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Choosing Between Employer Paid vs Voluntary Dental Plans

Tue, 11 Aug 2026 15:00:08 GMT

When it comes to workplace benefits, dental coverage often takes a backseat to conversations about health insurance or retirement plans. Yet the reality is that dental health has a profound connection to overall physical wellness, and having the right coverage in place can save employees significant money over time while reducing financial stress. For employers and HR professionals, the decision about how to structure dental benefits is not always straightforward. The choice between offering employer paid dental plans versus voluntary dental plans — or some combination of both — involves weighing budget constraints, workforce demographics, competitive recruiting pressures, and employee satisfaction. Understanding the meaningful differences between these two approaches is essential before making a commitment that affects every person on your payroll.

At Combs & Company , we work with businesses of all sizes to help them design employee benefits packages that make sense for their unique situations. Whether you are a small business owner trying to attract top talent on a limited budget or a growing mid-sized company looking to upgrade your benefits offerings, the guidance you receive around dental plan structuring can make a significant difference in both employee morale and your bottom line. This article breaks down the key distinctions between employer paid and voluntary dental plans, the advantages and limitations of each, and the practical factors you should consider when choosing the right path for your organization.

Understanding the Core Difference Between Employer Paid and Voluntary Dental Plans

Before diving into which option might be best for your organization, it helps to clearly understand what sets these two types of dental plans apart. An employer paid dental plan — sometimes called a fully or partially employer-sponsored plan — is one where the business covers the cost of the premium, either entirely or in part. Employees enrolled in this type of plan either pay nothing at all out of their paycheck for the coverage or contribute only a small portion of the monthly premium. The employer absorbs the bulk of the cost as part of the total compensation package.

A voluntary dental plan, on the other hand, is a benefit that the employer makes available to employees but does not fund directly. The employer essentially acts as a facilitator, negotiating a group rate with a dental insurance carrier and then allowing employees to opt in and pay the full premium themselves, typically through a convenient payroll deduction. Because premiums are often deducted on a pre-tax basis through a Section 125 cafeteria plan, employees may still receive a meaningful tax advantage even though the employer is not contributing to the premium cost.

The distinction sounds simple, but the downstream implications for both employers and employees are significant. Employer paid plans are generally perceived as a more robust benefit and signal a stronger investment in employee wellbeing. Voluntary plans, meanwhile, offer flexibility and can be a smart way for employers to expand their benefits menu without dramatically increasing overhead costs. Neither approach is inherently better — the right choice depends on your specific goals, workforce profile, and financial picture.

Why Employer Paid Dental Plans Remain a Powerful Recruitment and Retention Tool

In a competitive labor market, benefits packages can be the deciding factor for candidates weighing two similar job offers. Employer paid dental coverage is widely regarded as a premium benefit, and candidates notice when it is included in a compensation package. When your company covers the dental premium, employees feel genuinely valued. The message is clear: your employer cares about your health enough to invest in it directly. That kind of goodwill translates into higher employee engagement and loyalty over time.

From a practical standpoint, employer paid plans typically have higher participation rates than voluntary plans. Because there is no cost barrier for the employee, more workers tend to enroll, which can actually benefit the employer in negotiations with insurance carriers. High group participation helps secure more favorable rates and broader plan options. Over time, employees who have consistent access to dental care through an employer-sponsored plan tend to use preventive services more regularly — things like twice-yearly cleanings and annual X-rays — which can catch problems early and reduce the need for expensive restorative procedures down the road.

It is also worth noting that employer contributions toward dental premiums are generally tax-deductible as a business expense, which softens the financial impact for the company. While dental coverage does add to overhead, the combination of tax advantages and the measurable boost to employee satisfaction and retention often makes the investment worthwhile. For employers who are serious about building a strong workplace culture, offering at least a partially employer-funded dental plan sends a powerful signal to the entire workforce.

Employer paid plans drive higher enrollment and participation rates across the workforce
Higher participation gives employers stronger negotiating leverage with insurance carriers
Employees with consistent coverage tend to use preventive care more often, reducing long-term health costs
Employer premium contributions are generally deductible as a business expense
Fully or partially funded dental benefits enhance overall compensation packages and strengthen recruiting efforts

The Strategic Value of Voluntary Dental Plans for Cost-Conscious Employers

While employer paid plans carry obvious appeal, voluntary dental plans serve a genuinely important role in the benefits landscape and should not be dismissed as a lesser option. For small businesses, startups, or companies operating in industries with tighter profit margins, offering a voluntary dental plan can be the difference between providing some dental benefit and offering nothing at all. And offering something is almost always better than offering nothing when it comes to employee benefits.

The structure of a voluntary plan means the employer takes on virtually no premium cost. Instead, the company leverages its group purchasing power to negotiate better rates with a dental carrier than any individual employee could obtain on their own. Employees who choose to enroll get access to a group-rated plan — often at significantly lower premiums than they would find on the open market — while conveniently paying through payroll deduction. When these deductions run through a Section 125 cafeteria plan, employees pay their premiums with pre-tax dollars, which reduces their taxable income and provides real financial value even without an employer contribution.

Voluntary dental plans also give employees more control over their own benefits choices. Workers who already have a spouse's dental coverage, for example, may not need or want to enroll in a separate plan. With a voluntary structure, they have the freedom to opt out without any cost to themselves or the employer. This flexibility can be especially valuable in diverse workforces with employees at different life stages, family situations, and income levels. Offering a thoughtfully selected voluntary dental plan demonstrates that the employer values choice and understands that one-size-fits-all benefits rarely serve everyone equally well.

Voluntary plans allow employers to offer dental benefits with little to no impact on payroll costs
Employees gain access to group-negotiated rates far more favorable than individual market pricing
Pre-tax payroll deductions through a Section 125 plan provide employees with a tax efficiency advantage
Employees who do not need coverage can opt out without financial penalty
Voluntary plans can serve as a meaningful first step for growing businesses building out their benefits offerings
A well-structured voluntary plan can complement existing employer paid medical coverage beautifully

Key Factors to Evaluate When Making Your Decision

Choosing between an employer paid plan and a voluntary plan — or deciding to offer both — requires honest reflection on several important variables. There is no universal answer, but working through these considerations carefully will put you in a much better position to make the right call for your company and your people.

The first factor to examine is your budget. What can your business realistically afford to contribute toward dental premiums on an ongoing basis? Keep in mind that benefits costs are not static — premiums can increase at renewal, and your employee headcount may grow. Build in some financial cushion when projecting costs so you are not caught off guard. If fully employer-funded dental coverage is not currently feasible, consider a partial contribution model where the employer covers a meaningful percentage of the premium and employees contribute the remainder. This hybrid approach offers many of the morale benefits of employer-sponsored coverage while moderating the financial exposure for the business.

Next, think carefully about your workforce demographics and needs. A younger workforce with relatively healthy employees may not place the same weight on dental benefits as an older workforce managing more complex oral health needs. Employees with families will generally value dental coverage more than single employees without dependents. Understanding who your employees are and what they genuinely need from their benefits package will help you make choices that resonate and drive real appreciation rather than going unnoticed.

Competitive benchmarking is another essential step. Research what employers in your industry and region are typically offering in terms of dental benefits. If your competitors are routinely offering fully employer-paid dental coverage, choosing a voluntary-only approach may put you at a disadvantage when recruiting. Conversely, if voluntary plans are the norm in your industry and you have the ability to offer even a partially funded employer plan, you may gain a genuine competitive edge that helps attract and retain better talent.

You should also consider the administrative simplicity of your benefits program. Voluntary plans generally require less administrative oversight since the employer is not managing premium contribution rates and employer-side costs in the same way. However, with the right benefits broker and administration platform, employer paid plans can be managed smoothly without placing a significant burden on your HR team. Working with an experienced benefits advisor who can handle carrier negotiations, enrollment communications, and ongoing plan management is key to making either model work efficiently.

Finally, think about the message your benefits package sends. Culture is built through hundreds of daily signals, and your benefits program is one of the clearest statements a company makes about how much it values its people. Investing in employer paid dental coverage communicates a genuine commitment to employee wellbeing. Offering a thoughtfully selected voluntary plan, paired with transparent communication about the tax advantages and group rates available, can also demonstrate care and consideration — especially when it comes with strong employer support and education so employees can make informed enrollment decisions.

Some employers choose to structure a tiered approach: offering employer paid coverage for full-time employees while making voluntary dental plans available to part-time or seasonal employees who may not be eligible for the full benefits package. This kind of nuanced structure acknowledges the different relationships and levels of commitment involved while ensuring that everyone on the team has access to some form of dental coverage opportunity. There is genuine flexibility in how dental benefits can be structured, and working with a knowledgeable benefits consultant is the best way to explore all available options.

Making the Right Choice for Your Business and Your Team

At the end of the day, the decision between employer paid and voluntary dental plans is not about finding the perfect theoretical answer — it is about finding the right practical fit for your business right now, with the flexibility to evolve as your company grows. Both plan types have real merit. Both can serve your employees well when selected thoughtfully and communicated clearly. The worst outcome is doing nothing, leaving employees without any dental benefit at all when solutions exist at nearly every budget level.

Summer is actually an excellent time to review your current benefits offerings and begin planning for an upcoming renewal period. Many group benefit renewals fall in the fall or at the start of a new calendar year, which means the conversations and planning that happen now can directly shape what your employees experience in the months ahead. Taking the time this summer to assess your current dental plan — or lack thereof — puts you ahead of the curve and ensures you are making proactive decisions rather than reactive ones.

Whether you are starting from scratch, looking to upgrade your existing voluntary plan to an employer-funded model, or trying to understand how to structure dental benefits as part of a broader employee benefits strategy, professional guidance can make the entire process faster, clearer, and less stressful. The right benefits advisor brings carrier relationships, industry knowledge, and personalized attention that generic online research simply cannot replicate.

Combs & Company specializes in helping businesses navigate decisions exactly like this one. Our team understands the nuances of dental plan design, carrier selection, and benefits communication — and we work closely with each client to build a benefits package that fits both their budget and their team's genuine needs. If you are ready to explore your options and make a confident, well-informed decision about dental benefits for your employees, we invite you to connect with the team at Combs & Company today. Your employees deserve a dental plan that works for them, and your business deserves a benefits strategy that works for you.

The Benefits of Offering Employee Medical Coverage for Your Business

Mon, 10 Aug 2026 15:01:32 GMT

In today's intensely competitive labor market, businesses of every size are constantly searching for ways to attract top-tier talent, retain their best employees, and build a workplace culture that people genuinely want to be part of. While salaries and perks like flexible scheduling or remote work options certainly matter, few offerings carry as much weight with workers as comprehensive health insurance. The benefits of offering employee medical coverage extend far beyond simply keeping your team healthy — they ripple outward into nearly every aspect of your business operations, from your bottom line to your company reputation. If you're a business owner who has been on the fence about providing medical coverage for your employees, this guide is designed to give you a thorough, honest look at why making this investment is one of the smartest decisions you can make for the long-term success of your organization.

As summer rolls in and businesses reassess their mid-year strategies, it's also a natural time to evaluate your employee benefits package. Many companies choose this season to begin planning for the upcoming benefits enrollment period, making now the perfect moment to understand what's at stake — and what you stand to gain — by offering robust medical benefits to your workforce. At Combs & Company , we work closely with businesses to help them design and implement employee benefits programs that serve both employers and employees effectively. Let's dive into the compelling reasons why employee medical coverage should be a cornerstone of your benefits strategy.

How Medical Coverage Gives You a Competitive Advantage in Hiring

The war for talent is real, and it is fierce. Skilled professionals across virtually every industry have more options than ever before, and they are not shy about prioritizing employers who offer meaningful benefits packages. Health insurance consistently ranks among the most valued benefits that employees consider when evaluating a job offer. For many candidates, especially those with families or pre-existing health conditions, the availability of employer-sponsored medical coverage can be the single deciding factor between accepting or declining a position.

When your business offers medical coverage, you immediately signal to prospective employees that you value their well-being and are willing to invest in it. This positions your company as a serious, stable employer rather than one that cuts corners on employee welfare. Candidates who might otherwise look past your job posting begin to take notice. You're no longer just competing on salary alone — you're offering a holistic compensation package that speaks to a candidate's real-world quality of life.

Furthermore, offering medical coverage allows smaller businesses to compete more effectively with larger corporations. A small or mid-sized company may not be able to match the six-figure salaries of major enterprises, but a well-structured health benefits package can level the playing field considerably. When a candidate weighs the total value of a compensation package, employer-sponsored health insurance — which can be worth thousands of dollars annually — adds substantial weight to your offer. Working with an experienced benefits advisor helps you design a plan that maximizes appeal to candidates without overextending your budget.

The Direct Impact on Employee Retention and Workplace Loyalty

Attracting great employees is only half the battle. Keeping them is where the real challenge lies, and the cost of employee turnover is something no business owner should underestimate. When an experienced team member leaves, you're not just losing their skills — you're absorbing the significant costs of recruiting, hiring, and training a replacement. These costs can easily run into the tens of thousands of dollars per position, depending on the role and industry. Employee medical coverage plays a direct and meaningful role in reducing that turnover.

When employees feel that their employer genuinely cares about their health and well-being, they develop a deeper sense of loyalty to the organization. Health insurance is not a luxury in the eyes of most workers — it's a fundamental need. When a company meets that need, employees are far less likely to start scanning job boards or entertaining calls from recruiters. The emotional and practical security that comes from knowing you and your family are covered medically creates a powerful bond between employee and employer.

Consider the following ways that medical coverage specifically supports long-term employee retention:

Employees with health insurance are less likely to leave for marginally higher pay elsewhere, because replacing employer-sponsored coverage on the open market is expensive and complicated.
Workers who feel secure in their health benefits tend to experience less financial anxiety, which translates directly into better focus and job performance.
Long-tenured employees who are deeply familiar with your processes and culture become invaluable assets, and health coverage is one of the key reasons they stay.
Teams with lower turnover develop stronger interpersonal relationships, which enhances collaboration and overall morale.
Reduced turnover means less disruption to customer relationships and service delivery, protecting your reputation and revenue streams.

The relationship between benefits and retention is not theoretical — it plays out in businesses every single day. Employers who invest in their people, including by protecting their health, consistently see lower attrition rates and stronger organizational stability over time.

Productivity, Preventive Care, and the Health of Your Business Operations

There is a direct and well-documented connection between employee health and workplace productivity. When employees have access to medical coverage, they are far more likely to seek preventive care, address health concerns early, and manage chronic conditions proactively. This matters enormously for your business because healthier employees are simply more present, more focused, and more effective in their roles.

Uninsured or underinsured employees often delay medical treatment due to cost concerns. A minor illness that could have been addressed quickly with a doctor's visit instead festers into something more serious — leading to extended absences, reduced performance, and in some cases, long-term disability. By contrast, employees with comprehensive medical coverage are more likely to catch problems early, receive appropriate treatment promptly, and return to full productivity faster when they do experience a health setback.

Absenteeism is one of the most tangible costs of a workforce that lacks adequate health coverage. Missed workdays cost businesses in lost productivity, overtime for colleagues covering the absence, and potential delays in delivering products or services to clients. When you offer medical benefits that encourage regular checkups and preventive screenings, you're not just doing right by your employees — you're actively protecting your operational capacity.

Mental health coverage deserves special mention in any discussion of employee medical benefits. Anxiety, depression, and stress-related conditions are among the leading causes of reduced productivity and absenteeism in workplaces today. A comprehensive medical benefits plan that includes mental health services gives employees the tools they need to manage these challenges effectively, contributing to a more resilient, engaged, and high-performing workforce overall.

Tax Advantages and Financial Benefits for Employers

One of the aspects of offering employee medical coverage that often surprises business owners is the range of financial and tax benefits that come along with it. Providing health insurance to employees is not purely a cost — it is also a strategic financial decision that can reduce your overall tax burden in meaningful ways.

For most businesses, employer contributions toward employee health insurance premiums are tax-deductible as a business expense. This means that a portion of what you spend on medical coverage is effectively offset by the reduction in your taxable income. The exact nature and extent of these deductions can vary based on your business structure, size, and the type of plan you offer, which is why working with a knowledgeable benefits advisor is so valuable.

Additionally, offering health insurance through a group plan typically gives your employees access to coverage at far lower premium rates than they could obtain individually on the open market. This is a significant value-add that employees recognize and appreciate, even if it isn't always visible in their paycheck. From your perspective as an employer, you're delivering considerable financial value to your team at a cost that is often more manageable than it might initially appear — especially when tax advantages are factored in.

There are several financial considerations worth keeping in mind as you evaluate medical coverage options:

Employer contributions to health insurance premiums are generally tax-deductible as an ordinary business expense.
Small businesses that meet certain criteria may qualify for the Small Business Health Care Tax Credit, which can directly offset the cost of providing coverage.
Health Reimbursement Arrangements (HRAs) and other benefit structures can offer employers additional flexibility and tax efficiency.
Employees can often pay their share of premiums with pre-tax dollars through Section 125 cafeteria plans, reducing payroll taxes for both the employee and employer.
The long-term savings from reduced turnover and improved productivity can more than offset the cost of providing coverage when analyzed comprehensively.

Understanding the full financial picture — including both the costs and the financial benefits — requires guidance from professionals who specialize in employee benefits. Combs & Company helps businesses navigate these complexities to design plans that make financial sense while delivering real value to employees.

Building a Workplace Culture That Attracts Long-Term Success

Beyond the concrete metrics of hiring, retention, productivity, and taxes, offering employee medical coverage contributes something harder to quantify but equally important: the culture of your organization. Culture is the invisible force that shapes how employees feel about coming to work every day, how they treat each other and your customers, and whether they advocate for your company to friends and colleagues who might become your next great hire.

When employees know that their employer has made a genuine commitment to their health and well-being, it creates an atmosphere of trust and mutual respect. That trust is foundational to every other aspect of a healthy workplace culture. People work harder, collaborate more freely, and bring their best ideas to the table when they feel genuinely valued — not just as productive units, but as whole human beings whose lives outside of work matter.

This cultural dividend also extends to your employer brand — how your company is perceived by the broader talent market. In the age of employer review platforms and social media, your company's reputation as a place to work is more transparent and more consequential than ever before. Businesses that offer strong medical benefits are far more likely to earn positive reviews, strong word-of-mouth referrals from current employees, and a reputation that makes future recruiting dramatically easier.

It's also worth noting that as your business grows, a well-established benefits program becomes a scalable foundation. Building your benefits infrastructure thoughtfully from the beginning — with expert guidance — means you're not scrambling to put something together when rapid growth demands it. You're already operating as the kind of employer that top talent seeks out.

The bottom line is straightforward: the benefits of offering employee medical coverage are comprehensive, multifaceted, and deeply interconnected. From giving your hiring efforts a powerful competitive boost, to retaining the talented people you've already invested in, to keeping your workforce healthy and productive, to unlocking meaningful tax advantages, to building a culture and employer brand that sustains long-term growth — medical coverage does more for your business than almost any other single investment you can make in your people.

If you're ready to explore what a well-structured employee medical benefits program could look like for your business, the team at Combs & Company is here to help. With deep expertise in employee benefits design and a commitment to finding solutions that work for both employers and employees, Combs & Company is the partner you need to navigate this important decision with confidence. Visit Combs & Company's Employee Medical Benefits page today to learn more about how we can help you build a benefits program that attracts great people, supports their well-being, and positions your business for lasting success. Don't wait for open enrollment season to start thinking about this — the planning you do now, in the summer months, will determine the strength of your offerings when it matters most.

The Difference Between Personal and Business Auto Insurance Coverage

Fri, 07 Aug 2026 15:01:07 GMT

If you use a vehicle for work purposes, even occasionally, you may be operating under a dangerous assumption — that your personal auto insurance policy has you covered no matter what happens behind the wheel. For millions of drivers across the country, this assumption leads to costly surprises when accidents occur and claims get denied. Understanding the difference between personal and business auto insurance coverage is not just an academic exercise. It is a practical, financially important decision that can protect your livelihood, your assets, and your peace of mind. Whether you are a sole proprietor hauling equipment to job sites, a sales representative logging hundreds of miles each week, or a small business owner whose employees drive company vehicles, the distinction between these two types of coverage matters enormously — and the consequences of getting it wrong can be severe.

This summer, as road traffic increases and businesses ramp up activity with deliveries, client visits, and seasonal services, it is an ideal time to take a close look at how your vehicles are insured. The roads are busier, the stakes are higher, and the last thing any business owner needs is to discover a critical gap in coverage after an accident has already occurred. The team at Combs & Company works with individuals and businesses to help them understand exactly where their coverage stands and what steps they need to take to stay fully protected. Before diving into the specifics, it helps to start with a clear picture of what each type of policy actually covers and why they are fundamentally different from each other.

What Personal Auto Insurance Is Designed to Cover

Personal auto insurance is built around one core assumption: the vehicle it covers is used primarily for personal, non-commercial purposes. This includes commuting to and from a regular workplace, running errands, taking family road trips, and general day-to-day driving. When you purchase a personal auto policy, the insurer calculates your premium based on factors like your driving history, the type of vehicle you own, where you live, and how many miles you typically drive for personal use. The risk profile the insurer is evaluating is that of a private individual using a vehicle in everyday, predictable ways.

A standard personal auto policy typically includes liability coverage, which pays for injuries and property damage you cause to others in an accident. It also usually includes collision coverage for damage to your own vehicle in a crash, comprehensive coverage for non-collision events like theft or weather damage, and uninsured or underinsured motorist protection. These are solid, important protections — but they come with limitations that are often buried in the fine print of the policy language. One of the most significant limitations is what insurers refer to as business use exclusions.

Many personal auto insurance policies explicitly exclude coverage for accidents that occur while the vehicle is being used for business purposes. The definition of business use varies by insurer, but it can include delivering goods or products, transporting clients or customers, driving between multiple work locations, or using the vehicle as a tool to generate income. If you are involved in an accident during any of these activities and your insurer determines that you were engaged in business use at the time, they may deny your claim entirely. This leaves you personally responsible for property damage, medical bills, legal fees, and any other costs that arise from the incident.

How Business Auto Insurance Fills the Gaps Personal Policies Leave Behind

Business auto insurance, sometimes called commercial auto insurance, is specifically designed to address the unique risks that come with using vehicles in a professional or commercial context. While it shares some structural similarities with personal auto coverage — including liability, collision, and comprehensive components — the scope, limits, and legal framework are fundamentally different. A business auto policy accounts for the fact that commercial vehicles are often driven more frequently, under higher-pressure conditions, by multiple drivers, and for purposes that carry greater financial and legal exposure than personal use.

One of the most important distinctions is liability coverage limits. Because businesses can be held to a higher standard of accountability than individuals, and because the financial consequences of a commercial vehicle accident can be far greater, business auto policies typically offer significantly higher liability limits. If one of your employees causes a serious accident while driving a company vehicle, the resulting lawsuits can involve not just vehicle damage but lost wages, long-term medical treatment, and substantial pain and suffering claims. A personal auto policy with standard liability limits would be completely inadequate in that scenario.

Business auto insurance also addresses a scenario that many small business owners overlook: hired and non-owned auto coverage. This component protects your business when employees use their personal vehicles for work-related tasks. Suppose an employee drives their own car to make a client delivery and causes an accident along the way. Their personal auto insurance may deny the claim because of a business use exclusion. Without hired and non-owned auto coverage on your business policy, your company could be exposed to a significant liability claim. This is one of the most common and costly coverage gaps that businesses of all sizes face.

Another important feature of commercial auto insurance is the ability to cover multiple drivers under a single policy. When a business owns a fleet of vehicles or has several employees who drive on behalf of the company, a business auto policy can be structured to cover all authorized drivers. This provides consistency in protection and simplifies the administrative side of managing vehicle-related risk. Personal auto policies, by contrast, are tied to individual named insureds and may not automatically extend meaningful coverage to other people who drive the insured vehicle for business reasons.

Situations Where the Line Between Personal and Business Use Gets Blurry

One of the most challenging aspects of understanding the difference between personal and business auto insurance coverage is navigating the gray areas where personal and commercial use overlap. Many people believe that because they only occasionally use their vehicle for work, they do not need a separate business policy. This is a common misconception that can have serious financial consequences.

Consider a few everyday scenarios. A freelance photographer who drives to client shoots in their personal car. A real estate agent who uses their own vehicle to show properties to buyers. A contractor who drives a personal truck to pick up supplies and visit job sites. A home-based business owner who makes periodic deliveries. In each of these cases, the vehicle is being used to generate income, and that changes the risk calculation in the eyes of an insurance company. Even if the vehicle is used for personal purposes the majority of the time, that business use can be enough to trigger an exclusion and void a claim.

There is also the question of rideshare and delivery app drivers, whose coverage needs fall into a particularly complicated space. Most rideshare and delivery platforms provide some level of insurance coverage when a driver is actively on a trip, but there are gaps before a ride is accepted and after it is completed. Drivers who rely on their personal auto policies to cover these gaps are often surprised to discover that their insurer has excluded rideshare-related activities from coverage. Some insurers offer rideshare endorsements that can be added to a personal policy, while others recommend a full commercial policy depending on the volume of commercial driving involved.

The bottom line is that if there is any meaningful overlap between how you use your vehicle and how your business operates, it is worth having a conversation with an experienced insurance professional who can evaluate your specific situation and recommend the right coverage structure.

Key Factors That Determine Which Type of Policy You Need

Determining whether you need personal auto insurance, business auto insurance, or some combination of both depends on several important factors. Working through these factors honestly and thoroughly is the best way to ensure you are not carrying unnecessary risk.

Who drives the vehicle: If only you drive the vehicle and only for personal use, a personal policy is likely sufficient. If employees, contractors, or other business associates also drive the vehicle, a commercial policy is strongly recommended.
What the vehicle is used for: Vehicles used to transport goods, equipment, clients, or employees for business purposes generally require commercial auto coverage. Vehicles used solely for personal transportation do not.
How the vehicle is titled: If the vehicle is titled in a business name rather than an individual's name, a commercial auto policy is typically required. Insurers will not cover a business-titled vehicle under a personal policy.
What type of cargo or equipment is carried: Vehicles that regularly carry tools, equipment, products, or other commercial cargo face different risks than personal passenger vehicles. These risks are better addressed under a commercial policy.
How many miles are driven for work: High mileage driven for business purposes increases exposure and risk in ways that a personal policy is not priced to accommodate.
Whether your business could be held liable: If an accident happens during a business activity and your company could be named in a lawsuit, a commercial auto policy provides the liability structure needed to protect your business assets.

It is also worth noting that some insurers offer endorsements or riders that can be added to a personal auto policy to extend limited business use coverage. These options may be appropriate in lower-risk situations, such as when a professional uses their vehicle for occasional client visits but does not regularly transport goods or passengers for pay. However, these endorsements have their own limits and exclusions, and they are not a substitute for a true commercial policy when the business use of the vehicle is substantial or regular.

Why Working With an Independent Insurance Agency Makes a Real Difference

Navigating the difference between personal and business auto insurance coverage on your own can be confusing, and the stakes of getting it wrong are simply too high to leave to guesswork. This is where working with a knowledgeable, independent insurance agency becomes genuinely valuable. Unlike captive agents who represent only one insurance carrier, independent agencies have access to multiple insurers and can shop the market to find coverage that fits your specific situation, at competitive pricing.

At Combs & Company, the focus is on helping clients understand their actual exposure and find coverage solutions that address it fully. Whether you are a self-employed professional, a growing small business with a small fleet, or a larger organization managing complex commercial vehicle needs, having the right coverage structure in place is a fundamental part of protecting everything you have worked to build. You can learn more about business auto insurance options by visiting Combs & Company's business auto insurance page .

The difference between personal and business auto insurance coverage is not just a technical policy question — it is a question of whether your business and personal finances are truly protected when something goes wrong on the road. A gap in coverage that seems minor on paper can translate into tens or hundreds of thousands of dollars in out-of-pocket costs following a serious accident. When you factor in legal defense costs, medical claims, property damage, and the potential for a judgment against your business, the cost of carrying the right commercial auto policy becomes insignificant by comparison.

This summer, as you think about your business operations and the vehicles that keep them moving, take the time to review your current coverage with a professional. Ask honest questions about how your vehicles are being used, who is driving them, and what would happen if an accident occurred during a business activity. If there is any uncertainty in the answers, that uncertainty is itself a signal that your coverage deserves a closer look. The team at Combs & Company is ready to help you move from uncertainty to confidence, with coverage solutions built around the real demands of your business and the people who depend on it.

Do not wait for a claim denial to discover that your coverage was never designed for the way you actually use your vehicle. Reach out to Combs & Company today and let their experienced team help you find the right balance of personal and business auto insurance coverage to keep you, your employees, and your business protected no matter where the road takes you.

What is Commercial Property Insurance and Why Do You Need It

Thu, 06 Aug 2026 15:00:55 GMT

Running a business means pouring your time, money, and energy into something you've built from the ground up. Whether you operate out of a small office, a sprawling warehouse, a retail storefront, or a busy restaurant, your physical space and the assets inside it are the foundation of everything you do. But what happens when a fire breaks out overnight, a pipe bursts and floods your workspace, or a severe summer storm tears through your roof? Without the right protection in place, a single unexpected event could cost you hundreds of thousands of dollars and potentially put you out of business entirely. That's exactly where commercial property insurance comes in — and understanding what it covers, how it works, and why your business genuinely needs it could be one of the most important financial decisions you ever make.

Many business owners assume that their general liability policy or a basic business owner's policy covers everything they need. Others believe that because they rent their space, property insurance isn't their concern. Both of these assumptions can lead to serious, costly mistakes. Commercial property insurance is a distinct, specialized type of coverage designed specifically to protect the physical assets your business depends on every single day. Getting educated about what it does — and doesn't — cover is the first step toward making sure you're not caught off guard when something goes wrong.

What Commercial Property Insurance Actually Covers

At its core, commercial property insurance is a type of business insurance that protects your company's physical assets from damage or loss caused by covered perils. This includes the building your business occupies (whether you own it or, in some cases, are responsible for improvements you've made to a leased space), as well as the contents inside. Think about everything that lives within your four walls: computers, servers, office furniture, manufacturing equipment, inventory, tools, signage, and more. All of that represents significant financial investment, and all of it is at risk when disaster strikes.

Commercial property insurance typically covers damage caused by a wide range of perils, including fire, lightning, windstorms, hail, vandalism, theft, and certain types of water damage. It's worth noting that flood damage and earthquake damage are generally not included in a standard commercial property policy and typically require separate coverage. This distinction matters enormously, especially during summer months when severe weather events — heavy rain, flash flooding, and strong thunderstorms — are more common across many parts of the country.

Beyond the building and its contents, many commercial property insurance policies can also include additional coverages such as business interruption insurance, which helps replace lost income if your business has to temporarily close due to a covered event. If a fire forces you to shut your doors for two months while repairs are made, business interruption coverage can help pay your ongoing expenses like rent, payroll, and utilities during that time. This extension of coverage can genuinely be the difference between a business that survives a disaster and one that never reopens.

Building coverage — protects the physical structure, including permanently installed fixtures and systems
Business personal property — covers equipment, inventory, furniture, and other contents inside your building
Business interruption — replaces lost revenue and covers operating expenses during a covered shutdown
Tenant improvements — covers upgrades or renovations you've made to a leased space
Valuable papers and records — protects critical documents and data storage media
Outdoor signage — covers signs and external property not attached to the building

The specific coverages available and included in your policy will depend on the insurer, the type of policy you choose, and how your coverage is structured. This is why working with an experienced commercial insurance broker is so important — a knowledgeable professional can help you identify exactly what your business needs and make sure nothing critical falls through the cracks.

Who Needs Commercial Property Insurance and Why It's Not Optional

One of the most common misconceptions among small and mid-sized business owners is that commercial property insurance is only for large companies with massive physical footprints. In reality, virtually every business that owns or leases a physical space, operates out of a location, or relies on physical equipment and assets should have this coverage in place. The size of your business does not reduce your exposure to risk — in many ways, smaller businesses are more vulnerable because they have fewer financial reserves to absorb an unexpected major loss.

Consider a freelance graphic designer who operates out of a small studio. Their professional-grade computers, monitors, drawing tablets, and specialized software hardware represent tens of thousands of dollars in equipment. A single break-in or electrical fire could wipe out their entire ability to work. Or think about a restaurant owner who has invested heavily in commercial kitchen equipment, refrigeration units, a point-of-sale system, and a full dining room's worth of furniture and fixtures. A grease fire or a severe summer storm that damages the roof could result in losses that exceed what most small business owners could realistically cover out of pocket.

Even businesses that operate in leased spaces often have significant property insurance needs. While a landlord's property insurance will typically cover the building's structure, it does not cover your business's equipment, inventory, or the improvements and upgrades you've made to the space. If your lease agreement includes a clause requiring you to carry commercial property insurance — which many commercial leases do — then failing to maintain adequate coverage could put you in breach of contract on top of leaving you financially exposed.

Retail stores with significant inventory and fixtures
Restaurants and food service operations with specialized equipment
Medical and dental offices with expensive diagnostic and treatment equipment
Law firms, accounting firms, and other professional services with critical records and technology
Contractors and tradespeople with tools, vehicles, and job-site equipment
Manufacturers and distributors with large volumes of inventory and production machinery
Nonprofits and community organizations with physical locations and programming assets

If your business would struggle to recover financially from a significant physical loss without insurance, then commercial property insurance isn't a luxury — it's a necessity. And given the relatively modest cost of coverage compared to the potential financial exposure, it's one of the smartest risk management tools available to any business owner.

How Commercial Property Insurance Policies Are Structured

Understanding how commercial property insurance policies are structured helps you make more informed decisions about the type and level of coverage that's right for your specific situation. There are two primary approaches to valuing insured property that you'll encounter: replacement cost coverage and actual cash value coverage.

Replacement cost coverage pays out what it would cost to replace damaged or destroyed property with new property of similar kind and quality, without deducting for depreciation. Actual cash value coverage, on the other hand, pays out the depreciated value of the property at the time of the loss. While actual cash value policies tend to come with lower premiums, they can leave you significantly undercompensated when you actually need to file a claim. For example, if a five-year-old piece of manufacturing equipment is destroyed, an actual cash value payout might cover only a fraction of what it would cost you to buy a comparable new machine. Replacement cost coverage closes that gap.

Commercial property insurance also typically comes in two forms based on how covered perils are defined: named perils policies and open perils (also called all-risk) policies. A named perils policy only covers damage caused by the specific events listed in the policy document. An open perils policy covers all causes of loss except those explicitly excluded. Open perils policies generally offer broader, more comprehensive protection, though they also tend to carry higher premiums. For many businesses, the added breadth of an open perils policy is well worth the additional cost.

Another important consideration is your policy limits and deductibles. Your coverage limit is the maximum amount your insurer will pay out for a covered claim, and your deductible is the amount you're responsible for paying out of pocket before insurance kicks in. Setting your limits too low to save on premiums is a common and potentially devastating mistake. Working with a commercial insurance specialist to properly assess the total value of your business property ensures that your limits are set appropriately — not just at a number that feels comfortable, but at a number that would actually allow you to recover from a worst-case scenario.

The Real Cost of Going Without Coverage

It can be tempting to view commercial property insurance as an unnecessary expense, particularly for businesses that are early in their growth or operating on tight margins. But the true cost of forgoing this coverage becomes devastatingly clear the moment a covered event occurs. Property damage claims for businesses can range from a few thousand dollars for minor incidents to hundreds of thousands or even millions of dollars for major events like fires, severe weather damage, or large-scale theft.

During the summer months in particular, the risk of certain types of property damage increases significantly. Severe thunderstorms, heat-related electrical issues, and the general increase in activity around commercial properties during warmer months all contribute to a higher likelihood of incidents. Businesses that have not adequately prepared with comprehensive property coverage going into summer are taking on a level of risk that's simply not necessary.

Beyond the immediate cost of repairing or replacing damaged property, businesses without adequate insurance often face cascading financial consequences. Extended closures mean lost revenue. Customers who can't be served may take their business elsewhere permanently. Employees may need to be laid off during the closure period. Loan obligations, lease payments, and other fixed costs continue regardless of whether the business is operating. When you add all of these factors together, the financial fallout from a single uninsured or underinsured loss can threaten the long-term viability of even a well-established business.

Proper commercial property insurance, structured and priced correctly for your specific operation, eliminates most of that risk. It allows you to face an unexpected event not with panic and financial desperation, but with a clear, supported path to recovery. That peace of mind has genuine value that goes beyond any premium payment.

Working With the Right Commercial Insurance Partner Makes All the Difference

Understanding commercial property insurance conceptually is one thing. Actually navigating the process of selecting the right policy, setting appropriate limits, identifying coverage gaps, and making sure your business is properly protected is another challenge entirely — and it's one where having the right professional guidance makes an enormous difference.

Not all commercial property insurance policies are created equal. The specific terms, exclusions, endorsements, and pricing can vary significantly from one carrier and policy to the next. A business owner who simply purchases the first policy they're quoted, or who relies on a one-size-fits-all approach, may end up with coverage that looks adequate on paper but falls short in a real-world claim scenario. Working with a dedicated commercial insurance broker who takes the time to understand your business, your industry, your assets, and your specific risk profile is the most reliable way to ensure you're genuinely covered — not just technically insured.

At Combs & Company, the focus is on building tailored commercial insurance solutions that meet the real needs of real businesses. If you're ready to take a closer look at your commercial property coverage — or if you're starting fresh and need to put a comprehensive protection strategy in place — the team at Combs & Company is equipped to help you navigate your options with clarity and confidence. You can learn more and get started by visiting their commercial property insurance page .

Don't wait for something to go wrong to find out whether your business is truly protected. The best time to review your commercial property insurance is before you need it — and with the right partner guiding the process, getting the right coverage in place is simpler than most business owners expect. Reach out to Combs & Company today and take the first step toward protecting everything you've worked so hard to build.

Do I Need Product Liability Insurance for Imported Goods?

Wed, 05 Aug 2026 15:02:43 GMT

If your business imports goods from overseas manufacturers — whether that means sourcing electronics from Asia, clothing from South America, or consumer products from Europe — you are stepping into a legal landscape that many entrepreneurs underestimate. The excitement of finding a cost-effective supplier abroad can quickly turn into a financial nightmare if one of those products causes injury, property damage, or illness to a consumer here in the United States. The question "do I need product liability insurance for imported goods?" comes up constantly among small business owners, e-commerce sellers, and established retailers alike, and the answer is almost always a firm yes. Understanding exactly why — and what that insurance needs to cover — could be the difference between your business surviving a lawsuit and being devastated by one.

The United States legal system places enormous responsibility on the shoulders of importers, often treating them with the same liability exposure as the original manufacturer. This might feel surprising to business owners who assume that because they did not actually design or produce the product, they cannot be held responsible for a defect. That assumption is one of the most costly mistakes an importer can make. When a foreign manufacturer is unreachable, uninsured, or simply unwilling to cooperate with a U.S. legal claim, the plaintiff's attorney will look directly at the importer — and U.S. courts have repeatedly upheld that the importer who introduced the product into American commerce bears significant legal responsibility.

Why Importers Bear the Same Legal Exposure as Manufacturers

The legal framework around product liability in the United States is built on a concept known as strict liability. Under strict liability, a party in the distribution chain can be held responsible for a defective product even if that party was not negligent. You do not have to have done anything wrong to be sued successfully. If the product was defective when it left the manufacturer's hands, and you are the entity that imported and sold it to U.S. consumers, you can be held liable for the damages that defect caused.

This is especially significant for importers because foreign manufacturers are largely insulated from U.S. jurisdiction. If your supplier is based in another country and has no significant U.S. presence, no U.S. assets, and no domestic legal representation, a consumer who was harmed by their product has virtually no practical way to pursue them in an American court. That leaves the importer — your business — as the most accessible defendant. Courts have consistently found that this outcome is fair precisely because the importer is the party that chose to introduce that foreign product into the U.S. market and profit from its sale.

Beyond strict liability, importers can also face claims based on negligence, breach of warranty, and failure to warn. If your imported product lacks adequate safety instructions or warnings in English, that alone can form the basis of a viable lawsuit. If you received early reports of product defects and did not pull the item from shelves or issue a recall, a jury can find you negligent independent of what the overseas manufacturer knew or did. The scope of your potential exposure is wide, and it rarely shrinks simply because you did not make the item yourself.

What Product Liability Insurance Actually Covers for Imported Goods

Product liability insurance is a type of commercial insurance that protects your business against claims arising from bodily injury or property damage caused by a product you sell, manufacture, or distribute. For importers specifically, this coverage is critical because it bridges the gap between what a foreign manufacturer's insurance might cover — often nothing within U.S. jurisdiction — and what U.S. plaintiffs can legally pursue against you.

A standard product liability policy will typically cover legal defense costs, including attorney fees and court costs, even if the claim against you turns out to be groundless. It will also cover settlements and judgments up to your policy's limits if you are found liable. For importers, this is especially valuable because even defending against a frivolous claim can cost tens of thousands of dollars before a case is ever resolved. Without coverage, those legal fees come directly out of your operating capital.

Beyond the basics, product liability coverage for importers may also address the following situations:

Bodily injury caused by a product defect, including physical harm to consumers, bystanders, or end users
Property damage resulting from a defective imported product, such as a faulty appliance that causes a house fire
Medical payments to injured parties, sometimes regardless of fault, to prevent smaller claims from escalating into full lawsuits
Legal defense costs associated with regulatory investigations or government agency actions related to product safety
Coverage for recall-related expenses, depending on your specific policy terms and any endorsements you add

It is worth noting that product liability insurance is often included as part of a broader Commercial General Liability (CGL) policy, but the product liability component is specifically designed to address harm that occurs after a product leaves your possession. This is distinct from premises liability, which covers accidents that happen at your physical business location. Importers need to make sure their policy explicitly covers products liability and that the coverage limits are sufficient for the types and volumes of products they are bringing into the country.

The Specific Risks That Make Imported Goods a Higher-Liability Category

Not all product liability risks are created equal, and imported goods tend to carry a higher risk profile for several well-documented reasons. Understanding these risks helps you appreciate why the insurance is not just a legal formality but a genuine financial necessity.

First, quality control is significantly harder to maintain when your manufacturer is thousands of miles away and operating under different regulatory standards. The Consumer Product Safety Commission (CPSC) enforces strict safety standards in the United States, and products that meet manufacturing standards in their country of origin may still fall short of U.S. requirements. If those products reach consumers and cause harm, your business is exposed.

Second, supply chain complexity creates points of vulnerability that are difficult to monitor. Between the overseas factory floor and your customer's hands, an imported product may pass through freight handlers, customs brokers, warehousing facilities, and multiple shipping carriers. Any one of these touchpoints could result in damage, tampering, or mishandling that contributes to a later product failure — and identifying the exact cause of a defect after the fact is often challenging and expensive.

Third, language and documentation barriers mean that safety warnings, ingredient disclosures, or usage instructions may not translate accurately or completely into English. A product that is safe when used according to instructions that are only printed in Mandarin or Portuguese is still a liability risk when sold to English-speaking American consumers who cannot understand the warnings. Courts have held importers responsible for inadequate labeling and instructions even when those materials were provided by the overseas supplier.

Fourth, the summer season in particular brings heightened exposure for certain imported product categories. Outdoor furniture, recreational equipment, children's toys, power tools for summer projects, and electric fans or cooling appliances are all categories that see surging sales during warmer months — and these are also categories with historically significant product liability claims. If your business relies on imported seasonal goods to drive summer revenue, the timing makes having proper coverage even more urgent.

Finally, the rapid growth of e-commerce has made it easier than ever for small importers to reach large audiences, but that scale comes with proportionally larger exposure. Selling imported goods through your own website, through Amazon, or through other platforms means your products can reach consumers in every state, each with its own legal environment and tort history. Some platforms are now requiring sellers to carry product liability insurance as a condition of selling, which signals how seriously the industry takes this risk.

How to Choose the Right Coverage and Work With an Insurance Specialist

Selecting the right product liability insurance for your importing business requires more than simply picking a policy off the shelf. The coverage limits, exclusions, and endorsements that make sense for your business depend on the specific products you import, your annual revenue, your distribution channels, and the markets you serve. Working with a knowledgeable commercial insurance specialist is the most reliable way to ensure you are protected without paying for coverage you do not need or — more dangerously — going without coverage you do.

When evaluating policies, there are several key factors importers should discuss with their insurance broker or agent:

Coverage limits: Are the per-occurrence and aggregate limits high enough to cover a serious injury claim, including legal defense costs?
Named insured: Does the policy correctly identify all entities in your business that could be named in a lawsuit, including subsidiaries or doing-business-as names?
Product categories: Does the policy cover all of the specific types of products you import, or are there exclusions for certain categories?
Geographic scope: If your products are sold in multiple states or internationally, does your coverage extend appropriately?
Vendor requirements: Do your retail partners, platforms, or distributors require you to name them as additional insureds, and does your policy accommodate that?
Claims-made versus occurrence: Understanding whether your policy covers claims based on when the incident occurred or when the claim was filed is important for long-term protection.
Contractual requirements: Some import contracts require the importer to carry specific minimum levels of coverage, and your policy needs to meet those thresholds.

It is also wise to revisit your coverage whenever your business changes significantly — for example, when you add new product lines, switch to new suppliers, enter new markets, or experience substantial revenue growth. A policy that was adequate when you were importing one product category at a modest volume may be dangerously underinsured once your operation scales up or diversifies.

Some importers make the mistake of relying on their overseas manufacturer's insurance to cover U.S. claims. While a foreign manufacturer may carry product liability coverage in their home country, that coverage will rarely if ever extend to U.S. lawsuits, will not be subject to U.S. regulatory oversight, and will not provide you with a defense in an American court. Do not assume that a certificate of insurance from your supplier provides you with any meaningful protection in the event of a U.S. product liability claim. It typically does not.

Another approach some importers attempt is to include indemnification clauses in their supplier contracts, requiring the manufacturer to reimburse them for any liability that results from product defects. While these clauses are worth including, their practical enforceability against a foreign manufacturer is often limited. If your supplier has no U.S. presence and no assets within U.S. jurisdiction, winning a contractual indemnification claim in theory does not necessarily translate into collecting money in practice. Your own product liability insurance policy is far more reliable protection.

For businesses operating in today's import environment, the question is not really whether you can afford product liability insurance — it is whether you can afford to operate without it. A single serious claim, even one that is ultimately resolved in your favor, can generate legal costs that threaten the financial stability of a small or mid-sized business. A claim that results in a significant judgment or settlement can be catastrophic. The premium cost of a well-structured product liability policy is, for most importing businesses, a straightforward and justifiable operating expense when weighed against that exposure.

At Combs & Company , the team works with businesses of all sizes to understand their specific commercial insurance needs and identify coverage solutions that genuinely fit. Whether you are just beginning to import goods or you have an established import business that needs a coverage review, connecting with a knowledgeable insurance professional is the right first step. Do not wait for a claim to find out whether your coverage was adequate — reach out to Combs & Company today and make sure your importing business is protected before your next shipment arrives.

How Does Commercial General Liability Protect My Business

Tue, 04 Aug 2026 15:00:11 GMT

Running a business means accepting a certain level of risk every single day. Whether you operate a small retail shop, a growing construction firm, or a professional services company, the moment you open your doors to customers, vendors, or the general public, you expose yourself to potential lawsuits, property damage claims, and financial losses that could threaten everything you have worked so hard to build. That is precisely why commercial general liability insurance exists — and why understanding how it works is one of the smartest moves any business owner can make. If you have ever asked yourself, "how does commercial general liability protect my business," you are asking exactly the right question, and the answer is more comprehensive than most people realize.

Commercial general liability insurance, commonly referred to as CGL insurance, is widely considered the foundation of any solid business insurance portfolio. It is designed to shield your company from the financial consequences of third-party claims involving bodily injury, property damage, personal injury, and advertising injury. Without this coverage in place, a single lawsuit or accident could drain your business accounts, force you to liquidate assets, or even shut your doors permanently. With the right CGL policy, however, you have a financial safety net that allows you to focus on growing your business rather than worrying about what might go wrong.

At Combs & Company , helping business owners understand and secure the right commercial general liability coverage is a core part of what they do. Before you can make informed decisions about your coverage, though, you need to understand what CGL insurance actually covers, how it responds when a claim arises, what its limitations are, and why working with an experienced insurance partner makes all the difference in getting a policy that truly fits your needs.

The Core Protections That CGL Insurance Provides

Commercial general liability insurance is built around several distinct coverage components, each addressing a different category of risk that businesses face. Understanding these components individually helps clarify the broader picture of protection that a well-structured CGL policy delivers.

The first and most frequently used component is bodily injury and property damage liability coverage. This portion of your policy responds when a third party — meaning someone who is not your employee — suffers a physical injury or has their property damaged as a result of your business operations. Imagine a customer slipping on a wet floor in your store during a busy summer afternoon and fracturing their wrist. Or picture a situation where your employee accidentally damages a client's expensive equipment while performing work on-site. In both scenarios, the injured or affected party could file a claim against your business demanding compensation for medical expenses, lost wages, repair costs, and more. Your CGL policy steps in to cover those costs, including the legal fees involved in defending your business, up to the limits of your policy.

The second major component is personal and advertising injury coverage. This might sound less intuitive than bodily injury protection, but it is equally important for modern businesses. Personal and advertising injury coverage protects your business against claims of libel, slander, copyright infringement in your advertising, false arrest, and invasion of privacy. For example, if a competitor claims that your marketing materials contain statements that damage their reputation, this coverage can help pay for your legal defense and any resulting settlement or judgment. As businesses increasingly rely on digital marketing, social media, and content creation, this type of protection becomes more relevant than ever.

The third component is medical payments coverage, which operates somewhat differently from the liability portions of the policy. Medical payments coverage allows your insurer to pay for minor medical expenses incurred by a third party who is injured on your premises or as a result of your operations, regardless of whether your business is legally at fault. This provision can be invaluable for managing minor incidents quickly and professionally, often preventing them from escalating into full-blown lawsuits.

How CGL Insurance Responds When a Claim Is Filed Against Your Business

Understanding the mechanics of how a CGL policy actually responds to a claim is just as important as knowing what it covers. When a third party files a claim or a lawsuit against your business, the process typically unfolds in a series of predictable steps that your insurer manages on your behalf.

First, you notify your insurance company about the claim or potential claim as soon as you become aware of it. Prompt notification is critical — most policies require you to report incidents in a timely manner, and delays can complicate or jeopardize your coverage. Once notified, your insurer assigns a claims adjuster to investigate the circumstances surrounding the incident. The adjuster evaluates the facts, reviews documentation, speaks with relevant parties, and determines whether the claim falls within the scope of your policy coverage.

One of the most valuable — and often overlooked — benefits of CGL insurance is the duty to defend. This means that your insurer has a legal obligation to provide and pay for your legal defense, even if the claim against you turns out to be groundless or fraudulent. Legal defense costs can accumulate rapidly, often reaching tens of thousands of dollars before a case ever goes to trial. Having your insurer bear that burden protects your cash flow and allows you to keep your business operating without diverting resources to legal battles.

If the claim results in a settlement or a court judgment against your business, your insurer will pay those amounts up to the limits specified in your policy. CGL policies typically have two key limits to be aware of: the per-occurrence limit, which caps how much the insurer will pay for a single incident, and the general aggregate limit, which caps the total amount the insurer will pay across all claims during the policy period. Working with a knowledgeable insurance advisor helps ensure that you select limits appropriate to the scale and risk profile of your business.

Industries and Situations Where CGL Coverage Is Especially Critical

While virtually every business can benefit from commercial general liability insurance, certain industries and business models face heightened exposure to the types of risks that CGL policies are designed to address. Recognizing where your business falls on the risk spectrum helps you appreciate the value of robust coverage.

Contractors and construction companies operate in environments where the potential for property damage and bodily injury is elevated. A roofing contractor whose employee accidentally drops materials that damage a client's vehicle, or a plumber whose work results in a water leak that damages a home, faces significant liability exposure. CGL coverage is not just advisable in these industries — many clients and project owners require proof of it before work can even begin.

Retail businesses and restaurants interact with the public on a constant basis, making premises liability a daily concern. Slip-and-fall accidents, food-related incidents, and product-related injuries are all scenarios that can trigger third-party claims. During summer months especially, when foot traffic tends to increase, the likelihood of these incidents can rise proportionally.

Professional service firms, including consultants, marketing agencies, and technology companies, may feel they operate in lower-risk environments, but advertising injury and personal injury claims are very real threats in these sectors. Content disputes, intellectual property allegations, and reputation-based claims can arise without warning and carry significant financial consequences.

Product-based businesses face product liability exposure, meaning that if a product you manufacture, distribute, or sell causes harm to a consumer, your business can be held responsible. CGL policies typically include products and completed operations coverage, which addresses these risks both during and after the sale or completion of a product or service.

Here are some specific scenarios where CGL insurance commonly comes into play:

A visitor trips over equipment at your place of business and requires emergency medical treatment.
Your employee accidentally breaks a client's valuable property while working at their location.
A competitor alleges that your advertising materials contain defamatory statements about their company.
A customer claims that a product you sold caused them physical harm.
Your business is sued over copyright infringement in a promotional campaign.
A third party suffers an injury at an event your company sponsors or hosts.

In each of these situations, a properly structured CGL policy can be the difference between absorbing a manageable insurance claim and facing a financial catastrophe that your business cannot survive.

What CGL Insurance Does Not Cover and Why That Matters

A complete understanding of commercial general liability insurance requires equal clarity about what it does not cover. Knowing the exclusions and limitations of your CGL policy helps you identify gaps in your protection and take steps to fill them with additional coverage types.

CGL insurance does not cover injuries to your own employees. Workers' compensation insurance exists specifically for that purpose, and it is legally required in most states. If an employee is injured on the job, you need workers' comp coverage to address their medical expenses and lost wages, not your CGL policy.

Professional errors and omissions are also generally excluded from CGL coverage. If a client claims that your professional advice, expertise, or services caused them financial harm, a standard CGL policy will not respond to that claim. Errors and omissions insurance, sometimes called professional liability insurance, is the appropriate coverage for those scenarios. This distinction is particularly important for consultants, financial advisors, attorneys, accountants, and healthcare professionals.

Commercial auto incidents are not covered under a CGL policy. If your employees use vehicles for business purposes and are involved in an accident, you need commercial auto insurance to address those liabilities. Similarly, damage to your own business property is not a CGL concern — that falls under commercial property insurance.

Cyber liability is another area where CGL coverage falls short. Data breaches, ransomware attacks, and other cyber incidents require specialized cyber liability coverage that addresses the unique legal, regulatory, and financial dimensions of those events. As businesses increasingly rely on digital infrastructure, cyber coverage has become a critical component of a comprehensive risk management strategy.

Understanding these exclusions underscores the importance of working with an insurance advisor who takes a holistic view of your business risk rather than simply selling you a single policy and moving on. The goal should always be to build a coverage portfolio that addresses the full spectrum of risks your specific business faces.

Choosing the Right CGL Policy for Your Business With Expert Guidance

Selecting the right commercial general liability policy involves more than simply purchasing the cheapest option available or accepting the first quote you receive. The right policy for your business depends on a careful assessment of your industry, the nature of your operations, the size of your customer base, your contractual obligations, your physical premises, and the volume and value of work you perform.

Coverage limits are one of the most consequential decisions you will make. A small home-based service business may require less coverage than a large contractor working on multi-million dollar projects, but underestimating your exposure in an effort to save on premiums can leave you dangerously unprotected. A thorough risk assessment helps you arrive at coverage limits that genuinely reflect your level of exposure.

You should also consider whether your business requires any endorsements or policy modifications to address industry-specific risks. Certain businesses benefit from additional insured endorsements, which extend your policy protection to clients, landlords, or project owners who require it as a condition of doing business with you. Others may need blanket additional insured coverage or specific waivers of subrogation to satisfy contractual requirements.

Premium factors for CGL insurance typically include your industry classification, annual revenue, number of employees, claims history, and the specific types of operations you conduct. A business with a history of claims will generally face higher premiums, which is another reason why proactive risk management — creating safe environments, training employees properly, maintaining clear contracts, and addressing hazards promptly — serves your business well both operationally and financially.

Working with an experienced independent insurance agency gives you access to multiple carriers and coverage options, rather than being limited to a single insurer's offerings. An independent advisor can compare policies side by side, explain the practical differences between them, and help you select coverage that delivers genuine value rather than just checking a compliance box.

Combs & Company specializes in commercial insurance solutions designed to protect businesses of all sizes and industries. Their team understands that every business has a unique risk profile and that effective insurance planning requires listening carefully, asking the right questions, and recommending coverage that reflects the realities of how you actually operate. Whether you are purchasing CGL insurance for the first time, reevaluating your existing coverage, or trying to understand a claim that has already been filed, having a knowledgeable partner in your corner makes the entire process clearer and more manageable.

Commercial general liability insurance is not a luxury or an optional add-on for established companies — it is a fundamental safeguard that every business deserves to have in place from day one. The question is not really whether you need it, but whether the coverage you have is truly adequate for the risks you face. Take the time to review your current policy, assess your exposures honestly, and have a conversation with a professional who can help you close any gaps. The cost of getting your coverage right is always far less than the cost of finding out too late that your protection fell short. Reach out to Combs & Company today to explore your commercial general liability options and build the confident, protected foundation your business needs to thrive.

Is Professional Liability Insurance Mandatory for Certain Professions?

Mon, 03 Aug 2026 15:01:10 GMT

If you provide professional services, advice, or expertise for a living, there is a question you cannot afford to ignore: is professional liability insurance mandatory for certain professions, and does yours happen to be one of them? The answer is more nuanced than a simple yes or no, and misunderstanding where your obligations stand could cost you your license, your clients, or your business entirely. Whether you are a seasoned practitioner or a newly minted professional launching your practice this summer, understanding the rules around professional liability insurance is one of the smartest moves you can make.

Professional liability insurance — sometimes called errors and omissions insurance, or E&O insurance — is a specialized form of commercial coverage designed to protect professionals against claims of negligence, mistakes, inadequate work, or failure to deliver promised services. Unlike general liability insurance, which covers things like bodily injury or property damage, professional liability insurance is specifically built to address the financial fallout from the advice you give, the services you render, and the professional judgments you make every single day. When a client suffers a financial loss and points the finger at you, this coverage steps in to help pay legal defense costs, settlements, and court judgments — regardless of whether the claim has merit.

The mandatory nature of this coverage varies widely depending on your profession, your state, the regulatory body that governs your industry, and sometimes even the contracts your clients require you to sign. Unpacking all of these layers is essential before you decide whether to carry it, how much to carry, and what kind of policy actually fits your practice. Let's explore exactly how this works.

Professions Where the Law or Licensing Boards Require Coverage

In the United States, professional liability insurance is legally required — or effectively mandated through licensing requirements — for a growing number of professions. The rules are set at the state level rather than federally, which means requirements can differ significantly from one state to another. That said, there are several professions where mandatory coverage is common across most jurisdictions.

Healthcare providers are among the most universally affected. Physicians, surgeons, nurse practitioners, and other licensed medical professionals are frequently required by state law, hospital credentialing bodies, or both to carry medical malpractice insurance, which is essentially professional liability insurance tailored to the healthcare field. Hospitals and health systems typically require proof of malpractice coverage before granting practicing privileges, effectively creating a parallel requirement even when state law stops short of an outright mandate.

Attorneys face similar obligations in many states. Legal malpractice insurance is not uniformly required by state bars across the country, but a growing number of state bar associations either mandate it or require attorneys to disclose to clients whether they carry it. In states with mandatory disclosure rules, the practical reputational pressure to carry coverage becomes nearly unavoidable. The legal profession's inherent exposure to malpractice claims makes this a coverage that virtually every practicing attorney should have regardless of the technical mandate.

Architects and engineers are another clear example. Many state licensing boards require licensed professionals in these fields to carry errors and omissions coverage as a condition of maintaining their license. Engineering firms pursuing government contracts or working on public infrastructure projects are almost always required to demonstrate coverage by the contracting authority, adding a contractual layer of requirement on top of any regulatory one.

Other professions where mandatory or near-mandatory coverage is common include:

Certified public accountants and financial advisors regulated by state boards or federal agencies like the SEC or FINRA
Real estate agents and brokers, with many state real estate commissions requiring E&O coverage as a licensing condition
Insurance agents and brokers, who are required in many states to carry their own errors and omissions coverage
Mental health counselors, licensed clinical social workers, and psychologists in states that require it for licensure
Pharmacists and certain allied health professionals whose licensing boards have adopted coverage requirements
Contractors and construction managers working on publicly funded projects, where proof of professional liability coverage is frequently a bid requirement

The common thread running through all of these is that the higher the stakes of professional advice or services — particularly when errors could cause significant financial harm or physical harm to clients — the more likely regulators have stepped in to require protection.

When Clients and Contracts Create Mandatory Coverage Requirements

Even in professions where no state law or licensing board demands professional liability insurance, the requirement can come from an entirely different direction: your clients themselves. Contractual requirements have become one of the most powerful forces driving professional liability coverage across a wide range of industries.

Large corporations, government agencies, hospitals, universities, and other institutional clients routinely include insurance requirements in their vendor agreements and service contracts. If you want the contract, you need the coverage — full stop. This is particularly common in the technology and IT consulting sectors, management consulting, staffing and human resources consulting, and marketing and advertising services. None of these industries have universal regulatory mandates for professional liability insurance, but the contract-driven requirement achieves the same practical result.

Technology companies, for example, often find that enterprise clients or government customers require them to carry errors and omissions coverage with specific per-occurrence and aggregate limits before a contract will be signed. A software developer or IT consultant who lacks this coverage may lose significant business opportunities simply because they cannot satisfy the client's insurance requirements section. In this environment, coverage is effectively mandatory if you want access to certain markets.

Freelancers and independent contractors are increasingly encountering this reality as well. Platforms, agencies, and corporate clients that engage freelance professionals in fields ranging from consulting and writing to graphic design and business analysis are starting to require proof of E&O coverage as part of their onboarding process. Even if your profession imposes no regulatory requirement, your ability to compete and win work may depend on carrying appropriate professional liability insurance.

Professions Where Coverage Is Highly Recommended but Not Legally Required

There is a broad middle ground of professions where professional liability insurance is not legally mandated but where the exposure to liability claims is substantial enough that going without it represents a serious financial risk. For these professionals, the question of whether coverage is required may be technically answered with a "no," but the smarter question to ask is whether they can afford not to have it.

Marketing consultants, business coaches, financial planners who are not registered investment advisors, HR consultants, event planners, and countless other service professionals fall into this category. These are fields where a client who is unhappy with outcomes — regardless of whether the professional actually did anything wrong — can file a lawsuit that costs tens of thousands of dollars to defend even before any settlement or judgment enters the picture. Without professional liability insurance, those legal costs fall entirely on the professional's own shoulders.

It is also worth noting that general liability insurance, which many businesses carry as a baseline, does not cover professional liability claims. A general liability policy is built to respond to slip-and-fall accidents, property damage, and similar physical incidents. It does not respond when a client claims your advice caused them a financial loss or that your professional services fell below the standard of care. This distinction is critical and frequently misunderstood by business owners who assume their commercial general liability policy has them fully covered.

The reality is that any professional who charges fees for advice, expertise, or specialized services has a professional liability exposure. The size of that exposure depends on the nature of the services, the sophistication of the clients, the dollar values at stake, and many other factors — but the exposure is always there. For professional liability insurance to do its job, it needs to be in place before a claim arises, not purchased in response to one.

What to Consider When Evaluating Your Own Coverage Obligations and Needs

Determining whether professional liability insurance is mandatory for your specific profession requires looking at several distinct sources of requirements at the same time. Treating this as a checklist rather than a single question will give you a much clearer picture of where you stand.

Start with your state's licensing board or regulatory authority. If your profession requires a license to practice, the governing board's website and licensing statutes should spell out any insurance requirements tied to that license. Some boards publish explicit minimum coverage limits; others simply note that coverage is required without specifying amounts. When in doubt, contact the licensing authority directly for clarification.

Next, review your professional association's guidelines. National and state-level associations in fields like accounting, law, architecture, engineering, counseling, and financial planning often provide resources that outline coverage expectations and, in some cases, offer group purchasing programs for members. These associations stay current on regulatory changes and can be an excellent source of guidance.

Then examine your contracts. Review any existing client agreements, master services agreements, or vendor contracts to identify any insurance requirements already embedded in those documents. If your contracts require coverage and you are not carrying it, you may already be in breach of those agreements.

Finally, think about your risk profile honestly. Consider these factors:

How significant is the financial impact if a client suffers a loss and attributes it to your services?
How litigious is your industry or client base?
Do you work with clients who have in-house legal teams that routinely pursue claims?
Are you a solo practitioner or part of a larger firm with its own coverage that may or may not extend to your individual work?
Do you have the personal financial resources to defend a lawsuit and satisfy a judgment without insurance?
Are you planning to grow your client base to include larger enterprise or government clients in the near future?

When you walk through these considerations carefully, most professionals discover that the case for carrying robust professional liability insurance is far stronger than they initially assumed — whether or not a regulatory body has made it technically mandatory.

Coverage limits, deductibles, retroactive dates, and the distinction between claims-made and occurrence-based policies are all important elements of a professional liability program that deserve careful attention. A claims-made policy, which is the most common form for professional liability coverage, only responds to claims made during the active policy period. This means that if you allow coverage to lapse, you could be exposed for work you did years ago with no protection in place. Extended reporting period endorsements, often called tail coverage, become essential in scenarios involving retirement, a change of insurers, or closing a practice.

These details matter enormously, and getting them right is precisely where working with an experienced insurance advisor makes a meaningful difference. The wrong policy structure can leave dangerous gaps even when a policy is technically in force.

How Combs and Company Can Help You Navigate Professional Liability Requirements

At Combs & Company, protecting professionals, their services, their advice, and their reputations is core to what the team does. Whether you are a licensed professional operating in a highly regulated field or a consultant building your client roster and navigating contract requirements for the first time, understanding and securing the right professional liability coverage is a conversation worth having now — before a claim forces the issue.

The landscape of professional liability requirements shifts as regulatory bodies update their rules, as clients raise their standards, and as courts expand the circumstances under which professionals can be held liable. Staying ahead of that landscape requires working with insurance professionals who follow these changes closely and can translate them into practical guidance for your specific situation.

If you are uncertain whether your profession requires professional liability insurance, what limits are appropriate for your practice, or whether your current coverage has gaps you are not aware of, reach out to the team at Combs & Company. The right coverage does more than satisfy a legal or contractual requirement — it protects the business you have built, the clients you serve, and the professional reputation you have spent years earning. This summer is an excellent time to review your coverage and ensure you are entering the second half of the year fully protected.

Do not wait for a client dispute to discover that your coverage was inadequate or nonexistent. Take the proactive step of connecting with Combs & Company today to discuss your professional liability insurance needs and get the protection your practice deserves.

