Back to the Basics: Building a Financial Safety Net Begins with Life and Disability Insurance. Benefits at Work Series. A Colonial Life White Paper

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1 Back to the Basics: Buiding a Financia Safety Net Begins with Life and Disabiity Insurance Benefits at Work Series A Coonia Life White Paper November 2011

2 Tabe of Contents Executive Summary 1 The Far-Reaching Impact of the Uninsured and Underinsured 2 Most Empoyees Can t Support Themseves Without Disabiity Insurance 5 Without Life insurance, Many Woud Have Immediate Probems Making Ends Meet 8 Vountary Life and Disabiity Insurance Shoud Be Standard Offerings 10 Vountary Disabiity Pans Offer Many Advantages 13 Vountary Life Pans Offer Advantages Too 15 Understanding the Empoyer s Business and Empoyee Base Heps Boost Participation 17 Empoyers Wi Lead the Charge for Workers Financia Weness 20 References 21

3 Back to the Basics Executive Summary Few things are more devastating than a death or a disabing injury or iness. In addition to the financia strain, the physica and emotiona to of a death or disabiity can be overwheming. Yet many empoyees fee more strongy about insuring their homes and automobies than they do about insuring their abiity to earn an income. 1 The death of a wage earner can eave spouses and their famiies without the financia means to pay for their basic needs or to fufi their ife s dreams. A disabiity can bring a host of unexpected heath issues and deep financia worry due to oss of income. Famiies today are strugging to make financia ends meet jugging payments for rent or mortgages, utiities and basic necessities such as groceries and gas. They re aso working hard to reduce ingering debt on their credit cards. Many ack enough savings to protect themseves shoud a wage earner die or become disabed. Without a safety net in pace or financia means of their own, empoyees are forced to depend on famiy, friends or government programs to survive. But government programs are now strained beyond capacity. And the poor economy has forced neary everyone to cut back, making these back-up pans ess than reiabe. However, another source of support is gaining momentum: the empoyer. The economy has caused empoyees to take a coser ook at the benefits their empoyers offer them at the workpace. Workers now pace a greater vaue on their benefits and want to know more about them. 2 Empoyer-sponsored financia protection benefits, such as vountary ife and disabiity insurance, offer affordabe, high-vaue safeguards for workers. They provide the start of an a-important financia safety net. And they aow famiies to maintain a higher standard of iving than those reying soey on government programs. This whitepaper discusses how empoyers can hep empoyees meet their critica need for financia protection with the basics of vountary ife and disabiity insurance. Empoyers wi earn how this vountary coverage fits into workers financia panning strategies and what makes it so essentia. The paper aso highights how companies can hep empoyees overcome their purchasing concerns to seect the insurance products that best meet their famiies specific needs. Empoyer-sponsored financia protection benefits, such as vountary ife and disabiity insurance, offer affordabe, high-vaue safeguards for workers that provide the start of an a-important financia safety net. 1

4 2 The Far-Reaching Impact of the Uninsured and Underinsured

5 The Far-Reaching Impact of the Uninsured and Underinsured Americans are underinsured for both ife and disabiity protection. Underinsurance not having enough insurance to adequatey protect one s assets represents one of the greatest hidden risks for empoyees. Lacking sufficient coverage to shied them from financia hardship weighs heaviy on empoyees minds. And underinsurance has potentiay dire consequences, not ony for empoyees and their famiies, but aso for empoyers and taxpayers. The uninsured individuas iving without any type of insurance coverage are not necessariy those workers who have ost their jobs or those empoyed by a company that does not offer benefits. Even in businesses that offer coverage, not a workers are eigibe to enro as a resut of waiting periods or minimum work-hour rues. Some empoyees simpy choose not to enro, often because they fee their share of premiums is unaffordabe. Approximatey 100 miion Americans are not protected by private disabiity insurance. 3 Recent statistics show ony 49 percent of U.S. workers have short-term disabiity insurance and ony 44 percent have ong-term disabiity insurance. 4 Life insurance ownership has decined to an a-time ow as 41 percent of U.S. aduts 95 miion peope have no ife insurance at a. 5 In addition, 43 percent of those with ife insurance say they are underinsured. For instance, of the househods that own ife insurance, seven in 10 ony have enough to repace their househod income for 3.5 years. 6 The genera rue of thumb is to carry enough ife insurance to repace income for seven to 10 years. WHO HAS DISABILITY INSURANCE? Short-term disabiity insurance 49% Long-term disabiity insurance 44% Source: The Hartford, The Hartford Sees Drop in Number of U.S. Workers with Disabiity Insurance, News Reease, June 7, WHO HAS LIFE INSURANCE? No ife insurance 41% Not enough ife insurance 43% Sources: LIMRA, Fast Facts About Life, 20; Retzoff, Chery, Triion Doar Baby Growing Up, LIMRA,

