1-in-4 chance of developing a disability before reaching full retirement age. Disability insurance is not the same as workers’ compensation, and it is not the same as Social Security Disability Insurance, which uses a strict standard and can take months to process (NAIC; SSA).

This post walks through what usually matters most in an individual policy: the definition of disability, how coverage through work fits in, benefit amount and length, waiting periods, partial disability, student loans, timing during residency or fellowship, taxes, and a few extras worth comparing. Policy language varies, and the contract controls.

Why physicians look at this so closely

Becoming a physician takes a long time, and peak earnings usually come later. After a bachelor’s degree, medical school typically takes another four years. Residency usually lasts three to nine years, depending on the specialty, and a fellowship can add one to three more (U.S. Bureau of Labor Statistics).

During that stretch, many physicians carry substantial education debt. Among 2025 U.S. medical school graduates who had education debt, the median was $215,000, including premedical and medical school loans. Seventy percent of that class had education debt (Association of American Medical Colleges, Fact Card for the Class of 2025).

Training pay is also much lower than later practice income. The AAMC reports that the 2025 first post-M.D. year median stipend was $66,986 (preliminary). By comparison, the median annual wage for physicians and surgeons was $275,930 in May 2025, and it varies widely by specialty (BLS).

Your ability to earn that future income is the asset a disability policy is meant to protect. The American Medical Association tells physicians to pay close attention to the definition of disability, the cost of coverage, and the optional features (called riders) that can be added to a policy.

The definition that matters most: own-occupation

Two policies can both be called “disability insurance” and still pay very differently. The difference is usually the definition of disability (NAIC; AMA).

Specialty own-occupation. You may be eligible if you cannot perform the duties of your own medical specialty, not just some other job in medicine (AMA). Without that specialty language, you could be declined for benefits if you are able to work in another medical role you can physically perform (AMA).

True or pure own-occupation. Benefits may be paid if you cannot perform the material and substantial duties of your occupation, even if you decide to work in another occupation (AMA).

Modified own-occupation. This is a common definition. It typically pays if you cannot perform the substantial and material duties of your occupation and you are not working. It generally will not keep paying full benefits if you work in another occupation, though it may help replace lost income (AMA).

Any-occupation. You may qualify only if you cannot work in a profession you are educated, trained, or experienced for. The AMA notes that this definition is often found in employer group policies, and that well-educated professionals may find it very difficult to collect under it.

Here is a simple illustration, not a real claim: an orthopedic surgeon injures a hand and can no longer operate safely. That surgeon might still be able to teach, review records, or work in another medical role. Under an any-occupation definition, those other options could reduce or eliminate a benefit. Under a specialty own-occupation definition, the question is whether the surgeon can still do the work of that surgical specialty.

Group long-term disability plans often use a broader definition. Some start with own-occupation and later switch to any-occupation, often after the first year or two (North Carolina Department of Insurance).

If you compare policies, read this section first. Ask how “occupation” or “specialty” is defined, how long that definition lasts, and what happens if you work in another role.

Keep the coverage you have through work, and add a policy you own

If your hospital, practice, or training program offers disability coverage, keep it. That coverage is a good start.

A policy you own yourself does not replace your work coverage. It adds to it, and it is yours to keep.

Group coverage through an employer is often less expensive, but it typically uses a broader definition of disability and often provides less coverage (AMA). The NAIC notes that extra coverage bought through a group plan is not likely transferable if you change jobs. Individual coverage you own can stay with you when you leave a residency program, change employers, join a new group, or open a practice.

Two other limits are common with work coverage:

The benefit is often based on current salary. During residency, that salary is much lower than later attending income (AMA; AAMC stipend figures above).
If your employer pays the premiums, or you pay them with pre-tax dollars through a cafeteria plan, the benefits are generally taxable (IRS). An individual policy you pay for with after-tax dollars generally pays benefits that you do not include in income (IRS; NAIC; AMA).

The NAIC also notes that a typical disability benefit is about 60% of earned income from before the disability, based on your income when you bought the policy, and that other coverage, such as Social Security disability payments or employer long-term disability, can affect the amount. Group plans may also replace only a portion of base salary, leave out bonus or incentive pay, and cap the monthly benefit.

A simple approach is to layer the two. Use your work coverage, then add an individual policy sized to the gap, with a definition that fits the work you actually do.

How much coverage?

Start with the bills that would still arrive if you could not practice: housing, food, transportation, insurance, student loan payments, and the savings you would otherwise continue. Subtract any disability coverage you already have and any savings you could reasonably use (Life Happens; NAIC).

The Life Happens Disability Insurance Needs Calculator can help you estimate a starting number: https://lifehappens.org/disability-insurance-needs-calculator/. The actual amount you can buy depends on the insurer’s issue limits, your earned income at application, and other disability coverage you already have (NAIC).

A licensed member of our team can walk through the numbers with you, including how your work coverage fits.

The waiting period and how long benefits last

The waiting period, also called the elimination period, is how long you wait after a disability begins before benefits start. It can last from a few weeks to a few months (Life Happens). Longer waiting periods generally mean lower premiums (NAIC). Many people match this period to their savings or to any short-term coverage they have through work.

