Choosing the Best Disability Insurance with Dufault Insurance Agency

Personalized Consultations Tailored to You

When you give us a call, we’ll schedule a no-obligation consultation with you at your earliest convenience. Our knowledgeable insurance agents will sit down with you to help you choose the best disability insurance for your unique needs. First, we’ll ask you some questions such as your current salary and expenses to evaluate your financial liabilities. These questions might also pertain to:

• Age
• Health
• Occupation
• Income

Based on the information you give us, we’ll calculate the minimum amount of coverage you would need to live in the case that a disability prevented you from earning an income. From there, we’ll lay out several options in front of you, ranging from the essentials to more inclusive coverage plans.

If you like, we’ll give you our impartial, expert advice, gleaned from years of working in the industry. When you’ve selected a plan that fits both your needs and budget, we’ll go over the fine print with you one last time to make sure we leave none of your questions unanswered.

Short-Term Disability Insurance

Short-term disability coverage is a specific kind of policy for situations where you are only temporarily unable to work. Often, these plans cover anywhere from a few months to one year of unemployment. Typically, you can expect short-term insurance plan payouts to be 60-70 percent of your base income.

Thanks to our extensive network of insurance providers, our agency is uniquely positioned to provide the best-value short-term disability plans available.

Long-Term Disability Insurance

Long-term disability plans, on the other hand, cover the whole length of the disability period, or until retirement age. The payouts usually are slightly lower than short-term plan payouts, typically representing 40-60 percent of your base salary.

If you’re looking for long-term disability coverage, you won’t find a better selection anywhere else.

Disability Insurance Claims Assistance

Our insurance consultants do more than help you select a plan—we offer our full support when you need to make a claim, too. Our customer support agents are well-versed in claims procedures and can walk you through the process step by step.

Not to mention, if at any point you’d like to upgrade, renew, or cancel your plan, we’re always available by phone to make all your transactions quick and stress-free.

For us, top-quality service is not a bonus feature. It’s ingrained in every aspect of what we do. 

Disability Insurance

Protect your employees in the event of an injury.

Disability insurance to help cover your employees.

Disability insurance protects your employees from a temporary loss of income and is a fundamental part of a quality employee benefits package. We'll implement a plan structured just for you.

Covers temporary loss of income due to illness or injury.

While employees can take out personal disability insurance themselves, businesses that pay for a disability insurance plan as part of their employee benefits package often find that it is a great way to recruit staff and make them feel valued. Disability insurance pays out to an employee of your business who is unable to work because of illness or injury. Typically this pay out is equal to 60 percent of their typical salary and is often paid as tax-free income.

Choose from short and long-term coverage options.

When choosing a plan for your employees, you can offer just short-term coverage (which is usually capped at six months) or long-term coverage (which runs for several years or even until retirement age). Other disability insurance options include payments that specifically cover the employee's mortgage or other loans.

Give employees the opportunity to fully recover before returning to work.

Offering disability insurance is also a great way to ensure that injured or sick employees take the time necessary to properly heal, and then return to work in good physical shape and without stress. This prevents employees from rushing back to work before they are fully healed, which could lead to worsening of their condition and even longer recovery times in the future.

Unique from workers' compensation and social security disability insurance.

It's important not to confuse disability insurance with some other programs. It is different than workers' compensation insurance (a mandatory insurance program paid for by employers that pays out if an employee is injured at work) and social security disability insurance (a government program for people with serious long-term conditions or disabilities who are unable to take on employment).

Want to know more about disability insurance for your employees? Reach out! We're happy to chat through your options.

Group Health Insurance

Risk Factor

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.

Solution

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.

Group Life Insurance

Risk Factor

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.

Solution

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.

Disability

Risk Factor

Many employers are faced with offering lower wages than their competitors and find it difficult to find and retain qualified workers.

Solution

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.

Group Dental Coverage

Risk Factor

Failure to have regular dental checkups can lead to more serious problems than a toothache.

Solution

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!

Vision Care Coverage

Risk Factor

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.

Solution

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.

Voluntary Coverage

Risk Factor

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.

Solution

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

Risk Factor

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?

Solution

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.