Why Companies Need Professional Indemnity and Bond Insurance

Fri, 31 Jul 2026 15:00:25 GMT

Running a business in today's environment means navigating an increasingly complex landscape of risk. Whether you are a solo consultant, a growing contractor, or a mid-sized firm with dozens of employees, the possibility of a costly claim, a contractual dispute, or an act of employee dishonesty is never far away. Many business owners invest heavily in general liability coverage and property insurance, yet they overlook two critically important forms of protection: professional indemnity insurance and bond insurance. Understanding why companies need professional indemnity and bond insurance is not just a matter of financial literacy — it is a matter of business survival.

This summer, as businesses push to close new contracts, take on larger projects, and expand into new service territories, the stakes are higher than ever. A single uncovered claim can undo years of hard work, damage your reputation, and expose your personal assets to liability. That is why working with an experienced commercial insurance partner like Combs & Company to evaluate your professional indemnity and bond insurance needs is one of the most strategic decisions a business owner can make.

What Professional Indemnity Insurance Actually Covers

Professional indemnity insurance — sometimes referred to as errors and omissions (E&O) insurance — is designed to protect businesses and individuals who provide professional services or advice. If a client claims that your work, your guidance, or your deliverable caused them financial harm, this type of coverage steps in to help cover the cost of your legal defense and any resulting damages or settlements.

Think about the wide variety of professionals who rely on their expertise to serve clients: accountants, architects, engineers, IT consultants, marketing agencies, financial advisors, lawyers, healthcare providers, and management consultants, to name just a few. In each of these fields, there is a direct line of trust between the service provider and the client. That trust creates legal exposure. Even when a professional has done everything correctly, a dissatisfied client may still file a claim alleging that a mistake, oversight, or miscommunication led to a financial loss. Defending against such claims, even when they are completely unfounded, can cost tens of thousands of dollars in legal fees alone.

Professional indemnity insurance helps cover costs associated with negligence claims, breach of professional duty, errors or omissions in services provided, copyright infringement in certain contexts, and misrepresentation. It is worth noting that this coverage is typically claims-made, meaning it responds to claims filed during the active policy period. This makes it especially important to maintain continuous coverage and to discuss the specifics of your policy terms with a knowledgeable insurance advisor.

One of the most common misconceptions is that only large firms or highly regulated industries need professional indemnity coverage. The reality is that any business providing a service or advice — regardless of size — can face a professional liability claim. A small graphic design firm can be sued for delivering a logo that a client claims was not original. A freelance financial consultant can face allegations of providing advice that led to a poor investment decision. Even if you win the case, the financial and reputational cost of the defense can be devastating without proper coverage in place.

Understanding Bond Insurance and Why It Matters for Business Integrity

While professional indemnity insurance protects you from claims arising out of your services, bond insurance — commonly referred to as surety bonds or fidelity bonds — serves a different but equally important purpose. Bonds are essentially a three-party agreement involving the principal (your business), the obligee (the party requiring the bond, often a client or government entity), and the surety company (the insurer providing the bond). Bonds provide a financial guarantee that your business will fulfill its contractual obligations or, in the case of fidelity bonds, that your clients or business will be protected against dishonest acts by employees.

There are several types of bonds that businesses commonly use. Contractor license bonds are required in many states before a contractor can legally operate. Performance bonds guarantee that a business will complete a project according to the terms of its contract. Payment bonds ensure that subcontractors and suppliers are paid, protecting project owners from mechanic's liens and unpaid obligations. Fidelity bonds, on the other hand, protect businesses from losses caused by employee theft or fraud. Each of these serves a distinct purpose, and many businesses require more than one type.

The importance of bond insurance extends beyond regulatory compliance. Many clients — particularly government agencies, large corporations, and institutional buyers — will not enter into contracts with businesses that cannot provide proof of bonding. Being bonded signals financial stability, trustworthiness, and professionalism. It communicates to clients that if something goes wrong, there is a mechanism in place to make them whole. In highly competitive industries such as construction, staffing, financial services, and government contracting, being bonded can be the difference between winning and losing a bid.

Contractor license bonds ensure compliance with state and local licensing requirements.
Performance bonds provide clients with assurance that projects will be completed as promised.
Payment bonds protect subcontractors, laborers, and suppliers from non-payment.
Fidelity bonds protect businesses from losses resulting from employee dishonesty or theft.
Court bonds and fiduciary bonds serve specific legal and financial obligations in judicial or estate-related matters.

It is also important to understand that bonds and insurance, while related, are not the same thing. Insurance is a two-party contract where the insurer agrees to absorb certain losses. Bonds are three-party agreements where the surety company is guaranteeing your performance to a third party. If a bond claim is paid out, the surety company typically has the right to seek reimbursement from your business. This distinction matters when evaluating your overall risk management strategy.

The Real Business Risks of Going Without These Coverages

Some business owners delay purchasing professional indemnity or bond insurance because they believe their work is too straightforward to generate a claim, or they assume that contracts and waivers will protect them. Unfortunately, this thinking is one of the most expensive mistakes a business owner can make. The reality of business risk does not discriminate based on the simplicity of your services or the quality of your intentions.

Consider the downstream impact of a single uninsured professional liability claim. If a client alleges that your advice or service caused them to lose a significant amount of money, they may pursue litigation. Without professional indemnity insurance, your business is responsible for hiring legal representation, paying court costs, covering any settlements or judgments, and managing the operational disruption that comes with an active lawsuit. For many small and mid-sized businesses, this kind of exposure can force closures, personal asset liquidation, or bankruptcy.

The risks associated with not having proper bond insurance are similarly severe. If your business is in an industry that requires licensing bonds and you are operating without them, you may be subject to fines, license revocation, or the inability to bid on certain contracts. If you are a contractor without a performance bond and you fail to complete a project on time or on spec, your client could pursue legal remedies against you with no backstop in place. If you have employees who handle cash, customer funds, or sensitive financial data and you lack fidelity bond coverage, a single incident of employee theft could result in substantial unrecovered losses.

It is also worth considering reputational risk. In the digital age, a business dispute that ends in litigation or a failed project can quickly become public knowledge. The reputational damage from an unresolved claim can be far more lasting than the financial cost. Having proper coverage demonstrates to clients, partners, and the market that your business is responsibly managed and financially sound.

Legal defense costs for professional liability claims can reach tens of thousands of dollars even before a settlement.
Operating without required license bonds can result in penalties, fines, and loss of operating authority.
Uninsured employee theft or fraud can devastate cash flow and client relationships.
A lack of bonding can disqualify your business from lucrative government and institutional contracts.
Reputational damage from unresolved claims or failed obligations can outlast the financial impact.

How to Evaluate the Right Coverage for Your Business

Determining the right combination of professional indemnity and bond insurance requires a thorough assessment of your business's specific risks, the industries you serve, the types of contracts you enter into, and the regulatory requirements in your state or jurisdiction. This is not a one-size-fits-all situation, and the guidance of an experienced commercial insurance advisor is invaluable in building a coverage strategy that truly fits your needs.

Start by identifying the nature of the services you provide. If your work involves giving advice, creating deliverables, or managing client outcomes, professional indemnity insurance should be considered a non-negotiable part of your risk management portfolio. The policy limits you choose should reflect the scale of the projects you undertake and the potential financial exposure your clients might face if something goes wrong.

Next, evaluate your contractual obligations. Review the contracts you have signed or plan to sign and identify whether any of them require you to be bonded. Many commercial contracts — particularly in construction, government services, and financial management — include explicit bonding requirements. If you are pursuing growth in any of these areas this year, getting properly bonded is often a prerequisite to closing new business.

You should also consider the internal controls and people within your business. If you have employees who handle financial transactions, customer funds, or proprietary information, a fidelity bond provides an important layer of protection that general liability insurance typically does not offer. Even businesses with strong internal controls and trusted teams can benefit from this coverage, because no organization is completely immune to the risk of dishonest behavior.

When working with an insurance advisor, be transparent about your business model, your revenue, your clients, and your risk appetite. The more your advisor understands about your operations, the better they can tailor a coverage package that protects you without unnecessary gaps or redundancies. At Combs & Company, the team specializes in helping businesses understand and navigate commercial insurance needs, including professional indemnity and bond insurance, so that you can focus on growing your business with confidence.

It is also worth reviewing your coverage annually. As your business grows, takes on new types of clients, expands into new geographies, or adds services, your insurance needs evolve. What was adequate coverage two years ago may no longer reflect your actual risk exposure today. A proactive annual review ensures your coverage keeps pace with your growth.

Businesses that prioritize comprehensive insurance coverage tend to be more resilient. They recover from setbacks more quickly, maintain stronger client relationships, and are better positioned to compete for high-value contracts. Professional indemnity and bond insurance are not simply protective measures — they are strategic business tools that signal stability, professionalism, and accountability to every client, partner, and stakeholder you work with.

If your business does not yet have professional indemnity coverage, lacks the bonding required to compete in your target market, or if you simply have not reviewed your commercial insurance portfolio recently, now is the time to act. The team at Combs & Company is ready to help you assess your current exposure, identify gaps in your coverage, and put a comprehensive protection strategy in place. Do not wait for a claim or a lost contract to discover what your coverage is missing — reach out to Combs & Company today and make sure your business is properly protected for whatever comes next.

How to Recover from a Data Breach in a Business Environment

Thu, 30 Jul 2026 15:00:17 GMT

Discovering that your business has suffered a data breach is one of the most jarring experiences a company can face. In the span of hours, years of customer trust, carefully built brand reputation, and sensitive business data can be compromised. The initial shock is understandable, but how your organization responds in the hours, days, and weeks that follow makes all the difference. Whether you run a small retail operation, a growing healthcare practice, or a mid-sized financial services firm, knowing exactly how to recover from a data breach in a business environment is no longer optional knowledge — it is a core business competency.

Data breaches have become increasingly common across industries of all sizes. Cybercriminals are no longer just targeting large enterprises. Small and medium-sized businesses are frequently in the crosshairs precisely because they often lack the layered security infrastructure of larger corporations. A single phishing email, a misconfigured cloud storage bucket, or an unpatched software vulnerability can open the door to catastrophic data loss. When a breach occurs, the consequences ripple outward — affecting customers, employees, vendors, and the long-term financial health of the organization. Understanding the recovery process is the first step toward regaining control.

The First 24 Hours: Immediate Steps to Contain the Damage

When a data breach is discovered, time is your most critical resource. The longer unauthorized access continues, the more data is at risk and the more difficult recovery becomes. Your very first priority should be containment — stopping the bleeding before you can assess the wound. This means isolating the affected systems from the rest of your network as quickly as possible. If specific servers, workstations, or accounts have been compromised, take them offline immediately while keeping other systems operational where possible to minimize business disruption.

At the same time, your IT team or an external cybersecurity incident response firm should begin a forensic investigation. This means preserving system logs, capturing forensic images of affected devices, and documenting everything observed. Avoid the temptation to wipe or rebuild compromised systems too quickly — doing so can destroy critical forensic evidence that may be needed for legal proceedings, regulatory investigations, or insurance claims down the line.

It is also essential to change access credentials across your environment during this containment phase. Compromised passwords should be reset immediately, multi-factor authentication should be enforced where it was not already in place, and all administrative accounts should be audited. Your team should document every action taken with timestamps, creating a clear incident log that will prove invaluable in the weeks ahead. Throughout all of this, loop in your legal counsel early. Many jurisdictions have mandatory breach notification timelines that begin ticking from the moment a breach is discovered, and your attorneys need time to guide the response appropriately.

Assessing the Scope and Notifying the Right Parties

Once immediate containment is underway, the next critical phase is a thorough assessment of what was actually compromised. This investigation should answer several key questions: What data was accessed or exfiltrated? Whose information was involved — customers, employees, vendors? How did the attackers gain entry, and how long did they have access? Were any financial systems, intellectual property repositories, or healthcare records touched? The answers to these questions will determine your legal obligations, the scope of your notification duties, and the depth of your remediation effort.

Breach notification is not just a courtesy — in many cases it is a legal requirement. In the United States, most states have data breach notification laws that require businesses to notify affected individuals within a specific timeframe once a breach is confirmed. If your business handles protected health information, HIPAA imposes its own notification requirements. If you process payment card data, PCI DSS standards come into play. Businesses operating in Europe or serving European customers must comply with GDPR notification rules, which can require notifying regulators within 72 hours of discovering a breach.

Beyond legal obligations, timely and transparent communication with affected parties is a strategic decision. Customers who receive a clear, honest notification — one that explains what happened, what information was involved, what steps the company is taking, and what affected individuals can do to protect themselves — tend to respond with more measured concern than those who learn about a breach through news reports or third parties. Notification letters should be reviewed by legal counsel before going out, should avoid unnecessary technical jargon, and should include actionable guidance such as instructions to monitor credit reports, freeze credit if appropriate, or watch for phishing attempts using the compromised information.

Regulators, law enforcement, and industry bodies may also need to be notified depending on your sector. The FBI's Internet Crime Complaint Center (IC3) accepts breach reports and can sometimes assist with investigations. Notifying law enforcement does not mean a public announcement — it opens a channel for investigative support that could help identify the responsible parties.

Rebuilding Systems and Strengthening Your Defenses

After containment and notification are underway, the focus shifts to remediation and recovery. This is where your organization begins the work of restoring systems, closing vulnerabilities, and reinforcing defenses to prevent a repeat incident. Start with a clean rebuild of any compromised systems using verified, clean backups. Before restoring from backup, confirm that the backup data itself has not been corrupted or compromised by the attack — some sophisticated attackers deliberately corrupt backup systems to complicate recovery.

The root cause of the breach must be fully understood and addressed before systems are brought back online. If attackers entered through a phishing email, enhanced email filtering and mandatory employee training should be implemented. If entry was gained through an unpatched vulnerability, a patch management process needs to be established or overhauled. If stolen credentials were the culprit, an enterprise-wide password policy review and multi-factor authentication rollout should follow immediately. Rebuilding without fixing the underlying vulnerability simply sets the stage for another breach.

This recovery phase is also an opportunity to conduct a broader security assessment of your entire environment. Many businesses discover during breach investigations that they had multiple vulnerabilities beyond the one that was exploited. A penetration test performed by a reputable third-party cybersecurity firm can reveal weaknesses in your network architecture, application security, access controls, and employee practices. The findings from this assessment should feed directly into an updated security roadmap with clear timelines and ownership.

Implement network segmentation to limit lateral movement if a future attack occurs
Deploy endpoint detection and response (EDR) tools across all company devices
Establish or strengthen a Security Information and Event Management (SIEM) system for real-time threat monitoring
Enforce least-privilege access principles across all user accounts and applications
Conduct regular employee security awareness training, including phishing simulations
Create or update an Incident Response Plan so your team is prepared to act swiftly if another breach occurs
Establish a regular vulnerability scanning and patch management schedule
Review third-party vendor access to your systems and data, as supply chain vulnerabilities are increasingly common attack vectors

Employee training deserves special emphasis because human error remains one of the most common contributing factors in data breaches. Even technically sophisticated organizations can be undermined by a single employee who clicks a malicious link or shares credentials with a fraudulent caller. Regular training, simulated phishing campaigns, and clear internal reporting procedures for suspicious activity build a culture of security awareness that becomes one of your most effective defenses.

Managing the Financial and Reputational Fallout

The financial impact of a data breach extends well beyond the immediate cost of incident response. Businesses often face regulatory fines, legal fees from class action or individual lawsuits, costs associated with notifying affected individuals, expenses for credit monitoring services offered to customers, lost business revenue during system downtime, and the longer-term cost of customer attrition as trust erodes. For many small and medium-sized businesses, these cumulative costs can be genuinely existential if adequate protection is not in place.

This is precisely where cyber liability insurance becomes a critical component of any responsible business risk management strategy. Cyber liability insurance is designed to help businesses manage the financial fallout of a data breach or cyberattack. Depending on the policy, coverage can include costs for forensic investigation, legal counsel, breach notification, public relations support, regulatory defense, business interruption losses, and even extortion payments if ransomware is involved. Having the right coverage in place before an incident occurs can mean the difference between a painful but survivable event and a catastrophic financial blow.

At Combs and Company , the team works with businesses to evaluate cyber liability insurance options that reflect the actual risk profile of the organization. Not every policy is created equal, and the coverage details matter enormously when a real incident occurs. Understanding policy limits, exclusions, retroactive dates, and the claims process before you ever need to file a claim is essential. An experienced insurance advisor can help you identify gaps in your current coverage and ensure that you are positioned to access resources quickly when time is of the essence.

Reputational recovery is a parallel process that demands equal attention. After a breach, customers, partners, and prospects will form opinions about your company based largely on how you responded. Organizations that communicate proactively, take visible steps to improve security, and demonstrate genuine accountability tend to rebuild trust more effectively than those that minimize the incident, go silent, or appear evasive. Consider engaging a public relations firm with experience in crisis communications to help craft messaging that is accurate, empathetic, and forward-looking. Update your website and social channels with factual information as the investigation progresses. Be available for media inquiries and handle them with transparency rather than defensiveness.

Internally, acknowledge the breach with your team honestly and constructively. Employees need to understand what happened, what the company is doing about it, and what their role is in preventing future incidents. A blame-focused internal response creates fear and discourages the kind of transparent reporting that is essential for catching future threats early. A solution-focused response builds cohesion and reinforces a culture of shared responsibility for security.

Building Long-Term Resilience After a Data Breach

True recovery from a data breach is not complete when the immediate crisis is resolved. The most resilient organizations use a breach experience as a catalyst for lasting improvement — transforming a painful incident into a foundation for stronger business practices. This long-term resilience is built through sustained investment in people, technology, process, and financial protection.

Document the lessons learned from the breach in a formal after-action report. This document should capture the timeline of the incident, how it was discovered, how the response unfolded, what worked, what did not, and what specific changes are being made as a result. This report becomes a reference point for future planning and demonstrates to regulators, insurers, and business partners that your organization takes security seriously as an ongoing commitment rather than a reactive exercise.

Review and update your Incident Response Plan at least annually, and after any significant changes to your technology environment, business structure, or threat landscape. Conduct tabletop exercises that simulate breach scenarios so your leadership team and technical staff are practiced in executing the plan under pressure. Test your backup and disaster recovery procedures regularly to ensure that your recovery time objectives are actually achievable. The businesses that recover most effectively from data breaches are invariably those that had invested in preparation before the crisis struck.

Consider also the strategic value of building a relationship with a trusted cybersecurity firm that can provide ongoing monitoring, vulnerability assessments, and rapid response support. Retainer agreements with incident response providers mean you have expert help on call when you need it most, rather than scrambling to find and vet a vendor in the middle of a crisis. Similarly, work with a knowledgeable insurance advisor to review your cyber liability coverage annually as your business grows and your risk profile evolves.

Summer is a particularly relevant time to revisit your business continuity and cybersecurity posture. With employees taking vacations, reduced staffing levels, and increased reliance on remote work during warmer months, businesses can inadvertently lower their guard at exactly the wrong time. Seasonal shifts in operations can create new vulnerabilities — from unsecured home networks to delayed patch updates when IT staff are out of office. Use this time of year as a prompt to confirm that your defenses are current, your team is trained, and your financial protection is in place.

Recovering from a data breach in a business environment is a complex, multi-phase process that demands both technical expertise and strategic leadership. It requires rapid action in the immediate aftermath, clear and compliant communication with affected parties, thorough remediation of vulnerabilities, and sustained investment in the people and tools that keep your organization secure. Most importantly, it requires the right financial safety net to absorb the costs that even the best-prepared organizations can face when a breach occurs.

If your business does not yet have a cyber liability insurance policy — or if you have a policy but are not confident it truly reflects your current risk exposure — now is the time to have that conversation. Reach out to the team at Combs and Company to discuss your options and build a protection strategy that keeps your business secure, compliant, and positioned to recover quickly if the unthinkable happens.

What to Consider When Selecting Health Coverage for a Diverse Workforce

Wed, 29 Jul 2026 15:01:26 GMT

Building a benefits strategy that genuinely serves every member of your team is one of the most meaningful investments an employer can make. Yet when your workforce reflects a rich mix of ages, family structures, cultural backgrounds, income levels, and health needs, choosing the right health coverage becomes a significantly more complex undertaking than simply picking a plan from a carrier catalog. A one-size-fits-all approach may check a compliance box, but it rarely meets the real-world needs of a modern, diverse workforce. This summer, as many organizations enter open enrollment planning cycles and mid-year HR strategy reviews, there has never been a better time to take a thoughtful, comprehensive look at how your group health insurance decisions affect every individual on your payroll.

The stakes are high on both sides of the employer-employee relationship. Employees who feel their health needs are acknowledged and covered are more productive, more loyal, and more engaged. Employers who invest in meaningful, well-structured benefits consistently see stronger recruitment outcomes and lower turnover costs. But achieving that balance requires asking the right questions from the very beginning of the benefits selection process. What does your workforce actually look like? Whose needs are currently being underserved? What gaps exist in your current plan? And how do you build a package that is both financially sustainable for the company and genuinely valuable to the people who depend on it every day?

At Combs & Company , we work with organizations of all sizes to design customized medical benefit packages that align with their culture, goals, and budgets. The guidance below reflects the core considerations every employer should work through when selecting health coverage for a workforce that is anything but uniform.

Understanding the Composition and Needs of Your Workforce

Before evaluating a single carrier or comparing premium costs, the most important step is developing a clear, honest picture of who makes up your workforce. A technology firm with a largely young, single workforce has fundamentally different healthcare utilization patterns than a manufacturing company with employees ranging from recent graduates to workers nearing retirement. A retail organization with part-time workers and fluctuating schedules faces different eligibility and affordability challenges than a professional services firm with salaried full-time employees. These distinctions matter enormously when designing a plan that will actually be used and valued.

Start by gathering demographic and workforce data that can inform your benefits decisions. Consider the following dimensions of workforce diversity that directly influence healthcare needs:

Age range: Younger employees may prioritize lower premiums and access to mental health services, while older employees often place greater value on robust specialist coverage, prescription drug benefits, and chronic condition management programs.
Family and dependent status: Employees with young children need strong pediatric coverage, maternity and parental benefits, and access to family practitioners. Single employees without dependents may prefer lower-cost individual plans with high deductibles paired with health savings accounts.
Income levels: Employees earning lower wages are often more sensitive to out-of-pocket costs, copays, and deductibles. A plan with a low premium but a high deductible can create genuine financial hardship for hourly workers, even if it appears affordable on paper.
Cultural and linguistic backgrounds: Employees from different cultural backgrounds may have varying comfort levels with certain types of care, different approaches to preventive medicine, and language access needs that affect whether they actually engage with their coverage.
Remote and geographic distribution: A workforce spread across multiple states or regions needs a plan with provider networks that are accessible and broad enough to serve employees wherever they live and work.
Health status and chronic conditions: While employers are limited by privacy laws in what they can know about individual health status, aggregate data and plan utilization reports can reveal whether your current coverage is meeting needs related to chronic conditions, mental health, or specialty care.

Taking the time to understand these dimensions before entering any benefits conversation will significantly sharpen your decision-making and help you avoid the common mistake of selecting coverage that looks good on a summary sheet but fails your employees in practice.

Evaluating Plan Types and Coverage Structures for Flexibility

Once you understand the composition of your workforce, the next critical consideration is which plan structures and coverage types will give the broadest number of employees genuine access to quality care. The market offers several primary plan types, and each carries trade-offs that make it more or less appropriate depending on your team's profile.

Health Maintenance Organization plans, commonly known as HMOs, tend to offer lower monthly premiums in exchange for a more restricted provider network and the requirement that employees choose a primary care physician who manages referrals. These plans can work well for employees who live and work in a concentrated geographic area and who prioritize predictable costs. However, for a geographically dispersed workforce or for employees who already have established relationships with specialists outside a given network, an HMO can feel limiting and create barriers to care.

Preferred Provider Organization plans, or PPOs, offer more flexibility in choosing providers and do not require referrals to see specialists. They typically carry higher premiums, but for a diverse workforce with varied healthcare relationships and needs, the flexibility they provide can be worth the cost. Employees with ongoing specialist care or those who travel frequently often find PPOs significantly more usable.

High Deductible Health Plans paired with Health Savings Accounts, known as HDHPs with HSAs, have grown in popularity because they shift more cost control to employees while reducing employer premium contributions. For younger, healthier employees who rarely use medical services, these plans can be financially advantageous. But for employees managing chronic conditions, caring for children, or living paycheck to paycheck, a high deductible can create a real and dangerous barrier to seeking timely care. If an HDHP is part of your strategy, it should be paired with meaningful employer contributions to the HSA to offset the financial risk.

Many organizations serving diverse workforces find that offering two or more plan tiers is the most equitable approach. Giving employees the choice between a lower-premium, higher-deductible option and a richer, more comprehensive plan allows individuals to make decisions that reflect their own financial and health situations. When combined with strong employee education and decision-support tools, a tiered approach can dramatically increase plan satisfaction across a varied employee base.

Prioritizing Mental Health, Preventive Care, and Inclusive Benefits

Any meaningful conversation about health coverage for a diverse workforce must include a serious look at mental and behavioral health benefits. Mental health conditions are among the most common and most underdiscussed health challenges in the workplace. Employees managing depression, anxiety, substance use disorders, or the compounding effects of financial stress, caregiving responsibilities, and workplace pressure need coverage that makes mental health support genuinely accessible, not just technically available.

When evaluating mental health coverage, look beyond whether a plan simply lists behavioral health as a covered category. Ask how many in-network mental health providers are available in the areas where your employees live. Examine the cost-sharing structure: are mental health visits subject to the same copays and deductibles as primary care visits, or are there significant financial barriers that would discourage employees from seeking help? Consider whether the plan includes access to virtual or telehealth mental health services, which have become an important access point for employees in rural areas or those with scheduling constraints.

Preventive care is another area where plan design has an outsized impact on a diverse workforce. Coverage for preventive screenings, vaccines, and wellness visits without cost sharing is now a baseline expectation, but the range of preventive services that different employees need varies considerably. Women's preventive health services, screenings relevant to specific age groups, and culturally appropriate health education resources all play a role in whether employees actually engage with preventive care.

Inclusive benefits have also moved to the forefront of benefits strategy conversations. Organizations serious about diversity and inclusion are increasingly examining whether their health plans cover services that are relevant to all employees, including family planning, fertility treatments, pregnancy and postpartum care, gender-affirming care, and support for employees with disabilities. These are no longer niche considerations — they are meaningful signals to your workforce about whether the company genuinely values and respects the full range of human experiences on your team.

Balancing Cost, Compliance, and Long-Term Plan Sustainability

Even the most thoughtfully designed health benefits strategy must be financially sustainable. Employer healthcare costs represent a significant and growing line item for businesses of every size, and striking the right balance between rich coverage and manageable expense requires careful analysis and ongoing attention. The goal is not to find the cheapest plan, but to find the plan that delivers the greatest real value per dollar invested, both for the company and for employees.

Cost-sharing design, meaning how premium costs, deductibles, copays, and out-of-pocket maximums are structured and split between employer and employee, is one of the most consequential decisions in the benefits selection process. For a diverse workforce with varying income levels, the way these costs are distributed can mean the difference between a plan that employees actually use and one they avoid because it feels financially out of reach. Employers should model the total employee cost burden under different plan scenarios before making final decisions, paying particular attention to how lower-wage employees would experience the plan in practice.

Compliance is a non-negotiable dimension of any group health insurance strategy. The Affordable Care Act imposes specific requirements on applicable large employers, including coverage mandates, minimum value standards, and affordability thresholds. State laws add additional layers of requirements that vary depending on where your employees are located. Navigating these requirements without expert guidance creates real legal and financial exposure, which is why working with a knowledgeable broker or benefits advisor is not a luxury but a practical necessity.

Long-term sustainability also means thinking beyond this year's renewal. Regularly reviewing plan utilization data, soliciting employee feedback through surveys or focus groups, and working with your broker to monitor market changes are all habits that help organizations stay ahead of rising costs and shifting employee needs. The best benefits programs are not static — they evolve as the workforce evolves.

Beyond core medical coverage, a truly comprehensive strategy for a diverse workforce often incorporates complementary benefits that address the full spectrum of employee wellbeing. Dental and vision coverage, short-term and long-term disability insurance, voluntary benefits that employees can elect based on their individual circumstances, and even international travel insurance for globally mobile team members all contribute to a benefits ecosystem that says, clearly and consistently, that the organization sees and supports the whole employee. Combs & Company works with employers to design exactly this kind of integrated, thoughtful approach — assessing current benefit structures, comparing top carriers and plan options for cost-effectiveness, educating HR teams and employees about plan details, and managing renewals and ongoing plan optimization as a dedicated partner.

Selecting health coverage for a diverse workforce is never a simple task, but it is one of the most impactful decisions a company makes. When done well, it strengthens culture, reduces turnover, improves productivity, and sends a powerful message about organizational values. When done poorly, it erodes trust and leaves employees feeling unseen. The difference between those two outcomes often comes down to the quality of the guidance and the depth of the analysis brought to the process.

If your organization is ready to take a more strategic, inclusive approach to group health insurance, the team at Combs & Company is here to help. From assessing your current coverage to designing a customized plan that truly serves every member of your workforce, we bring the expertise, carrier relationships, and genuine commitment to partnership that complex benefits decisions require. Reach out today to schedule a discovery call and take the first step toward a benefits strategy as diverse and dynamic as your team.

Why Private Aircraft Owners Need Medical Payment Coverage

Tue, 28 Jul 2026 15:00:16 GMT

Owning a private aircraft is one of the most rewarding expressions of freedom and achievement. Whether you fly for business, leisure, or both, the ability to take to the skies on your own schedule represents a significant investment — not just financially, but emotionally. Yet with that investment comes a layer of responsibility that many aircraft owners underestimate until something goes wrong. One of the most overlooked components of a comprehensive aviation insurance policy is medical payment coverage, and understanding why private aircraft owners need this protection could be the difference between a manageable incident and a devastating financial crisis. At Combs & Company, we work with private aircraft owners to ensure their coverage reflects the real risks they face every time they climb into the cockpit.

Aviation is inherently dynamic, and even the most experienced pilots operating the most meticulously maintained aircraft encounter unexpected situations. An abrupt landing, unexpected turbulence, a mechanical issue at altitude, or an accident on the tarmac can result in injuries to passengers, crew, or even bystanders. When those injuries occur, the medical bills follow almost immediately — and they can be substantial. Medical payment coverage, often referred to as "med-pay" in aviation insurance circles, is specifically designed to address these costs directly, quickly, and without the delays that come with fault-based liability disputes. Before we explore the full scope of why this coverage matters, it helps to understand the broader landscape of risk that private aircraft owners navigate every single day.

The Unique Risk Environment of Private Aviation

Private aviation occupies a distinct risk category that differs significantly from commercial airline travel. Unlike commercial carriers that operate under strict federal oversight, with large crews, redundant systems, and institutional safety programs, private aircraft operations often involve a single pilot, smaller aircraft, and far more variable operating conditions. General aviation aircraft range from single-engine piston planes to turboprops and light jets, and they operate out of thousands of smaller airports and private airstrips that see far less regulatory scrutiny than major commercial hubs.

This doesn't mean private aviation is reckless — quite the opposite. Many private pilots are extraordinarily well-trained and safety-conscious. But the statistical reality is that general aviation accounts for the vast majority of aviation accidents in the United States when compared to commercial aviation. Weather decisions, pilot fatigue, mechanical issues, and the variety of terrain and airspace that private pilots encounter all contribute to a risk profile that demands serious insurance consideration. When an accident does occur in private aviation, the injured parties are almost always people who were directly in or near the aircraft — passengers who trusted the aircraft owner with their safety.

Summer flying, in particular, introduces its own set of hazards. Convective weather activity, afternoon thunderstorms, high density altitudes at mountainous airports, and increased air traffic as more pilots take advantage of the season all create conditions where even routine flights can become challenging. For private aircraft owners flying friends and family during vacation season, the passenger exposure is often at its highest precisely when the weather is most unpredictable. This makes summer an especially important time to review your aviation insurance policy and confirm that your medical payment coverage is in place and adequate.

What Medical Payment Coverage Actually Does for Aircraft Owners

Medical payment coverage in an aviation insurance policy is designed to pay for reasonable medical expenses incurred by passengers and, in many policies, the pilot as well, following an aircraft accident — regardless of who was at fault. This no-fault structure is one of its most important features. In the aftermath of any aviation incident, the last thing an aircraft owner wants is for injured passengers to be waiting on the outcome of a liability investigation before they can access funds for emergency care, surgery, hospitalization, or rehabilitation.

Without medical payment coverage, injured parties must either wait for liability coverage to respond — which requires establishing negligence — or pursue the aircraft owner directly through legal channels. Either path is slow, contentious, and damaging to relationships. Med-pay eliminates that friction by providing immediate, direct payment for covered medical expenses up to the policy limit, allowing injured passengers to receive care without delay and without the aircraft owner becoming an adversary in a legal dispute.

The types of expenses that medical payment coverage typically addresses include emergency medical treatment at the scene of an accident, ambulance and air medical transport, hospitalization and surgical procedures, physician and specialist fees, diagnostic imaging and laboratory costs, and in some cases, follow-up rehabilitation and physical therapy. Aviation accidents, even those that might seem minor at first glance, can result in injuries that require extensive treatment over weeks or months. A policy that covers only the immediate emergency room visit may leave significant gaps in protection for both the aircraft owner and the injured party.

Emergency trauma care and stabilization at the accident site
Ground ambulance and air medical evacuation transport
Hospital admission, surgery, and intensive care costs
Specialist consultations and follow-up physician appointments
Diagnostic imaging including X-rays, CT scans, and MRIs
Prescribed medications related to the covered injury
Physical therapy and rehabilitation services

It is also worth noting that medical payment coverage in aviation policies often extends to passengers regardless of whether they have their own health insurance. This is critically important because the aircraft owner is responsible for the safety of everyone on board, and a guest's personal insurance situation should never determine the quality or timeliness of care they receive after an accident aboard your aircraft.

How Med-Pay Interacts with Liability Coverage and Why Both Matter

Some private aircraft owners make the mistake of assuming that their liability coverage is sufficient and that medical payment coverage is therefore redundant. This misunderstanding can lead to serious financial exposure. Liability coverage and medical payment coverage serve fundamentally different purposes, and both are necessary components of a well-structured aviation insurance program.

Liability coverage responds when the aircraft owner is found legally responsible for causing injury or property damage to a third party. It pays for damages after negligence is established, and it also typically provides for legal defense costs if the aircraft owner is sued. This is essential coverage, but it is reactive by nature. The process of investigating an aviation accident, determining fault, and settling or litigating a claim can take months or even years. During that entire period, an injured passenger may be accumulating medical debt with no immediate source of payment.

Medical payment coverage steps in immediately, before any fault determination is made, to pay covered medical expenses directly. This not only helps the injured person but also demonstrates good faith on the part of the aircraft owner — which can actually reduce the likelihood of litigation. When passengers see that their immediate medical needs are being addressed without a legal battle, they are less likely to pursue aggressive legal action. In this way, med-pay can function as both a humanitarian measure and a practical liability mitigation tool.

Furthermore, liability coverage limits in aviation policies may face pressure from multiple claimants in a multi-passenger accident. If your aircraft carries four passengers and an accident results in serious injuries to all of them, your liability limits must stretch across all those claims simultaneously. Medical payment coverage can absorb a significant portion of the initial medical costs, reducing the pressure on your liability limits and preserving those limits for the larger damages that liability claims address — including pain and suffering, lost wages, and long-term disability.

Med-pay provides immediate, no-fault payment for medical expenses
Liability coverage requires fault determination before responding
Both coverages work together to provide comprehensive financial protection
Med-pay can reduce litigation risk by demonstrating good faith to injured parties
Having both protects your liability limits from being exhausted by initial medical costs

Choosing the Right Coverage Limits and Working with a Specialist

One of the most important decisions private aircraft owners face when structuring their med-pay coverage is selecting appropriate limits. Medical costs in the United States have risen dramatically over the past decade, and the expenses associated with serious traumatic injuries — which are not uncommon in aviation accidents — can escalate quickly into the hundreds of thousands of dollars per person. A med-pay limit that seemed generous when the policy was first written may be insufficient today, particularly for aircraft owners who regularly carry multiple passengers.

When evaluating your medical payment coverage limits, consider the types of trips you typically make, the number of passengers you routinely carry, and the nature of the destinations you fly to. If you frequently fly to remote locations where emergency medical resources are limited and air medical evacuation is likely to be required, your coverage needs are different than those of an owner who primarily makes short hops between well-served airports. Air medical transport alone can cost tens of thousands of dollars, and that single expense can consume a low med-pay limit before any other treatment costs are even considered.

It is also important to understand how your aviation med-pay coverage coordinates with other insurance programs, including your passengers' personal health insurance and any group health benefits they may carry. In some situations, aviation med-pay serves as a primary payer, while in others it is designed to supplement existing health coverage. Understanding this coordination is essential to ensuring that your policy actually performs the way you expect it to when a claim occurs.

This is precisely why working with an experienced aviation insurance specialist matters so much. Aviation insurance is a highly specialized field, and the nuances of how med-pay is structured, limited, and coordinated with other coverages vary significantly from one policy to the next. A generalist insurance agent who is not deeply familiar with aviation risks may not recognize gaps in your coverage until it is too late to address them. At Combs & Company , our team brings deep expertise in private aircraft insurance, helping aircraft owners navigate these complexities with confidence and clarity.

Beyond the technical details of policy structure, working with a specialist also means having an advocate in your corner when a claim occurs. Aviation accidents are stressful, disorienting events. Having an insurance partner who understands the claims process, knows how to communicate with adjusters and medical providers, and can guide you through the documentation requirements is invaluable. The goal is always to ensure that your coverage responds as intended, that your passengers receive the care they need, and that you as the aircraft owner are protected from the financial fallout that can otherwise accompany even a minor aviation incident.

Private aircraft owners invest enormously in their aircraft — in the purchase price, in maintenance, in avionics upgrades, in hangar costs, and in their own training and proficiency. It would be a significant oversight to make all of those investments and then leave one of the most accessible and important layers of financial protection — medical payment coverage — either absent from your policy or structured in a way that doesn't reflect the actual costs and risks involved. Taking the time to review your aviation insurance program thoroughly, ideally before summer flying season reaches its peak, is one of the most responsible decisions you can make as a private aircraft owner.

If you are ready to review your current aviation insurance program or explore your options for the first time, the team at Combs & Company is here to help. We specialize in building comprehensive, customized insurance solutions for private aircraft owners, and we understand the unique exposures you face every time you take to the skies. Reach out to us today and let us help you ensure that your coverage is as reliable as the aircraft you fly.

Tips for Evaluating Insurance Needs for Growing Businesses

Mon, 27 Jul 2026 15:01:34 GMT

Running a growing business is one of the most exciting journeys an entrepreneur can take. New clients are coming through the door, your team is expanding, your revenue is climbing, and the future looks bright. But with growth comes complexity — and with complexity comes risk. One of the most overlooked aspects of scaling a business is making sure your insurance coverage keeps pace with your expanding operations. Too many business owners set up a basic policy when they first launch, then forget about it entirely as their company evolves. By the time something goes wrong, they discover their coverage has significant gaps that leave them financially exposed at the worst possible moment.

The summer season is actually one of the best times to conduct a thorough insurance review. Business activity often picks up, construction and renovation projects are underway, outdoor operations are in full swing, and employee headcounts frequently shift with seasonal hiring. All of these factors can dramatically change your risk profile. Whether you are in the early stages of growth or managing a mid-sized operation with big ambitions, taking the time to thoughtfully evaluate your insurance needs is not just a smart business move — it is a critical act of financial stewardship. This guide is designed to walk you through the most important considerations, so you can approach the process with clarity, confidence, and a genuine understanding of what your business needs to be protected.

Why Growing Businesses Face Unique Insurance Challenges

There is a common misconception that insurance is a one-time decision — something you figure out at the beginning and revisit only when forced to. For small startups with limited operations, a simple general liability policy might cover the basics. But the moment your business starts to grow, that equation changes significantly. A company that adds employees, takes on new clients, moves into a larger facility, purchases equipment, or expands into new service lines has fundamentally altered its risk exposure. The policy that made sense eighteen months ago may now be dangerously inadequate.

Growing businesses are particularly vulnerable because they often operate in a state of rapid change. Leadership is focused on sales, hiring, product development, and customer satisfaction — all of which are entirely appropriate priorities. But this forward momentum can cause insurance to fall through the cracks. Consider a business that doubles its workforce in a single year. With more employees comes greater workers' compensation exposure, more complex HR liabilities, and increased potential for workplace accidents. Or think about a company that acquires new equipment, vehicles, or property as part of its expansion. If those assets are not properly documented and added to an existing policy, they may not be covered in the event of a loss.

Understanding these unique challenges is the starting point for any meaningful insurance evaluation. The goal is not to accumulate as many policies as possible, but to have the right coverage tailored to where your business actually is today — and where it is heading tomorrow.

Conducting a Comprehensive Risk Assessment for Your Business

Before you can make informed decisions about coverage, you need a clear picture of the risks your business actually faces. A comprehensive risk assessment is the foundation of any intelligent insurance strategy. This process involves looking at every dimension of your operations and asking a simple but powerful question: what could go wrong here, and how bad could the consequences be?

Start with your physical assets. Do you own or lease a commercial property? Have you recently renovated or expanded your space? Have you added inventory, machinery, or equipment? Physical assets represent one of the most tangible areas of insurance exposure, and they require careful documentation and regular reappraisal. If you have not recently updated the declared value of your property or equipment, you could be significantly underinsured. This is especially common in industries where equipment values change rapidly or where property improvements add meaningful value to a space.

Next, turn your attention to your people. Your employees are your greatest asset, but they are also a source of meaningful liability. Workers' compensation coverage is legally required in most states, but growing businesses often underestimate how much their payroll classification and industry risk factors affect their premiums and coverage requirements. If you have hired new types of workers — for example, adding field technicians to a team that was previously office-based — your risk profile has shifted, and your coverage needs to reflect that shift.

Consider also your contracts and client relationships. As your business grows, you are likely taking on larger clients and signing more complex agreements. Many commercial contracts require vendors and service providers to carry specific types of insurance at specific coverage limits. Failing to meet those requirements can cost you a contract — or worse, expose you to a lawsuit. Reviewing your active contracts with an eye toward insurance requirements is a step that growing businesses often skip but should never neglect.

Finally, think about your digital footprint. If your business handles customer data, processes payments online, or relies on digital infrastructure to deliver services, cyber liability insurance deserves serious consideration. Data breaches and ransomware attacks are not just threats for large corporations — small and mid-sized businesses are frequently targeted precisely because they tend to have weaker cybersecurity protocols. As your business grows, the volume of sensitive data you handle increases, and so does your exposure.

Key Types of Coverage Every Growing Business Should Evaluate

Once you have completed a risk assessment, the next step is to match your identified risks to the appropriate types of coverage. The insurance landscape can feel overwhelming with its array of policy types and endorsements, but for most growing businesses, a focused set of core coverages will address the vast majority of meaningful risks.

General Liability Insurance: This is the foundational coverage for virtually every business. It protects against third-party claims of bodily injury, property damage, and personal injury arising from your business operations. As your business grows and you interact with more clients, vendors, and members of the public, your general liability exposure increases, and your coverage limits should be reviewed accordingly.
Commercial Property Insurance: If you own or lease a physical space, commercial property insurance protects your building, equipment, inventory, and other assets from covered perils such as fire, theft, and weather events. This is especially critical for businesses that have recently expanded into new locations or made significant capital investments. You can learn more about how Combs and Company approaches commercial property insurance and how it can be tailored to your specific business situation.
Business Interruption Insurance: Often bundled with commercial property coverage, this type of policy compensates your business for lost income and ongoing expenses if your operations are disrupted by a covered event. For growing businesses that depend on consistent cash flow to fund expansion, the ability to maintain financial stability during an interruption can be the difference between recovering and closing permanently.
Workers' Compensation Insurance: Required in most states for businesses with employees, workers' compensation covers medical expenses and lost wages for employees who are injured on the job. As your team grows, this coverage becomes increasingly important both for compliance and for protecting your people.
Professional Liability Insurance: Also known as errors and omissions insurance, this coverage protects businesses that provide professional services or advice. If a client claims that a mistake or oversight on your part caused them financial harm, professional liability insurance covers your legal defense and any resulting damages.
Commercial Auto Insurance: If your business uses vehicles — whether owned, leased, or employee-operated — commercial auto insurance is essential. Personal auto policies typically do not cover vehicles used for business purposes, leaving a significant gap that many business owners do not discover until they need to file a claim.
Umbrella or Excess Liability Insurance: As your business grows, the potential scale of a lawsuit or catastrophic claim grows with it. An umbrella policy provides an additional layer of liability protection above the limits of your underlying policies, offering broader financial security at a relatively affordable cost.
Cyber Liability Insurance: Increasingly important for businesses of all sizes, this coverage addresses the financial fallout from data breaches, cyberattacks, and related incidents — including notification costs, legal fees, and reputational damage management.

Not every business will need every type of coverage listed here, and the right mix will depend heavily on your industry, size, and specific operations. But this list provides a strong starting framework for your evaluation process.

How to Work Effectively with an Insurance Advisor as Your Business Grows

One of the most valuable decisions a growing business can make is to establish a genuine, ongoing relationship with a knowledgeable insurance advisor — not just a transactional broker who sells you a policy and disappears until renewal time. The difference between these two types of relationships can be enormous when it comes to making sure your coverage actually does what you need it to do.

A skilled insurance advisor will take the time to understand your business model, your growth trajectory, and the specific risks associated with your industry. They will ask questions that help surface coverage gaps you might not have known existed. They will review your existing policies with a critical eye, looking for exclusions or limitations that could leave you exposed. And they will help you think proactively about how your coverage needs may change as you hit new milestones — bringing on a key employee, signing a major contract, acquiring a competitor, or opening a new location.

To get the most out of these conversations, it helps to come prepared. Before meeting with your advisor, gather the following information:

A current list of all physical assets, including recent acquisitions or improvements
Updated payroll figures and a breakdown of employee job classifications
Copies of major contracts that include insurance requirements from clients or landlords
A summary of any claims you have filed in the past three to five years
An overview of any new services, products, or markets you have entered since your last policy review
Information about any vehicles used for business purposes

Bringing this information to the table allows your advisor to give you genuinely tailored guidance rather than generic recommendations. It also signals that you take your business's risk management seriously — which can actually work in your favor during the underwriting process.

It is also worth having a conversation with your advisor about the concept of regular policy reviews. Many businesses only think about their insurance at renewal time, but a growing company should ideally review its coverage at any major inflection point — not just once a year. If you land a significant new client, open a second location, take on debt to fund expansion, or hire a large number of new employees, those are all triggers for a coverage conversation. Building a habit of proactive communication with your insurance advisor will serve you far better than scrambling to update your policies after the fact.

As you evaluate your options, it is also worth paying attention to the quality and reputation of the insurance carriers your advisor works with. Coverage is only as good as the company standing behind it. Look for carriers with strong financial stability ratings, a track record of paying claims fairly and promptly, and experience serving businesses in your industry. Your advisor should be able to speak to these factors and help you understand the differences between competing policy options — not just the price, but the quality of the protection you are buying.

Growing a business is a remarkable achievement, and protecting what you have built deserves the same energy and intentionality you have poured into building it. The risks associated with growth are real, but they are also manageable with the right coverage in place. By conducting a thorough risk assessment, understanding the key types of coverage available to you, and working closely with an experienced advisor, you can make sure your insurance strategy evolves alongside your business — providing the protection and peace of mind you need to keep moving forward with confidence.

At Combs and Company, our team is dedicated to helping growing businesses navigate the complexities of commercial insurance with clarity and expertise. Whether you are conducting your first comprehensive policy review or looking to fill specific gaps in your existing coverage, we are here to provide the guidance and solutions you need. Do not let another busy season pass without making sure your business is properly protected. Reach out to the team at Combs and Company today to schedule a consultation and take the next step toward a smarter, more comprehensive insurance strategy that supports your continued growth.

How Liability Claims Work in Rental Properties: What Every Renter and Landlord Should Know

Fri, 24 Jul 2026 15:01:18 GMT

Summer is peak rental season. More people are moving into new apartments, signing fresh leases, and settling into rental homes across the country. With that surge in activity comes an equally important question that most renters and landlords rarely think about until something goes wrong: how do liability claims work in rental properties? Whether you are a tenant who accidentally causes damage or injury, or a landlord trying to understand your own exposure, liability in a rental setting is one of the most consequential — and most misunderstood — areas of personal insurance. Understanding how these claims are triggered, processed, and resolved can mean the difference between a manageable situation and a financially devastating one.

Liability claims in rental properties do not follow a single, simple path. They involve multiple parties, overlapping insurance policies, legal questions about negligence and responsibility, and varying outcomes depending on the specific circumstances of the incident. Renters often assume their landlord's insurance covers everything that happens on the property. Landlords sometimes assume their policy automatically protects them from tenant-related incidents. Both assumptions are frequently wrong, and those gaps in understanding are exactly where financial exposure grows. Let's walk through how these claims actually work, from the moment an incident occurs to the resolution of the claim itself.

What Triggers a Liability Claim in a Rental Property

A liability claim begins with an incident — but not just any incident. For a liability claim to be valid, there generally must be an allegation that someone's negligence caused bodily injury or property damage to another party. In a rental property context, this could take many forms. A guest slips and falls on a wet floor inside your apartment. Your dog bites a neighbor in the hallway. You accidentally leave a candle burning and a fire spreads to neighboring units. A visitor trips over a broken step on a staircase that the landlord was responsible for maintaining. Each of these scenarios represents a situation where someone may file a liability claim against either the tenant, the landlord, or in some cases, both.

The key legal concept underlying all of these situations is negligence. For a liability claim to succeed, the injured party typically must prove that the responsible party had a duty of care, that they breached that duty, and that the breach directly caused measurable harm. In a rental property, determining who had the duty of care — and therefore who is liable — depends heavily on who controlled the space where the incident occurred and whether they knew or should have known about a hazardous condition. A tenant controls the interior of their unit, so incidents arising from conditions inside that unit often fall on the tenant. Common areas, building systems, and structural elements are typically the landlord's responsibility.

It is also worth noting that liability claims are not limited to physical injuries. Property damage claims are equally common. If a tenant's overflowing bathtub causes water damage to the unit below, the affected neighbor or their insurance company may pursue a liability claim against the tenant. These situations happen more often than people realize, and they can result in significant financial consequences for renters who have no liability coverage in place.

How Renter's Insurance and Landlord Insurance Fit Into the Picture

Understanding how liability claims work in rental properties requires understanding the different insurance policies that may apply. A landlord typically carries a landlord insurance policy, sometimes called a dwelling policy or rental property policy. This type of coverage generally protects the physical structure of the building, any landlord-owned personal property on site, and the landlord's own liability exposure. However — and this is a critical point — the landlord's policy does not cover the tenant's personal belongings, and it does not protect the tenant from liability claims made against them.

That is precisely where renter's insurance comes in. A standard renter's insurance policy typically includes three core components: personal property coverage, additional living expenses coverage, and personal liability coverage. The liability portion is what matters most in the context of this discussion. If a guest is injured inside your rental unit and files a claim against you, your renter's insurance liability coverage is what responds. It can help pay for the injured party's medical expenses, legal defense costs if you are sued, and any settlement or judgment up to your policy limits. Without it, you would be responsible for those costs out of your own pocket.

Personal liability coverage in a renter's insurance policy typically extends beyond just incidents inside the rental unit. Many policies cover you for liability arising from incidents that occur elsewhere as well, such as accidentally injuring someone at a park or a friend's home. This makes renter's insurance one of the most cost-effective forms of liability protection available to individuals. For renters who want to explore comprehensive renter's insurance options, Combs and Company offers personal renters insurance coverage that can be tailored to your specific situation and needs.

There are also situations where both the tenant's and the landlord's policies may be implicated simultaneously. If a visitor is injured on a broken staircase that the landlord failed to repair despite being notified, the landlord's liability coverage would likely be the primary layer of protection responding to that claim. If the tenant also had some involvement — say, they hosted a large party and the staircase was overcrowded — both policies might come into play, and the insurance companies may need to coordinate or even dispute their respective shares of responsibility.

The Step-by-Step Process of Filing and Resolving a Liability Claim

Once an incident occurs, the claims process begins with notification. If you are a tenant and someone is injured on your property or you accidentally cause damage, you should report the incident to your renter's insurance company as soon as possible. Most policies require prompt notification, and delays can sometimes complicate the claims process or even affect coverage. You should document the incident thoroughly — take photographs, gather witness information, and write down your account of what happened while the details are still fresh.

After the claim is reported, the insurance company will assign an adjuster to investigate. The adjuster's role is to determine what happened, evaluate who may be at fault, assess the extent of the damages or injuries, and determine whether and how the policy responds. During this investigation, the adjuster may speak with witnesses, review medical records if bodily injury is involved, inspect the property, and examine any relevant documentation. As the insured, you have an obligation to cooperate with this process, provide truthful information, and avoid making any admissions of fault or settlements without your insurer's involvement.

If the injured party has already hired an attorney or is threatening a lawsuit, your insurance company will typically assign or approve legal counsel to defend you. This is one of the most valuable aspects of liability coverage — the duty to defend. Even if the claim is ultimately found to be without merit, legal defense costs can be substantial. Having an insurer handle that defense on your behalf is a significant financial safeguard.

Once the investigation is complete, the claim will be resolved in one of several ways. The insurer may deny the claim if it falls outside the scope of coverage. They may negotiate a settlement with the injured party, which is the most common outcome in valid liability claims. Or, if the matter goes to court and a judgment is entered against you, the insurer will pay up to your policy limits. It is important to understand that policy limits are exactly that — limits. If a judgment or settlement exceeds your coverage, you could be personally responsible for the difference. This is one reason why selecting appropriate liability limits when purchasing renter's insurance is so important.

Common Mistakes That Complicate Liability Claims in Rental Properties

There are several missteps that renters and landlords make that can significantly complicate a liability claim or reduce the coverage available to them. Being aware of these pitfalls in advance is one of the most practical things you can do to protect yourself.

Assuming the landlord's policy covers tenant liability. This is perhaps the most common misconception. A landlord's policy is designed to protect the landlord and the building — not the tenant. If you are renting without your own renter's insurance, you have no liability protection of your own.
Failing to report incidents promptly. Many insurance policies include requirements for timely reporting. Waiting too long to notify your insurer after an incident can create complications and may even jeopardize your coverage in some cases.
Admitting fault or making payments without consulting your insurer. If you immediately apologize to an injured party and offer to pay their medical bills out of pocket, you may complicate the insurance process and potentially expose yourself to greater liability.
Purchasing liability limits that are too low. Renter's insurance is relatively inexpensive, but some people choose the lowest possible limits to minimize premiums. If a serious injury occurs and a lawsuit results in a large judgment, low liability limits can leave a significant gap that you must cover personally.
Not disclosing relevant details to your insurer. If you have a pet and fail to disclose it when purchasing renter's insurance, a dog bite claim might be denied. Transparency when purchasing your policy is essential.
Neglecting to update your policy after major life changes. Moving to a new rental, getting a pet, or having roommates move in can all affect your coverage. Keeping your policy current and accurate helps ensure it responds properly when you need it.
Ignoring maintenance issues. For landlords especially, failing to address known hazards in a timely manner is one of the most common ways liability exposure increases. A documented record of prompt repairs and regular inspections is a meaningful defense in many liability claims.

Beyond these common mistakes, it is also worth understanding that subrogation can play a role in liability claims involving rental properties. Subrogation is the process by which an insurance company that has paid a claim steps into the shoes of the insured and seeks reimbursement from the party responsible for the loss. For example, if a tenant's negligence causes a fire that damages the building, the landlord's insurer may pay for the repairs and then pursue the tenant for reimbursement. Having your own renter's insurance with liability coverage can protect you against exactly this kind of subrogation action.

Why Having the Right Coverage Before Something Happens Is Everything

Liability claims in rental properties are not rare, unusual events that only happen to other people. They are a routine part of property and casualty insurance, and the circumstances that trigger them — a spilled candle, an enthusiastic dog, a slippery bathroom floor — are part of everyday life. The financial consequences of an uninsured liability claim, on the other hand, are anything but routine. Legal fees, medical costs, and civil judgments can reach figures that threaten a person's savings, wages, and financial future.

Renter's insurance is one of the most accessible and affordable forms of financial protection available to individuals. The cost is typically modest compared to other forms of insurance, and the coverage it provides — particularly on the liability side — can be extraordinarily valuable in the right situation. Yet surveys consistently show that a large percentage of renters go without it, often because they underestimate their own liability exposure or assume someone else's policy will protect them.

This summer, as more leases are signed and more people settle into new rental homes, it is a natural and practical time to evaluate your coverage. If you are a renter without a policy, getting one is a straightforward process. If you already have renter's insurance, reviewing your liability limits and making sure your policy reflects your current living situation is time well spent. And if you are a landlord, ensuring your tenants carry their own renter's insurance — a requirement increasingly included in lease agreements — can meaningfully reduce your own liability exposure.

The team at Combs and Company understands that navigating personal insurance — especially liability coverage for rental properties — can feel complicated. Their approach focuses on helping individuals and families find coverage that genuinely fits their circumstances, so that when an incident does occur, you are not left scrambling to figure out what is and is not covered. Whether you are just moving into your first rental apartment or you have been renting for years and want to make sure your protection is up to date, connecting with an experienced insurance advisor is one of the most proactive steps you can take this season.

Liability claims do not announce themselves in advance. They happen in ordinary moments, often involving ordinary mistakes. But the financial consequences can follow you for years if you are not prepared. Understanding how liability claims work in rental properties — and making sure you have the right coverage before you ever need it — is not just smart financial planning. It is peace of mind.

Understanding the Difference Between Malpractice and Professional Liability

Thu, 23 Jul 2026 15:00:09 GMT

If you have ever searched for professional insurance coverage and found yourself swimming in a sea of confusing terminology, you are far from alone. Two phrases that consistently cause confusion — even among experienced business owners and seasoned professionals — are "malpractice insurance" and "professional liability insurance." At first glance, they can seem like entirely separate products, perhaps covering entirely different risks. In reality, the relationship between these two terms is more nuanced, and understanding it correctly can make a significant difference in how you protect your career, your business, and your financial future. Whether you are a physician opening a private practice, an architect launching a new firm, a consultant building a client roster, or a financial advisor managing portfolios, the question of which type of coverage you need — and whether the two are actually the same thing — deserves a clear, thorough answer.

This summer, as many professionals are revisiting their business plans, renegotiating contracts, and taking stock of their risk exposure, there is no better time to get clarity on one of the most important yet misunderstood areas of commercial insurance. The goal of this article is to walk you through exactly what these terms mean, how they relate to one another, where they differ in practical application, and what you should be thinking about when you sit down to evaluate your coverage options. By the end, you will have a much firmer grasp of why this distinction matters and how to ensure you are never caught without the protection your profession demands.

What Professional Liability Insurance Actually Covers

Professional liability insurance is a broad category of commercial insurance designed to protect individuals and businesses that provide professional services or advice. When a client suffers a financial loss and claims it was the result of an error, an omission, negligent advice, or a failure to deliver services as promised, professional liability insurance is the coverage that steps in to help cover the cost of legal defense, settlements, and judgments. This type of policy is distinct from general liability insurance, which covers bodily injury and property damage. Professional liability, by contrast, is specifically tailored to the intangible but very real damage that can result from professional mistakes or perceived professional failures.

The scope of professional liability insurance is intentionally wide because the universe of professions it is designed to serve is enormous. Consultants, accountants, engineers, real estate agents, technology firms, marketing professionals, lawyers, and countless other specialists all face situations where a client might allege that something went wrong as a direct result of the professional's work. In many of these industries, a single lawsuit — even a frivolous one — can generate legal fees that dwarf the original value of the contract in dispute. Professional liability insurance absorbs that financial shock, allowing professionals to defend themselves without draining their business accounts or personal savings.

It is also worth noting that professional liability policies are typically written on a "claims-made" basis, meaning the policy in force at the time the claim is filed — rather than when the alleged incident occurred — is the one that responds. This structure has important implications for coverage continuity, which is why working with a knowledgeable insurance advisor is so valuable when selecting and managing these policies over time.

Where Malpractice Insurance Fits Into the Picture

Here is where things get interesting, and where the confusion most commonly originates. Malpractice insurance is not a separate and distinct product that exists in opposition to professional liability insurance. Rather, malpractice insurance is a specific form of professional liability insurance. Think of it as a subset — a specialized version of the broader professional liability category that has been tailored to meet the particular needs and risks of certain licensed professions, most notably those in the medical and legal fields.

When a physician is sued because a patient alleges that a diagnosis was missed or a surgical procedure caused harm, the coverage that responds is technically a professional liability policy. However, within the medical community, and throughout much of the legal and insurance world, that coverage is universally referred to as medical malpractice insurance. The same is true for attorneys, who may carry what is known as legal malpractice insurance. In both cases, the underlying mechanics of the policy — protection against claims of negligence, errors, or omissions in the delivery of professional services — are the same as any other professional liability product. The terminology simply reflects the industry and the specific nature of the risks involved.

Why does this specialization matter? Because the risks faced by a neurosurgeon are categorically different from the risks faced by a software developer or a marketing consultant. The stakes in medical and legal malpractice cases are often extraordinarily high, involving physical harm, life-altering consequences, or catastrophic financial damage to clients. As a result, malpractice policies are typically structured with higher limits, more specific coverage provisions, and underwriting criteria that are finely tuned to the regulatory and risk environment of those professions. They are not interchangeable with general professional liability policies in the way that one might swap one off-the-shelf product for another.

Key Differences in How These Policies Are Applied Across Industries

Understanding the conceptual relationship between malpractice and professional liability is important, but the practical differences in how these coverages are applied across different industries are equally critical to grasp. The following points highlight some of the most meaningful distinctions professionals encounter when evaluating their options:

Terminology by profession: In healthcare, the term malpractice is standard. In fields like accounting, architecture, engineering, and technology, the term professional liability — or its close cousin, errors and omissions (E&O) insurance — is far more common. Despite these different labels, all of these policies share the same foundational purpose.
Coverage limits and risk levels: Medical malpractice policies routinely carry significantly higher coverage limits than many other professional liability policies, reflecting the potential severity of claims in the healthcare space. A consultant's E&O policy and a surgeon's malpractice policy may operate on the same legal principles but exist in very different financial universes.
Regulatory and contractual requirements: Many licensed professions are required by state law, licensing boards, or client contracts to carry specific types and minimum amounts of professional liability or malpractice coverage. Physicians, attorneys, and architects, for instance, frequently face mandatory coverage requirements that do not apply to unregulated consulting roles.
Underwriting complexity: Because of the specialized nature of malpractice risks, the underwriting process for these policies tends to be more intensive. Insurers may evaluate a physician's claims history, specialty, patient volume, and practice setting very carefully before issuing a policy or determining premium rates.
Tail coverage considerations: Both malpractice and other professional liability policies may offer or require "tail" coverage — an extended reporting period endorsement that allows claims to be reported after a policy has expired or been cancelled. This is particularly important in medicine, where the latency between an alleged incident and a resulting lawsuit can span years.

For professionals outside of medicine and law, the errors and omissions label is perhaps the most commonly used term for professional liability coverage. Technology companies, insurance agents, financial advisors, and real estate professionals typically encounter their policies framed as E&O coverage, yet the protection being offered is fundamentally aligned with what a physician's malpractice policy accomplishes within the healthcare context. Recognizing these overlapping identities helps professionals make more informed decisions when they are comparing policy options or speaking with underwriters.

Why Getting This Right Matters More Than You Might Think

It might be tempting to treat the distinction between malpractice and professional liability as a semantic exercise — an interesting trivia point that has little bearing on your actual insurance decisions. That would be a costly mistake. The terminology you use and the coverage category you pursue can have very real consequences when a claim is filed, when a contract requires a specific type of documentation, or when a regulatory body reviews your compliance with licensing requirements.

Consider a scenario in which a healthcare professional assumes that a general business owner's policy or a standard professional liability product covers the same risks as a purpose-built medical malpractice policy. In the event of a patient claim, that assumption could leave significant gaps in coverage, resulting in out-of-pocket defense costs or uncovered settlement amounts that can be financially devastating. Conversely, a consultant who is pushed toward an overly specialized malpractice-style policy for a role that would be perfectly well served by a standard E&O product might end up overpaying for coverage that exceeds their actual risk profile.

Getting your coverage right is not just about having a policy in place — it is about having the right policy, calibrated to your specific profession, your risk exposure, your contractual obligations, and your financial situation. This is precisely why working with an experienced commercial insurance advisor is so important. An advisor who understands the nuances of these different coverage types can help you navigate the terminology, evaluate your exposures honestly, and structure a program that provides genuine protection rather than a false sense of security.

It is also worth considering the broader picture of your total commercial insurance program. Professional liability or malpractice coverage does not exist in isolation. It works alongside other policies — general liability, commercial property, cyber liability, and others — to form a comprehensive safety net. A gap in one area can undermine the value of the others. Reviewing your entire program with a qualified advisor, rather than purchasing policies piecemeal, is the most effective way to ensure that your coverage is truly comprehensive and free of costly overlaps or gaps.

At Combs & Company , the team specializes in helping professionals and businesses understand the full spectrum of their commercial insurance needs, including professional liability coverage tailored to the specific demands of your industry. Whether you are trying to determine whether malpractice coverage or a standard professional liability policy is right for your practice, or you are looking for a comprehensive review of your existing program, working with advisors who take the time to understand your business is the foundation of sound risk management.

Taking the Next Step Toward Smarter Professional Coverage

As you reflect on everything covered in this article, a few core takeaways are worth holding onto as you move forward with your insurance decisions. First, malpractice insurance and professional liability insurance are not two entirely different products — malpractice is a specialized form of professional liability, tailored primarily to the medical and legal professions. Second, the terminology you encounter will vary significantly by industry, but the underlying purpose of protecting professionals against claims of negligence, errors, and omissions remains consistent across the board. Third, the details matter enormously — coverage limits, tail coverage provisions, contractual requirements, and underwriting criteria all play a role in determining whether a given policy truly fits your needs.

Perhaps most importantly, this is not an area where guesswork or assumptions serve you well. The stakes — your professional reputation, your financial security, and the sustainability of your business — are simply too high to leave to chance. Summer is an excellent time to schedule a coverage review, particularly if you have taken on new clients, expanded your services, or made changes to your business structure since you last evaluated your policies. The risk landscape shifts constantly, and your coverage should evolve alongside it.

If you are ready to gain clarity on your professional liability or malpractice coverage needs, the team at Combs & Company is here to help you navigate every layer of complexity with confidence. Reach out today to start a conversation about building a coverage program that truly fits your profession and protects everything you have worked to build.

What Happens If an Employee is Injured on the Job

Sun, 19 Jul 2026 15:15:01 GMT

Every business owner hopes it never happens on their watch, but the reality is that workplace injuries occur across every industry, every season, and at every level of a company. Whether it is a construction worker who takes a fall from scaffolding on a hot summer afternoon, an office employee who strains their back lifting boxes, or a warehouse associate who suffers a repetitive stress injury over months of repetitive motion, the question is always the same: what happens if an employee is injured on the job? The answer involves a carefully orchestrated sequence of responsibilities, rights, legal obligations, and insurance protections that both employers and employees need to understand well before an incident ever takes place. Being prepared is not just smart risk management — it is the difference between a well-managed claim and a costly, chaotic situation that damages your business, your reputation, and your workforce.

