Manage the risks and costs associated with long-term care.
Long-term care insurance focused on your team.
Offering long-term care insurance as an employee benefit can be an integral part of your strategy to recruit and retain the best talent, contain costs, and enhance employee productivity. We’ll guide you through the process.
Retain your staff with a comprehensive benefits package.
As people continue to live longer, the combination of retirement savings plans and healthcare coverage may no longer be enough to provide certainty and security. Buying or part-funding long-term care insurance could be an effective way for your business to offer a complete employee benefits package that makes the difference when recruiting and retaining staff members.
Insurance that fills in the coverage gaps of health insurance.
While health insurance covers medical bills, it leaves all manner of costs for people to face if they suffer degenerative conditions or can no longer cope with everyday activities. Long-term care insurance policies are designed to cover costs for services such as home care, daycare, nursing homes, and respite care. Many of these services aren’t covered by Medicaid, and in any case, that’s usually only available when the person has spent most of his or her assets.
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One of the main factors in attracting and retaining good employees is the benefit program offered by employers. This typically starts with your group health insurance plan.
Regardless of the company’s financials, there are ways to make health insurance available to your employees and their dependents. Offering health insurance doesn’t have to break the bank. There are many solutions available to small, mid-size, and large employers.
When employees are worried about their financial situation, they may not be as productive. Many individuals today do not have life insurance or adequate savings to cover final expenses, which places additional stress on employees and/or their families when the need arises.
A group life insurance plan can put your employees’ minds at ease, knowing their family will have resources available when they need them. Policies can also include a dependent benefit to help the employee pay for expenses if their dependent passes. Another solution is to offer a voluntary life benefit whereby the employee pays a lower premium through payroll deduction than they would if they found coverage on their own. Group life insurance is also tax deductible.
Many employers are faced with offering lower wages than their competitors and find it difficult to find and retain qualified workers.
Offering a short-term and/or a long-term disability program can provide prospective and current workers with another form of financial stability. An employee may be offered a higher wage elsewhere, but are they offered protection if that paycheck stops due to pregnancy, illness, or other disability? How will they pay the mortgage or other bills? Employers offering a disability plan can provide peace of mind to their employees and gain an advantage over those that don’t.
Failure to have regular dental checkups can lead to more serious problems than a toothache.
Offering dental coverage to your employees can help encourage them to see a dentist on a regular basis. Gum disease has been linked to heart disease as well as diabetes. Catching these issues early not only helps your employees’ health, it may help reduce your long-term health insurance costs before a big claim hits!
Similar to dental coverage, if your employees are not getting regular eye exams, they may have underlying medical conditions such as heart disease or diabetes that can surface later at a greater expense to your medical plan.
Offering vision care coverage is a very affordable component to offering health benefits. It’s an inexpensive portion of the benefit package with a high value of return and can help offset the impact of increased medical costs, becoming a cost-effective, early intervention tool.
Not being able to meet an employee’s individual needs can pose a threat to worker retention and attracting new talent, both of which can be costly to your bottom line.
Offering voluntary coverage lets your employees choose benefits that are important to them. It’s a cost-effective way to provide a variety of benefits at little or no impact to your monthly premiums. Examples of voluntary coverage include:
- Critical illness, hospital indemnity, and cancer coverage.
- Life, dependent life, short-term, and long-term disability coverage.
- Dental care.
- Vision care.
Compliance audits are increasing and Department of Labor fines can be costly. Do you have all of the documents and paperwork at your fingertips should you receive an audit letter?
A good benefits broker will educate you on the compliance pieces so that you are prepared for that dreaded day. A wrap document covers most of what is required and the remaining forms should be readily accessible with proof of distribution to employees and/or eligible participants.
Develop long-term care plans unique to your business.
Long-term care insurance plans vary significantly when it comes to what types of care they cover and the trigger process by which they start paying out. Because of this, your business should consider taking expert advice to find a plan that meets your budget while still offering adequate coverage to your employees.
Our experts are ready to help you determine whether or not long-term care insurance is a necessary part of your business’ employee benefits package.
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