6 A Coonia Life survey indicated a majority of fu-time empoyed aduts who were enroed in an insurance program provided by their empoyers expressed concern that their insurance pans may not provide adequate ife and disabiity coverage: 35 percent fet their pans may not adequatey cover their inabiity to earn an income for an extended time due to iness or injury. 19 percent fet their pans may not adequatey cover the death of a primary wage earner. 7 Why are there so many uninsured and underinsured empoyees? Severa reasons exist. Consumers have other financia priorities. Consumers are ikey to deay the purchase of additiona insurance because they have other financia priorities right now or fee they can t afford it. Househod finances have been hurt by the economy s recent turmoi, with high unempoyment, reduced househod incomes and increases in daiy iving expenses such as gas and food. Because of these economic pressures, many peope have deayed their financia decisions and hed off making major purchases. They re strugging to figure out how to fit insurance premiums into their budgets on top of other priorities demanding their attention. They ack the knowedge to make informed purchasing decisions. Many peope put off making ife or disabiity insurance purchases because these decisions are not aways cut and dried. Often, consumers don t understand what type of poicy to buy or how much coverage they need, and they worry about making the wrong decision. When consumers don t understand their choices, especiay the type of coverage needed for their own persona circumstances, they won t buy. In fact, 44 percent of those who say they need ife insurance say they haven t bought any because they don t know how much to buy. 8 For procrastinators, it s not high on the priority ist. Many consumers procrastinate over their purchases and won t proactivey seek out insurance unti they need it and it s too ate. For exampe, 54 percent of those ikey to buy ife insurance in the next year say they just haven t gotten around to it. More than one-third of these consumers say they haven t bought ife insurance because no one has contacted them. 9 Lack of channes from which to purchase ife or disabiity insurance doesn t seem to be a probem for consumers, though. Consumers can purchase this type of coverage through many avenues: insurance company saes associates, financia advisors, professiona organizations, the Internet and the workpace. WHY DON T THEY BUY LIFE? 44% don t know how much they need. Source: Retzoff, Chery, Triion Doar Baby Growing Up, LIMRA,

7 Most Empoyees Can t Support Themseves Without Disabiity Insurance 5

8 Most Empoyees Can t Support Themseves Without Disabiity Insurance The abiity to support themseves if disabed or unabe to work is among the top three financia concerns for peope ranking just behind money for retirement and paying medica expenses. 10 Yet, too many of today s workers aren t covered by disabiity insurance. Interestingy, 64 percent of wage earners beieve they have ony a 2 percent or ess chance of being disabed for three months or more during their working careers. 11 The actua odds of a worker being disabed for at east six months is 33 percent. 12 That compares to a.003 percent chance a person s home wi be damaged by fire. 13 One expanation for the discrepancy coud ie in the perceived definition of a disabiity. Many peope think disabed means being confined to a wheechair due to a ifeong iness or medica probem. But in reaity, 91 percent of disabiities are caused by common inesses or heath conditions and therefore, most of them are not covered by workers compensation. 14 According to Unum, 15 the most common reasons for disabiity eave incude: Cancer Chidbirth Heart attacks Musce and bone disorders Strokes Surgery 91% of disabiities are caused by common inesses or heath conditions so most are not covered by workers compensation. Source: Counci for Disabiity Awareness, The Disabiity Guide, CDA 2010 Consumer Disabiity Awareness Survey, March The financia impact on individuas who become disabed can be exorbitant as high as 20 times a person s annua saary. This amount can tota neary $1 miion for a 40-year-od, singe mae earning $50,000 per year who suffers a ong-term disabiity asting unti age 65. The costs associated with short-term disabiities can be quite significant as we, sometimes equaing one to neary two times a person s annua income for a disabiity asting just two years. 16 Yet peope mistakeny think they re covered by government programs or can get by on their own means whether it s tapping persona savings or the goodwi of famiy and friends. 6