You can generally choose how long benefits last, from a set number of years up to around retirement age (NAIC). Choosing a shorter period likely lowers the premium, but benefits could end while you are still disabled (NAIC). Some individual policies offer benefit periods of a set number of years, or to age 65, 67, or 70.

What if you can still work some?

Not every disability is total. A policy may pay only if you are totally disabled, or it may also pay a partial amount if you can do only part of your job (NAIC).

A residual or partial disability feature fills the gap if you are still working but earning less because of a disability (NAIC). The AMA says that, in general, you must have an income loss of 20% or more compared with your earnings before the disability, and that if the loss is greater than 75% or 80%, depending on the policy, the full monthly benefit might be paid. The exact threshold varies, so read the policy.

This matters for physicians who return to a reduced schedule, drop certain procedures, or move into a less physical role while they recover.

Other features worth comparing

These are optional or built-in provisions. Not every policy includes them, and several cost extra.

Future increase option. Lets you increase coverage later as your income rises, based on financial qualification, without new medical underwriting. The AMA calls this especially attractive to young physicians as they grow into their careers.
Cost-of-living adjustment (COLA). Helps benefits keep pace with inflation after a disability has lasted for a period of time, often 12 months. The adjustment may be a set percentage or tied to a consumer price index (AMA; NAIC).
Catastrophic disability. May pay an extra benefit if you cannot perform two or more activities of daily living without help, or if you have a severe cognitive impairment (AMA).
Student loan feature. Some policies add a benefit that can help with educational loan payments during a total disability, on top of the monthly benefit. The AMA notes that this extra benefit can range from $150,000 to $250,000, depending on the policy.
Retirement-contribution feature. Some policies can replace retirement-plan contributions you would have made while you are totally disabled.
Renewability. A noncancelable policy continues at the same price and coverage as long as you pay the premiums on time. Guaranteed renewable means the policy stays in force, but the premium may increase (NAIC; AMA). Association plans often use an increasing rate structure that can start lower and rise with age; they are typically guaranteed renewable (AMA).

Waiver of premium. Lets you stop paying premiums after you have been disabled, until the disability ends. It is typically included in a policy (NAIC).

Limits on mental health and substance-use claims

Read the policy’s mental and nervous provision. The AMA says this provision can exclude or limit coverage if mental illness or a substance-use disorder causes a disability. Many insurers place a two-year limit on those benefits. Some will pay benefits to age 65, and that feature is likely to increase the premium (AMA).

This is not a small print item for physicians. Compare it the same way you compare the definition of disability.

When during training should you look at this?

Many physicians first review disability insurance during residency or fellowship. The AMA notes that, as a general rule, the younger a physician is, the lower the cost, and that a future increase option can be especially useful as income grows.

Buying during training does not mean you have to guess your attending salary. It can mean putting a portable policy in place while you are younger, then increasing it later as your income rises, if the policy allows that. Work coverage through a training program can still be part of the mix. It typically covers your salary as a resident, which may not be what you need on a longer-term basis (AMA).

If you wait until after a health change, new coverage can be more expensive, limited, or unavailable. That is a general underwriting point, not a promise that every resident will be approved.

How benefits are taxed

In general, if you pay the premiums with after-tax dollars, you do not include the disability benefits in your income. If your employer pays for the plan, you must report the benefits as income. If you and your employer both pay, only the portion that comes from your employer’s payments is taxable. If you pay through a cafeteria plan and did not include the premium in your taxable income, the IRS treats the premiums as paid by your employer, and the benefits are fully taxable (IRS).

The AMA cites the same basic rule under Internal Revenue Code section 104(a)(3). This is general information, not tax advice. Ask your CPA how it applies to you, especially if your hospital or practice pays part of the premium.

If you own a practice

Individual disability insurance replaces part of your income. It does not automatically pay the rent, staff salaries, or other bills that keep a practice open. Coverage a practice can buy for overhead, a temporary replacement, or a partner buy-out is a different design. We cover that in a companion post on disability coverage for medical practices.

A Florida note

Florida law exempts disability income benefits from attachment, garnishment, or legal process by the recipient’s creditors, with an exception if the policy was set up for a creditor’s benefit (Florida Statutes s. 222.18). Outcomes can change in bankruptcy or under other law. Talk with your attorney about your situation.

What to do next

When you compare options, bring:

A benefits summary for any group short-term or long-term disability you have through work
A recent pay stub or income records, including bonus or incentive pay if you receive it
Your specialty and a plain-English description of your duties, including procedures
Student loan balances, if a loan feature matters to you
Any disability policies you already own

We will help you compare options from several insurance companies, including the definition of disability, how the policy works with coverage you already have, and which features fit your stage of training or practice.

Questions? Call McGriff-Williams Insurance at (352) 371-7977. A member of our team will follow up.

McGriff-Williams Insurance. Where confidence grows.

This post is general information, not legal, tax, or financial advice. Policy terms, definitions, riders, issue limits, and availability vary. Your policy contract controls. Disability policies have exclusions and limitations.

