Group Life Insurance For Employees May Be An Effective Option
Group life insurance is an advantage offered by many groups to its members – usually by employers to the employees. Such group life insurance policies are usually sponsored by the employer, who pays premiums on behalf of his employees. With such a group life insurance plan, the insurer contracts with the group on behalf of its employees and then the participating group members get certificates of benefit from the insurer. Such plans help the employer in meeting the cost of health care, as well as of other benefits such as accident insurance.
Group life insurance benefits depend solely on the terms and conditions of the contract between the employer and the insurer. Thus, it differs substantially from individual life coverage plans. For example, an employee may rely solely on his employer’s group life insurance benefits to meet his needs when he becomes injured or ill. If an employee is laid off from his job, he may depend solely on his employer’s group life insurance benefits to pay for his living expenses until he finds another job.
The term group life insurance is also used to describe the various ways in which the policy will be financed. Under individual life policy insurance policies, the insurer pays the premium, the deductible and coinsurance. However, there is often a co-payment clause. Other types of group coverage include:group medical, group vision, group dental, group life safety, and group life income protection. The coverage provided under each type varies, depending on the needs of the group policyholder and his unique situation.
An individual life insurance policy can be purchased by an individual who is not affiliated with any group, as long as the policyholder qualifies for group coverage and pays a reasonable premium. Individual coverage plans are usually less expensive than most group plans, but they do have certain limitations. Group medical insurance coverage may need to be continued at regular intervals, and premiums are often deducted for each visit to a doctor. Vision insurance requires annual premiums payment, while dental coverage requires payment at least twice a year. Group vision plans may need to be renewed periodically as vision changes.
Individuals may also purchase additional coverage that provides coverage in the case of disability or death. Such disability or death benefit is typically required by law. In order to purchase such additional insurance, an individual must first take out a policy from an insurer meeting certain criteria. The criteria include having a physical and mental health rating that is considered “appropriate” for the underwriting process.
Many employers offer some type of group benefits to employees, either through an existing program or an initiative sponsored by an insurer. Some insurers also sponsor group health plans for their own employees. Often these employers carry high premiums for employees who have low life insurance premiums. Therefore, if you are offered an opportunity to join such a plan, it is important to evaluate its benefits and costs before you decide whether or not to participate.
Some employers will pay a portion of the premiums, which makes these policies attractive to many people. However, these policies often have limited benefit packages and can be quite expensive for people who do not meet the company’s guidelines. Many people who purchase these policies do so because they believe that other insurance companies will eventually see their situation and offer them a similar program. Unfortunately, this seldom happens and those who are able to purchase more comprehensive policies often find that they pay a lot more money for the same level of coverage.
Another approach employers can take to provide an attractive benefit to employees is to offer an employee’s health insurance plan as a part of a retirement incentive program. Usually, retirement incentive plans are designed to cover the cost of health care as well as a certain percentage of an employee’s income for the duration of his or her employment. This is usually done in conjunction with the employer’s contributions to a qualified retirement plan. While this may seem like a good idea, many employees are put off by the idea of contributing to a retirement plan and instead prefer the ease and simplicity of purchasing an individual life insurance plan.