Oberman Insurance Services








Barbara C. Oberman Insurance Services is a full service insurance brokerage firm specializing in small to mid-size companies.    We offer employee benefits packages tailored for your workforce and your budget as well as commercial insurance products to protect your business's financial future.   All of this with personal service and customized solutions.  We take the time to understand your business.  Our focus is on you!

From startups to fast growth to established companies we have the products and services that you need.   We make a complex process simple and work hand in hand to help your business flourish.

We are dedicated to understanding each business or organization.  Our focus is meeting your unique needs!

Are You a Startup?

Let us find the right insurance for your business.


Health & Benefits Consulting

We aggressively market your plan to provide options to enable you to make the best decisions for your company. 

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HR & Technology Solutions

We offer you modern technology to streamline HR administration.

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We keep you informed and help stay compliant with the ACA, State and Federal regulations. 

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Business Insurance Services

We offer a wide array of products and services.

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Long-Term Care Insurance

We help you protect your savings from the healthcare costs not covered by medical insurance.

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Time to Expect More from Your Benefits Agent.




Schedule a Consultation Now!

We provide answers to your questions in a comfortable, no-pressure enviroment.

  • Free Webinar this Thursday, May 17! Intellectual Property in the Cannabis Industry
    12:00 pm-1:00 pm

    We have been counting down the days until this Thursday at 12pm PST, when Harris Bricken will present a free, lunch-hour webinar entitled “Intellectual Property in the Cannabis Industry.” Registrations for this webinar have been impressive to date, and we expect the number to continue to surge in the next 48 hours.

    Protecting and monetizing intellectual property (IP) in the cannabis industry is an important but challenging step for most businesses. The market is highly dynamic and competitive, and in addition to state and local rules, federal law creates an unusual environment. Several cannabis businesses have established significant market share through the creation and leveraging of intellectual property. Others have been served demand letters or lawsuits because their branding allegedly infringes upon existing protected IP – whether owned by cannabis businesses or non-cannabis businesses. As a corporate cannabis law firm serving the marijuana industry since 2010, we have seen just about every possible scenario.

    This webinar is designed to help you gain a high-level understanding of cannabis IP and how to use it. Vince Sliwoski will moderate a discussion by intellectual property attorneys Alison Malsbury, John Mansfield, and Mike Atkins, who will provide a detailed overview of what you need to know to protect your cannabis brand. The attorneys will cover topics such as the following:

    • Categories of goods and services eligible for IP protection
    • Federal protections available to cannabis businesses
    • The importance of copyrights, trade secrets, patents, and trademarks to your cannabis business
    • IP hurdles cannabis business owners frequently encounter
    • IP licensing, both within state borders and across state lines
    • How to avoid cannabis IP disputes, and what to do in the case of a dispute

    Questions will be taken throughout the presentation. To register for this free webinar, please go here.

  • Navigate The I-9 Rules Like A Viking – Employment Law Workshop
    7:30 am-9:00 am

    12833 Ventura Boulevard Studio City, CA 91604 “The Oak Room”

    12833 Ventura Boulevard Studio City, CA 91604 “The Oak Room”

    Navigate The I-9 Rules Like A Viking To Avoid Sinking Your Business In Lawsuits And Penalties

    Key learning points:

    • Master The Crucial Requirements And Proper Implementation Of IRCA And The I-9 Form Rules.
    • Take Immediate Steps To Bring Into Compliance All Of Your Current I-9 Forms.
    • Learn How To Traverse The Verification Process Without The Risk Of Discriminating Against Your Employees.
    • Avoid Penalties For Violations Of The Verification And Anti-discrimination Requirements.
    • Understand The New Inspection, Posting And Anti-discrimination Requirements Under California Law.
    • Retention Of Documents Under IRCA.


    Roxana E. Verano, Esq.