Sources

Social Security Administration, Disability Benefits (Publication EN-05-10029): a 20-year-old worker has a 1-in-4 chance of developing a disability before reaching full retirement age. https://www.ssa.gov/pubs/EN-05-10029.pdf
NAIC, “Simplifying the Complications of Disability Insurance” (May 7, 2019; page updated Jan. 16, 2024): definition of disability; residual benefits; typical benefit about 60% of pre-disability earned income; waiting period; benefit length; inflation protection; waiver of premium; renewability; taxes; most common long-term disability causes (heart disease, back injury, and cancer, followed by anxiety and depression, citing U.S. Department of Education and NIDILRR); SSDI standard and processing time; group buy-up often not transferable; workers’ compensation is different. https://content.naic.org/article/consumer_insight_simplifying_complications_disability_insurance.htm
American Medical Association, “Evaluating a disability policy”: specialty own-occupation, true/pure own-occupation, modified own-occupation, and any-occupation; residual (generally 20% income loss; a loss over 75% or 80% may pay 100%); CAT, COLA, and future increase riders; taxes under IRC s. 104(a)(3); mental and nervous provision (many carriers use a two-year limit); student loan benefits ranging from $150,000 to $250,000 in addition to the monthly benefit. https://www.ama-assn.org/medical-residents/medical-residency-personal-finance/evaluating-disability-policy
American Medical Association, “3 key factors to assess physician disability insurance options” (Aug. 6, 2026): own-specialty language; group plans generally less expensive, with a broad definition of disability and often the least coverage; individual plans may lock premium and be noncancelable; association plans often have increasing rates and are typically guaranteed renewable; younger physicians generally pay less; residual, CAT, COLA, and future increase riders; mental/nervous limits; educational-loan features. https://www.ama-assn.org/medical-residents/medical-residency-personal-finance/physician-job-search-disability-coverage
U.S. Bureau of Labor Statistics, Occupational Outlook Handbook, “Physicians and Surgeons” (last modified Aug. 27, 2026): medical school typically 4 additional years; residency typically 3 to 9 years; fellowship 1 to 3 years; May 2025 median annual wage $275,930 (varies widely by specialty). https://www.bls.gov/ooh/healthcare/physicians-and-surgeons.htm
Association of American Medical Colleges, Medical Student Education: Debt, Costs, and Loan Repayment Fact Card for the Class of 2025 (October 2025), FIRST analysis of AAMC 2025 Graduation Questionnaire: 70% of graduates had education debt; median education debt among those with debt, $215,000 (including premedical); 2025 first post-M.D. year median stipend $66,986 (preliminary). https://store.aamc.org/ (Class of 2025 Fact Card; also summarized at aamc.org/FIRST)
Internal Revenue Service, “Life insurance & disability insurance proceeds” FAQ: employer-paid disability benefits are taxable; after-tax employee-paid benefits are not; mixed premiums are partly taxable; cafeteria-plan (pre-tax) premiums are treated as employer-paid and benefits are fully taxable. https://www.irs.gov/faqs/interest-dividends-other-types-of-income/life-insurance-disability-insurance-proceeds/life-insurance-disability-insurance-proceeds-1
Life Happens, “Disability Insurance 101”: paycheck as most important asset; 1-in-4 (citing SSA); short-term vs. long-term; how to estimate need; elimination period of a few weeks to a few months; government benefits usually not enough to replace lost income. https://lifehappens.org/disability-insurance-101/. Calculator: https://lifehappens.org/disability-insurance-needs-calculator/
North Carolina Department of Insurance, consumer guide to disability insurance: own-occupation vs. any-occupation; long-term disability policies often switch to any-occupation after the first year or two. https://www.ncdoi.gov/consumers-guide-disability-insurance/open
Florida Statutes s. 222.18, disability income benefits exempt from attachment, garnishment, or legal process by the recipient’s creditors (exception if effected for the creditor’s benefit). http://www.leg.state.fl.us/statutes/index.cfm?App_mode=Display_Statute&URL=0200-0299/0222/Sections/0222.18.html

Your Business Uses AI. Does Your Insurance Know That?

Posted on November 6, 2026October 30, 2026 by McGriff-Williams in Blog, Business Insurance |

Illustration of a laptop with a chat bubble, circuit lines, a shield and a policy document

Maybe your office manager uses AI to write job postings, your website chatbot answers questions after hours, or your estimator runs takeoffs through AI software. These tools save real time. They also raise a question most business owners haven’t asked: if something the AI produces harms someone else, who pays?

Often, the claim is made against the business that used the tool, even if you only subscribe to it. The insurance industry is still deciding how to handle that risk. Here’s what we know so far.

AI use is growing, and much of it is unofficial

According to the U.S. Census Bureau’s Business Trends and Outlook Survey, 17% to 20% of U.S. businesses reported using AI in the previous two weeks between December 2025 and May 2026. The rate was 37% for firms with 250 or more employees and under 20% for firms with four or fewer.

Employees also use AI tools on their own. A 2025 industry study of 600 organizations worldwide that had a data breach found that 20% had a breach involving “shadow AI,” meaning AI tools employees used without IT or security oversight. Organizations with high levels of shadow AI saw average breach costs about $670,000 higher than those with a low level or none.

Five ways AI can lead to a claim

AI rarely creates a new kind of lawsuit. It gives familiar claims a new way to start.

