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Akker llc Akker, LLC a national niche insurance agency. We pride ourselves in working with A+ rated national carriers that specialize in the following industries.

Akker, LLC a national niche insurance agency for Staffing Insurance, Film Insurance, Asphalt Insurance, HVAC Workers Compensation and Workers Compensation Insurance. Staffing Insurance –
- Workers Compensation – national – A+ rated - $0 Down Pay as you go option available, large/small deductible or guarantee cost. Alternate employer endorsement and waiver of subrogation.
- Staffing Liability Insurance – General Liability, Professional Liability, Auto, EPLI, Cyber, Umbrella and more… Primary and non contributory, waiver of subrogation, additional insured. Film and Production Insurance
- Feature Film Insurance 50k to 50m Budget Range. Annual DICE Insurance for annual productions that include commercials, infomercials, music videos and more.
- Production Insurance including General Liability, Auto, Stunts, Work Comp, Equipment, Locations, Props, Cast coverage, E&O Insurance and more…
- E&O Insurance - 1m/3m & 3m/5m with world wide coverage. Title/Music and included.
- National coverage and worldwide coverage is available.
- Certificate of Insurance in 30 minutes or less. HVAC Workers Compensation Insurance
- A+ Rated National HVAC Workers Compensation Insurance carriers.
- $0 Down Pay as You GO Option available. Contact us today – www.akkerins.com – [email protected] or call (912) 247-3075

🚨 The new Secretary of Labor just put joint employment and independent contractor rules back on the table. Keith Sonderl...
10/14/2026

🚨 The new Secretary of Labor just put joint employment and independent contractor rules back on the table.

Keith Sonderling was confirmed September 30. He ran the Wage and Hour Division. He sat on the EEOC. He knows exactly how staffing firms operate.

What’s coming under his watch:

🔴 Proposed rules on joint employment under the FLSA

🔴 A fresh look at independent contractor status

🔴 More opinion letters and compliance programs like PAID Here’s the part most brokers won’t tell you.

💣 Joint employment isn’t just a wage-and-hour issue. When a worker is injured at a client site, WHO the “employer” is drives the entire workers comp claim — who pays, who gets sued, and whether your client’s immunity holds up.

⚠️ If your staffing agreements, your alternate employer endorsements, and your certificates don’t line up with how DOL defines the relationship, you’re exposed on both ends.

✅ Rules change. Your coverage has to change with them. When was the last time your staffing agreements and your workers comp policy were reviewed TOGETHER?

Drop a comment 👇 DM “REVIEW” for a free contract-to-policy review. akkerins.com

🚨 A concrete company went to court arguing it WAS the employer. And lost.Think about how backwards that is.Robert Jeffer...
10/09/2026

🚨 A concrete company went to court arguing it WAS the employer. And lost.

Think about how backwards that is.

Robert Jefferson was placed at Johnson Concrete by Labor Finders. While cleaning dried cement at the direction of a Johnson Concrete employee, his arm was caught under a mixer blade. Extensive injuries to the arm, wrist and hand.

He filed workers’ comp against the staffing agency. And a negligence suit against Johnson Concrete.Johnson Concrete’s defense: “We were his employer too — so comp exclusivity bars this suit.”

💣The NC Court of Appeals just reversed the trial court and said no.

🔴 No hiring contract, express or implied

🔴 Not on their payroll

🔴 No wages or benefits from them

🔴 Labor Finders hired him, assigned him, paid himControlling his training and supervision wasn’t enough. One judge dissented on exactly that point — this was 2-1.

⚠️The result: a host employer with no comp immunity, facing an open tort claim with no statutory cap.

✅ This is the conversation the alternate employer endorsement exists for. And the client service agreement’s indemnity clause is the next thing their lawyers will read.

akkerins.com

10/07/2026

🚨 A staffing agency paid $500,000 for harassment it didn’t commit.

The harassment happened at the CLIENT’s plant. By the CLIENT’s supervisors.

The EEOC sued both. Client paid $2M. Staffing agency paid $500K.

EEOC’s words: “Staffing agencies are the direct employers of temporary workers… Title VII requires that staffing agencies take action.”

That’s joint-employer liability. 💣

Here’s the part most brokers won’t tell you:

🔴 Standard EPLI often EXCLUDES temp and placed workers
🔴 No coverage for what a client’s manager does
🔴 Silent on joint-employer defense
⚠️ And it does NOT cover wage & hour — stop assuming it does

✅ Staffing-niche EPLI covers placed workers, client-site conduct, and joint-employer claims. That’s the policy an Employer of Record actually needs.

When’s the last time anyone read your EPLI form against your placed-worker count? 👇

09/30/2026

🚀 January 1st is the biggest date of the year for Staffing Insurance! 🚀

Did you know that the absolute highest volume of policy renewals hits insurance carriers desks on this exact day? 📉 With underwriters completely flooded with applications, waiting until the last minute means your business could get lost in the shuffle—or stuck with higher rates.