9 In a recent Coonia Life survey, 65 percent of empoyers said they didn t think their workers coud maintain their current standard of iving if they were unabe to work for two or three months because of an iness or accident. 17 And they re probaby right. Without disabiity insurance, the financia odds of empoyees being abe to support themseves appear somewhat beak, considering these figures: 61 percent of American workers sti ive paycheck to paycheck percent of American househods consume 100 percent (or more) of their paychecks through credit cards and debt each month. 19 Haf of househods say they coudn t raise $2,000 within a month, if needed. Even among househods earning $100,000 to $150,000 per year, ess than a quarter can do so. 20 Counting a savings, investments and money in retirement accounts, six in 10 househods have ess than $50,000 of investabe assets, and one-third have ess than $10, Most disabiities don t quaify under the federa Socia Security Disabiity Insurance program. Approximatey 70 percent of first-time appicants are denied. For those who quaify, they typicay wait an average of two years before receiving their first payment. 22 Disabiity insurance provides significant economic vaue to empoyees and their famiies. This coverage provide househods with stronger financia security and a higher standard of iving in the event of disabiity or death than if the empoyee and his or her famiy had to rey on savings or government assistance. Disabiity insurance aso prevents affected famiies from becoming impoverished, saving the government biions of doars in pubic wefare program benefits. Recent research estimates as many as 575,000 famiies are saved from impoverishment annuay because of group disabiity coverage, saving the government and taxpayers up to $4.5 biion a year. 23 MOST COMMON REASONS FOR DISABILITY LEAVE Cancer Chidbirth Heart attacks Musce and bone disorders Strokes Surgery Source: Unum interna data. 7

10 8 Without Life insurance, Many Woud Have Immediate Probems Making Ends Meet

11 Without Life Insurance, Many Woud Have Immediate Probems Making Ends Meet During the past 50 years, ife insurance ownership has reached an a-time ow. 24 A dichotomy exists between thought and action when it comes to owning ife insurance. Today, 70 percent of aduts agree they need ife insurance. And 34 percent of househods admit they woud immediatey have troube meeting everyday iving expenses if a primary wage earner died today % of househods admit they woud immediatey have troube meeting everyday iving expenses if a primary wage earner died today. Source: Retzoff, Chery, Triion Doar Baby Growing Up, LIMRA, Research shows famiy protection is the primary reason individuas own ife insurance. According to LIMRA, the top three reasons U.S. househods purchase ife insurance are to pay for buria and other fina expenses, to repace the income of primary wage earners, and to pay off their mortgages. 26 The motivation to make a ife insurance purchase is infuenced by a number of different factors: Forty-five percent of consumers were most infuenced because of a ife event (marriage, divorce, birth of a chid, death of a cose friend or reative). 27 Twenty-four percent were infuenced by contact from a financia advisor. 28 One in 10 ife insurance shoppers were prompted to consider ife insurance because it was offered at work. 29 9

12 10 Vountary Life and Disabiity Insurance Shoud Be Standard Offerings

13 Vountary Life and Disabiity Insurance Shoud Be Standard Offerings Empoyees want protection, but they aso want to be abe to meet their other financia obigations. Underinsured consumers need aternative benefits soutions that reduce their risk and give them the security and peace of mind they need, especiay in the current economy. Empoyers can pay a key roe in heping workers create an affordabe yet strong financia safety net. By integrating vountary benefits with core group offerings, empoyers can hep empoyees protect themseves against increased financia exposure and hep aeviate the economic pressures many are now under. Life and disabiity protection are the basis of this safety net. Vountary insurance pans aow empoyers to offer a cost-effective, expanded benefits package at itte to no direct cost to them. Empoyees choose the benefits that best meet their individua and famiy needs and typicay pay for these products themseves, usuay through convenient payro deduction. Individua vountary benefits are owned by empoyees, so if they ever eave the company they can keep their coverage. Some vountary benefits are avaiabe as group products, which empoyees usuay can convert to individua poicies to maintain coverage if they eave their jobs. Most peope in the United States currenty obtain their heath insurance through their empoyers and a significant number obtain other types of coverage in the workpace, too. Of those who say they prefer to buy ife insurance through the workpace: 33 percent say it s an easy and convenient way to buy. 26 percent beieve it wi cost ess or be a better vaue. 20 percent trust their empoyers. 13 percent ike having the premiums deducted from their paychecks. 30 Empoyers can pay a key roe in heping workers create an affordabe yet strong financia safety net by offering vountary ife and disabiity insurance. 11

