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In 2015, a report revealed that employers are transferring costs to workers via an increase in deductibles, copayments and premiums. These employers are still trying to find ways they can reduce their expenses. With voluntary or supplemental insurance offered to employees, they can have a certain degree of financial protection in the case of a dangerous accident or even illness. There are three vital reasons why employees should go for supplemental insurance:

Raises Are Not Catching Up With Rising Healthcare Cost

30 percent of employers have increased copayments for employees. 31 percent of employers have increased the share premium of employees. 21 percent of employers have implemented high deductibles in health plans. These are all drawn from a report. They all sum up to become huge expenses that dip holes into the pockets of employees. While these expenses are mounting up the increase in salaries have failed to keep up. It has been reported in the Kaiser Family Foundation study that since 2010 deductibles have increased six times faster than earnings of employees.

Even the Higher Paid Workers Have High Out-Of-The-Pocket Limits

Just for the covered vital health benefits, the average out-of-pocket costs for families are $14,000 and for individuals is $7,000. Yet, workers that have below $1,000 to pay for their out-of-pocket costs associated with an unforeseen illness or dangerous accident. These workers make up about a staggering 52 percent of employees. Another 28 percent have lower than $500 for those out-of-pocket expenses.

Price over Quality
Employees tend to get less coverage than they understand because they go for price over quality. With cost always increasing they are tempted to go for health insurance because on the monthly price tag. It is a fact that 30 percent of workers believe that the monthly premium is the most vital factor in their choice of a key medical insurance plan every year. A low-cost plan may seem attractive and might equate to short-term savings. However, it could eventually sum up to become considerably higher out-of-pocket expenses.

Supplemental insurance offers a win-win situation for the employer and the employee as well. How practical can it be for businesses that want to cut down on their payroll taxes and health insurance cost?  We can reach out to you for a 15 minute chat up to help you come up with a strategic plan that would help you lower your cost of operation. Just visit and guess what! We are going to do it for you at no charge at all. Yes, you read right. It will cost you nothing. For individual employees that are in a position or want to go about this on their own, there is a plan for you too. With the provision of financial safety to over 50 million people for almost 60 years, our office has the expertise in ensuring that your future is shining bright.


If you think you might know the answers to these workers compensation questions why not try them out now.

Question 1

From below choose which of the insurance companies that was not an original state fund?

All of the companies below were an original state fund

Liberty Mutual

Employers Insurance Group

Government Employees Insurance Company (GEICO)

Question 2

An illegal employee in Tennessee suffers from an injury sustained at work. After notification from the employee's lawyer, the employee was sacked by his employer for the reason that no work was needed. Can that employee file a legal claim in respect of 'wrongful termination?’ Yes, the employee can. Irrespective of his status, employees have the lawful right to file a claim for ‘wrongful termination.’

Yes, the employee can. Under the Tennessee ruling terms, undocumented employees can file a claim for 'wrongful termination.' No, the employee cannot. By the letter of the law, this worker was not permitted to work in the US in the very beginning so there is no case of 'wrongful termination'. No, the employee cannot. The government of Tennessee has a ‘right-to-work’ statute.

Question 3

Under the state of Texas, can an insurance claim adjuster be allowed to also work as a roofing contractor?

Yes, he can. Due process is a legal right that allows the adjuster to have a license for roofing.

No, he cannot. Texas law prevents insurance claim adjusters from obtaining license for roofing contracts

Yes, he can, if he has obtained the appropriate licensing.

Yes, he can. Texas has a right-to-work ruling that permits him to do so.

Question 4

Which of the following four states has the arranged maximum rating surcharge?


West Virginia



Question 5

On the info page of a standard worker's compensation policy, there is one that is not listed. Choose from below.

The states in the US where they offer coverage

The employer’s liability coverage limits

Insurer's address

Form for Insured ownership

Question 6

An injured employee in the state of Nevada was presented with work limitations that rule out the worker's previous job.

Is it compulsory for the employer to secure work for him in accordance with permanent limitations?

Yes, it is. This employee is protected under the Americans with Disability Act.

No, the employer can decline to offer a long-lasting adjusted job.

Yes, the employer must offer the employee a permanent light-duty job.

Yes, it is. This worker has a statutory right to return to his previous job.

Answers: 1) - I 

2) - I  

3) - II

4) - IV

5) - III

6) - II