That is why timing is everything.

⏳At Akker, LLC, we dont believe in rushed, last-minute scrambles. We start shopping your insurance 90 days out to ensure you get the strategy, attention, and savings you deserve.

Why start now?👇 👇 👇

More Options: The earlier we begin the quoting process, the more carriers we can negotiate with.

Better Leverage: Early submissions get priority review from underwriters before the holiday rush.

Zero Stress: Lock in your coverage ahead of time so you can focus on wrapping up your fiscal year.

Don’t let the January 1st crunch compromise your coverage or your bottom line.

Let our dedicated team at Akker, LLC do the heavy lifting for you.

Comment below or send us a DM to start your 90-day market scan today! 💼🛡️ contact our team at www.akkerins.com

🚨 New WCRI study just dropped — 8 million claims, 31 states.54% of all workers comp injuries happen in the first 2 years...
09/30/2026

🚨 New WCRI study just dropped — 8 million claims, 31 states.

54% of all workers comp injuries happen in the first 2 years on the job.

Despite those workers being only ⅓ of the workforce.

The breakdown 👇

→ First 90 days on the job = 16% of ALL comp injuries

→ Restaurants amp; Entertainment = 64% of claims are new workers

→ Construction = 59% — and those claims average $40,000 each

Heres what most business owners dont think about 🔴

Every time you hire someone — you restart the highest-risk window in workers comp.

New site. New equipment. New procedures.

That gap is where the claims live.

And its not just a safety issue. Its a 3-year financial event.

One significant new-hire injury raises your experience mod and surcharges your WC premium for THREE straight renewals.

🚨 OSHA just released its Top 10 most cited workplace safety violations for 2026. #1 is fall protection. For the 16th con...
09/23/2026

🚨 OSHA just released its Top 10 most cited workplace safety violations for 2026.

#1 is fall protection. For the 16th consecutive year. 4,041 violations. Same hazard. Same employers. Same workers getting hurt. 💣

The full Top 10 👇

🔴 #1 — Fall Protection (General): 4,041
🔴 #2 — Hazard Communication: 1,961
🔴 #3 — Lockout/Tagout: 1,863
🔴 #4 — Scaffolding: 1,725
🔴 #5 — Ladders: 1,659
🔴 #6 — Respiratory Protection: 1,608
🔴 #7 — Powered Industrial Trucks (Forklifts): 1,379
🔴 #8 — Fall Protection Training: 1,273
🔴 #9 — PPE Eye and Face Protection: 1,120
🔴 #10 — Machine Guarding: 1,072

Here's what most employers miss about this list 👇

Every single one of these violations is also a Workers' Comp claim waiting to happen.

Falls, forklift accidents, chemical exposures, machine injuries — they all generate WC claims that raise your experience modification rate and drive your premium up at renewal. 😬

Reducing OSHA violations is not just a safety program. It is a WC cost management strategy. 💣

For staffing firms: if a placed worker is injured by one of these hazards at a client site, that injury files against YOURWC policy as employer of record. The client controls the hazard. You carry the WC obligation.

That is why a pre-placement site walkthrough using the OSHA Top 10 as a checklist is the best WC cost control move a staffing firm can make.

🔗 akkerins.com

🚨 California Workers' Comp medical costs were temporarily suppressed by COVID.That's over. 🔴The California Workers' Comp...
09/21/2026

🚨 California Workers' Comp medical costs were temporarily suppressed by COVID.

That's over. 🔴

The California Workers' Compensation Institute just released a new study. Here's what it found 👇

📈 Average medical payments at 6 months: +15.1% for 2024 injuries vs. 2023
📈 Average medical payments at 12 months: +9.4% for 2024 injuries vs. 2023

🔴 Construction: $49,947 average combined medical and indemnity at 24 months — 57% above the California statewide average of $31,892 💣

Here's the key context 👇

COVID-19 claims were relatively low-cost and temporarily pulled California WC average medical payments down.

The CWCI confirmed: the long-term upward trend was never reversed. It was interrupted. And now it's back — accelerating.

What this means for your WC renewal 👇

⚠️ California WC pure premium rates are set based on statewide loss cost data — rising medical severity is already in the pricing pipeline
⚠️ Open claims from 2022-2024 are developing more expensively than originally reserved — carriers are watching those numbers
⚠️ Your EMR is calculated against expected losses that are now being revised upward
⚠️ Staffing firms placing workers in California carry this exposure as employer of record on every claim 😬

5 things to do before your California WC renewal 👇

✅ Review every open California claim with your agent NOW
✅ Strengthen your return-to-work program — duration drives medical costs
✅ Audit your California WC class codes
✅ Ask about Pay-As-You-Go WC for California placements

To get a workers compensation quote contact our team at Akker, LLC.

🔗 akkerins.com

🚨 NCCI and Aon just confirmed what your auditor already knows: a wrong Workers' Comp class code doesn't just create a pr...
09/16/2026

🚨 NCCI and Aon just confirmed what your auditor already knows: a wrong Workers' Comp class code doesn't just create a premium surprise. It distorts your entire WC picture.

