Archive for January, 2012

Health Coach Corner – The Top Fat-Burning Foods

Tuesday, January 31st, 2012
Health Coach Corner by Maria Hicks, Health Coach at Kapnick Insurance Group

Who wants to know some of the best fat-burning foods?  I do!  I know you probably see a lot of lists out there… “Healthiest foods” list, “super foods” list (which are different from one opinion to the next).  I actually have a lot of “best, super, fat-burning” foods on my grocery list every week.    One of my main tips for your weekly shopping list (yes, I recommend making lists!) is to think VARIETY!   Do you get in the habit of eating the same foods every week?  Pasta on Monday, beef on Tuesday, chicken on Wednesday and an apple or banana everyday?   Think about meat-free meals and a variety of fruits and veggies.  Next shopping day… try kiwi, oranges, radishes and collard greens.

Here are a few fat-burning foods according to a new list on Health.com:

Whole Grains – Your body burns twice as many calories breaking down whole grains (especially those rich in fiber like oatmeal and brown rice) than processed foods

Lean Meats – Protein has a high thermogenic effect.  You burn about 30% of the calories the food contains during digestion

Green Tea – Drinking four cups of green tea a day helped people shed more than six pounds in eight weeks, the American Journal of Clinical Nutrition reports.  Credit EGCG, a compound in the brew that temporarily speeds metabolism after sipping it.

Lentils – one-cup packs 35% of your daily iron needs.  When you lack a nutrient, your metabolism slows because the body’s not getting what it needs to work efficiently.

Hot Peppers – Capsaicin, the compound that gives chili peppers their kick, heats up your body, which makes you melt additional calories.  You can get it by eating raw, cooked, dried, or powdered peppers.

Calculating the High Cost of Employee Turnover

Monday, January 30th, 2012

Calculating the High Cost of Employee Turnover

Among the many hidden costs of operating a business and managing employees is the high cost of employee turnover.  Loss of employees due to injury even temporarily or to another employer has a major financial impact on your organization.

The costs of turnover that can be measured directly fall in two areas: exit costs, and replacement costs. Exit costs include things like severance pay, costs associated with an exit interview, outplacement fees and possible litigation costs, particularly with involuntary termination.  Replacement costs are the costs of hiring, including sourcing expenses (advertising, using recruiters, etc.), processing costs for screening candidates, time spent by  managers interviewing candidates, travel and relocation expenses, signing bonuses (if applicable) and orientation and training costs.

There are a number of other areas, too, that turnover adversely impacts, although probably harder to quantify. Indirect costs actually represent the greatest losses for an organization. Turnover results in a loss of productivity in the employee as well as co-workers and managers due to general disruption of the work group. Potentially even more damaging are the lost sales and lost customers resulting from an employee leaving. Employee retention is not only critical for cost-efficiency but an important factor in revenue growth as well, because of its direct link to customer relations and retention.

Given the high percentage of employees who seek new employment opportunities as well as suffer from work related injuries, managers and supervisors need to understand turnover’s costly impact. It is crucial to evaluate your organizations hiring and safety practices to attain and retain good employees.

For more information regarding Workers’ Compensation and Safety programs  contact  your Kapnick Insurance Group representative, visit www.kapnick.com or contact Amy DeKeyser, Risk Services Coordinator at amy.dekeyser@kapnick.com.