  • “I’ve Fallen and I Can’t Get Up?” – Light Gabler Employment Law Seminar
    7:30 am-9:00 am

    1775 Madera Road , Simi Valley, CA 93065

    1775 Madera Road , Simi Valley, CA 93065

    “I’VE FALLEN AND I CAN’T GET UP!” Handling Employee Disabilities Without Disabling Your Workplace

    Tuesday, May 22, 2018

    7:30 am – 9:00 am (continental breakfast will be served

    No Charge; RSVP is Required

    Best Western Posada Royale
    1775 Madera Road
    Simi Valley, CA 93065

    Presenter: Karen L. Gabler

    Registration Information

    Click here to register.

    How Far Must Employers Go To Accommodate Employee Disabilities?

    In today’s stressful environment, California employers find themselves faced with more employee illnesses, injuries and workplace stress claims. While most employers want to be sensitive to any employee in crisis, increasingly burdensome employment laws can hamper an employer’s ability to maintain a productive workplace with absentee employees.

    In this informative seminar, employment law attorney Karen L. Gabler will discuss the employer’s obligations in handling employee disabilities. Topics will include the following:

    • Navigating the maze of state and federal disability laws
    • Recognizing covered disabilities
    • Documentation of medical issues
    • Conducting the interactive discussion and the “interactive log”
    • Reasonable accommodation of disabled employees
    • What does “undue hardship” really mean?
    • Personal illness/injury vs. workplace illness/injury
    • Correspondence vs. forms
    • Counseling and discipline of disabled employees
    • Handling attendance issues in light of mandatory sick leave
    • Can you discipline an employee for excessive use of sick leave?
    • Can you ever terminate a disabled employee?
    • Can you replace a disabled employee?

    Please Note: this program will not cover leaves of absence. We will focus on the interactive discussion, reasonable accommodation and documentation required in an employee disability situation. Stay tuned for information about upcoming programs on mandatory leaves of absence!

    Due to the popularity of this program and space limitations, attendance is limited to no more than three people per company.


Five Stars for VICA’s May Labor and Employment Committee meeting!

By Barbara Oberman | May 18, 2018

As business owners and decision makers we mostly hear from employment attorneys about labor updates and tools to protect our businesses.    At VICA’s  May Labor and Employment Committee meeting we had the rare opportunity to hear from plaintiff attorney, Eric Kingsley, who presented his “Ten Top Tips for Employers”.   Here are the takeaways  . . . Really look at Pay stubs, really look! At year end, check minimum wage standards Don’t skimp on breaks! Piece rate is inadvisable Pay for cell phones! Hire competent counsel Consider severance pay Arbitration – Be careful what you wish for! If the Plaintiff attorney is experienced consider engaging early Don’t be petty! I give five stars to the committee chair, Sue Bendavid, Labor and Employment Department Chair at Lewitt Hackman, for stepping outside the box and providing another perspective on behalf of business.

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Small Employer Commuter Benefits, Good or Bad?

By Barbara Oberman | May 10, 2018

A.B. 2548 Commuter Benefit Policies?    I was about to fall asleep at the VICA Transportation Committee meeting this week wondering why I was there until this topic came up for discussion.   I had never really thought about it much before.  Hmm, employer sponsored commuter benefit programs.   I knew our larger clients offered employees a commuter benefit that allowed employees to use pre-tax dollars, up to $260 per month, excluded from gross income, to pay for transit commuting costs through a cafeteria plan.   Currently employers with over 250 full-time employees at a worksite are required to establish commuter programs to meet designated emission standards set by the South Coast Air Quality Management District. A new ordinance,  AB 2548 Commute Benefits Policy,  would require employers with 50-250 employees at a work site in L.A. County to give employees the ability to set aside up to $260 per month of their paycheck pre-tax to cover the cost of ride sharing, van pools, and transit.   It sounded like an excellent idea at first.   Why shouldn’t smaller employers be able to offer employees the same tax-advantaged plans as larger employers?  And given we have the worst congestion in the world in Los Angeles and the amount of time spent in traffic jams driving to work and back,  giving employees a financial incentive to switch public transit sounds good until I understood that employers would be mandated to implement the program.    Plus, small businesses already find it difficult to run their business and stay profitable in…