1. Financial harm from a wrong answer. In a 2024 Canadian tribunal case, an airline’s website chatbot gave a customer wrong information about a refund policy. The tribunal held the airline responsible and rejected the argument that the chatbot was responsible for its own statements. Picture a leasing chatbot that misstates an apartment’s fees.

2. Copyright, trademark or fake-review problems in AI-written marketing. AI-generated ads and images may closely resemble someone else’s protected work. The Federal Trade Commission’s rule on consumer reviews and testimonials took effect October 21, 2024. It bans fake reviews, including AI-generated reviews that appear to come from people who don’t exist or never used the product. That matters for restaurants, retailers and any business that depends on online ratings.

3. Defamation. AI tools sometimes state false things confidently. A post or chatbot reply with a false claim about a competitor or a former employee can lead to a defamation claim against the business that published it.

4. Unauthorized data disclosure. When an employee pastes tenant applications, customer records, pricing or bid details into a public AI tool, that information may leave your control. That’s a privacy problem, not only an IT problem.

5. Injury or property damage from relying on AI output. A contractor or manufacturer that relies on AI for quantities, specifications or product instructions still owns the result if someone is hurt or property is damaged.

Hiring tools deserve a mention too. In 2023, the U.S. Equal Employment Opportunity Commission (EEOC) reached a $365,000 settlement of its lawsuit alleging that a company’s application software automatically rejected older applicants. In 2025, in a separate case that is still ongoing, a federal court preliminarily allowed age discrimination claims against the provider of an AI applicant screening system to proceed as a collective action. Employers can still face discrimination claims over hiring decisions made with help from software.

How your current policies may or may not respond

Policies vary, and the answer always depends on your exact policy wording. Here’s a general look:

General liability (GL) policies generally address bodily injury, property damage and “personal and advertising injury.” Depending on the policy terms, that last category can include some defamation claims and some copyright claims tied to your advertising. Standard industry endorsements with a January 2026 edition date let insurers exclude claims “arising out of generative artificial intelligence.” One version (CG 40 47) excludes bodily injury, property damage and personal and advertising injury. Another (CG 40 48) excludes only personal and advertising injury. A third (CG 35 08) is for separate products and completed operations liability policies. These endorsements are optional, and their use varies by insurer and state, so not every policy includes them. Review your policy with a licensed member of our team to see whether yours has one or similar wording.
Professional liability / E&O may apply when your business provides professional services such as design, estimating or consulting and an AI-assisted result is wrong. Separately, at least one insurer has introduced a broad AI exclusion for management liability policies, such as directors and officers (D&O), employment practices and fiduciary liability.
Cyber liability usually addresses data breaches and privacy costs. How it treats a loss involving an AI tool, especially one used without approval, depends on its wording. A pure financial loss caused by a wrong AI answer, with no breach involved, may not fit a cyber policy at all.
Employment practices liability (EPL) is typically where discrimination claims from hiring and employment decisions are addressed, including decisions made with help from software.

A new kind of policy is emerging

Some insurance markets now offer standalone generative AI liability policies, including through the surplus lines market. Industry materials describe these policies as built for businesses that use AI, not only for tech companies that build it. Coverage is often organized around the same harms listed above: financial loss from wrong outputs, intellectual property and defamation, data disclosure, and injury or property damage.

They aren’t a cure-all. An insurance wholesale executive told Insurance Business in October 2026 that it may take real business losses before many companies buy this coverage, and that the industry is still sorting out how AI exposures fit with general liability, cyber and other coverage. Published terms for one such policy exclude cyber attacks, employment and discrimination claims, and AI tools not listed on the policy. That policy is also claims-made, aimed at mid-sized and larger companies, and not available in every state. For most businesses, the first step is understanding the policies you already have.

Practical steps

You don’t need to stop using AI. These habits help:

List the AI tools you use, including chatbots, hiring software, estimating tools and AI features built into software you already pay for.
Write a short AI use policy. Spell out what employees can and can’t put into AI tools, and who approves new tools.
Keep a person in the loop. Have someone review AI-written ads, bids, specs and customer messages before they go out.
Tell people when they’re talking to AI.
Check vendor contracts to see who is responsible if an AI tool makes a mistake.

Questions to ask your agent at renewal

Does my general liability policy include a generative AI exclusion, such as CG 40 47, CG 40 48 or CG 35 08, or any other new AI wording?
Do my professional liability, D&O or EPL policies include an AI exclusion?
If an AI tool we use gives a customer wrong information, makes an advertising claim, or contributes to injury or property damage, how would my policies respond?
Would my cyber policy respond to a data issue involving an AI tool an employee used without approval?
Are standalone AI liability options available for a business our size in Florida, and what do they exclude?

We’re here to help you understand it

McGriff-Williams Insurance is an independent insurance agency that has served businesses from Gainesville since 1983. A licensed member of our team can review your current policies with you, point out AI-related wording, help you understand what you have, and may be able to compare options from the insurance companies we represent. Call us at (352) 371-7977 or visit mcgriffwilliams.com.

This article is for general education and isn’t legal advice. Coverage depends on the specific terms, conditions and exclusions of each policy. Policies vary, so review your policy wording. Information is current as of October 26, 2026.

