Mission Statement

"Our mission is to create peace of mind and build enduring relationships."

Bob Lancaster Insurance's mission statement is the core of our culture. Our customers always come first, and we strive to provide them with the products and service that best respond to their needs. Building trust and fostering loyal, long-lasting relationships are the essence of who we are and fundamental parts of our company values.

Putting our mission statement to work

Our employees work hard to connect with our customers on a very real and personal level. Find out what Bob Lancaster’s mission means to them and how they carry it out every day.

Bob Lancaster Insurance, serving Florida's insurance needs since 1964. Contact us today at 321-725-1620 - see what we can do for YOU and YOUR BUSINESS!

Thursday, February 23, 2017


Buying a house is a very personal matter for both the buyer and the seller. Parties often rely on the expert help of a real estate professional in order to navigate the often confusing ins and outs of the process. What happens when that relationship turns sour? Consider the following.
A young couple is house hunting for their first house — in hopes of getting a fixer upper they can make their own. They purchase an updated property that showed no clear signs of termite damage. The house they purchased was advertised as a “handyman” special. After closing, the couple immediately started on repairs they expected to be mostly cosmetic. When remodeling the living room, they took down drywall and found prior termite damage. The couple filed suit against the sellers, the seller’s agent and their own agent for failing to disclose information.
That’s just one of many examples of situations in which real estate professionals can find themselves in hot water. Knowing the most common ways real estate agents get sued, and how to protect your clients from lawsuits is essential.
 Failing to disclose a property defect
If clients find defects in the property after signing the papers, they can be quick to blame the agent. Encourage your clients to perform a thorough inspection on each property and document every bit of damage.

Giving legal advice

Clients often expect that their real estate agent has the answer to every question they ask. On the same note, agents want to help their clients to the best of their ability. However, it is important to remember that most states consider it illegal for a real estate agent to give tax or legal advice.

Misleading clients

It’s natural for agents to want to make their property stand out from the crowd. Agents may feel the urge to exaggerate about certain features the house may have, or the condition of the property itself. Explain to your clients that they should not exaggerate about features or conditions of the house when selling the property.

Failing to keep your clients’ data safe

Hackers want personal information. If they get it — your client will be the one who pays. Install security software and keep paperwork in a secure place in order to avoid data breaches. Additionally, make sure to encrypt data and change your password frequently. 

Failing to recommend inspections

Buyers trust the opinion of a real estate professional, but often times there are things agents may not know about the property. Make sure your clients recommend that buyers get inspections before purchasing a property.

Bodily injury

If agents are found liable for an injury a client sustains at a showing, they will be responsible for reimbursing any accident-related costs. Before showings, make sure debris is picked up and any snow or ice is shoveled and melted.

That there are ways you can protect yourself from financial loss resulting from claims. Real estate professionals should be covered by an errors & omissions policy to protect themselves and their business. The experts at Bob Lancaster Insurance are here to help you find e&o coverage that fits your needs. Contact us today!
Contact us for all your Insurance needs! (321)725-1620 
Bob Lancaster Insurance
Serving Florida since 1964