 

The Healthy Bite – Grilled Peaches and Angel Food Cake With Red-Wine Sauce

Wednesday, January 25th, 2012

Quick Info:

Servings
Quick MealQuick Meal
Contains Wheat/GlutenContains Wheat/Gluten
Contains EggContains Egg
VegetarianVegetarian
Prep Time: 15 mins
Cook Time: 45 mins
Total Time: 1 h
Nutritional Info (Per serving):

Calories: 199, Saturated Fat: 0g, Sodium: 106mg, Dietary Fiber: 2g, Total Fat: 0g, Carbs: 36g, Cholesterol: 0mg, Protein: 3g,Carb Choices: 2.5

Ingredients

 

  • 1 cup(s) wine, sweet Marsala, or Merlot, or Shiraz, or any other fruity red wine
  • 2 tablespoon liqueur, orange-flavored, such as Triple Sec liqueur
  • 2 tablespoon brandy
  • 1 tablespoon sugar
  • 2 teaspoon lemon juice
  • 6 medium peach(es), ripe, peeled, and halved
  • 6 slice(s) cake, angel food, 1-inch thick
  • 1 cup(s) orange juice

Preparation

1.Combine wine and orange juice in a small heavy saucepan. Bring to a boil over high heat and cook until reduced to 1/2 cup, 15 to 20 minutes.2. Reduce heat to medium-low, stir in Triple Sec (or other orange liqueur), brandy and 1 tablespoon sugar. Simmer until the sugar dissolves and flavors combine, about 5 minutes. Remove from the heat and stir in lemon juice. Taste and stir in remaining sugar if needed for a pleasantly sweet but not cloying sauce.
3. Preheat grill to medium. Oil the grill rack (see Tip, below).
4. Brush peaches lightly with 2 tablespoons of the wine sauce, reserving the rest.
5. Transfer the peaches and cake slices to the grill. Grill the cake over indirect heat or the coolest part of the grill until lightly toasted, about 1 minute per side. Grill the peaches over direct heat until softened and browned in spots, 3 to 5 minutes per side. In the last minute of grilling, brush the peaches with 2 tablespoons more of the wine sauce.
6. Arrange 1 cake slice and 2 peach halves on each dessert plate and drizzle with the remaining sauce. Serve hot or at room temperature.
Recipe Source: Eating Well

Health Management Programs – Capturing Senior Management Support

Monday, January 23rd, 2012

For more information on capturing senior level support and/or implementing a health management program, please contact Sarah Szul.

 In a recent Gallup poll, it was discovered that only 14% of workers are at a healthy weight with no other health conditions.  From January to October in 2011, Gallup polled 109,875 full-time workers.  Two-thirds gave height and weight figures that indicated they were overweight or obese, while half are overweight and have at least one chronic health problem.

Chronic health conditions include having had a heart attack, high blood pressure, high cholesterol, cancer, diabetes, depression, and/or recurring physical pain in the back, knee or leg in the last 12 months.

Gallup estimates that American miss about 450 million days of work each year because of these health problems and it could be costing the economy more than $153 billion a year in lost productivity.

With these kinds of statistics, employers would be well-advised to consider taking immediate and significant measures to enhance employee health and productivity.  A Performance-Based Health Management Program, such as Kapnick Strive, is the tool needed to identify, track and improve employee health.  The first component in implementing any type of health management program is to capture senior management support.  From my perspective, everything revolves around this critical component.

Step 1: Establishing Common Ground

The first step in the process of capturing senior-level support is to establish common ground.

- What kind of results do our executives want to see from our wellness initiative? (e.g. cost savings, health improvement, etc.)

- Are we sure that these are the results they want to see?

- What does this mean for our wellness program?

- What are the most important outcomes we can share with our senior-level team?

Step 2: Connecting Emotionally

The second step in effectively engaging senior level execs in supporting the company’s wellness initiative is to connect emotionally.

- What kind of personal stories of health improvement already exist within our organization?

- How might we best tell them to our executives?

Step 3: Making It Personal

The third step in engaging senior level exec’s in supporting the company’s wellness program is to make it personal.

- How are our senior exec’s doing with respect to their overall health status?

- Is there a champion for personal health among our executive/management team?

- What resources might we leverage to help our senior level exec’s protect their health and become healthier?

Step 4: Supplying The Evidence

The fourth step in engaging senior level exec’s in supporting wellness within our organization is to supply as much evidence about the success of worksite wellness programs as we can.