Sources

U.S. Census Bureau, “Large Firms With at Least 20 Employees Biggest AI Users” (May 2026): https://www.census.gov/library/stories/2026/05/ai-use-businesses.html
IBM, Cost of a Data Breach Report 2025 press release (July 30, 2025): https://newsroom.ibm.com/2025-07-30-ibm-report-13-of-organizations-reported-breaches-of-ai-models-or-applications,-97-of-which-reported-lacking-proper-ai-access-controls ; IBM summary: https://www.ibm.com/think/insights/data-matters/cost-of-a-data-breach
Moffatt v. Air Canada, 2024 BCCRT 149 (Civil Resolution Tribunal of British Columbia): https://decisions.civilresolutionbc.ca/crt/crtd/en/525448/1/document.do
Federal Trade Commission, “Federal Trade Commission Announces Final Rule Banning Fake Reviews and Testimonials” (Aug. 14, 2024): https://www.ftc.gov/news-events/news/press-releases/2024/08/federal-trade-commission-announces-final-rule-banning-fake-reviews-testimonials
16 CFR 465.2: https://www.ecfr.gov/current/title-16/chapter-I/subchapter-D/part-465/section-465.2
U.S. EEOC, “iTutorGroup to Pay $365,000 to Settle EEOC Discriminatory Hiring Suit” (2023): https://www.eeoc.gov/newsroom/itutorgroup-pay-365000-settle-eeoc-discriminatory-hiring-suit
Mobley v. Workday, Inc., No. 3:23-cv-00770-RFL (N.D. Cal.), order granting preliminary collective certification (May 16, 2025); case pending: https://www.govinfo.gov/content/pkg/USCOURTS-cand-3_23-cv-00770/pdf/USCOURTS-cand-3_23-cv-00770-1.pdf
Form CG 40 48 01 26, Exclusion: Generative Artificial Intelligence (Coverage B Only), form text: https://assets.alm.com/63/68/46ed4bf34a0e807c9695e15c9e19/cg-40-48-01-26-exclusion-generative-artificial-intelligence-coverage-b-only.pdf
Pillsbury Winthrop Shaw Pittman, “AI Exclusions in Insurance Policies: Broad Language, Uncertain Impact” (JD Supra), describing CG 40 47, CG 40 48 and CG 35 08: https://www.jdsupra.com/legalnews/ai-exclusions-in-insurance-policies-1735637/
Hunton Andrews Kurth, “The Continued Proliferation of AI Exclusions” (example of a broad AI exclusion for management and professional liability policies): https://www.hunton.com/hunton-insurance-recovery-blog/the-continued-proliferation-of-ai-exclusions
Insurance Business, “It may take real losses to sell AI insurance…” (Oct. 26, 2026), industry commentary: https://www.insurancebusinessmag.com/us/news/excess-surplus/it-may-take-real-losses-to-sell-ai-insurance-crc-specialty-ceo-594917.aspx

Before You Hire That Sub: A 10-Point Prequalification Checklist for Florida Contractors

Posted on November 5, 2026November 3, 2026 by McGriff-Williams in Blog, Business Insurance |

Two construction workers in hard hats and hi vis vests walk across a dirt site, one holding a tablet

From McGriff-Williams Insurance, an independent agency in Gainesville since 1983. Where confidence grows.

A good subcontractor makes your job easier. A sub with a lapsed policy, a thin safety program or the wrong exclusions can land on your desk as a claim, an audit bill or a dispute with the owner. In Florida, that risk is more than theoretical: under section 440.10 of the Florida Statutes, if a subcontractor doesn’t carry workers’ comp, the contractor above it is liable for workers’ comp benefits for that sub’s employees. That’s why Florida law requires contractors to get proof of coverage, or a copy of an officer’s exemption certificate, from every sub.

Prequalification is how you find problems before work starts. Here’s a 10-point checklist you can adapt for your company. It’s a starting point for a conversation with your project team, your attorney and us, not a substitute for any of them.

1. Confirm the Florida License

Get the sub’s Florida contractor license number and type, and check it on the DBPR license search to confirm it’s active and matches the work you’re hiring them to do. A certified license is good statewide. A registered license is good only in the local areas where the contractor met local requirements, and only for that type of work. Note the expiration date in your file.

2. Verify Workers’ Comp, Not Just the Certificate

Ask for a workers’ comp certificate, then confirm it on the Florida Division of Workers’ Compensation Proof of Coverage search, which shows the carrier, policy dates and exemptions. Print or download the search result for your file. Florida’s rule lists a Proof of Coverage screen print, or a copy of the policy’s information page, as acceptable evidence, while a certificate on its own generally needs confirmation from the producer or carrier, such as that screen print. For an exempt officer, get a copy of the exemption certificate or a screen print from the state’s Exemption search.

