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Traditional disability income insurance is one of the best ways your clients can provide paycheck protection. For a benefit that makes up about 1 percent of an employer’s total compensation expenses, according to the U.S. Bureau of Labor Statistics, it’s a significant driver of a business’ employee recruitment and retention.

For employees, voluntary disability insurance pays for itself in peace of mind. By partially replacing income in the event of an injury or illness that prevents them from working, employees can rest easy knowing they can take care of their financial obligations and their family.

When it’s time to put together the policy provisions within either a traditional or voluntary insurance contract, little things that mean the most to the employees can easily get overlooked. More often than not, the critical areas of a disability contract aren’t prioritized during review, including questions about the elimination period(s), benefits amount received if disabled, or who is eligible for the benefit.

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