Wednesday, January 4, 2017

Older Drivers Unlikely To Face Age Restrictions

By 2030, more than 60 million older adults could be driving on the nation's roadways. But don't expect many more states to put added restrictions on their ability to get behind the wheel.
Legislatures have become increasingly reluctant to restrict driver's licenses for seniors or impose extra requirements - such as vision or road tests - for getting them renewed based solely on their advancing age.
That's partly because older people are generally considered safe drivers, more programs exist to improve their driving skills, and recent studies have shown that many of the restrictions aren't as effective as once thought in preventing traffic fatalities. It's also because a politically powerful group of advocates for seniors and motorists, such as AARP and AAA, argue that age shouldn't be used as the sole measure of an older person's fitness to handle a car.
"We believe that driving is about the ability and health of the driver, not their age," said AARP spokeswoman Kristin S. Palmer. "We can't stereotype older drivers."
Jonathan Adkins, executive director of the Governors Highway Safety Association, which represents highway safety offices, said another reason many legislatures have not passed age-based restrictions lately is that society has changed the way it defines "old." Being 75 isn't what it used to be, because people are more active and live longer than previous generations.
"We just elected the oldest president ever," Adkins said, referring to Republican President-elect Donald Trump, who is 70.
Many states place some sort of restrictions on seniors when it comes to renewing their driver's licenses, whether it's requiring vision screening, making them renew their licenses more frequently, or demanding they show up in person at the Department of Motor Vehicles to renew their licenses. But most of the restrictions were approved at least several years ago.
In recent years, efforts to impose restrictions often failed. Legislatures in more than a dozen states considered legislation affecting older drivers in the last two years, but only a handful of bills passed, none of them controversial.
And some enabled more people to get licenses or gave them breaks based on their age. For instance, a measure in South Carolina allows people with certain vision problems to get or renew a license if they use a special device on their glasses. One in New Mexico lowered the eligibility age to 50 for drivers to qualify for reduced insurance rates if they take a driver's education course.
In contrast, Vermont lawmakers killed a bill that would have demanded drivers 65 and older pass vision and road tests in order to obtain or renew their license. Tennessee lawmakers killed one that would have required people 76 and older to take a vision test.
But the fact remains as people age, their vision, hearing and reflexes often deteriorate. And states are faced with trying to balance ensuring the safety of older drivers and others on the road with not discriminating against people just because they are getting older.
"Age should not be the issue. It should be your ability to handle the car and drive safely," said Jurek Grabowski, research director for the AAA Foundation for Traffic Safety, a nonprofit research and education group.
Patterns and Risks
The nation's senior population is projected to explode as 75 million baby boomers grow old. And traffic safety experts expect the number of at-risk drivers will also grow, as all indications are aging boomers who grew up behind the wheel want to continue to drive.
In the early 1970s, barely half of Americans 65 and older held a driver's license. Nowadays, 84 percent do. By many measures, they have a good driving safety record.
Seniors typically follow the rules and wear seat belts, observe the speed limit, and don't drink and drive, auto safety analysts say. Their crash rates have continued to drop over the years. And they are less likely than previous generations of seniors to be in a crash or to be killed or seriously injured in a crash because they're generally healthier and cars are safer.
But older drivers are at higher risk of crashing than middle-aged people because of declining vision, hearing and cognitive ability and medical conditions that could affect their driving. When they are involved in a crash, they are more likely to be injured or killed than drivers in other age groups.
"Usually, if someone dies, it's the older driver or their passengers, who tend to be older," said Jessica Cicchino, a vice president at the Insurance Institute for Highway Safety, a nonprofit research group funded by auto insurance companies.
In 2014, 5,709 people 65 and older were killed and about 221,000 were injured in crashes.
Older drivers also are more likely than younger ones to be involved in certain types of collisions, such as crashes at intersections or those caused by failing to yield, according to the Insurance Institute.
Good or Bad Policies?
States vary considerably in what they require of older drivers to renew a license.
Nineteen have shorter renewal periods for drivers over a certain age, according to the Insurance Institute. Eighteen demand more frequent vision screening. And 15 states that allow drivers to renew by mail or online don't offer that option to older drivers.
Illinois has one of the strictest renewal requirements of any state. Drivers 75 and older must take a road test to renew their license. It's the type of law that AAA opposes.
"Many states have bills introduced seeking that. We spend a lot of time combating it," said Jake Nelson, AAA's traffic safety director. "It's bad policy and it doesn't enhance safety at all."
Many age-based requirements haven't proven effective, studies have found.
Only two have been shown to reduce fatal crashes: making drivers 85 and over renew in person and requiring people in that age group to take a vision test in states that don't make them renew in person, said Cicchino of the Insurance Institute. Fatality rates for drivers 55 and older are no lower in states that mandate road or written tests or shortened renewal periods for older drivers, she said.
Some states, such as Alabama and Kentucky, impose no age-based requirements on older drivers. Others actually give them a break. Oklahoma, for example, reduces the license fee for drivers age 62 to 64 and waives it entirely for those 65 and older.
Some groups that oppose putting restrictions on older drivers based solely on their age endorse broader policies aimed at improving safety on the roads. AAA, for example, thinks all drivers should take a vision test when they renew, either at a DMV or at a doctor's office. And it views the renewal process as a good way for DMV staffers to observe drivers to see whether they may have physical or mental impairments that could affect their driving ability.
"This isn't about senior drivers, it's about detecting at-risk drivers," said Rich Romer, AAA's state relations manager.
For seniors who might be a danger on the roads because of certain physical or mental conditions, both AAA and AARP support the concept of medical advisory boards that set standards for state licensing agencies and assess at-risk drivers' ability to get behind the wheel. At least 38 states have set up some kind of advisory board.
"If you come to our attention and you should not be on the road, we have a process to get you off the road very fast," said Dr. Carl Soderstrom, the chief of Maryland's Medical Advisory Board. "The fact that we have taken the licenses away from thousands of very unsafe people over the years says the program is working."
A Matter of Independence
Driving is an important way for older adults to remain independent and mobile, experts on aging say. Without a car, they can grow isolated and depressed, and their physical and mental health can deteriorate.
Instead of driving themselves, some may turn to taxis or ride-hailing companies such as Uber and Lyft, or eventually, self-driving cars. Others may rely on volunteer driver programs or public transit.
"We want to get away from the idea of taking away mom and dad's keys and focus on other alternatives to keep them mobile," said Adkins, of the governors' highway safety group. "But you also don't want to take away their mobility and independence if they could be driving safely."
AAA and AARP have created driver refresher classes for older adults to help them stay safe on the roads.
AARP's "Smart Driver Course," offered in classrooms or online, teaches strategies for reducing the likelihood of a crash and making adjustments to compensate for the effects aging may have on driving. The group runs about 30,000 courses a year and trains about half a million drivers, said Palmer, the group's spokeswoman.
At least 34 states plus Washington, D.C., have passed laws allowing auto insurance companies to provide a premium discount to seniors who complete a state-approved driver safety course in a classroom.
A number of advanced technologies, such as collision warning systems and rearview cameras, also can help seniors drive safely for a longer period of time, a 2015 AAA Foundation report found.
But all the bells and whistles on new cars can be a distraction for some older drivers.
That's why auto safety groups also recommend that transportation agencies take action on their own, by making letters on road signs larger, making pavement markings more visible, and adding left-turn lanes and signals at intersections. Another possibility: reconfiguring intersections as roundabouts, which reduce speeds and eliminate the complexities of turning at intersections.
"These are simple fixes to the roadways that states actually can make that can prevent older drivers' deadliest crashes," said the Insurance Institute's Cicchino.
Contact us for all your Insurance needs! (321)725-1620 
Bob Lancaster Insurance