An exemption isn’t a policy, and it isn’t a license. A Florida construction exemption lets a named corporate officer who owns at least 10% of the company (for an LLC, a member who owns at least 10%) opt out of workers’ comp, with no more than three exempt officers per company or group of affiliated companies, and it applies only to that person and the companies listed on the certificate. That person isn’t covered and can’t collect comp benefits. The exemption never covers the sub’s employees, and the officer must certify that any employees are covered by a policy. It’s valid only for its dates and the type of work listed on it. The certificate itself states that it is not a license issued by DBPR, so verify the license separately (see item 1). A sub with an exemption and employees on site still needs a workers’ comp policy. Check that the exemption names the same company you’re hiring.
Employee leasing (PEO) arrangements need a closer look. The Division of Workers’ Compensation notes that only workers reported to and accepted by the PEO are covered. Ask the PEO to confirm who’s on its policy.

3. Check General Liability Limits Against Your Contract

There’s no single required minimum for a subcontractor’s general liability limits. Your contract sets the numbers. Compare the sub’s each-occurrence, general aggregate and products-completed operations limits with what your subcontract requires, and ask whether the policy has a per-project aggregate so another job can’t use up the limit.

4. Ask for the Endorsements, Not Just the Certificate

A certificate of insurance isn’t coverage. It’s informational and doesn’t change the policy. Ask for copies of the actual endorsements your contract requires and compare them with the contract:

Additional insured status for ongoing operations
Additional insured status for completed operations, kept in place long enough to match Florida’s statute of repose for construction claims: generally 7 years from the earliest of the temporary certificate of occupancy, certificate of occupancy, certificate of completion or the date construction was abandoned if not completed (s. 95.11(3)(b), F.S.), or longer if your contract requires
Primary and non-contributory wording
Waiver of subrogation

Many blanket additional insured endorsements cover ongoing operations only, so check completed operations separately. Blanket endorsements also usually depend on a written contract signed before the loss, so get the subcontract signed before work starts.

5. Look for Red-Flag Exclusions

Some general liability policies carry exclusions or limitations that may not fit your job. Ask whether the sub’s policy has any of these, and review them with us:

An exclusion for damage to work performed by the sub’s own subcontractors
A limit on contractual liability that can undercut the indemnity you’re relying on
Residential work, height or number-of-stories limitations
Classification or designated-operations limitations that don’t match the work
Exclusions for injuries to the sub’s own employees or other contractors’ workers, which can leave a gap for one of the most common jobsite claims

6. Confirm Umbrella and Auto Coverage

If your contract requires umbrella or excess limits, ask whether the umbrella follows form on additional insured status, so you’re an insured on the umbrella too. Confirm commercial auto limits and any additional insured or waiver of subrogation wording your contract requires.

7. Review the Safety Record

Ask for:

The experience modification rate (EMR) for the last three policy years. A 1.00 is neutral. Below 1.00 is a credit (better-than-expected losses) and above 1.00 is a debit. Small or new firms that aren’t experience-rated have no mod and are often listed at 1.00, so a 1.00 doesn’t always mean average losses. An EMR is only one measure of safety, so look at the full picture.
OSHA Form 300A summaries for the last three years, or a statement that the company is partially exempt because it had 10 or fewer employees, company-wide, at all times during the last calendar year. From the 300A you can calculate the total recordable incident rate: recordable cases × 200,000 ÷ hours worked.
OSHA citation history. You can also check OSHA’s public establishment search.

8. Ask About the Safety Program and Training

A written safety program should match the sub’s trade, not just sit on a shelf. Ask for the table of contents and look for the plans that fit the work, such as fall protection, ladders and scaffolds, hazard communication, silica and excavation. Ask about OSHA 10 and OSHA 30 training, named competent persons and how often the crew holds toolbox talks.

9. Ask How They Vet Their Own Subs

If your sub hires its own subcontractors, ask how it prequalifies them and whether it collects and verifies their coverage. Uninsured lower-tier subs can create the same workers’ comp and audit problems one level down.

10. Keep the File Current All Job Long

Prequalification isn’t a one-time event.

Uninsured subs can show up at audit. Many general liability and workers’ comp carriers add what you paid subs who can’t show valid coverage to your premium base at audit, so you pay premium for their exposure. Florida’s rule requires you to get new evidence if a sub’s work continues past the expiration date on its policy or exemption. A certificate that expired mid-job can count as uninsured for the gap.
Track expiration dates and get renewal certificates before the old ones lapse.
Use the state’s tracking tool. The Division of Workers’ Compensation’s Construction Policy Tracking service emails you when a tracked sub’s workers’ comp policy or exemption changes. Insurers have up to 21 days to report changes, so there can be a delay.

A Word About Indemnity

Florida limits indemnity agreements in construction contracts (s. 725.06, F.S.). A promise to indemnify another party for damage caused in whole or in part by that party is void unless the contract includes a monetary limit that bears a reasonable commercial relationship to the contract and is part of the project specifications or bid documents, if any. Have your attorney draft or review the indemnity and insurance sections of your subcontract, and have your agent compare those insurance requirements with what each sub’s policy actually provides.

How We Can Help

Prequalification is stronger when your insurance program backs it up. McGriff-Williams Insurance can compare the insurance requirements in your subcontracts with your own general liability, workers’ comp and umbrella coverage, and help you understand what a sub’s policy may and may not do for you. We review insurance terms only, not a contract’s legal terms. That’s a job for your attorney. For our workers’ comp clients, we offer audit support, a safety training platform, OSHA support and access to live HR professionals.

