The main problem with company plans is I don’t think a lot of them is portable. When job change happens, folks tend to be busy with a lot of other stuff that they won’t bother to re-qualify for a new plan even though they might need it.
LTD is expensive because there’s a much higher chance you will use it compared to any other insurance throughout your lifetime. I think I’ve read something like 25% throughout your work career…
That goes for Long Term Care as well. Depending on your work, probably nice to have if you can afford it.
What I am also realizing is how hard it is to figure out from reading my employer’s wording how well it will cover “own-occupation” disabilities. I could see a perverse incentive where the company has every financial motivation (withholding disability payments to keep their premiums lower) to “retrain” a disabled engineer to earn 1/3 the salary as a receptionist. Because hey, you’re still employed right? So you won’t be needing those disability payments…
What I am also realizing is how hard it is to figure out from reading my employer’s wording how well it will cover “own-occupation” disabilities. I could see a perverse incentive where the company has every financial motivation (withholding disability payments to keep their premiums lower) to “retrain” a disabled engineer to earn 1/3 the salary as a receptionist. Because hey, you’re still employed right? So you won’t be needing those disability payments…
What I am also realizing is how hard it is to figure out from reading my employer’s wording how well it will cover “own-occupation” disabilities. I could see a perverse incentive where the company has every financial motivation (withholding disability payments to keep their premiums lower) to “retrain” a disabled engineer to earn 1/3 the salary as a receptionist. Because hey, you’re still employed right? So you won’t be needing those disability payments…
What I am also realizing is how hard it is to figure out from reading my employer’s wording how well it will cover “own-occupation” disabilities. I could see a perverse incentive where the company has every financial motivation (withholding disability payments to keep their premiums lower) to “retrain” a disabled engineer to earn 1/3 the salary as a receptionist. Because hey, you’re still employed right? So you won’t be needing those disability payments…
What I am also realizing is how hard it is to figure out from reading my employer’s wording how well it will cover “own-occupation” disabilities. I could see a perverse incentive where the company has every financial motivation (withholding disability payments to keep their premiums lower) to “retrain” a disabled engineer to earn 1/3 the salary as a receptionist. Because hey, you’re still employed right? So you won’t be needing those disability payments…