Serving Florida since 1964

Thursday, December 22, 2016

Gift Yourself These Insurance Coverages for the Holidays - Why Extra Insurance Coverage May Be Useful This Season – and Beyond

The holiday season gets busy. With so many professional and personal obligations to attend to, it can be hard to not let the stress of the season seep in. While you are busy ensuring your shopping list is complete and making arrangements to spend time with loved ones, you should take a few minutes for a little “me time,” too.
This can mean unplugging, spending some time in nature or giving yourself a gift of peace of mind, such as insurance coverage. Yes, insurance can make for a practical gift that keeps on giving all year long. Consider the coverages below to help minimize your worries this holiday season and beyond.

Trip Insurance

If you plan to travel this holiday season, you may want to add trip insurance, also known as travel insurance, to your itinerary. Such a policy can help cover you if unforeseen circumstances, such as a medical emergency, interfere with the travel plans you so flawlessly put together.
Depending on what you purchase, travel insurance can help protect you against financial loss associated with trip cancellation, lost luggage, medical expenses and more.

Roadside Assistance and Rental Car Coverage

When we Southerners venture north to see relatives during the holidays, trouble can ensue. We’re not used to driving in snowy conditions, and we’ve only heard about putting chains on tires. And, all of a sudden, we’ve gotten ourselves stuck in a snow embankment in Ohio.
This is where rental car and roadside coverages on your auto policy can come in very handy (whether you drive in snow regularly or just occasionally). Say a curb was hiding in that snow embankment and you now have a flat tire. Roadside assistance can help you with the tire to get you moving again. However, if your car needs to visit the shop, your policy may help cover the cost of towing your vehicle and renting another so you don’t miss out on the festivities.

Identity Theft Protection

With all the online shopping you're doing this year, don’t forget to protect yourself from the ever-growing threat of cyber crime, such as identity theft. Make sure you are shopping with a reputable company and on a secure website. If in doubt, stop what you are doing and leave the site. Remember, never open an email or click on a link in an email from someone you don’t know.
I also suggest checking with your independent agent to see if coverage for identity theft is available as an add-on to your policy. Such coverage is often extremely inexpensive and can help with the costs of recovering from identity theft. These costs may include legal fees, lost wages and more related to the recovery process.
The bottom line is: While you absolutely love making someone’s eyes light up with the perfect gift, it’s important to take care of yourself, as well. Talk to your independent agent about insurance options and insurance coverages to help increase your protection this holiday season and beyond.
Happy holidays from all of us at Bob Lancaster Insurance to all of you!

