Writers of disability insurance struggle between the goal of protecting the insureds and giving the insureds a strong incentive to develop glued-to-couch syndrome.
Some carriers seem to have figured out a way to improve benefits without encouraging malingering by adding 401(k) plan contribution protection as an optional or built-in benefit.
The idea is that the added benefit can protect the truly disabled insured’s future welfare without providing enough of a current financial incentive to have much of an effect on claims.
These days, employers are turning more and more benefits programs into voluntary, employee-paid benefits programs.
Workers may get their life insurance, their legal assistance plan membership, and even their car insurance and their pet insurance through their employers.