Understanding what unfolds after a workplace injury requires looking at the situation from two perspectives simultaneously: the employee who has been hurt and needs support, and the employer who must respond appropriately, comply with legal requirements, and rely on the right insurance coverage to protect the business. Both sides of this equation matter enormously, and when the process works as it should, everyone benefits. When it breaks down, the consequences can be severe on both ends. This article walks through the full journey — from the moment an injury occurs to the resolution of a workers compensation claim — so that employers can operate with clarity and confidence.

The Immediate Aftermath: What Should Happen Right Away

The moments immediately following a workplace injury are critical. The very first priority is always the health and safety of the injured employee. If the injury is serious, emergency medical services should be contacted without hesitation. For less severe injuries, the employee should be directed to an appropriate medical provider as quickly as possible. Many employers have relationships with occupational health clinics or urgent care facilities that are designated for exactly these situations. Having that information posted and accessible before an accident occurs is a mark of a well-prepared organization.

Once the immediate medical needs are addressed, the incident should be documented thoroughly. This means filling out an internal incident report that captures the date, time, location, nature of the injury, how it occurred, and the names of any witnesses. Accurate documentation at this stage protects both the employer and the employee. It creates a factual record that will be essential when a workers compensation claim is filed. Gaps or inconsistencies in early documentation can create complications down the line, both with the insurance carrier and potentially in legal proceedings.

Employees should also be encouraged — or in many cases required — to report any injury to their supervisor or HR department as soon as possible. Many states have strict deadlines for reporting workplace injuries, and delays can jeopardize an employee's eligibility for workers compensation benefits. Clear reporting procedures, communicated to every employee from their first day on the job, go a long way toward ensuring this step happens promptly and correctly.

What Workers Compensation Insurance Covers

Workers compensation insurance is the foundational protection designed specifically for situations where an employee is injured on the job. It is a form of no-fault insurance, meaning that in most cases, benefits are available regardless of who was responsible for the accident. This is an important distinction. The employee does not need to prove that the employer was negligent, and in exchange, the employer is generally protected from civil lawsuits by the injured worker for the covered injury.

Workers compensation typically covers a broad range of costs and losses that arise from a job-related injury or illness, including:

Medical expenses related to the diagnosis, treatment, surgery, hospitalization, and rehabilitation of the injury
Lost wages for time the employee is unable to work due to the injury, typically paid as a percentage of the worker's average weekly wage
Temporary disability benefits while the employee is recovering and unable to return to their regular duties
Permanent disability benefits if the injury results in a lasting impairment that limits the worker's ability to earn a living
Vocational rehabilitation services to help an injured worker retrain or transition to a different type of work if they cannot return to their previous role
Death benefits paid to the dependents of an employee who dies as a result of a work-related injury or illness

The specific benefits available, the amounts payable, and the procedures for filing a claim vary by state. Workers compensation is regulated at the state level, which means employers operating in multiple states need to be aware of the different requirements in each jurisdiction. Working with an experienced insurance broker who understands these nuances is invaluable for multi-state employers and complex organizations.

The Employer's Responsibilities After a Workplace Injury

When an employee is injured on the job, the employer carries a significant set of legal and procedural responsibilities. Failing to meet these obligations can result in penalties, increased claim costs, and even personal liability in some circumstances. Here is what employers are generally expected to do following a workplace injury:

Provide immediate access to medical care and ensure the injured employee receives proper treatment without delay
File the required First Report of Injury with the state workers compensation board or equivalent agency within the required timeframe, which varies by state but is often within a few days
Notify the company's workers compensation insurance carrier of the injury promptly so a claim can be opened and investigated
Maintain accurate records of the injury, treatment, and any communications related to the claim
Cooperate fully with the insurance carrier's investigation and claims adjusters
Avoid retaliating against the employee for filing a workers compensation claim, as doing so is illegal in all states and can expose the employer to serious legal consequences
Explore modified duty or light-duty assignments that allow the employee to return to work in a limited capacity while still recovering

This last point — offering modified or transitional duty — is a strategy that benefits everyone involved. It helps the injured employee maintain income, stay connected to the workplace, and recover more quickly. It also reduces the duration of wage replacement payments under the workers compensation policy, which can have a positive impact on the employer's claims experience and ultimately their insurance premiums.

The Employee's Role in the Claims Process

Just as employers have defined responsibilities, employees also have obligations when they are injured on the job. Understanding these obligations helps injured workers protect their rights and ensures the claims process moves forward efficiently. An employee who is injured should:

Report the injury to their supervisor or HR department as soon as possible, even if the injury seems minor at first
Seek medical treatment from an authorized provider as directed by the employer or in accordance with state guidelines
Follow the treatment plan prescribed by the treating physician and attend all follow-up appointments
Communicate honestly and thoroughly with both the treating physician and the insurance claims adjuster about the nature and extent of the injury
Notify the employer when cleared to return to work, even in a limited capacity
Avoid activities outside of work that contradict the injury claim or violate medical restrictions

Workers compensation claims can be disputed or denied for a variety of reasons. Common grounds for denial include a failure to report the injury in a timely manner, a lack of sufficient medical evidence linking the injury to a work-related cause, or a determination that the injury occurred outside the scope of employment. Employees who face a denial have the right to appeal through their state's workers compensation system, and employers should be prepared for the possibility that contested claims can require additional documentation, hearings, or legal involvement.

How Workers Compensation Claims Affect Your Business

Workplace injuries do not just affect the individual who was hurt. They ripple outward in ways that can affect the entire organization. There are direct costs — medical bills, wage replacement, and legal fees — and indirect costs that are sometimes harder to measure but equally significant. These indirect costs can include lost productivity, the expense of training a temporary replacement, decreased morale among coworkers, and the administrative time spent managing the claim.

Workers compensation premiums are also directly influenced by a business's claims history. Insurance carriers use a metric known as the experience modification rate, commonly called the experience mod or e-mod, to adjust premiums based on a company's actual claims experience compared to the expected claims for a business of that size and type. A history of frequent or severe claims drives the e-mod up, resulting in higher premiums. Conversely, a business with a strong safety record and few claims can earn a lower e-mod and pay less for coverage. This is a powerful financial incentive to invest in workplace safety, proactive risk management, and thorough injury prevention programs.

The Importance of Having the Right Workers Compensation Coverage

Workers compensation insurance is legally required in most states for businesses that have employees. The consequences of operating without it can be severe, including significant fines, criminal penalties, and direct personal liability for the cost of any workplace injuries that occur. Yet simply carrying the minimum required coverage is not always enough. Businesses in high-risk industries, those with complex workforce structures, or those operating across multiple states need a workers compensation program that is carefully tailored to their specific risk profile.

This is where the value of working with a knowledgeable insurance broker becomes clear. A broker who specializes in commercial insurance and workers compensation can help business owners understand their coverage options, identify potential gaps, navigate state-specific requirements, and structure a policy that provides genuine protection without unnecessary expense. They can also provide guidance on return-to-work programs, loss control resources, and claims management strategies that help keep costs under control over time.

Combs & Company offers workers compensation insurance as part of a comprehensive suite of commercial insurance solutions. Whether your business is small or large, straightforward or complex, having a dedicated insurance partner who understands the full landscape of workers compensation coverage and compliance can make a meaningful difference when it matters most. You can learn more about their workers compensation offerings by visiting Combs & Company's Workers Compensation Insurance page .

Prevention: The Best Strategy Before Any Injury Occurs

While understanding what happens after a workplace injury is essential, the most effective approach is to reduce the likelihood of injuries in the first place. A robust workplace safety program not only protects employees but also reduces the frequency and severity of workers compensation claims, keeping premiums manageable and protecting the long-term financial health of the business. Effective prevention strategies include:

Conducting regular safety training and refresher sessions tailored to the specific hazards of your industry and work environment
Establishing clear safety protocols, posting them prominently, and enforcing them consistently at every level of the organization
Performing routine workplace inspections and hazard assessments to identify and address risks before they lead to injuries
Encouraging employees to report near-misses and unsafe conditions without fear of punishment, creating a culture of transparency and continuous improvement
Providing appropriate personal protective equipment and ensuring employees know how and when to use it correctly
Addressing ergonomic risks and repetitive motion hazards, particularly in the summer months when heat-related conditions can compound physical strain
Reviewing incident reports thoroughly after any injury or close call to determine root causes and implement corrective measures

Safety is not a one-time initiative. It is an ongoing commitment that requires leadership buy-in, consistent reinforcement, and a genuine organizational culture that values the well-being of every worker. Businesses that make safety a priority tend to see fewer injuries, lower insurance costs, higher employee morale, and better overall productivity — all outcomes that contribute directly to a healthier bottom line.

What Happens if a Claim Becomes Complicated

Most workers compensation claims are straightforward: an injury occurs, it is reported and treated, the employee recovers and returns to work, and the claim is closed. But some claims become more complex. An injury may be more severe than initially apparent. Recovery may take longer than expected. A dispute may arise over the cause of the injury or the appropriate level of benefits. In these situations, having the right support structure in place becomes even more important.

Employers should work closely with their insurance carrier and broker throughout the life of a claim, particularly when complications arise. In some cases, it may be appropriate to involve legal counsel, especially if a claim escalates to litigation or if there are concerns about fraud. Insurance carriers often have specialized units that handle complex or long-duration claims, and they may also offer access to nurse case managers who can help coordinate medical care and facilitate a faster, more effective recovery for the injured employee.

Transparency, communication, and documentation are the pillars of effective claims management at every stage of the process. Employers who stay engaged, respond promptly to carrier requests, and approach the situation with a genuine commitment to the injured worker's well-being are far more likely to see claims resolved efficiently and fairly.

Taking the Next Step to Protect Your Business and Your People

A workplace injury is never a welcome event, but it does not have to become a crisis. When employers understand their responsibilities, carry the right workers compensation coverage, invest in prevention, and respond to injuries with care and compliance, they can navigate even difficult situations without lasting damage to their business or their workforce. The key is preparation — knowing the process before you need it, having the right insurance partner in your corner, and building a workplace culture that prioritizes safety every single day.

If you are a business owner evaluating your current workers compensation coverage or looking to make sure your organization is properly protected, now is the right time to have that conversation. Combs & Company is ready to help you understand your options, assess your risks, and find a coverage solution that fits your business. Reach out to their team today and take a confident step toward a safer, better-protected workplace for everyone on your team.

Do Employees Need Business Auto Insurance When Using Personal Cars

Sat, 18 Jul 2026 15:00:34 GMT

Picture this: one of your employees is driving their own car to meet a client on a hot summer afternoon. Traffic slows, they brake late, and suddenly there is an accident. Your employee is at fault. The injured party files a claim — and that is when the uncomfortable truth surfaces. Your employee's personal auto insurance may not cover what happened, and your business could be left holding the financial bag. This scenario plays out more often than most business owners realize, and it raises a question that every employer should be able to answer with confidence: do employees need business auto insurance when using personal cars for work?

The short answer is yes — but the full picture is more nuanced than a single yes or no. Understanding how personal auto insurance works, where it falls short, and what commercial coverage options exist to fill the gap can protect your business from serious financial and legal exposure. Whether you run a small team of sales representatives or manage dozens of field technicians, this is a coverage conversation you cannot afford to skip.

Why Personal Auto Insurance Is Not Enough for Work-Related Driving

Most employees who use their personal vehicles for work errands assume their personal auto insurance policy will cover them if something goes wrong. Unfortunately, that assumption is one of the most common and costly misconceptions in the world of commercial insurance. Personal auto policies are written specifically to cover personal, non-commercial use. The moment a vehicle is being used to conduct business — delivering products, driving to a job site, transporting clients, or even running between office locations — that trip may fall outside the scope of what a personal policy will cover.

Insurance carriers underwrite personal auto policies based on the risk profile of an individual driver using a vehicle for daily, personal activities. Business driving introduces a different category of risk. More miles, more time on the road during peak traffic hours, exposure to unfamiliar locations, and the pressure of work deadlines all increase the likelihood of an accident. Because personal policies are not priced to account for this elevated risk, many carriers include explicit exclusions for business use — meaning a claim that arises during a work-related trip can be denied outright.

This is not a technicality buried in the fine print for rare situations. It is a standard feature of most personal auto insurance policies. When an employee gets into an accident while running a business errand, they may discover their insurer is unwilling to pay — and then your business becomes the next line of defense for the injured party seeking compensation.

What Happens When an Employee Gets in an Accident During Work Hours

When an employee causes an accident while performing work-related duties, the legal concept of vicarious liability often comes into play. Under this principle, employers can be held legally responsible for the negligent acts of their employees when those acts occur within the scope of employment. This means that even if the vehicle belongs entirely to your employee and your name appears nowhere on the title, your business can still be named in a lawsuit.

The financial consequences can be severe. Medical bills, property damage, lost wages for the injured party, and legal defense costs can quickly add up to amounts that threaten a business's financial stability. If your employee's personal auto policy denies the claim due to a business use exclusion, and your company does not have the right commercial coverage in place, you may be exposed to paying those costs directly.

This is why understanding the difference between what a personal policy covers and what a commercial policy covers is so critical for business owners — not just for their own vehicles, but for every vehicle their employees use on company time.

The Coverage Solution: Hired and Non-Owned Auto Insurance

If your employees regularly use their personal vehicles for work purposes, the most targeted solution is a coverage type called hired and non-owned auto insurance, often abbreviated as HNOA. This is one of the most important and frequently overlooked forms of commercial auto coverage available to businesses whose employees drive their own cars for work.

Hired auto coverage applies when your business rents or leases a vehicle for business purposes. Non-owned auto coverage is what matters most in the employee-uses-personal-car scenario. It provides liability protection for your business in the event that an employee causes an accident while driving their own vehicle on company business. It does not replace the employee's personal auto insurance — rather, it acts as a secondary layer of protection that shields the business from liability when personal coverage falls short or is denied.

Key things to understand about hired and non-owned auto coverage include:

It covers the business's liability, not the physical damage to the employee's personal vehicle.
It is typically designed to respond after the employee's personal auto policy has been exhausted or denied.
It can often be added as an endorsement to a commercial general liability policy or a business auto policy.
It applies to any employee using a personal vehicle for work errands, deliveries, client visits, or site travel.
It does not cover employees commuting to and from their regular workplace — only trips made in service of business duties.

For many businesses, especially those without company-owned vehicles, hired and non-owned auto coverage is the single most important commercial auto product they can carry. It closes a gap that leaves countless businesses exposed every single day.

Which Businesses Are Most at Risk

While every business that sends employees out on the road faces some degree of exposure, certain industries and business models carry significantly higher risk. If your company falls into any of the following categories and you do not yet have appropriate commercial auto coverage in place, this summer is the right time to act. Warmer months bring more road traffic, more deliveries, and more client visits — and with that comes increased opportunity for accidents to occur.

Real estate agencies where agents regularly drive clients to property showings in their personal vehicles
Consulting or professional services firms where employees travel between client sites
Small businesses that rely on employees to make occasional supply runs or bank deposits
Nonprofits that use volunteer or staff personal vehicles for transportation or outreach
Service-based businesses such as HVAC, plumbing, or electrical contractors where technicians travel to job sites
Food and beverage businesses that rely on employees for deliveries in personal cars
Sales organizations where representatives cover large geographic territories in their own vehicles

Even businesses where employees only occasionally use their personal vehicles for work purposes carry liability exposure. Occasional does not mean exempt. A single accident during a single errand can trigger a costly lawsuit, which is why coverage should not be proportional to how frequently employees drive on company business.

What Employers Should Do to Protect Their Business

Beyond securing the right insurance, employers can take several proactive steps to reduce their liability exposure and create a more structured approach to employee driving on company business.

Establish a formal written policy for employee use of personal vehicles, clearly defining when and how employees may use their personal cars for work purposes.
Require employees to maintain minimum levels of personal auto insurance coverage and provide proof of that coverage periodically.
Document which employees are authorized to drive for business purposes and maintain records of their valid driver's licenses.
Consider implementing a mileage reimbursement program, which both compensates employees fairly and creates a paper trail of business driving activity.
Train employees on safe driving practices, distracted driving policies, and what to do in the event of an accident during a work trip.
Work with a knowledgeable commercial insurance broker to assess your specific risk profile and identify the right mix of coverage.

These operational steps, paired with the right insurance coverage, create a comprehensive approach to managing the risks that come with employees using personal vehicles on the job.

How Business Auto Insurance Fits Into Your Broader Risk Strategy

For businesses that own company vehicles, a full business auto insurance policy is the foundation of commercial auto protection. These policies cover owned, leased, and sometimes borrowed vehicles under a commercial framework designed to account for business-specific risk. They typically include liability coverage for bodily injury and property damage, collision and comprehensive coverage, uninsured and underinsured motorist protection, and coverage for employee drivers operating company vehicles.

When employees also use their personal vehicles for work in addition to company-owned vehicles, businesses need both a standard commercial auto policy and hired and non-owned auto coverage to ensure there are no gaps. Together, these two coverage types create a layered safety net that addresses the full spectrum of driving scenarios your employees may encounter.

At Combs & Company, building that kind of comprehensive, gap-free protection is exactly what their team focuses on. With over 20 years of experience and more than 15,000 clients served across the United States, Combs & Company understands the risks businesses face and how to structure coverage that addresses them precisely. As an independent broker, they are not tied to any single carrier — which means they can shop the market on your behalf and recommend coverage based entirely on what serves your business best, not what benefits any one insurance company.

Their approach goes beyond simply placing a policy. They review and adjust coverage as your business evolves, advocate for you during claims, and work to ensure your commercial auto coverage integrates seamlessly with your other business insurance lines. If you also carry commercial general liability, workers compensation, or employee benefits coverage, Combs & Company can help align your entire insurance program so that nothing falls through the cracks.

The Cost of Getting This Wrong

It is tempting to assume that because employees own their vehicles, the responsibility for insurance rests entirely with them. That assumption is legally and financially dangerous. Courts and claimants do not simply look at who owns the car — they look at who directed the activity that led to the accident. If your employee was on their way to a client meeting, running a work errand, or performing any task that was part of their job duties, your business may be liable regardless of vehicle ownership.

The cost of a single uninsured liability claim can be staggering — far exceeding the annual premium cost of hired and non-owned auto coverage many times over. Businesses that discover this gap after an accident has already occurred face the worst possible outcome: paying out of pocket while also managing the disruption and reputational damage that comes with litigation.

Addressing this coverage gap now, during the planning stage rather than the crisis stage, is one of the smartest risk management decisions a business owner can make. Summer is a particularly active time for business travel, client visits, and field work — making right now an ideal moment to evaluate whether your current commercial auto coverage is truly doing its job.

Get the Right Coverage Before the Next Trip Happens

Every time an employee gets behind the wheel of their personal car to do something on behalf of your business, your company's financial well-being is on the road with them. You do not have to leave that to chance. The right commercial auto coverage, properly structured for your specific business operations, ensures that a single accident does not become a business-defining financial event.

Combs & Company specializes in helping businesses across industries navigate exactly these kinds of coverage decisions — with expertise, clarity, and a genuine commitment to getting it right. Whether you need hired and non-owned auto coverage, a full business auto policy, or a comprehensive review of your entire commercial insurance program, their team is ready to help you build a strategy that protects your people, your assets, and your future.

Do not wait for a claim to discover you had the wrong coverage. Reach out to Combs & Company today and schedule a conversation with one of their experienced advisors. The right protection starts with a single conversation — and that conversation could make all the difference.

Protecting Outdoor Business Property and Signs: a Complete Guide for Business Owners

Fri, 17 Jul 2026 15:00:27 GMT

When most business owners think about protecting their commercial property, they picture the interior — the inventory stacked on shelves, the computers humming at workstations, the machinery on the production floor. What often gets overlooked until something goes wrong is everything outside those four walls. Your outdoor business property — particularly your signage, fencing, landscaping, and exterior fixtures — represents a significant investment that faces constant exposure to the elements, vandalism, theft, and accidental damage. This summer, with storms rolling through, foot traffic peaking, and UV rays bearing down on exterior materials, there has never been a better time to take a hard look at how well your outdoor property is actually protected.

Outdoor signs alone can represent thousands of dollars in investment. A custom illuminated sign for a retail storefront, a towering pylon sign near a highway, or even a well-crafted monument sign at the entrance of an office complex — these aren't afterthoughts. They are brand ambassadors. They direct customers to your door, communicate your identity, and signal professionalism and permanence. Losing one to a summer storm, a vehicle collision, or an act of vandalism can mean lost revenue from reduced visibility, expensive replacement costs, and a damaged brand impression — all at once. Understanding how to protect these assets, both physically and through proper insurance coverage, is essential for any serious business owner.

Why Outdoor Business Property Deserves Dedicated Attention

Outdoor property operates in a uniquely hostile environment. Unlike equipment stored indoors, exterior assets must withstand rain, hail, wind, freezing temperatures, intense summer heat, and prolonged sun exposure year after year. During summer months specifically, heat expansion can warp sign materials, UV radiation fades graphics and paint, and violent thunderstorms can topple even well-anchored structures. Beyond weather, outdoor property is also more vulnerable to theft, graffiti, and vehicle damage simply because it is accessible and visible to the public around the clock.

Business owners sometimes assume that because an asset is outdoors it is somehow less valuable or harder to insure. In reality, outdoor property — signs, fences, exterior lighting, landscaping, and similar features — can be explicitly included in a well-structured commercial property insurance policy. The key is making sure your coverage is specifically tailored to include these assets rather than relying on a generic policy that may leave gaps. Working with an experienced insurance advisor makes all the difference when it comes to ensuring nothing valuable is left exposed.

Common Outdoor Business Assets That Need Protection

Before you can protect your outdoor property effectively, it helps to take a full inventory of what you actually have. Business owners are often surprised at how much value is sitting outside their building. Here is a breakdown of the most common outdoor assets that deserve coverage and attention:

Business Signs and Signage Structures — This includes illuminated channel letter signs, LED displays, pylon signs, monument signs, awning signage, window graphics, and directional signs. These can range from a few hundred dollars to tens of thousands depending on size, lighting, and complexity.
Fencing and Gates — Perimeter fencing, security gates, and decorative fencing around parking areas or outdoor seating all represent real dollar value and serve critical security and aesthetic functions.
Exterior Lighting — Parking lot lights, security lighting, landscape lighting, and building-mounted fixtures are frequently damaged by storms and are often overlooked in insurance conversations.
Outdoor Furniture and Equipment — Restaurants, cafes, hotels, and retail businesses often invest heavily in outdoor seating, umbrellas, planters, and display fixtures that are exposed to both weather and theft.
Landscaping Features — Mature trees, planted beds, retaining walls, and decorative hardscaping can carry significant replacement value, especially for businesses that have invested in professional landscaping as part of their brand identity.
Parking Structures and Canopies — Covered parking areas, loading dock canopies, and carports face substantial risk from high winds, hail, and heavy snow loads.
Outdoor Storage and Utility Areas — Dumpster enclosures, utility sheds, propane storage cages, and similar structures are functional necessities that can be damaged or destroyed in a covered event.

Taking a thorough walk around your property with fresh eyes — and ideally with your insurance advisor — can reveal assets you may never have thought to document or insure properly.

Physical Protection Strategies for Outdoor Signs and Property

Insurance is your financial safety net, but physical protection measures are your first line of defense. Combining smart risk management with solid coverage is the most effective approach. There are several practical steps business owners can take to minimize the risk of damage to outdoor property before a claim ever needs to be filed.

For signage specifically, proper installation is everything. Signs that are professionally installed with appropriate anchoring systems and wind load ratings are far less likely to suffer catastrophic damage in storms. If your signage was installed years ago or by a contractor who cut corners, it is worth having a sign professional inspect the mounts and hardware. This is especially important heading into summer storm season, when wind events can be severe and fast-moving.

Regular maintenance also plays a critical role. Outdoor signs with electrical components — particularly LED and neon elements — should be inspected periodically for exposed wiring, moisture intrusion, and structural wear. Corrosion at the base of pole-mounted signs, for example, can compromise structural integrity long before visible damage appears. Catching these issues early is far less expensive than dealing with a collapse or an electrical fire.

Beyond signage, consider these additional physical protection practices:

Install Security Cameras — Visible surveillance deters vandalism and theft targeting outdoor assets. It also provides documentation that supports insurance claims if damage does occur.
Use Anti-Graffiti Coatings — Applying protective coatings to exterior surfaces, fences, and sign structures makes cleaning graffiti easier and reduces permanent damage.
Anchor or Store Movable Items — Outdoor furniture, planters, sandwich boards, and similar items should be anchored or brought indoors when severe weather is forecast.
Maintain Surrounding Vegetation — Overhanging tree branches near signage or exterior structures pose a serious risk in storms. Regular trimming reduces the chance of branches causing impact damage.
Ensure Adequate Lighting — Well-lit exteriors reduce the likelihood of vandalism and theft after hours. Motion-activated lighting is particularly effective.
Review Placement of High-Value Outdoor Assets — If possible, position valuable outdoor equipment or furniture away from areas with high vehicle traffic to minimize the risk of accidental collision damage.

How Commercial Property Insurance Covers Outdoor Assets

Understanding what your commercial property policy actually covers — and what it may exclude — is critical. Many standard commercial property policies do include outdoor property such as signs and fences, but coverage may be subject to sublimits, meaning the maximum payout for those specific categories may be lower than the actual replacement cost. This is one of the most common coverage gaps that business owners discover only after a loss has already occurred.

For example, a policy might include outdoor signs under its property coverage but cap that coverage at a dollar amount that falls well short of what it would cost to fabricate and install a replacement custom LED sign. Without a conversation with your broker about your actual outdoor property values, you may be significantly underinsured on these assets without realizing it.

Covered perils for outdoor property typically include:

Fire and smoke damage
Windstorm and hail
Vandalism and malicious mischief
Vehicle collision damage
Theft of removable outdoor property
Weight of ice or snow
Lightning strikes

It is equally important to understand common exclusions. Flood damage, for instance, is typically not covered under a standard commercial property policy and requires separate flood insurance. Gradual deterioration and maintenance-related damage are also generally excluded, which underscores why proactive physical maintenance matters from an insurance standpoint as well.

A knowledgeable commercial insurance advisor can review your current policy, identify where your outdoor property coverage may fall short, and help you close those gaps. This is exactly the kind of consultative, detailed work that sets experienced brokers apart from simply purchasing a policy online and hoping for the best.

The Importance of Accurate Valuation for Outdoor Property

One of the most overlooked aspects of protecting outdoor business property is ensuring it is accurately valued in your insurance program. Replacement costs for custom signage, in particular, have increased alongside broader construction and materials costs. A sign that cost a certain amount to produce and install several years ago may cost considerably more to replace today. If your policy reflects outdated values, you could find yourself receiving a settlement that covers only a portion of your actual loss.

This is why a detailed property valuation — one that specifically accounts for your outdoor assets — is such an important part of building a comprehensive insurance program. Working with an advisor who takes the time to understand your full operation, not just your square footage and interior contents, ensures your coverage reflects the real-world value of everything your business depends on.

For businesses with multiple locations, this becomes even more complex. A multi-location retailer, for example, might have dozens of exterior signs across different sites, all of which need to be properly documented and insured. A corporate account handled by an experienced commercial insurance partner can ensure consistency and completeness across an entire portfolio.

Summer-Specific Risks to Outdoor Business Property

Summer brings a unique combination of risk factors that make this season an especially important time to review outdoor property protection. Severe thunderstorms, high winds, and hail events are among the most common causes of commercial property claims during summer months. Outdoor signs and lighting structures are particularly vulnerable because they are elevated, exposed, and often large enough to catch wind like a sail.

Heat-related expansion can also stress sign cabinets, electrical connections, and mounting hardware over time. Prolonged heat waves accelerate UV degradation of sign faces, awning materials, and outdoor furniture finishes. For businesses located in coastal or humid regions, summer also brings increased moisture and salt air exposure that can accelerate corrosion on metal structures and electrical components.

Increased summer foot traffic — whether from customers, tourists, or event-goers — also means greater exposure to accidental damage and opportunistic vandalism. Businesses that see a surge in activity during summer months should be particularly attentive to the condition and security of their outdoor property during this period.

Working with the Right Insurance Partner

Protecting outdoor business property and signs is not just a matter of buying more insurance — it is about buying the right insurance, structured correctly, with accurate valuations and appropriate coverage terms. That requires working with an advisor who takes a genuinely consultative approach rather than simply processing a transaction.

At Combs & Company, the approach to commercial property insurance is built around understanding your actual business — its assets, its risks, and its goals. Their team conducts detailed risk assessments and property valuations, reviews existing coverage for gaps, compares top-rated carriers, and provides ongoing reviews as businesses grow and change. Outdoor property such as signs, fences, and landscaping is among the categories explicitly addressed in their commercial property coverage approach, ensuring that the assets most visible to your customers and most exposed to risk are not left behind in the coverage conversation.

Whether you run a single retail storefront with a custom illuminated sign, a restaurant with an outdoor patio full of furniture and heaters, or a multi-location business with significant exterior infrastructure across multiple properties, having an experienced partner in your corner makes a measurable difference. To learn more about how Combs & Company structures commercial property coverage to protect everything your business depends on, visit their commercial property insurance page and schedule a discovery call with their team.

Taking the Next Step to Protect Your Outdoor Property

If you have read this far, you likely already sense that your outdoor property may not be as well protected as it should be. Whether it is a gap in your current policy's sublimits for signs and fences, an outdated valuation that no longer reflects replacement costs, or simply the realization that you have never had a detailed conversation about outdoor assets with your insurance advisor — now is the time to act.

Start by taking a physical inventory of all outdoor property at your business location or locations. Document everything with photographs, note approximate ages and original costs, and estimate current replacement values. Then bring that inventory to a conversation with a commercial insurance professional who can review your existing coverage against what you actually own.

The cost of being underinsured on outdoor property is not just financial — it is operational. A damaged or destroyed sign means customers cannot find you. A collapsed fence means your property is unsecured. Destroyed outdoor furniture means your revenue-generating patio is closed. These are not abstract risks. They are the kinds of losses that interrupt real business operations and create real financial strain at precisely the moment when you need stability most.

Protecting your outdoor business property and signs is a straightforward, achievable goal when you approach it with the right combination of physical risk management and tailored insurance coverage. The team at Combs & Company is ready to help you build that protection from the ground up. Do not wait for a summer storm or an act of vandalism to reveal the gaps in your coverage. Reach out today, start the conversation, and make sure every corner of your business — inside and out — is properly protected.

Is Product Liability Insurance Mandatory for Businesses

Thu, 16 Jul 2026 15:00:13 GMT

Every business that sells, manufactures, or distributes a physical product faces an unavoidable question: what happens if that product injures someone or causes property damage? Whether you run a small artisan food brand, a growing e-commerce store, or a large-scale manufacturing operation, the moment your product reaches a customer's hands, you assume a degree of legal responsibility for what it does. This reality leads countless business owners to ask the same fundamental question — is product liability insurance mandatory for businesses? The answer is nuanced, but understanding it fully could be one of the most important things you do to protect your company's financial future.

Product liability is one of those areas of business risk that feels abstract until it isn't. A defective component, an unclear warning label, a contaminated batch of food — any of these situations can result in a lawsuit that costs tens of thousands or even hundreds of thousands of dollars to defend, regardless of whether your business was actually at fault. Legal fees alone can be devastating to a small or mid-sized business, even if the case is ultimately dismissed. That's the financial landscape product liability insurance is designed to address, and it's why so many businesses treat it not as an optional add-on, but as a core pillar of their risk management strategy.

The Legal Requirement Question: Is It Mandated by Law?

When people ask whether product liability insurance is mandatory, they're usually asking whether state or federal law requires businesses to carry it. In the United States, there is no single federal law that universally mandates product liability insurance for all businesses. Unlike workers' compensation insurance, which most states require employers to carry, product liability insurance does not have an equivalent nationwide legal mandate that applies across every industry and business type.

However, this does not mean that product liability coverage is truly optional in practice. The reality is far more layered. Several forces — contractual obligations, industry-specific regulations, retailer requirements, and platform policies — can effectively make product liability insurance a practical necessity even when no explicit law demands it. Understanding these forces is essential for any business owner who wants an honest picture of their obligations and exposure.

Some states and industries do impose requirements that function similarly to a mandate. For example, certain regulated industries such as pharmaceuticals, medical devices, and food production may face regulatory frameworks that indirectly require adequate liability coverage. Additionally, many government contracts and public procurement requirements specify minimum liability coverage levels that vendors and suppliers must carry before they are eligible to do business with state or federal agencies.

Contractual and Marketplace Requirements That Function Like Mandates

Even without a direct legal mandate, many businesses find that product liability insurance is effectively required through the contracts they sign and the marketplaces where they operate. These requirements have grown increasingly common across a wide range of industries and distribution channels.

Retail partnerships: Large retailers and wholesale buyers commonly require vendors to carry a specified minimum level of product liability insurance before they will agree to stock or sell a product. If you want your product on the shelves of a major retailer, you'll almost certainly need to show proof of coverage.
E-commerce platforms: Major online marketplaces have implemented seller policies that require product liability insurance above certain sales thresholds. Sellers who fail to comply may have their accounts suspended or terminated.
Distributor agreements: Distributors and third-party logistics partners frequently include insurance requirements in their agreements to protect themselves from being named in a product liability suit.
Licensing agreements: If your product uses licensed intellectual property or technology, the licensor may require adequate liability coverage as a condition of the license.
Lender and investor requirements: Businesses seeking financing or investment may find that lenders or investors require proof of product liability insurance as part of their due diligence process.

In each of these scenarios, the business isn't being forced by law to buy insurance — but walking away from the coverage means walking away from the opportunity, the contract, or the distribution channel. For most business owners, that's not a real choice at all.

Who Needs Product Liability Insurance and Why

Product liability claims can arise across the entire supply chain, not just at the point of manufacture. If your business plays any role in bringing a product to market, you could potentially be named in a lawsuit. This is one of the most misunderstood aspects of product liability exposure. Many business owners assume that if they didn't make the product themselves, they can't be held responsible. That assumption is legally incorrect in most jurisdictions.

Courts have consistently held that manufacturers, wholesalers, distributors, importers, and retailers can all face liability for injuries or damages caused by a defective product. This means the following types of businesses should strongly consider product liability insurance:

Manufacturers and producers of physical goods
Importers and exporters of consumer products
Wholesale distributors and middlemen
Retail businesses that sell physical products, whether in-store or online
Private-label brands that have products made under their name by a third-party manufacturer
Artisan and handmade goods creators who sell at markets, shops, or online platforms
Food and beverage producers, including home-based cottage food businesses in many states
Companies that sell products as part of a service offering

The scope of potential exposure is broad, and the types of claims that can arise are equally varied. Product liability claims generally fall into three categories: manufacturing defects (a flaw that occurred during production), design defects (an inherent flaw in the product's design), and marketing defects (inadequate warnings or instructions). Each of these can result in significant legal liability, and each is typically addressed by a comprehensive product liability insurance policy.

What Product Liability Insurance Actually Covers

Understanding what the coverage does — and doesn't — include helps businesses make informed decisions about the type and level of protection they need. A standard product liability insurance policy is designed to cover claims arising from bodily injury or property damage caused by a product your business manufactures, sells, or distributes. This generally includes coverage for legal defense costs, settlements, and judgments up to the policy limits.

It's worth noting that product liability coverage is often included as a component of a Commercial General Liability (CGL) policy, but this is not always the case, and the limits within a CGL policy may not be sufficient for businesses with significant product exposure. Some businesses — particularly those in higher-risk product categories like food, supplements, children's products, or industrial equipment — may need to purchase a standalone product liability policy or increase their limits substantially.

Coverage typically addresses situations such as:

A customer who suffers an allergic reaction or illness from a food or beverage product
A child who is injured by a toy with a design defect
Property damage caused by a malfunctioning appliance or electronic device
Personal injury resulting from inadequate product warnings or instructions
Third-party bodily injury caused by a product failure in a commercial setting

What product liability insurance typically does not cover includes intentional harm, contractual disputes unrelated to physical injury, recall costs (which require a separate product recall policy), and in most cases, damage to the product itself rather than damage the product causes to other property. Knowing these boundaries helps you work with your insurance advisor to identify any gaps that may require additional coverage.

The Financial Consequences of Going Without Coverage

For businesses that are not contractually required to carry product liability insurance and operate in industries where no regulatory requirement exists, the temptation to forgo the coverage to cut costs is understandable. But the financial logic of going uninsured rarely holds up under scrutiny.

A single product liability lawsuit can cost a business tens of thousands of dollars in legal defense fees before any verdict is reached. If the case results in a settlement or judgment, the financial exposure grows substantially. For small and mid-sized businesses, these costs can be existential. Many businesses that face an uninsured product liability claim are forced to liquidate assets, take on debt, or close entirely, even if the underlying claim was ultimately found to have little merit.

Beyond the direct financial costs, a product liability lawsuit can damage your business's reputation, disrupt operations, strain supplier and retailer relationships, and consume enormous amounts of your time and attention. Insurance doesn't eliminate the possibility of a lawsuit, but it provides the financial backing and legal resources necessary to navigate one without putting your business at risk of collapse.

How Coverage Limits and Policy Structure Are Determined

The appropriate level of product liability coverage for your business depends on a number of factors that an experienced commercial insurance advisor will assess. These typically include the nature of your product and its potential for harm, the volume of products you sell and the markets you serve, your distribution channels and the contractual requirements you must meet, your business's revenue and asset base, and your industry's historical claims environment.

Businesses that sell low-risk products at modest volumes may find adequate protection within the products-completed operations coverage included in a standard Commercial General Liability policy. Businesses with higher-risk profiles — including those in food and beverage, health and wellness, children's products, or industrial manufacturing — typically need higher limits and may benefit from a dedicated product liability policy that provides broader coverage and higher capacity.

Working with a knowledgeable insurance advisor who understands your industry is essential to making sure you're not underinsured. The goal isn't simply to buy the minimum coverage required by a contract; it's to ensure your business has adequate protection relative to the actual risks it faces.

Why Proactive Coverage Is the Right Business Strategy

Whether or not product liability insurance is legally mandated for your specific business, the more relevant question is whether operating without it represents sound risk management. For the vast majority of businesses that sell physical products, the answer is clear. The cost of insurance is predictable and manageable. The cost of an uninsured product liability claim is neither.

Beyond pure financial protection, maintaining proper product liability insurance signals to your retail partners, distributors, investors, and customers that your business operates responsibly and is prepared to stand behind the products it puts into the market. In an environment where supply chain transparency and brand accountability are increasingly scrutinized, that signal matters.

Summer is also an especially relevant time for product-based businesses to review their coverage. Seasonal spikes in sales — whether you're selling outdoor equipment, food and beverage products, personal care items, or consumer goods that see higher demand during warmer months — can increase your exposure significantly. If your policy limits were set based on lower revenue projections, a busy summer season may leave gaps in your protection. Reviewing your coverage before or during peak sales periods is a practical step that every product-based business should take seriously.

Partner with Combs and Company for Expert Product Liability Guidance

At Combs & Company , the team works with manufacturers, sellers, and brands to evaluate their product liability exposure and structure coverage that genuinely fits their business. Whether you're a growing e-commerce brand, an established manufacturer, or a private-label business expanding into new markets, getting the right coverage in place is one of the most important investments you can make in your company's long-term stability.

If you're unsure whether your current coverage is adequate, or if you're building your insurance program from scratch, the experienced commercial insurance advisors at Combs & Company are ready to help you think through your options clearly and honestly. Don't wait for a claim to find out whether your business is protected. Reach out to Combs & Company today and take a proactive step toward securing the coverage your business needs to operate with confidence.

Understanding the Basics of Commercial Inland Marine Insurance

Wed, 15 Jul 2026 15:02:28 GMT

When most business owners hear the word "marine" attached to an insurance policy, they picture cargo ships crossing oceans or vessels navigating international waters. That assumption leads many companies to overlook one of the most practical and versatile forms of commercial coverage available: inland marine insurance. Despite its nautical name, this type of policy has almost nothing to do with the sea. It has everything to do with protecting the property, equipment, tools, and specialized assets that your business relies on every day — especially when those assets move, travel, or are stored away from your primary location. Understanding the basics of commercial inland marine insurance is an essential step for any business owner who wants to close the coverage gaps that standard commercial property policies routinely leave behind.

The name itself has historical roots. Centuries ago, marine insurance was developed to protect goods being shipped across water. As trade expanded and goods began moving overland by wagon, rail, and eventually truck, insurers recognized that the same principles of protecting property in transit needed to apply on land as well. The "inland" distinction was born, and over time the coverage evolved into the broad, flexible category it is today. Modern inland marine insurance now covers a remarkably wide range of business property, and understanding how it works can save your company from significant financial loss.

Why Standard Commercial Property Insurance Often Falls Short

Before exploring what inland marine insurance covers, it helps to understand why businesses need it in the first place. A standard commercial property insurance policy is designed to protect assets at a fixed, defined location — your office, your warehouse, your storefront. It does an admirable job of covering equipment, furniture, inventory, and other property while those items sit within the walls of your insured premises. The problem arises the moment your property leaves that location.

Think about the realities of running a modern business. Contractors carry expensive tools and machinery from jobsite to jobsite. Photographers transport high-value camera equipment to shoots across the city or across the country. Healthcare providers move medical devices between facilities. IT companies deploy servers, laptops, and networking hardware at client sites. In each of these cases, the moment that valuable property steps off your insured premises, your standard commercial property policy may provide little to no protection. That is precisely the gap that inland marine insurance is designed to fill.

Even property that never physically moves can fall outside traditional coverage. Equipment that is temporarily installed at a job location, property held in a storage unit away from your main facility, or tools kept on a company vehicle overnight can all exist in a coverage grey zone under a basic property policy. Inland marine coverage addresses these vulnerabilities by focusing on the nature of the property itself rather than restricting protection to a single fixed address.

What Commercial Inland Marine Insurance Actually Covers

One of the defining characteristics of inland marine insurance is its flexibility. Because it was designed to cover mobile and specialized property, it can be tailored to fit an enormous variety of business needs. While specific policy terms always vary by insurer and by endorsement, the coverage generally falls into several broad categories that are worth understanding in detail.

Contractors' Equipment and Tools: This is one of the most common applications of inland marine coverage. Excavators, compressors, scaffolding, hand tools, power tools, and other equipment used by contractors are typically covered while in transit, at a job site, or stored temporarily away from the main business location. This protection can apply whether equipment is owned outright, rented, or leased.
Property in Transit: Goods, materials, and products being transported from one location to another — whether by your own vehicles or by a third-party carrier — can be covered against loss or damage during the journey. This is especially important for businesses that ship high-value goods or raw materials regularly.
Installation Floater Coverage: When materials or equipment are being installed at a customer location, they may not be covered by a standard property policy or a general liability policy. An installation floater, which falls under the inland marine umbrella, covers those items from the moment they leave your warehouse through the completion of the installation.
Valuable Papers and Records: Businesses that maintain important physical documents, blueprints, architectural drawings, or irreplaceable records may be able to secure coverage for those items under an inland marine policy, protecting against loss from fire, theft, water damage, and other perils.
Electronic Equipment and Data: Laptops, tablets, specialized diagnostic equipment, audio-visual gear, and similar electronics that travel with employees or are deployed at client sites are natural candidates for inland marine coverage. Some policies also extend protection to the cost of reproducing lost data.
Fine Arts and Specialty Items: Museums, galleries, collectors, and businesses that handle or display artwork, antiques, or other specialty items often rely on inland marine floaters to protect those unique and difficult-to-replace assets.
Medical and Scientific Equipment: Healthcare providers, laboratories, and research organizations frequently move expensive diagnostic tools, imaging equipment, and scientific instruments between facilities. Inland marine coverage ensures those assets are protected during transport and at off-site locations.
Leased or Rented Equipment: When your business uses equipment it does not own, you are often still financially responsible for damage or loss under your rental agreement. Inland marine coverage can protect you from those unexpected liabilities.

How Inland Marine Policies Are Structured

Inland marine insurance policies are generally written in one of two ways: as scheduled policies or as blanket policies. Understanding the difference is important when you are evaluating your options.

A scheduled inland marine policy lists each piece of covered property individually, along with its assigned value. This approach works well for high-value, unique items such as specialized machinery, medical devices, or fine art, where it is important to establish a precise insured value for each asset. The advantage is clarity — you know exactly what is covered and for how much. The administrative burden is that the schedule must be kept current as you acquire, retire, or replace equipment.

A blanket inland marine policy, by contrast, provides a single coverage limit that applies across all eligible property in a defined category. Rather than listing every tool individually, for example, a contractor might carry a blanket policy covering all tools and equipment up to a specified total limit. This approach is simpler to manage and ensures that newly acquired items are automatically covered without requiring a policy update, though it requires careful attention to ensure the blanket limit remains sufficient as your inventory grows.

Most inland marine policies are written on an open-perils basis, meaning they cover loss from any cause that is not specifically excluded, rather than only covering named perils. This broad approach is one of the reasons inland marine coverage tends to offer more comprehensive protection than standard commercial property policies, which are more often written on a named-perils basis.

Industries That Benefit Most from Inland Marine Coverage

While virtually any business that owns mobile or specialized property can benefit from inland marine insurance, certain industries have a particularly strong need for this type of coverage. Summer is actually a peak season for many of these industries, as construction projects ramp up, outdoor events multiply, and businesses push their equipment to maximum utilization. This makes summer an ideal time to review your current coverage and ensure your most active assets are properly protected.

Construction and Contracting: Builders, electricians, plumbers, HVAC technicians, and other trade contractors rely heavily on expensive tools and heavy equipment that are constantly on the move between job sites.
Photography and Videography: Professional photographers and video production companies invest tens of thousands of dollars in cameras, lenses, lighting, and audio equipment that travels to every shoot.
Healthcare and Medical Services: Home health agencies, diagnostic services, and mobile medical providers transport expensive equipment as a core part of their operations.
Technology and IT Services: Managed service providers, IT consultants, and AV installation companies regularly transport and deploy high-value electronic hardware at client locations.
Logistics and Transportation: Businesses that ship goods regularly need protection for those goods while they are in the hands of carriers or during intermediate stops.
Fine Art Dealers and Museums: Anyone responsible for moving, storing, or displaying valuable artwork or collectibles needs the specialized protection that inland marine floaters provide.
Event Production and Entertainment: Stage lighting, sound systems, and other production equipment that travels from venue to venue is well-suited for inland marine coverage.

Common Exclusions to Be Aware Of

Like all insurance policies, inland marine coverage has its limits and exclusions. While policies vary, there are some common exclusions that business owners should be aware of when evaluating their coverage. Wear and tear, mechanical breakdown, and gradual deterioration are typically excluded, as these are considered maintenance issues rather than sudden, unexpected losses. Property that is intentionally damaged or lost due to fraudulent activity by the insured is also generally not covered. War, nuclear hazard, and certain catastrophic events may be excluded as well.

Some policies exclude coverage for property left unattended in a vehicle overnight, or place sub-limits on tools and equipment that are not properly secured. Understanding these nuances is critical, which is why working with an experienced insurance professional is so valuable. A knowledgeable broker can help you read the fine print, identify gaps, and select endorsements that address the specific risks your business faces.

How to Determine the Right Level of Coverage

Selecting the appropriate inland marine coverage begins with a thorough inventory of your business's mobile and specialized property. The goal is to identify every asset that leaves your primary insured location, is stored off-site, is in transit, or is being used at a customer or job site. For each category of property, you should consider its replacement value, how frequently it moves, where it goes, and what risks it faces during normal business operations.

Once you have a clear picture of your exposure, you can work with your insurance advisor to determine whether a scheduled or blanket approach makes more sense, what coverage limits are appropriate, and which endorsements or riders might be needed to address industry-specific risks. It is also worth reviewing your existing commercial property policy carefully to understand exactly where its coverage ends, so you can ensure the inland marine policy picks up without leaving gaps or creating unnecessary overlaps.

Keeping your policy current is equally important. As your business grows, acquires new equipment, or expands into new service areas, your inland marine coverage should be reviewed and updated accordingly. An annual policy review with your broker is a smart practice that helps ensure your coverage always reflects the current reality of your operations.

The Value of Working with an Experienced Commercial Insurance Advisor

Inland marine insurance, despite its practical importance, is frequently misunderstood and underutilized. Many businesses discover their coverage gaps only after suffering a loss — at exactly the moment when the consequences are most painful. Taking a proactive approach by understanding your exposures and securing appropriate coverage before a loss occurs is always the smarter and more cost-effective strategy.

The complexity of inland marine policies, with their many forms, floaters, endorsements, and exclusions, underscores the importance of working with an insurance professional who has genuine expertise in commercial coverage. A skilled advisor does not simply sell you a policy; they take the time to understand your business, analyze your specific risks, and build a coverage program that genuinely protects what you have worked to build.

At Combs & Company, inland marine insurance is one of many commercial coverage options available to business clients. Their team is equipped to help businesses across a wide range of industries evaluate their property risks, understand their current coverage, and identify the solutions that make sense for their specific situation. Whether you are a contractor with a fleet of expensive equipment, a technology company deploying hardware at client sites, or any other business with valuable mobile or specialized assets, understanding your inland marine coverage options is a critical part of building a comprehensive commercial insurance program.

To learn more about how inland marine insurance can protect your business's equipment, tools, and property in transit, visit the Combs & Company inland marine insurance page and connect with their team to start a conversation about your coverage needs. The right protection is not a luxury — it is the foundation of a resilient, well-managed business, and there is no better time than now to make sure yours is in place.

What Types of Workplace Injuries Are Covered by Workers Compensation

Tue, 14 Jul 2026 15:00:29 GMT

Every day, employees across the country head to work trusting that their employer and workplace are reasonably safe. But the reality is that accidents happen — sometimes in an instant, sometimes gradually over months or even years. When they do, workers compensation insurance exists as a critical safety net, providing injured employees with financial support and medical care while protecting employers from potentially devastating out-of-pocket costs. Yet despite how important this coverage is, a surprising number of business owners and employees alike are unclear on the specifics: what types of workplace injuries are actually covered by workers compensation, and where does coverage stop?

Understanding the scope of workers compensation coverage is not just a matter of legal compliance — it is a matter of protecting your people and your business. Whether you are a small business owner trying to ensure you have the right policy in place or an employee trying to understand your rights after an on-the-job incident, this guide is designed to give you a thorough, honest, and practical breakdown of the injuries and conditions that workers compensation typically covers. And if you have questions about your specific situation, the team at Combs & Company is ready to help you navigate the complexities of workers compensation insurance.

The Foundation: What Workers Compensation Is Designed to Do

Before diving into the specific types of covered injuries, it helps to understand the foundational purpose of workers compensation. Workers compensation is a form of insurance that most employers are legally required to carry. When an employee is injured or becomes ill as a direct result of their job, the policy covers medical treatment, a portion of lost wages during recovery, rehabilitation costs, and — in tragic cases — death benefits for surviving family members. In exchange for this coverage, employees generally give up the right to sue their employer for negligence, creating a system that benefits both sides.

The key phrase in workers compensation law is that the injury or illness must arise out of and in the course of employment. In other words, the harm must be connected to the employee's job duties or workplace environment. This standard is broad enough to cover a wide range of situations, but it does have important limits. Let's explore the categories of injuries and illnesses that typically fall within that definition.

Traumatic Injuries From Workplace Accidents

The most commonly recognized type of workers compensation claim involves a sudden, traumatic injury — what most people picture when they think of a workplace accident. These are injuries that occur in a discrete moment and have a clear cause and effect. Examples include a construction worker who falls from scaffolding, a warehouse employee who is struck by a forklift, or an office worker who slips on a wet floor and breaks a wrist. The injury is immediate, identifiable, and directly connected to the work environment.

Workers compensation coverage for traumatic injuries typically includes emergency medical care, surgery, hospitalization, follow-up treatment, physical therapy, and wage replacement during the recovery period. These claims are often the most straightforward, though disputes can still arise over the severity of the injury or whether it is truly work-related. Common traumatic workplace injuries that are generally covered include:

Broken bones and fractures resulting from falls, machinery accidents, or being struck by objects
Head injuries and traumatic brain injuries (TBIs) caused by falls or impacts
Spinal cord injuries resulting in partial or full paralysis
Lacerations, puncture wounds, and crush injuries
Burns from fires, chemicals, or electrical sources
Eye injuries caused by debris, chemicals, or UV exposure
Amputations resulting from machinery or equipment accidents

Even in office environments, traumatic injuries are more common than many people assume. Slips, trips, and falls are among the leading causes of workers compensation claims across all industries, not just physically demanding ones.

Repetitive Stress and Overuse Injuries

Not every workplace injury happens in a single dramatic moment. Some of the most debilitating and costly injuries develop gradually over time as a result of repetitive motions, prolonged awkward postures, or continuous physical strain. These are known as repetitive stress injuries or overuse injuries, and they are absolutely covered under workers compensation when they can be linked to job duties.

Carpal tunnel syndrome is perhaps the most well-known example — a condition caused by repetitive hand and wrist movements that is common among assembly line workers, keyboard users, cashiers, and anyone else whose job involves sustained repetitive hand motion. Tendinitis, bursitis, rotator cuff injuries, and lower back strain from repeated heavy lifting are also in this category. Because these conditions develop slowly, proving their work-related origin can sometimes require more documentation, which is why working with an experienced insurance professional matters.

Common repetitive stress injuries covered by workers compensation include:

Carpal tunnel syndrome from prolonged keyboard use or assembly work
Rotator cuff injuries from repetitive overhead reaching or lifting
Tendinitis in the shoulders, elbows, or knees from sustained motion
Lower back disc injuries from repeated bending and heavy lifting
Knee damage from prolonged kneeling or squatting
Hearing loss from chronic exposure to loud noise in the workplace

Occupational Illnesses and Diseases

Workers compensation is not limited to physical injuries — it also covers occupational diseases and illnesses that develop as a direct result of workplace conditions or exposures. These conditions can take years to manifest, and connecting them to a specific job can be complex, but they are a recognized and important category of coverage.

An employee who develops mesothelioma after years of asbestos exposure in a construction or manufacturing environment, for example, may be entitled to workers compensation benefits. Similarly, a healthcare worker who contracts a bloodborne illness from a needlestick injury, or a farmworker who develops a respiratory condition from pesticide exposure, may have a valid occupational disease claim. The core requirement is that the illness can be causally linked to the nature of the work performed.

Examples of occupational illnesses that may be covered include:

Respiratory diseases such as asbestosis, silicosis, or black lung disease from prolonged dust or particulate exposure
Skin conditions like contact dermatitis caused by chemical exposure in the workplace
Infectious diseases contracted in healthcare, laboratory, or other high-exposure settings
Hearing loss from chronic exposure to industrial noise levels
Chemical poisoning or toxic substance exposure resulting in organ damage
Heat-related illnesses from working in extreme temperature environments

Mental Health Conditions and Psychological Injuries

An area of workers compensation that has evolved significantly in recent decades is the coverage of mental health conditions and psychological injuries. This category is more nuanced and varies considerably by state, but it is increasingly recognized as a legitimate component of workplace injury coverage.

In many states, employees who develop post-traumatic stress disorder (PTSD) following a traumatic workplace event — such as a violent crime, a serious accident, or the sudden death of a coworker — may be entitled to workers compensation benefits for their psychological treatment. First responders, in particular, are increasingly protected under mental health provisions in workers compensation laws. Some states have expanded coverage to include conditions like anxiety or depression that can be directly and demonstrably traced to work-related stress or a specific workplace incident. However, general workplace stress without a specific triggering event is typically not covered, and the standards for mental health claims are often more stringent than for physical injuries.

Injuries That Occur Away From the Primary Workplace

Many employers and employees are surprised to learn that workers compensation can extend beyond the four walls of the traditional workplace. The defining standard — that the injury must arise in the course of employment — means that any time an employee is performing a work-related duty, they may be covered, even if they are not physically at the main job site.

For example, if an employee is injured in a car accident while making a client delivery, attending a business meeting off-site, or running a work-related errand, that injury is likely covered. Employees who travel for work and are injured while on a business trip may also have a valid claim. However, there are important exceptions: the standard commute between home and the workplace is generally not covered under workers compensation, a rule known as the "coming and going" rule. Similarly, injuries that occur during a purely personal deviation from work duties are typically excluded.

Pre-Existing Conditions That Are Aggravated by Work

Another commonly misunderstood aspect of workers compensation is its treatment of pre-existing conditions. Many people assume that if they already had a health condition before starting a job, any worsening of that condition at work cannot be covered. In reality, most states allow workers compensation claims when work activities aggravate, accelerate, or exacerbate a pre-existing condition.

For example, an employee with a pre-existing back problem who is required to lift heavy objects at work and ultimately suffers a herniated disc may still be entitled to compensation for the portion of their injury or disability attributable to the work activity. The same principle applies to heart conditions, arthritis, and many other chronic health problems. Documentation and medical evidence are critical in these cases to establish the degree to which the work contributed to the worsening of the condition.

What Workers Compensation Typically Does Not Cover

Understanding the limits of coverage is just as important as knowing what is included. Workers compensation is a broad protection, but it is not unlimited. Most policies and state laws exclude certain situations from coverage, and knowing these exclusions helps both employers and employees set realistic expectations.

Injuries that are generally not covered include:

Injuries caused by the employee's own intoxication or impairment from drugs or alcohol at the time of the accident
Self-inflicted injuries
Injuries that occur during voluntary participation in recreational activities or company-sponsored events, depending on state law
Injuries sustained during the normal daily commute to and from work
Injuries resulting from an employee's violation of a known safety policy, in some circumstances
Injuries to independent contractors rather than direct employees, though this area has become legally complex in many states

It is worth noting that these exclusions vary by state and by the specific language of the policy. What is excluded in one jurisdiction may be covered in another, which is one reason why working with a knowledgeable insurance professional is so valuable.

Why Having the Right Workers Compensation Policy Matters

For business owners, workers compensation is not just a legal obligation — it is a fundamental part of responsible risk management. A well-structured policy protects your employees when they need it most and shields your business from the financial strain of a serious injury claim. Without adequate coverage, a single serious workplace accident could result in significant out-of-pocket expenses, litigation, and lasting reputational damage.

But not all workers compensation policies are created equal. Coverage limits, classification of employees, experience modification rates, and the specific terms of the policy all have a real impact on what you pay and what you receive in the event of a claim. That is why it pays — literally — to work with insurance professionals who understand the nuances of commercial insurance and can help you find coverage that truly fits your business and workforce.

At Combs & Company, workers compensation is one of the many areas of commercial insurance expertise the team brings to business clients. Whether you are reviewing your current policy, opening a new business, or managing a claim, having a knowledgeable partner in your corner makes a meaningful difference. You can learn more about their approach to workers compensation insurance directly on their website.

Taking the Next Step to Protect Your Business and Your People

Workers compensation may feel like a complex subject, but at its core, it exists to do something fundamentally important: make sure that people who are hurt at work receive the care and financial support they need to recover, and that businesses are not destroyed by the unpredictable costs that come with workplace injuries. From sudden traumatic accidents to slowly developing occupational diseases, from mental health conditions to the aggravation of pre-existing injuries, the scope of potential workplace harm is wide — and workers compensation is designed to address much of it.

As a business owner, the most important thing you can do is make sure your workers compensation coverage is current, adequate, and well understood. As an employee, knowing your rights and understanding what workers compensation covers empowers you to act quickly and confidently if you are ever injured on the job. And in either case, having an experienced insurance partner who can help you navigate the system is invaluable.

If you are ready to review your workers compensation coverage or explore options for your business, reach out to the team at Combs & Company today. Their professionals are equipped to help you understand your options, structure the right coverage, and support you through every step of the claims process — so your team is protected no matter what summer, or any season, brings.

What is Considered Personal and Advertising Injury in Insurance

Mon, 13 Jul 2026 23:00:04 GMT

When most business owners think about liability insurance, they picture scenarios involving slip-and-fall accidents, damaged client property, or product-related injuries. These are obvious risks — the kind that keep entrepreneurs up at night. But there is another category of risk that quietly threatens businesses every single day, and it lives in the words you use, the content you publish, and the way you market your brand. That category is personal and advertising injury, and understanding it is essential for any business that communicates with the public — which, in today's world, means virtually every business in existence.

If you have ever wondered what is considered personal and advertising injury in insurance, you are not alone. It is one of the most frequently misunderstood components of a Commercial General Liability (CGL) policy, yet it is also one of the most valuable. From social media posts to billboard campaigns, from sales pitches to email newsletters, your business communications create real legal exposure. Knowing exactly what this coverage protects against — and where its boundaries lie — can be the difference between weathering a lawsuit confidently and facing financial devastation unprepared.

The Foundation: What Is a Commercial General Liability Policy?

Before diving specifically into personal and advertising injury, it helps to understand the broader structure of the policy that contains it. A Commercial General Liability insurance policy from Combs & Company is designed to protect businesses from a wide spectrum of everyday risks. A standard CGL policy is typically divided into three major coverage areas: bodily injury and property damage liability, medical payments, and personal and advertising injury liability. Each of these coverage buckets addresses a distinct type of harm a business might cause to a third party.

Bodily injury coverage responds when someone is physically hurt as a result of your business operations. Property damage coverage kicks in when your business causes damage to someone else's tangible property. Personal and advertising injury coverage, however, addresses something far less tangible — harm caused by your words, your content, and your business communications. It is the intellectual and reputational side of liability, and in an age where brands live and die by their public image, it carries enormous practical importance.

Defining Personal and Advertising Injury: The Core Categories

Insurance policies define personal and advertising injury through a specific list of offenses. These definitions are largely standardized across the industry through Insurance Services Office (ISO) policy forms, though individual insurers may have slight variations. Broadly speaking, the coverage is designed to protect your business when it is accused of causing harm through non-physical means. Understanding each category in this definition gives you a clearer picture of just how comprehensive — and how necessary — this protection really is.

Personal injury offenses under a CGL policy typically include the following types of claims:

False Arrest, Detention, or Imprisonment: If your business — including your employees acting on your behalf — wrongfully detains or restricts someone's freedom, such as a retail employee incorrectly detaining a suspected shoplifter, this coverage can respond to the resulting legal claim.
Malicious Prosecution: If your business initiates or continues a legal proceeding against someone without probable cause and with malicious intent, and that person suffers harm as a result, this offense may be covered under the personal injury portion of your policy.
Wrongful Eviction or Entry: This applies primarily to landlords and property managers. If a tenant is wrongfully evicted or someone unlawfully enters a person's private space, claims arising from that situation can fall under personal injury coverage.
Oral or Written Publication That Slanders or Libels a Person or Organization: This is one of the most commonly triggered personal injury offenses in the modern business world. Slander refers to false spoken statements that harm someone's reputation. Libel refers to false written or published statements that cause reputational damage. In an era of online reviews, social media commentary, and competitive sales messaging, this exposure is remarkably common.
Oral or Written Publication That Violates a Person's Right of Privacy: If your business publishes or discloses private information about an individual without their consent and they suffer harm as a result, this offense may apply.

Advertising injury offenses, while related, focus specifically on harms caused through the promotion and marketing activities of your business. These include:

Copyright Infringement in Your Advertisement: Using another party's copyrighted image, logo, text, music, or artwork in your advertising materials without authorization can give rise to an infringement claim. With the ease of copying digital content today, this is an increasingly frequent source of legal action.
Misappropriation of Advertising Ideas or Style of Doing Business: If your business is accused of stealing the creative concept, slogan, marketing style, or trade dress of a competitor and using it in your own promotions, this offense category may apply.
Slogan Infringement: Using a slogan that is trademarked by another company in your own advertising campaigns can trigger an infringement claim that falls within advertising injury coverage.

It is worth noting that most standard CGL policies treat personal injury and advertising injury as a combined, single insuring agreement rather than two entirely separate coverages. They share a single limit of liability in most cases, which is why the industry often refers to them together as "personal and advertising injury."

Real-World Scenarios That Trigger This Coverage

Abstract definitions are helpful, but concrete examples make the stakes crystal clear. Consider the following situations that businesses across industries actually face:

A restaurant owner posts a negative review of a competitor on a local community forum using false information. The competitor sues for libel. The restaurant's CGL policy may respond to the defense costs and any resulting damages.
A marketing agency creates a new campaign for a client and unknowingly uses a stock photograph that was not properly licensed. The photographer files a copyright infringement claim. Advertising injury coverage may apply.
A retail store's loss prevention officer detains a customer based on a mistaken belief that they were shoplifting. The customer sues for false arrest. Personal injury coverage under the CGL policy can help cover legal defense costs.
A tech startup publishes a blog post that compares their product favorably to a competitor's, but includes statements that the competitor believes are false and damaging to their reputation. A defamation lawsuit follows, and the startup's advertising injury coverage may respond.
A property management company sends an eviction notice to the wrong tenant due to a clerical error. The tenant sues for wrongful eviction. The personal injury provision of the CGL policy may cover the claim.

These examples span industries from hospitality and retail to technology and real estate, which underscores a critical point: no sector is immune to personal and advertising injury claims. Any business that communicates publicly, manages employees, handles customer interactions, or competes in a marketplace faces meaningful exposure.

What Personal and Advertising Injury Coverage Does NOT Include

Just as important as knowing what this coverage includes is understanding its exclusions. Standard CGL policies contain specific carve-outs for personal and advertising injury, and being aware of these gaps helps you make smarter decisions about supplemental coverage needs.

Knowing Violations: If your business knowingly commits a wrongful act — meaning you were aware the action was unlawful or harmful — the policy generally will not cover the resulting claim. This exclusion reinforces the importance of acting in good faith in all business communications.
Criminal Acts: Personal and advertising injury arising from criminal conduct is typically excluded from coverage.
Contractual Liability: Liability you assume under a contract is generally not covered under this portion of the policy unless the contract falls within specific exceptions defined by the policy.
Infringement of Patents: While copyright infringement in advertisements is often covered, patent infringement is typically excluded from standard CGL personal and advertising injury coverage.
Insureds in the Media Business: Some policies restrict or exclude advertising injury coverage for businesses whose primary operations involve advertising, broadcasting, publishing, or telecasting, since their core business activity creates a uniquely elevated level of exposure.
Online Content and Electronic Chat Rooms: Some older or more restrictive policy forms contain exclusions for personal and advertising injury arising from electronic communications, which is why carefully reviewing your specific policy language with a knowledgeable broker is so important.

Why This Coverage Matters More Than Ever in the Digital Age

The rise of digital marketing, social media, content creation, and online commerce has fundamentally transformed the personal and advertising injury landscape. Businesses that even a decade ago would have had minimal exposure now face daily risks simply by maintaining an active online presence. A single social media post can go viral in hours. A blog article can be archived and cited in legal proceedings. An email campaign can inadvertently use copyrighted imagery. A competitive comparison page on your website can trigger a defamation or trade libel claim from a rival.

Summer marketing campaigns — the promotional pushes many businesses rely on during this high-traffic season — are a particularly active time for advertising injury exposure. When companies ramp up their marketing spend and output to capture seasonal demand, the volume of content being produced increases significantly, and with it, the probability that something could inadvertently cross a legal line. Understanding your coverage before you launch major campaigns is a proactive, intelligent approach to risk management.

