Many corporate long-term disability plans do not protect employees to the extent they expect. Benefit maximums, tax implications, and covered compensation limitations can result in benefits that are far less than expected at claim time. Our designs incorporate a combination of group and non experience rated contracts to more fully protect employees. In many situations our improved designs can result in an immediate cost savings and long term rate guarantees. Our enrollment procedures, quality assurance, and administrative systems set Balser apart.

Most group long-term disability (LTD) programs pay only 60% of an employee's salary, and also fail to protect retirement plan contributions that would have occurred over the employee's working life. Increasingly, corporate benefits professionals are recognizing the value of providing better and more comprehensive supplemental disability benefits that address retirement contributions, bonuses and other forms of compensation.

Basic group LTD plans often exclude incentive compensation and the benefit is generally taxable if the employer pays the premium. Highly compensated employees often need more coverage, different monthly maximum benefits and portability. Given LTD plans were initially created for the average salary-only employee, they can be poorly suited for companies with varied employee populations. HCEs get shortchanged due to the lack of coverage for bonuses, other incentives. At little or no costs and without administrative hassles to the employer, disability plans can be restructured to offer employees coverage that addresses concerns during working years and into retirement.

Rethink and restructure LTD benefits:

• Covers bonus, retirement contributions and other forms of compensation
• Stabilizes or even reduces total disability premiums and liability risk
• Provides your valued employees with portable and permanent policies
• Improves benefit features substantially