14 WHY EMPLOYEES BUY LIFE INSURANCE AT THE WORKPLACE Easy and convenient 33% Costs ess or is a better vaue 26% Trust their empoyers 20% Like paycheck deduction of premiums 13% Source: Retzoff, Chery, Triion Doar Baby Growing Up, LIMRA, Most empoyees appear to have access to this coverage at work. A 2011 SHRM empoyee benefits survey shows 76 percent of empoyers offer ong-term disabiity insurance, 66 percent offer short-term disabiity insurance and 85 percent offer ife insurance. 31 Whie vountary products offer many advantages to empoyees, empoyers aso have much to gain. Companies report that vountary benefits offer vaue in the foowing areas: 32 Improvement in worker morae, satisfaction and productivity No added direct costs to the company The abiity to attract and retain empoyees with more competitive tota compensation packages Improved oyaty by giving empoyees options to purchase ess expensive insurance than they coud get on their own. With vountary benefits, empoyers can make both ife and disabiity insurance avaiabe to empoyees easiy and affordaby without affecting the company s bottom ine. Every working American needs access to these financiay crucia types of insurance. With vountary benefits, empoyers can make both ife and disabiity insurance avaiabe to empoyees easiy and affordaby without affecting the company s bottom ine. 12

15 Vountary Disabiity Pans Offer Many Advantages 13 16

16 Vountary Disabiity Pans Offer Many Advantages Whie some empoyers do offer ow-cost private disabiity insurance to empoyees, a fu two-thirds of working Americans do not have access to this type of safety net. 33 Vountary disabiity insurance provides companies with a cost-effective soution that provides that much-needed access. In addition to financia peace of mind, empoyees enjoy other features of today s vountary disabiity poicies. Portabiity. With individua poicies, the empoyee, not the empoyer, owns the poicy, which means workers can keep their poicies if they eave their jobs. Guaranteed issue. Guaranteed issue, where avaiabe, means there is no heath underwriting if participation and eigibiity guideines are met. Own job definition. An empoyee s disabiity is generay defined in terms of his or her own job. The trigger point for the benefit payment is being unabe to perform the duties of his or her own occupation. Partia benefits for return to work. Partia benefits are sometimes paid to empoyees who are disabed and come back to work eary. This feature aows empoyees to ease back in to work and sti receive a partia disabiity benefit. Exemptions from heath care reform. Vountary disabiity insurance wi not be offered through heath insurance exchanges. This coverage aso wi be exempt from heath care reform changes to guaranteed issue and preexisting condition requirements, as we as from the Cadiac excise tax, whether it s paid for with pre- or after-tax doars. Every day an empoyee is out on disabiity, empoyers pay the cost. Companies have a vested interest in seeing their disabed workers return to work. Empoyers subsequenty benefit from offering vountary disabiity programs with strong return-to-work components. 14