Beyond marketing, the explosion of online reviews and commentary has opened a new frontier for personal injury claims related to defamation and privacy violations. Employees who leave negative comments about former employers online, business owners who respond aggressively to bad reviews, or companies that share customer data carelessly are all navigating territory where a CGL policy's personal injury provisions can make a meaningful financial difference.

How Personal and Advertising Injury Coverage Fits Into Your Broader Risk Strategy

Personal and advertising injury coverage does not exist in isolation. It is one component of a comprehensive risk management strategy that should be tailored specifically to your business's operations, industry, size, and communications footprint. For some businesses — particularly those in media, marketing, technology, or any field with significant online output — the limits and terms of the standard CGL personal and advertising injury provisions may not be sufficient on their own.

Media liability insurance, for example, is a specialized form of coverage designed for businesses that produce significant volumes of content and face elevated defamation, copyright, or privacy risks. Similarly, Cyber Liability insurance may work in tandem with personal injury provisions to address privacy-related claims that arise from data handling practices. Working with an experienced insurance broker who understands both the standard CGL framework and the supplemental options available to your specific business is essential to avoiding dangerous gaps in your protection.

It is also worth understanding that the personal and advertising injury insuring agreement in a CGL policy covers not just damages awarded in a lawsuit, but also the legal defense costs associated with defending the claim. Given that litigation — even frivolous litigation — can cost tens or hundreds of thousands of dollars in attorney fees alone, this defense cost coverage is often where the policy delivers its most immediate and tangible value.

Choosing the Right Partner to Navigate Your Coverage

Insurance policies are legal documents, and the specific language used to define personal and advertising injury — including what is covered, what is excluded, and how coverage limits apply — varies between insurers and policy forms. Reading and interpreting that language correctly requires experience and expertise. Relying on a generic understanding of what CGL insurance "usually" covers is a risky approach that can leave your business exposed when you can least afford it.

At Combs & Company, the team is dedicated to going beyond simply selling a policy. The approach involves taking the time to understand your specific business operations, your communication practices, your competitive environment, and the unique risks that flow from all of these factors. That deep understanding drives personalized policy recommendations that are genuinely suited to your needs — not just a one-size-fits-all solution.

Whether you are a startup just beginning to build your brand, a retail business navigating a busy summer season, a consulting firm producing regular thought leadership content, or a contractor managing complex client relationships, the right CGL policy with a well-structured personal and advertising injury provision is a foundational piece of your business protection strategy.

Take the Next Step Toward Comprehensive Business Protection

Understanding what is considered personal and advertising injury in insurance is not just an academic exercise — it is a practical business imperative. The legal landscape surrounding defamation, copyright, privacy, and competitive practices grows more complex every year, and the businesses that thrive through that complexity are the ones that have taken a proactive, informed approach to their coverage.

Do not wait for a lawsuit to discover the gaps in your current policy. Do not assume that the standard coverage descriptions you read online accurately reflect the specific terms of your individual policy. And do not navigate these decisions alone when experienced, knowledgeable guidance is readily available.

Combs & Company is ready to help you build a commercial insurance strategy that protects every dimension of your business — from the physical risks on your premises to the reputational risks embedded in every piece of content you publish. Reach out today to schedule your discovery meeting and take the first step toward genuine, comprehensive peace of mind. Call (646) 736-3737 or visit the Combs & Company website to book your appointment. Your business has worked too hard to be left unprotected.

Why Do I Need Event Liability Insurance

Sat, 11 Jul 2026 15:00:46 GMT

There is something uniquely thrilling about bringing people together. Whether you are organizing a wedding reception for two hundred guests, a corporate conference in a downtown hotel ballroom, a summer music festival under the open sky, or a private birthday celebration at a rented venue, events carry an undeniable energy. They also carry risk. Behind every beautiful table setting, every carefully choreographed agenda, and every catered meal is a web of moving parts — vendors, guests, alcohol, equipment, weather, and everything in between — any one of which can go sideways at any moment. That is precisely why the question "why do I need event liability insurance?" deserves a thorough, honest answer rather than a quick dismissal.

The reality is that most people who plan events, from first-time hosts to seasoned corporate planners, tend to underestimate how quickly a single incident can transform a joyful occasion into a financial and legal nightmare. A guest slips on a wet dance floor and fractures a wrist. A vendor accidentally knocks over a piece of rented venue décor and causes significant property damage. A sudden summer thunderstorm forces you to cancel an outdoor fundraiser after you have already spent thousands of dollars on deposits and arrangements. Without the right coverage in place, every one of these scenarios lands squarely on your shoulders. Event liability insurance exists to make sure that does not happen.

Understanding What Event Liability Insurance Actually Protects

Before diving into the specific reasons you need this coverage, it helps to understand what event liability insurance is designed to do at its core. At its most fundamental level, it protects you — the event host, organizer, or planner — from financial responsibility when something goes wrong that results in injury to a third party or damage to property. It steps in to cover legal defense costs, settlements, and judgments that could otherwise be devastating to your personal or business finances.

But modern event insurance goes well beyond basic general liability. A comprehensive event insurance policy can include several layers of protection that address the full spectrum of risks involved in hosting a gathering of any size. Understanding each component helps you appreciate just how much exposure you carry the moment you start planning an event without coverage.

General Liability Coverage: This is the cornerstone of any event insurance policy. It protects you against claims of bodily injury or property damage caused to third parties — guests, bystanders, vendors, or venue staff — during your event.
Cancellation or Postponement Insurance: This covers the financial losses you suffer when an event must be cancelled or postponed due to circumstances beyond your control, such as extreme weather, a key vendor going out of business, or other unforeseen emergencies.
Weather Coverage: Especially relevant for outdoor summer events, weather coverage protects against financial losses caused by rain, storms, high winds, or natural disasters that force your event to be modified or abandoned.
Liquor Liability: If alcohol is being served at your event, this coverage protects you from claims arising from alcohol-related incidents. Many hosts are unaware that they can be held legally responsible for what happens after a guest consumes alcohol at their event.
Property Damage Coverage: This protects rented venues, equipment, decorations, and other physical assets from accidental damage that occurs during your event.
Vendor and Equipment Protection: Covers issues that arise when third-party vendors fail to deliver or when rented equipment is damaged or causes an incident.

The Real-World Risks That Make This Coverage Essential

It can be tempting to think that accidents only happen to other people, or that your event is too small or too controlled to warrant dedicated insurance coverage. This line of thinking is one of the most common and costly mistakes event hosts make. The truth is that accidents do not discriminate by event size, guest list length, or how carefully you have planned every detail.

Consider a summer outdoor wedding reception with three hundred guests. The catering staff sets up near a tent entrance, and a guest trips over a power cable, sustaining a serious ankle injury. That guest files a personal injury claim against the couple who hosted the event. Without event liability insurance, the newlyweds are left dealing with legal fees and potential settlement costs at the very start of their marriage. With the right coverage in place, the insurance steps in to handle the claim so that the couple can focus on their life together rather than a lawsuit.

Now consider a corporate conference where an attendee accidentally damages an expensive piece of audiovisual equipment rented from a third-party vendor. The vendor holds the organizer responsible for the replacement cost. Or imagine a charity fundraiser that has been months in the making — venue booked, catering confirmed, entertainment arranged — and a severe summer storm forces a last-minute cancellation the morning of the event. Every non-refundable deposit, every pre-paid expense becomes a loss absorbed entirely by the organizer unless cancellation coverage is in place.

These are not far-fetched scenarios. They happen regularly, and they serve as a reminder that the financial exposure associated with hosting an event is far greater than most people realize until it is too late.

Why Venues and Vendors Often Require It

One of the most practical and immediate reasons you may need event liability insurance is that many venues and vendors require it as a condition of doing business with you. It is increasingly common for event spaces — from hotel ballrooms and country clubs to parks, rooftop terraces, and private estates — to require proof of liability coverage before they will execute a contract or allow your event to proceed.

This requirement exists because venues have their own financial interests to protect. If something goes wrong during your event, the venue wants assurance that there is an insurance policy in place to cover potential claims rather than leaving their own property or business exposed to liability. When you arrive at contract signing without event insurance, you may find that your preferred venue will not move forward, or that you are forced to purchase coverage on a rushed timeline that limits your options.

Vendors — caterers, photographers, entertainment companies, rental companies — may similarly require that event organizers carry liability coverage. This protects both parties in the event that an incident during the gathering involves their equipment, staff, or services.

The Hidden Costs of Going Without Coverage

When people skip event insurance, the decision is almost always driven by the perception that it is an unnecessary added expense. But the math changes dramatically the moment an incident occurs. Legal defense costs alone — before a settlement is ever reached — can run into tens of thousands of dollars for even a relatively minor personal injury claim. Property damage disputes can escalate quickly depending on the value of what was damaged and the terms of your venue rental agreement.

Beyond the direct financial costs, there is the burden of time, stress, and distraction that comes with navigating a claim or lawsuit without coverage. For corporate event organizers, a liability claim can spill over into reputational and professional consequences. For individuals hosting personal celebrations, the financial strain can linger for years.

Event liability insurance eliminates this exposure for a relatively modest premium. When you weigh the cost of a comprehensive policy against the potential cost of a single uninsured claim, the value proposition becomes immediately clear.

Specific Event Types That Carry Elevated Risk

While all events carry some degree of risk, certain types of gatherings come with elevated exposure that makes liability insurance not just advisable but essential. Understanding where your event falls on the risk spectrum is an important part of making an informed coverage decision.

Weddings and Private Parties: Large guest counts, alcohol service, rented venues, and hired vendors all contribute to meaningful liability exposure. Weddings are among the most common event types for which insurance claims are filed.
Festivals and Concerts: Outdoor settings, large crowds, alcohol service, and entertainment equipment combine to create a complex risk environment that demands comprehensive coverage.
Corporate Events and Conferences: Reputational and financial stakes are high for businesses. A liability incident at a corporate gathering can have professional consequences that extend well beyond the event itself.
Fundraisers and Charity Events: These events often involve significant upfront financial commitments, making cancellation coverage particularly important in addition to liability protection.
Sporting Events and Tournaments: Physical activity, competition, and equipment increase the risk of injury claims substantially.
Product Launches and Promotional Events: Brand reputation is on the line, and any incident that draws negative attention can compound the financial impact of a liability claim.

How Combs and Company Approaches Event Insurance

At Combs & Company , event insurance is treated as a customized solution rather than a one-size-fits-all product. Their team works closely with clients to assess the specific risks associated with each event — taking into account the event type, size, location, whether alcohol will be served, what vendors are involved, and what the venue requires — and then builds a policy that addresses those risks directly.

Their consultative approach includes conducting a thorough risk assessment to identify potential exposures before the event, recommending coverage options tailored to the specific event profile, ensuring that the policy meets any compliance requirements set by the venue or regulatory bodies, and providing ongoing support before, during, and after the event. This proactive model means clients are not left scrambling to understand their coverage at the moment they need it most.

Combs & Company brings years of industry experience and a genuine commitment to making insurance accessible and understandable. Their philosophy — "if you don't know insurance, know your broker" — speaks to the value of having a knowledgeable partner in your corner, especially when the stakes are high and the details matter.

Making the Right Decision Before Your Next Event

If you are in the midst of planning an event this summer or looking ahead to gatherings later in the year, now is the time to think seriously about your liability exposure. The earlier you secure coverage, the more options you have — and in many cases, cancellation and postponement coverage must be in place before an unforeseen circumstance arises in order for it to be valid. Waiting until a problem emerges is waiting too long.

The process of getting event insurance does not have to be complicated or time-consuming. A straightforward conversation with an experienced insurance professional is all it takes to understand what coverage you need, what it will cost, and how it will protect you. That conversation is the single most important step you can take to protect your investment, your guests, and your peace of mind.

Whether you are hosting an intimate gathering or a large-scale production, you have worked too hard and invested too much to leave yourself unprotected. Event liability insurance is not a luxury reserved for large corporations or high-budget productions. It is a practical, responsible safeguard for anyone who is bringing people together and taking on the responsibilities that come with that role.

Do not wait for something to go wrong to wish you had been covered. Reach out to the team at Combs & Company today to schedule a discovery call and find out exactly what event insurance coverage makes sense for your specific situation. Their experts are ready to help you move forward with confidence, knowing that whatever the day brings, you are protected. Call them at (646) 736-3737 or book an appointment online — because your event deserves the same care and attention in its protection as it does in its planning.

Who Needs Kidnap and Ransom Insurance: a Complete Guide

Fri, 10 Jul 2026 15:00:18 GMT

Most people assume kidnap and ransom insurance is something reserved for action movies or ultra-wealthy celebrities who travel with security details. The reality is far more grounded — and far more urgent. In today's world, kidnapping, extortion, and unlawful detention are genuine threats that affect business travelers, corporate executives, aid workers, journalists, and families with international ties. The question is not whether these threats exist. The question is whether you are prepared for them. Understanding who needs kidnap and ransom insurance is the first step toward answering that question honestly — and making sure the right protection is in place before it is ever needed.

At Combs & Company , kidnap and ransom insurance is treated as a serious, strategic component of a broader risk management plan. With over 20 years of experience helping clients navigate complex insurance needs, the team at Combs & Company understands that this coverage is not a luxury. For the right individuals and organizations, it is an absolute necessity.

What Is Kidnap and Ransom Insurance?

Before exploring who needs this coverage, it helps to understand what it actually is. Kidnap and ransom insurance — commonly referred to as K&R insurance — is a specialty policy designed to address threats that traditional insurance products completely ignore. Standard business insurance, homeowners policies, and even high-end personal umbrella policies do not cover ransom payments, crisis negotiation costs, or the financial fallout from an unlawful detention. K&R insurance exists specifically to fill that gap.

A well-structured kidnap and ransom policy typically covers a range of exposures, including ransom payment reimbursement, professional crisis management and negotiation support, legal and public relations expenses, medical and psychiatric care following an incident, costs associated with hostage recovery, and loss of income during the event. Beyond the financial components, these policies also unlock access to expert crisis response professionals — often former law enforcement or intelligence officers — who specialize in real-time negotiation and safe recovery. That human expertise is arguably the most valuable element of the coverage.

The Real Landscape of Kidnapping Risk

It is tempting to think of kidnapping as a rare, almost exotic threat that happens in distant conflict zones to high-profile targets. But the landscape of risk is broader and more nuanced than that assumption allows. Kidnapping for ransom occurs across multiple continents and affects a wide spectrum of targets — not just household names. Corporate employees, nonprofit workers, and even travelers who simply appear affluent by local standards can become targets. Extortion threats, which K&R policies also cover, happen with even greater frequency and often involve digital components, making them harder to predict and harder to resolve without professional guidance.

Certain regions of Latin America, Sub-Saharan Africa, Southeast Asia, and parts of the Middle East carry elevated kidnapping risk for foreign nationals. But risk is not confined to those areas. Virtual kidnapping scams, express kidnappings, and extortion attempts have been reported across a much wider geographic range. The point is not to generate fear — it is to illustrate that anyone with an international footprint, a high-visibility role, or exposure to elevated-risk environments needs to take this threat seriously and evaluate whether their current insurance portfolio actually addresses it.

Who Needs Kidnap and Ransom Insurance

The honest answer is that more people and organizations qualify than most realize. The following profiles represent the individuals and groups for whom K&R insurance is not optional — it is essential.

Corporate Executives and Business Travelers

Senior business leaders who travel internationally, particularly to emerging markets or politically unstable regions, represent one of the clearest and most recognized groups in need of kidnap and ransom coverage. Executives often carry visible markers of wealth and corporate authority, and their travel schedules can be predictable — creating windows of vulnerability. Companies that send employees to high-risk regions have both an ethical obligation and, increasingly, a legal duty of care to ensure those individuals are protected. A K&R policy satisfies that obligation in a comprehensive way that no other insurance product can.

For multinational corporations, coverage is often structured to protect entire teams rather than individuals, ensuring that a company's global workforce has access to crisis response resources no matter where an incident occurs. The liability exposure for a business that fails to protect traveling employees is significant, making corporate K&R coverage a smart financial and operational decision.

International Business Owners and Investors

Entrepreneurs and investors who operate businesses or hold assets in multiple countries face unique risks. Their financial profiles may be known locally in regions where economic inequality creates targeting incentives. Business disputes can escalate into extortion scenarios. Partnerships in politically complicated environments can expose individuals to threats that have nothing to do with random crime and everything to do with perceived leverage. A kidnap and ransom policy provides both the financial safety net and the professional crisis management infrastructure to navigate those situations strategically rather than reactively.

NGO Workers and Humanitarian Aid Professionals

Nonprofit and humanitarian workers often operate in the exact environments where kidnapping risk is highest. Aid organizations send staff into conflict zones, post-disaster regions, and areas with fragile governance structures — all environments where the risk of unlawful detention or targeted kidnapping is elevated. Many of these professionals are deeply committed to their missions and may underestimate their personal risk. Organizations that employ international field staff have a responsibility to carry K&R coverage, and individual aid workers should consider personal policies when employer coverage is absent or insufficient.

Journalists and Media Professionals

Reporters, documentary filmmakers, and photographers who cover conflict, corruption, or crisis events face some of the most acute kidnapping risks of any professional group. Their work takes them into dangerous environments, often with limited security infrastructure. Kidnapping of journalists has been documented across multiple regions, and the targeting is sometimes deliberate — driven by a desire to silence reporting or leverage media organizations for political or financial gain. K&R insurance gives media professionals and the outlets that employ them a structured response plan and financial protection when the worst occurs.

High-Net-Worth Families With International Ties

Wealthy families with vacation properties abroad, children in international schools, or regular travel to high-end destinations in elevated-risk regions are not immune to targeting. Kidnappers in some regions specifically monitor affluent foreign visitors. Family members — including spouses and children — can become targets as a means of reaching a high-value individual. A personal K&R policy can cover an entire family unit, providing not just financial protection but immediate access to professional negotiators and crisis advisors who can guide a family through an unimaginable situation with competence and calm.

Private Security Consultants and Contractors

Professionals who provide security services in high-risk environments understand threat landscapes better than most — and they know better than anyone that even expert preparation cannot eliminate risk entirely. Private security contractors, risk consultants, and related professionals who operate in conflict zones or serve high-profile clients in volatile regions benefit significantly from K&R coverage tailored to their operational realities.

What Makes a K&R Policy Worth Having

Not all kidnap and ransom policies are created equal, and the differences matter enormously in a crisis. The most valuable policies provide more than financial reimbursement — they deliver immediate, expert human support. The key features to look for include:

Ransom payment reimbursement up to defined policy limits
Access to experienced crisis negotiators and response teams
Coverage for legal costs and public relations expenses
Medical and psychiatric care for survivors following an incident
Coverage for loss of income during an event
Pre-incident training and travel risk advisory services
Coverage for extortion threats, not just physical kidnapping

The crisis management component deserves special emphasis. When a kidnapping occurs, the hours and days immediately following are the most critical. Having a professional response team on standby — one that is activated automatically through your insurance policy — can be the difference between a coordinated resolution and a chaotic spiral of missteps. These response teams, often composed of former intelligence and law enforcement professionals, bring strategic negotiation skills and operational experience that most families and companies simply do not have internally.

Common Misconceptions About Who Needs This Coverage

One of the most persistent misconceptions is that kidnap and ransom insurance is only relevant for people who are already famous or obviously wealthy. In practice, kidnappers in high-risk regions often target individuals who appear financially comfortable by local standards — not just global billionaires. A mid-level corporate manager staying at a nice hotel in a high-risk city, or a humanitarian worker traveling in a region with limited rule of law, may carry more risk than they recognize.

Another misconception is that employer-provided travel insurance handles these situations. Standard corporate travel insurance does not cover ransom payments or provide crisis negotiation support. It may cover medical evacuation and trip cancellation, but it is categorically not designed to address kidnapping or extortion scenarios. Understanding that gap — and filling it with a purpose-built K&R policy — is essential for anyone with real international exposure.

How Combs & Company Approaches Kidnap and Ransom Insurance

Combs & Company brings a deeply personalized approach to K&R coverage. Rather than offering a one-size-fits-all solution, the team takes time to understand each client's travel patterns, risk exposure, personal profile, and organizational structure before recommending coverage. Policies are tailored to reflect actual risk rather than general assumptions, which means clients pay for the protection they genuinely need and avoid gaps that could prove devastating in a real event.

Combs & Company works with elite carriers that maintain proven global crisis response networks, giving clients access to resources that only the most specialized insurance partners can provide. The advisory relationship does not end at policy placement — the team provides ongoing support to ensure that coverage evolves as clients' lives and businesses change.

This summer, as international travel picks up and more professionals and families head abroad, is an ideal time to review whether your current insurance portfolio truly addresses kidnapping and extortion risk. For many people, the honest answer is that it does not — and that gap deserves immediate attention.

Taking the Next Step

If you recognize yourself or your organization in any of the profiles described above, the most important thing you can do right now is have a conversation with a specialist who understands this coverage deeply. Kidnap and ransom insurance is not something to piece together from a general insurance agent who handles auto and home policies. It requires expertise, access to specialty carriers, and a thorough understanding of global risk environments.

Combs & Company has spent over two decades building exactly that expertise. The team is ready to walk you through your exposure, explain your options in plain language, and help you build a policy that actually protects you when it matters. Whether you are an executive planning international travel this summer, a nonprofit organization sending staff into the field, or a family with children attending school abroad, the time to act is before an incident — not after.

Do not wait until the unthinkable happens to wish you had a plan. Reach out to Combs & Company today to schedule a consultation and take the first step toward comprehensive kidnap and ransom protection tailored specifically to your needs.

The Impact of Vision Benefits on Employee Retention and Wellness

Thu, 09 Jul 2026 15:00:20 GMT

When employers think about building a competitive benefits package, health insurance and retirement plans often take center stage. Vision benefits, by contrast, are sometimes treated as a secondary add-on — a nice gesture rather than a strategic necessity. That perception, however, is changing rapidly. As workforce expectations evolve and employees place greater emphasis on holistic well-being, vision coverage has emerged as one of the most meaningful and practical benefits an employer can offer. The impact of vision benefits on employee retention and wellness is real, measurable, and deeply connected to how employees feel about the organizations they work for.

This article explores why vision benefits deserve a prominent seat at the table when shaping your employee benefits strategy, how they influence retention and daily wellness, and what a thoughtfully designed vision program can mean for your workforce and your organization as a whole. If you are an employer looking to strengthen your team through smarter coverage decisions, understanding the full scope of vision benefits is an excellent place to start.

Why Eye Health Is Central to Overall Employee Wellness

It is easy to think of eye health as a narrow, isolated concern — something relevant only to employees who wear glasses or contact lenses. In reality, vision health is deeply interconnected with overall physical health, mental well-being, and daily workplace performance. The eyes are often described as windows to overall health, and that is not merely a metaphor. Routine eye exams can reveal early signs of conditions such as diabetes, hypertension, high cholesterol, and even certain neurological issues. When employees have consistent access to vision care, they benefit from an additional layer of preventive health monitoring that extends well beyond their eyesight.

From a workplace perspective, unaddressed vision problems can quietly undermine productivity. Employees who struggle with uncorrected refractive errors, eye strain, or deteriorating vision may experience chronic headaches, difficulty focusing, fatigue, and reduced accuracy in their work. In industries where screen time is significant — which describes the majority of modern workplaces — the cumulative effect of poor visual health can be substantial. Providing employees with access to regular eye exams and corrective eyewear is not simply a wellness gesture; it is an investment in the quality and consistency of their day-to-day performance.

Mental health is another dimension worth considering. Employees who are managing undiagnosed or untreated vision difficulties may experience frustration, anxiety, or a diminished sense of confidence in their work. When a simple pair of glasses or a contact lens prescription can resolve these issues, the relief can be immediate and meaningful. Vision benefits make that resolution accessible and affordable, removing barriers that might otherwise prevent employees from seeking the care they need.

The Direct Connection Between Vision Benefits and Employee Retention

Retention is one of the most pressing challenges facing employers across industries today. The costs associated with employee turnover — including recruitment, onboarding, training, and lost institutional knowledge — are significant. As organizations look for ways to strengthen loyalty and reduce attrition, benefits packages have become a critical differentiator. Employees are not only evaluating compensation when deciding whether to stay with an employer or accept an offer elsewhere; they are weighing the quality and comprehensiveness of the benefits they receive.

Vision benefits play a meaningful role in this equation for several reasons. First, they are highly visible and tangible. Unlike some benefit components that employees may rarely use, vision benefits tend to be utilized regularly. Annual eye exams, updated prescriptions, and new eyewear are needs that most working adults encounter, and when an employer covers those costs, employees notice and appreciate it. That positive experience of actually using a benefit and feeling supported by it contributes to a sense of loyalty and appreciation that influences retention decisions over time.

Second, vision benefits signal something important about an employer's values. When an organization invests in a comprehensive benefits package that includes vision coverage, it communicates that leadership cares about employee well-being in a genuine and practical way. That signal matters enormously to today's workforce, which increasingly prioritizes employers who demonstrate authentic commitment to their people. A robust vision plan, especially one that is well-communicated and easy to use, reinforces the message that employees are valued as whole individuals — not just productive resources.

Third, vision benefits contribute to overall job satisfaction, which is closely tied to retention. Employees who feel their needs are met, who experience minimal friction when accessing care, and who feel financially protected from predictable health-related expenses tend to report higher satisfaction with their employment. That satisfaction creates a buffer against the temptation to explore opportunities elsewhere, particularly in competitive labor markets where alternative offers are readily available.

Vision Benefits as a Recruitment Advantage

Retention and recruitment are two sides of the same coin. A benefits package that retains existing employees will also attract prospective ones, and vision coverage is increasingly recognized as a component that job seekers evaluate. When candidates compare offers from multiple employers, the depth and quality of the benefits package often tips the balance. Offering robust vision benefits — particularly when they extend to dependents — positions an employer as a thoughtful, competitive choice in a crowded talent market.

This advantage is especially pronounced when hiring employees who are supporting families. Parents and caregivers are acutely aware of vision care costs for children, who often require regular prescription updates and eyewear as they grow. An employer who offers family vision coverage addresses a genuine financial concern for this demographic and signals an understanding of real-life employee needs. That resonates deeply and can be a deciding factor when talented candidates weigh their options.

Productivity Gains That Come With Clearer Vision

The link between visual health and workplace productivity is straightforward but frequently underestimated. Employees who can see clearly, who are not battling eye strain or headaches caused by inadequate correction, and who are not distracted by visual discomfort are simply better positioned to do their best work. Across roles that involve reading, data analysis, design, communication, or detailed manual tasks, the quality of an employee's vision has a direct impact on the quality and efficiency of their output.

When employees lack access to affordable vision care, they may delay seeking treatment, working with outdated prescriptions or untreated conditions for months or even years. The cumulative productivity losses during that time can be significant, even if they are difficult to quantify precisely. By contrast, when vision coverage is part of the benefits package, employees are more likely to schedule timely exams, update their prescriptions regularly, and address issues before they become chronic problems. This proactive approach benefits both the individual and the organization.

Reduced absenteeism is another productivity-related benefit. Employees dealing with untreated vision problems or related health complications are more likely to miss work, whether due to headaches, appointments, or downstream health issues that might have been caught earlier through routine eye exams. Consistent access to vision care supports the kind of preventive health behavior that keeps employees present, focused, and performing at their best.

What a Well-Designed Vision Benefits Program Looks Like

Not all vision benefit programs are created equal, and the design of the plan matters considerably. A vision benefit that is difficult to use, offers limited coverage, or is poorly communicated to employees will not deliver the retention and wellness impact that a well-structured program can achieve. Employers who partner with experienced benefits professionals to design and administer their vision programs are far better positioned to offer coverage that employees genuinely value.

An effective vision benefits program typically includes coverage for several core components:

Annual comprehensive eye exams, which serve both vision correction and general health monitoring purposes
Corrective lenses, including eyeglasses and contact lenses, with reasonable allowances that reflect current costs
A broad network of vision care providers, giving employees convenient access to care in their communities
Options for frame selection that include both standard and premium choices
Coverage for dependents, recognizing that families often have multiple members with vision needs
Clear, straightforward plan communication so employees understand what is covered and how to use their benefits

Flexibility is also an important design consideration. Workforces are diverse, and employees have varying needs based on age, health status, family situation, and personal preferences. Plans that offer multiple tiers or voluntary upgrade options allow employees to select the level of coverage that works best for them, which increases satisfaction and utilization. Employer-paid plans, voluntary plans, and dual-option structures each serve different organizational budgets and workforce profiles, and the right approach depends on a careful analysis of your specific team.

Integrating Vision Benefits Into a Holistic Employee Wellness Strategy

Vision benefits do not exist in isolation. They are most powerful when integrated into a broader, thoughtfully designed employee wellness strategy that addresses physical health, mental well-being, financial security, and work-life balance. Organizations that approach employee benefits as an interconnected system — rather than a collection of standalone offerings — tend to achieve better outcomes across all dimensions of wellness, including stronger retention, higher engagement, and lower healthcare costs over time.

When vision coverage is coordinated with medical and dental benefits, it creates a more seamless employee experience. Employees do not have to navigate multiple disconnected systems or wonder how their benefits work together. A coordinated approach also makes it easier to identify gaps in coverage and ensure that the overall package is genuinely comprehensive. For employers who work with experienced benefits brokers, this kind of coordination is a standard part of the process, resulting in a benefits strategy that is both cost-effective and employee-centered.

Communication is an equally important part of the integration equation. Even the most generous vision benefit program will underperform if employees do not understand what they have access to or how to use it. Effective benefits communication — through onboarding materials, annual enrollment support, digital resources, and one-on-one education — drives participation and ensures that employees actually realize the value of their coverage. Higher utilization rates reflect both better employee health outcomes and stronger return on investment for the employer.

The Financial Case for Investing in Vision Benefits

Some employers hesitate to expand their benefits packages due to concerns about cost. It is a legitimate consideration, but one that benefits from a broader perspective. The cost of offering quality vision benefits is generally modest relative to the financial impact of high employee turnover, chronic absenteeism, or productivity losses driven by untreated health issues. When you account for the recruitment, onboarding, and training costs associated with replacing a single employee, the return on investment from benefits that meaningfully improve retention becomes clear.

Vision benefits are also among the more affordable components of a comprehensive benefits package. Depending on the plan structure chosen, costs can be quite manageable for employers of various sizes, and voluntary plan options allow employees to contribute to their own coverage, reducing the employer's financial outlay while still delivering meaningful value. The key is designing a program that balances affordability with genuine utility — a balance that is best achieved with expert guidance from a knowledgeable benefits partner.

Beyond the direct cost comparison, there is value in considering vision benefits as part of a long-term investment in organizational health. Employers who build strong, trusted reputations as great places to work — partly through the quality of their benefits — attract better talent, retain it longer, and build teams that are more cohesive, productive, and motivated. The compounding effect of those outcomes over years can be substantial and far exceeds the cost of the benefits themselves.

How Combs and Company Helps Employers Build Better Vision Benefit Programs

Navigating the landscape of vision benefit options — carriers, plan structures, network options, and cost considerations — can be complex, particularly for employers who are managing multiple competing priorities. That is where working with an experienced, dedicated benefits partner makes a meaningful difference. Combs and Company brings deep expertise in employee benefits to every client engagement, helping employers design vision benefit programs that are strategically aligned with their workforce needs and organizational goals.

The approach at Combs and Company begins with a thorough understanding of your team. Rather than recommending generic, one-size-fits-all solutions, their experts analyze your workforce demographics, existing benefit programs, budget parameters, and business objectives to craft a vision benefit strategy that makes sense for your specific situation. They compare options from leading vision carriers, identify opportunities to coordinate vision coverage with existing medical or dental plans, and ensure that employees receive the education and support they need to make the most of their benefits.

This personalized, consultative approach reflects a broader philosophy that drives everything Combs and Company does. They do not simply sell insurance — they build benefit solutions that serve their clients' real needs today and adapt as those needs evolve over time. For employers who want to use vision benefits as a genuine tool for improving retention, wellness, and organizational performance, that kind of expert partnership is invaluable.

Taking the Next Step Toward a Stronger Benefits Strategy

If you are an employer who is evaluating your current benefits package — or building one from the ground up — vision benefits deserve serious consideration as a core component rather than a secondary afterthought. The evidence is clear: employees who have access to comprehensive vision coverage are healthier, more productive, more satisfied, and more likely to remain with the organizations that support them. The impact of vision benefits on employee retention and wellness is not marginal; it is meaningful, tangible, and enduring.

Summer is an ideal time to review your employee benefits strategy. As you prepare for fall open enrollment periods and plan for the year ahead, taking stock of your current vision coverage — and identifying opportunities to enhance it — positions your organization to enter the next benefits cycle with a stronger, more competitive offering. Employees notice when employers make genuine investments in their well-being, and that recognition translates into the loyalty and engagement that every organization depends on to thrive.

Whether you are starting from scratch, looking to expand an existing program, or simply seeking a second opinion on your current coverage, Combs and Company is ready to help you find the right path forward. Their team of experienced benefits professionals brings clarity, expertise, and genuine commitment to every client relationship. Reach out today to schedule a discovery meeting and take the first step toward a vision benefits program — and an overall employee benefits strategy — that truly delivers for your people and your organization.

Pros and Cons of Employer Paid Dental Insurance

Wed, 08 Jul 2026 15:00:39 GMT

When it comes to building a competitive compensation package, dental insurance often sits at the center of the conversation. Employees increasingly expect oral health coverage as part of their overall benefits, and employers are weighing whether to foot the bill entirely, share the cost, or offer voluntary options. Understanding the pros and cons of employer paid dental insurance is essential for any business leader, HR professional, or benefits administrator trying to make smart, sustainable decisions for their team and their bottom line.

This article breaks down everything you need to know about employer paid dental insurance — how it works, why it matters, where it falls short, and how to structure a plan that actually serves your workforce. Whether you are a small business offering dental coverage for the first time or a growing organization looking to refine your existing benefits strategy, the insights here will help you move forward with confidence.

What Is Employer Paid Dental Insurance?

Employer paid dental insurance refers to group dental coverage where the employer covers all or the majority of the monthly premium cost on behalf of employees. This stands in contrast to voluntary dental insurance, where employees pay the full premium themselves through payroll deductions, or contributory plans, where the employer and employee split the premium in some agreed-upon ratio.

Fully employer paid plans are often seen as a premium benefit offering. When an employer absorbs the cost entirely, employees gain access to dental care without any direct out-of-pocket premium expense on their end. However, employees may still be responsible for deductibles, copayments, and costs that exceed annual plan maximums depending on how the plan is structured.

Group dental plans typically fall into a few main categories. DPPO plans, or Dental Preferred Provider Organization plans, offer the most flexibility, allowing employees to visit any licensed dentist but rewarding them with lower costs when they stay in-network. DHMO plans, or Dental Health Maintenance Organizations, tend to be more affordable and structured, requiring employees to select a primary care dentist. Some employers also offer dual or triple option plans that give employees the freedom to choose the type of coverage that best fits their personal situation. Understanding these structures is the first step in evaluating whether a fully employer paid model makes sense for your organization.

The Strong Case for Employer Paid Dental Insurance

There is a compelling reason why so many mid-size and large employers choose to pay for dental coverage outright. The benefits — both tangible and intangible — can be substantial when the plan is thoughtfully designed and clearly communicated.

One of the most significant advantages is its power as a recruitment and retention tool. In a competitive labor market, candidates are evaluating total compensation packages more carefully than ever. A robust, fully paid dental benefit signals that an employer genuinely invests in the well-being of its team. For many job seekers, especially those with families or existing dental needs, this benefit can be a decisive factor when choosing between two otherwise comparable offers.

Beyond hiring, employer paid dental coverage also plays a meaningful role in keeping employees engaged and present. Oral health problems that go unaddressed can become serious health issues over time. Gum disease, tooth infections, and chronic dental pain are not just uncomfortable — they can contribute to missed workdays and reduced productivity. When employees have easy access to preventive dental care through their workplace benefits, they are more likely to attend regular cleanings and catch problems early, before those problems escalate into expensive, painful, and disruptive emergencies.

There is also the matter of morale. Employees who feel cared for by their employer tend to demonstrate higher levels of loyalty and job satisfaction. Dental coverage — particularly when the employer pays the full premium — communicates a clear message: this organization values its people. That message resonates, and it contributes to the kind of positive workplace culture that attracts and retains top performers over the long term.

From a financial perspective, employers who offer group dental insurance may also benefit from tax advantages. Employer contributions to group health and dental premiums are generally tax-deductible as a business expense. Additionally, when plans are structured properly, employee contributions through cafeteria or Section 125 plans can be made on a pre-tax basis, providing savings for both the employer and the employee. It is always advisable to consult with a benefits advisor or tax professional to understand how these rules apply to your specific situation.

The advantages for employees are equally worth noting:

No monthly premium burden means more take-home pay for dental-covered employees.
Access to preventive care like cleanings, X-rays, and exams at little to no out-of-pocket cost encourages routine visits.
Group plan rates negotiated by insurers are typically more favorable than what an individual could obtain on the open market.
Consistent access to care helps employees maintain better oral health, which has been linked to overall systemic health including cardiovascular and metabolic wellness.
Families covered under employer paid plans benefit significantly, especially households with children who need regular pediatric dental care.

The Honest Drawbacks Employers Need to Consider

Despite the clear advantages, employer paid dental insurance is not without its challenges. Understanding these drawbacks honestly is just as important as appreciating the benefits, because ignoring them can lead to unsustainable cost structures or mismatched coverage that frustrates employees rather than supporting them.

The most immediate concern for most employers is cost. Paying 100 percent of the premium for every eligible employee adds up quickly, and the expense grows as headcount increases. For small businesses operating with lean margins, fully absorbing dental premiums may not be financially viable, particularly if the business is also covering a significant portion of medical insurance premiums. As the workforce scales, so does the cost, and employers must plan for annual premium renewals that can bring increases even when claims experience has been favorable.

Coverage limitations present another common source of frustration. Most group dental plans have annual maximum benefit caps, often in the range of one thousand to two thousand dollars per covered individual. For employees who require major dental work — such as crowns, bridges, root canals, implants, or orthodontia — the plan maximum may be exhausted quickly, leaving them responsible for significant out-of-pocket costs. Employees who enter the year with expensive dental needs may feel that the plan's value falls short of their expectations, even if the employer is paying the full premium.

Waiting periods can also diminish the perceived value of dental coverage. Many group dental plans impose waiting periods of six months to a year before major services are covered, which can discourage new employees who have existing dental needs from seeing the benefit as immediately useful. This is particularly challenging for employers trying to use dental benefits as a recruitment differentiator if newly hired employees cannot access the most valuable services right away.

Network restrictions are another area worth careful consideration. DHMO plans in particular require employees to use specific in-network providers, which can be inconvenient for employees who have long-standing relationships with out-of-network dentists or who live in areas where the network coverage is limited. If employees cannot use dentists they trust or who are conveniently located, participation satisfaction may suffer even when the employer is covering the entire premium.

Additional limitations to be aware of include:

Cosmetic procedures are almost universally excluded from standard group dental plans, which can disappoint employees expecting broader coverage.
Orthodontic coverage, when available, often comes with its own sub-maximum and age restrictions that limit its utility for adult employees.
Administrative responsibilities for employers include enrollment management, handling mid-year changes, coordinating renewals, and ensuring compliance, which can consume HR resources without proper support.
Employees with no dental needs may perceive employer paid coverage as wasted money compared to other benefit forms they would personally value more.
Plan design complexity can make it difficult for employees to fully understand what is covered, leading to surprise bills and dissatisfaction.

Voluntary vs. Employer Paid: Finding the Right Balance

Not every employer needs to pay one hundred percent of the dental premium to offer a meaningful and competitive benefit. Many organizations find success with a hybrid approach — contributing a meaningful portion of the premium while asking employees to cover the remainder through pre-tax payroll deductions. This model reduces employer cost exposure while still demonstrating a genuine commitment to employee health.

Voluntary dental plans, where employees pay the full premium themselves, can still offer significant value because group rates are substantially lower than individual market rates. However, voluntary plans typically generate lower participation rates than employer-subsidized options, which can affect the plan's overall risk pool and pricing stability over time.

The right structure depends on your workforce demographics, your budget, your competitive landscape, and your broader benefits philosophy. Employers with predominantly younger, healthier workforces may find that a high-quality voluntary plan generates strong participation, while employers competing for experienced talent in specialized industries may need to offer fully employer paid coverage to remain attractive.

How to Maximize the Value of Your Dental Benefits Program

Regardless of whether you choose a fully paid, partially paid, or voluntary model, the value of your dental program is heavily influenced by how it is designed, communicated, and administered. A generous plan that employees do not understand or use is a cost without return. Conversely, a plan with modest employer contributions but excellent education and engagement can deliver outsized results for workforce health and morale.

Clear, ongoing communication is one of the most impactful things an employer can do. Employees who understand what their plan covers, how to find in-network providers, what preventive services cost nothing out of pocket, and how to file claims are far more likely to use their coverage effectively. Annual benefits education sessions, easy-to-read plan summaries, and accessible HR support all contribute to a more engaged, satisfied workforce.

Partnering with an experienced benefits broker also makes a substantial difference. A knowledgeable broker can compare options across multiple carriers, identify plans that offer the best value for your specific employee population, negotiate favorable rates, and help your HR team manage the administrative complexity of enrollment, renewals, and compliance. Rather than defaulting to the cheapest plan or the most expensive one, a skilled broker helps you find the best fit.

How Combs and Company Can Help

At Combs & Company , helping businesses navigate exactly these kinds of decisions is at the core of what we do. With more than twenty years of experience in employee benefits consulting, the team at Combs & Company works alongside employers of all sizes to design dental benefit programs that balance affordability with genuine employee value. The approach goes beyond simply presenting plan options — it starts with a thorough review of your current benefit offerings, identifies gaps, compares plans across top-tier insurance carriers, and then educates both HR teams and employees on how to make the most of their coverage.

Combs & Company offers access to a full spectrum of dental plan types including DPPO, DHMO, dual option and triple option plans, as well as orthodontic and cosmetic add-ons. Whether your organization is looking for a fully employer paid plan to strengthen your competitive positioning, a cost-sharing model that stretches your benefits budget further, or a voluntary dental program that gives employees access to group rates they could not obtain on their own, Combs & Company has the expertise to guide you toward the right solution.

The company's philosophy is straightforward: if you do not know insurance, know your broker. That principle drives every client relationship, ensuring that employers are never left making high-stakes benefits decisions without a trusted, experienced advisor in their corner.

Making the Decision That Is Right for Your Business

The pros and cons of employer paid dental insurance ultimately come down to your organization's priorities, resources, and workforce needs. For employers who can absorb the premium cost, a fully paid dental plan offers a powerful combination of recruitment appeal, employee loyalty, improved health outcomes, and potential tax advantages. For employers with tighter budgets, a thoughtfully structured shared-cost or voluntary plan can still deliver significant value when paired with strong communication and a well-selected carrier.

What matters most is not whether you pay one hundred percent or fifty percent of the premium — it is whether your dental benefit program is designed intentionally, communicated clearly, and managed efficiently. A dental plan that sits unused in an employee handbook generates no return. One that employees understand, access regularly, and genuinely appreciate pays dividends in engagement, retention, and health outcomes for years to come.

This summer is a great time to evaluate your current dental benefits strategy. Open enrollment periods, mid-year plan reviews, and workforce planning conversations all create natural opportunities to reassess whether your dental coverage is truly serving your employees — or whether it could be doing more. If you are ready to take a closer look at your options, the team at Combs & Company is ready to help you find the right fit. Reach out today to schedule a discovery call and start building a dental benefits program your employees will actually value.

How to Improve Employee Engagement Through Health and Wellness Programs

Tue, 07 Jul 2026 22:00:03 GMT

Employee engagement is one of the most critical drivers of business success, yet it remains one of the most elusive goals for organizations of all sizes. Disengaged employees cost companies significant amounts in lost productivity, increased absenteeism, and higher turnover rates — challenges that affect both the bottom line and workplace culture. While many leaders look to recognition programs, flexible scheduling, or leadership training as solutions, one of the most powerful and often underutilized levers for improving engagement is a well-designed health and wellness program. When employees feel genuinely supported in their physical and mental well-being, they show up differently — more motivated, more focused, and more connected to their organization's mission.

The connection between health and engagement is not coincidental. Employees who feel healthy and supported are better positioned to contribute meaningfully to their teams, manage workplace stress, and maintain the kind of sustained energy that drives performance. As we move through summer and into the latter half of the year, now is an ideal time for HR leaders and business owners to assess what their current benefits and wellness offerings look like — and where the gaps may be. This article explores practical, evidence-based strategies for improving employee engagement through health and wellness programs, and how working with an experienced employee benefits partner like Combs & Company can help you build a smarter, more impactful benefits strategy.

Understanding the Link Between Wellness and Engagement

Before diving into specific program strategies, it is worth understanding why health and wellness have such a direct impact on employee engagement. Engagement, at its core, is about the emotional connection an employee feels toward their work and their employer. It is not simply about whether someone shows up — it is about whether they bring their full effort and attention when they do. Physical health, mental health, and financial security all play significant roles in determining whether an employee can achieve that level of presence and commitment.

When employees are dealing with unmanaged chronic conditions, untreated mental health challenges, or anxiety stemming from gaps in their health coverage, their cognitive bandwidth narrows considerably. Stress is a known productivity killer, and poor health is one of the leading contributors to workplace stress. Conversely, employees who have access to quality healthcare, feel supported in managing their mental health, and trust that their employer genuinely cares about their well-being tend to report higher job satisfaction, stronger loyalty, and greater willingness to go above and beyond in their roles.

This is precisely why employee benefits — specifically comprehensive medical benefits — are not just a recruitment checkbox. They are a foundational element of your engagement strategy. A strong health plan communicates a simple but powerful message: your employer values you as a whole person, not just as a unit of productivity.

Start With Comprehensive Medical Coverage as Your Foundation

No wellness program can truly succeed if employees lack access to quality, affordable healthcare. The foundation of any effective health and wellness strategy is a robust medical benefits plan that employees can actually use and trust. This means evaluating not just premiums and deductibles, but also the breadth of coverage, the quality of the provider network, and whether the plan meets the real-world needs of your workforce demographics.

Small and mid-sized businesses often struggle with this step because navigating the health insurance landscape is genuinely complex. Understanding the differences between plan types, comparing carrier networks, and ensuring compliance with applicable regulations requires expertise that most HR teams simply do not have in-house. This is where working with a dedicated group health insurance brokerage becomes invaluable. At Combs & Company, the approach begins with understanding your organization's unique needs and then designing customized medical benefit packages that align with your culture, goals, and budget.

A few key considerations when building your medical benefits foundation include:

Ensuring your plan includes robust preventive care coverage so employees can address health concerns before they become serious and disruptive
Evaluating mental health parity within your plan — mental health benefits should be accessible and comparable in quality to physical health benefits
Offering plan flexibility where possible, so employees at different life stages and income levels can select coverage that works for their specific circumstances
Providing clear, accessible education about plan details so employees actually understand and utilize their benefits
Reviewing your plan annually to ensure it continues to meet evolving employee needs and remains competitive in your industry

When employees have reliable, easy-to-understand health coverage, they spend less mental energy worrying about what happens if they get sick — and more energy focused on the work in front of them.

Expand Your Offering With a Holistic Wellness Program

Once your medical benefits foundation is solid, you can layer on a broader wellness program that addresses the full spectrum of employee well-being. The most effective wellness programs go beyond gym membership discounts and step challenges. They take a holistic view of health that encompasses physical, mental, emotional, and even financial wellness — because all of these dimensions affect how an employee shows up at work.

Physical wellness initiatives are often the starting point for many organizations, and for good reason. Encouraging regular physical activity, healthy eating habits, and preventive screenings can reduce absenteeism and lower long-term healthcare costs. Summer is an especially natural time to promote outdoor physical activity, team wellness challenges, and initiatives that take advantage of longer daylight hours and warmer weather. Walking challenges, outdoor team lunches, or flexible scheduling that allows employees to exercise during the day are all low-cost ways to boost physical engagement during this season.

Mental health support has become an increasingly critical component of workplace wellness in recent years. Employees are navigating significant levels of personal and professional stress, and the stigma around seeking mental health support, while decreasing, has not disappeared entirely. Effective programs in this area might include:

Access to an Employee Assistance Program that provides confidential counseling and referral services
Mental health days that are explicitly supported and normalized by leadership
Training for managers on how to recognize and respond to signs of employee burnout or distress
Resources for stress management, including mindfulness tools, resilience workshops, or digital wellness apps
Open communication from leadership about mental health that reduces stigma and encourages utilization of available resources

Financial wellness is another often overlooked dimension of employee well-being that has a direct impact on engagement. Financial stress is among the most common sources of distraction and anxiety in the workforce. Offering voluntary benefits such as supplemental insurance, disability coverage, or access to financial planning resources can significantly reduce this burden and demonstrate that your organization cares about employees' lives outside of their job description.

Make Wellness Visible and Leadership-Driven

One of the most common reasons wellness programs fail to improve engagement is that they exist on paper but not in practice. When leaders do not visibly participate in or advocate for wellness initiatives, employees perceive them as performative rather than genuine. Engagement with wellness programs increases substantially when senior leadership models healthy behaviors and communicates authentically about the value of well-being.

This does not require executives to share personal health journeys or participate in every wellness activity. It does mean that messaging around wellness should come from the top, that managers should feel empowered to encourage their teams to utilize available benefits, and that the company's policies and workload expectations should be consistent with its stated commitment to employee health. If employees are told their well-being matters but are simultaneously expected to work unsustainable hours, they will perceive the wellness program as hollow — and engagement will suffer accordingly.

Organizations that are most successful at wellness-driven engagement typically take several proactive steps:

They communicate benefits clearly and repeatedly throughout the year, not just during open enrollment
They create channels for employees to provide feedback on wellness offerings and act on that feedback
They recognize and celebrate participation in wellness activities without making participation feel mandatory or invasive
They integrate wellness into their broader company culture rather than treating it as a standalone HR initiative
They measure wellness program utilization and engagement outcomes so they can refine and improve over time

Include Supplemental and Voluntary Benefits That Address Diverse Needs

A one-size-fits-all approach to benefits will not resonate with a diverse workforce. Employees have different health profiles, family situations, career stages, and financial circumstances — and a truly engaging wellness strategy acknowledges that diversity. Supplemental and voluntary benefits allow employees to customize their coverage to fit their lives, which dramatically increases the perceived value of your overall benefits package.

Options such as dental and vision coverage, short-term and long-term disability insurance, group long-term care insurance, and voluntary benefits all play a meaningful role in helping employees feel comprehensively protected. When employees know that a dental emergency or a temporary disability will not derail their financial stability, they are better able to stay focused and engaged at work.

For organizations with executives or key employees, specialized executive benefits can also be a powerful engagement and retention tool at the leadership level. And for companies with employees who travel internationally, international travel insurance ensures that health protection extends beyond borders — removing another potential source of anxiety for your mobile workforce.

Partner With an Expert to Build the Right Strategy

Building a health and wellness program that genuinely improves employee engagement requires both strategic thinking and deep benefits expertise. Most HR teams are managing countless competing priorities, and the complexity of the insurance and benefits landscape can make it difficult to know where to start or how to optimize what already exists. That is where a trusted benefits partner makes a meaningful difference.

Combs & Company works with businesses of all sizes to design medical benefits packages that are customized to the organization's culture, workforce demographics, and budget. Their process involves assessing your current benefit structure, comparing top carriers for cost-effectiveness, educating HR teams and employees about plan details, and managing renewals and ongoing plan optimization. The result is a benefits strategy that is not just a compliance exercise — it is a genuine expression of your organization's commitment to the people who drive it forward.

When employees see that their employer has invested thoughtfully in their health coverage and wellness resources, the impact on engagement is real and lasting. They feel valued, supported, and motivated to contribute to an organization that clearly has their best interests in mind.

Measure, Refine, and Evolve Your Wellness Strategy

Finally, improving employee engagement through wellness is not a one-time initiative — it is an ongoing commitment. The most effective programs are those that evolve based on employee feedback, changes in the workforce, and shifts in the healthcare landscape. Building in regular touchpoints to assess whether your wellness offerings are meeting employee needs, tracking engagement metrics, and staying current on new benefits options will ensure that your program remains relevant and impactful year after year.

Consider annual employee surveys that specifically address wellness and benefits satisfaction. Review your benefits utilization data to understand which offerings employees are actually using and which are going untapped — and investigate why. Stay informed about emerging wellness trends, such as expanded mental health platforms, telehealth services, and new voluntary benefit options, so you can update your program proactively rather than reactively.

The organizations that treat wellness as a living, breathing component of their people strategy — rather than a static checklist — are the ones that consistently see the strongest engagement outcomes. Employees notice when their employer pays attention, adapts, and continues to invest in their well-being over time. That kind of sustained commitment builds the deep trust that underlies true engagement.

Take the Next Step Toward a Healthier, More Engaged Workforce

Improving employee engagement through health and wellness programs is not about grand gestures or expensive perks. It is about building a genuine, comprehensive commitment to your people's well-being — starting with strong medical benefits coverage and expanding outward to address the full range of physical, mental, and financial health needs that your workforce brings to work every day. When employees feel healthy, supported, and valued, they engage more deeply, perform more consistently, and stay longer — creating the kind of stable, motivated workforce that powers sustainable business growth.

If you are ready to take a closer look at your current benefits structure and explore how a more strategic approach to employee health could transform your engagement outcomes, the team at Combs & Company is here to help. With expertise in group health insurance brokerage and a full suite of employee benefits services, they can help you design a benefits strategy that works harder for both your business and your team. Reach out today to schedule a discovery conversation and take the first step toward a healthier, more engaged workforce.

How to File a Jewelry Insurance Claim: A Clear Step-by-Step Guide

Sun, 05 Jul 2026 15:00:24 GMT

Knowing how to file a jewelry insurance claim can make a difficult moment far less overwhelming. Whether a ring disappears while traveling, a bracelet is stolen, or a stone is chipped during everyday wear, the first hours after the loss often shape how smoothly the claim moves forward. The best approach is usually a simple one: act promptly, document carefully, and follow the policy instructions as closely as possible.

That preparation matters because jewelry claims are different from many other property claims. Value may depend on an appraisal, replacement may require matching a specific stone or setting, and sentimental pieces may have details that are easy to overlook if records are incomplete. Dedicated jewelry coverage is often built for those issues in a way standard homeowners or renters insurance may not be. According to Combs & Company , jewelry insurance may include protection for loss, theft, damage, and mysterious disappearance, along with options such as agreed value or replacement cost.

Why the first few steps matter

When people search for how to file a jewelry insurance claim, they are usually looking for help in real time. The goal is not just to notify the insurer. It is to preserve the facts, protect your ability to recover under the policy, and avoid mistakes that can slow the process down. Waiting too long to report a loss, discarding damaged parts, or guessing about the item’s value can create unnecessary complications.

Report the loss, theft, or damage as soon as you reasonably can.
Write down where, when, and how the incident happened while the details are still fresh.
Take photos of any damaged item and keep all remaining pieces, clasps, stones, or settings.
Gather supporting records such as appraisals, receipts, prior photos, and jeweler paperwork.
If theft may be involved, ask whether a police report is required and keep a copy.

What to do immediately after loss, theft, or damage

Your next step depends on the situation. If a piece is damaged, avoid rushing into repairs before speaking with the insurer or broker unless immediate action is needed to prevent further damage. If the piece was stolen, record the circumstances clearly and check whether the carrier wants a formal incident report. If the item is missing, retrace your steps and note the last confirmed time and place you had it. For travel-related losses, save hotel, airline, or event information that can help establish a timeline.

It also helps to separate facts from assumptions. Tell the insurer what you know, not what you think might have happened. Saying that a necklace was noticed missing after an event on a specific date is more helpful than speculating about the exact moment it disappeared. Clear, consistent facts usually make a claim easier to review.

Documents that can make the process smoother

Most jewelry claims are easier when you can quickly show ownership and value. A recent appraisal is often useful, but older records can still help. If the item was custom made, resized, reset, or repaired, keep those invoices too. They can help identify the piece accurately and support repair or replacement discussions.

Original sales receipt or invoice
Recent appraisal or valuation
Photos or videos showing ownership and appearance
Gemological certificates or grading reports, if available
Police report or incident report, when applicable
Any communication with a jeweler about repair or replacement

If your policy was arranged through a broker, contact that office as well if the policy instructions call for it. Combs & Company states that it helps clients simplify the jewelry insurance process and provides guidance around appraisals and coverage updates. That kind of support can be especially helpful when a claim may involve repair, replacement, or another settlement option under the policy terms.

How to file a jewelry insurance claim without making the process harder

If you ever need to figure out how to file a jewelry insurance claim , the best approach is to slow down and document everything before emotions take over. Whether a piece was stolen, damaged, or simply went missing, insurers usually want a clear timeline, proof of ownership, and evidence of value. That is especially important with jewelry, because the details of the piece itself matter just as much as the fact that a loss occurred.

A strong claim often starts with records you gather long before anything goes wrong. An up-to-date appraisal, purchase receipt, photos, and any grading reports can all help support the claim. If the piece is damaged, keep it in its current condition unless the insurer tells you otherwise. If theft is involved, report it to local law enforcement as soon as possible and save a copy of the police report for your file.

Write down when and where the incident happened.
List the item details, including metal, stone type, designer, and any identifying marks.
Collect photos, receipts, appraisals, and certificates.
Save repair estimates if the jewelry is damaged rather than lost.
Keep copies of every email, claim form, and report you submit.

What usually happens after you notify the insurer

Once a claim is opened, the carrier may ask follow-up questions about the loss and the item’s value. This is normal. The review can include verifying the policy terms, confirming whether the loss falls within covered causes, and determining whether the claim will be settled based on agreed value, replacement cost, or another method described in the policy. Reading your policy language carefully matters, because coverage terms can differ from one policy to another.

Many people are surprised to learn that a standard homeowners or renters policy may have lower limits or more restrictions for jewelry than they expected. That is one reason specialized coverage can be useful for higher-value pieces. On Combs & Company's jewelry insurance page , the listed coverage examples include loss, theft, damage, mysterious disappearance, and worldwide protection, along with agreed value or replacement cost options. Those details can affect how a claim is handled and what documentation is most helpful.

Common mistakes that can delay a jewelry claim

Even valid claims can slow down when paperwork is incomplete or inconsistent. The goal is not to overwhelm the insurer with random documents, but to give a clean, organized picture of what happened and what was insured.

Waiting too long to report the incident.
Submitting an outdated appraisal for a piece that has changed in value.
Giving vague descriptions such as “gold ring” instead of specific details.
Repairing the piece before getting approval, if approval is required.
Assuming every type of disappearance is automatically covered.

It also helps to ask practical questions early: Is there a deductible? Can you choose your own jeweler for repairs or replacement? Will the claim affect any other property coverage you carry? According to the provided content, Combs & Company notes that filing a jewelry claim does not impact a homeowners policy when the jewelry is insured separately, which can be an important distinction for some policyholders.

If you are preparing to insure a new purchase or reviewing an existing schedule of items, the easiest way to make future claims smoother is to keep your records current. Jewelry values can change over time, and a stale appraisal can lead to frustrating gaps when you need help most. Staying organized now is often the simplest way to protect both the financial value of the piece and the peace of mind that comes with wearing it.

Turn a stressful moment into a manageable process

If you remember only one thing about how to file a jewelry insurance claim , let it be this: act quickly and document everything. Reporting a loss, theft, or damage promptly gives your insurer a clearer timeline, and good records help support the value and condition of the piece. In practical terms, that means keeping your policy information easy to find, saving appraisals and photos, and writing down what happened as soon as you can.

It also helps to slow down before you submit anything. Coverage terms, claim requirements, deductibles, and settlement options can vary by policy. A careful review of your policy can prevent avoidable delays and help you understand what documentation may be needed for a ring, watch, heirloom, or broader jewelry collection.

What to gather before you file

Your policy number and the name of your insurer or broker
A recent appraisal or other valuation document, if available
Clear photos of the item, including any identifying details
Purchase receipts, prior repair records, or certificates
A written timeline of when you last had the piece and when you noticed the issue
A police report if theft is involved
Photos of damage and any jeweler repair assessment, if the item is damaged rather than missing

These details may seem small in the moment, but they can make a major difference when questions come up about ownership, condition, or value. If the loss happened while traveling, note where you were, when you last wore or handled the item, and what steps you took to search for it. Keep copies of every email, form, and receipt tied to the claim.

Common mistakes that can slow a claim down

Waiting too long to report the incident
Relying on memory instead of written notes
Submitting incomplete paperwork
Forgetting to include supporting images or valuation documents
Assuming your coverage works the same as every other policy
Skipping periodic updates to appraisals for high-value pieces

A little preparation before anything goes wrong often matters just as much as the claim itself. Creating a simple digital folder for each piece, with photos and valuation records, can make a difficult day much easier to navigate.

Why preparation and specialized coverage matter

That preparation is one reason dedicated jewelry coverage can be so valuable. According to Combs & Company’s jewelry insurance page , jewelry insurance may include protection for loss, theft, damage, and mysterious disappearance, with options such as agreed value or replacement cost. The page also explains that Combs & Company helps clients coordinate appraisals and provides ongoing guidance so coverage can keep up as values and circumstances change.

For jewelry owners, that kind of planning can be especially important in real life, not just on paper. A family heirloom, engagement ring, or custom piece carries emotional weight that goes far beyond a receipt. While insurance cannot replace sentiment, having the right policy and a clear claims process can reduce confusion and help you move forward with more confidence.

In the end, the best approach to how to file a jewelry insurance claim starts long before a claim is ever needed. Review your current coverage, confirm your records are up to date, and make sure the way your jewelry is insured matches how you actually wear, store, and travel with it. If you want expert help evaluating your options, Combs & Company states that it has served clients across the U.S. for more than 20 years and helps connect clients with personalized jewelry insurance solutions through trusted carriers.

Do not wait until after a loss to discover a gap in protection. Take the next step now: review your existing policy, organize your documentation, and explore jewelry insurance options that fit the real value of what you own. If you are ready for professional guidance, book a conversation with Combs & Company today and put a stronger claims strategy in place before you ever need it.

What Should I Consider When Selecting Auto Insurance? A Practical Guide for Drivers

Sat, 04 Jul 2026 15:00:36 GMT

If you have ever asked, what should I consider when selecting auto insurance, the short answer is this: choose coverage based on how you actually drive, what you could afford to pay out of pocket after a loss, and how much financial risk you want a policy to absorb for you. Auto insurance is not just a document you keep in your glove box. It is a contract designed to help protect you from costs tied to accidents, damage, theft, and liability.

That matters because the cheapest option is not always the most practical one. A low premium can come with lower limits, higher deductibles, or important gaps in protection. On the other hand, paying for coverage you do not understand can leave you spending more than necessary. The goal is to match your policy to your vehicle, your household, your driving habits, and your budget.

For many drivers, the process starts with legal requirements. Most states require at least some level of liability insurance, but minimum required coverage may not be enough to fully protect your finances after a serious accident. If you finance or lease a car, you may also be required to carry additional coverage for the vehicle itself. That is why it helps to look beyond the minimum and think about how a claim could affect your savings, income, and day-to-day life.

Combs & Company’s auto insurance page describes a personalized approach built around drivers, families, and multi-car households. According to the company, it brings more than 20 years of insurance expertise and serves a nationwide client base, with coverage discussions designed to be clear, strategic, and tailored to the individual.

Start with the risks that are most relevant to you

Before comparing prices, think about what you need the policy to do. Someone who commutes daily in heavy traffic may view risk differently from a driver who mainly uses a car on weekends. A family with multiple vehicles may have different priorities than a first-time car owner or a city driver concerned about theft and vandalism.

How often you drive: More time on the road usually means more exposure to accidents.
Where you drive and park: Dense urban areas, public parking, and severe weather can affect your risk profile.
Who uses the vehicle: A policy should reflect all regular drivers in the household.
What the car is worth: The value of the vehicle can influence whether certain coverages make sense.
Your financial cushion: Deductibles and liability limits should fit what you could realistically handle after a loss.

Understand the main types of protection

One of the biggest parts of selecting auto insurance is understanding what each coverage is meant to do. In general, liability coverage helps pay for injuries or property damage you cause to others. Collision coverage generally applies to damage to your own car after an accident. Comprehensive coverage generally applies to non-collision events such as theft, fire, or vandalism. Depending on the policy and state, you may also see uninsured or underinsured motorist coverage, medical payments or personal injury protection, rental reimbursement, and roadside assistance.

Combs & Company specifically notes that its auto insurance offerings can include liability, collision, comprehensive, uninsured or underinsured motorist coverage, medical payments or personal injury protection, rental reimbursement, and roadside assistance options. That kind of menu can be useful when you want coverage that fits your life rather than a one-size-fits-all package.

As you continue comparing options, the smartest question is not simply, what costs less today, but what would help me recover faster and with less financial strain if something goes wrong tomorrow.

When people ask, what should I consider when selecting auto insurance , the best answer is to start with your real exposure rather than the cheapest advertised rate. A policy should reflect how you drive, what you drive, where you park, and how much financial risk you could comfortably absorb after an accident or loss. Price matters, but a low premium can come with higher deductibles, lower limits, or gaps that only become obvious when you need to file a claim.

That is why it helps to look at coverage in layers. State minimums may satisfy a legal requirement in many places, but they may not be enough to protect your savings if you cause a serious accident. On the other hand, adding every optional feature without understanding it can raise costs without improving the fit of the policy. The goal is balance: protection that matches your vehicle, budget, and day-to-day life.

Key factors that shape the right policy

Liability limits: Liability coverage pays for injury or property damage you cause to others, up to your policy limits. Higher limits can provide more financial protection than a bare-minimum policy.
Collision and comprehensive: Collision generally helps pay for damage to your car after a crash, while comprehensive typically applies to non-collision losses such as theft, vandalism, fire, hail, or falling objects.
Deductible amount: A higher deductible often lowers the premium, but it also means more out-of-pocket cost if you make a claim.
Vehicle value: The age, condition, and replacement value of your car can affect whether certain coverages make sense.
Driving habits: A daily commuter, occasional driver, and multi-car household may have very different coverage priorities.
Location: Traffic density, weather patterns, theft risk, and repair costs can all influence the type of protection worth carrying.

If your vehicle is leased or financed, the lender or leasing company may require collision and comprehensive coverage. Even when they are not required, many drivers choose them because paying for a major repair or total loss entirely out of pocket can be difficult.

Options that are easy to overlook

Many shoppers focus on the headline items and skip the add-ons that can make a policy more practical in real life. Depending on availability in your state and your insurer's offerings, these may be worth reviewing closely:

Uninsured/underinsured motorist coverage: This can help if you are hit by a driver who has no insurance or not enough insurance.
Medical payments or personal injury protection: These coverages can help with medical expenses after an accident, though rules and availability vary by state.
Rental reimbursement: Useful if your car is in the shop after a covered claim and you need temporary transportation.
Roadside assistance: This may help with towing, lockouts, jump-starts, or flat tires, depending on the policy terms.

