Crocker Life

Personal Insurance for Changing Times

Employer’s Perspective for Disability Income Insurance

Payroll Deduction Disability Income Insurance Program

In today’s workplace, benefits are an extremely important item for employee satisfaction. Employees want benefit choices, while you decide what options to offer and how to handle costs. An important benefit choice is disability income insurance. Our Payroll Deduction Disability Income (DI) insurance program is a way to enhance your existing benefits package and help employees purchase quality insurance products.

Key Features of This Payroll Deduction DI Insurance Program

  • Eligible participants…
    • Employee
      • full time only
      • works at least 25 regularly scheduled hours per week
      • on a regular, year-round schedule
      • employed with company for at least 90 days prior to enrollment (some occupations require longer period)
  • Covered earnings
    • Employee’s regular monthly salary, not including overtime pay or bonuses
    • Maximum of 60 percent of salary
    • Offset by existing group or individual coverage
  • Flexible benefit
Elimination Period (EP)
Days*		 Benefit Period (BP)
Months
 30/30  6, 12, 24
 60/60   12, 24
 90/90  12, 24
 180/180   24

*Accident and sickness are the same

  • Easier coverage qualifications
  • Coverage begins immediately if the employee is insurable
  • The employee owns the policy; therefore, if an employee leaves your employment or retires, coverage continues at the same premium

How This Program Helps

Our Payroll Deduction DI insurance is a voluntary benefit that can help attract and retain quality employees. Your employees gain access to advice from an insurance professional and are able to build an insurance program according to their needs and budget – without direct cost to you. And our Payroll Deduction DI insurance is fully portable, which means your employees can continue coverage even if they leave employment.

These benefits replace a portion of your employee’s income while he or she is unable to work. In addition, the policy includes provisions designed to help employees return to work by providing:

  • evaluations of adaptive equipment to allow an employee to work in his or her own occupation or a reasonable occupation
  • evaluations of possible workplace modifications
  • alternative treatment plans, such as recommendations for support groups, physical therapy, occupational therapy or other treatment designed to enhance an employee’s ability to work
  • partial disability benefits for employees who are ready to return to work, but not full time

Benefits

For the employer . . .

  • rounds out existing benefits package without direct cost to you
  • helps manage the increasing cost of benefits
  • shifts the responsibility for benefit selection and funding to employees
  • easy to install and administer
  • helps attract and retain exceptional employees

For the employee . . .

  • flexibility to build an insurance program according to various needs and budgets
  • access to advice from an insurance professional
  • access to quality protection at affordable premiums
  • offers convenient premium payment method through payroll deduction
  • qualifications for coverage are simplified
  • policies are portable. Employees can take coverage with them if they terminate employment or retire

Your Role for a Successful Program

Your commitment, support and communication are vital to ensure acceptance by your employees.

  1. Your commitment . . .
    • all eligible employees must attend a one-on-one employee interview
    • all one-on-one employee interviews must be conducted during regular working hours
    • all premiums for participating employees must be payroll deducted
    • all premiums must be remitted on a monthly basis
  2. Your support . . .
    • provide a list of all eligible employees by department, plant, division, state, working hours, on vacation, on sick leave, etc.
    • provide a company coordinator to work with the Crocker Life representative to arrange your enrollment process
    • provide the time for conducting group informational and enrollment meetings
    • provide the use of a private area for the individual enrollments
    • provide an introduction to your payroll department to discuss the deduction and billing process
  3. Your communication . . .
    • use your company’s letterhead for an announcement letter and brochure describing the program
    • use available bulletin boards
    • use your company’s in-house publication, when applicable

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