17 Vountary Life Pans Offer Advantages Too 15 18

18 Vountary Life Pans Offer Advantages Too Vountary ife insurance is just as important as vountary disabiity coverage in an empoyer s benefits package, whether it s sod as a compement to company-provided ife insurance or as a stand-aone offering. Life insurance provides reassurance to empoyees, offering them protection against a permanent oss of income in the event of death. This type of vountary coverage aso incudes many important features. Portabiity. With individua poicies, the empoyee, not the empoyer, owns the poicy, which means workers can keep their poicies if they eave their jobs. Simpified underwriting. Both guaranteed issue (no heath questions for underwriting) and simpified issue (minima heath questions for underwriting) are avaiabe, if participation and eigibiity guideines are met. Variety of ife insurance pans. Empoyees now have choices in pans to meet their individua needs when it comes to protecting their famiies and buiding cash vaue. Acceerated death benefit. Covered empoyees with this benefit, if avaiabe, can receive cash advances against the death benefit of their poicies if they re diagnosed with a termina iness. Many individuas who choose the acceerated death benefit have ess than one year to ive and use the money for treatments and other costs needed to stay aive. Long-term care riders. Empoyees with this benefit in their universa ife poicies can use the death benefit to hep pay for ong-term care expenses. This coverage heps empoyees fi in the gaps of what their heath insurance doesn t cover for ong-term care expenses. 16

19 Understanding the Empoyer s Business and Empoyee Base Heps Boost Participation 17 20

20 Understanding the Empoyer s Business and Empoyee Base Heps Boost Participation A vountary ife and disabiity insurance program provides empoyers a cost-effective way to deiver a more robust benefits package to meet the individua financia needs of their workers. However, as HR executives streamine their departments through reduced staffs and cost-cutting measures, they know that changes to benefits pans sometimes are easier said than done. Empoyers need to seect a strong vountary benefits partner that can simpify, rather than compicate, benefits administration. Companies shoud ook for a provider that not ony offers a broad portfoio of ife and disabiity insurance products, but one that can aso remove most of the administration invoved in the process. Additionay, they shoud engage a partner that provides the necessary education and communication to hep empoyees overcome their purchasing concerns since many don t understand their coverage. For exampe, a Coonia Life survey of empoyers found ony 41 percent of HR professionas say their empoyees understand the need for ife protection very we, and ony 44 percent say their empoyees understand the need for disabiity protection very we. 34 HOW WELL DO EMPLOYEES UNDERSTAND THE NEED FOR COVERAGE? Percentage of empoyers who say empoyees understand the need for coverage very we. Life Insurance 41 % Disabiity Insurance 44 % Source: Coonia Life, Life Insurance and Disabiity Insurance Survey, October When ooking for a vountary benefits partner, companies shoud evauate providers on their abiity to understand their respective business and empoyee base: Business understanding. Empoyers shoud ook for partners that not ony provide a versatie product portfoio, but aso have a proven history and a foundation of best practices across a number of industries.this type of benefits partner brings a wide and deep base of knowedge earned through the course of hundreds of customer engagements.they are best positioned to understand industry nuances and taior programs to specificay address individua company needs. 18

21 Benefits communication and enroment. A we-designed benefits pan shoud be simpe to understand and use, but many carriers rey on sef-enroment for their pans. Sef-educated deivery gets very ow participation and sometimes eads to dissatisfaction from workers who do not understand what their pan does and does not cover. A top provider can meet one-to-one with each empoyee to expain the company s benefits program and hep empoyees seect the best coverage for their famiy s needs. This method ensures that empoyees understand, appreciate and take advantage of their benefits. A provider that can enro a empoyees, incuding other core benefits, aso removes a major hasse for the empoyer. Heping empoyees understand their insurance improves the ikeihood they wi participate. Peope often don t know how much coverage they actuay need and are more ikey to purchase coverage when given a specific recommendation. For exampe, six in 10 individuas who bought ife insurance whie meeting face-to-face with an insurance professiona had received a recommendation to buy a specific amount of coverage. On the other hand, ony one in three who decided not to buy after shopping for ife insurance received a recommendation about the amount of coverage they shoud purchase. 35 One-to-one benefits counseing in the workpace contributes to stronger participation in the benefits program. Most empoyees 57 percent say they want face-to-face interaction when buying insurance, 36 and neary 60 percent of empoyers beieve one-to-one benefits counseing sessions can strongy improve empoyees understanding of their benefits and their coverage needs. In fact, 55 percent of empoyers rey soey on this type of benefits communication and enroment method. 37 Companies that work with insurers to improve empoyees understanding of the need for ife and disabiity insurance wi boost participation in these programs. Amost 60% of empoyers beieve one-to-one benefits counseing sessions can strongy improve empoyees understanding of their benefits and their coverage needs. Source: Coonia Life, Life Insurance and Disabiity Insurance Survey, October