It is also smart to review who is driving the vehicle and how the car is used. Adding a teen driver, using a personal car for work-related driving, or moving to a new area can all change your risk profile. Those changes are good reasons to revisit the policy instead of letting it renew on autopilot.

For drivers who want help comparing these choices in plain language, Combs & Company auto insurance describes coverage options such as liability, collision, comprehensive, uninsured/underinsured motorist coverage, medical payments or personal injury protection, rental reimbursement, and roadside assistance. As noted on its site, the company positions its approach around personalized guidance and ongoing support.

Once you understand the moving parts, comparing policies becomes much more useful. Instead of asking only which quote is lowest, you can ask whether the coverage limits, deductibles, and optional protections truly match the risks you face every time you get behind the wheel.

Choose coverage for the way you actually drive

If you are still asking, what should I consider when selecting auto insurance , the best answer is to start with your real exposure rather than the lowest premium alone. A policy should reflect how often you drive, where you park, who uses the vehicle, whether you own or lease it, and how much financial risk you could comfortably handle after an accident or loss. State minimum requirements may satisfy the law, but they do not always reflect what is practical for your day-to-day life.

That is especially important in summer, when road trips, weekend travel, and more time behind the wheel can increase the chances of unexpected issues. The right policy is not just about checking a box. It is about making sure your liability limits, deductible, and optional protections make sense for your budget and your routine.

Liability limits: Consider whether minimum limits would realistically protect your finances if you caused injuries or property damage.
Collision and comprehensive: Think about your vehicle’s value, whether it is financed or leased, and whether you want protection for theft, vandalism, weather, or other non-collision losses.
Uninsured or underinsured motorist coverage: This can matter if another driver does not have enough insurance to cover your damages.
Medical payments or personal injury protection: Review what your state requires and how these coverages fit with your broader financial plan.
Deductibles: A higher deductible can lower premium costs, but it also means more out of pocket if you file a claim.
Policy usability: Clear explanations and ongoing support can be just as valuable as the policy itself when you need to make a claim or update coverage.

Make your decision with a clear checklist

Before you finalize a policy, it helps to pause and review a few practical questions:

Do your current limits match your present income, assets, and risk tolerance?
Has your household changed with a new driver, a new car, or a different commute?
Would you need rental reimbursement or roadside assistance to keep life moving after a breakdown or accident?
If your car were stolen or badly damaged, would your current policy leave a gap you could not easily absorb?
Do you fully understand what is covered, what is excluded, and what your deductible would be?

For many drivers, the most helpful next step is talking through those questions with a professional who can explain the tradeoffs in plain language. Based on the information provided, Combs & Company offers auto insurance designed around drivers, families, and multi-car households, with clear guidance on coverage options and support that continues after a policy is in place. You can review their auto insurance information here: https://www.combsandco.com/practice-areas/personal-insurance/auto-insurance .

When the goal is lasting protection, the best policy is rarely the one that looks cheapest at first glance. It is the one that fits your life, protects your finances, and gives you confidence when something goes wrong. If you want help comparing options and choosing coverage that makes sense for your vehicle, your household, and your budget, now is the time to act. Visit Combs & Company’s auto insurance page and start the conversation today.

Boat Insurance Coverage Explained: What Boat Owners Should Know Before They Buy

Fri, 03 Jul 2026 15:00:14 GMT

If you have ever wondered why boat insurance coverage explained in plain language can feel harder to find than it should, you are not alone. Boat ownership comes with freedom, recreation, and pride, but it also comes with real financial risk. A boat can be damaged by weather, theft, collision, fire, or vandalism. You may also face liability if someone is injured or if you damage another vessel or property. Even when boat insurance is not required by state law, coverage can still matter because marinas, lenders, and storage facilities may require it.

The challenge for many owners is that boat policies are not all built the same way. Coverage can vary based on the type of watercraft, where it is used, how often it is used, how it is stored, and what equipment is attached to it. That is why a basic overview is not always enough. To make a smart decision, it helps to understand what protection is commonly available, what gaps to watch for, and how your own boating habits affect the policy you need.

Combs & Company offers boat insurance focused on coverage for watercraft, liability, and on-water protection. According to its published service information, the firm helps clients across the U.S. and brings more than 20 years of experience to the process. Its boat insurance guidance emphasizes tailored protection based on the vessel, the owner's risk profile, and actual usage rather than a one-size-fits-all approach.

Why the details of boat insurance matter

A policy is more than a document you keep on hand for the marina or the lender. It is a financial backstop for situations that can become expensive quickly. Repairs to hulls, motors, and trailers can be costly. Liability claims can be even more serious, especially if there are injuries or significant property damage. The point of good coverage is not simply to have insurance, but to have protection that fits the way you use your boat.

Boats face risks both on the water and in storage.
Liability exposure can arise from accidents involving passengers, other boaters, docks, or nearby property.
Coverage needs often change based on vessel type, value, location, and seasonality.
Low premiums do not always mean better value if key protections are missing.

What boat insurance may include

While exact terms differ by insurer and policy, boat insurance often centers on a few major categories of protection. Reviewing these categories carefully can help you compare policies with more confidence and ask better questions before you buy.

Physical damage coverage for the boat itself, along with the motor, trailer, and permanently attached equipment when included by the policy.
Liability coverage if you are responsible for injury to another person or damage to someone else's property.
Medical payments coverage for you and your passengers after a covered incident.
Uninsured or underinsured boater coverage in situations where another boater causes harm but lacks adequate insurance.
Towing and assistance coverage, which can be especially useful if you become stranded on the water.
Fuel spill liability and wreckage removal when applicable.

These protections do not automatically apply in the same way to every vessel. A small fishing boat, a pontoon, and a yacht can present very different risks, which is why the best approach is usually a tailored review instead of a quick quote based only on value. The strongest policies are typically the ones that match how and where the boat is actually used, while also accounting for passengers, equipment, and storage arrangements.

Cost is part of the conversation, but it should not be the only focus. Boat insurance pricing commonly depends on the boat's value, engine type, usage, storage details, operating area, and prior claims history. In some cases, bundling with other policies may help reduce premium, but the larger goal is balancing affordability with meaningful protection. Starting with a clear understanding of coverage basics makes that balance much easier to achieve.

Once the basics are clear, the next step in boat insurance coverage explained is understanding how a policy is structured in real life. A good policy is not just about listing the boat itself. It is about matching protection to how the vessel is used, where it is kept, who operates it, and what financial risks would matter most if something went wrong on the water.

That is why many owners start with the core protections and then look closely at the details. Physical damage coverage is generally the part that helps pay for damage to the boat, motor, trailer, or certain attached equipment after a covered loss. Liability coverage is the part that can matter if you cause injury to another person or damage someone else’s property. Medical payments coverage may help with immediate medical expenses for you or your passengers, regardless of fault, subject to the policy terms.

What to review before choosing limits

Even when two policies seem similar at first glance, the details can be very different. Reading the declarations page, endorsements, and exclusions matters because those are the items that define what is actually insured.

Boat value: Some policies settle losses on an agreed value basis, while others use actual cash value. That difference can affect a total loss payout.
Navigation area: Coverage may apply only within certain waterways or coastal limits.
Operator expectations: Policies may have rules about who can operate the boat and whether experience requirements apply.
Seasonal use: Some insurers use lay-up periods or storage requirements during parts of the year.
Deductible: A higher deductible can lower premium, but it also increases out-of-pocket cost after a claim.

This is also where owners should think beyond collision damage. Towing and assistance coverage can be valuable if the boat becomes disabled on the water. Uninsured or underinsured boater coverage may help when another operator causes injury but does not have enough insurance. For some vessels, fuel spill liability or wreckage removal can be important because cleanup and removal costs can be significant.

Why usage details matter

One reason boat insurance coverage explained can feel complicated is that boating is not one-size-fits-all. A small freshwater fishing boat used a few weekends a year presents a different risk profile than a larger vessel kept at a marina or used for coastal cruising. Storage location, engine type, vessel size, claims history, and frequency of use can all affect underwriting and price. That is also why average cost figures found online are often too broad to be very useful.

According to Combs & Company’s boat insurance page , the firm helps clients evaluate risk profile, usage patterns, and coverage needs rather than relying on a one-size-fits-all approach. The page also notes that coverage options may include physical damage, liability, medical payments, uninsured or underinsured boater coverage, towing, and certain spill or wreckage-related protections where applicable.

Ask whether personal effects, electronics, fishing gear, and other accessories are covered automatically or require scheduled limits.
Confirm whether the trailer is covered and under what conditions.
Review where the boat is stored, both in season and off season.
Check whether your lender, marina, or storage facility requires specific liability limits.
Update the policy if you add equipment, change waters, or buy a different vessel.

For many owners, the most practical approach is to compare policy language with actual habits. If you routinely take guests out, liability and medical payments may deserve closer attention. If the boat has specialized electronics or attached equipment, property limits become more important. And if the vessel is financed, the lender’s insurance requirements should be part of the review from the start.

Combs & Company states that it walks clients through options in plain English and continues to reevaluate coverage as needs evolve. That ongoing review can matter because a boat policy should not stay static if your assets, usage, or risk exposure change over time.

Make your policy fit the way you actually boat

At the end of the day, boat insurance coverage explained should leave you with more than definitions. It should help you make a smarter decision about protecting your vessel, your passengers, and your finances. The best policy is not simply the cheapest option or the fastest quote. It is the one that reflects how you use your boat, where you take it, what equipment you rely on, and how much risk you are prepared to carry yourself.

That matters because a policy can look complete at first glance while still leaving gaps that only become obvious after an accident, theft, storm loss, or liability claim. A little extra attention now can make a major difference later.

What is worth reviewing before you buy or renew

Whether physical damage protection includes the boat, motor, trailer, and permanently attached equipment you depend on.
Whether liability limits are strong enough for the way you boat and the places you keep or launch your vessel.
Whether medical payments coverage makes sense for the passengers you commonly have on board.
Whether uninsured or underinsured boater protection is available and appropriate for your situation.
Whether optional features such as towing and assistance, fuel spill liability, or wreckage removal may apply to your needs.
Whether your storage habits, usage patterns, and boating area have changed since your last policy review.

It is also wise to think beyond the boat itself. Marinas, lenders, and storage facilities may require proof of insurance, and seasonal changes in use can affect the kind of protection that makes the most sense. If you have added equipment, changed where you navigate, or upgraded to a different vessel, your current policy may deserve another look.

Choose clarity over guesswork

Insurance works best when you understand what you are buying. Premium matters, but so do deductibles, exclusions, limits, and endorsements. A lower price can be appealing until you discover that a key coverage was limited, optional, or left out entirely. That is why a clear explanation of tradeoffs is so valuable when comparing options.

Look for explanations in plain English, not just policy terminology.
Ask how the policy responds to common risks such as collision, theft, passenger injury, or damage while stored.
Review whether the policy still fits your broader financial picture, not just the value of the boat.

Based on the information provided, Combs & Company focuses on education, transparency, and tailored recommendations for boat owners. The firm also states that it has more than 20 years of experience and has served over 15,000 clients, helping people across the U.S. evaluate coverage with more confidence. If you want to explore boat insurance options for watercraft, liability, and on-water protection , reviewing the available choices with an expert can help you avoid being over- or under-insured.

As summer puts more boats on the water, now is the right time to review your coverage before your next launch. Do not wait for a claim to reveal a preventable gap. If you want a policy that matches the way you boat and the risks you actually face, take the next step and contact Combs & Company for a closer look at your options. A short conversation today can help protect every outing ahead.

Protection Against Theft in Aircraft Insurance: What Private Aircraft Owners Should Know

Thu, 02 Jul 2026 15:00:25 GMT

Aircraft ownership comes with a different risk profile than ordinary auto or home coverage, and that is one reason protection against theft in aircraft insurance deserves close attention. A private plane is a high-value asset, but the exposure is not limited to the airframe alone. Theft can involve avionics, parts, tools, or equipment stored with the aircraft, and a loss on the ground can interrupt travel, create unexpected costs, and complicate repairs or replacement. For owners who want coverage that reflects how they actually use and store their aircraft, private aviation insurance should be reviewed with the same care as the aircraft itself.

Private aircraft insurance is often discussed in terms of flight risk, but many important losses happen before takeoff or after landing. An aircraft may be parked in a hangar, tied down on a ramp, in transit on the ground, or undergoing maintenance when a theft-related event occurs. That is why owners should look beyond a basic policy summary and understand how hull coverage, liability protection, passenger-related coverages, and ground-related protections work together. The goal is not simply to carry insurance. It is to have a policy structure that makes sense for the aircraft, the owner, and the way the plane is operated.

Combs & Company offers private aircraft insurance designed to protect the aircraft, liability exposure, and peace of mind for private pilots and owners. According to the company, coverage can include hull insurance, liability coverage, passenger liability, medical payments, and hangar and ground equipment protection depending on the setup. That framework matters when evaluating protection against theft in aircraft insurance, because theft losses can affect both the aircraft itself and the property connected to its storage and operation.

Why theft protection matters for private aircraft owners

The financial impact of theft is not always limited to the direct value of stolen property. Owners may also face downtime, scheduling disruption, out-of-pocket expenses, and questions about whether a loss falls within the policy terms. A careful review of coverage can help clarify what is protected while the aircraft is in flight, taxiing, grounded, or stored.

Hull insurance may help protect the physical aircraft if it suffers a covered loss.
Hangar and ground equipment protection may be relevant when tools or related equipment are part of the exposure.
Liability coverage addresses a different category of risk by helping protect against third-party claims for bodily injury or property damage.
Passenger liability and medical payments can be important when people, not just property, are affected by an incident.

What to look for when reviewing coverage

Not every aircraft owner has the same needs. A first-time buyer with a single-engine plane, an experienced pilot flying for personal travel, and an owner of a light jet or turboprop may all need different policy terms, limits, and endorsements. Storage arrangements, frequency of use, financing requirements, and piloting history can all influence how a policy is built and priced. Theft-related concerns should be part of that conversation, especially if the aircraft is stored away from home, kept with specialized equipment, or used in a way that increases time on the ground at different locations.

How and where the aircraft is stored
Whether related equipment also needs protection
The difference between physical damage coverage and liability protection
How policy updates may be needed as ownership or usage changes

Combs & Company states that it takes a personalized, consultative approach to private aircraft insurance and helps clients navigate options based on aviation lifestyle, risk profile, and budget. The company also notes that it works with top-rated carriers and provides ongoing support such as annual reviews, claims guidance, and policy updates. For owners thinking seriously about protection against theft in aircraft insurance, that kind of review can be useful because aviation policies are rarely one-size-fits-all.

A strong start to any policy discussion is understanding the real-world risks tied to ownership and asking how the coverage responds when the aircraft is not in the air. From there, owners can make more informed decisions about protecting a significant investment while reducing avoidable gaps in coverage.

One area owners often underestimate is protection against theft in aircraft insurance. A private aircraft can be exposed to loss not only in flight, but also while parked in a hangar, tied down on a ramp, stored during the off-season, or moved on the ground for maintenance. That is why theft-related questions should be part of any serious coverage review, especially for owners who want to protect both the aircraft itself and the equipment associated with it.

In many policies, theft protection is tied to hull coverage, which is the portion of aircraft insurance that responds to physical loss or damage to the aircraft. The key point is that policy language matters. Owners should confirm whether coverage applies only to the aircraft as a whole or also to permanently installed equipment, avionics, and certain items kept with the aircraft. It is also important to understand whether attempted theft, vandalism connected to theft, or damage during unauthorized movement would be handled under the same terms.

What to review before assuming theft is covered

Not every policy responds in exactly the same way, and the details can affect a claim. A careful review can help prevent surprises later.

Whether the aircraft is insured for an agreed value or another valuation method
Whether theft coverage applies while the aircraft is in flight, taxiing, grounded, or in storage
How the policy treats avionics, detachable equipment, and ground equipment
Any storage, security, or location-related conditions that could affect coverage
The deductible that would apply to a theft-related loss
Whether damage caused during recovery or attempted theft is addressed

Protection against theft in aircraft insurance is also connected to how and where the aircraft is kept. Secure hangar storage, controlled airport access, maintenance records, and clear documentation of installed equipment can all make a practical difference if a loss occurs. Even when a policy includes broad physical damage protection, an owner is still better positioned when serial numbers, photographs, and current valuations are easy to produce.

That is one reason many owners prefer a more consultative approach instead of choosing a policy based on price alone. According to the information provided by Combs & Company private aircraft insurance , their offering is built around hull and liability coverage for private pilots and aircraft owners, with tailored options based on the aircraft, risk profile, and budget. When theft exposure is part of the conversation from the start, it becomes easier to match coverage to real-world use instead of relying on assumptions.

Common situations that deserve extra attention

Theft risk does not look the same for every owner. Someone flying a single-engine personal aircraft on weekends may have very different concerns from an owner with higher-value avionics, multiple pilots, or frequent travel between airports. Reviewing likely loss scenarios can help clarify where stronger protection may be needed.

Aircraft stored for long periods with limited supervision
Planes kept at facilities with varying security standards
High-value upgrades or avionics added after the original policy was written
Shared use arrangements that make access and documentation more complex
Ground equipment or accessories that may not be automatically included

For many owners, the practical goal is simple: if the unexpected happens, the policy should respond in a way that helps them recover financially and return to normal operations. That means looking beyond the headline terms and asking direct questions about theft, attempted theft, and related physical damage. It also means revisiting the policy over time, because aircraft values, equipment, storage arrangements, and flying habits can all change.

When those details are handled carefully, protection against theft in aircraft insurance becomes part of a broader risk strategy rather than an afterthought. That can be especially valuable for owners who want coverage that reflects how they actually use and protect their aircraft from day to day.

Bring your coverage strategy in for a safe landing

Choosing private aircraft insurance is not only about meeting a requirement. It is about protecting a high-value asset, limiting liability exposure, and making sure one unexpected event does not create a much larger financial problem. As you compare options, it helps to think beyond the policy label and look closely at how the coverage responds when your aircraft is in flight, taxiing, parked, stored, or being accessed by others.

That is especially true when evaluating protection against theft in aircraft insurance . Theft risk can involve the aircraft itself, attached equipment, or property kept in and around the aircraft or hangar. The right review starts with clear questions: What is covered, when does coverage apply, what exclusions may matter, and how do deductibles affect a real-world claim? The goal is not simply to have insurance, but to have coverage that fits how you actually own and use the aircraft.

Review hull coverage limits against the aircraft's current value.
Confirm whether theft-related damage is addressed in the policy terms.
Check liability, passenger liability, and medical payment options carefully.
Consider hangar and ground equipment protection if it applies to your setup.
Revisit coverage whenever ownership, storage, usage, or financing changes.

For many owners, the smartest next step is a guided conversation with a specialist who can translate policy language into practical decisions. According to the information provided, Combs & Company offers tailored private aircraft insurance solutions that can include hull insurance, liability coverage, passenger liability, medical payments, and hangar and ground equipment protection, depending on the situation. The company also states that it takes a personalized, consultative approach and has more than 20 years of insurance experience.

What to keep top of mind before you finalize coverage

A good policy review should connect your risks, your aircraft, and your budget. If you are a first-time owner, fly occasionally for personal use, or use your aircraft for regional business travel, the details matter. So does ongoing service after the policy is issued. The source content notes that Combs & Company provides annual reviews, claims support and guidance, and proactive policy optimization as needs change.

Ask how coverage may respond to theft, vandalism, weather damage, and accidents.
Make sure your policy reflects where and how the aircraft is stored.
Understand any lender or leasing requirements before binding coverage.
Update your policy if pilot information, flight frequency, or aircraft use changes.
Keep documentation organized so claims handling is easier if a loss occurs.

In the end, strong protection against theft in aircraft insurance is part of a broader risk strategy. It works best when it is matched to the aircraft, the pilot, and the realities of ownership rather than selected as a generic add-on. Thoughtful coverage can help protect your investment, your passengers, and your peace of mind every time the aircraft leaves the ground or remains on it.

If you want help reviewing options and building coverage around your aviation lifestyle, this is the time to act. Reach out to Combs & Company and book an appointment to discuss private aircraft insurance built around your needs. A focused conversation now can help you move forward with more clarity, better protection, and greater confidence.

Benefits of Fine Art Insurance Policies for Collectors, Galleries, and High-Value Artwork

Wed, 01 Jul 2026 19:00:05 GMT

Owning art is different from owning ordinary household property. A painting, sculpture, photograph, or rare object may carry financial value, personal meaning, and a level of uniqueness that makes replacement difficult or impossible. That is why the benefits of fine art insurance policies extend beyond a simple reimbursement check. The right policy is built around how art is acquired, displayed, stored, transported, and valued over time.

Many people first discover the need for specialized coverage when they realize that standard homeowners or commercial property insurance may not be designed for high-value, collectible, or one-of-a-kind works. Limits, exclusions, and narrow definitions can create gaps at exactly the wrong moment. A dedicated fine art policy is meant to address those gaps with terms that better match the realities of collecting, lending, and exhibiting art.

According to Combs & Company , its fine art insurance offering is intended to help collectors, artists, galleries, and institutions protect artwork with coverage that reflects its value. The company also states that it has more than 20 years of experience crafting personalized insurance solutions and that it works with carriers and appraisers to help align coverage with real-world value.

Why specialized art coverage matters

The central advantage of specialized insurance is precision. Fine art creates risks that ordinary property policies are not always built to address. A work may be damaged during installation, suffer water or smoke damage, disappear while in transit, or require expert conservation after a loss. Insurance designed for art can be structured with those scenarios in mind, which is one of the clearest benefits of fine art insurance policies for both private owners and organizations.

Coverage can be tailored to a single piece, a growing collection, or business-related holdings.
Protection may apply to risks such as theft, vandalism, accidental damage, and certain transit-related losses, depending on the policy terms.
Valuation is typically treated as a major issue, helping policyholders insure art based on documented worth rather than a generic property estimate.
Policies may be adapted when artwork is loaned, exhibited, moved between locations, or placed in storage.

That flexibility matters because art rarely stays static. Collections grow, pieces are rotated, and values can change as markets shift or new appraisals are completed. A policy that can be reviewed and updated over time is often one of the most practical benefits of fine art insurance policies, especially for owners who expect their holdings to evolve.

What policyholders often value most

For many owners, the real advantage is peace of mind backed by a process that is more thoughtful than standard property coverage. Documentation, appraisals, item schedules, and storage or transit details all play a role in building stronger protection. While every policy has conditions and exclusions, specialized coverage is generally intended to reduce unpleasant surprises when a claim happens.

Closer attention to high-value and irreplaceable property
Better alignment between the artwork's exposure and the policy structure
Support for changing circumstances such as new acquisitions, loans, or travel
A more informed discussion about appraisals, conservation concerns, and claims handling

For owners comparing options, the starting point is usually an honest review of the collection itself: what is owned, where it is kept, how often it moves, and whether current coverage reflects today's value. On its fine art insurance page, Combs & Company describes a consultation-based approach to helping clients find coverage that fits their needs. That emphasis on customization reflects a broader truth in this category: effective art insurance is rarely one-size-fits-all, and the best protection begins with understanding the artwork before a loss ever occurs.

Why specialized coverage matters for valuable artwork

One of the biggest benefits of fine art insurance policies is that they are built around the way art is actually owned, displayed, stored, transported, and loaned. A standard property policy may not be designed for those risks. Fine art can be damaged by fire, smoke, water, vandalism, and accidental breakage, and losses can also happen during handling or transit. For collectors, artists, galleries, and institutions, that difference matters because a piece may have financial value, sentimental value, or both.

Dedicated coverage can also be important when market value is part of the conversation. Insurance for artwork often depends on accurate documentation and current valuation, which is why appraisals, inventories, purchase records, and condition reports can play such a large role. When those details are organized early, it is usually easier to understand what is insured, where it is insured, and under what circumstances a claim may be handled.

Coverage may be tailored for individual pieces or broader collections.
Protection can extend to theft, loss, and mysterious disappearance, depending on the policy.
Transit and exhibition exposures can be addressed more directly than they are under many general policies.
Coverage terms can be reviewed as a collection changes over time.

What to evaluate before choosing a policy

Not every collection has the same risk profile. A painting kept in one residence presents different concerns than artwork that moves between homes, galleries, storage, or exhibition spaces. Before selecting coverage, it helps to review how the art is used day to day, whether pieces travel domestically or internationally, and whether any items are on loan. These details affect the structure of a policy just as much as the listed value of the work.

It is also worth paying close attention to documentation. Clear records support valuation and can make renewals or updates more straightforward. Buyers and collectors often keep copies of bills of sale, provenance documents, photographs, framing details, and appraisals together so there is a reliable record of each work.

Create an up-to-date inventory with titles, artists, dimensions, and acquisition dates.
Store digital copies of appraisals and receipts in a secure location.
Review how the policy treats newly acquired pieces.
Confirm whether temporary exhibitions or loans are included.
Ask how coverage applies during packing, shipping, and installation.

Keeping pace with a changing collection

Another of the practical benefits of fine art insurance policies is flexibility. Collections are rarely static. New acquisitions are added, values can change, and storage or display conditions may shift over time. Regular reviews help keep coverage aligned with reality instead of relying on outdated assumptions.

According to the information provided by Combs & Company , the firm helps clients start with a personalized consultation, guides documentation and appraisal needs when necessary, and matches clients with a fine art insurance carrier based on their coverage requirements. The company also states that it works with reputable carriers and appraisers so coverage aligns with real-world value. That kind of review can be especially useful when a collection expands, a piece is loaned for exhibition, or transit becomes part of the risk.

For anyone comparing options, the goal is not simply to insure an object on paper. It is to make sure the policy reflects how the artwork exists in the real world, from storage and display to travel and temporary loans. That is where the benefits of fine art insurance policies become most visible: clearer protection, fewer coverage gaps, and a better fit for pieces that may be difficult or impossible to replace.

Protect the value behind the artwork

The benefits of fine art insurance policies become most clear when you look beyond the object itself. Artwork can represent years of collecting, a major financial commitment, family history, or a professional inventory that supports a business. When a piece is damaged, stolen, or lost, the impact is rarely simple. Dedicated coverage helps address risks that standard property insurance may not fully handle, especially for high-value or irreplaceable works.

That is why it makes sense to review your protection before a claim forces the issue. If pieces are being displayed in more than one location, moved into storage, transported for exhibition, or newly acquired, your insurance should reflect those changes. Good coverage is not just about having a policy in place. It is about making sure values, locations, and use are accurately documented so there are fewer surprises later.

What is worth reviewing now

Whether each piece has current documentation and, when needed, an up-to-date appraisal
Whether your policy addresses theft, accidental damage, transit, storage, and exhibition needs
Whether coverage limits reflect current value rather than an outdated estimate
Whether newly purchased artwork or loaned pieces are included
Whether you understand any exclusions, deductibles, or location-specific conditions

For many collectors and art owners, this review is where the real value of working with a specialist shows up. According to the information provided, Combs & Company has over 20 years of experience crafting personalized insurance solutions and helps collectors, artists, galleries, and institutions secure coverage that reflects the value of their art. The firm also works with carriers and appraisers so coverage aligns with real-world value rather than broad assumptions.

Why a proactive approach matters

It can reduce coverage gaps that may exist in generic policies
It helps support smoother claims handling with better records
It keeps protection aligned with a collection as it grows or changes
It can account for the practical risks of handling, shipping, and temporary display

Just as important, fine art insurance should be flexible. Collections evolve. Pieces are acquired, sold, lent, stored, reframed, and relocated. A policy should be able to evolve with those realities instead of forcing you into a one-size-fits-all structure. Based on the source content, Combs & Company takes a consultative approach, guides clients through documentation and appraisal needs, and helps build custom coverage that can be updated over time.

If you have been relying on a homeowners policy, postponing an appraisal, or assuming your current limits are enough, now is a smart time to take a closer look. The cost of waiting can be much higher than the effort of reviewing your options.

To learn more about coverage options, visit https://www.combsandco.com/practice-areas/personal-insurance/fine-art-insurance . If you want protection that fits the way your artwork is actually owned, displayed, stored, and transported, take the next step and start the conversation. Reach out to Combs & Company to discuss your collection, review potential gaps, and explore a policy built around the real risks and value of your art.

Builders Risk Insurance Explained: What Every Construction Project Needs to Know

Tue, 30 Jun 2026 15:00:48 GMT

Construction projects carry a level of financial exposure that few other business ventures can match. From the moment ground is broken to the day a ribbon is cut, materials, labor, and invested capital are all sitting in a state of vulnerability — exposed to weather events, theft, accidental damage, and a host of other unforeseen setbacks. For developers, contractors, property owners, and lenders alike, that exposure demands a dedicated layer of protection. That protection is builders risk insurance, and in June 2026, with construction activity remaining a vital driver of economic development across the country, understanding exactly what this coverage does — and why it matters — has never been more relevant.

Builders risk insurance, sometimes called course of construction insurance, is a specialized form of property insurance designed to cover buildings and structures while they are under construction or undergoing significant renovation. Unlike a standard commercial property policy, which is written for completed and occupied structures, a builders risk policy is tailored specifically to the unique exposures that arise during the construction process itself. The policy typically attaches at the start of construction and remains in force until the project reaches substantial completion, at which point a permanent property policy takes over.

One of the most important things to understand about builders risk insurance is who it is meant to protect. Coverage can extend to a broad range of parties with an insurable interest in the project, including:

Property owners and real estate developers funding the construction
General contractors responsible for the overall build
Subcontractors performing specialized work on-site
Financial institutions and lenders that have a stake in the completed asset
Architects and project managers with contractual responsibilities tied to the structure

Because multiple parties often share a financial interest in a single project, builders risk policies are frequently written to cover all of those interests under one unified policy form. This consolidated approach simplifies the claims process and reduces the risk of coverage gaps that can occur when multiple parties carry separate policies that may not coordinate properly with one another.

What Builders Risk Insurance Typically Covers

The scope of a builders risk policy is broader than many people initially expect. At its core, the coverage is designed to protect the structure being built — including materials, fixtures, and equipment that will become a permanent part of the building — against physical loss or damage. Most standard builders risk policies are written on an open-perils or special-form basis, meaning they cover all causes of loss except those specifically excluded. This is an important distinction, because it places the burden on the insurer to identify what is not covered rather than requiring the policyholder to prove that a specific named peril caused the damage.

Common causes of loss addressed under a builders risk policy include:

Fire and smoke damage
Lightning strikes
Windstorm and hail
Theft of materials and equipment on-site
Vandalism and malicious mischief
Collapse during construction
Water damage from burst pipes or accidental discharge
Vehicle or aircraft impact

It is equally important to understand what builders risk insurance does not cover under most standard policy forms. Typical exclusions include earthquake and flood damage — both of which can often be added back through endorsements depending on the project's location and risk profile — as well as employee theft, faulty workmanship, design errors, and normal wear and tear. Mechanical breakdown and equipment failure are also commonly excluded from the base policy, though again, many of these gaps can be addressed through tailored endorsements.

When Builders Risk Insurance Is Essential

While any construction project of meaningful size can benefit from course of construction coverage, there are certain scenarios where carrying a builders risk policy moves from advisable to absolutely essential. Ground-up commercial construction is the most obvious example. When a developer is investing millions of dollars into a new office building, retail center, or multi-family residential complex, the financial consequences of an uninsured loss during construction could be catastrophic — potentially wiping out equity, triggering loan defaults, and halting a project entirely.

Major renovations and tenant improvement projects present another situation where builders risk coverage is critical. Even if an existing structure is already covered under a commercial property policy, that policy is typically written to cover the building as it exists — not the new work being added to it. A contractor gutting and rebuilding the interior of a commercial space creates a window of exposure that a standard property policy may not address, particularly if the renovation disrupts the building's existing systems or temporarily removes protective features like fire suppression systems.

Infrastructure and civil construction projects — bridges, roads, utility installations, and similar work — often require builders risk or a closely related form called installation floater coverage, which protects equipment and materials in transit or being installed at a job site. Mixed-use developments, which combine residential, retail, and commercial elements in a single structure, also tend to require careful attention to builders risk structuring, since the varying uses and occupancy types can affect how coverage is written and what limits are appropriate.

Even smaller residential projects can warrant a builders risk policy. A homeowner undertaking a major addition or structural renovation should not assume that their existing homeowners policy will respond to losses that occur during construction. Most homeowners policies contain exclusions for construction-related losses, and the contractor's general liability policy — while important — is not designed to replace property coverage for the structure itself.

Understanding the foundational mechanics of builders risk insurance is the necessary first step for any party involved in a construction project. With that foundation in place, it becomes much easier to evaluate the specific benefits this coverage delivers, how it can be customized to fit a particular project's needs, and what steps to take when navigating the process of securing the right policy.

Why Builders Risk Insurance Is a Smart Investment for Any Construction Project

Once you understand the fundamentals of what builders risk insurance covers, the next logical question is: what does it actually do for your bottom line? Construction projects carry a unique combination of financial exposure that most standard commercial property policies simply are not designed to address. Materials sitting on a job site, partially completed structures, and the complex web of contractors and subcontractors all create vulnerabilities that can turn a profitable project into a costly setback. That is precisely where course of construction coverage earns its place in any serious project risk management plan.

The financial protection offered by a well-structured builders risk policy goes far beyond simply replacing stolen lumber or repairing fire damage. When a covered loss occurs mid-project, the ripple effects can be significant. Subcontractors may demobilize, delivery schedules fall apart, and lenders may scrutinize loan draws more carefully. A builders risk policy that responds quickly and comprehensively helps keep those downstream consequences to a minimum, preserving cash flow and project timelines in ways that no amount of contingency budgeting can fully replicate.

Coverage Flexibility That Matches the Complexity of Modern Construction

One of the more underappreciated aspects of builders risk insurance explained in practical terms is just how adaptable the coverage can be. Unlike many commercial lines products that follow a fairly rigid structure, builders risk policies are generally designed to be customized around the specific characteristics of a project. This flexibility matters enormously because no two construction projects share the same risk profile.

Coverage customization in builders risk policies can address a wide range of project-specific needs, including:

Soft costs coverage — This extension covers expenses like architect fees, permit costs, and loan interest that accumulate when a project is delayed due to a covered loss. These costs can be substantial and are often overlooked until it is too late.
Delayed completion or loss of income — For projects where the completed structure will generate rental income or business revenue, this coverage helps offset financial losses when occupancy is pushed back because of a covered event.
Off-site materials and equipment — Materials stored at a location other than the primary job site can be included in coverage, which is particularly relevant for large commercial or multi-phase developments.
Scaffolding and temporary structures — These are working assets during construction but are frequently excluded from standard property policies. A properly structured builders risk policy can bring them within the coverage umbrella.
Testing and start-up coverage — For projects involving mechanical systems or specialized equipment, this endorsement addresses damage that may occur during the commissioning and testing phase before the project is formally complete.

The ability to layer these coverages together means that project owners, general contractors, and developers can build a policy that reflects what they have actually at risk — rather than paying for coverage they do not need or, more dangerously, going without protection they do.

Mitigating Project Delays Before They Become Project Killers

Time is money in construction, and that phrase is more than a cliché when you examine what a single weather event or fire can do to a project schedule. One of the most compelling arguments for comprehensive builders risk coverage is its role in accelerating recovery after a loss. When the financial mechanism is in place to mobilize cleanup crews, replace damaged materials, and bring subcontractors back on site, the path from incident to resumed progress is dramatically shorter.

Consider what happens in the absence of adequate coverage. A contractor or project owner who suffers a significant uninsured loss during construction may face hard choices: draw down reserves, renegotiate with lenders, or in severe cases, halt the project entirely. Each of those outcomes carries costs that dwarf the premium investment of a properly placed builders risk policy. Project delays can also trigger penalty clauses in construction contracts, creating a secondary layer of financial exposure that compounds the original loss.

Beyond the immediate post-loss scenario, builders risk insurance can also support more proactive risk management. Some insurers offer loss control resources as part of their commercial construction coverage, including site inspection services and guidance on best practices for protecting materials and structures in various weather conditions. As of June 2026, weather-related construction losses remain a significant concern across much of the United States, with contractors in coastal, storm-prone, and wildfire-adjacent regions facing particular scrutiny from underwriters.

Who Should Be Named on a Builders Risk Policy?

Properly structuring the named insureds on a builders risk policy is an area where many projects run into trouble. The question of who has an insurable interest in a construction project is often more complex than it appears on the surface, and getting it wrong can create coverage disputes at the worst possible moment.

Parties who typically have an insurable interest and may need to be included on a builders risk policy include:

Project owners — Whether a private developer, a corporation building a new facility, or a municipality overseeing a public works project, the owner generally carries the largest financial stake in the completed structure.
General contractors — GCs often have contractual obligations to maintain course of construction coverage and bear direct financial responsibility for the work in progress.
Subcontractors — Depending on contract language and the nature of their work, subcontractors may need to be named or added as additional insureds to ensure there are no gaps in protection.
Lenders and financial institutions — Construction lenders typically require builders risk coverage as a condition of the loan and expect to be named as a loss payee to protect their financial interest in the project.

Working through these relationships carefully before a project breaks ground is a step that experienced insurance advisors emphasize consistently. Disputes over insurable interest are among the most common reasons builders risk claims face complications, and they are largely avoidable with proper policy structuring from the outset.

Understanding the full breadth of what builders risk insurance offers — from the financial safety net it provides to the flexibility it allows and the project delays it can help prevent — makes a strong case for treating it as a foundational element of construction project planning rather than an afterthought.

Steps to Take Before Your Project Breaks Ground

One of the most common mistakes construction stakeholders make is treating builders risk insurance as an afterthought — something to arrange once the project is already underway. In reality, the most effective coverage begins before the first shovel hits the ground. Taking a structured approach to your insurance needs before construction starts can save you from costly gaps, disputes, and delays down the line.

Start by conducting a thorough assessment of your project's scope, value, and timeline. The completed value of the structure — including all materials, labor, and equipment — should serve as the baseline for determining your coverage limit. Underinsuring a project to reduce premiums is a risk that rarely pays off; if a major loss occurs mid-construction, the shortfall between your coverage limit and the actual replacement cost can be financially devastating.

Document your project's full scope: Include architectural plans, material specifications, contractor agreements, and projected timelines before approaching an insurer.
Identify all insurable interests: Property owners, general contractors, subcontractors, and lenders may all have a stake in the project and should be named or acknowledged in the policy accordingly.
Clarify who is responsible for obtaining coverage: In some contracts, the owner arranges the policy; in others, the general contractor does. Establishing this early prevents duplicate coverage or dangerous gaps.
Account for soft costs: Many builders risk policies can be extended to cover soft costs such as architectural fees, permit expenses, and loan interest that accumulate if a covered loss delays the project. Confirm whether this is included or available as an endorsement.
Understand the policy's trigger and termination points: Coverage typically begins when materials arrive on site or when construction commences, and it ends when the structure is occupied, accepted, or the policy term expires. Know exactly where your coverage window begins and ends.

Choosing the Right Coverage Limits and Policy Structure

Selecting appropriate coverage limits is both a financial and a strategic decision. A policy that is too narrow leaves your project exposed; one that is misconfigured for your specific build type can lead to claim disputes when you need support most. Construction projects vary enormously — from ground-up commercial developments to interior renovations of occupied buildings — and the policy structure should reflect that complexity.

When evaluating your options, pay close attention to the valuation method embedded in the policy. Some policies settle claims on a replacement cost basis, meaning you receive what it costs to repair or replace damaged work with materials of like kind and quality. Others may default to actual cash value, which factors in depreciation. For most construction scenarios, replacement cost coverage is the more protective choice and worth verifying explicitly before binding the policy.

You should also consider the deductible structure. Higher deductibles can lower your premium, but they shift more financial burden onto you in the event of a claim. For large commercial projects, a per-occurrence deductible structure is common, but some policies apply separate, higher deductibles for specific perils such as wind or flood — particularly relevant for projects in coastal or storm-prone regions. Reviewing these details carefully is essential to understanding your true exposure.

Match coverage limits to completed value: Re-evaluate limits if project scope or costs change significantly during construction.
Confirm covered perils: Standard policies typically cover fire, theft, vandalism, wind, and certain water damage, but earthquake and flood coverage often require separate endorsements or policies.
Review exclusions carefully: Normal settling, design errors, and mechanical breakdown are common exclusions. Understanding what is not covered is just as important as knowing what is.
Ask about installation floaters: For projects involving high-value equipment or specialized systems, an installation floater may provide more tailored protection than a standard builders risk policy alone.

Working With an Insurance Provider Who Understands Construction

Not all insurance providers approach builders risk the same way, and the difference between a generalist broker and one with genuine construction industry expertise can be significant when it comes to structuring a policy that truly fits your project. An experienced provider will ask detailed questions about your build type, construction methods, site location, and contractor qualifications — and those details matter when underwriters are assessing your risk profile and setting terms.

Open communication with your provider throughout the life of the project is equally important. Notify your insurer promptly if the project timeline extends, if the scope changes materially, or if a significant new subcontractor is brought on. Many policies require notification of material changes, and failing to communicate updates can complicate the claims process if a loss occurs after those changes take effect.

As summer 2026 construction activity continues to ramp up across the country, project owners, developers, and contractors are navigating increasingly complex risk environments — from supply chain variables to evolving weather patterns. Having a builders risk policy that is carefully structured from the outset, and supported by an advisor who understands the nuances of course-of-construction coverage, is not a luxury; it is a fundamental part of responsible project management.

Review the policy before signing any construction contracts: Ensure the coverage aligns with contractual insurance requirements from lenders, municipalities, or project partners.
Keep a record of all materials and completed work: Thorough documentation supports faster, more accurate claims resolution if a loss occurs.
Reassess coverage at key project milestones: Major phases of construction — foundation completion, framing, mechanical rough-in — are good checkpoints to confirm your coverage remains adequate.
Coordinate with other policies: Builders risk works alongside, but does not replace, general liability, workers compensation, or equipment coverage. Make sure your full insurance program is aligned.

Builders risk insurance explained simply is this: it is the financial safety net that keeps a construction project moving forward when the unexpected happens. From a fire that destroys weeks of framing work to theft of materials stored on site, the covered perils that builders risk addresses are not rare — they are real, documented risks that affect construction projects of every size and type. Approaching this coverage with the same rigor you bring to your project plans is one of the most practical decisions you can make before breaking ground.

If you are planning a construction project and want to make sure your coverage is structured correctly from day one, the team at Combs & Company is ready to help. Reach out today to speak with an experienced advisor who can walk you through your options, assess your specific project needs, and help you put the right builders risk policy in place — so you can build with confidence.

Common Misconceptions About Long-Term Disability Insurance and What You Should Know

Mon, 29 Jun 2026 15:00:15 GMT

Most people spend a significant portion of their working lives protecting their possessions — their cars, their homes, their smartphones — yet leave their most valuable financial asset almost entirely unprotected. That asset is their ability to earn an income. A serious illness or injury that prevents you from working doesn't just disrupt your routine; it can unravel years of careful financial planning in a matter of months. Long-term disability insurance exists precisely to guard against that outcome, yet it remains one of the most misunderstood products in the entire employee benefits landscape.

Part of the problem is that disability, as a concept, tends to feel abstract until it isn't. It's easy to assume that a lengthy, income-eliminating health event is something that happens to other people — older people, people in physically demanding jobs, people who are already in poor health. That assumption, as comforting as it is, isn't grounded in how disability actually occurs across the working population. Back injuries, cancer diagnoses, mental health conditions, autoimmune disorders, and cardiac events affect workers across every industry, age group, and fitness level. When one of these conditions becomes severe enough to keep someone out of work for months or years, the financial consequences can be devastating without the right coverage in place.

What makes this gap in protection particularly frustrating is that it often exists not because workers have carefully evaluated long-term disability insurance and decided against it, but because they've accepted a set of widespread myths at face value. These misconceptions shape how employees think about their need for coverage, how they interpret the benefits they may already have, and whether they take the steps necessary to ensure those benefits are actually sufficient. Understanding where these myths come from — and why they fall apart under scrutiny — is one of the most practical things anyone can do when evaluating their financial preparedness.

What Long-Term Disability Insurance Actually Does

Before unpacking the misconceptions, it helps to establish a clear foundation. Long-term disability insurance is a form of coverage designed to replace a portion of your income if a qualifying illness or injury prevents you from working for an extended period. Unlike short-term disability policies, which typically cover a matter of weeks or a few months, long-term disability benefits are structured to kick in after a defined elimination period and can continue paying out for several years — or in some cases, until retirement age.

The specific structure of a long-term disability policy can vary considerably depending on whether it's obtained through an employer-sponsored group plan or purchased individually. Key variables include:

Benefit amount: Most policies replace a percentage of your pre-disability income, commonly ranging from 50% to 70%.
Elimination period: This is the waiting period between the onset of disability and when benefits begin, often 90 days for long-term plans.
Benefit period: How long benefits will be paid — options range from a set number of years to coverage through a specified retirement age.
Definition of disability: Policies differ significantly in how they define what it means to be disabled, which directly affects when and whether a claim will be approved.
Covered conditions: While accidents are commonly associated with disability claims, many policies also cover qualifying illnesses, which represent a large share of actual long-term disability claims.

These variables matter enormously in practice, and they're also at the heart of many of the most persistent misconceptions. People who don't fully understand how their coverage works — or assume they have coverage when they may not — are the ones most likely to find themselves exposed when it matters most.

Why Misconceptions Take Root

The myths surrounding long-term disability insurance don't appear out of thin air. They tend to emerge from a combination of factors: limited financial literacy around insurance products, an over-reliance on informal assumptions about government programs, a tendency to conflate different types of disability coverage, and a general human reluctance to plan for outcomes we'd rather not think about.

For many employees, the subject of disability insurance is introduced once during open enrollment, buried in a stack of benefits materials they don't have time to read carefully. Without clear guidance, it's easy to fill in the blanks with assumptions that feel reasonable but don't hold up. Some of the most common include:

Believing that Social Security disability benefits will be sufficient if something goes wrong
Assuming that long-term disability insurance only matters for people in physically dangerous jobs
Thinking that being young or healthy means the risk is too low to justify the cost
Confusing workers' compensation with broader disability coverage
Assuming that an employer-provided group plan automatically provides comprehensive protection

Each of these beliefs can leave a worker significantly more exposed than they realize. In June 2026, as employers and benefits advisors increasingly emphasize financial wellness as part of a holistic benefits strategy, the conversation around closing these knowledge gaps has never been more relevant. Understanding what long-term disability insurance actually covers — and what it doesn't — is the starting point for making decisions that genuinely protect your financial future.

Unpacking the Most Common Misconceptions About Long-Term Disability Insurance

When it comes to protecting your income, few tools are as misunderstood as long-term disability insurance. A surprising number of working professionals operate under assumptions about this coverage that simply do not hold up under scrutiny. These misconceptions can be costly — not in the abstract, but in very real financial terms if a disabling condition ever sidelines you for months or years at a time. Taking a closer look at some of the most widespread myths can help you make a more informed decision about your benefits.

Myth: "I'm Young and Healthy, So I Don't Need It"

This is perhaps the most common reason people skip long-term disability coverage altogether. The logic seems reasonable on the surface — if you feel fine and have no known health issues, why pay for something you likely won't use? The problem with this thinking is that disability is not exclusively the result of existing illness. Conditions like cancer, heart disease, and serious musculoskeletal disorders can develop without warning at virtually any age, and these types of conditions — not sudden accidents — are among the leading causes of long-term disability claims. Being in good health today does not guarantee you will remain that way indefinitely, and the earlier you secure coverage, the more favorably you are likely to be viewed during the underwriting process.

Myth: "Long-Term Disability Insurance Only Covers Accidents"

Many people picture disability as something that happens dramatically — a fall, a car accident, an acute workplace injury. In reality, the majority of long-term disability claims are filed for illnesses, not injuries. Chronic conditions, mental health diagnoses, and degenerative diseases account for a significant share of claims filed each year. A comprehensive long-term disability insurance policy is designed to provide income replacement regardless of whether your inability to work stems from an accident or a medical condition that develops over time. Understanding this distinction is essential when evaluating whether any given policy will actually serve your needs.

Myth: "Workers' Compensation Will Cover Me"

Workers' compensation is a valuable protection, but its scope is narrowly defined. It applies only when an injury or illness is directly caused by your work or workplace environment. If you develop a disabling condition that has nothing to do with your job — a cancer diagnosis, a neurological disorder, a serious back condition unrelated to your duties — workers' compensation will not apply. Long-term disability insurance fills this gap by covering disabilities that arise outside of the workplace, which is where the majority of disabling conditions actually originate.

Myth: "Social Security Disability Will Be Enough"

Some employees assume that Social Security Disability Insurance (SSDI) provides a sufficient safety net if they become unable to work. There are two significant issues with this assumption. First, qualifying for SSDI is a lengthy and often difficult process, with many initial applications denied and approval sometimes taking years. Second, even when benefits are approved, the monthly payments may fall well short of what you were earning — and what you need to cover your regular expenses. Long-term disability insurance from an employer-sponsored plan or a private policy is generally structured to replace a meaningful portion of your pre-disability income, helping you maintain financial stability during a difficult period.

Myth: "My Employer's Group Plan Provides Comprehensive Coverage"

Having access to group long-term disability coverage through your employer is genuinely valuable, but it is important to understand what group plans typically do and do not include. There are several limitations that catch employees off guard:

Benefit caps: Group plans often have monthly maximums that may not fully replace the income of higher earners.
Taxability: If your employer pays the premiums, the benefits you receive are generally taxable, which reduces your effective replacement income.
Definition of disability: Some group policies use an "any occupation" definition after an initial period, meaning you may lose benefits if you are deemed capable of performing any job — not necessarily your own.
Portability: Group coverage is typically tied to your employment. If you leave your job, the coverage may not follow you.
Elimination periods: The waiting period before benefits begin can vary, and not all employees are prepared for a gap in income during that time.

Understanding these nuances is an important step toward evaluating whether your current coverage is truly adequate for your situation.

Myth: "Filing a Claim Is Straightforward"

Even when you have long-term disability coverage in place, the claims process can be more complex than anticipated. Policies contain specific definitions, exclusions, and documentation requirements that must be met before benefits are paid. Conditions that are difficult to objectively verify — such as certain chronic pain disorders or mental health conditions — can face additional scrutiny during the review process. This is one reason why understanding your policy's terms before you ever need to file a claim is so important. Knowing what your coverage requires puts you in a better position to provide the right documentation and advocate for yourself if questions arise.

What to Look for When Evaluating a Policy

Once you move past the myths, evaluating a long-term disability policy comes down to a handful of key factors that will determine how useful the coverage actually is when you need it most:

Own-occupation vs. any-occupation definition: Own-occupation policies pay benefits if you cannot perform the specific duties of your current job, which is generally more protective for skilled professionals.
Benefit period: Policies vary widely — some pay benefits for two or five years, while others extend to retirement age.
Elimination period: The waiting period before benefits begin, typically ranging from 60 to 180 days, affects both your premium and your need for emergency savings.
Benefit amount: Most policies replace a percentage of your pre-disability income, commonly in the range of 60 percent, though this can vary.
Cost-of-living adjustments (COLA): Some policies include provisions that increase your benefit over time to account for inflation, which matters significantly in a long-term disability scenario.
Non-cancelable and guaranteed renewable provisions: These features protect your ability to maintain coverage at a stable premium even as your health changes over time.

Sorting through these variables on your own can feel overwhelming, especially when policy language is dense and the stakes are high. Taking the time to understand each of these components — ideally with guidance from a knowledgeable benefits advisor — can make a meaningful difference in the quality of protection you end up with.

Taking the Next Step Toward Income Protection

Understanding the truth behind common misconceptions about long-term disability insurance is only half the battle. The more meaningful step is translating that clarity into action — reviewing what coverage you currently have, identifying the gaps, and making informed decisions before a health crisis forces the issue. Too many people only think seriously about disability coverage after they or someone close to them has experienced a disabling condition firsthand. By that point, options may be limited and premiums significantly higher.

Whether you are an employer evaluating your benefits package or an individual professional wondering whether your current group plan is truly sufficient, the process of assessing your long-term disability needs does not have to be complicated. Breaking it down into a few key considerations makes it far more manageable.

How to Evaluate Your Long-Term Disability Coverage Needs

Calculate your income replacement gap. Review what your current employer-sponsored plan covers — typically a percentage of your base salary — and compare that to your actual monthly expenses. If the gap is significant, supplemental coverage may be worth exploring.
Understand your elimination period. This is the waiting period before benefits begin. Make sure you have enough in savings or short-term disability coverage to bridge that window without financial strain.
Check the definition of disability in your policy. Some policies only pay benefits if you cannot perform any occupation. Others use an own-occupation definition, which is generally more protective for specialized professionals. Knowing which standard applies to you matters enormously.
Assess how long your benefit period extends. Some group plans cap benefits at two or five years. If a disability keeps you out of work longer, you need to know whether your coverage will keep pace.
Consider what income sources are excluded. Bonuses, commissions, and other variable compensation are often left out of group plan calculations. If a large portion of your earnings comes from these sources, a supplemental individual policy may be essential.
Review any portability provisions. If you leave your employer, does your coverage go with you? Group plans frequently do not travel with you the way individual policies do.

Why Working With an Experienced Advisor Changes the Outcome

Navigating disability insurance on your own — especially when trying to sort fact from fiction — is genuinely difficult. Policy language is dense, carrier options vary widely, and the right solution depends heavily on your specific income structure, profession, and financial obligations. This is where working with a knowledgeable benefits advisor makes a real difference.

Combs & Company brings a depth of experience to the employee benefits space, helping both businesses and individuals cut through the noise and build coverage strategies that are grounded in their actual needs. Rather than defaulting to whatever a standard group plan happens to offer, their team takes a more consultative approach — one focused on understanding the full picture before recommending solutions.

For employers, that means building benefits packages that genuinely protect employees, reduce turnover, and demonstrate a commitment to workforce wellbeing. For individuals, it means having a clear-eyed assessment of what your existing coverage does and does not do — and knowing what steps to take if there are meaningful gaps.

Common Situations Where a Closer Look Is Warranted

You are a high earner whose group plan benefit cap leaves a large percentage of your income unprotected
You are self-employed or a business owner with no employer-sponsored plan at all
You work in a physically demanding profession where the risk of disability is elevated
You have dependents relying on your income and limited emergency savings to fall back on
You recently changed jobs and are unsure whether your new employer's plan meets your previous coverage level
You have never reviewed your policy's definition of disability or benefit duration in detail

Any of these situations warrants a conversation with someone who understands the landscape and can offer objective guidance rather than a one-size-fits-all answer.

June 2026: A Good Moment to Reassess

As we move through mid-2026, many open enrollment periods are on the horizon, and for employers, this is often the time when benefits strategies come under review. For individuals, the middle of the year is a natural checkpoint — a moment to ask whether the financial protections you put in place are still aligned with your current income, lifestyle, and obligations. Long-term disability insurance is not a set-it-and-forget-it decision. As your salary grows, your family situation changes, or your career evolves, your coverage needs shift too.

The misconceptions that surround long-term disability insurance — that it is only for older workers, that it only covers accidents, that Social Security will fill the gap — have a real cost. They lead people to delay, underinsure, or skip coverage entirely, leaving them exposed at exactly the moment when protection matters most. The good news is that with the right guidance, those misconceptions are easy to correct and the path to proper coverage is clearer than most people expect.

If you are ready to take an honest look at your long-term disability coverage — whether for yourself, your leadership team, or your entire workforce — the team at Combs & Company is ready to help you work through it. Visit Combs & Company's Long-Term Disability Insurance page to learn more about how they approach coverage and to get in touch with an advisor who can walk you through your options. Do not wait for a health event to make this a priority — reach out today and make sure your income is protected before you ever need to rely on it.

How to Implement Group Life Insurance in a Company: A Complete Guide for Employers

Sun, 28 Jun 2026 15:00:25 GMT

When employees show up to work each day, they bring more than their skills and experience — they bring the weight of personal responsibilities, families who depend on them, and a quiet hope that their employer genuinely values their wellbeing. For businesses serious about building a culture of care, few benefit offerings communicate that commitment as clearly as group life insurance. As workforce expectations continue to evolve heading into the second half of 2026, understanding how to implement group life insurance in a company has moved from a back-burner HR task to a front-and-center strategic priority.

Group life insurance is a type of life insurance coverage provided by an employer to a group of employees, typically as part of a broader employee benefits package. Unlike individual life insurance policies that employees purchase on their own, group coverage is obtained under a single master contract held by the employer. This structure makes coverage far more accessible — employees are generally enrolled without needing to undergo individual medical underwriting, and the cost per person is almost always lower than what someone could obtain independently on the open market. For many workers, the group life insurance policy offered through their job may be the only life insurance coverage they carry, which underscores just how significant this benefit truly is.

The mechanics are straightforward: the employer selects a plan, negotiates terms with an insurance carrier or works with a benefits broker, and the coverage is extended to eligible employees — often automatically at no cost to the employee up to a base level, with options to purchase additional coverage. Beneficiaries designated by the employee receive a death benefit if the insured employee passes away while the policy is in force. Some plans also include accidental death and dismemberment (AD&D) riders, which provide additional benefits in cases of accidents resulting in death or serious injury.

Why Offering Group Life Insurance Matters More Than Ever

The labor market of mid-2026 remains highly competitive across most industries. Employers are finding that compensation alone is no longer sufficient to attract and retain skilled workers. Benefits packages — and the thoughtfulness with which they are constructed — have become a genuine differentiator. Group life insurance sits at a meaningful intersection of financial protection and employee morale: it signals to workers that their employer is thinking not just about their productivity today, but about the security of the people they love.

For employers, the value extends well beyond goodwill. Offering group life insurance can contribute to measurable improvements in recruitment outcomes, employee retention rates, and overall workforce satisfaction. When employees feel financially secure and cared for, research consistently shows they are more engaged and less likely to seek employment elsewhere. The administrative cost of turnover — recruiting, onboarding, and training replacements — almost always exceeds the cost of maintaining a competitive benefits program that keeps good people in place.

There are also straightforward tax advantages worth noting. Employer-paid premiums for group term life insurance coverage up to $50,000 per employee are generally deductible as a business expense, and the first $50,000 of employer-provided coverage is typically excluded from an employee's taxable income under IRS guidelines. This makes group life insurance one of the more tax-efficient tools available to employers building a benefits strategy.

Where Group Life Insurance Fits in the 2026 Benefits Landscape

The employee benefits landscape has shifted considerably in recent years, and 2026 is no exception. Employees are increasingly benefits-literate — they research their options, compare packages between employers, and make career decisions with a holistic view of total compensation. In this environment, a thin or outdated benefits package stands out in the wrong way.

Several trends are shaping how employers are approaching group life insurance right now:

Voluntary supplemental options are growing in demand. Employees want the ability to purchase additional life insurance coverage beyond the base amount provided by their employer, and many want the option to extend coverage to spouses or dependents. Employers who build flexibility into their group life plans are meeting this demand effectively.
Financial wellness is a boardroom topic. Companies are increasingly viewing employee financial wellbeing as a dimension of overall organizational health. Group life insurance is a foundational component of a genuine financial wellness strategy.
Benefits communication has become a differentiator. Offering excellent benefits is only part of the equation — employees need to understand what they have and why it matters. Employers who invest in clear, accessible benefits education are seeing stronger enrollment and appreciation rates.
Small and mid-size businesses are closing the benefits gap. Group life insurance is no longer the exclusive domain of large corporations. Carriers and brokers have developed more accessible products that make meaningful coverage realistic for businesses of all sizes.
Integration with digital HR platforms is the norm. Enrollment, beneficiary management, and policy updates are increasingly handled through integrated HR and benefits platforms, reducing administrative burden for employers and improving the employee experience.

For businesses looking to get this right — whether implementing group life insurance for the first time or revisiting an existing plan — working with an experienced employee benefits partner makes an enormous difference. Combs & Company's group life insurance practice helps businesses navigate plan selection, carrier relationships, and the full implementation process with expertise and clarity. The decisions made at this stage have lasting implications for both the employer's bottom line and the financial security of every employee enrolled in the plan.

Understanding the foundational elements of group life insurance — what it is, why it matters, and how the current benefits environment shapes its importance — is the essential starting point. From there, the path to successful implementation becomes much clearer, and the steps involved more manageable than many employers initially expect.

Once you understand the value of group life insurance as a workplace benefit, the next step is putting it into practice. For many business owners and HR managers, the implementation process can feel overwhelming — but breaking it down into clear, manageable steps makes it far more approachable. Whether you're adding group life insurance to an existing benefits package or building one from scratch, a thoughtful, structured approach will help you get it right the first time.

Assessing Employee Needs and Preferences

Before you select a policy or reach out to a broker, it's worth taking time to understand what your employees actually need. Group life insurance is not one-size-fits-all, and the coverage that resonates with a team of young professionals in their late twenties may look very different from what's meaningful to a workforce that skews older or includes employees with dependents and significant financial obligations.

There are a few practical ways to gather this information:

Anonymous employee surveys: A brief survey asking employees about their financial priorities, whether they currently carry personal life insurance, and what coverage amounts they would find most meaningful can yield genuinely useful data.
Benefits benchmarking: Reviewing what competitors and peer companies in your industry are offering helps you understand baseline expectations and ensures your plan is competitive.
Workforce demographics: Age ranges, family status, income levels, and tenure can all inform how much coverage to offer and whether supplemental or voluntary options would be well-received.
Open enrollment feedback: If you're already running a benefits program, the questions employees ask and the elections they make during open enrollment can reveal gaps in your current offerings.

This discovery phase doesn't need to be lengthy, but skipping it entirely often leads to underwhelming adoption rates. Employees are more likely to appreciate and engage with benefits that feel relevant to their lives — and that connection starts with listening before you build.

Choosing the Right Insurance Provider and Policy

With a clearer picture of your workforce's needs, you can move into the selection phase. This is where partnering with an experienced employee benefits advisor makes a significant difference. Rather than evaluating carriers and policy structures on your own, working with a knowledgeable broker gives you access to professional guidance, market comparisons, and negotiating leverage that most businesses can't achieve independently.

When evaluating group life insurance policies, the key variables to consider include:

Coverage amounts: Most group life policies offer a flat benefit amount or a multiple of the employee's salary (commonly one to two times annual salary for employer-paid basic coverage). Understanding what level of benefit is appropriate for your workforce is essential.
Guaranteed issue limits: Group policies typically allow employees to enroll up to a certain coverage threshold without requiring a medical exam or evidence of insurability — an important feature for employees who might struggle to qualify for individual coverage.
Supplemental and voluntary options: Many employers offer a base level of employer-paid coverage and give employees the option to purchase additional coverage for themselves, their spouses, or their children at group rates.
Portability provisions: Some policies allow employees to convert or continue their coverage if they leave the company, which can be an attractive feature for prospective hires.
Carrier financial strength and claims reputation: The carrier's ability to pay claims and its service track record matters. Working with a broker who has established relationships with reputable carriers helps you avoid pitfalls here.

It's also worth reviewing the plan's administrative requirements — how enrollment is handled, whether the carrier provides online tools for employees and HR teams, and what the billing and reporting process looks like. A policy that creates significant administrative burden can offset some of its value, especially for smaller companies without dedicated HR staff.

For businesses looking for a comprehensive approach to group life insurance for employees , working with an advisor who specializes in employee benefits can help simplify the selection process and ensure that your plan is properly structured from the start.

Communicating the Benefits to Employees Effectively

Even the best-designed group life insurance plan will fall flat if employees don't understand what they have, how to use it, or why it matters. Communication is one of the most frequently underestimated elements of benefits implementation — and it's often the difference between a plan that employees value and one they overlook entirely.

Effective benefits communication isn't a single announcement. It's an ongoing effort that uses multiple channels and meets employees where they are. Here's what that can look like in practice:

Clear plan summaries: Provide plain-language documentation that explains what the policy covers, how much coverage employees have, who the beneficiaries can be, and how to designate or update them.
Enrollment support: Offer dedicated enrollment sessions, whether in-person or virtual, where employees can ask questions and get guidance. Many employees have misconceptions about life insurance, and a brief educational session can clear up confusion and drive meaningful engagement.
Digital resources: Make plan documents, FAQs, and enrollment instructions easily accessible through your HR portal or internal intranet. Employees should be able to find answers without having to track someone down.
Beneficiary designation reminders: One of the most common oversights in group life insurance is an outdated or missing beneficiary designation. Build in reminders — at annual enrollment and after major life events — so employees keep this current.
Manager enablement: Frontline managers are often the first point of contact when employees have benefits questions. Equipping managers with basic talking points about the group life benefit helps ensure consistent, accurate messaging across the organization.

As you roll out your group life insurance plan, consider timing your communication around moments when the benefit feels most relevant — during new hire onboarding, open enrollment season, or following significant life events like marriage or the birth of a child. In June 2026, many companies are also leveraging digital benefits platforms and mobile-accessible enrollment tools to make the entire experience more seamless, which can meaningfully improve participation rates.

The goal is to make sure employees don't just have access to group life insurance — they understand it, they trust it, and they know how to make the most of what you're offering them.

Ongoing Management: Keeping Your Group Life Insurance Plan Working

Putting a group life insurance plan in place is a meaningful achievement, but the work doesn't stop at the enrollment deadline. Ongoing management is what separates a benefit that employees genuinely value from one that quietly fades into the background. As your workforce evolves — people join, leave, get promoted, or experience major life events — your policy needs to keep pace. Treating group life insurance as a set-and-forget line item is one of the most common missteps employers make, and it's entirely avoidable with a bit of intentional structure.

At a practical level, ongoing management means scheduling regular policy reviews, keeping beneficiary information current, and staying informed about changes in carrier offerings or plan design options. Life events like marriage, divorce, the birth of a child, or the death of a dependent often trigger an employee's right to make changes to their coverage. When employees don't know about these rights — or don't have an easy way to act on them — they miss out on protection that was always available to them. Building clear, accessible processes for life event updates is a foundational piece of responsible plan administration.

Strategies for Maximizing Employee Engagement With Your Plan

Enrollment numbers alone don't tell the whole story. An employee who signs up for group life insurance without understanding what it covers isn't truly engaged with the benefit. Maximizing engagement means closing the gap between participation and comprehension — and that requires an ongoing communication strategy, not just an annual open enrollment email.

Some of the most effective approaches employers use to deepen employee engagement with group life insurance include:

Year-round education: Short, digestible communications throughout the year — not just at renewal time — help employees gradually build a clearer picture of what their coverage means for their family.
Manager involvement: When people managers understand the benefits package themselves, they become natural advocates during team check-ins or one-on-ones. Brief manager briefings before open enrollment can dramatically extend your reach.
Personalized enrollment support: Offering employees the opportunity to speak with a benefits advisor — even for 15 minutes — helps them connect coverage amounts to their real-life financial situation, which makes the benefit feel tangible rather than abstract.
Clear supplemental life insurance education: Many employees don't know they can purchase additional coverage beyond the base plan. Explaining voluntary supplemental options during onboarding and at renewal gives employees a fuller picture of what's available to them.
Beneficiary reminders: A simple annual prompt reminding employees to verify their beneficiary designations is a small gesture with significant impact. It signals that the company takes the benefit seriously and cares about employees' families, not just their time at work.