Contact us for all your Insurance needs! (321)725-1620 
Bob Lancaster Insurance

Serving Florida since 1964

Tuesday, December 20, 2016

Payroll Issues - Replacing Employees Costs Big Dollars

The cost of employee turnover is alarming for many businesses. The latest statistic available from the  Employment Policy Foundation suggests the average cost of turnover to employers is $13,355 per full-time private-sector employee replaced. Keep in mind, this study was done several years ago so chances are this figure has risen considerably. Still it is enough to be troubling.
An important question: How do you come up with a realistic figure for turnover costs in your business? Here's an example,
A. Annual pay for the position, $18,000B. Annual benefits, taxes and
insurance cost for the position, $ 5,400
C. Total pay, benefits, taxes, insurance (A plus B), $23,400
 Percent of first year that new employee is unproductive, 25 percentE. Cost of unproductive time (C times D ), $5,850
 Recruiting costs (such as advertising), $500G. Management cost to recruit, interview, train, supervise new employee (first year hours[50]times hourly management rate, $50, $2,500Estimated turnover cost(E plus F plus G)....................$ 8,850
Using this figure, calculate what this could mean for a business with 100 employees and a turnover rate of just five percent a year. Such an employer would replace five employees at an average replacement cost of $13,355... for a total replacement cost of $66,775.

Now imagine if this business had a turnover rate of 20 percent. The employer would have a total replacement cost of $267,100 ($13,355 times 20).

How did the Employment Policy Foundation calculate turnover costs and arrive at the average $13,355 figure? 

The Washington, DC-based research group included the price of recruiting new applicants, selecting replacements, training new employees, and lost productivity expenses caused by departing staff members and incurred by new employees.

The result pegs the turnover costs at an average of 25 percent of an employee's annual income.
But an "average" turnover cost can be misleading. The Foundation's study breaks the costs down by industry, to get a clearer picture.
Average Turnover by
Information industry$18,615
Financial activities$17,315
Professional business services$14,975
Other services$11,975
Trade/ transportation$11,820
Leisure/ hospitality$6,495

"The loss of productivity during position vacancy and the diminished productivity during a new employee's transition period are significant aspects of the total cost of turnover," according to the Foundation's President, Ed Potter. "Companies that are able to reduce their turnover rate have a significant competitive edge.

Contact us for all your Insurance needs! (321)725-1620 
Bob Lancaster Insurance

Serving Florida since 1964

Monday, November 28, 2016

New Version of Form I-9 Issued

The U.S. Citizenship and Immigration Services (USCIS) has issued a new version of Form I-9, "Employment Eligibility Verification," that is dated November 14, 2016 and has an August 31, 2019 expiration date. Employers must use the new form beginning on January 22, 2017. Until then, the version dated March 8, 2013 may also be used.

Form Changes

Several changes have been made to the new form:
  • Section 1 (Employee Information and Attestation) now asks for "other last names used" rather than "other names used," and streamlines the certification process for certain foreign nationals. 
  • The addition of prompts to ensure information is entered correctly. 
  • The ability to enter multiple preparers and translators. 
  • A dedicated area for including additional information rather than having to add it in the margins.
  • A supplemental page for the preparer or translator.
The instructions have been separated from the form, in line with other USCIS forms, and include specific instructions for completing each field.
USCIS says that the new version of Form I-9 is easier to complete on a computer. Enhancements include drop-down lists and calendars for filling in dates, on-screen instructions for each field, easy access to the full instructions, and an option to clear the form and start over. When the employer prints the completed form, a quick response (QR) code is automatically generated, which can be read by most QR readers.

About Form I-9

Federal law requires that every employer that recruits, refers for a fee, or hires an individual for employment in the United States must complete Form I-9. Form I-9 helps employers verify an employee's identity and employment authorization. This is done by employers physically examining acceptable documents including drivers' licenses and eligible ID cards. I-9 forms can be filed electronically or on paper.

Form I-9 requirements were established in November 1986 when Congress passed the Immigration Reform and Control Act. That law prohibits employers from hiring people, including U.S. citizens, for employment in the United States without verifying their identities and employment authorization on Form I-9.