Subcontractor certificates: for clients, tracking the certificates of insurance your subs give you.

Call (352) 371-7977 or request a quote.

McGriff-Williams Insurance
3501 W University Ave, Gainesville, FL 32607
(352) 371-7977 · Monday to Friday, 9 AM to 5 PM

This checklist is general information for Florida contractors. It isn’t legal advice, and it doesn’t change or add to any insurance policy. Coverage depends on the actual policy forms and your contracts. Talk with your attorney about contract and indemnity questions, and with your agent about coverage questions.

Sources

Florida Statutes s. 440.10(1)(b) and (c) (contractor liability for an uninsured sub’s employees; duty to obtain proof of coverage or exemption): https://www.flsenate.gov/Laws/Statutes/2026/440.10
Florida Statutes s. 440.05 (construction-industry exemptions; officer opts out and isn’t an employee; certificate states it is not a license): https://www.flsenate.gov/Laws/Statutes/2026/440.05
Florida Statutes s. 440.02(11) and (18)(b)2 (officer definition, including LLC members owning at least 10%; construction exemption limited to three officers each owning at least 10%): https://www.flsenate.gov/Laws/Statutes/2026/440.02
Rule 69L-6.032, F.A.C. (contractor requirements for subcontractor evidence of coverage or exemption): https://www.flrules.org/gateway/ruleNo.asp?id=69L-6.032
Florida Division of Workers’ Compensation, Proof of Coverage search: https://dwcdataportal.fldfs.com/ProofOfCoverage.aspx
Florida Division of Workers’ Compensation, Exemption search: https://dwcdataportal.fldfs.com/Exemption.aspx
Florida Division of Workers’ Compensation, Construction Policy Tracking: https://contractor.fldfs.com/
Florida Statutes s. 95.11(3)(b) (statute of repose for construction): https://www.flsenate.gov/Laws/Statutes/2026/95.11 ; SB 360 (2023) analysis: https://www.flsenate.gov/Session/Bill/2023/360/Analyses/2023s00360.ju.PDF
Florida Statutes s. 725.06 (construction contracts; limitation on indemnification): https://www.flsenate.gov/Laws/Statutes/2026/725.06
OSHA, Recordkeeping (29 CFR Part 1904): https://www.osha.gov/recordkeeping
29 CFR 1904.1 (partial exemption for employers with 10 or fewer employees): https://www.ecfr.gov/current/title-29/subtitle-B/chapter-XVII/part-1904/subpart-B
NCCI, ABCs of Experience Rating (1.00 unity; credits and debits): https://www.ncci.com/Articles/Documents/Academy_ABC_Exp_Rating.pdf
DBPR license search: https://www.myfloridalicense.com/wl11.asp
Florida Statutes s. 489.117 (certified vs. registered contractors): https://www.flsenate.gov/Laws/Statutes/2026/489.117
NCCI, experience rating and procurement: https://www.ncci.com/Articles/Pages/II_E-Mod-Procurement.aspx

OSHA Construction Fines Near Gainesville: What Local Data Shows

Posted on November 4, 2026November 4, 2026 by McGriff-Williams in Blog, Business Insurance, Safety |

Wood framing of a new house on a cleared lot under a clear blue sky

If you run a construction company in North Central Florida, OSHA is closer than you might think. We pulled OSHA’s public enforcement data for federal OSHA construction inspections opened from January 2023 through mid-September 2026 at job sites within about 120 miles of Gainesville. That covers the area from Jacksonville and St. Augustine to Ocala, Daytona, The Villages, the Orlando area, the north side of Tampa, and Valdosta. Here’s what it shows and what you can do about it.

What the numbers show

2,515 construction inspections in this data, and just over half (1,310) have at least one citation on record. Some of those cases are still open.
About $19.15 million in penalties as first issued, including items OSHA later deleted. The current total is about $13.69 million, reflecting settlements and final orders so far. It also includes open and contested cases that can still change.
About 44% of inspections were planned or programmed, and about 16% started with a complaint. Under OSHA’s national emphasis programs, inspectors may open an inspection when they see someone working at heights or an open trench.
OSHA’s maximum penalties that may be assessed after Jan. 15, 2026 are $16,550 per serious violation and $165,514 per willful or repeat violation (osha.gov/penalties, checked October 22, 2026).

Which OSHA office? In this data, every Alachua County construction inspection was handled by OSHA’s Jacksonville Area Office, and Marion and Levy county inspections were handled by the Tampa Area Office.

Five local patterns worth learning from

1. Trenches without protection. Cave-in protection citations were relatively rare here (57 items in nearly four years), but they were costly. Three of the five largest penalties outside roofing, as first issued, were trench cases, each over $140,000 before any settlement or final order. Under OSHA’s trench emphasis program, inspectors may open an inspection when they see an open trench or excavation.

2. Residential framing and carpentry falls. Roofers aren’t the only trade with big fall citations. In this data, 68 inspections of other trades, 53 of them framing contractors, included both a fall protection citation and at least one willful or repeat citation. The median penalty in those inspections was about $19,900 as first issued, and eight topped $50,000. About a third of those cases are still open and may change.

