When it comes to auto insurance, the coverages on your policy can get a little complex. Some are for your injuries, some for injury to other people, some for your car itself, and some for other people’s cars or property.
Regarding your car, Comprehensive and Collision coverage can get confusing since both apply to damages sustained to your vehicle. In this video, Michelle and Jessica break down what exactly Comprehensive coverage is for and when you would use it in the event of damage.
Stay tuned to our You Tube channel for more videos to come! Thanks for tuning in!
It’s always fun and exciting to go through the onboarding process of a new employee. Both you, as the employer, and the newest member of team are excited, things are fresh and new, and the future of working together is bright. Of course the hope is that those feelings will continue, it will remain a good fit for all and everyone will benefit from the partnership.
However, sometimes the honeymoon phase wears off and employees can become disengaged. Sure, part of that is natural and happens in all aspects of life. But as Jon Gordon refers to negative or disengaged employees as “energy vampires”, they can be detrimental to your team, clients, and goals as a company. This negativity can be toxic and needs to be addressed sooner than later.
So what can you do as a leader to prevent and recover from disengagement on your team? Here are a few tips we’ve compiled that may be helpful if you’re noticing the morale and engagement heading south.
First, defining and understanding disengagement is important. It can be cause by things such as lack of:
Next, recognizing and identifying when an employee is disengaged can be done by:
- Poor performance
- Missed deadlines
- Lack of interest in development
- Isolation from coworkers
- Increased use of PTO
Then, it’s time to approach the employee:
- Address the issue head on, skip the small talk but be certain to listen well, ask questions and document conversations
- Discovering that individual’s motivation and what makes them “tick”
- Analyzing where engagement was lost and why
- Identifying adequate skills and a plan to work to their strengths, even if it’s a change in their role
- Come to a mutual agreement and commitment to action
The final step in this process is to work together towards a solution that will correct the problem by:
- Create a specific and realistic development plan that includes your investment in them
- Set goals and hold each other accountable
- Encourage participation with the team, while keeping the personal plan confidential
- Give consistent feedback
- Recognize improved behavior and performance
- Cheer them on to their potential and don’t give up!
Early in the new year of 2021, the Biden Administration implemented The American Rescue Plan (ARP) with the intent of reducing health care costs and expanding access to health insurance plans.
There are currently over 9 million Americans accessing health care through the Affordable Care Act Marketplace, which provides subsidized plans with lower premiums based on household income. Their goal is for there to be at least a few plan options available to every consumer at a monthly premium no more than 8.5% of their household income.
- Uninsured couples earning over $70,000 annually could save more than $1,000 per month on their premium
- A family of four making $90,000 annually will see their premiums decrease by $200 per month
- A single individual making $19,000 annually will be able to find health insurance coverage with no monthly premium at all, saving roughly $66 per month on average
This plan also introduced an extended Open Enrollment Period that in past years ended on December 15th for the coverage to be effective the following year. For 2021, that new period was from January 15th-May 15th but has now been extended even further to August 15th and coverage can be effective on the 1st of the following month.
The ARP is reevaluating the level of subsidy that Americans qualify for based on their income. Those with new or existing Marketplace plans can visit www.healthcare.gov or call the Marketplace directly to confirm whether or not their tax credit will be increased, resulting in lower out of pocket monthly premium responsibility for the insured. You can also wait until you file your 2021 taxes next year to get the additional premium tax credit amount. However, it is recommended that you update your application and review your plan options during the allotted period up until August 15th.
There is something to keep in mind regarding coverage if you change plans during this time. It is important to consider the new plan’s deductible as it’ll likely start over. If you change plans or add a new household member, any out-of-pocket costs you already paid on your current 2021 Marketplace plan probably won’t count towards your new deductible, even if you stay with the same insurance company.
These are variables that a licensed agent or Marketplace representative can discuss as they pertain to specific situations. The website again for resources regarding the Affordable Care Act is www.healthcare.gov.
Have you ever thought or said to yourself that you don’t NEED disability insurance? Think your job is low key enough that injury or illness couldn’t ever limit you from working? Do you feel like you’d be able to manage paying for your lifestyle and bills with no income, even just temporarily?
These are all valid questions and pretty important ones to spend some time on. Of course like all insurance, disability (or “income replacement” as some may refer to it as) is protection against the unknown and a bit of a gamble. But similar to life insurance, it’s peace of mind for your spouse or family – or even just yourself – that in the event you are sick or hurt in a way that you’re unable to work, you can still have some financial means to cover your obligations.
Before you can decide if you need this protection, you need to understand what your options are. There are two main types of disability insurance:
- SHORT TERM
- Covers 40-60% of your base salary
- Can last from a few weeks to a year
- Short waiting period for coverage to kick in
- LONG TERM
- Covers 50-70% of your base salary
- Benefits are much longer, typically to age 65-70
- 90 day waiting period after onset of disability
We challenge you to check out these interesting stats on disability insurance and ask yourself honestly if you still believe you don’t need it:
- 1 in 4 people will become disabled during their working career… 1 in 4!
- Only 48% of Americans have enough saved to cover 3 months of living expenses with no income
- 90% of disabilities come from unpredictable health conditions such as cancer, heart disease, arthritis, lupus and MS
- 52% of disabled individuals without coverage took more than 2 years to recover financially
If insurance can be required to cover material things such as your home and car, you really should consider your paycheck something worth protecting too.