Three ways it costs you 👇

🔴 PROBLEM 1: Your premium is wrong — and the audit will find it
Wrong code = wrong rate = wrong premium all year. At audit, the carrier recalculates retroactively. The corrected bill arrives after the policy year closes. 😬

🔴 PROBLEM 2: Your EMR is distorted
Your experience mod compares your losses to what's expected for your code. Wrong code = wrong baseline = EMR that doesn't reflect your actual safety record.

🔴 PROBLEM 3: A wrong EMR can cost you work 💣
Some client contracts bar vendors whose EMR exceeds a threshold. A wrong code can disqualify you from work your safety record would have won.

Here's the counterintuitive part 👇

Aon documented a client whose wrong code was corrected — and the correction LOWERED their EMR.

Their losses were more consistent with the correct code's expected losses. Fixing the code fixed the mod. The client site access they lost — came back. 😳

Why does misclassification happen? Usually unintentionally 👇

⚠️ Code assigned based on what the facility looks like — not what workers actually do
⚠️ Operations changed mid-policy and the code was never updated
⚠️ Gray areas and broad definitions make the wrong code easy to assign

5 steps to verify your codes before audit does 👇

✅ Describe what workers actually do — not where they work
✅ Pull your policy dec page and review every code listed
✅ Review your EMR worksheet with your agent
✅ Check whether your EMR affects any client contract thresholds
✅ Make a code review part of every annual renewal — not just audit time

For your Workers compensation needs contact our team www.akkerins.com

🎬 Film production is more than entertainment. It is one of America's greatest job engines.And Congress just took notice....
09/10/2026

🎬 Film production is more than entertainment. It is one of America's greatest job engines.

And Congress just took notice. 👇

Lawmakers are drafting a 20% federal tax credit for film and TV productions made in the United States — with bonuses that could push it to 30%. Bipartisan. Trump endorsed. Bill expected to drop week of September 14.

Here's what that number actually means 👇

When a production begins, it doesn't just hire actors and directors. It puts to work 👇
🎥 Camera crews and directors of photography
✂️ Costume designers and wardrobe teams
🎙️ Sound professionals and boom operators
🔨 Set builders and art departments
🚗 Drivers, transportation coordinators
🍽️ Caterers, craft services, local restaurants
📊 Accountants, production finance, PAs
🏨 Hotels, rental companies, small businesses in every community where cameras roll

And here's what makes this different from anything we've seen before 👇
⚠️ The federal credit stacks on top of state incentives — total subsidies could reach 60%+
⚠️ Bonus uplifts specifically designed to push production into rural America and smaller markets
⚠️ For a $2M indie film — a 20% federal credit means $400,000 back to reinvest

As an independent filmmaker, I know firsthand how many talented people come together to bring even one production to life.

This is still a proposal. But it represents the most significant step forward for American filmmaking in decades. 🎬

More productions. More opportunities. More American jobs.

What impact do you think a federal film incentive could have on American filmmaking, local communities, and job creation? Drop a comment 👇

🔗 akkerins.com/film-quote-app

🚨 A staffing firm argued their worker's fall was idiopathic — she got dizzy, the floor was clear, not work-related.A Ten...
09/09/2026

🚨 A staffing firm argued their worker's fall was idiopathic — she got dizzy, the floor was clear, not work-related.

A Tennessee WC judge just rejected that defense. Today. 💣

What happened 👇

Worker fell on her first day on the job. Shrink wrap left around a pallet entangled her foot. She struck a table and the floor — injuring her leg and shoulder.

The staffing firm argued: idiopathic fall. Not our problem.

The judge sided with the worker — and called the coworker witness "nervous, defensive, argumentative, and biased." 😬

Result: Staffing firm ordered to provide a panel of physicians and medical care.

The legal standard every staffing firm needs to know 👇

⚠️ Idiopathic injuries are NOT compensable in Tennessee
⚠️ BUT if a workplace hazard caused OR worsened the injury — the defense is gone
⚠️ Shrink wrap on the floor = workplace hazard = idiopathic defense fails

What this means for staffing firms 👇

🔴 First-day workers = your highest WC claim risk — they don't know the environment
🔴 Client housekeeping is your problem as employer of record
🔴 One piece of shrink wrap on the floor ended this entire defense

What to do before your next placement 👇

✅ Document a site safety walkthrough before first placement
✅ Require client housekeeping standards in your staffing agreement
✅ Train workers on site hazards before day one
✅ Review your WC policy with your agent

Source: Bales v. Staffmark Group LLC — TN WC Court — September 9, 2026

Does your firm conduct site safety walkthroughs before placing workers? Drop a comment 👇

🔗 akkerins.com

Address

11720 Amber Park Drive Ste 160 PMB 1195
Alpharetta, GA
30009

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Telephone

+19122473075

Website

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