- What resources already exist to help us do this?

- Are there other company’s within our industry that have built great wellness programs?

- Are there other company’s within our community that have built wellness programs that would capture the attention of our senior level people?

- How can leverage this information to our advantage?

Step 5: Connecting The Dots

The fifth step to generate support within the senior level execs is to help them better understand the specific steps to implementing a workplace wellness initiative.

- What are the best practices for a successful wellness program?

Step 6: Building Skills

The final step in capturing senior management support is helping executives build the skills necessary to effectively lead the company’s wellness initiative.

- How can we help our senior level people be more vocal when it comes to our wellness program?

- How can we help our senior level people be more visible when it comes to our company’s wellness program?

 

 

 

 

How to Read an Insurance Policy

Monday, January 23rd, 2012
For more information contact Jay Van Buren, Vice President of Commercial Marketing

 Insurance policies can be intimidating documents, sometimes running to over a hundred pages and dense with unfamiliar terms and jargon. Nevertheless, they mostly all follow certain principles and can be understood to a reasonable degree if you understand how they are constructed and how to read them.

We check all your policies for you, of course, but you should look at your own policies, too. The following won’t make you an expert, but it will serve as a quick primer on basic things you need to know to begin to make sense of the policies that you pay so much for.

 Steps for reading an insurance policy:

Identify who is insured.

  1. Look at the schedule of forms and endorsements.
  2. Read the insuring agreement.
  3. Read the exclusions and limitations, and any exceptions to exclusions.
  4. Read the definitions.
  5. Finally, read any endorsements that modify the policy.

In detail: Determine who qualifies as an insured. The first named insured is the primary policyholder and has most rights under the policy, but additional named insureds, and additional insureds (these two are different), all have some coverage and some rights. If the person or entity suffering or causing the loss, injury or damage is not an insured, there is no reason to go any further; there is no coverage.

Compare the forms and endorsements listed on the declarations page with the forms and endorsements attached to the policy to make sure you have the complete policy. Insurance companies update their forms periodically, so also confirm that the edition dates listed match the forms attached.

Read the insuring agreement that  describes what the policy covers. Start
here to see what coverage may exist for a  loss. Policies generally fall into two types, those with broad insuring agreements (special form or all risk  property policies, commercial general and auto liability policies) with broadly written coverage grants that are then pared back by exclusions, and named or specified peril policies which specifically lists the types of events or occurrences the policy covers. With these you’ll need to read the list of covered perils (that which causes a loss) first before then turning to the exclusions.

Next read the exclusions and limitations. These take away coverage granted by broad insuring agreements; there will usually be a lot of them. There may be fewer exclusions in named perils policies because if a loss is not caused by one of the named perils in the first place it is not covered. Also read any exceptions to the exclusions. Exceptions may give some coverage back in specific amounts or under described circumstances.

The insurance company wants to control the meaning of certain words and phrases and does so by specifically defining them in the policy. Read these next. These will often be printed in bold or italics in the policy, indicating you should refer to the definition found in the policy. Definitions can further define or limit the breadth of protection. Words not defined are given their common, everyday meaning.

Finally, read any endorsements that apply.  Check these off on the schedule of forms as you go. Highlight the policy form that is changed by an endorsement and note which endorsement changes that section. Note exactly what the endorsement changes; they can add, broaden or enhance coverage, or create a limitation or exclusion.

In some package policies you may find several sections devoted to separate coverages such as property, crime, general liability and so forth; read each section as if it were a separate policy. You’ll also find some pages devoted to general policy terms and conditions, such as cancellation or nonrenewal provisions, duties in the event of a loss, and such, which apply to all sections of the policy.

 Some tips: As you are doing all this reading, when the policy refers to another section read that section immediately. And pay attention to key words and phrases. These create, alter, modify or delete coverage and limits; a policy can be materially altered by a two or three letter word. Some to look for (not an all-inclusive list):

Pay attention to the conjunctions used. “And” is inclusive; “Or” is exclusive. In a list of three qualifiers, the use of “and” means that all three must be satisfied; “or” means that any one of the three applies.