22 Empoyers Wi Lead the Charge for Workers Financia Weness Empoyees are more interested than ever in benefits that provide for their financia we-being. Therefore, the workpace is fertie ground for financia education programs and reated benefits that hep empoyees buid a strong financia safety net. When empoyers sponsor ife and disabiity coverage, they extend the financia safety net opportunity to individuas and famiies who otherwise might find access to this type of coverage restricted by cost or ack of information. Empoyees benefit from the financia protection vountary ife and disabiity insurance provides, whie empoyers gain the advantage of offering benefits that hep attract and retain quaity workers. Empoyers can contribute greaty to their empoyees financia education and overa fisca we-being by providing access to the basics of ife and disabiity insurance. Empoyers can contribute greaty to their empoyees financia education and overa fisca we-being by providing access to the basics of ife and disabiity insurance. 20

23 References 1 Mitche, James O., 2011 Insurance Barometer Study, LIMRA, MetLife, Seventh Annua Study of Empoyee Benefits Trends, Socia Security Administration Fact Sheet, March 18, The Hartford, The Hartford Sees Drop in Number of U.S. Workers with Disabiity Insurance, News Reease, June 7, LIMRA, Fast Facts About Life, Retzoff, Chery, Triion Doar Baby Growing Up, LIMRA, Coonia Life & Accident Insurance Company, Harris Interactive Survey, Retzoff, op. cit. 9 Ibid. 10 Mitche, op. cit. 11 CDA Disabiity Divide proprietary research March 2010, 12 Socia Security Administration, op. cit. 13 U.S. Fire Administration, usfa.fema.gov/statistics/index.shtm Counci for Disabiity Awareness, The Disabiity Guide, CDA 2010 Consumer Disabiity Awareness Survey, March Unum interna data. 16 LIFE Foundation and America s Heath Insurance Pans, The Impact of Disabiity, May 15, Coonia Life, Life Insurance and Disabiity Insurance Survey, Oct CareerBuider.com, More Than One-Third of Workers Wi Put Their Tax Refund Into Savings, Finds New CareerBuider Survey, Apri 12, American Payro Associates, Getting Paid in America, Survey, Lusardi, Annamarie, et. a, Financiay Fragie Househods: Evidence and Impications, Nationa Bureau of Economic Research Working Paper 17072, May Retzoff, op. cit. 22 Chares River Associates, Financia Security for Working Americans: An Economic Anaysis of Insurance Products in Workpace Benefits Programs, Juy Ibid. 24 Retzoff, Chery, Person-eve Trends in U.S. Life Ownership, LIMRA, Retzoff, Triion Doar Baby, op. cit. 26 Mitche, op. cit. 27 Ibid. 28 Ibid. 29 Retzoff, Chery D., To Shop or Not to Shop for Life Insurance: Turning Shoppers Into Buyers, LIMRA, Retzoff, Person-eve Trends, op. cit. 31 SHRM, 2011 Empoyee Benefits: Examining Empoyee Benefits Amidst Uncertainty, June Neyer, Ron, The Vountary Benefits Report Card, LIMRA Internationa, Counci for Disabiity Awareness, op. cit. 34 Coonia Life, op. cit. 35 Retzoff, Triion Doar Baby, op. cit. 36 Ibid. 37 Coonia Life, op. cit

24 About Coonia Life Coonia Life & Accident Insurance Company is a market eader in providing insurance benefits for empoyees and their famiies through the workpace, aong with individua benefits education, advanced yet simpe-to-use enroment technoogy and quaity persona service. Coonia Life offers disabiity, ife and suppementa accident and heath insurance poicies in 49 states and the District of Coumbia. Simiar poicies, if approved, are underwritten in New York by a Coonia Life affiiate, The Pau Revere Life Insurance Company. Coonia Life is based in Coumbia, S.C., and is a subsidiary of Unum Group. For more information on vountary benefits, ca Coonia Life at (803) or visit cooniaife.com. Coonia Life 1200 Coonia Life Bouevard Coumbia, South Caroina cooniaife.com 12/ Coonia Life & Accident Insurance Company. Coonia Life products are underwritten by Coonia Life & Accident Insurance Company, for which Coonia Life is the marketing brand. NS-12309

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