Contact us for all your Insurance needs! (321)725-1620 
Bob Lancaster Insurance

Serving Florida since 1964

Tuesday, November 22, 2016

Overtime Rules Are Scheduled to Change in December

The U.S. Department of Labor's (DOL) higher income requirement for the "white collar exemption" from overtime is scheduled to kick in December 1. Paying a "nondiscretionary" bonus to employees at least on a quarterly basis can, in effect, lower the minimum salary you'll need to pay them and still have those employees counted as exempt for overtime purposes, according to a fact sheet issued by the DOL recently. However, if employees don't earn that bonus, you could fall short and they would be entitled to overtime pay for any overtime logged during the prior quarter.

Could the New Overtime Rules Be Rescinded or Revised?
As most employers know by now, the new overtime rules are scheduled to take effect on December 1 and an estimated 4.2 million employees will become eligible to benefit from them. Is there any chance the rules might not happen? A challenge is brewing in a federal court in Texas and business groups are hoping the incoming Trump Administration will step in and reduce or eliminate the burden on employers, but the December 1 deadline stands.

The Federal Lawsuit
Earlier this year, two lawsuits were filed in a federal court to challenge the new overtime rules. One lawsuit was filed by 21 state attorney generals and one was filed by the U.S. Chamber of Commerce and other business groups. The two lawsuits have now been combined and will be heard in the U.S. District Court for the Eastern District of Texas.

It's possible that the judge assigned to the case could issue an injunction before December 1.

How Does the President-Elect Feel?
Some business groups have expressed hope that After President-elect Donald Trump takes office on January 20, 2017, the U.S. Labor Secretary he appoints will roll back the overtime rules. Trump said on the campaign trail that he would like to see an exemption for small businesses.

However, the new administration can't just quickly undo the rules. It would have to follow a rule-making process that could take months, or even years. It's possible Congress could pass legislation that limits the rules, phases them in over time or eliminates the automatic inflation adjustment to the salary threshold that's currently scheduled to occur every three years.

The new overtime rules weren't a focus of the presidential campaign so it's not clear whether the new administration sees them as a priority. Of course, once they go into effect, it will be difficult to take overtime pay away from employees.

At this point, it seems unlikely that the new overtime rules won't go forward as scheduled. The bottom line is that businesses must be prepared to begin complying on December 1. We'll keep you apprised of any changes.
That is, unless you take advantage of a new escape hatch created by the DOL.

Back on May 23, 2016, the DOL unveiled its regulations updating the exempt status minimum income standards for employees "employed as bona fide executive, administrative, professional, and outside sales employees." Beginning December 1, a new higher minimum income threshold applies ($913 per week or $47,476 annually), which will be inflation-adjusted every three years). In addition, employees must be paid a "predetermined and fixed salary that is not subject to reduction because of variations in the quality or quantity of work performed."

But for the first time, up to 10% of the minimum income can be comprised of nondiscretionary bonuses, incentive payments, and commissions paid quarterly, or more frequently. Bonuses can be tied to productivity and profitability, either for individual or group performance. Retention bonuses also count. The key is that bonus amounts must be "based on a predetermined formula."

Discretionary vs. Nondiscretionary
A discretionary bonus, in contrast, is defined as one in which the employer "retains discretion both as to the fact of payment, and the amount until a time quite close to the end of the period for which the bonus is paid."

With the income thresholds for non-highly compensated employees (NHCEs), an employee averaging at least $10,679 in salary per quarter could still exceed the minimum income threshold for exempt status (which translates to $11,869 quarterly) if he or she earned at least a 10% bonus (that is, $1,190).

What if, based on the predetermined formula, the bonus fell short of the amount needed to bring the employee's quarterly pay up to $11,869? The new DOL rules allow for that contingency: a "catch-up payment."

Catch-Up Payments Defined
If a white collar employee's combined salary and nondiscretionary bonuses totaled only, for example, $10,000, you could add $1,869 to his or her first paycheck of the next pay period to bring the quarterly total to $11,869, and satisfy the minimum income standard.

The practical significance of all this is that you can, within the limits described, build more incentive into employees' pay.
However, your hands might be tied to some degree if the employee in this example had worked a lot of overtime during the quarter, but failed to earn the nondiscretionary bonus. To protect the employee's exempt status, you'd still want to make a catch-up payment even if the worker's performance was sub-par. Just be careful not to set pay at levels that would require the employee to earn the maximum bonus every time to qualify as exempt.