  • “Not” as in “does not apply to…” or “does not include….” This changes or limits whatever preceded it.
  • “Greater than…,” “lesser than…,” “Greater of…,” “lesser of…,” “no more than,” “the most…,” “all” or any other quantifying phrase.
  • “Unless,” “except,” “only if…” or “subject to…” These indicate a condition, added requirement or an alternative.
  • “However” discounts everything before it. This qualifying term creates coverage or condition parameters.
  • “Includes,” is an inclusive term that broadens the provision to which it applies.
  • “Must” and “regardless.” There is no alternative and surrounding circumstances are of no consideration in meeting the requirement.

Remember that an insurance policy is a contract, between you and the insurance company. You would not sign a contract without reading it first; it behooves you to know what’s in your insurance contracts.

Breach Notification Basics

 We wrote about cyber and privacy risk in the last issue, and mentioned that almost all states and various departments of the federal government had some form of law or regulation mandating how affected parties must be notified in the event of the loss of personally identifiable information. These legally required notification processes are littered with potential land mines, creating possibly severe consequences for any organization that handles them badly. These laws also continue to change literally every year as laws and regulations are revised and updated.

Continuing with this topic, whether you have insurance to cover privacy breach or not, here are some key points to keep in mind if you are faced with a breach.

Time matters

Almost all jurisdictions mandate timely response, and in many there are specific timelines for notification. Don’t assume you have time for a leisurely and thoughtfully considered response; the clock starts ticking as soon as you become aware (or should have become aware) of a breach. You may also have contractual obligations to business partners (credit card processing companies, banks, etc.) mandating specific responses literally within hours.

Know who to notify

Affected parties, of course, but be aware that different demographics require different responses (minors and non English speakers, for example). You also need to know if, and which, governmental authorities and agencies and business partners require notification.

Know what to say

The contents of your notification letters will be dictated not only by specific regulatory requirements, but also by your own need to manage any public relations impact. You need to know what you are required to include (or leave out) of your notifications. Many states have been revising their laws to include very specific and detailed instructions on what must be included in notifications.

 Know how to notify

 Be prepared for the basic logistical requirements of notification. For example, you’ll need current addresses for everyone requiring notification. Are non-English speaking recipients included in that group? What will you do with returned mail? Your notification letter will include a contact number; are you prepared to handle the volume of calls anticipated, or will you need to employ an outsourced call center? These are all practical considerations you’ll need to deal with in an extremely short time frame.

Manage the damage

A privacy breach can potentially be a black eye for any organization, often attracting significant negative media attention. Responding off the cuff, with uncoordinated messages and a general impression of not being on top of the situation will only fuel leaks and rumors and make things worse, create frustration and anger among those affected, and increase legal liability risks, too. Have a plan, and one identified spokesperson armed with approved messages and information.

As we noted last issue, there is insurance available to cover the financial risks created by privacy breaches. These non standard policies have evolved and are now broader and of more value than in just the recent past. Many of the better ones include crisis response benefits that give policyholders instant access to professional resources to manage the fallout from these complicated and ever more frequent occurrences. These features by themselves are a good reason to consider buying this insurance; just having a phone number to call when you learn of a problem can be invaluable. If you have not looked into these policies recently, consider revisiting them now.

OSHA Action Spotlights Employer Risk

A ruling in favor of OSHA in an Illinois federal courtroom earlier this year  highlights a potential problem for employers in every state.

Briefly, two employees of an Illinois employer were killed and third injured in an industrial accident. OSHA investigated, and concluded from initial findings the employees did not receive safety training and the employer did not provide safety equipment. To continue its investigation OSHA then subpoenaed the employer’s workers compensation insurance company for records and inspection documents in an effort to obtain more information. The employer objected but was overruled in court.