These efforts don't require a large budget. They require consistency and intentionality — and the return on that investment shows up in retention metrics, employee satisfaction surveys, and the quiet confidence that comes from knowing your workforce is better protected.

What Successful Implementation Actually Looks Like

When group life insurance is implemented well, it tends to share a few common characteristics regardless of company size or industry. First, leadership is visibly committed to the benefit — not just as a line in a compensation summary, but as something the organization actively communicates and supports. Second, there is a clear internal owner for the benefit, whether that's an HR professional, an office manager, or an outsourced benefits administrator who keeps the plan current and responsive. Third, employees have access to resources that help them understand and use their coverage without having to dig for information.

Companies that treat their benefits partner as a long-term strategic advisor — rather than a transactional vendor — tend to see better outcomes. This kind of relationship means having someone in your corner who proactively flags changes in the market, helps you benchmark your offerings against comparable employers, and brings solutions before problems become urgent. In mid-2026, with competition for skilled workers remaining strong across many industries, that kind of proactive partnership has real business value.

There is also something meaningful about the culture signal that a well-managed benefits program sends. When employees see that a company has thoughtfully structured its group life insurance — offering sensible coverage levels, communicating clearly, and making it easy to update beneficiaries — they internalize something important: this organization pays attention to the details that matter to my life outside of work. That perception compounds over time into loyalty, trust, and a willingness to stay.

Key Takeaways for Employers Ready to Act

Group life insurance is one of the most cost-effective benefits you can offer, and employees consistently rank it among the benefits they value most.
Successful implementation starts with understanding your workforce's needs and selecting a policy structure that reflects those needs — not just the lowest premium.
Communication is not a one-time event. Employees need ongoing education to fully appreciate and utilize the coverage available to them.
Regular policy reviews, life event processes, and beneficiary update reminders are the administrative building blocks of a well-run plan.
Your benefits broker or advisor should function as a strategic partner, not just a paperwork processor — especially as your company grows and your workforce evolves.

Whether you are a small business exploring group life insurance for the first time or a growing company looking to strengthen a benefits package that hasn't been reviewed in years, the path forward starts with asking the right questions and working with advisors who take the time to answer them honestly. Every workforce is different, and a plan that works well for one organization may not be the right fit for another. The goal is always a benefit that is meaningful, manageable, and built to last.

If you're ready to explore how group life insurance can fit into your company's broader benefits strategy, the team at Combs & Company is here to help. With deep expertise in employee benefits and a genuine commitment to understanding each client's unique situation, they can guide you through every step of the process — from initial assessment to ongoing plan management. Learn more about group life insurance for employees at Combs & Company and take the first step toward building a benefits program your team will notice, appreciate, and rely on for years to come. Reach out today to start the conversation.

How Does Group Long-Term Care Insurance Work? A Complete Guide for Employers and Employees

Sat, 27 Jun 2026 15:00:32 GMT

As the American workforce ages and the cost of extended care continues to climb, employers are under growing pressure to offer benefits that genuinely protect employees beyond their working years. One benefit that has gained significant traction heading into mid-2026 is group long-term care insurance — a workplace solution that helps employees plan for one of the most financially threatening scenarios they may ever face. Yet despite its importance, many HR professionals and business owners still find themselves asking the same foundational question: how does group long-term care insurance work, and is it the right fit for their organization?

The short answer is that group long-term care insurance functions as an employer-sponsored policy that provides employees with financial assistance when they can no longer perform certain basic daily activities on their own due to a chronic illness, disability, cognitive impairment, or aging-related decline. Rather than leaving individuals to navigate the private insurance market alone — where underwriting can be strict and premiums high — a group arrangement allows employees to access meaningful coverage through their employer, often at more favorable terms. For businesses looking to build a truly future-focused benefits package, it represents a compelling addition alongside more traditional offerings like medical, dental, and disability insurance.

What Group Long-Term Care Insurance Actually Covers

Understanding what this type of coverage pays for is the first step in evaluating its value. Long-term care isn't the same as short-term medical treatment. It refers to ongoing support — sometimes lasting years — for individuals who need help with what insurers call activities of daily living (ADLs). These typically include:

Bathing and personal hygiene
Dressing and grooming
Eating and meal preparation
Transferring (moving from a bed to a chair, for example)
Continence management
Toileting

Most group long-term care policies are triggered when a person cannot independently perform a specified number of these ADLs — commonly two or more — or when they are diagnosed with a severe cognitive impairment such as Alzheimer's disease or another form of dementia. Once the benefit trigger is met and a waiting period (also known as an elimination period) has been satisfied, the policy begins paying out a daily or monthly benefit toward qualifying care costs.

The settings in which that care can be received vary depending on the policy design, but group long-term care plans typically cover a range of environments, including:

Nursing home facilities
Assisted living communities
Memory care units
Adult day care centers
Home health aide services
Hospice and respite care

This flexibility matters enormously to employees and their families. The ability to receive covered care at home — rather than being required to enter a facility — is often cited as one of the most valued aspects of modern long-term care policies. It aligns with the strong, documented preference among older adults to age in place whenever medically possible.

Group Coverage vs. Individual Long-Term Care Policies

To fully grasp how group long-term care insurance works, it helps to understand where it differs from policies purchased on the individual market. When someone shops for long-term care insurance independently, they are typically subject to full medical underwriting. Insurers review their health history in detail, and applicants with pre-existing conditions may be denied coverage or charged significantly higher premiums. For employees in their 40s or 50s who are just beginning to think seriously about long-term care planning, this barrier can be prohibitive.

Group long-term care insurance, offered through an employer like those working with Combs & Company , typically changes that dynamic in meaningful ways. In a group setting, employees may have access to simplified underwriting or, in some cases, guaranteed issue enrollment windows — particularly when a plan is first introduced or when an employee is newly hired. This means that individuals who might not qualify for an individual policy, or who would pay a premium penalty for health reasons, may still be able to secure group coverage during designated enrollment periods.

There are other structural differences worth noting as well. Group plans are often portable, meaning employees can take coverage with them if they leave the company, though premiums and terms may adjust at that point. The employer may choose to contribute toward the premium, reducing the out-of-pocket cost for employees — a feature that has no equivalent in the individual market. And because the plan is administered through a benefits platform employees already use, the logistics of enrollment, billing, and claims tend to feel more familiar and accessible than managing a separate individual policy.

Core Components Found in Most Group Plans

While the specifics vary from carrier to carrier and plan to plan, most group long-term care insurance policies share a common architecture. Employers and their benefits advisors typically have the ability to customize certain design elements to balance coverage quality with cost. Key components generally include:

Daily or monthly benefit amount: The maximum dollar amount the policy will pay per day or per month for qualifying care services.
Benefit period: The length of time benefits will be paid — commonly ranging from two years to a lifetime maximum, though three- to five-year benefit periods are among the more common selections.
Elimination period: The waiting period between the onset of a qualifying condition and the start of benefit payments, often set at 30, 60, or 90 days.
Inflation protection: An optional rider that increases the benefit amount over time to help keep pace with rising care costs — a particularly important consideration given the long gap that often exists between when a policy is purchased and when it is actually used.
Shared care options: Some plans allow spouses or domestic partners to share a combined pool of benefits, offering additional flexibility for couples planning together.

Understanding these levers is essential for employers who want to offer a plan that employees will actually find useful when the time comes. A policy with a meaningful daily benefit, a reasonable benefit period, and some form of inflation protection will provide far more real-world value than a bare-minimum plan selected purely on the basis of premium cost. Working with an experienced benefits advisor helps ensure that these decisions are made with a clear understanding of the trade-offs involved.

Why Employers and Employees Both Win with Group Long-Term Care Coverage

Once you understand the fundamentals of how group long-term care insurance works, the next logical question is: who actually benefits, and in what ways? The answer, in practice, is that both employers and employees come out ahead — though the specific advantages look different depending on which side of the relationship you're on. In a competitive hiring environment like the one many businesses are navigating in mid-2026, benefits packages have become one of the most scrutinized elements of a job offer. Group long-term care insurance, still relatively rare compared to health or dental coverage, has emerged as a meaningful differentiator for organizations that choose to offer it.

For employees, the conversation often starts with a simple but sobering reality: most people significantly underestimate the likelihood that they will need some form of extended care during their lifetime. Whether the need arises from aging, a serious illness, or an unexpected disability, the costs associated with professional caregiving — whether at home, in an assisted living facility, or in a skilled nursing environment — can be substantial. Having access to group long-term care coverage through an employer means employees can address this planning gap at a younger age, often at lower premium rates than they'd encounter shopping for individual policies, and frequently without the same level of medical underwriting required in the individual market.

The Employee Perspective: Financial Security and Peace of Mind

The financial protection that group long-term care insurance provides extends well beyond the individual policyholder. When an employee has coverage in place, their family members are also shielded from a potential caregiving burden — both emotionally and financially. Adult children, spouses, and other loved ones who might otherwise step in as informal caregivers can maintain their own careers and wellbeing rather than reducing work hours or stepping away from employment entirely to provide care. This ripple effect is something many employees don't fully appreciate until they're directly facing it, which is why proactive access to coverage through an employer carries real value.

Some of the most meaningful employee-facing benefits of group long-term care insurance include:

Access at younger ages: Employer-sponsored plans often allow employees to enroll when they're younger and healthier, which generally means more favorable premium rates and broader eligibility.
Simplified or streamlined underwriting: Depending on the plan structure, group enrollment windows may offer guaranteed or simplified issue options that aren't available through individual channels.
Portability: Many group long-term care policies include provisions that allow employees to take their coverage with them if they leave the company, providing continuity of protection.
Coverage for family members: Some group plans extend eligibility to spouses, domestic partners, or even parents of employees, broadening the reach of the benefit.
Reduced out-of-pocket planning burden: Employees who have coverage in place don't need to set aside as large a portion of personal savings to self-insure against long-term care costs.

These features make group long-term care insurance particularly appealing to employees in their 40s and early 50s — an age range that is increasingly thinking about retirement planning and the potential care needs of aging parents simultaneously. Offering this benefit signals that an employer understands the full financial picture of its workforce, not just the immediate compensation side of things.

The Employer Perspective: Retention, Culture, and Tax Considerations

From an employer standpoint, the decision to offer group long-term care insurance is rarely driven by a single factor. More often, it reflects a combination of strategic workforce goals: attracting experienced talent, reducing turnover, and building a benefits culture that resonates with employees at different life stages. Unlike some voluntary benefits that skew toward younger workers, long-term care coverage tends to appeal strongly to mid-career and senior employees — exactly the demographic that often holds institutional knowledge and is most costly to replace.

Retention impact is real. When employees feel that their employer has thought about their long-term financial wellbeing — not just their immediate paycheck — it tends to build a stronger sense of loyalty and engagement. Benefits that address future planning needs, like long-term care coverage, contribute to this sense of being genuinely valued rather than simply compensated.

There is also a tax dimension that employers should be aware of when evaluating this benefit. In many cases, employer contributions toward group long-term care insurance premiums may be treated as a deductible business expense, and depending on the policy structure and applicable regulations, those contributions may not be considered taxable income to the employee. Tax treatment can vary based on how the plan is structured and the specific circumstances of the business, so working with a knowledgeable benefits advisor is essential to understanding the full picture. Key employer-side considerations typically include:

Premium deductibility: Employer-paid premiums for qualifying long-term care insurance are generally deductible as a business expense under federal tax rules, subject to applicable limits and plan structure.
Potential exclusion from employee income: Depending on how the plan is set up, employer contributions may not be treated as taxable income to the employee, making the benefit more tax-efficient for both parties.
No FICA implications: In many plan structures, employer-paid long-term care premiums are not subject to FICA taxes, which can represent additional savings for the business.
Group purchasing power: Employers can often negotiate better rates and coverage terms on behalf of their workforce than employees could secure individually.

It's worth noting that benefit consultants who specialize in this space — rather than generalists who treat long-term care as an afterthought — can help employers navigate these nuances and build a plan structure that genuinely works for their organization and workforce demographics.

Addressing the Multigenerational Workforce

One of the underappreciated advantages of group long-term care insurance as an employer offering is how well it spans generational needs within a workforce. Younger employees, while less likely to need care imminently, benefit from locking in coverage early at lower cost and building a long runway of premium payment before benefits are ever needed. Mid-career employees — particularly those in the sandwich generation caring for both children and aging parents — see this benefit as immediately relevant to their household financial planning. And employees closer to retirement recognize it as a critical component of their overall retirement security strategy.

This cross-generational appeal means that a well-communicated group long-term care benefit can resonate across an entire workforce rather than targeting a narrow slice of it. That broad relevance is something employers don't always get from other specialty benefits, and it reinforces the case for treating long-term care coverage as a core part of a comprehensive benefits strategy rather than an optional add-on.

How Businesses Can Successfully Offer Group Long-Term Care Insurance

Understanding how group long-term care insurance works is only half the equation. For employers, the more pressing question is how to actually bring this benefit to life within their organization. The good news is that the implementation process, while requiring thoughtful planning, is well within reach for businesses of nearly any size — and the payoff in employee loyalty and financial wellness can be substantial.

The first step for any employer is conducting an honest assessment of their workforce demographics and benefit goals. Companies with a higher proportion of employees in their 40s and 50s will often find the most immediate enthusiasm for long-term care coverage, since workers in this age group are more likely to be thinking about aging parents as well as their own futures. That said, younger employees who enroll earlier typically benefit from lower premium rates, making broad eligibility a smart move from the start.

Key Steps to Getting a Group Plan Off the Ground

Bringing group long-term care insurance into your benefits lineup involves several important phases. Working with an experienced benefits broker makes each of these steps significantly more manageable:

Evaluate your workforce needs: Review the age distribution, income levels, and existing benefits gaps among your employees to understand what coverage levels and features will be most relevant.
Partner with a knowledgeable broker: A broker who specializes in employee benefits can compare group long-term care carriers, policy structures, and pricing to identify the best fit for your organization.
Select the right plan design: Decide on core benefit parameters such as daily or monthly benefit amounts, elimination periods, benefit duration, and whether to include inflation protection options.
Determine employer contribution strategy: Some employers cover the full premium, while others offer it as a voluntary benefit where employees pay their own premiums — often at group-discounted rates. Many organizations find a hybrid approach works well.
Establish eligibility criteria: Define which employees qualify, whether that includes part-time staff, and whether family members such as spouses or parents may also participate under the group arrangement.
Coordinate with HR and payroll: Ensure your systems are set up to handle enrollment, premium deductions, and ongoing plan administration smoothly.

Communication Makes or Breaks Enrollment Success

Even a well-designed group long-term care plan will fall flat if employees do not understand it. Long-term care as a concept can feel abstract — particularly for younger workers who may not have yet encountered a family member navigating nursing home costs or home health aides. Clear, consistent communication is essential to driving meaningful enrollment and ensuring employees genuinely value this benefit.

Best practices for employee education and enrollment include:

Host informational sessions: Live or virtual presentations that walk employees through what long-term care is, what it costs without insurance, and how the group plan protects them are highly effective in demystifying the benefit.
Use plain-language materials: Benefit summaries and enrollment guides should avoid jargon. Real-world scenarios — such as the cost of assisted living or in-home care in your region — help employees connect the coverage to their actual lives.
Leverage open enrollment timing: Bundle long-term care education with your broader annual benefits rollout so employees are already in a decision-making mindset.
Offer one-on-one consultations: Giving employees the opportunity to ask questions privately — whether through HR or a benefits advisor — increases confidence and enrollment rates.
Remind employees of portability: Making sure workers understand they can often take their coverage with them if they change jobs removes a common hesitation and reinforces the personal value of enrolling.
Follow up after open enrollment: A brief reminder campaign in the weeks following initial enrollment encourages employees who may have delayed their decision.

The Long-Term Payoff for Forward-Thinking Employers

Companies that have added group long-term care insurance to their benefits packages often find the ripple effects extend well beyond the coverage itself. When employees know their employer has thought ahead about their long-term financial security — not just their immediate health needs — it strengthens the overall employment relationship in a meaningful way. This benefit signals that an organization views its people as whole individuals with lives and futures that extend beyond their working years.

In a competitive hiring environment, differentiated benefits carry real weight. While many employers still focus exclusively on medical, dental, and vision coverage, adding group long-term care insurance places a company in a smaller, more distinguished group of employers who are genuinely invested in long-term employee wellbeing. For businesses trying to attract experienced professionals or retain tenured employees, that distinction matters.

It is also worth remembering that the cost of replacing an experienced employee — accounting for recruiting, onboarding, and lost productivity — almost always exceeds the cost of offering additional benefits that improve retention. Group long-term care insurance, particularly when structured as a voluntary benefit, can add meaningful value to your package at a manageable cost to the organization.

Why Now Is the Right Time to Act

As we move through mid-2026, the conversation around long-term care planning is louder than it has ever been. An aging population, rising care costs, and growing awareness of the limitations of government programs have pushed long-term care to the forefront of financial planning discussions across the country. Employees are increasingly aware of what it costs to care for a loved one — and increasingly anxious about who will bear that burden for them one day.

Employers who move proactively now are better positioned to attract talent, retain loyal employees, and build a culture of financial wellness that resonates at every stage of a worker's career. Waiting to add this benefit only means employees go longer without protection they could be building today — and it leaves employers behind peers who are already differentiating on the strength of their benefits.

If you are ready to explore what group long-term care insurance could look like for your organization, Combs & Company is here to help you navigate every step of the process — from plan design and carrier selection to employee communication and ongoing support. Reach out to the team at Combs & Company today to start building a benefits strategy that truly looks out for your people, now and into the future.

How Do Voluntary Benefits Enhance Employee Satisfaction? A Complete Guide for Employers

Fri, 26 Jun 2026 15:00:37 GMT

Building a benefits package that genuinely resonates with employees has never been more challenging — or more important. As the workforce landscape continues to evolve through mid-2026, employers across industries are discovering that traditional core benefits alone are often not enough to attract top talent, reduce turnover, or foster the kind of workplace loyalty that drives long-term organizational success. One of the most powerful and cost-effective tools available to employers right now is also one of the most underutilized: voluntary benefits.

Understanding how voluntary benefits enhance employee satisfaction starts with understanding what these benefits actually are and why they occupy such a unique position in a modern compensation strategy. Unlike employer-sponsored benefits — where the company typically funds all or a substantial portion of the cost — voluntary benefits are supplemental offerings that employees choose and pay for themselves, usually through convenient payroll deductions. Because premiums are collected through group purchasing, employees often gain access to coverage options and rates they would have difficulty securing on their own in the individual marketplace. The employer, meanwhile, expands the perceived value of the total compensation package without taking on significant additional financial exposure.

This structure makes voluntary benefits a genuinely win-win arrangement. Employers can offer a broader, more personalized suite of protections. Employees receive options that speak to their individual circumstances — whether that means supplemental health coverage, critical illness protection, accident insurance, legal services, or pet insurance, among many other possibilities. The flexibility inherent in the voluntary benefits model is precisely what makes it so well-suited to today's diverse, multigenerational workforce.

What Are Voluntary Benefits?

At their core, voluntary benefits are employer-sponsored benefit programs made available to employees on an optional, employee-paid basis. They sit alongside — but are distinct from — mandatory core benefits like group health insurance or workers' compensation. Because they are optional by nature, they allow employees to tailor their benefits experience to their own priorities and life stage rather than accepting a one-size-fits-all package that may not fully serve their needs.

Common categories of voluntary benefits include:

Supplemental health coverage — such as accident insurance, critical illness insurance, and hospital indemnity plans that help fill gaps left by primary medical coverage
Life insurance — including additional life coverage beyond what an employer may provide as a core benefit
Short-term and long-term disability insurance — protecting employees' income in the event of illness or injury
Legal and financial services — such as identity theft protection and legal plan access
Lifestyle and wellness benefits — including pet insurance, commuter benefits, and employee assistance programs
Vision and dental enhancements — supplementing existing core coverage with richer options

The range of available voluntary benefits has expanded considerably in recent years, and the market continues to grow. Carriers and brokers have responded to shifting workforce demographics and employee expectations by developing more nuanced, flexible product offerings. Working with an experienced benefits advisor — such as the team at Combs & Company — helps employers navigate this expanding landscape and identify the right mix of voluntary options for their specific workforce.

Why Voluntary Benefits Matter More Than Ever in 2026

Several converging forces have elevated the strategic importance of voluntary benefits heading into the second half of 2026. Healthcare costs continue to be a significant concern for both employers and employees, and employees are increasingly looking beyond base salary when evaluating a job offer or deciding whether to stay with a current employer. Benefits have become a central part of the employee value proposition, and workers are paying closer attention to the quality and breadth of what's on the table.

At the same time, today's workforce is more diverse than at any previous point — spanning multiple generations with meaningfully different financial priorities and risk profiles. A recent college graduate navigating student loan debt has different protection needs than a mid-career professional supporting a family, who in turn has different priorities than an employee approaching retirement. Voluntary benefits are uniquely suited to serve this diversity because they allow each employee to opt into the coverages that align with their personal situation rather than being locked into a uniform package.

There is also a growing awareness among HR professionals and business leaders that employee wellbeing — financial, physical, and mental — is directly connected to productivity, engagement, and retention. When employees feel financially exposed or unprepared for unexpected life events, that stress doesn't stay at home. It follows them into the workplace and affects concentration, morale, and output. Voluntary benefits, particularly those addressing financial protection and supplemental health coverage, can serve as meaningful buffers against the kind of financial anxiety that undermines employee performance.

Several additional trends are shaping the voluntary benefits conversation right now:

Increased employee expectations for personalization — workers increasingly expect benefits that can be customized to their lives, not standardized packages applied uniformly across a workforce
Greater awareness of coverage gaps — employees who have experienced high out-of-pocket medical costs or unexpected financial hardship are more motivated to seek supplemental protection
Employer focus on cost-neutral benefit expansion — with budgetary pressures remaining real, voluntary benefits offer a pathway to enriching the total rewards package without proportionally increasing employer spending
Technology-enabled enrollment and education — digital enrollment platforms and decision-support tools have made it easier than ever for employees to understand and engage with voluntary benefit offerings

Taken together, these trends make a compelling case for employers who are asking how voluntary benefits enhance employee satisfaction to look more carefully at what a well-designed voluntary program can accomplish. The answer, as the following sections explore, goes well beyond simply adding line items to a benefits guide — it touches on how employees feel about their employer, how secure they feel in their day-to-day lives, and how likely they are to remain committed to the organizations they work for.

How Voluntary Benefits Contribute to a More Satisfied Workforce

When employees feel that their employer genuinely understands their individual needs, something meaningful shifts in the employment relationship. Voluntary benefits sit at the center of that dynamic. Because employees choose which coverages to enroll in and typically pay the premiums themselves through payroll deduction, these programs allow each person to build a benefits package that reflects their own life circumstances — not just a one-size-fits-all standard. That sense of personalization is one of the most direct ways voluntary benefits answer the question of how do voluntary benefits enhance employee satisfaction: they give people real options and a meaningful degree of control.

The connection between benefits flexibility and workplace satisfaction is well established in the human resources field. When employees perceive their total compensation package as relevant to their lives, they tend to feel more valued by their employer. Voluntary benefits extend the depth of an employer's offering without requiring the company to absorb additional premium costs, which means even smaller or mid-sized organizations can present a competitive, comprehensive-feeling package. This positions employers to attract candidates who might otherwise look to larger companies with bigger benefits budgets, and it helps retain current employees who may be weighing their options in a competitive job market.

Popular Voluntary Benefit Types and What They Mean for Employees

Not all voluntary benefits carry the same weight with every workforce, which is precisely why offering a thoughtful menu of options matters. Some of the most widely offered voluntary benefits include:

Supplemental life insurance: Allows employees to purchase additional life insurance coverage beyond any employer-paid group life benefit, often extending coverage to spouses and dependents as well. For employees who are primary earners or have dependents relying on them financially, this coverage addresses a real and pressing concern.
Accident insurance: Provides a lump-sum cash benefit if an employee or covered family member is injured in an accident. This type of benefit helps fill the gap between what a health insurance plan covers and what an accident-related injury can actually cost in terms of out-of-pocket expenses, lost wages, or household disruptions.
Critical illness insurance: Pays a defined benefit upon the diagnosis of a covered condition such as cancer, heart attack, or stroke. Medical advances mean more people are surviving serious diagnoses, but the financial recovery can take years. Critical illness insurance gives employees a financial buffer that health insurance alone typically does not provide.
Hospital indemnity insurance: Pays a set daily or per-admission benefit when an employee is hospitalized. Given how quickly hospital stays accumulate costs — including costs that fall within a health plan's deductible — this type of coverage is increasingly popular among employees at all income levels.
Short-term disability insurance: While some employers offer this as an employer-paid benefit, voluntary short-term disability gives employees the option to secure income replacement coverage if they cannot work due to illness or injury. This is particularly valuable for employees who do not have significant emergency savings.
Legal assistance plans: Provide access to legal services for matters like estate planning, family law, or real estate transactions. As life events become more complex, employees increasingly value access to legal resources that would otherwise be costly to obtain independently.
Identity theft protection: Covers monitoring and recovery services in the event of identity theft. In an era of increasing data breaches, this coverage addresses a near-universal concern among today's workforce.
Pet insurance: A newer but increasingly popular option, particularly among younger employees and those without children. Pet ownership has grown substantially in recent years, and the veterinary costs associated with serious pet illness or injury can be significant.

Each of these options speaks to a different segment of the workforce. A newer employee in their late twenties may prioritize accident and pet insurance. A mid-career employee with school-age children may gravitate toward supplemental life and legal plans. An employee approaching retirement may find critical illness or hospital indemnity coverage most relevant. When an employer offers a well-rounded voluntary benefits menu, it signals awareness of and respect for that diversity of life circumstances.

The Satisfaction Impact Goes Beyond the Benefits Themselves

It is worth noting that the satisfaction boost tied to voluntary benefits is not purely transactional. Employees do not simply feel better because they have more coverage options — they feel better because the act of being offered choices communicates something about how their employer views them. Benefits programs that treat every employee as having identical needs can feel impersonal. Voluntary benefits programs, by contrast, acknowledge that people are at different life stages, have different family structures, and face different financial risks.

This recognition matters particularly in workforces that span multiple generations. As of mid-2026, many organizations are managing teams that include employees ranging from their early twenties to their mid-sixties, and the financial concerns and priorities across that span can look dramatically different. A voluntary benefits strategy that includes a wide enough menu to speak meaningfully to each of those groups can serve as a quiet but effective retention tool — not through any single benefit in isolation, but through the cumulative message that the employer is paying attention.

Employers also benefit from the group purchasing power that comes with offering voluntary benefits through the workplace. Because insurers price these products based on the group's aggregate risk and the administrative efficiency of payroll deduction, employees typically access coverage at rates they would not be able to secure independently on the individual market. That tangible economic advantage reinforces the value of the employment relationship in a concrete, dollars-and-cents way.

For organizations looking to explore how a voluntary benefits strategy could work within their existing benefits structure, Combs & Company's voluntary benefits practice provides guidance on selecting and structuring these programs to match both employer goals and employee needs. The process of building an effective voluntary benefits offering involves understanding the demographics of a specific workforce, identifying which benefit types are most likely to resonate, and partnering with carriers that deliver both competitive pricing and strong claims service.

The evidence consistently points in the same direction: employees who feel their benefits package reflects genuine attention to their wellbeing are more engaged, more loyal, and more likely to speak positively about their employer — both inside and outside the organization. Voluntary benefits, when thoughtfully selected and clearly communicated, are one of the most cost-effective ways for employers to create that sense of attentiveness at scale.

Bringing Voluntary Benefits to Life in Your Organization

Understanding the value of voluntary benefits is one thing — putting them to work inside your organization is another. The good news is that a well-structured rollout does not have to be complicated or costly. With the right guidance and a clear communication strategy, employers of almost any size can build a voluntary benefits program that genuinely resonates with their workforce heading into the second half of 2026 and beyond.

The first and most important step is assessing what your employees actually need. A one-size-fits-all approach rarely lands well. Consider surveying your workforce — even a brief, anonymous questionnaire — to get a sense of which coverage gaps feel most pressing. Are employees worried about unexpected medical expenses not covered by your core health plan? Are younger workers expressing interest in student loan assistance or identity theft protection? Are parents asking about supplemental life or critical illness coverage? Listening before selecting puts the entire program on stronger footing.

Steps to a Successful Rollout

Once you have a clearer picture of employee priorities, the implementation process becomes much more straightforward. A phased approach tends to work well, especially for organizations introducing voluntary benefits for the first time. Key steps to consider include:

Partner with an experienced benefits advisor who can match your workforce demographics to the right carrier options and plan designs.
Audit your existing benefits package to identify true coverage gaps rather than duplicating protections employees already have.
Select a manageable initial offering — introducing two or three well-chosen voluntary benefits tends to drive higher participation than overwhelming employees with ten options at once.
Set a clear enrollment timeline and communicate it well in advance so employees have time to research their choices without feeling rushed.
Leverage payroll deduction to simplify premium collection and make coverage more accessible by spreading costs across pay periods.
Revisit the program annually during open enrollment to add options, adjust coverage levels, or retire benefits that are seeing little uptake.

Communication Is Everything

Even the most thoughtfully designed voluntary benefits program will fall flat if employees do not understand what is being offered or why it matters to them personally. Communication is not a one-time announcement — it is an ongoing process. Employers who see strong participation rates tend to rely on multiple touchpoints: email, team meetings, printed materials, and one-on-one sessions with a benefits counselor or advisor. In a hybrid work environment, this multi-channel approach is especially important because not every employee receives information the same way.

Plain language matters enormously here. Benefits documentation is notoriously dense, and employees who feel confused about what they are signing up for will often opt out entirely rather than ask for help. Work with your benefits partner to develop clear, jargon-free summaries that explain each option, what it covers, what it costs per pay period, and who it is best suited for. When employees feel informed, they feel empowered — and that sense of empowerment is itself a contributor to overall satisfaction.

Addressing Common Concerns Head-On

Employers sometimes hesitate to introduce voluntary benefits because of misconceptions about administrative complexity or liability. It is worth addressing these concerns directly. When benefits are structured as true voluntary offerings — employee-paid through payroll deduction — the administrative burden on HR teams is typically minimal. Carriers handle much of the billing and claims processing, and a knowledgeable broker can manage the renewal and compliance side of the equation.

Employees, on the other hand, sometimes worry that voluntary benefits are not worth the cost or that they will never actually use them. This is where education proves its value. Helping employees understand that critical illness coverage or accident insurance can offset out-of-pocket expenses that a standard health plan does not cover reframes the conversation entirely. These are not extras — they are targeted protections designed for real-world situations employees may already be facing.

Additional concerns worth addressing proactively include:

Pre-existing condition clauses — help employees understand what is and is not covered from day one so there are no surprises at claims time.
Portability — many voluntary benefit plans allow employees to take their coverage with them if they leave the company, which is a significant selling point worth highlighting.
Enrollment windows — employees who miss open enrollment may feel locked out, so clearly communicating qualifying life event opportunities keeps the program accessible year-round.
Data privacy — reassure employees that their personal health information used during enrollment is protected and handled according to applicable privacy standards.

The Long-Term Payoff for Employers and Employees Alike

When voluntary benefits are implemented thoughtfully, the results extend well beyond a richer benefits menu. Employees who feel their employer has taken genuine steps to address their financial and personal security concerns tend to report higher job satisfaction, stronger organizational loyalty, and greater confidence in their overall compensation package. For employers, that translates into measurable outcomes: reduced turnover, a stronger recruiting story in a competitive talent market, and a workforce that is less financially stressed and more focused on the work in front of them.

As mid-2026 brings continued pressure on household budgets and ongoing competition for skilled talent across industries, the question is no longer whether voluntary benefits matter — it is whether your organization is positioned to offer them effectively. The employers who move intentionally in this space are building benefits programs that feel personal, flexible, and genuinely supportive of the whole employee.

If you are ready to explore how voluntary benefits can strengthen your existing employee benefits strategy without adding to your bottom line, the team at Combs & Company is here to help. Learn more about the full range of voluntary benefits for employees available through Combs & Company and take the first step toward building a benefits package your workforce will truly value. Reach out today to start the conversation — your employees are worth it.

Why Do Companies Need Executive Benefits? A Strategic Guide for 2026

Thu, 25 Jun 2026 15:00:14 GMT

When a company loses a key executive, the ripple effects go far beyond an empty chair in the boardroom. Recruiting costs climb, institutional knowledge walks out the door, and team morale can take a measurable hit. Yet despite the very real financial and operational risks tied to leadership turnover, many organizations still treat executive-level benefits as an afterthought — a line item rather than a strategy. In 2026, that approach is increasingly difficult to justify.

The conversation around why companies need executive benefits has shifted considerably over the past few years. What was once considered a perk reserved for Fortune 500 giants has become a practical necessity for businesses of all sizes that are serious about protecting their leadership pipeline. As competition for experienced, high-performing executives remains fierce across industries, the companies that invest in thoughtful, comprehensive executive benefits packages are positioning themselves ahead of those that rely on salary alone.

Executive benefits, at their core, are compensation and protection tools specifically designed to address the financial realities and professional demands faced by senior leaders and highly compensated employees. Standard group benefits — the kind offered to an entire workforce — are often insufficient at the executive level. Coverage caps on group life insurance, income replacement limits in standard disability policies, and retirement savings ceilings all create gaps that can leave top-tier employees feeling underprotected. Executive benefits are built to fill those gaps with precision.

What Executive Benefits Actually Mean in Practice

It helps to think of executive benefits not as isolated perks but as a coordinated strategy. A well-constructed executive benefits plan typically draws from several categories of coverage and compensation tools, each serving a distinct purpose within the broader goal of protecting and retaining key personnel.

Supplemental life insurance: Designed to provide meaningful death benefit coverage beyond what group life policies offer, ensuring an executive's family is genuinely protected at a level that reflects their income and responsibilities.
Enhanced long-term disability coverage: Standard group disability policies often replace only a portion of income up to a defined cap — an amount that may fall well short of an executive's actual earnings. Supplemental disability coverage is structured to account for higher compensation levels.
Deferred compensation plans: These arrangements allow executives to defer a portion of their income to a future date, providing tax advantages and creating an additional layer of retirement security beyond what qualified plans like 401(k)s can deliver.
Long-term care insurance: As executives plan for life after their careers, long-term care coverage addresses one of the most significant and often overlooked financial risks in retirement planning.
Retirement enhancements: Supplemental executive retirement plans (SERPs) and other non-qualified arrangements can be structured to reward tenure and align executive interests with the long-term health of the business.

Each of these components serves both the executive and the employer. For the executive, the benefit translates to genuine financial security. For the company, it translates to leverage — the kind that makes walking away from a role far less appealing when an offer comes in from a competitor.

The 2026 Landscape: Why This Conversation Is More Urgent Than Ever

Several converging trends are making the question of why companies need executive benefits more pressing heading into the second half of 2026. The labor market for senior talent continues to be highly competitive, with experienced executives holding considerable negotiating power. At the same time, workforce demographics are shifting — a meaningful wave of senior leadership transitions is underway as long-tenured executives approach retirement age, creating both succession challenges and recruitment pressure simultaneously.

There is also growing awareness among executives themselves about the limitations of standard group coverage. High-earning leaders increasingly enter compensation negotiations with a clear understanding of where group benefits fall short, and they expect organizations to address those gaps proactively. A company that cannot offer a credible executive benefits strategy may find itself at a disadvantage not only in attracting outside talent but in retaining the leaders it has already invested years in developing.

From a risk management perspective, the financial exposure associated with an unplanned leadership departure is substantial. Beyond recruitment costs, companies can face disrupted client relationships, delayed strategic initiatives, and uncertainty among investors and stakeholders. Executive benefits — particularly deferred compensation structures and retention bonuses tied to long-term agreements — serve as tangible anchors that make departure more costly and staying more rewarding.

Firms like Combs & Company have built their executive benefits practices around exactly this intersection of protection and strategy. Rather than offering off-the-shelf solutions, the most effective approach is to analyze a company's leadership structure, compensation philosophy, and long-term goals before designing a benefits strategy that genuinely serves both the business and the individuals it is built to protect.

Who Should Be Included in an Executive Benefits Strategy?

One of the most common questions companies ask when beginning this conversation is straightforward: who qualifies? Executive benefits are not exclusively for chief executives. The most effective strategies cast a broader net, identifying the individuals whose presence or absence would have an outsized impact on the organization.

C-suite leaders including CEOs, CFOs, COOs, and CMOs
Business owners and founding partners who carry both leadership and ownership responsibilities
Highly compensated employees whose income exceeds the practical coverage limits of group benefit plans
Division heads or department leaders whose specific expertise would be difficult and costly to replace
Executives identified as key players in a company's succession planning framework

By defining this group thoughtfully, organizations can allocate their executive benefits investment where it will have the greatest retention and protection impact. The goal is not to create sweeping entitlements but to build targeted, meaningful coverage for the people whose continued contributions are most critical to the company's future.

Understanding why companies need executive benefits ultimately comes down to recognizing the real cost of not having them. In a hiring environment where experienced leaders have options, and in an economic environment where leadership transitions carry genuine financial risk, a well-structured executive benefits strategy is one of the clearest signals a company can send: we value the people leading this organization, and we are committed to protecting them for the long term.

Understanding why do companies need executive benefits starts with recognizing a fundamental reality of today's leadership market: the people who carry the most responsibility often have the most to lose when standard coverage falls short. Group life insurance caps, disability policies that replace only a fraction of a senior leader's income, and retirement plans constrained by IRS contribution limits all create meaningful gaps at the executive level. Filling those gaps isn't a luxury—it's a strategic necessity that directly affects a company's ability to compete for and keep the leaders who drive growth.

Building Benefits That Match the Weight of Leadership

Not every executive has the same profile, and that's exactly why one-size-fits-all packages tend to fall flat at the senior level. A founding partner has different financial planning needs than a CFO hired mid-career. A COO approaching retirement has different priorities than a high-performing VP being groomed for the C-suite. Thoughtful executive benefits planning accounts for these distinctions and builds coverage around the individual's actual circumstances rather than a generic template.

The core components that tend to anchor a well-structured executive benefits strategy include:

Supplemental life insurance: Group life policies typically provide coverage up to a multiple of base salary, which can leave a significant protection gap for highly compensated employees. Supplemental policies close that gap and offer meaningful peace of mind for executives and their families.
Enhanced long-term disability coverage: Standard group disability plans often cap monthly benefit payouts in ways that don't reflect executive income levels. Supplemental disability coverage is structured to protect a higher percentage of actual earnings, including bonuses and deferred compensation.
Deferred compensation arrangements: These plans allow executives to defer a portion of their income to a future date, offering tax-planning advantages and an additional retirement savings vehicle beyond qualified plan limits.
Long-term care insurance: With healthcare costs continuing to rise, long-term care coverage protects both the executive's personal finances and, indirectly, the company's investment in that person's leadership over decades.
Retirement enhancement strategies: For highly compensated employees who max out 401(k) contributions, supplemental retirement tools help bridge the gap between qualified plan limits and actual retirement income goals.

What makes these components effective isn't just their presence in a package—it's how they're structured, funded, and explained to the executives who receive them. Combs & Company takes a consultative approach to every plan, ensuring that both the employer and the executive fully understand the value being delivered and the protections being put in place.

Why the Competitive Landscape in 2026 Makes This More Urgent

The talent market for senior leadership has remained intensely competitive heading into mid-2026. Remote and hybrid work arrangements have expanded the geographic reach of talent searches, meaning companies are no longer just competing with businesses in their own city or industry for top executives—they're competing nationally and sometimes globally. In that environment, total compensation packages carry enormous weight, and executives evaluating offers are increasingly sophisticated about what a benefits package actually delivers versus what it merely promises on paper.

Companies that offer only standard group benefits at the executive level send an unintentional message: that leadership roles are treated the same as every other position in the organization. That perception can be damaging during both recruitment and retention conversations. A carefully designed executive benefits strategy, by contrast, signals that the company understands the unique financial exposure senior leaders carry and is committed to protecting them accordingly.

Some of the specific competitive pressures making executive benefits more relevant right now include:

Increased executive mobility across industries, with leaders more willing than in previous decades to move for meaningfully better compensation structures
Greater awareness among executives of retirement income gaps created by qualified plan contribution limits
Growing interest in long-term care planning as the costs of such care have become more widely understood
A broader cultural shift toward valuing financial security and stability as core components of total rewards

Connecting Benefits to Retention and Succession Planning

One of the most compelling answers to why do companies need executive benefits lies in what happens when companies don't have them. Leadership turnover at the senior level is expensive in ways that go well beyond recruitment fees. Institutional knowledge walks out the door. Client relationships may follow. Strategic initiatives lose momentum. Teams that have been built around a particular leader's vision can struggle with the transition. The fully loaded cost of replacing a senior executive is substantial and often underestimated until a company is in the middle of experiencing it.

Well-designed executive benefits address this risk directly by creating what compensation professionals sometimes call golden handcuffs—benefit structures that reward long tenure and create meaningful financial incentives for executives to remain with the organization. Deferred compensation plans, for example, can be structured so that vesting occurs over time, giving the executive a strong financial reason to stay through critical growth phases or leadership transitions.

Succession planning adds another dimension to the equation. When companies invest in long-term benefits for their most senior leaders, they're also building the kind of structured compensation frameworks that make leadership transitions more predictable. An executive who knows their deferred compensation, long-term care coverage, and retirement enhancements are all in place is better positioned to plan their own transition timeline in partnership with the company—rather than departing abruptly in search of better financial security elsewhere.

For business owners and founding partners in particular, executive benefits often play a dual role: protecting personal financial security while also creating the compensation infrastructure that makes the business more attractive to the next generation of leaders being developed internally. That alignment between individual financial planning and organizational continuity is one of the most underappreciated advantages of a thoughtful executive benefits strategy.

Retention, Financial Security, and the Long Game of Leadership Continuity

When companies ask why they need executive benefits, the answer often begins with retention — but it rarely ends there. Losing a key leader is one of the most disruptive and expensive events a business can experience. Beyond the immediate operational impact, leadership turnover triggers recruitment costs, institutional knowledge loss, and a ripple effect across the teams and clients that leader influenced. A well-constructed executive benefits strategy works quietly in the background, creating the kind of financial and professional loyalty that keeps exceptional people committed for the long haul.

The link between meaningful benefits and reduced executive turnover is straightforward: when leaders feel genuinely protected and valued — not just well-compensated — they are far more likely to stay. Deferred compensation plans, in particular, serve as powerful retention tools because they tie a portion of future financial reward to continued tenure. Long-term disability coverage tailored to higher income levels removes a significant source of financial anxiety for executives who understand their income is their family's foundation. Long-term care planning signals that a company has invested in someone's life beyond their working years. Together, these elements create a benefits architecture that communicates respect, stability, and genuine partnership.

What Genuine Financial Security Looks Like for Senior Leaders

Standard group insurance plans are designed for the average employee — and by definition, they fall short for executives. Coverage limits that work for a mid-level employee simply do not reflect the income, responsibilities, or risk exposure of a C-suite leader or founding partner. This gap is exactly where executive benefits do their most important work.

Providing real financial security at the executive level means addressing several layers of risk simultaneously:

Income replacement at scale: Enhanced long-term disability coverage ensures that if a key leader is unable to work, their lifestyle and financial obligations are protected — not just partially offset.
Life insurance beyond group limits: Supplemental life insurance delivers meaningful protection for executives whose group policy caps represent only a fraction of their financial picture.
Long-term care coverage: Planning for potential care needs in later life removes a major financial vulnerability that can otherwise derail retirement security.
Retirement enhancement: Deferred compensation and supplemental retirement tools help executives build wealth in ways that standard 401(k) contribution limits simply don't allow for.
Portability and continuity: Many executive benefit policies can travel with the individual, offering lasting protection that doesn't evaporate when circumstances change.

This multi-layered approach reflects the reality that executives carry a disproportionate share of responsibility — and they deserve a benefits strategy that reflects that proportionality. When financial security is genuinely in place, leaders can focus entirely on leading, rather than quietly managing personal risk in the background.

Future-Proofing Leadership Through Succession Planning

One of the most overlooked dimensions of executive benefits is their role in succession planning. Every business, regardless of size or stage, depends on leadership continuity to function and grow. When a key executive departs unexpectedly — whether due to retirement, disability, or death — the absence of a structured benefits and compensation plan can complicate an already difficult transition.

Thoughtfully designed executive benefits support succession planning in several important ways:

Structured payout agreements ensure that compensation obligations to departing or retiring executives are funded and predictable, reducing financial strain during transitions.
Key person insurance can protect the business against the immediate financial impact of losing a critical leader, providing a buffer while succession plans are executed.
Deferred compensation arrangements often include vesting schedules that naturally align with succession timelines, encouraging leaders to remain engaged through planned transitions.
Long-term benefit commitments signal organizational maturity to incoming leadership candidates, making the company more attractive to the next generation of executives.

As June 2026 brings increased scrutiny on corporate governance and workforce resilience, companies that have built executive benefits into their succession framework are better positioned to weather leadership changes without losing momentum. The businesses that treat executive benefits as a strategic investment — rather than an administrative expense — are the ones that sustain continuity when it matters most.

The Strategic Case Is Clear — and So Is the Next Step

Understanding why companies need executive benefits ultimately comes down to this: your leadership team drives the performance, culture, and direction of everything your business does. Protecting, rewarding, and retaining those individuals is not a luxury — it is a core business strategy. Whether you are a growing company working to compete for top-tier talent, or an established organization preparing for the next generation of leadership, the right executive benefits plan is one of the most impactful investments you can make.

At Combs & Company , designing these kinds of tailored, strategic executive benefits packages is exactly what we do. With over 20 years of experience, access to top-rated carriers, and a consultative approach that prioritizes clarity over complexity, we work alongside businesses to build benefits strategies that reflect their goals, protect their people, and position them as employers of choice. No cookie-cutter solutions — only plans built around your specific leadership structure and long-term vision.

If you are ready to stop leaving your executive talent underprotected and start building a benefits strategy that works as hard as your leaders do, now is the time to act. Book your appointment with Combs & Company today and take the first step toward a smarter, more strategic approach to executive benefits.

How to Choose International Travel Insurance: Medical, Evacuation & Trip Cancellation Coverage Explained

Wed, 24 Jun 2026 22:00:15 GMT

Summer 2026 has arrived, and with it comes one of the busiest international travel seasons in recent memory. Whether your employees are heading abroad for client meetings, your executives are conducting due diligence across multiple continents, or your team members are embarking on long-awaited personal trips after years of careful planning, one question should be front and center before anyone boards that flight: are they properly protected? Knowing how to choose international travel insurance is no longer a nice-to-have skill reserved for seasoned road warriors. It has become an essential competency for HR professionals, business owners, and individual travelers alike.

The reality of international travel is that the unexpected does not announce itself. A routine business trip to Europe can be derailed by a sudden medical emergency requiring hospitalization. A family vacation to Southeast Asia can be upended by a natural disaster, a political disruption, or an airline collapse that leaves travelers stranded without recourse. A corporate delegation traveling to South America can face situations where emergency medical evacuation is the only viable path to appropriate care. In each of these scenarios, the difference between a manageable crisis and a financial catastrophe often comes down to whether the right coverage was in place before departure.

This is precisely why understanding international travel insurance — what it covers, how policies differ, and how to evaluate your options — matters so deeply in June 2026. The global travel landscape has grown more complex, and travelers face a wider range of risks than previous generations did. Yet many individuals and organizations still treat travel insurance as an afterthought, purchasing minimal coverage at the last moment or assuming that existing domestic health plans will somehow extend their protection overseas. In most cases, those assumptions are dangerously incorrect.

What International Travel Insurance Actually Covers

Before you can make an informed decision about which policy is right for you or your organization, it helps to understand what international travel insurance is actually designed to do. At its core, a comprehensive international travel insurance policy is built around three major pillars of protection:

International medical coverage: This pays for emergency medical treatment received outside your home country, including hospitalization, surgical procedures, physician fees, and prescription medications needed as a direct result of a covered illness or injury during your trip.
Trip cancellation and interruption coverage: This reimburses non-refundable travel costs — such as flights, hotel reservations, and prepaid tour packages — when a covered event forces you to cancel before departure or cut your trip short.
Emergency evacuation coverage: This pays for the cost of transporting you to an appropriate medical facility, or back to your home country, when local medical care is inadequate to treat your condition. Medical evacuations can carry extraordinary costs, making this one of the most critical components of any international policy.

Beyond these three foundations, many policies also include benefits such as coverage for lost or delayed baggage, travel delay reimbursement, accidental death and dismemberment benefits, and 24/7 global assistance services that connect travelers with medical professionals, translators, and emergency coordinators regardless of time zone or location.

Why Domestic Health Insurance Falls Short Abroad

One of the most persistent misconceptions among travelers — both individual and corporate — is that a robust domestic health insurance plan will provide meaningful protection internationally. In practice, most U.S.-based health insurance plans offer little to no coverage outside the country, and those that do provide some international benefits typically impose strict limitations on the types of care covered, the reimbursement amounts available, and the countries where coverage applies.

Consider what this means in practical terms. If an employee traveling internationally requires emergency surgery or extended hospitalization, the bills generated at a foreign facility can reach tens or even hundreds of thousands of dollars. Without international medical coverage specifically designed for overseas use, your employee — and potentially your organization — may be responsible for those costs out of pocket. The financial exposure alone is significant, but the logistical burden of navigating a foreign healthcare system without professional support can be equally overwhelming.

This gap in protection is why dedicated international travel insurance exists, and why so many organizations with employees who travel abroad have made it a standard component of their employee benefits packages. The coverage is not simply about reimbursing expenses after the fact — it is about having a structured, coordinated response in place from the moment something goes wrong.

Common Risks That Make Coverage Essential in 2026

The risks associated with international travel are varied, and some have become more pronounced in recent years. Travelers in June 2026 face a landscape shaped by ongoing geopolitical shifts, evolving public health considerations, climate-related disruptions, and the ever-present possibility of airline industry instability. Understanding the most common risk categories helps clarify why each component of a comprehensive travel insurance policy carries real value:

Medical emergencies abroad: Illness and injury do not respect borders. From a severe allergic reaction to a cardiac event, medical emergencies can occur on any trip and may require care in facilities where costs, language, and standards of practice differ significantly from what travelers are accustomed to at home.
Trip cancellation before departure: Covered reasons for cancellation — such as serious illness, a death in the family, or certain unforeseen work obligations — can make non-refundable travel costs a significant financial loss without the right policy in place.
Trip interruption mid-journey: Circumstances that force a traveler to cut a trip short are often just as financially damaging as those that prevent departure entirely, particularly when last-minute return flights must be purchased at premium prices.
Emergency medical evacuation: In destinations where advanced medical care is not readily available, evacuation to an appropriate facility — whether within the destination country or back to the U.S. — can be one of the most expensive single events a traveler faces.
Travel delays and missed connections: Extended delays caused by weather, mechanical failures, or other covered events can generate substantial out-of-pocket expenses for accommodations, meals, and rebooking fees.
Lost, stolen, or delayed baggage: While often viewed as a minor inconvenience, significant baggage losses — particularly for business travelers carrying expensive equipment — can have meaningful financial consequences.

Each of these risks represents a real possibility on any international trip, and the financial impact of even one of them occurring without coverage in place can far exceed the cost of a well-structured insurance policy. That equation is what makes the process of learning how to choose international travel insurance so worthwhile for anyone with upcoming international travel plans.

Key Factors to Evaluate When Choosing International Travel Insurance

With so many policies on the market, knowing how to choose international travel insurance that genuinely fits your needs can feel overwhelming. The good news is that breaking the decision down into a handful of core considerations makes the process far more manageable. Whether you are a business professional heading overseas for a series of client meetings or an employee your company is sending abroad for an extended assignment, the right coverage depends on a careful look at several interconnected variables.

Coverage Options: Understanding What You Actually Need

The first step is identifying which types of coverage are essential for your specific trip. International travel insurance policies typically bundle several distinct protections, but not every traveler needs every component at the same level. The three pillars most travelers focus on are emergency medical coverage, trip cancellation and interruption protection, and medical evacuation coverage. Understanding what each one does—and how robust the limits need to be—is foundational to making a smart choice.

Emergency Medical Coverage: Domestic health insurance plans, including many group employer plans, frequently provide limited or no coverage once you cross international borders. Emergency medical coverage through a dedicated travel policy fills that gap, paying for hospitalization, physician fees, prescription medications, and urgent care costs incurred abroad.
Trip Cancellation and Interruption: This coverage reimburses prepaid, non-refundable travel expenses if you need to cancel or cut short a trip due to a covered reason—such as a sudden illness, a family emergency, or certain unforeseen events at your destination. Reviewing the specific list of covered reasons is essential, as policies vary considerably here.
Medical Evacuation: If a serious medical emergency requires transport to a facility capable of providing appropriate care—or repatriation back home—evacuation costs can reach tens of thousands of dollars or more. Evacuation coverage ensures those costs do not fall entirely on you or your employer.
Additional Benefits: Depending on the policy, you may also find coverage for lost or delayed baggage, travel delays, accidental death and dismemberment, and 24/7 emergency assistance services. Assess which of these add meaningful value given your itinerary.

Duration of Travel and Destination-Specific Risks

How long you will be traveling and where you are going have a direct impact on which policy structure makes the most sense. A short business trip to Western Europe carries a very different risk profile than a three-month assignment in a region with limited healthcare infrastructure or elevated security concerns. For employees who travel internationally multiple times throughout the year, an annual multi-trip plan is often more cost-effective and administratively simpler than purchasing individual single-trip policies each time.

Destination-specific factors worth researching before selecting a policy include the quality and accessibility of local medical facilities, any active travel advisories issued by the U.S. Department of State, and whether the country requires proof of travel insurance as a visa condition—a requirement that has become more common in recent years. In June 2026, it is worth verifying current entry requirements for your destination well in advance, as these can change.

Comparing Policies: Reading Beyond the Headline Numbers

Once you have a clear picture of what you need, the comparison process begins. It is tempting to focus primarily on the coverage limits advertised in a policy summary, but the fine print is where meaningful differences between policies emerge. When reviewing any international travel insurance policy, pay close attention to the following:

Pre-existing Condition Clauses: Many policies contain exclusions or waiting periods related to pre-existing medical conditions. Some offer a waiver of this exclusion if the policy is purchased within a specified window after your initial trip deposit.
Primary vs. Secondary Medical Coverage: A primary policy pays your covered medical expenses first, without requiring you to file a claim with another insurer beforehand. Secondary coverage requires you to exhaust other applicable insurance first. For travelers whose domestic plan offers minimal international benefits, primary coverage is typically the stronger choice.
Evacuation Network and Coordination: Not all evacuation benefits are equal. Look at whether the insurer operates its own assistance network or contracts with third parties, and what the process is for authorizing and coordinating an evacuation in a genuine emergency. Delays in authorization can have serious consequences.
Covered Reasons for Cancellation: Standard policies cover a defined list of cancellation triggers. If you want broader flexibility, some insurers offer a "cancel for any reason" upgrade, which typically reimburses a percentage of non-refundable costs and must usually be purchased shortly after your initial booking.
Geographic Exclusions: Certain regions or countries may be excluded from coverage entirely, particularly those under active U.S. government travel warnings. Confirm that your specific destination is covered under any policy you are seriously considering.

The Importance of Understanding Policy Exclusions

Exclusions are the provisions in an insurance policy that define what is not covered, and they deserve as much attention as the benefits themselves. Common exclusions in international travel insurance include injuries sustained while participating in certain adventure activities or extreme sports, losses related to travel to destinations already under a government-issued warning at the time of purchase, and incidents arising from the influence of alcohol or controlled substances. Mental health-related claims and elective medical procedures performed abroad are also frequently excluded.

For employers structuring group international travel insurance as part of their employee benefits package, exclusions take on added significance. If an employee travels to a destination that falls outside the policy's covered territory, or engages in an activity the policy does not cover, the company could face unexpected liability or leave the employee without the protection they expected. This is one of the reasons why working with a knowledgeable benefits advisor rather than purchasing a policy off-the-shelf can make a meaningful difference. Advisors who specialize in this space can help employers and individual travelers identify gaps before a trip departs rather than after a claim is denied.

Carefully evaluating coverage options, travel duration, destination risks, and policy exclusions provides a solid foundation for making an informed decision. International travel insurance is not a one-size-fits-all product, and the policy that works well for one traveler's circumstances may leave another significantly underprotected. Taking the time to match policy features to your actual travel profile is the most reliable way to ensure the coverage you purchase is the coverage you can count on when it matters most.

Finding the Right Partner for Your International Travel Insurance

Navigating the world of international travel insurance doesn't have to feel overwhelming. With so many policy types, coverage tiers, and provider options available, the real challenge isn't deciding whether you need coverage — it's knowing which policy is actually built for your situation. That's where working with an experienced insurance advisory team makes a meaningful difference. Rather than sifting through policy documents alone, having a knowledgeable professional in your corner means the fine print gets read, the gaps get identified, and the coverage you ultimately secure is the coverage you actually need.

At Combs & Company, international travel insurance is part of a broader employee benefits practice designed to protect individuals, employees, and organizations whenever and wherever they operate. Whether you're a business sending team members overseas for conferences, a company with employees on extended international assignments, or an individual planning significant travel this summer, the goal is the same: making sure a medical emergency, sudden evacuation, or unavoidable trip cancellation doesn't turn into a financial crisis on top of an already stressful situation.

What a Tailored Approach Actually Looks Like

Not every traveler faces the same risks, and cookie-cutter policies rarely deliver the right fit. A tailored approach to international travel insurance starts with understanding your specific circumstances before any policy recommendation is made. Some of the key variables that shape the right solution include:

The nature of your travel: Business travel, short leisure trips, and long-term international assignments each carry different risk profiles and benefit from different coverage structures.
Your destination: Healthcare infrastructure, political stability, and local emergency response capabilities vary widely by country and region, which directly influences what levels of medical and evacuation coverage are appropriate.
Group versus individual coverage: Employers covering traveling employees have different needs than individuals seeking personal protection, and policy options differ accordingly.
Existing coverage gaps: Many standard domestic health insurance plans provide limited or no coverage outside the United States. Understanding where your current coverage ends is the starting point for building a complete solution.
Duration and frequency: A single two-week trip calls for a different policy than a role that requires monthly international travel throughout the year.

When these factors are evaluated together, the resulting coverage recommendation is far more precise — and far more useful — than anything selected from a generic comparison tool or booked as an afterthought at the airport.

The Value of Working With Experienced Professionals

Insurance professionals who specialize in this area bring something that online policy aggregators simply can't replicate: judgment. They've seen how different policies perform when claims are actually filed, they understand which coverage provisions matter most in real emergencies, and they know how to match the right carrier and plan design to your specific risk profile. That expertise is especially valuable when it comes to international travel, where the stakes of being underinsured are high and the complexity of coordinating care across international borders is real.

For employers, the value compounds further. Offering robust international travel insurance as part of an employee benefits package communicates something important to your workforce: that their safety and wellbeing are taken seriously, even when they're thousands of miles from home. As organizations continue to operate across borders in 2026, that kind of demonstrated commitment to employee care has become a meaningful part of attracting and retaining talent.

Key Takeaways Before You Travel

As you prepare for international travel this season, keep these core principles in mind when evaluating your coverage options:

Verify whether your existing domestic health plan provides any meaningful international coverage — most have significant limitations abroad.
Look beyond trip cancellation protection and ensure medical expense coverage and emergency evacuation benefits are included and adequately sized for your destination.
Read the exclusions carefully — pre-existing condition clauses, adventure activity restrictions, and destination-specific limitations can significantly narrow what a policy will actually pay.
Consider whether individual or group coverage better fits your needs, and whether an annual multi-trip policy makes more financial sense than per-trip coverage if you travel frequently.
Don't wait until your departure date to secure coverage — some benefits, particularly trip cancellation provisions, must be purchased within a defined window after booking to apply fully.

The right international travel insurance policy isn't just a financial safeguard — it's the infrastructure that makes confident, uninterrupted travel possible. When something goes wrong far from home, the difference between having the right coverage and the wrong coverage can be measured in thousands of dollars, days of disruption, and an enormous amount of stress.

If you're ready to stop guessing and start traveling with genuine confidence, the team at Combs & Company is here to help. Reach out today to discuss your international travel needs and discover how a properly structured policy can protect you, your employees, and your peace of mind — wherever your next destination takes you.

How Does Long-Term Disability Insurance Work? A Complete Guide for 2026

Tue, 23 Jun 2026 15:01:13 GMT

Why Your Income Deserves More Protection Than You Think

Most people insure their cars, their homes, and even their smartphones — yet the one asset that funds all of those things, their ability to earn a living, often goes unprotected. Long-term disability insurance exists to close that gap. It is a form of coverage designed to replace a portion of your income if an illness, injury, or medical condition prevents you from working for an extended period of time. Understanding how long-term disability insurance works is one of the most practical steps any working adult can take toward genuine financial security.

The concept is straightforward in principle: if you become disabled and cannot perform your job duties, the policy pays you a monthly benefit — typically a percentage of your pre-disability income — so that your financial obligations do not collapse while you focus on recovery. In practice, however, the details matter enormously. Benefit amounts, waiting periods, policy definitions, and coverage durations all vary from plan to plan, and making an uninformed choice can leave significant gaps in your protection exactly when you need it most.

What Long-Term Disability Insurance Actually Covers

Long-term disability (LTD) insurance is built around one core promise: to provide ongoing income replacement when a disabling condition keeps you out of work beyond a defined waiting period. Unlike short-term disability insurance, which typically covers absences lasting a few weeks to a few months, long-term disability policies are designed to sustain you through serious, prolonged health events. Coverage periods under LTD policies can range from two years to the point of retirement age, depending on the plan selected.

The conditions covered under long-term disability policies are broader than many people expect. While workplace accidents are an obvious use case, the majority of long-term disability claims are actually filed because of illnesses and non-occupational conditions. Chronic back problems, cancer, heart disease, mental health conditions, and neurological disorders are among the most common reasons individuals rely on LTD benefits. This is a critical distinction: you do not have to be injured on the job to qualify. Most LTD policies cover disabilities that arise both inside and outside the workplace.

Short-Term vs. Long-Term Disability: Understanding the Difference

A common point of confusion is how short-term and long-term disability insurance relate to each other. The two types of coverage are designed to work in sequence rather than in competition. Short-term disability insurance kicks in quickly — often within one to two weeks of a qualifying disability — and provides benefits for a limited window, generally between three and six months. Long-term disability insurance, by contrast, is designed to begin after that short-term coverage ends, or after a separate elimination period has been satisfied.

Here is a practical breakdown of the key differences between the two:

Benefit duration: Short-term disability benefits last weeks to months; long-term disability benefits can last years or until retirement age.
Waiting period: Short-term plans typically have a very brief or no waiting period, while long-term policies require you to satisfy an elimination period — commonly 90 or 180 days — before benefits begin.
Benefit amount: Both types generally replace a percentage of your income, but the specific percentage and calculation method may differ between policies.
Conditions covered: Long-term disability policies often have more detailed definitions of disability that affect when and how benefits are paid.
Cost and availability: Many employers offer both types as part of a group benefits package, though the level of employer contribution varies.

For employees who have access to both, the two policies are most powerful when coordinated intentionally. A gap between the end of short-term disability benefits and the start of long-term disability payments can create serious financial pressure, which is why understanding the elimination period in any LTD policy is so important before a claim ever needs to be filed.

The Financial Reality of Disability Risk

One of the reasons long-term disability insurance is frequently overlooked in financial planning is that people consistently underestimate their own risk of becoming disabled during their working years. Disability is not an edge-case scenario reserved for high-risk occupations or older workers. It is a risk that spans every profession, every industry, and every stage of a career. A serious illness or accident can interrupt the income of a teacher, an accountant, a contractor, or a software developer just as easily as it can affect someone in a physically demanding role.

When a disability does occur without adequate income protection in place, the financial consequences can be severe and far-reaching. Consider what a prolonged inability to work might mean for your specific situation:

Mortgage or rent payments that continue regardless of your income status
Health insurance premiums and out-of-pocket medical costs that often increase during a disability
Retirement contributions that stall or stop entirely, compounding long-term savings losses
Everyday living expenses — groceries, utilities, transportation — that do not pause for a recovery timeline
Student loan obligations or other debt service that continues to accrue

Emergency savings, while valuable, are rarely sufficient to cover an extended disability lasting months or years. Social Security Disability Insurance (SSDI) exists as a federal safety net, but the application process is lengthy, approval is not guaranteed, and benefit amounts may not be sufficient to replace the income you depend on. Long-term disability insurance is designed specifically to bridge that gap with structured, reliable income replacement.

For employers, the picture carries additional weight. When a valuable team member cannot work for an extended period, the ripple effects extend beyond that individual's finances. Group long-term disability insurance, offered as part of a comprehensive employee benefits package, is increasingly recognized as both a retention tool and a signal of organizational responsibility. In the current environment, where workers are more attentive than ever to the quality of their benefits, LTD coverage plays a meaningful role in how employers attract and retain talent.

How Long-Term Disability Insurance Works: From Application to Benefit Payment

Understanding how long-term disability insurance works is essential before choosing a policy — and the process is more straightforward than many people expect. At its core, long-term disability (LTD) insurance is designed to replace a portion of your income if a medical condition prevents you from working for an extended period. But the mechanics behind obtaining coverage, qualifying for benefits, and receiving payments involve several important steps and considerations that every working professional should understand.

Obtaining Coverage: Group Plans vs. Individual Policies

Most people access long-term disability insurance through one of two primary channels: an employer-sponsored group plan or an individually purchased policy. Group LTD plans are commonly offered as part of an employee benefits package and are typically easier and less expensive to enroll in because underwriting requirements are often more relaxed. Individual policies, on the other hand, are purchased directly through an insurance carrier or broker and can be tailored more precisely to your occupation, income, and personal risk profile.

When enrolling in a group plan, employees usually have the option to elect coverage during open enrollment or a qualifying life event. Individual policies require a more detailed application process that may include medical underwriting, meaning the insurer will review your health history before approving coverage. Working with an experienced benefits advisor — like the team at Combs & Company — can help you evaluate both options and identify which structure best fits your circumstances and long-term financial goals.

Eligibility Criteria: What You Need to Qualify for Benefits

Simply having a long-term disability policy in place does not automatically mean you will receive benefits the moment you become unable to work. Insurers apply specific eligibility criteria, and understanding these criteria upfront can help you avoid surprises during an already stressful time. The most foundational concept is the policy's definition of disability , which typically falls into one of two categories:

Own-occupation definition: You are considered disabled if you cannot perform the material duties of your specific occupation, even if you are capable of working in another field. This is generally more favorable to the policyholder and is common in professional policies.
Any-occupation definition: You are considered disabled only if you cannot perform the duties of any gainful occupation for which you are reasonably suited by education, training, or experience. This is a stricter standard and more common in group LTD plans.
Modified own-occupation: A hybrid definition that starts as own-occupation coverage for an initial period and then transitions to an any-occupation standard, typically after two years of benefit payments.

