Advisor Robin Schmerler: Supplemental disability insurance covers bonus, retirement contributions, additional salary, and other forms of compensation of concern to executive and management employees. 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 HCEs who get shortchanged.

Advisor Fred Hill: Taking an integrated approach to LTD may mean utilizing a combination of products. Employees have different types of compensation to cover, so a combination of products will provide cost savings. A new plan design may reduce the company's exposure to future rate increases. We can also negotiate better rates because Balser Companies is one of the country's largest writers and administrators of non experience rated disability coverage in the corporate marketplace.

Advisor Fred Hill: LTD Plan sponsors may be offering "buy-up" benefits or high maximums but unaware of hidden charges, because no one has crunched the numbers. Another reason is to manage the risk exposure to the group plan; we can illustrate the negative impact of LTD claims filed by few executives, or even one in the group plan design.

Advisor Fred Hill: Disability can drain your family's savings and jeopardize your financial security. When you're disabled, you may not only lose your ability to earn a living, you could also lose your savings, your retirement funds and even your home.

Advisor Fred Hill: Carriers are very good at what they do and Balser is very good at what it does. We understand that "one size does not fit all" in LTD. Even carriers recommend working with Balser, especially on new cost-effective integrated LTD programs, because we provide the experience and capabilities that come through years of handling custom plans.

Advisor Fred Hill: Carriers recommend Balser because we add significant value. We have been working with custom benefit plans for decades, and surpass carriers with the systems and people who provide "high-tech" enrollment and implementations as well as "high touch" service and quality assurance. Our firm is one of the country's largest writers and administrators of non experience rated disability coverage in the corporate marketplace.

Employers with insured and self-insured programs are restructuring their coverage to head off potential financial hardships to many employees and possible liability to the company. Coverage for incentive and bonus compensation is often inadequate or not provided in traditional disability plans.

When an employee is terminated due to a disability and employer-sponsored benefits end, most health and medical benefits end. Most families are caught off-guard that they pay significant care expenses like medical deductibles, co-pays, and COBRA costs, with fewer dollars. Aside from additional bonus and salary amounts, coverage for retirement savings may also be inadequate or excluded. Employees cannot contribute to 401(k) saving any longer, plus employer contributions to retirement plans typically end which means the loss of annual contributions, accruals, and company match. Also, many employers provide incentive-based stock compensation in addition to other deferred income. Lost future awards and appreciating value should be factored into total compensation at risk.

Retirement nest egg building ceases for the employee. Employees cannot contribute to 401(k) saving any longer, plus employer contributions to retirement plans typically end which means the loss of annual contributions, accruals, and company match. At age 65, the disability benefit stops, so care must be paid for through other sources, which may be the remaining retirement savings. The spouse-caregiver is often affected, too, unable to save as much for retirement given the care expenses suffered day-to-day.