In fact, OSHA has always had the ability to subpoena such records. Communications between an insurance company and a policyholder are not confidential or protected information. The problem for employers is that they routinely allow insurance companies onto their premises for loss prevention services and safety inspections without ever considering that information in the resulting reports could be used against them in the future.

It’s a Catch-22. Loss prevention engineers and safety consultants are an important resource for any employer seeking to control and minimize work related injuries and claim costs. However, every time a safety consultant writes a report a document has been created; an inspection report that notes deficiencies can come back to hurt an employer in the future if not properly addressed.

Employers should certainly continue to rely on insurance company resources to control workers compensation costs, but you can’t just put any reports or communications received from engineers or insurance companies in a drawer and forget about them. If a report makes recommendations you must document your response. If you comply with a recommendation, it should be noted; if a recommendation is unrealistic or unworkable some form of compromise response should be discussed with the insurer, and documented. In every case you need to remember that any time you get a report from an insurance company, that report, and your responses, create a paper trail that could resurface in the future and potentially be used against you.

Here’s the rest of the story: after the subsequent investigation, and based in part on the information uncovered from the subpoenaed inspection records, OSHA issued 25 citations and fined the employer $555,000.

New Catastrophe Models

Catastrophe models have long guided insurers and reinsurers in the way they set capacity and pricing models for property insurance. The recently updated hurricane model from a major industry source features significant changes such as higher inland wind speeds, increases in building vulnerability, updates of secondary modifiers like roof type and construction, and increases in modeled storm surge losses. These all reflect new knowledge gained from real experience with recent storms and improvements in models accumulated over a number of years.

 What does it mean to you? Insurance companies who might have been careful up to now to limit their exposure to catastrophe exposed coastal properties based on reliance on earlier models may now find their PML (Probable Maximum Loss) increased by as much as 150% to 200% based on these new models of inland exposures. That can translate into reduced willingness to retain risk, greater reliance on reinsurance, higher prices, and bigger deductibles.

Coastal risks are already seeing higher windstorm deductibles on properties even further inland from the coast than before. These deductibles are often somewhat disarmingly  expressed as a per cent of TIV (Total Insured Value), often in the 1-2% range. Think about that a little more closely, though…a 40,000 square foot commercial building can easily have an insurable replacement value of $5 million; add another $5 million for contents, and $5 million for business income and extra expense, and a relatively modest building ends up with a TIV of $15 million. The owner of that building who accepted a deductible for wind or hail of one per cent of TIV now has a deductible for such losses of $150,000. That’s a pretty big deductible.

As the insurance market slowly stabilizes and starts to harden you will be likely to see this a lot more often in the future. We’ll be keeping an eye on this for you.

 

A Holistic Approach to Insuring Venture Capital Firms and Their Portfolio Companies

Tuesday, January 17th, 2012
New Perils in a Connected Word by Stew Nelson

This is a long article so I am just posting the intro paragraph and the summary. If you would like to read the full article follow the link.

CLICK HERE for full article

From the moment the CEO of a startup signs a Term Sheet offered by a venture capital company, the futures of both entities are inextricably linked at least until the venture firm “cuts the cord” on their investment. In most cases, their large investments grant the lead venture firm full or partial control of the start-up’s Board of Directors, thereby allowing them to install outside directors and also to replace members of the management team for failure to meet specific milestones. This contractual arrangement aligns both companies risk profiles much as a parent company and subsidiary are. As their risk profiles overlap, properly insuring a portfolio company should recognize the overlap and attempt to create a seamless layer of protection much as granting Additional Insured status does to a wholly owned subsidiary. In non-insurance terms, both the venture capital (VC) firm and their portfolio company should be insured by the same agency and if possible by the same carrier with the utmost care that accommodates the unique relationship between these two entities.