Beyond the definition of disability, most policies also require that the disabling condition be caused by a covered illness or injury, that you have been continuously disabled for the duration of the elimination period, and that you are under the regular care of a licensed physician.

The Elimination Period: Your Policy's Built-In Waiting Period

One of the most important terms to understand when evaluating any long-term disability policy is the elimination period — sometimes called the waiting period. This is the amount of time you must be continuously disabled before your LTD benefits begin. Common elimination periods range from 60 to 180 days, though some policies offer 90-day or 365-day options as well.

Choosing a longer elimination period generally results in lower premium costs, but it also means you need adequate savings or short-term disability coverage to bridge the income gap during that waiting window. This is precisely why short-term disability insurance and long-term disability insurance are often designed to work in tandem — the short-term policy covers the initial weeks of a disability, while the long-term policy picks up once the elimination period has been satisfied.

Benefits Coverage: How Much Will You Actually Receive?

Long-term disability policies typically replace between 60% and 70% of your pre-disability gross income, though the exact percentage varies by plan design and carrier. It is worth noting that whether your benefits are taxable depends on how the premiums were paid. If your employer paid the premiums using pre-tax dollars, your benefit payments are generally subject to income tax. If you paid premiums with after-tax dollars, your benefits are typically received tax-free.

Other key coverage elements to review when comparing policies include:

Benefit period: The maximum length of time you can receive benefits. Common options include two years, five years, ten years, to age 65, or for life. A longer benefit period increases the value of the policy but also affects premium pricing.
Own-occupation vs. any-occupation definition: As discussed above, this single term can significantly affect your ability to collect benefits.
Cost of living adjustment (COLA) riders: An optional add-on that increases your benefit amount annually to help offset inflation during a long disability.
Residual or partial disability benefits: Some policies will pay a reduced benefit if you can return to work part-time or in a reduced capacity but have not fully recovered.
Non-cancelable and guaranteed renewable provisions: These terms determine whether the insurer can change your premiums or cancel your policy as long as you continue paying your premiums on time.

Pre-Existing Condition Exclusions and Other Policy Limitations

Before finalizing any long-term disability policy, it is critical to read the exclusions section carefully. Most LTD policies contain exclusions for certain conditions or circumstances under which benefits will not be paid. Common exclusions include disabilities resulting from self-inflicted injuries, active participation in a war or riot, and in some cases, pre-existing conditions that were present before the policy's effective date.

Pre-existing condition clauses in group LTD plans typically specify a look-back period — often three to twelve months — during which any condition you were diagnosed, treated, or received medical advice for may be excluded from coverage for an initial period after enrollment. Understanding how your policy handles pre-existing conditions is especially important if you are enrolling in a new employer's plan or switching coverage after a change in employment.

Taking the time to compare policy language across carriers and benefit structures — rather than simply focusing on premium cost — is one of the most valuable steps you can take to ensure you have meaningful protection in place when you need it most.

Why Long-Term Disability Coverage Matters More Than Ever in 2026

The landscape of work and personal financial planning has shifted considerably in recent years. As we move through mid-2026, employees and employers alike are paying closer attention to the benefits that genuinely protect people when life takes an unexpected turn. Long-term disability insurance sits at the center of that conversation — not because it is a new concept, but because the consequences of going without it have become harder to ignore.

The modern workforce is seeing a broader range of disabling conditions being claimed, from musculoskeletal disorders and chronic illnesses to mental health conditions that prevent sustained employment. These are not rare edge cases. They represent a real and growing segment of disability claims filed across the country. For workers who have spent years building their careers and financial stability, a prolonged inability to earn income can unravel everything quickly — savings accounts drained, retirement contributions paused, and basic household expenses left without a reliable funding source.

Long-Term Disability Insurance as a Financial Planning Tool

One of the most common misconceptions about long-term disability insurance is that it is only relevant to people in physically demanding jobs. In reality, the risk extends across nearly every profession. A software developer who develops a serious neurological condition, a teacher managing a chronic autoimmune disorder, or a financial analyst recovering from a significant cardiac event — all of these individuals face the same fundamental problem: their income stops, but their financial obligations do not.

Incorporating long-term disability coverage into a broader financial plan is not just a smart move — it is arguably one of the most practical steps a working adult can take. Consider what this type of coverage protects:

Monthly income continuity — Benefit payments help cover essential living costs when you cannot work, typically replacing a meaningful portion of your pre-disability earnings.
Retirement savings momentum — Without income, contributions to 401(k) plans and other retirement vehicles often stop entirely. Disability benefits can help fill part of that gap.
Mortgage and rent stability — Housing costs do not pause during a disability. Having a reliable income replacement benefit helps prevent missed payments or foreclosure risk.
Reduced dependence on personal savings — Emergency funds are meant to bridge short gaps, not support a household for months or years. Long-term disability coverage takes that burden off your savings.
Peace of mind for dependents — For anyone supporting a family, the psychological value of knowing income is protected cannot be overstated.

When employers offer long-term disability insurance as part of a comprehensive employee benefits package, it also becomes a powerful retention and recruitment tool. In a competitive hiring environment, workers increasingly evaluate the depth of benefits — not just salaries — when choosing where to work and whether to stay. Offering meaningful coverage signals that an organization genuinely values its people's long-term wellbeing.

Choosing the Right Coverage Requires Expert Guidance

Understanding how long-term disability insurance works in theory is one thing. Selecting the right policy — one that reflects your specific occupation, income level, health history, and financial goals — is another matter entirely. Policy language matters enormously. Definitions of disability, benefit period lengths, elimination period options, and exclusion clauses all vary from one carrier to the next, and small differences in wording can have major consequences when it comes time to file a claim.

This is precisely where working with an experienced insurance advisory team makes a measurable difference. Rather than navigating a crowded marketplace of carriers and policy options on your own, partnering with advisors who specialize in employee benefits allows you to evaluate your options with clarity and confidence.

There are several practical steps worth taking as you assess your current coverage or explore new options:

Review your existing group coverage carefully — If you have employer-sponsored long-term disability insurance, understand what percentage of your income it actually replaces and for how long benefits would continue.
Identify any coverage gaps — Group policies often have benefit caps or definitions of disability that may not fully protect higher earners or specialized professionals.
Consider supplemental individual policies — In some cases, adding an individual policy on top of group coverage provides more robust, portable protection.
Reassess annually — Income changes, life events, and shifts in your health or occupation can all affect the adequacy of your existing coverage.

For employers, the responsibility goes further. Designing a benefits package that includes well-structured long-term disability options requires understanding both the needs of your workforce and the practical details of available plan designs. Group rates, carrier financial strength, claim management practices, and integration with other benefits all factor into the decision.

Take the Next Step Toward Protecting Your Income

No one plans to become disabled. But the people who fare best financially when a disability does occur are those who planned ahead with the right coverage in place. Long-term disability insurance is not a luxury add-on — it is a foundational layer of financial protection that every working adult and every responsible employer should take seriously.

Whether you are an individual trying to understand your options or a business owner building a benefits program that truly supports your team, expert guidance makes all the difference. Combs & Company's long-term disability insurance specialists are ready to help you evaluate your current coverage, identify gaps, and find the right solution for your specific situation. Reach out to the Combs & Company team today and take a confident step toward protecting the income and financial future you have worked hard to build.

What Is Short-Term Disability Insurance? Income Protection When You Can't Work

Mon, 22 Jun 2026 15:01:00 GMT

When Your Paycheck Stops, Your Bills Don't

Most people go through their working years without giving much thought to what would happen if they suddenly couldn't earn a paycheck. A surgery that requires six weeks of recovery, a difficult pregnancy, a serious accident, or an unexpected illness — these events can arrive without warning and bring financial consequences that linger long after the physical recovery is complete. That's where short-term disability insurance becomes one of the most quietly essential components of a well-rounded employee benefits package.

So what is short-term disability insurance, exactly? At its core, it is a form of income replacement coverage designed to pay a portion of an employee's salary when they are temporarily unable to work due to a qualifying medical condition or injury. Unlike long-term disability insurance, which addresses extended or permanent loss of earning ability, short-term disability coverage is built around the shorter gaps — typically ranging from a few weeks to several months — when someone is medically sidelined but expected to recover and return to work.

Understanding how this coverage works, and why it matters, is an important step for both employers building competitive benefits packages and employees evaluating what protections they actually have in place. Combs & Company works with employers to structure short-term disability insurance options that give workers a meaningful financial safety net during some of the most vulnerable periods of their lives.

How Short-Term Disability Insurance Actually Works

Short-term disability insurance typically functions by replacing a defined percentage of an employee's pre-disability earnings for a set benefit period. The specific terms vary by policy, but most plans cover somewhere between 50% and 70% of base salary. There is usually an elimination period — sometimes called a waiting period — that must pass after the disabling event before benefits begin. This period commonly ranges from a few days to two weeks, depending on the plan design.

Once the elimination period ends and the claim is approved, the employee receives regular benefit payments for the duration of the covered period, provided they remain unable to work and their condition continues to meet the plan's definition of disability. Benefit periods under short-term disability policies generally range from 9 to 26 weeks, though some policies extend slightly beyond that. When a longer recovery is anticipated, short-term disability coverage is often designed to bridge directly into long-term disability coverage, ensuring there is no gap in income protection.

Common qualifying conditions that trigger short-term disability claims include:

Recovery from surgeries, including elective and non-elective procedures
Serious illnesses such as cancer treatment, cardiac events, or severe infections
Pregnancy and postpartum recovery (maternity leave is a leading driver of short-term disability claims for many employers)
Musculoskeletal injuries such as fractures, back injuries, or joint repairs
Mental health conditions, including severe depression or anxiety, depending on plan terms
Neurological episodes such as strokes or seizure-related conditions

It is worth noting that short-term disability insurance is distinct from workers' compensation. Workers' comp applies when an injury or illness occurs as a direct result of job duties or the work environment. Short-term disability, by contrast, covers conditions that arise outside of work — a distinction that leaves a significant coverage gap for employees who rely solely on workers' compensation as their safety net.

Why This Coverage Matters More Than Most Employees Realize

There is a common assumption among working adults that if something serious happened and they couldn't work for a month or two, they would find a way to manage. Some people count on savings, others expect to lean on family, and many simply haven't thought it through at all. The reality, however, is that even a brief interruption in income can have cascading financial consequences — missed mortgage payments, depleted emergency funds, mounting medical bills, and the added stress of financial uncertainty layered on top of an already difficult health situation.

Employer-sponsored paid sick leave is another common fallback, but most sick leave policies are not designed to carry an employee through a multi-week or multi-month recovery. Sick leave pools run dry quickly, particularly for employees who haven't accumulated significant balances or for those at organizations where sick leave accrual is limited.

Short-term disability insurance fills this gap in a structured, reliable way. Rather than forcing employees to scramble for financial solutions in the middle of a health crisis, it provides a predictable income stream that helps them stay focused on recovery. For employers, offering this coverage is also a meaningful signal — it communicates that the organization values its people not just when they're productive, but when they're vulnerable.

The importance of this protection becomes especially clear when you consider how many working adults live without significant financial reserves. A six-week gap in income can be genuinely devastating for a household carrying normal expenses, and no employee should have to face that outcome because they didn't have the right coverage in place.

Why Short-Term Disability Coverage Is a Financial Lifeline

When an unexpected illness, injury, or pregnancy-related condition pulls you away from work, the financial consequences can escalate quickly. Mortgage payments, utility bills, groceries, and childcare costs don't pause because your paycheck does. This is precisely where short-term disability insurance steps in — providing a meaningful portion of your regular income during the weeks or months you are medically unable to perform your job. For employees and their families, having this layer of protection in place can be the difference between weathering a difficult period and falling into serious financial hardship.

One of the most compelling advantages of short-term disability insurance is the speed at which benefits typically become available. Unlike long-term disability policies, which generally have elimination periods that stretch several months before benefits begin, short-term disability coverage is specifically structured to activate relatively quickly — often after a waiting period of just seven to fourteen days. This makes it especially well-suited for the kinds of sudden, temporary medical events that most working adults are statistically more likely to face during their careers.

Key Advantages for Employees and Their Families

Understanding the concrete benefits of short-term disability insurance helps employees appreciate its role in a well-rounded benefits package. While health insurance addresses the cost of medical care itself, it does nothing to replace the income lost while you recover. Short-term disability fills that specific gap. Here are some of the primary advantages this coverage provides:

Income continuity during recovery: Most short-term disability plans replace a defined percentage of an employee's pre-disability earnings — commonly somewhere in the range of 50 to 70 percent — for the duration of the benefit period, which typically spans anywhere from a few weeks up to six months depending on the policy.
Coverage for a wide range of qualifying conditions: Eligible events often include non-occupational injuries, acute illnesses, surgical recoveries, and pregnancy and childbirth-related leave, making the coverage relevant across many life stages and health circumstances.
Reduced financial stress during an already difficult time: Removing the immediate panic about how to cover essential expenses allows employees to focus on their health and recovery, which itself can contribute to a faster return to work.
Support for family financial stability: When a primary earner is unable to work, the entire household feels the impact. Short-term disability benefits help prevent families from depleting emergency savings or turning to high-interest credit during a recovery period.
Employer goodwill and talent retention: For businesses, offering short-term disability as part of a group benefits package signals a genuine commitment to employee well-being — a factor that resonates strongly in today's competitive hiring environment.

How Short-Term Disability Fits Within the Broader Disability Coverage Picture

It is helpful to think of disability coverage not as a single product but as a two-part income protection strategy. Short-term disability insurance handles the early and middle phases of a disabling event — those first days, weeks, and months when recovery is still expected. Long-term disability insurance, on the other hand, is designed to take over when a condition persists beyond what short-term coverage addresses, providing benefits that can extend for years or even until retirement age in serious cases.

The two types of coverage are most effective when used together. A gap between the end of short-term benefits and the start of long-term benefits is a common and often overlooked vulnerability in employee benefit plans. Working with a knowledgeable benefits advisor helps ensure that these two layers are coordinated properly so that employees are never left without income protection simply because one policy ended and another has not yet activated. You can learn more about how these options fit together by exploring the short-term disability insurance resources at Combs & Company , where the team is equipped to walk employers and individuals through the full spectrum of disability coverage options.

It is also worth distinguishing short-term disability insurance from workers' compensation. Workers' compensation applies exclusively to injuries or illnesses that occur as a direct result of job duties. Short-term disability, in contrast, covers conditions that arise outside of work — a critical distinction, since the vast majority of disabilities working adults experience are not work-related.

Real Situations Where This Coverage Makes a Tangible Difference

Consider a mid-career professional who undergoes an unexpected appendectomy and requires two weeks of post-surgical recovery before receiving medical clearance to return to work. Without short-term disability coverage, those two weeks represent lost wages with no replacement. With coverage in place, a benefit payment arrives to help cover the bills that did not pause while recovery did.

Or consider a new parent — in states without a robust paid family leave program — who experiences complications during or after childbirth requiring an extended recovery period. Short-term disability insurance may cover a portion of that recovery time, providing financial breathing room during what is already an emotionally intense life transition.

Even a sprained ankle or a back injury that makes sitting at a desk or standing on a job site impossible for several weeks can create a surprisingly significant financial shortfall. These are not extreme edge cases; they are the kinds of events that happen to ordinary working people every year. Short-term disability insurance is built precisely for these moments — not catastrophic lifetime conditions, but the temporary setbacks that are, in reality, among the most common threats to a household's financial stability.

Choosing a Short-Term Disability Plan That Actually Works for You

Understanding what short-term disability insurance is only gets you halfway there. The real value comes from choosing a plan that aligns with your income, your lifestyle, and the specific risks you face. With so many policy structures available in today's market, knowing what to look for can make the difference between a benefit that truly protects your household and one that falls short when you need it most.

The good news is that evaluating short-term disability coverage doesn't have to be overwhelming. When you break the decision down into a handful of clear criteria, the right path forward becomes much easier to identify.

Key Factors to Evaluate Before You Commit

Not all short-term disability policies are built the same way. Before signing on to any plan — whether through your employer or purchased independently — there are several important variables worth examining closely.

Benefit amount: Most short-term disability plans replace a percentage of your pre-disability income, commonly in the range of 60 to 70 percent. Make sure the benefit amount is sufficient to cover your essential monthly expenses, including rent or mortgage, utilities, groceries, and any recurring debt payments.
Elimination period: This is the waiting period between when your disability begins and when benefits actually start. Shorter elimination periods mean faster access to income replacement, but they may also come with higher premiums. Think honestly about how long your emergency savings could realistically carry you.
Benefit duration: Short-term disability policies typically provide coverage for anywhere from a few weeks up to 52 weeks, depending on the policy. If your recovery from surgery or illness is likely to extend beyond that window, you'll also want to consider how your short-term coverage coordinates with long-term disability insurance.
Definition of disability: Policies vary in how they define a qualifying disability. Some plans cover you only if you are unable to perform your specific occupation, while others require that you be unable to perform any work at all. The former is generally more favorable to policyholders.
Pre-existing condition clauses: Some policies include waiting periods or exclusions for conditions that existed before coverage began. If you have a health history that could be relevant, review these terms carefully before choosing a plan.
Portability: If you change employers, will you be able to keep your coverage? Portable policies give you continuity of protection regardless of where your career takes you.

How to Evaluate Insurance Providers

The financial strength and service track record of an insurance carrier matters just as much as the policy language itself. When a disability occurs and you need to file a claim, you want the confidence of knowing your provider will be responsive, fair, and financially stable enough to meet its obligations.

When comparing providers, consider the following:

Financial ratings: Independent rating agencies such as AM Best, Moody's, and Standard & Poor's assess the financial strength of insurance carriers. Look for carriers with strong or excellent ratings as an indicator of stability.
Claims processing reputation: Research how each carrier handles the claims experience. How quickly do they process claims? What documentation is required? Are policyholders generally satisfied with the process?
Flexibility of plan design: Particularly for employers building a group benefits package, the ability to customize plan features — including benefit amounts, waiting periods, and duration — is a meaningful advantage.
Coordination with other benefits: A quality provider will offer clear guidance on how short-term disability benefits interact with other income sources such as paid sick leave, workers' compensation, or state-mandated disability programs where applicable.

The Value of Working with an Experienced Benefits Advisor

Navigating the landscape of disability insurance on your own is entirely possible, but it can also mean spending significant time sorting through policy fine print, carrier comparisons, and benefit calculations that require careful interpretation. An experienced benefits advisor can cut through that complexity and help you identify coverage that genuinely fits your situation — not just the plan that looks best on paper.

This is especially true for employers who are assembling or refining a complete employee benefits package. Short-term disability coverage doesn't exist in isolation. It needs to work in concert with your medical benefits, any long-term disability offering, life insurance, and voluntary benefits to create a cohesive safety net for your workforce. Getting that coordination right requires expertise and a thorough understanding of how each piece fits together.

As we move further into 2026, employee expectations around benefits continue to evolve. Workers increasingly view income protection benefits not as a bonus, but as a baseline expectation. Employers who offer well-structured short-term disability coverage as part of a thoughtful benefits package are better positioned to attract and retain talented people in a competitive hiring environment.

What to Bring to the Conversation

If you're ready to explore your short-term disability options, a little preparation goes a long way. Before speaking with an advisor, it helps to have a clear picture of the following:

Your current monthly income and essential living expenses
Any existing disability coverage you already have through an employer or individual policy
Your current savings and how long they could realistically bridge a gap in income
Any health history that could be relevant to underwriting considerations
For employers: your current workforce size, industry, and existing benefits structure

Coming to the table with this information allows an advisor to offer meaningful, tailored guidance rather than generic recommendations.

Take the Next Step Toward Real Income Protection

Short-term disability insurance is one of those coverages that rarely feels urgent — until the moment it becomes essential. An unexpected illness, a necessary surgery, or a difficult pregnancy complication can sideline even the healthiest, most prepared workers. Without income protection in place, the financial consequences can be swift and serious.

The team at Combs & Company works with individuals and employers to find short-term disability solutions that provide genuine peace of mind. Whether you're an employee looking to understand your current coverage, an individual seeking a personal policy, or a business owner building a benefits package your team will value, expert guidance makes a meaningful difference in the outcome.

Don't wait for a health event to start thinking about income protection. Visit Combs & Company's short-term disability insurance page today to learn more about your options and connect with an advisor who can help you build a plan that protects what matters most. Your income is the foundation of your financial life — make sure it's covered.

How Do Vision Benefits Improve Employee Wellness? A Complete Guide for Employers

Sun, 21 Jun 2026 15:00:42 GMT

When employers evaluate their benefits packages heading into the second half of 2026, vision coverage is increasingly moving from a nice-to-have perk to a recognized pillar of workplace wellness. And yet, many organizations still treat it as an afterthought — a line item bundled beneath medical and dental without much thought given to its real impact. That's a missed opportunity, because the connection between eye health and overall employee wellbeing is both direct and far-reaching.

The question of how vision benefits improve employee wellness doesn't have a single answer. It plays out across multiple dimensions: physical health, mental focus, chronic disease management, and even workplace morale. Understanding those dimensions is the first step toward building a benefits strategy that genuinely supports the people who drive your organization forward.

The Link Between Vision Health and Overall Wellbeing

Vision is one of the senses people rely on most throughout their workday, yet it's also one of the most commonly neglected aspects of preventive health care. Many working adults go years without a comprehensive eye exam, often because cost or access creates a barrier. When employers provide group vision insurance as part of a structured benefits program, they remove those barriers and make routine care accessible — and that accessibility has a cascading effect on overall wellness.

Annual eye exams do more than update a prescription. They give eye care professionals a window into a patient's broader health. Conditions such as diabetes, hypertension, high cholesterol, and even certain autoimmune disorders can present early signs that are detectable during a dilated eye exam. For employees who may not be seeing their primary care physician regularly, an annual visit to an optometrist can serve as an important checkpoint in their overall health journey.

Beyond disease detection, uncorrected or undercorrected vision is a significant source of daily strain for working adults. Employees who spend hours in front of screens — and that describes the vast majority of office workers today — are particularly susceptible to digital eye strain, which can manifest as headaches, blurred vision, dry eyes, and difficulty concentrating. When workers have access to proper corrective lenses or updated prescriptions through their vision benefits, these symptoms are reduced, and day-to-day comfort and cognitive performance improve meaningfully.

Why Vision Problems Have a Measurable Impact on Productivity

It's worth pausing on the productivity angle, because it's one of the most compelling reasons for employers to invest in quality vision coverage. When an employee is straining to read a screen, squinting at documents, or dealing with chronic headaches caused by uncorrected refractive errors, their output is affected — often without either the employee or their manager recognizing the root cause.

Common ways that unaddressed vision issues show up in the workplace include:

Increased errors in detail-oriented tasks due to difficulty seeing clearly
Reduced reading speed and comprehension when working with text-heavy documents
More frequent breaks or interruptions caused by eye discomfort and fatigue
Difficulty with extended screen time, affecting project completion and turnaround times
Headaches and physical discomfort that contribute to absenteeism and presenteeism

Presenteeism — the phenomenon of being physically present at work but not fully productive due to health issues — is a particularly costly and underappreciated problem. Employees who are coping with vision discomfort may show up every day but still not be performing at their best. Vision benefits that make it easy to get annual exams and updated eyewear address this problem at the source.

Vision Benefits as a Statement of Employer Intent

There's also a cultural and strategic dimension to offering comprehensive vision coverage that goes beyond the practical. When an employer includes robust vision benefits in their package, it sends a signal to the workforce: we see your health as a whole, not just as a cost to be managed.

That signal matters more than many employers realize. In a competitive talent landscape, employees — especially those evaluating multiple job offers — pay close attention to the quality and completeness of benefits packages. A well-designed vision plan alongside strong medical and dental coverage communicates that an organization is genuinely invested in the wellbeing of its people, not just checking a compliance box.

The ripple effects of that perception are real. Employees who feel their employer cares about their health are generally more engaged, more loyal, and more likely to speak positively about their workplace. Vision benefits may seem like a small detail in the grand scheme of a total compensation package, but their presence — or absence — contributes to an overall impression of how an organization values its team.

What Comprehensive Vision Coverage Actually Includes

For employers who are newer to structuring vision benefits, it helps to understand what a well-rounded plan typically covers and why each component matters to employees:

Annual comprehensive eye exams — The foundation of any vision plan, covering the evaluation of vision acuity and eye health
Prescription eyeglasses — Including frames and lenses, often with allowances that employees can apply toward the style and quality they prefer
Contact lenses — A practical alternative for employees who prefer contacts over glasses, typically covered in lieu of eyewear benefits
Lens enhancements — Options such as anti-reflective coatings, progressive lenses, and blue light filtering, which are especially valuable for screen-heavy work environments
Access to a network of providers — Making it easy for employees to find in-network optometrists and ophthalmologists in their area

Working with an experienced group vision insurance brokerage like Combs & Company means employers don't have to navigate these plan structures alone. Their team analyzes workforce demographics, budget parameters, and existing benefit programs to identify the right combination of coverage features — ensuring the plan is both financially sound for the employer and genuinely useful for the employees who depend on it.

As the workforce continues to evolve in 2026, with remote and hybrid arrangements keeping millions of employees in front of screens for extended hours each day, the relevance of vision benefits has never been more pronounced. Addressing eye health isn't a peripheral concern — it's a core component of a modern, thoughtful employee wellness strategy.

Tailoring Vision Benefits to the Unique Needs of Your Workforce

One of the most common mistakes employers make when building a benefits package is treating vision coverage as a one-size-fits-all add-on. The reality is that the value your employees get from vision benefits depends heavily on how well the plan is matched to who they actually are. A workforce of predominantly younger employees may prioritize contact lens allowances and digital eye strain support, while an older workforce might place greater emphasis on access to progressive lenses and regular screenings for conditions like glaucoma or macular degeneration. Understanding these distinctions is what separates a generic plan from a genuinely useful one.

This is where working with an experienced group vision insurance brokerage pays dividends. Rather than defaulting to the first plan a single carrier offers, a brokerage like Combs & Company takes the time to analyze workforce demographics, review existing benefit structures, and compare options across leading vision carriers before making any recommendations. The goal is always to design a program that employees will actually use — because unused benefits are wasted benefits.

Understanding the Plan Structures That Drive Real Value

When it comes to how vision benefits improve employee wellness, the structure of the plan itself plays a major role. Employers today have more flexibility than ever in how they design and deliver vision coverage. Knowing the differences between plan types helps you make smarter decisions for your team and your budget.

Comprehensive Vision Plans — These are the most complete option, covering annual eye exams, prescription eyeglasses, and contact lenses. They're ideal for employers who want to offer meaningful, broad-based coverage that addresses the full scope of employee eye care needs.
Standalone Vision Coverage — For employers who currently offer medical and dental benefits but haven't yet added vision, a standalone plan is an efficient way to close that gap without overhauling the entire benefits structure.
Employer-Paid Plans — When an employer fully funds vision coverage, it sends a clear message about how much they value their team's wellbeing. This approach tends to drive higher participation rates and stronger employee satisfaction scores.
Voluntary Vision Plans — These allow employees to opt into coverage and pay premiums themselves, often at group rates that are far more favorable than what they'd find on the individual market. This is a budget-friendly option for employers who want to expand their benefits offering without a significant cost increase.
Dual Option Programs — Offering employees a choice between plan tiers — for example, a base plan and an enhanced plan — gives individuals the flexibility to select coverage that aligns with their specific needs and financial situation.
Network-Based Savings Plans — These plans provide discounted rates at a defined network of eye care providers and are often an affordable entry point for smaller employers or those looking to supplement existing benefits.

Each structure comes with its own set of trade-offs in terms of cost, access, and employee experience. A knowledgeable brokerage partner will walk you through these options in the context of your specific workforce and budget, rather than simply presenting a standard package.

Strategies for Maximizing Employee Engagement with Vision Coverage

Even the most well-designed vision plan falls short if employees don't understand how to use it. Low engagement is one of the most persistent challenges in group benefits, and vision coverage is no exception. Many employees either don't realize what their plan covers, or they underestimate how regularly they should be scheduling eye exams. The result is a benefit that sits underused while preventable health issues go undetected.

Driving meaningful engagement starts with education. Employers and their benefits partners should invest time in communicating exactly what the plan covers, how to find in-network providers, and what the enrollment deadlines are. This is especially important during open enrollment periods — June 2026 is a relevant window for many employer groups reviewing their mid-year benefit configurations — when employees are actively making decisions about their coverage for the coming year.

Beyond initial enrollment communications, ongoing reminders can make a significant difference. Sending seasonal reminders encouraging employees to schedule their annual eye exams, or sharing brief educational content about the link between vision health and overall wellness, helps keep the benefit top of mind throughout the year. When employees use their coverage regularly, the return on investment for the employer — in the form of reduced absenteeism, improved productivity, and earlier detection of health issues — becomes tangible.

Host brief benefits orientation sessions when new employees come on board, specifically covering how to access vision care under the plan.
Use internal newsletters or HR communications to remind employees about unused benefits before the plan year ends.
Make it easy for employees to understand their out-of-pocket costs by providing clear summaries of co-pays, allowances, and in-network versus out-of-network coverage.
Encourage employees to treat their annual eye exam as a routine wellness activity, not just a visit they make when something feels wrong.

The connection between how vision benefits improve employee wellness and how actively those benefits are used cannot be overstated. A plan that employees engage with regularly delivers far greater value — to individuals and to the organization — than one that exists on paper but rarely gets utilized. Building a culture where eye health is treated as a normal part of overall wellness is one of the most practical investments an employer can make in their team's long-term health and performance.

How Vision Benefits Drive Long-Term Organizational Success

When employers invest in vision benefits, the returns extend well beyond the exam room. Across industries, companies that offer meaningful, accessible vision coverage tend to build workforces that are healthier, more loyal, and more engaged over time. Understanding how vision benefits improve employee wellness is only the first step — the real value lies in recognizing what that improved wellness means for your organization year after year.

Employee retention is one of the most significant — and often underestimated — advantages of a strong vision benefits program. In a competitive talent market, the quality of a benefits package plays a real role in an employee's decision to stay with or leave an employer. Vision coverage, while sometimes viewed as a secondary benefit, is frequently cited by employees as a meaningful component of their overall compensation. When people feel that their employer is genuinely invested in their well-being, that sense of care translates into stronger loyalty and reduced turnover — and the cost savings associated with lower turnover can be substantial for any business.

Early Detection: A Hidden Financial Advantage

One of the most compelling arguments for offering comprehensive vision benefits is the role routine eye exams play in early detection of broader health conditions. Eye exams can reveal signs of conditions such as diabetes, hypertension, and high cholesterol — sometimes before other symptoms are apparent. Catching these conditions early can lead to faster treatment, fewer complications, and ultimately lower overall healthcare costs for both the employee and the employer.

This is not a minor consideration. When employees lack access to regular vision care, minor and manageable health issues can go undetected for longer periods, potentially escalating into more serious and costly medical events. A well-structured vision benefits plan is not just an investment in eye health — it is a proactive tool for managing the overall health trajectory of your workforce.

The downstream effects on healthcare spending are meaningful. Employers who integrate vision coverage thoughtfully into their broader benefits strategy often find that it complements their medical plan by supporting preventive care and reducing reactive, high-cost claims over time.

What a Well-Designed Vision Program Actually Delivers

The outcomes of a thoughtfully designed vision benefits program ripple across multiple dimensions of organizational health. Here is what employers consistently gain when they prioritize vision coverage as a core component of their employee benefits strategy:

Reduced absenteeism: Employees experiencing untreated vision problems — including eye strain, headaches, and difficulty focusing — are more likely to miss work or underperform. Access to regular care addresses these issues before they affect attendance and output.
Improved productivity: Clear, comfortable vision directly impacts how well employees perform detail-oriented and screen-heavy tasks, which are central to most modern workplaces.
Stronger recruitment positioning: A benefits package that includes vision coverage gives employers a concrete, tangible advantage when competing for top candidates.
Higher employee satisfaction scores: Employees who feel their health needs are met by their employer report greater overall job satisfaction, which correlates with engagement and discretionary effort.
Lower long-term healthcare costs: Early detection of systemic conditions through routine eye exams can reduce the frequency and severity of costly health events down the line.
Demonstrated commitment to holistic wellness: Offering vision benefits signals that your organization sees employees as whole people, not just workers — a message that resonates deeply with today's workforce.

Putting It Into Practice With the Right Partner

Designing a vision benefits program that delivers on all of these outcomes requires more than simply selecting a plan from a carrier menu. It requires a genuine understanding of your workforce's demographics, your budget parameters, your existing benefits structure, and your long-term goals as an employer. It requires someone who will take the time to ask the right questions before recommending any solution.

That is precisely the approach Combs & Company brings to every client engagement. With more than two decades of experience building customized employee benefits solutions, the team at Combs & Company works alongside employers to craft vision programs that are both strategically sound and genuinely valued by employees. From comparing coverage options across leading vision carriers to coordinating vision benefits with existing medical and dental plans, every detail is handled with care and expertise.

Whether you are building a vision benefits program from the ground up, enhancing an existing offering, or exploring voluntary and dual-option structures that give your team more flexibility, Combs & Company has the knowledge and carrier relationships to make it happen efficiently and effectively.

As we move through the second half of 2026, workforce wellness has never been more central to organizational strategy. Employees are more attuned than ever to the quality of their benefits, and employers who treat vision coverage as an afterthought risk losing ground to competitors who do not. The connection between how vision benefits improve employee wellness and how that wellness fuels business performance is clear — and it is a connection worth acting on.

Your employees deserve to see the future clearly. Your organization deserves the long-term gains that come from keeping them healthy, engaged, and loyal. These goals are not in tension — they are the same goal, and the right vision benefits program achieves both at once.

Take the First Step Toward a Healthier, More Engaged Workforce

Do not let another benefits renewal cycle pass without giving your vision coverage the strategic attention it deserves. The team at Combs & Company is ready to help you design a program that works — for your budget, your people, and your long-term business goals. Explore your options and start the conversation today by visiting Combs & Company's vision benefits page , or call directly at (646) 736-3737 to speak with an expert. A stronger, healthier workforce starts with a single conversation — schedule yours now.

The Importance of Dental Benefits for Employee Wellness: What Every Employer Should Know

Sat, 20 Jun 2026 15:00:49 GMT

When companies evaluate their employee benefits packages, dental coverage often gets treated as a secondary consideration — something to offer once the basics are covered. But in June 2026, that mindset is increasingly out of step with what employees expect and what the research on workforce wellness consistently reinforces. Oral health is not a separate category from overall health. It is deeply intertwined with how people feel, how they perform at work, and how they engage with the organizations they work for. Employers who recognize that connection and act on it are building benefits strategies that deliver measurable returns — not just goodwill.

The relationship between oral health and general physical health is well-established in medical literature. Chronic dental problems, including untreated gum disease and tooth decay, have been linked to systemic health concerns such as cardiovascular disease and diabetes complications. When employees are dealing with dental pain or infections — conditions that can escalate quickly when left untreated — they are not operating at full capacity. Difficulty concentrating, discomfort that disrupts sleep, and the anxiety of unaddressed dental problems all chip away at the kind of focused, energized performance that employers depend on. This is not a peripheral issue. It sits squarely at the heart of workforce wellness.

Why Oral Health Has a Direct Impact on Productivity

Dental problems are among the most common reasons employees experience unplanned absenteeism. Unlike some health conditions that develop slowly or manifest only occasionally, dental pain can be acute and sudden — forcing people to step away from work on short notice or to sit through the workday distracted and uncomfortable. Preventive dental care, which is a cornerstone of any well-designed group dental plan, exists specifically to catch and address these issues before they become emergencies. Routine cleanings and checkups are far less disruptive than the dental appointments required when a problem has advanced to the point of requiring extractions, root canals, or other major procedures.

There is also a longer-term cost dimension worth considering. When employees have access to dental benefits that encourage preventive care, they are more likely to schedule and attend those routine appointments. Early detection of dental problems is almost always less expensive to treat — both for the employee and the plan — than the same issues caught at a later, more serious stage. This means that offering comprehensive dental coverage is not just a wellness initiative; it is a financially sensible one. Businesses that invest in preventive dental benefits for their teams can reduce the downstream costs associated with more complex dental claims and the broader health consequences that untreated oral disease can trigger.

Preventive dental visits — including cleanings and X-rays — allow dentists to identify problems like early-stage gum disease or cavities before they become costly, painful emergencies.
Employees with dental coverage are more likely to seek routine care, reducing the frequency of acute dental crises that pull people out of work unexpectedly.
Oral health conditions linked to systemic disease can compound overall healthcare costs over time, making early intervention through dental benefits a smart long-term investment.
Reduced dental pain and anxiety translates directly into better concentration, improved mood, and more consistent engagement during the workday.

Dental Benefits as a Pillar of the Employee Value Proposition

Beyond the clinical and financial arguments, there is a cultural signal embedded in the decision to offer strong dental benefits. When an employer provides meaningful dental coverage, it communicates something important to current and prospective employees: that leadership sees them as whole people, not just contributors to output. This kind of signal matters in a competitive talent market. Job seekers today compare benefits packages carefully, and dental coverage is consistently rated as one of the most valued components of an employer-sponsored benefits program. Businesses that offer comprehensive dental plans position themselves as employers of choice in ways that modest salary adjustments alone cannot replicate.

For HR professionals and business owners thinking through how to structure or improve their benefits offerings, working with an experienced group dental insurance brokerage can make a significant difference. Combs & Company specializes in helping businesses of all sizes design and manage customized dental benefit plans that balance cost, coverage, and employee satisfaction. Rather than defaulting to off-the-shelf solutions, the team at Combs & Company takes a consultative approach — reviewing existing benefit offerings, identifying gaps, and comparing options across top insurance carriers to build plans that genuinely serve both the employer's budget and the workforce's needs.

Dental benefits consistently rank among the top employee benefits priorities, making them a key factor in recruitment and retention strategies.
Offering dental coverage signals organizational values around employee wellbeing, which contributes to a stronger, more cohesive workplace culture.
A well-structured dental plan reduces the financial stress employees face when unexpected dental expenses arise, supporting overall financial wellness alongside physical health.
Employers who partner with experienced benefits brokers gain access to a broader range of plan options and market expertise that would be difficult to replicate independently.

Understanding the importance of dental benefits for employee wellness is the first step. The second step is building a plan that translates that understanding into real coverage employees will actually use — and appreciate. That requires more than selecting a provider from a list. It requires a strategic approach to plan design, employee education, and ongoing administration that keeps the benefits working effectively year after year. The sections that follow explore exactly how that process works and what it can mean for your organization's culture, retention, and long-term health outcomes.

Tailoring Dental Benefits to Meet the Needs of Every Employee

No two workforces are alike. A tech startup with a team of twenty-somethings has very different dental benefit priorities than a mid-sized manufacturing company with multigenerational employees and families on payroll. This is precisely why a one-size-fits-all dental plan rarely delivers the value employers and employees are hoping for. When benefits feel generic or misaligned with real-life needs, participation drops — and so does the return on your investment.

The importance of dental benefits for employee wellness becomes most apparent when those benefits are thoughtfully designed around the people who will actually use them. That means accounting for age demographics, family structures, geographic locations, budget constraints, and the kinds of dental care employees are most likely to need throughout the year. A well-matched plan isn't just a perk — it's a practical tool that employees rely on and appreciate.

At Combs & Company , the process of building a dental benefits program begins with a thorough review of your current offerings, identifying where coverage may be falling short and where there may be opportunities to provide more meaningful value without necessarily increasing costs. The goal is to match the right plan structures to the real-world health needs of your workforce.

Understanding the Main Types of Group Dental Plans

Before employers can choose the right plan, it helps to understand what the most common group dental structures actually offer. Each plan type comes with its own set of trade-offs between flexibility, cost, and coverage depth. Here is a breakdown of the options most frequently considered:

DPPO (Dental Preferred Provider Organization): These plans give employees the flexibility to visit any licensed dentist, though they receive greater cost savings when staying within the insurer's network. DPPOs tend to be popular with employees who already have an established relationship with a specific dentist and do not want to be forced to switch.
DHMO (Dental Health Maintenance Organization): DHMOs typically offer lower monthly premiums and predictable out-of-pocket costs, but require employees to select a primary care dentist and get referrals for specialist visits. These plans work well for employees who prefer a more structured, budget-friendly approach to dental care.
Dual or Triple Option Plans: These hybrid arrangements allow employees to choose between plan types during open enrollment, giving individuals and families the ability to select what genuinely fits their lifestyle and care preferences.
Employer-Paid Plans: The employer covers the full premium cost, making dental coverage a fully funded benefit — a strong recruiting and retention signal in competitive hiring markets.
Voluntary Dental Plans: Employees pay the premiums themselves, but benefit from group rates that are typically far lower than individual market pricing. This option allows employers to offer meaningful dental access with minimal budget impact.
Orthodontic and Cosmetic Add-Ons: For workforces where these benefits resonate — particularly those with younger employees or families with children — orthodontic riders can be a high-value differentiator.

Choosing between these options is not always straightforward, especially when you are trying to balance affordability for both the business and the employee. That is where working with an experienced benefits brokerage makes a significant difference. Rather than defaulting to what a single carrier happens to be promoting, a broker can compare options across multiple insurers and model out real-world cost scenarios specific to your workforce.

The Process of Designing a Plan That Actually Works

Good dental benefit design is not a single decision — it is a process. It typically involves several distinct steps that, when handled carefully, result in a plan your employees will genuinely use and value.

Workforce assessment: Understanding the age range, family size distribution, geographic spread, and prior dental care utilization patterns of your employees helps identify what types of coverage will see the highest engagement.
Gap analysis: Reviewing existing benefits to identify where employees may be underinsured — for example, lacking orthodontic coverage or facing high out-of-pocket costs for basic restorative work — helps prioritize what to address first.
Carrier comparison: Not all dental insurers offer the same network depth, claim processing reliability, or plan flexibility. Comparing top carriers ensures you are not locked into a plan that underperforms when employees actually need care.
Plan modeling: Running cost projections across different contribution structures — employer-only, shared cost, and fully voluntary — helps employers find the right financial balance before committing to a design.
Implementation planning: A smooth rollout includes clear communication materials, enrollment support, and HR team preparation so that employees understand what they have and how to use it.

Why Employee Education Is a Core Part of Dental Benefits Strategy

Even the most comprehensive dental plan can underperform if employees do not understand what it covers or how to take advantage of it. Dental literacy is a genuine gap in many workplaces. Employees often do not realize that preventive services like cleanings and X-rays are covered at little or no cost, or that delaying a filling today can lead to a far more expensive crown or extraction down the road.

Investing in employee education around dental benefits is not just good practice — it is a lever for improving health outcomes and reducing long-term claims costs. When employees understand the value of twice-yearly cleanings, they are more likely to schedule them. When they know their plan covers a portion of orthodontic treatment, they are more likely to pursue it rather than delay. These behaviors collectively contribute to a healthier workforce and a more cost-efficient benefits program over time.

Effective education strategies can include benefits overview sessions during open enrollment, plain-language plan summaries, and accessible HR resources that help employees quickly answer questions like what their annual maximum is or whether a specific procedure requires prior authorization. The easier you make it for employees to understand and use their dental benefits, the greater the return on your investment in providing them. This is another area where working with a dedicated benefits brokerage adds tangible value — because the relationship does not end at enrollment. Ongoing support, clear communications, and administrative simplification are all part of what a strong brokerage partner brings to the table throughout the plan year.

How Strong Dental Coverage Shapes Workplace Culture

When employees feel genuinely supported by their employer, the effects ripple outward into every corner of the workplace. Morale improves. Collaboration deepens. Turnover slows. While many factors contribute to a healthy organizational culture, the benefits package a company offers sends one of the clearest signals about how much it values the people who show up every day. Dental coverage, in particular, carries more weight than many employers initially expect — and in the competitive hiring landscape of mid-2026, that weight has only grown.

The importance of dental benefits for employee wellness extends well beyond the dentist's chair. When workers have reliable access to preventive and restorative dental care, they experience fewer days lost to pain, infection, or anxiety about untreated conditions. They bring more energy and focus to their roles. And perhaps most importantly, they feel seen. A benefits package that addresses oral health communicates that the organization understands wellness holistically — not just as a checkbox, but as a genuine investment in the human beings behind the work.

The Retention and Recruitment Advantage

Attracting and keeping talented employees requires more than a competitive salary. Today's workforce is increasingly benefits-literate, and candidates routinely evaluate dental, vision, and ancillary coverage as part of their overall compensation assessment. Employers who offer thoughtfully designed dental plans gain a meaningful edge in recruiting conversations — and they tend to see stronger long-term retention among existing staff.

The reasons are straightforward. When employees know their dental care is covered, they are more likely to schedule routine visits rather than delay treatment. That proactive approach reduces the likelihood of serious oral health episodes that pull people away from work or diminish their on-the-job performance. It also builds loyalty. Employees who feel their well-being is prioritized are more inclined to stay, to refer friends and colleagues, and to speak positively about their employer — all of which contribute to a stronger organizational culture over time.

Consider what a robust dental benefits program can deliver across your workforce:

Reduced absenteeism tied to dental pain or unplanned emergency appointments.
Higher levels of day-to-day focus and energy among employees who are not managing untreated oral health issues.
A tangible demonstration of employer investment in total well-being, not just medical coverage.
Improved morale and a stronger sense of belonging among team members who feel cared for.
A competitive differentiator in recruitment that sets your organization apart from employers offering bare-minimum benefits.

Choosing the Right Partner Makes All the Difference

Designing an effective dental benefits program is not a one-size-fits-all exercise. It requires understanding your workforce demographics, your budget parameters, and the specific care needs that are most relevant to your employees. It also requires navigating a crowded marketplace of carriers, plan structures, and coverage tiers — a process that can quickly become overwhelming without expert guidance.

That is precisely where working with an experienced group benefits brokerage changes the outcome. Rather than defaulting to a generic plan that leaves gaps in coverage or overextends your budget, a knowledgeable broker evaluates your specific situation and builds a solution around it. The result is a plan that employees actually use, appreciate, and talk about — one that reinforces the culture you are working to build.

The process of getting there does not have to be complicated. A thorough review of your current offerings, a comparison of top carrier options, and clear communication with your HR team and employees can transform dental benefits from an afterthought into a genuine pillar of your total rewards strategy. When the right framework is in place, administration becomes simpler, participation increases, and the long-term value to both employer and employee compounds year after year.

What to Look for in a Dental Benefits Strategy

As you evaluate whether your current dental offerings are truly serving your team, there are several key questions worth asking:

Does your current plan cover preventive care — cleanings, exams, and X-rays — at a level that encourages employees to use it regularly?
Are employees given meaningful choice, or are they locked into a single rigid plan structure regardless of their individual needs?
Is your benefits administration streamlined enough that HR teams can manage renewals, claims, and communications without excessive friction?
Have employees been educated on how to maximize their dental benefits, including the value of preventive visits over reactive treatment?
Does your plan structure — DPPO, DHMO, dual option, or voluntary — align with the actual preferences and lifestyles of your workforce?

If any of those questions reveal uncertainty or gaps, it is a strong signal that a fresh evaluation is overdue. The good news is that the right guidance can turn those gaps into opportunities quickly and efficiently.

Take the Next Step Toward a Healthier, More Engaged Team

Your employees are your organization's greatest asset, and the benefits you offer are one of the most direct ways to protect and honor that asset. Investing in comprehensive dental coverage is not simply a line item on a benefits spreadsheet — it is a statement about the kind of workplace you are committed to building.

Combs & Company brings more than two decades of experience helping businesses design employee benefits programs that balance cost, coverage, and genuine value. From evaluating your current dental plan to comparing carrier options and educating your team, their experts handle the complexity so you can focus on running your business. If you are ready to explore what a stronger dental benefits strategy could look like for your organization, now is the ideal time to start that conversation.

Visit Combs & Company's dental benefits page to learn more about their group dental insurance brokerage services — or reach out directly to schedule a discovery meeting. Your team's healthier, happier future starts with a single conversation.

How to Choose the Best Medical Benefits for Employees: A Complete Employer's Guide

Fri, 19 Jun 2026 22:00:08 GMT

Choosing the right medical benefits for your employees is one of the most consequential decisions a business leader will make in 2026. In a labor market where skilled professionals weigh total compensation packages just as carefully as base salary, the quality of your group health coverage can determine whether your organization attracts the people it needs — or loses them to a competitor down the street. Yet despite its importance, selecting and designing an employee medical benefits plan remains one of the most complex, time-consuming challenges HR teams and business owners face each year.

The complexity isn't accidental. Healthcare is layered with variables: carrier networks, deductible structures, premium-sharing arrangements, compliance obligations, and an ever-evolving regulatory landscape. Add to that the reality that no two workforces are identical — a team of 25-year-old software developers has profoundly different healthcare priorities than a multigenerational manufacturing crew — and it becomes clear why a one-size-fits-all approach so often falls short. The good news is that with the right framework and the right guidance, employers of virtually any size can build a medical benefits strategy that genuinely works for their people and their bottom line.

This guide walks through the essential considerations involved in choosing the best medical benefits for employees, starting where every strong benefits strategy must start: with a clear-eyed understanding of who your employees are and what they actually need from their health coverage.

Start With Your People: Assessing Workforce Demographics and Health Needs

Before you compare a single carrier quote or evaluate a single plan design, it pays to take stock of your workforce. Demographic factors — age distribution, family status, geographic spread, income levels, and even the nature of the work itself — all have a direct bearing on which types of coverage will deliver the most value. A benefits plan that earns high marks from employees is almost always one that was designed with those employees in mind from the very beginning.

Consider a few of the dimensions worth examining when you assess your workforce:

Age and life stage: Younger employees may prioritize lower monthly premiums and robust mental health or preventive care benefits, while older employees or those with families often place greater weight on low out-of-pocket maximums, specialist access, and prescription drug coverage.
Family composition: The proportion of employees who will need dependent coverage — spouses, children, or domestic partners — significantly affects overall plan utilization and cost modeling.
Geographic distribution: If your team works across multiple states or regions, you'll need to evaluate whether national carrier networks or regional options best serve each employee population. Remote and hybrid work arrangements, which remain widespread heading into mid-2026, have made multi-state coverage a routine consideration for businesses that might once have focused on a single metro market.
Health utilization patterns: Reviewing historical claims data (where available and appropriately anonymized) can reveal whether your workforce tends toward high utilization of specialist services, maintenance medications, or preventive care — insights that directly inform plan design decisions.
Income range: Employees in lower wage brackets may struggle with high-deductible plans even when premiums are low. Premium contribution strategies should account for the full financial picture your team is navigating.

Alongside internal data, direct employee input is invaluable. Surveys — brief, anonymous, and easy to complete — can surface priorities that demographic analysis alone won't reveal. Employees may express strong preferences for telehealth access, mental health parity, specific pharmacy benefits, or access to particular hospital systems. Gathering that feedback before making coverage decisions not only produces better outcomes; it also signals to your team that their voices shape the benefits they receive, which itself has a positive effect on engagement and satisfaction.

Why Employee Medical Benefits Are a Strategic Business Asset

It's worth pausing to name something that experienced HR leaders already know but that sometimes gets lost in the administrative grind of open enrollment season: medical benefits are not simply a line item on the expense ledger. They are a direct expression of organizational values, and employees read them accordingly.

When a company invests in comprehensive, thoughtfully designed health coverage, the effects ripple across the business in measurable ways. Employees who have access to quality healthcare are more likely to address health issues proactively, reducing the kind of prolonged absences that come from deferred treatment. Organizations that offer competitive benefits packages consistently report advantages in recruiting, particularly in sectors where talent competition is fierce. And the loyalty effect is real — employees who feel that their employer genuinely invests in their wellbeing tend to stay longer, reducing the substantial costs associated with turnover and rehiring.

Working with a dedicated group health insurance brokerage like Combs & Company gives employers a significant advantage in this process. Rather than navigating the carrier marketplace alone, businesses gain access to expertise that translates directly into better plan designs, more competitive pricing, and ongoing support that extends well beyond the initial enrollment period. The difference between a benefits partner and a simple transaction-based vendor shows up most clearly when an employee has a claims issue, when renewal season brings unexpected cost increases, or when regulatory changes require plan adjustments — all situations where having a knowledgeable advocate in your corner matters enormously.

The stakes are high, and they're worth taking seriously. Understanding your workforce is the essential first step. From that foundation, the work of evaluating coverage options, comparing carriers, and building a plan that truly fits your organization becomes far more tractable — and far more likely to produce results that employees and leadership alike will value for years to come.

Evaluating the Right Coverage Options for Your Workforce

Once you have a clear picture of what your employees need, the next step in understanding how to choose the best medical benefits for employees is carefully evaluating the types of plans available and how they measure up against your company's priorities. The group health insurance landscape offers several distinct plan structures, and no single option is universally superior. The right choice depends on the size of your workforce, your budget, the geographic spread of your team, and the level of flexibility your employees expect from their coverage.

Each major plan type comes with its own trade-offs between cost, provider access, and administrative complexity. Getting familiar with these differences is essential before committing to a benefits package that will affect your entire organization.

Common Types of Group Medical Benefit Plans

Understanding the core plan structures is a foundational step. Here is a breakdown of the most widely offered options in the employer-sponsored health insurance market:

Health Maintenance Organization (HMO): HMO plans require employees to select a primary care physician and obtain referrals to see specialists. They typically offer lower premiums and out-of-pocket costs, but limit coverage to a defined network of providers. These plans work well for employers with workforces concentrated in a specific geographic area.
Preferred Provider Organization (PPO): PPO plans offer greater flexibility, allowing employees to see any licensed provider without a referral, though staying in-network results in lower costs. Premiums tend to be higher, but the freedom of choice makes these plans popular with employees who have established relationships with specific doctors or specialists.
High-Deductible Health Plan (HDHP) with HSA: HDHPs pair lower monthly premiums with higher deductibles and are often combined with a Health Savings Account (HSA), which allows employees to set aside pre-tax dollars for qualified medical expenses. This structure appeals to younger, generally healthier employees and can help employers manage premium costs while still offering meaningful coverage.
Exclusive Provider Organization (EPO): EPOs combine elements of HMOs and PPOs — employees do not need referrals, but coverage is limited strictly to in-network providers except in emergencies. They can offer a middle-ground cost profile for certain workforce compositions.
Point of Service (POS): POS plans require a primary care physician like an HMO but allow out-of-network access at a higher cost, similar to a PPO. They offer flexibility while still encouraging employees to work within a coordinated care model.

Weighing Cost-Effectiveness Across Plans and Carriers

Premium cost is often the first number employers look at, but it should never be the only consideration. The true cost of a group health plan includes deductibles, copays, coinsurance, out-of-pocket maximums, and the administrative burden placed on your HR team. A plan with a lower monthly premium may ultimately cost employees more when they actually need care, which can breed dissatisfaction and undermine the goodwill that benefits are meant to generate.

Carrier selection matters as much as plan type. Different insurers have varying provider networks, customer service reputations, claims processing efficiency, and pharmacy benefit structures. Comparing carriers side by side — not just on price, but on network breadth and member satisfaction — is a critical part of designing a benefits package that holds up in practice, not just on paper.

When evaluating cost-effectiveness, consider these factors alongside premium rates:

Network adequacy: Does the carrier's network include the hospitals and specialists your employees are most likely to need, particularly in the zip codes where your workforce lives?
Prescription drug coverage: Formulary design and tiering can significantly affect employees' out-of-pocket costs for ongoing medications.
Preventive care coverage: Plans that cover preventive services at no cost to the employee can reduce long-term claims costs and improve workforce health outcomes.
Employer contribution flexibility: Some carriers and plan structures offer more flexibility in how employer and employee premium contributions are structured, which can help you design a package that works within your budget while still being competitive.
Administrative tools and technology: Online enrollment platforms, mobile apps, and HR integration tools vary considerably between carriers and can meaningfully reduce the administrative burden on your team.

Customizing Plans to Reflect Your Company's Culture and Goals

A benefits package is also a cultural statement. The plans you offer communicate what your organization values and how seriously you take the well-being of your people. A tech startup with a young workforce may prioritize mental health benefits, telehealth access, and HSA-eligible plans. A professional services firm with a diverse, multi-generational team may need a tiered offering that gives employees choices across different coverage levels and price points.

Aligning your medical benefits strategy with your broader company culture means going beyond checking the minimum compliance box. It means thinking about which benefits will actually be used, which will resonate with your specific employee population, and which will differentiate you in a competitive hiring market. In June 2026, employer-sponsored health coverage remains one of the most consistently valued components of a total compensation package, and employees increasingly evaluate benefit quality — not just salary — when deciding where to work and whether to stay.

Working with a knowledgeable group health insurance brokerage like Combs & Company gives employers access to expert guidance through this evaluation process. Rather than navigating carrier negotiations and plan comparisons independently, you gain a dedicated partner who understands both the market and your specific organizational context — ensuring that the plans you select genuinely serve your workforce and support your long-term business goals.

Beyond the core medical plan, a well-rounded benefits strategy often incorporates supplemental offerings that address gaps in standard coverage. Pairing group health insurance with options like dental, vision, short-term disability, and voluntary benefits creates a more comprehensive safety net and signals to employees that their overall well-being — not just acute medical needs — is a priority. Building this kind of layered benefits architecture is where thoughtful plan design makes a measurable difference in employee experience and organizational resilience.

Rolling Out Your Medical Benefits Plan the Right Way

Choosing the right group health insurance plan is only half the battle. Even the most comprehensive, thoughtfully designed medical benefits package can fall flat if employees don't understand what they have access to — or how to use it. A successful rollout is what transforms a strong plan on paper into genuine, day-to-day value for your workforce.

As you head into the second half of 2026, now is an ideal time to audit how your current benefits are being communicated and utilized. Open enrollment periods, onboarding cycles, and mid-year check-ins all represent opportunities to reinforce education and engagement. If employees aren't using their benefits effectively, the investment your company is making isn't reaching its full potential.

Best Practices for Communicating Employee Medical Benefits

Clear, consistent communication is one of the most important factors in a successful benefits strategy. Employees who understand their coverage are more likely to use it proactively — which supports better health outcomes and reduces the kind of reactive, high-cost care that drives premiums up over time.

When rolling out or refreshing your medical benefits program, consider the following communication strategies:

Host dedicated benefits education sessions — live walkthroughs, whether in person or virtual, give employees a chance to ask questions in real time and feel confident about their choices.
Provide plain-language plan summaries — avoid industry jargon wherever possible. Employees should be able to quickly understand what's covered, what their cost-sharing responsibilities are, and how to access care.
Use multiple channels — email, printed guides, employee portals, and team meetings all serve different communication preferences. A layered approach reaches more people more effectively.
Highlight the full scope of available benefits — many employees are unaware of supplemental options like vision, dental, or voluntary benefits that may be included or available to them.
Create an easy path for follow-up questions — employees need to know where to turn when they have concerns about claims, network providers, or plan details.

Ongoing Optimization: Benefits Don't Stop at Enrollment

One of the most common mistakes employers make is treating benefits as a once-a-year conversation. In reality, the most effective benefits strategies are living, evolving programs that are regularly reviewed against workforce needs, cost trends, and carrier performance.

Ongoing plan optimization means staying ahead of changes before they become problems. It means reviewing utilization data to understand whether employees are accessing care, identifying gaps in coverage that may be causing out-of-pocket burden, and benchmarking your offerings against what comparable employers in your industry are providing. In a competitive hiring environment, your benefits package is part of your employer brand — and it needs to stay relevant.

Working with an experienced group health insurance brokerage gives you access to the kind of ongoing support that makes a real difference. Rather than navigating carrier negotiations, compliance updates, and plan comparisons on your own, you have a dedicated partner who stays engaged throughout the year — not just during renewal season.

What a Strong Medical Benefits Partner Looks Like

When evaluating how to choose the best medical benefits for employees, the broker relationship matters just as much as the plan itself. The right partner doesn't just present options — they help you think through the trade-offs, manage complexity, and advocate for your organization when it counts.

Here's what to look for in a medical benefits partner:

Deep carrier relationships — access to a broad market means more competitive options and better negotiating leverage on your behalf.
Customization over one-size-fits-all solutions — your workforce has specific needs, and your plan should reflect that.
Proactive compliance guidance — regulations around employer-sponsored health coverage continue to evolve, and your broker should keep you informed and ahead of any changes.
Transparent, ongoing communication — you should always know the status of your plan, your renewals, and your options.
Employee-level support — the best partners don't just serve HR teams; they help individual employees understand and navigate their benefits when questions arise.

Your Next Step Toward a Healthier, More Supported Workforce

Building a medical benefits strategy that genuinely works — for your budget, your culture, and your people — takes expertise, attention to detail, and a partner who understands what's at stake. Whether you're designing a benefits package for the first time, reassessing a program that's no longer meeting your needs, or looking to expand coverage options heading into the next plan year, the right guidance makes all the difference.

At Combs & Company , the team is ready to help you build a comprehensive medical benefits strategy that reflects your organization's values and supports your employees at every stage. From initial assessment through plan design, employee education, and year-round optimization, Combs & Company serves as a dedicated partner committed to making your benefits work harder for everyone they cover.

Your employees show up for your business every day. A strong medical benefits plan is one of the most meaningful ways to show up for them. Don't leave that opportunity on the table — reach out to Combs & Company today, schedule your discovery call, and take the first step toward a benefits strategy built for the way your organization actually works.

The Best General Liability Insurance for Small Business: Essential Protection for Everyday Risks

Fri, 05 Jun 2026 16:04:04 GMT

Running a small business comes with numerous responsibilities, including ensuring its protection against various risks. One of the most crucial types of insurance for any small business is General Liability Insurance (CGL) , which provides vital coverage to safeguard your business against potential liabilities. Every day, businesses face a variety of risks that could result in financial loss, and CGL can help mitigate these risks effectively.

According to industry studies, the average small business is exposed to various liability risks, including customer injuries, property damage, and advertising mistakes. These risks can lead to costly lawsuits that can severely affect a company’s bottom line. It's essential for business owners to understand what general liability insurance covers and how it can be a lifesaver for their operations.

Common Risks Faced by Small Businesses

Small businesses, regardless of their industry, encounter a range of liability risks on a daily basis. Here are some of the typical scenarios that can lead to liability claims:

Customer Injuries: An injury occurring on your business premises can result in a lawsuit if the injured party seeks compensation for medical costs.
Property Damage: Damage caused to a client's or third party's property by your business operations can lead to a claim that requires financial reimbursement.
Advertising Errors: Mistakes made in advertisements, such as claims of copyright infringement or defamation, can lead to significant legal challenges.

The financial implications of not having proper coverage in place can be devastating, potentially leading to bankruptcy. By securing general liability insurance, you equip your business with the protection needed to handle such situations confidently.

Key Coverage Components of General Liability Insurance

General Liability Insurance offers various coverage components designed to protect your business from a broad spectrum of liability exposures:

Bodily Injury: This covers medical expenses if someone is injured on your business premises or through your products or services.
Property Damage: This coverage applies to damages that your business may cause to a third party’s property.
Personal and Advertising Injury: Protects against claims for libel, slander, or copyright infringement.
Legal Defense Costs: Provides coverage for attorney fees and court costs, even if the lawsuit has no merit.
Medical Payments: This aspect covers medical expenses for injuries that occur on your business premises, without requiring a lawsuit.

By understanding these essential components, small business owners can make informed decisions regarding the necessary coverage needed to protect their operations. Investing in general liability insurance is a proactive step towards ensuring peace of mind, allowing you to focus on what matters most: growing your business and serving your customers effectively.

In summary, as a small business owner, navigating the landscape of risks is crucial for long-term success. Understanding General Liability Insurance is the first step in safeguarding your business against the unpredictable challenges that can arise.

Why Every Small Business Needs General Liability Insurance

In today's fast-paced business environment, securing your small business with General Liability Insurance (CGL) is not just a good idea—it's a fundamental necessity. Every small business, regardless of its nature, can face various risks that could potentially lead to debilitating financial consequences. Understanding who should consider this coverage is the first step toward ensuring a robust safety net for your operations.

Who Should Consider General Liability Coverage?

General Liability Insurance is essential for a wide range of business sectors, including:

Professional Services: Consultants, agencies, and freelancers often interact with clients in various settings, making them susceptible to liability claims.
Retail and Hospitality: Stores and restaurants serve customers daily, increasing the likelihood of incidents that could lead to injury claims or property damage.
Construction Companies: The nature of construction work makes these businesses vulnerable to accidents and property damage, requiring solid liability coverage.
Technology Firms: With the rise of digital products and services, these companies often face unique liability issues related to data breaches and service interruptions.

No matter your industry, having General Liability Insurance in place serves as a critical protective measure against unforeseen events that could disrupt operations.

Benefits of Having General Liability Insurance

Investing in General Liability Insurance brings numerous advantages to your business:

Financial Protection: It shields your business from unexpected claims, mitigating the financial impact of incidents that could otherwise lead to severe losses.
Enhanced Credibility: Holding a robust liability policy communicates reliability and professionalism to clients and partners, building trust and respect.
Peace of Mind: Business owners who are covered can focus on growth and enhancing their service without the constant worry of potential liabilities.

The Risks of Going Uninsured or Underinsured

Choosing to operate without adequate General Liability Insurance can lead to dire consequences. Many small businesses have faced catastrophic repercussions due to unexpected claims:

Legal Claims: Without insurance, a single lawsuit can drain a business’s financial resources, potentially leading to bankruptcy.
Reputation Damage: Incidents that result in claims can also harm your business’s reputation, making it harder to recover even with financial stability.
Increased Stress: Uninsured business owners often bear the burden of worrying about every possible risk, detracting from their focus on strategic growth.

In real-world scenarios, businesses have faced lawsuits from minor incidents, resulting in significant financial losses and operational disruptions. These examples stress the importance of being adequately insured to avoid placing your business at risk.

In conclusion, investing in General Liability Insurance is not merely a protective measure—it is an essential strategy for sustaining your business amidst unpredictable risk. With the right coverage in place, business owners can navigate potential hazards effectively while concentrating on what truly matters: expanding their business and serving their clientele with confidence.

Choosing the Right General Liability Insurance Provider

When it comes to selecting the best general liability insurance for small business, the right provider makes all the difference. Combs & Company stands out as a trusted partner, offering a unique blend of personalized service and tailored coverage solutions that cater specifically to the needs of your small business.

The Combs & Company Advantage

At Combs & Company, we don’t just offer insurance; we provide peace of mind. Our dedicated team takes the time to understand the unique risks your business faces and works collaboratively with you to develop a comprehensive insurance strategy. Our focus on:

Tailored Policy Recommendations: We analyze your specific business needs to recommend the most suitable coverage.
Fast, Transparent Quoting Process: We ensure you have clear insights into your policy options without hidden costs.
Ongoing Support and Risk Evaluation: We’re with you every step of the way, reassessing your needs as your business evolves.
Experienced Team: Our experts have a wealth of knowledge across diverse industries, enabling us to provide relevant advice.

How to Get Started with Combs & Company

Getting started with Combs & Company is straightforward:

Schedule a Free Discovery Call: Our experts are ready to discuss your business’s unique circumstances and how we can help.
Consult with Our Team: We will analyze your situation and provide recommendations tailored to your specific requirements.
Receive Your Customized Coverage Plan: Get a clear understanding of your coverage options so you can make informed decisions.