Rules for the Highly Compensated
The DOL's fact sheet also explains that different rules apply to highly compensated employees (HCEs). The significance of HCE status is that employees with that status don't have to satisfy as many qualifications as NCHEs to be deemed exempt. The primary qualification for HCE status is, not surprisingly, based on income.

Under the new thresholds that are scheduled to take effect in December, over the course of a year HCEs must earn at least $134,004 (including nondiscretionary bonuses). They have the same minimum weekly earnings standard as NCHEs — that is, $913, even though the average for the entire year will have to be much higher — $2,577 to be specific.

The difference between the treatment of NCHEs and HCEs with respect to the role of bonus payments is that HCEs' weekly base compensation cannot fall below the $913 per week. As explained by the DOL, "While nondiscretionary bonuses and incentive payments (including commissions) may be counted toward the HCE total annual compensation requirement, the HCE test does not allow employers to credit these payment forms towards the standard salary level requirement." That is, the same $913 amount applicable to NCHEs.

Using an extreme example for illustrative purposes, an employee who satisfies the white collar exemption "minimal duties test" and earns a $47,476 salary can still maintain HCE status if his or her nondiscretionary bonuses for the year, when added to the $47,476, exceed the $134,004 minimum. That would require an unlikely situation of bonuses totaling at least $86,528, which represents 65% of that employee's total earnings.
The DOL's position on bonuses in relation to the white collar exemption gives employers some latitude in meeting the new higher standards, but requires careful compensation planning. Compensation consultants help employers balance fixed and incentive-based pay components to achieve both motivational and regulatory compliance goals

Contact us for all your Insurance needs! (321)725-1620 
Bob Lancaster Insurance

Serving Florida since 1964

Thursday, November 3, 2016

More Drivers Losing Their Cars By Leaving Their Keys

Last year, a vehicle was reported stolen once every 45 seconds in the United States.  And one out of every eight thefts was a freebie for the thief.  There was a theft every six and one-half minutes where the driver left the keys or FOB inside.
It's a growing problem according to the latest report from the National Insurance Crime Bureau (NICB).  The 57,096 thefts in 2015 amounted to a 22 percent increase over the previous year. Over the past three years, this kind of theft grew by 31 percent.
Since many people do not admit to leaving their car unlocked with the keys or FOB inside, the actual numbers of thefts with the keys left in vehicles may be considerably higher than the report indicates.
"Anti-theft technology has had a tremendous impact on reducing thefts over the past 25 years, but if you don't lock it up, it's not going to help," said NICB President and CEO Joe Wehrle. "Complacency can lead to a huge financial loss and inconvenience for the vehicle owner. Leaving a vehicle unlocked or with the key or FOB inside gives a thief the opportunity to take not only the car, but also any possessions inside. It can also provide access to your personal information if the registration is left in the glove compartment.
"We have reports from our law enforcement partners that car thieves have stolen the car, driven it to the residence and burglarized the home before the owner even knew the vehicle was missing."
NICB advises drivers to:
  • Lock the vehicle, set the alarm and take all keys or FOBS.
  • Do not leave the garage door opener in the vehicle.
  • Take a picture of your registration on your cell phone and do not leave the registration or other papers with personal information in the vehicle.
  • Never leave a car unlocked and running to warm it up or while stopping for a quick cup of coffee. It only takes a moment for the opportunistic thief to jump inside and drive off.
For the years 2013 through 2015, a total of 147,434 were reported stolen with the keys left in the vehicle. In 2013, there were 43,643 thefts; 46,695 thefts in 2014 and 57,096 in 2015. From 2013 to 2015, the increase was 31 percent.
The top five states that posted the most vehicle thefts with keys during this reporting period were California (22,580), Texas (11,003), Florida (9,952), Ohio (8,623) and Nevada (8,073). The top five core-based statistical areas (CBSA) were Las Vegas-Henderson-Paradise, NV (7,815), Detroit-Warren-Dearborn, MI (4,380), Atlanta-Sandy Springs-Roswell, GA (4,118), Miami-Fort Lauderdale-West Palm Beach, FL, (3,847) and Philadelphia-Camden-Wilmington, PA-NJ-DE-MD (3,365).
One state—Hawaii—had a perfect record. Not a single report of a vehicle theft with keys.
Looking at day-of-week data, Saturday saw the most thefts with (22,081) followed by Monday (21,851) and Friday (21,652).
Contact us for all your Insurance needs! (321)725-1620 
Bob Lancaster Insurance

Serving Florida since 1964