 

SUMMARY Insuring Venture Firms and Their Portfolio Companies–

  • Always use specific insurance language in the Term Sheet
  • Use one carrier to insure both VC firm and portfolio companies if possible
  • Every conduct exclusions needs a severability clause
  • Utilize ironclad indemnity agreements for each outside director
  • Insist that Insured v. Insured is waived for Employment Practices claims

[1] Why “Side A” Matters to You, The Ins and Outs of D&O Liability Insurance, February 11 ,2005, Wilson, Sonsini, Goodrich & Rosarti PC, from their web site 1/10/12.

Health Coach Corner – Go Nuts!

Tuesday, January 17th, 2012
Health Coach Corner by Maria Hicks

Are nuts healthy?  Are they considered a “good fat”?  Can I snack on nuts?  The answer to these questions is Yes, Yes and Yes!   Nuts are a great snack and a healthy fat.  But, can you have too many nuts?  Of course!  It’s one of those snacks that are healthy in very small portions, and for some, who are looking to lose weight – it may not be an appropriate snack (at least, not on a daily basis).

On a personal note – about 7 years ago, I actually gained 5 lbs by snacking on a bulk bag of nuts!  So, never buy in bulk… buy small portions and keep your servings small.  Some grocery stores sell individual trail mix packets, which is a great snack – at only 140 calories.

Here are some health benefits of nuts:

  • Almonds contain the most fiber of all nut varieties
  • Almonds & hazelnuts have vitamin E, an antioxidant
  • Pecans contain cancer-fighting ellagic acid
  • Brazil nuts have the antioxidant selenium
  • Cashews & pistachios contain lots of potassium
  • Walnuts contain heart-healthy omega-3 fatty acids
  • Most nuts contain phytic acid, which reduces the risk of cancer and controls blood sugar, cholesterol and triglycerides
  • Nuts are high in protein, phosphorus, zinc and magnesium

 

Follow this link for some fun nut snack recipes!

http://southernfood.about.com/od/nutsnacks/Nut_Snack_Recipes_Spiced_Pecans_Spicy_Mixed_Nuts_and_More.htm

Preventing Ice Dams From Forming on Your Roof

Friday, January 13th, 2012

Eliminate Your Ice Dams

An ice dam is an accumulation of frozen water in the gutter system and at the roof edge that prevents subsequent drainage of melting snow from leaving the roof/gutter system. Ice dams are common in areas that receive heavy snow buildups.

In most cases, ice dams begin inside the house, when heated air leaks up into the unheated attic. In the winter, the roof above the unheated attic is cold. When warm air leaks into the attic, it creates warm areas on the roof, which cause the snow on the exterior of the roof to melt. The melting snow moves down the roof slope until it reaches the cold overhang, where it refreezes. The process continues, causing ice to build up along the eaves and form a dam. Eventually, this dam forces the water to back up under the shingles and sometimes into the ceiling or wall inside the home. This phenomenon may cause structural framing members to decay, metal fasteners to corrode, and mold to form in the attic and the wall surfaces. Few homeowners policies pay for ice dam removal. Interior or exterior damage, however, caused by an ice dam on the roof is typically covered under a special perils homeowners form.

There are measures that home owners in colder climates can take to reduce the chance of ice dams, including the following.

  • The services of a professional should be employed to remove heavy snow from your roof. This eliminates one of the ingredients necessary for the formation of an ice dam. Professionals are also able to address emergency situations in which water is flowing into the house structure. This is accomplished by making channels through the ice dam to allow the water behind the dam to drain off your roof. However, the channel becomes ineffective within days and is only a temporary solution to ice dam damage.
  • Your ceiling/roof insulation should be increased to reduce heat loss by conduction. Some state codes require an R-value of 38 above the ceiling for new homes. In narrow spaces, insulation products with high R-value (6–7) per inch are recommended. It is imperative that the ceiling be made airtight to prevent warm air within your home from flowing into the attic space.
  • Verify that there are sufficient soffit and gable end vents in your attic. These help to quickly vent any of the warm air that does get into the attic out into the atmosphere.