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Employers Considering Enhancing Benefits Due to the New Tax Law

By Barbara Oberman | March 22, 2018

Are you planning on making changes to your benefits and compensation package as a result of the new tax law? Willis Towers Watson surveyed 333 companies earlier this year and many companies are making changes. Let me know your thoughts . . . https://www.plansponsor.com/employers-considering-enhancing-benefits-due-tax-reform/

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How Long-Term Care Insurance Helped My Mom

By Barbara Oberman | February 2, 2018

Long-Term care Insurance has been on my mind a lot lately. It’s been a financial life saver for my mother so I want to share a bit of her story with you in the hope that it will help you. I am sure some of you Baby Boomers will relate. It all started more than four years ago. My Mom started falling on an almost a weekly basis. I could count on a phone call from the Kaiser emergency room on Saturday afternoons. She always thought there was something she could do differently to prevent falling. After years of balance classes at the YMCA it was hard for her to accept that her balance was so bad. She still has difficulty accepting it. After multiple falls, and injuries, she reluctantly agreed to have a care giver in her home. Despite excellent care, the falls continued. As a result, we had to move mom to a residential care facility for her safety, as well as to take care of her basic needs (referred to by Long-term care carriers as activities of daily living or ADLs) including bathing, dressing and managing her medication. After living a very active life filled with family, friends, travel, and hobbies, she could no longer care for herself. Being fiercely independent, she balked every step of the way, preferring to take care of herself. Sadly, she can no longer do even the most basic ADLs. After a year at a residential care facility she was diagnosed with…

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How to Save Money on Your Workers’ Compensation Insurance

By Barbara Oberman | November 21, 2017

Many business owners feel powerless to reduce their workers’ compensation costs. There is no need to feel frustrated; there is something you can do about it! Listed below are six things a business owner can implement to reduce their claim activity. Here are some money saving tips from the California Department of Industrial Relations and the experts at the Comp Monitor:   1. Develop or renew your safety program Everyone wants to work in a safe work environment but we don’t always know how to do it. In California employers are required to have an Illness Injury & Prevention Program (IIPP). Creating an IIPP doesn’t have to be expensive. The Department of Industrial Relations has an e-tool to help you develop your program or you can ask your insurance carrier. To find the e-tool go to www.dir.ca.gov/dosh/etools/09-031/index.htm There are many benefits to an effective IIPP program including improved workplace safety and health, better morale, increased productivity, and reduced costs of doing business. For your IIPP to be effective you must fully put it into practice in your workplace.   2. Provide employee training Many workers’ compensation injuries come from employees using the machinery and equipment incorrectly. It’s your responsibility as the employer to train each employee on how to perform their job safely. The training should include what can happen if safeguards are not performed as outlined in the training and what the consequences are if the employee avoids using those safeguards. An example would be not using protective glasses…

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What Does the President’s Executive Order on Healthcare Mean for Business?

By Barbara Oberman | October 19, 2017

There is much confusion as to just what effect the President’s executive order on healthcare will have on business. Much is being said about the potential effects on individuals but the media isn’t saying much about the impact on business. Some of you may be cheering over the President’s order, and some of you may believe we are like Thelma and Louise driving over the cliff. Last Thursday morning the President signed an executive order that could remove requirements for basic benefits that are a part of the Affordable Care Act. He also proposes to give small businesses more health insurance options with the use of “association plans” to negotiate better deals for health insurance. Business groups hailed the move saying it will lower costs, increase competition and provide more options. Others believe it is potentially devastating. What does this mean for your business? Here’s the good news. Your insurance costs could go down if you decide to buy an association health plan. That sounds like a good financial decision, a great idea, it’s about time for lower health care costs, isn’t it? But are you ready for the skimpier plans with fewer benefits and higher deductibles that will accompany the lower costs? These plans may not have prescription coverage, maternity care or hospital care included. They could be offered by nationwide associations and be sold across state lines. While much depends on how the regulations are written the executive order potentially allows plans to skirt health care reform regulations…

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