3. Scaffolds and aerial lifts. For inspections opened in 2025, scaffold and aerial lift citations rose to 125 items, from 90 in 2023 and 65 in 2024, even though fewer inspections were opened. 2025 counts may still grow as citations are issued. Scaffolds are the second most-cited standard locally for trades other than roofing.

4. Struck-by equipment. In OSHA accident records linked to these inspections (2023 through February 2025), 15 of 36 fatality records involved being struck by or caught in equipment or objects, such as loaders, rollers, dozers, falling materials, and motor vehicles. 17 involved falls.

5. Paperwork counts too. Across the area, OSHA issued 41 citations for not reporting a death or serious injury on time, 36 for missed electronic filing of the injury summary (Form 300A), and 146 for missing written fall protection training records.

What OSHA cites most around here

Fall protection (858 citations; residential fall protection alone was 706)
Ladders (396)
Eye and face protection (277)
Fall protection training and records (271)
Scaffolds (236)

Trenching citations are less common, but they include some of the largest local penalties outside roofing (see pattern 1 above).

A note on heat: in this data we found almost no local heat-related fines. That doesn’t mean heat isn’t a risk. It’s still an important prevention topic for Florida crews, especially new workers in their first week.

Practical steps for your next job

Write it down. Keep a written fall protection plan and a trench and excavation plan for each job, and walk the crew through them.
Name a competent person for trenches and scaffolds: someone who inspects trenches daily and scaffolds before each shift, can spot hazards, and is authorized to take prompt corrective action.
Keep training records. OSHA requires a written fall protection training certification record with each worker’s name, the training date(s), and the signature of the trainer or the employer. Toolbox talk sign-in sheets help too.
Check ladders and scaffolds before use: ladder rails 3 feet above the landing, guardrails, planking, and tie-off in aerial lifts.
Control equipment around people: spotters, backup alarms, seatbelts on equipment with rollover protection, and clear walk zones.
Know your reporting deadlines. Report a work-related fatality within 8 hours, and an in-patient hospitalization, amputation, or loss of an eye within 24 hours (osha.gov/report or 1-800-321-OSHA).
File your Form 300A electronically by March 2 each year if a construction establishment had 20 or more employees at any time during the prior year. Larger establishments may have added filing duties under 29 CFR 1904.41.
Fix hazards fast and document it. Abatement records show what you corrected and when. In closed local cases, final penalties totaled about 29% less than first issued, but every case is different, and the data doesn’t show why any penalty changed. Talk with an attorney about any citation.

Where to get help

USF SafetyFlorida, Florida’s OSHA On-Site Consultation Program, offers complimentary, confidential safety consultations, primarily for smaller businesses. OSHA says consultations are separate from enforcement, and employers commit to correcting serious hazards the consultant finds. Call 1-866-273-1105.

McGriff-Williams Insurance is an independent insurance agency in Gainesville, serving clients since 1983. For our workers’ comp clients, we offer audit support, a safety training platform, OSHA support, and access to live HR professionals. To talk through your safety program or training records, call a licensed member of our team at (352) 371-7977.

About this data: Counts come from OSHA’s public inspection and violation data for federal OSHA inspections of construction employers (NAICS 23) opened January 2023 through September 17, 2026 (the latest date in files downloaded October 15 and 16, 2026), at sites within about 120 miles of Gainesville, measured straight-line from ZIP code centers. Sites whose ZIP code couldn’t be matched aren’t included, and the data doesn’t cover every job site or any state or local enforcement. “As first issued” totals include items OSHA later deleted. Current penalties reflect informal settlements, contests and final orders recorded so far, and open or contested cases may still change. OSHA can take up to six months to issue citations, so recent numbers may be understated. Fatality records run only through February 2025, and one event can appear under more than one employer. Roofing contractors are included (about 29% of inspections and 46% of first-issued penalties). General information only, not legal advice.

Sources

OSHA/DOL enforcement data (inspection, violation and accident datasets): https://data.dol.gov ; bulk files used: https://dataportal.dol.gov/datasets/10334 and https://data.dol.gov/data-catalog/OSHA/violation/OSHA_violation.zip (downloaded Oct 15 and 16, 2026)
OSHA penalties: https://www.osha.gov/penalties
OSHA national emphasis programs (falls, 2023 release; trenching and excavation, CPL 02-00-161): https://www.osha.gov/news/newsreleases/osha-national-news-release/20230501 ; https://www.osha.gov/enforcement/directives/nep
OSHA Florida area offices: https://www.osha.gov/contactus/bystate/fl/areaoffice
Severe-injury reporting (29 CFR 1904.39): https://www.osha.gov/report
Electronic 300A submission and covered industries: https://www.osha.gov/laws-regs/regulations/standardnumber/1904/1904.41 ; https://www.osha.gov/recordkeeping/naics-codes-electronic-submission
USF SafetyFlorida consultation: https://health.usf.edu/publichealth/research/cohpe/safetyflorida/
OSHA On-Site Consultation Program: https://www.osha.gov/consultation
Fall protection training certification (29 CFR 1926.503): https://www.osha.gov/laws-regs/regulations/standardnumber/1926/1926.503