 

 

Five-Spice Turkey and Lettuce Wraps Recipe

Tuesday, January 10th, 2012

Quick Info:

Servings
Quick MealQuick Meal
Contains NutsContains Nuts
Contains Wheat/GlutenContains Wheat/Gluten
Most PopularMost Popular
GERD-FriendlyGERD-Friendly

Nutritional Info (Per serving):

Calories: 285, Saturated Fat: 3g, Sodium: 543mg, Dietary Fiber: 5g, Total Fat: 11g, Carbs: 24g, Cholesterol: 66mg, Protein: 26g

Carb Choices: 1.5
Prep Time: 10 mins
Cook Time: 20 mins
Total Time: 30 mins

Ingredients

  • 1/2 cup(s) water
  • 1/2 cup(s) rice, brown, instant
  • 2 teaspoon oil, sesame
  • 1 pounds turkey, lean ground, 93 % lean
  • 1 tablespoon ginger, fresh, minced
  • 1 large pepper(s), red, bell, finely diced
  • 1 can(s) water chestnuts, canned, 8-ounce can, rinced and chopped
  • 1/2 cup(s) broth, reduced-sodium chicken
  • 2 tablespoon hoisin sauce
  • 1 teaspoon five-spice powder
  • 1/2 teaspoon salt
  • 2 head(s) lettuce, Boston, leaves separated
  • 1/2 cup(s) fresh herbs, chopped, such as cilantro, basil, mint and/or chives
  • 1 large carrot(s), shredded
  • 1 teaspoon oil, canola

Preparation

1. Bring water to a boil in a small saucepan. Add rice; reduce heat to low, cover and cook for 5 minutes. Remove from the heat.

2. Meanwhile, heat oil in a large nonstick pan over medium-high heat. Add turkey and ginger; cook, crumbling with a wooden spoon, until the turkey is cooked through, about 6 minutes.

3. Stir in the cooked rice, bell pepper, water chestnuts, broth, hoisin sauce, five-spice powder and salt; cook until heated through, about 1 minute.

4. To serve, spoon portions of the turkey mixture into lettuce leaves, top with herbs and carrot and roll into wraps.

Recipe Source: Eating Well

Health Coach Corner – 4 New Uses of Cloves

Monday, January 9th, 2012
Health Coach Corner by Maria Hicks

I read a lot of online health information and subscribe to several magazines, I love learning new and interesting tips – and I am pleased to share them with my readers!   This week, I want to share something very interesting I read in my Health magazine.  Its 4 surprising uses for cloves, when I think of cloves, I think of fall spices and cool weather.  Break out this winter spice to clear up colds, mold and skin problems.

Congestion:

A tea that contains cloves can help you clear a respiratory infection.  Cloves work as an expectorant, loosening mucus in the throat and esophagus so you can cough it up.  Try combining 2 cloves, a stick of cinnamon, and 2 crushed cardamom seeds in an infuser; place a large mug with a black tea bag.  Add boiling water and let steep for 1-2 minutes.

All-Natural Sachet:

To give your clothes an intoxicating aroma, toss a few whole cloves in the bottom of an old clean sock and tie with a ribbon.  The spicy scent covers up odors and keeps your stuff smelling fresh.  Swap out the cloves every 2-4 weeks so the scent stays sweet and spicy.

Breakout Buster:

The spice helps clear acne, thanks to eugenol, a natural antiseptic that balances the skin, stopping future breakouts.  Combine 1 tsp ground cloves, 1 tsp honey and 3 drops fresh lemon juice in a small bowl.  Apply to your entire face and leave on for 20 minutes, then rinse with cold water.

Eco-Cleaner:

Got mold?  Skip harsh chemicals.  Add a dash of clove oil (about ½ tsp) to 2 cups water and pour into a spray bottle.