Final Thoughts on Securing Your Business with the Best General Liability Insurance

In summary, General Liability Insurance is not just an option—it's a necessity for small businesses. It safeguards against everyday risks and helps ensure the longevity and success of your operations. With the right coverage, such as that offered by Combs & Company , you can confidently navigate the complexities of business ownership.

Don’t leave your business unprotected. Take action today by scheduling a discovery call with our knowledgeable team at Combs & Company. We’re here to help you assess your coverage needs and provide expert guidance tailored to your business objectives. Invest in your peace of mind and set your business up for success—contact us today!

How Do I Get Liability Insurance for My Business: Your Comprehensive Guide

Fri, 05 Jun 2026 15:56:26 GMT

What Is Liability Insurance?

Liability insurance is an essential type of coverage designed to protect businesses from financial loss due to claims of negligence, personal injury, or damage to property. Whether your enterprise is a small startup or an established corporation, having liability insurance is crucial for shielding your assets against unforeseen legal actions.

The primary purpose of liability insurance is to provide a safety net that can cover costs associated with lawsuits, including legal fees and settlements. This kind of insurance not only safeguards your business's financial resources but also its reputation, allowing you to operate with confidence and peace of mind.

Types of Liability Insurance Available

General Liability Insurance

General liability insurance is often the cornerstone of business insurance policies. It covers a range of issues, including bodily injury and property damage claims made by third parties. Most commercial leases even require businesses to carry this insurance to protect against potential claims arising from accidents on the premises.

However, while it offers broad coverage, general liability insurance typically has exclusions, including damage to your own property, professional errors, or intentional acts. Understanding these limitations is key in assessing if additional coverage may be necessary.

Product Liability Insurance

If your business involves selling goods, product liability insurance is indispensable. It protects your company from claims arising from defective products that cause injury or damage. Such insurance is particularly important for businesses involved in manufacturing, retailing, or distributing products, as a single claim can be financially devastating.

Manufacturers and retailers must ensure that their coverage aligns with the types of products they offer, taking into account various risks related to product safety and consumer protection.

Professional Liability Insurance

Professional liability insurance, also known as errors and omissions insurance, is vital for businesses that provide professional services, such as consultants, lawyers, and accountants. This coverage protects against claims of negligence or failure to perform professional duties.

The need for this insurance arises from the potential for costly lawsuits stemming from perceived mistakes or inadequate services provided to clients. Therefore, having adequate professional liability insurance is crucial in building trust with customers while safeguarding your business from financial pitfalls.

Employment Practices Liability Insurance

Employment practices liability insurance (EPLI) covers businesses against claims made by employees related to issues such as discrimination, wrongful termination, or harassment. In today’s work environment, where such claims are increasingly common, having EPLI can mitigate the financial impact of legal actions.

This coverage is vital for maintaining a fair and compliant workplace and can also enhance the overall employee experience, fostering a positive corporate culture.

By understanding the different types of liability insurance available, you can then examine the specific needs of your business and make informed decisions to safeguard your operations.

Why Every Business Needs Liability Insurance

Operating a business comes with its own set of risks, and lack of adequate liability insurance can leave you vulnerable to hefty financial burdens resulting from unexpected claims. Without liability insurance, a single incident could lead to significant legal expenses, settlements, or jury verdicts that could threaten your business's very existence.

Consider the following risks:

A customer slips and falls in your store, resulting in a medical claim that could cost tens of thousands of dollars.
A client alleges that a service you provided was negligent, claiming damages that could run into hundreds of thousands.
Your product malfunctions, injuring someone and prompting expensive recall procedures.

Real-life examples reinforce the necessity of liability coverage:

A small restaurant was sued for a slip and fall incident that resulted in a $50,000 settlement. Had they carried liability insurance, their policy would have covered legal fees and the settlement costs.
A digital marketing agency faced a lawsuit from a client over contract disputes, costing them $250,000 in legal expenses. They learned the hard way the importance of having professional liability coverage.

Identifying Specific Coverage Requirements

The specific liability insurance needs will vary significantly depending on your industry, the size of your business, and the nature of your operations. Here are some crucial factors to consider:

Industry Risk Profile: Different sectors face different risks. For instance, a construction company might need more comprehensive coverage than a digital consultancy due to the higher physical risks involved.
Business Size: Larger businesses often face more complex risks and might need higher coverage limits, while small businesses would need a policy that reflects their smaller scale but still addresses potential liabilities.
Operational Nature: The activities you engage in will determine your liability exposure. A business offering professional services will need different insurance compared to a retail store.

Engaging with a knowledgeable insurance broker can help in tailoring a coverage plan that meets your unique business needs, ensuring you are not underinsured or overpaying for excess coverage.

How to Evaluate Your Current Coverage

Regular assessment of your liability insurance is essential as your business evolves. Here’s how to effectively review your existing policy:

Check Coverage Limits: Ensure that your policy limits are still adequate for your current operations. Increasing business size or expanding services may require higher coverage limits.
Review Exclusions: Understand what is not covered under your policy. Many businesses are surprised to learn that certain risks are excluded from their coverage, leading to potential vulnerabilities.
Assess Additional Insurances: If you have taken on new business activities or products, consider whether your current policy still adequately covers your expanded scope.
Ask the Right Questions: Consult with your insurance provider about any changes in the legal landscape or industry standards that might necessitate an update to your coverage.

Always keep communication open with your insurer. They can help you navigate your specific needs and suggest the best course of action to ensure comprehensive coverage.

For tailored advice and solutions specifically for your business, schedule a consultation with Combs & Company. Protecting your business against liabilities begins with understanding your unique needs.

The Steps to Obtain Liability Insurance

Step 1: Assess Your Risk Exposure

Before seeking liability insurance, it’s crucial to thoroughly assess your business’s specific risks. This involves filling out a detailed questionnaire or checklist that addresses various factors affecting your operations. Key components to consider include:

Nature of your business: Identify the primary activities and services you offer.
Customer interactions: Evaluate how you engage with clients and the potential for claims.
Property and premises: Consider the physical aspects of your business location(s) and associated risks.
Employee activities: Examine workplace safety and any inherent risks associated with your industry.

Comprehensive risk assessment will provide a strong foundation for selecting suitable insurance coverage.

Step 2: Research and Compare Insurance Providers

Once you have a clear understanding of your risk exposure, the next step is to research and compare various insurance providers. It’s important to understand the market landscape and assess carrier reliability. Consider these factors:

Premium Costs: Compare average premiums across providers to gauge what’s reasonable for your budget.
Coverage Limits: Ensure that the policy limits offered align with your potential risks.
Customer Service: Investigate the reputation of each provider. Online reviews and testimonials can be insightful.

Don’t hesitate to reach out to multiple providers to get quotes and discuss your requirements. Each company may offer different options that suit your business needs.

Step 3: Consult with Insurance Professionals

Engaging with insurance agents or brokers adds tremendous value to the process of obtaining liability insurance. Professionals who understand your business can provide tailored advice and recommendations. Benefits of working with specialists include:

Expertise: Agents can simplify complex insurance concepts and guide you through your options.
Customization: Experts like those at Combs & Company can help tailor coverage that meets your specific goals and risks.
Claims Support: A knowledgeable agent can assist you during the claims process, ensuring you’re well-supported when facing incidents.

Common Misconceptions About Liability Insurance

Despite its importance, many misunderstand liability insurance. Here, we clarify some common myths:

Myth: Liability insurance is too expensive.
Reality: While prices vary, the potential cost of not having coverage is far greater, making it a necessary investment.
Myth: Only larger businesses need liability insurance.
Reality: Every business, regardless of size, faces risks that could lead to substantial claims.
Myth: General liability insurance covers everything.
Reality: Each policy has specific exclusions and limitations, so understanding these is crucial.

It’s essential to do thorough research and consult with experts to ensure you have the right information and coverage for your business.

Conclusion: Secure Your Business’s Future Today

The importance of proactive liability insurance cannot be overstated. Investing in the right coverage is vital to protecting your business from the uncertainties that come with operations. Don’t leave your future up to chance—schedule a consultation with Combs & Company today. Our team will work with you to develop customized coverage solutions that secure your assets and ensure peace of mind as you focus on growing your business. Act now to protect your company and its future!

Understanding When You Must Offer Employee Benefits to Attract and Retain Top Talent

Fri, 05 Jun 2026 15:32:05 GMT

In today’s competitive job market, offering comprehensive employee benefits has become a crucial element in attracting and retaining top talent. Potential employees often evaluate job offers based on salary and benefits packages, making it essential for businesses to understand when do you have to offer benefits to employees to remain appealing in the eyes of job seekers.

Employee benefits are more than just perks; they are a critical promise to your workforce. By providing a well-rounded benefits package, businesses demonstrate that they value their employees’ well-being and are committed to fostering a positive work environment. This commitment leads to higher employee satisfaction and loyalty, ultimately enhancing company culture and productivity.

The Value of Employee Benefits

Comprehensive employee benefits play an indispensable role in achieving employee satisfaction. When employees feel that their needs are being met—be it through healthcare coverage, retirement plans, or other perks—they are more likely to develop a sense of loyalty to the company. Keeping talented individuals within the organization not only reduces the costs associated with high turnover but also contributes to a more cohesive and engaged workplace.

Benefits act as a promise to employees, demonstrating an investment in their future and happiness. Companies that offer robust benefits can instill a sense of belonging and purpose amongst their teams, often translating to increased motivation and productivity.

Legal Requirements

Understanding the legal landscape surrounding employee benefits is crucial for compliance and effective human resource management. Various federal and state laws govern employee benefits, with mandates that can depend on the size of the company. For example, the Affordable Care Act (ACA) requires businesses with 50 or more full-time employees to provide health insurance. Failure to comply can lead to significant penalties.

Small Businesses: Even small businesses should consider offering benefits such as medical and retirement plans, even if not mandated by law, to attract talented employees.
Company Size: Employers with fewer than 50 employees are not subject to the ACA's employer mandate; however, offering health benefits can still vastly improve employee satisfaction.
State Mandates: Some states require additional benefits that may not be covered at the federal level, such as bereavement leave or paid family leave.

Navigating these laws can be complex, making it essential for business owners to stay informed about the requirements specific to their industry and location. Being proactive about compliance not only avoids legal issues but also enhances your company’s reputation among current and prospective employees.

In conclusion, recognizing the importance of employee benefits is vital for any business looking to create a productive and loyal workforce. As an employer, understanding when do you have to offer benefits to employees ensures not only compliance with the law but also a competitive edge in attracting and retaining talent.

Types of Employee Benefits Companies Should Consider

When examining when do you have to offer benefits to employees , it’s crucial to understand the various types of employee benefits that not only enhance well-being but also contribute to productivity within an organization. Employers have a diverse array of options available, and making informed choices can significantly impact employee satisfaction and retention.

Overview of Essential Benefits

Comprehensive benefits are foundational in fostering a positive work environment. Below are key types of employee benefits that every company should consider:

Medical, Dental, and Vision Coverage: These are vital for maintaining employee health and well-being. Access to quality care can reduce stress, increase focus, and ultimately result in higher productivity.
Short-Term and Long-Term Disability Insurance: This coverage protects employees' incomes during times of temporary or extended illness, providing peace of mind that they won’t face financial hardship.
Life and Long-Term Care Insurance: These benefits ensure financial security for employees’ families and provide support in future healthcare needs.

Implementing such benefits not only attracts talent but also fosters loyalty among current employees. By recognizing the importance of healthcare and security, companies affirm their commitment to their workforce.

Voluntary and Executive Benefits

For many employees, the ability to customize their benefits package enhances job satisfaction. Voluntary benefits , which might include accident, critical illness, or supplemental coverage, allow employees the flexibility to tailor their coverage based on personal or family needs. This level of choice empowers employees, making them feel valued within the organization.

Furthermore, executive benefit plans are particularly important for retaining high-level management. These plans may include additional perks such as enhanced retirement contributions, stock options, and more comprehensive healthcare packages. Attracting and retaining executives is crucial for organizational stability, and providing tailored benefits is an effective strategy.

Global and Special Circumstance Coverage

In a global economy, businesses with international operations must consider global and special circumstance coverage . For instance, international travel insurance becomes essential for protecting employees who travel for business. This ensures employees are covered during emergencies abroad, contributing to a sense of security.

Additionally, certain industries may benefit from unique coverage options. For example, companies focusing on wellness programs can offer benefits that promote mental and physical health, such as gym memberships or mental health counseling, which show a dedication to overall employee wellness.

As organizations assess when do you have to offer benefits to employees , they must weigh the options that best suit their workforce's needs and the company’s operational context. With a mix of required and optional benefits, businesses can create compelling packages that attract and retain talent, ensuring they remain competitive in their respective markets.

Customizing Your Employee Benefits Package

When it comes to when do you have to offer benefits to employees , the key lies in understanding the specific needs of your workforce. Assessing employee demographics can provide valuable insights into what benefits will resonate most with your team. For example, younger employees may prioritize student loan repayment or wellness programs, while older employees might value retirement savings and health insurance more highly.

By conducting demographic analyses and employee satisfaction surveys, companies can tailor their benefits packages to address the unique needs of their workforce. This investment in understanding leads to a more engaged and satisfied team.

Certain Things to Consider When Crafting Your Package:

Company Goals: Align your benefits with your company’s mission and values to present a cohesive message about what your organization stands for.
Employee Preferences: Use feedback mechanisms to gather information on what benefits employees favor; this ensures that the offerings are seen as both relevant and valuable.
Market Trends: Keep an eye on industry trends in employee benefits to stay competitive and relevant in your sector.

At Combs & Company, we pride ourselves on our tailored approach to employee benefits solutions. Our expertise enables us to assist businesses in creating customized benefits packages that not only meet legal requirements but also resonate with employees. By adopting a personalized approach, we help organizations cultivate a culture of care and support that enhances employee loyalty.

The Impact of Seasonal and Economic Changes

As external factors such as economic conditions evolve, so too should your benefits offerings. Market trends can significantly influence what benefits are in demand. For instance, during times of economic uncertainty, employees might prioritize job security and benefits like short-term disability or health insurance over more discretionary offerings.

However, economic growth periods might see an increase in demand for additional benefits like tuition reimbursement or enhanced wellness programs. This responsiveness to changing external conditions demonstrates that a company is committed to supporting its employees through thick and thin.

Adapting to Employee Needs Over Time

As you refine your offerings, remember that employee expectations can evolve over time, especially as new generations enter the workforce. Younger generations often seek more flexible, customizable benefits that fit their lifestyles. Employers who adapt to these changes are likely to attract top talent and maintain high levels of employee satisfaction.

Conclusion

In summary, understanding when do you have to offer benefits to employees is critical for any organization aiming to stay competitive. Offering attractive and relevant employee benefits is not just about compliance; it's about creating a fulfilling workplace culture that recognizes and addresses the needs of employees.

If your organization is ready to take a closer look at its current employee benefits package, we encourage you to reach out to Combs & Company. Our team is here to help you develop customized solutions that fit your needs and keep you ahead in the competitive landscape. Start your journey to better employee benefits today!

For more information, visit our site: Combs & Company Employee Benefits .

The Syrup – Small Moments That Make Life Meaningful

Mon, 24 Mar 2025 16:54:00 GMT

The success of the Pancakes for Roger campaign isn’t measured in dollars raised or photos collected. It’s about the stories people share, the memories they honor, and the way this tradition continues to bring people together.

Click Here for the original post at BenefitsPro

By Susan L. Combs | March 21, 2025 at 02:40 PM

Every February, the world joins me in honoring my dad, Major General Roger E. Combs , by taking a moment to eat pancakes and take some pics. Simple, right? But Pancakes for Roger was never really about breakfast, and to be honest, it was never just about a man who broke my heart at the end of his life when he made a simple request for a favorite food. It was about what that request represented: gratitude, connection, and the small moments that make life meaningful.

Smashing records and setting the bar even higher

In 2025, we set out with ambitious goals: raise funds for the University of Missouri School of Law Veterans Clinic and gather 1,000 photos from around the world of people celebrating Pancakes for Roger month. Well, we didn’t just meet those goals—we smashed them .

Thanks to our generous sponsors and corporate matching donors, we raised over $13,000 for the Veterans Clinic, ensuring that those who have served our country get the legal support they need.
We collected pancake pictures from all 50 states, Washington, D.C., as well as 25 countries, and six continents.
And that 1,000-photo goal? We hit 1,142 submissions!

Yes, we had people eating pancakes on the beaches of New Zealand , in the mountains of Switzerland, and at kitchen tables across the U.S. We had military veterans, families, business teams, and complete strangers all taking part in something bigger than breakfast. That’s the power of a shared tradition.

More than just a meal

The success of the Pancakes for Roger campaign isn’t measured in dollars raised or photos collected. It’s about the stories people share, the memories they honor, and the way this tradition continues to bring people together.

This year, I heard from an active-duty Airman who made pancakes with his kids for the first time since returning home from deployment. A group of law students at Mizzou sat together over breakfast, discussing how they hope to help veterans through their future work. A woman in Japan told me she made pancakes in honor of her grandfather, a fellow veteran, who had passed away years ago. These are the moments that make this campaign special.

Because at its core, Pancakes for Roger is about remembering the little things — the moments we too often take for granted. It’s about slowing down, pulling up a chair, and taking a moment to be grateful. My dad knew that. And whether he was piloting CH-46 helicopters or sitting in a courtroom, he never lost sight of what mattered most.

What’s next?

This campaign started as a personal way to honor my dad, but it has grown into something bigger than I could have ever imagined. And we’re not done yet.

As a full-fledged non-profit, we are partnering with other non-profits around the country to make the greatest impact on veterans’ needs as we grow our endowment fund. Our mission is clear:

Creating pathways to improve the lives of veterans and their communities.

With the continued support of this incredible community, we will create lasting change for those who have served.

Thank you!

To everyone who participated, donated, shared, and made Pancakes for Roger 2025 a success—thank you. You are part of something special. And I know my dad is looking down, smiling, probably wondering how the hell we got we got a mule and a pig to pose for pancake pics!

I would also be remiss if I didn’t take a moment to acknowledge something else: Being a part of the insurance industry has afforded me the ability to launch this non-profit. The relationships I’ve built, the opportunities I’ve had, and the people who have stepped up to help have been instrumental in taking Pancakes for Roger to the next level.

A special thank you to some incredible individuals from our industry who have gone above and beyond this year through their efforts:

Eric Silverman, Angela Kidd, Antinea Martin, Allison De Paoli, Stephanie Berger, Jolene Bibian, Dr. Cristin Dickerson, Dawn McFarland, Taylor Miles, Jenny Weaver, Talia Hansen, Marie Goldbeck-Strunk, Senator Kristin Dassler-Alfheim, Juli McNeely, Kyle Gorman, Ali Goodwin, Sara Walker Hite, Amanda Brewton, Colleen Blum, David Mordo, David Smith, Lisa Laliberte, Robin Tefft, and Julie Parks.

So, as we look ahead, let’s keep the momentum going, keep lifting up our Veterans, and most importantly — keep the syrup flowing.

The Syrup – The power of being teachable

Fri, 14 Jun 2024 09:30:00 GMT

“Be teachable. You’re not always right.” – Anonymous This quote got me thinking about all the people I look up to, both inside and outside of our industry.

By Susan L Combs | June 10, 2024 at 08:13 AM

Click here for original article on BenefitsPro!

If you roll in my circle, you know I’m a massive fan of pictorial quotes that catch my eye on social media. I actually have an album on my phone whereI save these nuggets of information for when I need an internal pep talk or see a friend struggling. I was taught by my late father that if you get a good piece of information, it’s your obligation to share it with someone. After all, if it helped you, it will probably help someone else.

So here is one I heard recently that I thought was such a good reminder:

“Be teachable. You’re not always right.” – Anonymous

Talk about taking a little wind out of your sails, huh? The quote got me thinking about all the people I look up to, both inside and outside of our industry. When I started thinking about what they have in common, I realized that they are always open to learning. Whether sharing an article they read, taking on a new designation, or just learning a new product or process, they are open to making themselves better and helping those around them.

I will tell you, starting a non-profit over the last year has definitely been a reminder of this simple phrase. Serving on non-profit boards, even in a national capacity, doesn’t come close to running one. I’m sure my good friend Stephanie Berger would echo this after launching her Ellevate Foundation in recent years. So many different rules and nuances make it as different from running a for-profit company as different as comparing bicycles to oranges.

What do you do?

I often hear my dad in my head when I screw something up: “Suz, this is a teachable moment.” As long as we find lessons along the way, it can soften the blow of feeling like a failure. But we must remain open. Every time I show someone how to do a task, I think it’s important to give them the freedom to shift the process so that it makes sense to them. I typically say something like, “We’ve got to get from A to B; I don’t care how you do it, just get to B.” Then I show them how I do it, and often they come up with a different way and get the same result. It’s important to check your ego at the door and let someone work in a capacity that makes sense to them.

I also think it’s important to surround yourself with people who give you the grace to learn, even when people see you as being at the top of your game. For example, I’m the last person you want handling your Medicare account, but I have friends like Dawn McFarland or Nancy Giacolone , who let me ask what I deem as “stupid questions” and don’t make me feel like an idiot when I do.

Embracing the mindset of being teachable is essential for personal and professional growth — and sometimes, for avoiding epic fails. Whether saving inspirational quotes, running an insurance brokerage consulting firm, or starting a non-profit, life constantly reinforces the value of remaining open to learning and adapting. It’s about recognizing that we don’t have all the answers and that’s perfectly OK.

My dad was great at reminding me of the teachable moments when I would make a mistake, which sounds a lot better than “You really effed that up!” – though I heard that too when I needed a reality check. Whether you learn by feather or by sword, it’s through these moments that we evolve. By surrounding ourselves with supportive people who encourage us to ask questions and explore new ideas, we not only enrich our own lives but also contribute positively to those around us.

What’s something new you learned recently?

The Syrup – Permission to Soar

Thu, 30 May 2024 17:25:00 GMT

Harrison Butker’s recent controversial commencement speech got me thinking about what I would say to graduates who are embarking on their next journey and reminiscing about some things that were said to me along the way.

By Susan L Combs | May 17, 2024 at 04:59 PM

Click here for original article on BenefitsPro!

I’m on a flight back to NYC from Missouri and I’ve been reflecting a lot about where I come from and where I made my adult life and feeling a lot of gratitude. With graduation season upon us, I think back to when I graduated from high school in 1997, with a class of 15 students in a small farming community called King City, in the Northwest corner of Missouri. I had a full ride in Chemical Engineering with an Air Force ROTC Scholarship to the University of Missouri and I thought my life was all mapped out. What I never expected was basically an opposite career path that involved six declared majors, graduating with a Hospitality degree from the College of Agriculture, Food and Natural Resources and landing a job to be a banquet manager in New York City at the World Trade Center in May of 2001. And then a few short years later, I transitioned into the realm of insurance and have remained here for the past two decades.

When I think about this journey, it reminds me of the quote by Henning Mankell: “You can have more than one home. You can carry your roots with you, and decide where they grow.”

Over the past week, as I was back in Missouri, there was a lot of news about Harrison Butker’s commencement speech, which took place at a small Benedictine college about 30 minutes from where I grew up. Let’s just say as a progressive career woman, there were a lot of parts for me that went over like a lead balloon. I’m not into talking politics or religion, but it got me thinking about what I would say to graduates who are embarking on their next journey and reminiscing about some things that were said to me. So here goes…

Dear Graduate—-

You have permission to soar.

I had a father who had one foot in the world and one foot back on the farm, which means I was shown a unique perspective while growing up. Our mother owned a travel agency, and our father was a Major General in the Air Force and a civilian judge, which allowed my brother Matt and I to be shown the world at a young age. We were exposed to different people, places and ideas that helped us learn that the world was bigger than our backyard; however, we were never dissuaded from returning back to our hometown if that’s what we decided to do.

We were given permission to soar.

We were never told that something was outside of our reach or that we’d be better served by taking an easier road. We were encouraged to dream endlessly, think big, use logic, embrace differences, do for others when we can, build a tremendous work ethic, and that nothing would be handed to us. My father also told us to “be careful of the toes you step on today, because they could be connected to the ass you have to kiss tomorrow.”

They gave us permission to soar.

But the best lesson I think I learned when I reflect on my nearly 20 years as a business owner, is the simple lesson of being open. You will come to a place, some years from now, where you will look back on the points of your life that have made a significant impact in your trajectory in this world. And if you are like me, each point where I had my next big success was when I was open to something new. New certifications or designations in my career, new products to learn and educate others about, new leadership and board opportunities, new roles as a public speaker, author or as a founder of a non-profit. When I was open, I was allowed the fortitude to grow more as a person, to be tenacious, and to build character.

I gave myself permission to soar.

I haven’t achieved all of this on my own; I have an incredible crew and tribe of both men and women who inspire me to keep pushing forward and striving to be better every day. This is my hope for you: Remember that no one gets where they are alone. Surround yourself with people who will lift you up and help you reach the next level. Never apologize for wanting more for yourself, for having a seat at the table, for being the breadwinner, for building an empire, for deciding to get married (or not), for deciding to have children (or not), or for being true to yourself.

You have permission to soar.

As you embark on this next chapter of your life, whatever that may look like, it’s important to remember where you came from, as this has built your foundation. However, also give yourself the space and opportunity to grow. Your upbringing will shape your perspectives, but you might discover that some of the things you’ve learned along the way are completely wrong. Embracing this can be a tremendous life lesson if you are willing to learn it.

Often, we try to shrink ourselves to fit into the places we’ve outgrown, but a square peg will never fit in a round hole; so bring your own saw and make that sonuvabitch fit. Take the time to see the good in every situation—the more you focus on the good, the more you’ll inspire others to do the same.

And don’t forget…

You have permission to soar.

Warmly,

Susan L Combs

Harrison Butker’s recent controversial commencement speech got me thinking about what I would say to graduates who are embarking on their next journey and reminiscing about some things that were said to me along the way.

By Susan L Combs | May 17, 2024 at 04:59 PM

Click here for original article on BenefitsPro!

I’m on a flight back to NYC from Missouri and I’ve been reflecting a lot about where I come from and where I made my adult life and feeling a lot of gratitude. With graduation season upon us, I think back to when I graduated from high school in 1997, with a class of 15 students in a small farming community called King City, in the Northwest corner of Missouri. I had a full ride in Chemical Engineering with an Air Force ROTC Scholarship to the University of Missouri and I thought my life was all mapped out. What I never expected was basically an opposite career path that involved six declared majors, graduating with a Hospitality degree from the College of Agriculture, Food and Natural Resources and landing a job to be a banquet manager in New York City at the World Trade Center in May of 2001. And then a few short years later, I transitioned into the realm of insurance and have remained here for the past two decades.

When I think about this journey, it reminds me of the quote by Henning Mankell: “You can have more than one home. You can carry your roots with you, and decide where they grow.”

Over the past week, as I was back in Missouri, there was a lot of news about Harrison Butker’s commencement speech, which took place at a small Benedictine college about 30 minutes from where I grew up. Let’s just say as a progressive career woman, there were a lot of parts for me that went over like a lead balloon. I’m not into talking politics or religion, but it got me thinking about what I would say to graduates who are embarking on their next journey and reminiscing about some things that were said to me. So here goes…

Dear Graduate—-

You have permission to soar.

I had a father who had one foot in the world and one foot back on the farm, which means I was shown a unique perspective while growing up. Our mother owned a travel agency, and our father was a Major General in the Air Force and a civilian judge, which allowed my brother Matt and I to be shown the world at a young age. We were exposed to different people, places and ideas that helped us learn that the world was bigger than our backyard; however, we were never dissuaded from returning back to our hometown if that’s what we decided to do.

We were given permission to soar.

We were never told that something was outside of our reach or that we’d be better served by taking an easier road. We were encouraged to dream endlessly, think big, use logic, embrace differences, do for others when we can, build a tremendous work ethic, and that nothing would be handed to us. My father also told us to “be careful of the toes you step on today, because they could be connected to the ass you have to kiss tomorrow.”

They gave us permission to soar.

But the best lesson I think I learned when I reflect on my nearly 20 years as a business owner, is the simple lesson of being open. You will come to a place, some years from now, where you will look back on the points of your life that have made a significant impact in your trajectory in this world. And if you are like me, each point where I had my next big success was when I was open to something new. New certifications or designations in my career, new products to learn and educate others about, new leadership and board opportunities, new roles as a public speaker, author or as a founder of a non-profit. When I was open, I was allowed the fortitude to grow more as a person, to be tenacious, and to build character.

I gave myself permission to soar.

I haven’t achieved all of this on my own; I have an incredible crew and tribe of both men and women who inspire me to keep pushing forward and striving to be better every day. This is my hope for you: Remember that no one gets where they are alone. Surround yourself with people who will lift you up and help you reach the next level. Never apologize for wanting more for yourself, for having a seat at the table, for being the breadwinner, for building an empire, for deciding to get married (or not), for deciding to have children (or not), or for being true to yourself.

You have permission to soar.

As you embark on this next chapter of your life, whatever that may look like, it’s important to remember where you came from, as this has built your foundation. However, also give yourself the space and opportunity to grow. Your upbringing will shape your perspectives, but you might discover that some of the things you’ve learned along the way are completely wrong. Embracing this can be a tremendous life lesson if you are willing to learn it.

Often, we try to shrink ourselves to fit into the places we’ve outgrown, but a square peg will never fit in a round hole; so bring your own saw and make that sonuvabitch fit. Take the time to see the good in every situation—the more you focus on the good, the more you’ll inspire others to do the same.

And don’t forget…

You have permission to soar.

Warmly,

Susan L Combs

The Syrup – Setting Boundaries

Thu, 01 Feb 2024 18:43:00 GMT

I’ve talked to countless colleagues from around the country who are at their wit’s end with abusive clients, ill-mannered employees of clients, overworked staff, and personal exhaustion.

By Susan L Combs | February 01, 2024 at 07:51 AM

Click here for original article on BenefitsPro!

I’ve been reflecting a lot lately about the most recent 4th Quarter. I’ve talked to countless colleagues from around the country who are at their wit’s end with, let’s call it for what it is: abusive clients, ill-mannered employees of clients, overworked staff, and personal exhaustion. In our office, we did a postmortem earlier this month and vowed that “we aren’t doing things that way EVER again.” But the thing is, we didn’t change anything from years prior – the change came from the people and personalities of those we encountered. This is making us take a step back and figure out which systems, policies and procedures we can put in place so we don’t have a repeat in 2024.

But one word keeps coming up: boundaries.

Now, I know many of us pride ourselves on our lightning-fast response time, but the expectations of instant gratification in all aspects of our life seems to be reaching a whole new level. I can’t tell you how many times our office gets an email after 8pm from someone, only to have them “follow up” again by 7 the next morning. If the tables were turned, do you think they would want one of their clients treating them this way?

I began taking only scheduled phone calls about 10 years ago, which was really hard to do in the beginning. But man, this was one of the best decisions I ever made for myself in business. I found that if I was working on a project for a client, and then I answered the phone, it would shift my attention from what I was doing. I would then have to take the time to help or delegate and then shift my brain back to the project I was working on. It was incredibly inefficient.

I have other colleagues who only check their emails twice a day and block out their calendars so their office knows exactly when that will take place — and clients also come to know that routine eventually. I’ve never been one to do that, but I block my calendar like nobody’s business, and stick to it about 90% of the time. My office knows which blocks can be shifted if a call or meeting needs to be scheduled, but they also know not to delete any blocks.

I also think it’s interesting that different parts of the country have different expectations. We are in NYC, where everything was needed yesterday. And for the most part, we seem to always have this magic wand to make that happen. But heading into 2024, we are going to start being harder on deadlines and what is expected from our clients, because our office is the one who suffers with the extra hours and extra stress while our clients carry on during the holidays footloose and fancy free.

I saw a sign this morning that said, “Sure, let me drop everything to fix the problem you caused.” And it honestly made me laugh out loud, because if you are in this industry, you know how true that can be. You can educate, you can explain, but people want what they want when they want it, and they want you to make it happen at all costs. I still laugh when I remember a client firing me and threatening to sue me because I wouldn’t put his unborn child on the health insurance before the birth. Yeah, he really didn’t have boundaries….

So, what are your plans for 2024? Are you making some shifts in your office? Are you adding new staffing roles? Working with new vendors? I’d love to hear what’s going to set you up for a successful 2024!

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The Syrup – Cringeworthy Sales Tactics

Thu, 07 Dec 2023 18:00:00 GMT

Original Article on BenefitsPro

It’s 4th Quarter, which means it’s also open enrollment. We are all tired, overworked and keep saying over and over to ourselves, “Just get through it.” But then…as my friend, Allison Cohen De Paoli put it so perfectly, you get “assaulted” by yet another vendor trying to sell you during the absolute busiest time of year, and you just can’t take it anymore.

After sharing some texts with my crew ( Erika , Chelsea , Colleen & Nancy ), it got me thinking that we can’t be the only ones. This prompted me to send an email to my list of about 300 women who have been featured in the “What’s the Good News, Ladies?” series over the years and see if others had stories to share.

Boy, did they! In less than 48 hours, over 50 women responded back with annoying, rude and downright appalling examples of how salespeople have approached them during this time of year.

So maybe this is a little bit of a public service announcement; maybe it’s a little eff you; or maybe it’s a little “how to sell to a woman 101.” Because people, you are missing it, and you are missing it big! You know why? I’m dropping some knowledge on you right here in case you didn’t know: According to American Express and the SBA, over 42% of businesses in the U.S. are owned by women and women make up over 51% of the U.S. population! And according to Forbes, 85% of women control or influence consumer spending. That means there are over 330 MILLION women who will sing your praises if you get it right, but they will run the bus right over you, hit reverse and do it again if you get it wrong. We will screenshot your email, text, LinkedIn DM or forward the voicemail to each other and we will remember to avoid you and your company’s services at all costs, because what’s the rule you should never forget?

Hell, hath no fury like a woman scorned.

Buckle up and take note, because you are getting a golden list that is the compilation of many uber successful women in our industry, including award winners, top producers, business owners and badasses. If you are in sales, print this out and put it where you can see it and then never do these things.

The Gift Givers: Not the ones who are sending you a thank you for the business; we mean the ones who are trying to bribe you for a meeting. Gift cards and even shoes were offered to some of these women. What’s wrong with this? It can be looked at as rebating in some states and if you are a vendor with a license, you can lose it. And just as importantly, you make us feel gross.
Bate and Switch – Recruiting: More than one woman emailed and said she had recruiters pose as a potential client. The meeting is booked, but once on the call, they realized it was a recruiter trying to hire them away. Do you really think someone worth their salt is going to come work for you when you have basically lied your way into a meeting and showed your ethical character?
Bate and Switch – “I’m Interested in Your Services”: I’ve heard a few people bring this one up: Someone reaches out to you via email or social media, saying they’re interested in your services, so you set up a meeting. But once you get on the meeting, they have a full PowerPoint presentation on selling THEIR services. So not only did the vendor waste the person’s time as they prepared for what they thought was their own prospect meeting, they completely disrespected them by pushing the vendor’s agenda over theirs.
Beauty and the Beast: I know you have all gotten this one, if you take a second to think about it. A breath of fresh air enters your inbox: finally, a well thought out email or message from someone that has done their homework! You accept the connection, but five seconds later, you get a spam sales pitch message and a link to set up a meeting. I had this happen recently and ignored it two times. By the third one, I was a little less than nice and said, “Dude, read the room. It’s open enrollment and if you really work with brokers, you’d know asking for a meeting right now is the kiss of death.” His response was basically that OE ends in 2 weeks (is he out of his mind?) and he wants to be one of the first people I reach out to. My response? I deleted the connection, took a screenshot and sent it to my friends, who won’t ever meet with him. Bravo.
Badmouthing: You know how your gramma always told you, “If you don’t have anything nice to say, don’t say anything at all”? If the only way you feel that you can get business is by throwing others under the bus, are you really that good of a salesperson? One guy basically told one of woman that she was dumb because of the software she was using!
Spam: “Hi…your profile looks interesting…” Raise your hand if you get 10 of these a week. Do you really feel like this is a differentiator? If someone makes me laugh, I always accept, even if I have never met them. But if it’s the same canned outreach, I delete it. And most others do, too!
Not Knowing Your Audience: Man, this one came up a lot. Salespeople basically throwing spaghetti to the wall and hoping it sticks, but missing the mark because they didn’t take any time to really look at who you are as a professional. The sad thing with this one is, that they probably could have gotten a meeting if they did a little homework.
Lying: I have to give a big shout out to the sales training I got from Paychex (I know my girl Rachel McLauchlin will echo this) as I really feel like it was some of the best. Two things I always remember: 1. If you sell on price, you’ll lose on price. 2. Never lie. One example I got of this was someone basically swiping a mutual connections LinkedIn list and pretending that the mutual connection recommended that they connect. When she called the mutual connection to see what was up, she discovered the deception and said, “I will not do business with him now.” So, this guy not only burned one bridge, he burned two, along with all the other people they will tell! (Gas up the bus, girls!)
Did you Get My Email?: This one came up like 10 times. It can also be worded as “Let me bump this up to the top.” Most don’t get the hint that you didn’t respond for a reason and so keep on sending. Or they get a read receipt when you open the email, so then they have someone else who is supposed to be higher up in the firm reach out to you and say they know “you’ve been talking with their colleague.” So many of these do not have an “unsubscribe” feature, so you just end up blocking them.
The Unapproved Meeting Request: Nothing grates on me more, and this was brought up by over half of the women who responded. If you are doing this, stop. Just stop. I don’t know who taught you this, but it’s wrong. It’s intrusive. It conveys that you think their time and schedule should be controlled by you. It’s dishonest. Think of the other person. Would you be thrilled if someone you had never met walked into your house, sat down at your dinner table and said, “Oh, is now a bad time?” I generally have a “three strikes and you’re out” rule, but this one is an immediate banishment in my book. I will never take a meeting from them and everyone I have talked to has similar feelings. Especially this time of year, we are all tired and overworked. When a funny meeting appears on our schedule that we don’t know anything about and we respond to the sender to get a little more information and find out it’s a sales pitch,, queue explosion. Hell, hath no fury….

If you couldn’t tell, I had a lot of time writing this and I hope you had fun reading it. I know we are all running on empty right now, so hopefully this gave you a little reprieve from the stress we all have this time of year. Maybe you got a little insight into how to sell to a woman and realized you might be doing some of these things in one way or another. Or maybe you just nodded your head throughout because you felt a connection to others in our industry. My hope is that it gave you a few laughs, headshakes and maybe a face palm, too.

I’d be remiss if I didn’t thank those who helped with this article; the emails that came in were just so much fun to read! Hang in there, ladies, and if you need a bus driver, I got you!

The Syrup – the loneliness epidemic and coping during the holidays

Tue, 21 Nov 2023 14:47:00 GMT

This month, 2023 BenefitsPRO Broker of the Year, Nancy Giacolone, shares her thoughts on coping with loneliness during the holiday season and beyond.

By Susan L Combs and Nancy Giacolone | November 21, 2023 at 08:21 AM

Original Article on BenefitsPro

This month’s edition of “The Syrup” has a special ingredient! It’s our current Broker of the Year and my dear friend, Nancy Giacolone. Nancy and I have been peer mentors to each other for a number of years and we recently had a conversation about loneliness. It’s a topic that we have seen come up with our own families, as our mothers are both widows. We have also witnessed it with colleagues and clients in our industry. Our discussion led to a guest authorship for this month’s article to tackle this topic and shine some light on some of the things we don’t always think about as the holidays roll around.

And with that, I’ll turn things over to Nancy.

The festive music, twinkling lights, and cheer that fill the air as the holiday season approaches are often thought of as universal markers of joy and togetherness.

Yet, for a growing number of people, this time of year may amplify feelings of isolation, highlighting the stark contrast between societal expectations of warmth and camaraderie and their own personal experiences of solitude.

The “loneliness epidemic,” as health professionals and social scientists have termed it, is an increasingly recognized public health concern that does not pause for the holidays. In fact, it often intensifies during this time of year.

A recent Gallup Poll found that loneliness is not confined to the elderly. They reported that nearly 25% of adults feel very lonely, and younger people feel significantly lonelier, with the loneliest group being between the ages of 19-20.

Loneliness has been linked to a myriad of health issues, both mental and physical. The risk of developing conditions such as heart disease, depression, anxiety, and a weakened immune system is higher among those who experience chronic loneliness.

Alarmingly, some studies have equated the health risks of prolonged loneliness to smoking 15 cigarettes a day. Furthermore, loneliness can lead to a vicious cycle, where the lonelier one feels, the less they engage socially, exacerbating one’s isolation.

Gatherings, family traditions, and social festivities typically characterize the holidays. However, they can also serve as a magnifying glass for one’s social situation, illuminating the quality and quantity of our relationships.

For those who are estranged from family, have recently lost loved ones, or are far from home, the season can be a reminder of what — or who — is missing.

The proliferation of social media adds another layer, as idealized depictions of holiday happiness can deepen the sense of exclusion for those who feel their reality doesn’t measure up.

So, what can you do if you are experiencing feelings of loneliness this time of the year?

Frequent “third places.” These places are not home or work, but locations where people gather socially. Think parks, coffee shops, libraries, churches, or sporting events. Meeting people in places where you share a common interest will help foster connections.
Volunteer. Volunteering takes the focus off of yourself and puts it on others, which can foster a sense of purpose and community.
Community events. Holiday concerts, festivals, or bazaars are great places to meet and connect with others. Not to mention, they usually have some good music and tasty treats!
Visit someone you know may be lonely as well . Maybe you have an elderly neighbor who lives alone. Dropping by with a plate of cookies to check on them may be just the lifeline you are both looking for!
Although technology is no substitute for in-person interaction, sometimes it can help bridge the gap! Does your family live across the country? Have a Zoom holiday party or create a new tradition where you decorate your trees together virtually.

The holiday season should be a time of joy and connection, but for those experiencing loneliness, it can be particularly challenging. By acknowledging this reality and taking proactive steps to address the loneliness epidemic, we can extend the spirit of the holidays to include compassion, inclusivity, and community. The gift of connection might be the most precious one we can offer in a season marked by giving.

The Syrup – Working On versus In your Business

Thu, 02 Nov 2023 08:17:00 GMT

Original Article on BenefitsPro

By Susan L Combs | November 01, 2023 at 07:38 AM

Before we dive into our next topic, I want to just say “thank you”. I received countless emails, texts, direct messages and comments on the last edition, The Syrup – Mental Illness and Seeing the Unseen , from people who felt brave enough to share their own stories with me. It deeply touched me and as a contributor to this publication for over a decade, I can honestly say this is the most feedback I have ever received on an article. I’m glad it struck a chord with some and hope you felt a little more “seen” in this crazy thing called life.

Our next topic was brought up by the legendary Eric Silverman , who is also a frequent BenefitsPRO contributor, podcast host and enhanced benefits guru. He brought up the age-old topic of working on your business versus working in your business, something I think many entrepreneurs and business owners struggle with.

Before we tackle this, let’s first define and clarify so we are all on the same page. I think of working “in your business” as more about managing the immediate tasks and responsibilities necessary to keep the wheels on the bus, while working “on your business” involves strategic thinking and planning to ensure its long-term success and growth.

Some examples that might make it easier to think about would be:

Working In Your Business: The hands-on stuff like selling or consulting on insurance, customer service, admin work and managing the day-to-day operations.
Working On Your Business: The big picture work that looks more at the future, both near and far. Things like strategic planning, market research for opening a new office location, business development strategy, marketing, and long-term goal setting.

Some of the most successful people in our industry have found a way to balance these two approaches or to bring someone in to help. Because let’s face it, not all of us are good at doing both. If you are a person that is a bit of a dreamer and known to say things like “What would it look like if…”, then you are probably good with working on your business. But you also need to have people in your company that who keep the wheels on the bus while you have your head in the clouds, or you won’t have the revenue coming in to implement your dreams and reach your goals. These are the “In Your Business” people. Typically, your Type A’s that have to-do lists are the ones that are great on implementation and structure to hit your dreamer goals and can pull you back down to earth when you need a healthy dose of reality.

Honestly, I can be a bit of both when I’m in the right environment and surrounded by the right people. I love dreaming and I’m a taskmaster and a freaking machine when it comes to work, but I need the balance of others to run a successful company. When we brought in Sean O’Rourke as CFO over seven years ago, it became a gamechanger for the company. He has a much different approach, comes from outside the industry and was exactly what we needed to get us to the next level. Our revenue has grown steadily year after year since I opened the doors in 2005, but his strategic approach and high-level thinking put us in a financial position where we didn’t even blink when a national pandemic hit.Andhe has pushed my business Partner, Colleen Blum and myself to think about taking on new opportunities, to grow our consulting arm and to become one of the leading expert witness firms in the area we practice. All because we have an internal balance within the company.

One of my favorite things is when the three of us are brainstorming, because you get the logic, the passion and the money aspects looked at and it makes for a better way to set and accomplish goals, both short and long term.

I know many readers are sole props who are struggling with doing it all and figuring out how to take things to the next level. To be honest, you probably can’t do it alone. Eric and I talked about this recently and discussed how many business owners talk about not being about to afford bringing someone in. We both remembered when we made the decision. Eric said he had the same mindset 20 years ago, but “Once I finally made the leap of faith to hire someone to help, my business took off like a rocket. Making the decision was the hardest part. But once the decision was made, the ‘doing’ became effortless.”

As I close out this edition of The Syrup, I’d like you to think about when Eric made his leap. Very rarely does an entrepreneur have someone come up to them and hand them a few million dollars to start a company. Most of us started our businesses on sweat equity and the change from our couch cushions. And while moxie and grit can get you far in this industry, also remind yourself to be smart enough to know what you know, and to know what you don’t know. Check your ego and bring in people who aren’t just like you, but can help you soar; most successful business owners find a balance between working In and on their business, as both are crucial for the overall health and sustainability of a business. And at the end of the day, isn’t that what we all strive for?

The Syrup – Mental Illness and Seeing the Unseen

Wed, 04 Oct 2023 20:14:00 GMT

By Susan L Combs | October 04, 2023 at 07:19 AM

Original Article on BenefitsPro

I’ve struggled with even starting this article, but this topic has been weighing on my mind for well over a year. In our industry, we talk so much about mental health and wellness, which is great. And as those of us in the industry know, under the Affordable Care Act (ACA), we now have Mental Health Parity. And in some places like New York, even before the ACA we had things like Timothy’s Law that gave New Yorkers access to unlimited mental health sessions in network years prior. This is all incredible.

But you know what we haven’t talked about?

The family of the mentally ill or person struggling with addiction. The people who are showing up as caregivers time and time again only to have their hearts broken for the umpteenth time.

I know I live a pretty open life and many of you reading this probably know that I have been sober for over two decades. I’ve chosen a path for myself that has led me to have an incredible life, and I am grateful that I learned at an early age what a degree from the School of Hard Knocks had to offer by making some pretty big mistakes for myself prior to the age of 23. But I know I put my family through a lot and I own it. I have gone on to make my amends and mend the fences that were damaged but not broken. I have worked hard to try and make the right choice each day for myself and others. Of course, this doesn’t mean I’m perfect or that I don’t blunder and step in it from time to time.

I’m not a big one for having regrets, because I truly feel that you are denying yourself your place in the world right now when you say you have them. I choose to not regret the things I have done because I know that they shaped me as the person I am today and as a result, I have been able to help others. But I broke my parents’ hearts. I made the General cry…

Until recently, I don’t think I realized what it was like being in my parents’ shoes. Dealing with someone who is being irrational when you are trying to be logical can be the definition of frustrating. But about a year and a half ago, I got a major life lesson that I didn’t want and certainly didn’t need. This all comes back to a promise I made to my dad before he passed. My dad and I were “Team Type A” in our family, and I knew that when he was dying, he needed to take comfort in knowing that everything would be OK within our family unit. I promised my dad that “I got this” and that I’d look after my mom and my brothers. The year before my dad passed, “Team Type A” got together and we spreadsheeted, we had all the information organized, I knew who to call if a pipe burst in our little apartment building, I knew who to call to sell the Winnebago, I knew who to talk to about VA benefits that passed to my mom, I had all the passwords, we had everything mapped out. But we didn’t talk about my oldest brother, who has dealt with severe mental illness for well over three decades. We just missed it.

Eighteen months ago, I had my ass handed to me. I had never dealt with a mentally ill person who had gone off their meds. It’s uncomfortable; it’s hard. Everything logical doesn’t work. It reminded me about being around someone who is highly intoxicated, which as a sober person, feels unsafe. It was triggering. He ended up getting arrested and then things really got tough. I’m in NYC, he’s in Kansas; there is so much I can do from here….but I promised my dad. This was a dance I had to make up as I went along. A legal eviction led us to have to purchase a home for him to live in, because no rentals would take him with a felony record, a legal eviction, and other charges. I lost a lot of sleep, but ultimately, I felt that I “fixed” the problem, because I am nothing if not tenacious and can basically figure out any problem you give me. But you can’t fix mental illness. You can’t throw money at it and hope it goes away. You can’t pray it away. You can’t act like it doesn’t exist. Because guess what? When you think things are fine, when you start sleeping soundly and things feel back to normal, it breaks again. And it did. It broke again a few months ago, which led to an involuntary commitment into a state hospital. I don’t think it’s necessary to give you a play by play of what happened, but when death threats are happening and you are being told by your brother that he, “Just got off the phone with Dad” (our father passed away in 2018) it’s rough. It makes you want to run away from the situation and never look back.

But I promised.But what did I promise? Did I promise I would put my own health on the line at the sacrifice of someone else? No. Did I promise I would be a horrible boss and a shit wife because I didn’t have the capacity to show up in the world for the people who depend on me? No. Did I promise to put so much stress on myself that I would have chronic diarrhea for 6 weeks straight because I carry my stress in my stomach? No. Would my father want me to work so hard at fixing an unfixable problem for someone who doesn’t put the work in for themselves? Absolutely not. But I did and I have.

When is it time to walk away?

When is it time to put your own mental health and wellbeing first?

I honestly can’t answer those questions for you, because I’m still figuring that out for myself. But I can tell you what I have done. I have shared about it in my 12-step program, I have shared about it with my therapist, and I’ve shared about it with my tight crew. But you know where I’ve gotten the most support? Just like there is a “Dead Dad’s Club” that you never know about until you are indoctrinated into it, there is the “Mental Illness Family Club” and those are the people who have really helped during this time. Those who have it in their families know how hard it can be. How thankless it can be. How “I’ll never get an apology” it can be. How unaccountable it can be. How abusive it can be. To my Superman fans, it’s what I picture Bizarro World to be. And it sucks.

This article isn’t meant to be a “poor me” piece; like I said before, I have a big beautiful life and I was given so many tools and lessons in my life that have prepared me for this … kinda. This article is meant to see the unseen. For those of you who are in this boat, please know that you aren’t alone. I encourage you to share your stories and find support where you can get it. It’s up to you what that looks like.

Don’t ever apologize for putting your wellbeing first when someone is making you the price of admission.

Be brave.

The Syrup: How to keep going when you’re running on empty

Fri, 04 Aug 2023 13:31:00 GMT

We work in a people-facing business and don’t have the luxury of burying our heads in the sand. But this doesn’t mean that there aren’t times when we’d love to do just that.

By Susan L Combs | August 03, 2023 at 07:29 AM

Original Article on BenefitsPro

I can’t tell you how many people I have encountered over the past few months who have talked about how burnt out they are. Let’s face it, we work in a people-facing business and don’t have the luxury of burying our heads in the sand. But this doesn’t mean that there aren’t times when we’d love to do just that. I know there are days when my business partner Colleen Blum and I look at each other and say “When are we buying that ice cream truck?” We laugh and get back to the grind, but that 30 second check-in with someone else who “gets it” is sometimes all you need.

But what if you don’t have someone to do that with? Or at least you don’t think you do.

“How do you motivate yourself when you just aren’t feeling it?” was a question asked by one of our readers.

I started thinking a lot about what I do to stay motivated and when I asked myself this question, the first thing that came to mind is: I reach out.

To be honest, this is not something that I’ve always done; during my first 5-10 years in business, I carried the load along. I internalized and just kept grinding. But after 18 years as a business owner, I’ve learned better.

You aren’t a snowflake; feeling unmotivated is a common challenge that many people face. However, with the right strategies, you can regain your motivation. Here are some things I do to keep marching when I’m running on empty:

1. Move a muscle, change a thought: I know this might sound a little dumb, but when you get stuck, sometimes you just need to move. If you follow me on social media, you know I’m into CrossFit and start most days by working out. This lays the groundwork for me to take on the day, but if I feel unmotivated during other times, I walk around the block, walk down the hall or go check mail. Sometimes, just a little movement is all you need to shift things and get back at it.

2. Gratitude and goals: I have a girlfriend who owns her own law firm and Monday through Friday, we send each other a list of things that we are grateful for, followed by a list of what we want to accomplish for the day. We have been doing this for over two years and it’s a great way to start the workday in a good frame of mind—with gratitude and a list of goals for the day. I take the “goals” list and drop them into my “to do” list in Outlook and then check them off as I accomplish them. Nothing motivates me more than checking things off a list! (#loser)

3. The power of anticipation: It’s so important to look forward to something, whether this be a gift to yourself, a vacation, a conference, a random day off or a freakin’ popsicle. Have something in the distance that you know is coming when you get to that date on the calendar, land that client or hit a revenue goal.

4. Do something that has nothing to do with your business: This is something I learned from my dad. He was a Major General in the Air Force and a civilian judge, so he was on the road a lot. But one of the first things he would do within 24 hours of getting home was to go out to our farm and be a farm boy. I have a very analytical brain; I like math and I love me some spreadsheets. But during open enrollment, when the work increases and I need to give my brain a break or use it in a different way, I always have a creative project to work on when I get home so I can put my phone away and just focus. One year, it was making, bottling and labeling vanilla extract; another time, it was making Christmas ornaments. Currently, it’s knitting temperature blankets for my nieces. We all deserve to shut down, and this has been a perfect way for me to recharge for the next day.

5. Celebrate the wins: I made a reference earlier to sharing burnout with someone who gets it. And while some people might think they don’t have someone like that in their life, I promise that you do. There are things related to my business that I’m not going to pick up the phone and talk about with my mom or siblings, because they don’t know this part of my world. But my tribe is vast and strong. Having people in your corner who you can reach out and celebrate things with is crucial—especially if you are a one-person shop. When you land that big client, call a colleague in the business:, I promise that we will help you celebrate!

6. Take care of you. My close friend, Mike Veny, is a mental health motivational speaker. In an era where the topic of self care is coming at us from so many angles, he really simplified things for me. He said, “Self care is what you do for your health when you aren’t in the presence of a medical professional.” All of the suggestions in this article can be looked at as a form of self care, but sometimes the most important thing to do is say no to someone else so you can say yes to yourself. Don’t feel guilty about that.

I asked a few members of my crew to share what they do to motivate themselves when they are running on empty. Check these out!

Nancy Giacolone: “One of my favorite tricks is to work out in the morning, as it increases my dopamine and endorphins, and I am automatically more energized and motivated. The other trick I use is to rearrange my day. What gives me energy? Do that thing first! Then I can carry that positivity and energy into other tasks or parts of my day.”

Eugene Starks: “ I always find I recharge when I spend time with family and friends. Another big way I avoid burnout is by working-out. Setting aside time to work on myself in this way puts me in the right frame of mind for the challenges I face weekly. Another rule I have is that I never drink alone to relieve stress. I find drinking alone never reduces stress. I enjoy drinking in fellowship with friends because the fellowship brings down my stress.”

Erin Issac : “The most powerful thing I do is remember what I’m working towards and what I want the future to be. That moment ahead of me can help me take one step closer, or it might just be part of the motivation for change. Either way, taking action is what’s going to eventually get me there. Take the suck and let it inspire you to do more. That’s one thing, but it’s usually coupled with a few others: take a break, move your body, don’t try to soothe with social media or sweets. The other thing I always have is a lifeline — that friend, mentor, cheerleader who can remind you who you are and what you’re doing this for.”

Lester Morales : “By having a strong external “why” and an internal look in the mirror, I force myself to be accountable. Knowing the purpose of what I am doing, whether it be an internal or external driving force, moves me forward. I get up every morning and think, ‘Today, I’m going to make my parents proud.’ When I think of doing anything that is hard during the day, that is my motivation. My parents instilled in me my strong internal drive. I promised myself long ago that the person I have to be most accountable to is myself. For example, if I tell myself that I’m going to get up and work out, the only person I am cheating is myself if I don’t do it. How are you accountable to other people if you don’t start with yourself? You can’t pour from an empty cup, so if you are taking care of you, your ability to take care of others magnifies.”

What do you do to motivate yourself when you’re running on empty?

The Syrup: Conflict Management

Mon, 10 Jul 2023 15:47:00 GMT

A reader reached out recently and said she was having issues with conflict management stemming from unclear roles and responsibilities between teams. Here are some steps I would look at taking to aid in the shift.

By Susan L Combs | July 07, 2023 at 07:14 AM

Shared from BenefitsPro

Conflict is never easy. We can sometimes kid ourselves that when it comes to business, it’s not personal. But it is. We aren’t working with machines; we’re working with people who have their own personalities, their own experiences, and their own aspirations.

A reader reached out recently and said she was having issues with conflict management stemming from unclear roles and responsibilities between teams. She feels that her team has been left out of brainstorming and decision-making processes. As a result, this is causing the culture to become exclusive rather than inclusive.

The easy answer would be to write out the processes and shift the culture, but there are various factors, including size, that can complicate matters. So, how can you be a champion within your own firm?

I worked for a large firm prior to starting my brokerage, and you could always see very quickly who the leaders were within a team. If that leader is you, it’s probably time to step up. You know how they say that change starts with you? I know it can sound cliché, but it really does. Oftentimes, when you put things in place to shift the culture within your team, you can serve as an example to others.

Here are some steps I would look at taking to aid in the shift:

Identify the source of the conflict or confusion. Is it a person or is it a process? If it’s a process, and there is an existing outline, it might be outdated. If it’s a person, it likely stems from fear.
Update and clearly define the roles and responsibilities of your team. This should involve creating a list of goals and tasks for which your team is responsible. This helps with overlap and prevents confusion. I would do a one-sheeter on this and just keep it simple.
After you have come up with the process, I would encourage you to set up meetings with other teams you’ll be working with closely in order to set the tone that your team wants to be inclusive and work together but wants to streamline the process. This will encourage others to follow suit.
Create and enforce boundaries. I’m not saying you should be the person who is always saying “that’s not my job,” but it can help your team take ownership of what they should and bring in an alternative team when it falls into their wheelhouse. This will help modeling become more inclusive, which is what you want.
Lead by example. If your team is feeling left out, don’t do that to another team. We all know everyone doesn’t need to be in every meeting, but sometimes by giving others the option to participate and letting them know that you value their voice, you’ll see a shift and they will start to value yours.

This isn’t an airtight strategy to prevent all conflict in your organization;, however, when there is conflict, it’s often due to a lack of direction or information. If there is a deficit, his will help to clarify both.

When you break it down, this type of conflict can often be resolved through a combination of effective communication, collaboration, and problem solving. But you must be on board and not everyone will be. My dad was a Major General in the Air Force and frequently had to look at different roles, responsibilities and conflict. When I was dealing with a business issue, I remember him once saying, “80% of issues revolve around personnel and all of it is personnel.”

By implementing these practices, teams can be more effective at resolving conflicts stemming from unclear roles and responsibilities. But it won’t happen overnight. You might have to throw some spaghetti on the wall until something sticks!

Good luck, my friend!

Introducing The Syrup – a new column by Susan L Combs

Fri, 07 Jul 2023 15:46:00 GMT

If you are looking for no fluff and a whole lot of heart, I’m your girl and this column is for you.

By Susan L Combs | June 23, 2023 at 07:03 AM

Reposted from BenefitsPro

Those days are long gone, but my father shared so much wisdom with me as I was growing up. One that has stuck with me is, “When someone gives you a piece of advice that impacts you, it’s your responsibility to share it with others.” So that’s what I will be doing with this new column “The Syrup.”

The idea of syrup can conjure up different thoughts and memories; it might be your favorite part of eating pancakes, or it might just be the sweetness your life needs. For me, it’s a reminder of the nuggets of wisdom my father left during my lifetime before he passed away from Agent Orange related throat cancer in 2018 after serving our country for over 39 years in 3 branches of our armed services. It also brings to mind how my career path allowed me to be present as a caregiver as his clock was winding down.

Here’s what I promise to you, I’ll shoot straight from the get-go. I’ve had a successful career in the insurance and financial services industry working in 37 states for nearly two decades. I’ve done a lot of things right but won’t hide the things I’ve done wrong. If you are looking for no fluff and a whole lot of heart, I’m your girl and this column is for you. Want to vent? Want advice? Have a question that you think others have, too? I’m here to give you the “syrup.” Just shoot me an email at scombs@combsandco.com and I’ll be sure to share your thoughts with our readers and connect it with some lessons I’ve learned along the way.

Until next month, go slay some dragons.

Feature Friday with Rebecca Rakoski

Fri, 22 Apr 2022 20:35:00 GMT

“I feel sort of really aware of how the… online cyber world has begun to take over reality.” Brad Paisley

2022:05

It’s time to talk cyber again… this time focusing on how the legal system is handling cyber claims/disputes/incidents/etc. That means we’re bringing one of the best cyber lawyers out there back to Did You Know that?

Rebecca Rakoski is a founding partner of XPAN Law Partners, a practice focused on better preparing and protecting their clients when it comes to all things cyber. This episode focuses a lot on how recent court decisions are providing clearer guidelines for how companies must handle their cyber footprints.

Learn more about Rebecca and XPAN by visiting the sites below:

Website: https://xpanlawpartners.com/

LinkedIn (personal): https://www.linkedin.com/in/rebecca-rakoski-esq-1460b116/

LinkedIn (firm): https://www.linkedin.com/company/xpan-law-partners/

Twitter: @XPANLawPartners

Email: rrakoski@xpanlawpartners.com

FEATURE FRIDAY WITH NICOLE SOTO

Sat, 19 Feb 2022 02:00:00 GMT

“In the absence of willpower the most complete collection of virtues and talents is wholly worthless.” Aleister Crowley

2022:04

(NOTE: Nicole and I recorded this interview just before the official announcement she was joining the MFLH team for the 2022 CrossFit season.)

There’s no such thing as a perpetual motion machine, but my returning guest on Did You Know That? might come close.

Nicole Soto is a professional CrossFit athlete, entrepreneur, coach, wife, dog mom, and all-around inspiration. Nicole returns to DYKT? to talk about the upcoming 2022 CrossFit Games season, the kickoff of her new brand, and how she looks to build the right team to help her achieve the lofty goals she’s set.

You can learn more about Nicole and her MFLH teammates by visiting these Instagram accounts:

@Nicole_J_Soto

@soto_strong_pcs

@iamchrisharris (Christian Harris)

@winternicolette (Winter Rodriguez)

@wcarter45 (William Carter)

@movefastliftheavy

Learn more about the 2022 NOBULL CrossFit Games at https://games.crossfit.com/ .

4th Annual Pancakes for Roger Fundraiser

Fri, 11 Feb 2022 03:19:00 GMT

February 1st we kicked off Combs & Company’s annual campaign to support the University of Missouri School of Law Veterans Clinic , which helps veterans and their families navigate the VA claims process and secure disability benefits when they are faced with obstacles along the way.

Combs & Company will make a donation to the Veterans Clinic for every pancake-loving picture posted on social media and with the hashtag #PancakesForRoger throughout the month of February.

Follow along with the campaign at PancakesforRoger.com .

10 days in and we have already reached more than half the states in the US and several countries. We are excited to see so many familiar faces participating again this year, and love seeing all the new faces as well! Follow Penny Pancakes as she tracks the campaign around the world (updated every Tuesday and Friday).

Upcoming Events:

Join the Mizzou Law Veterans Clinic for a pancake breakfast in honor of Major General Roger Combs this February 22, 2022, from 8 a.m. to 10 a.m.

Join us on March 1, 2022 from 10-11am, for an Open House Event at the Veterans Clinic, located at 820 Conley Avenue, Columbia, MO 65211.

Join us on March 4, 2022 from 3-5pm for a Book Launch Event at the Rusty Coffee Pot, located at 114 East Vermont, King City, MO 64463.

FEATURE FRIDAY WITH CHAD SCHROEDER

Fri, 04 Feb 2022 22:52:00 GMT

“All change is not growth, as all movement is not forward.” Ellen Glasgow

2022:03

CrossFit, as an exercise methodology and sport, is all about change. The just-completed CrossFit offseason saw some major changes, but at the same time, significant continuity. Helping me piece this dichotomy together is CrossFit’s official statistician, Chad Schroeder, who joins Did You Know That? for his second appearance.

Chad and I discuss the firing of Dave Castro, the offseason competitions, major athlete news, and how he’s prepping for the 2022 season. Speaking of which, the 2022 schedule is listed below if you’re interested in participating – at least in The Open – or just want to follow as a fan.

Lots more to learn about Chad via the connections below:

LinkedIn: https://www.linkedin.com/in/chad-schroeder-93373a60/

Instagram: cschroeder111

Twitter: @cschroeder111

CrossFit Games: https://games.crossfit.com/games

2022 NOBULL CrossFit Games Season:

Open

2022 NOBULL CrossFit Games Open — Feb. 24-March 14, 2022

Quarterfinals

Individual Quarterfinal — March 24-27, 2022
Team Quarterfinal — April 7-10, 2022
Age Group Quarterfinal — April 21-24, 2022
- Occupational Games — April 21-24, 2022 (Finals for occupational athletes)

Semifinals

Individual and Team Semifinals
- Week 1: May 20-22, 2022
  - Torian Pro | Pat Rafter Arena
  - CrossFit Lowlands Throwdown
  - North American Semifinal (TBA)
- Week 2: May 27-29, 2022
  - Mid-Atlantic CrossFit Challenge
  - CrossFit Fittest in Cape Town
- Week 3: June 3-5, 2022
  - Far East Throwdown
  - North America Semifinal (TBA)
- Week 4: June 10-12, 2022
  - CrossFit Atlas Games
  - CrossFit Strength in Depth
  - CrossFit Copa Sur
Age Group Semifinals
- Week 1 (Athletes in 14-49 Age Divisions): May 26-29, 2022
- Week 2 (Athletes in 50+ Age Divisions): June 2-5, 2022
Adaptive Semifinal — June 2-5, 2022 (Fittest crowned for Vision, Intellectual, Seated with Hip Function, Seated Without Hip Function, and Short Stature Divisions)

Last-Chance Qualifier

Last-Chance Qualifier (Individual Athletes Only) — June 29-July 1, 2022

Finals

2022 NOBULL CrossFit Games — Aug. 4-7, 2022

Music: “Hard Way” by AlexGrohl via Artlist

Feature Friday with Stephanie Rodin

Fri, 28 Jan 2022 12:02:00 GMT

“Science fiction encourages us to explore… all the futures, good and bad, that the human mind can envision.” Marion Zimmer Bradley

2022:02

Stephanie Rodin has graciously joined me again for another “top of” list. This time Steph and I are focusing on our top 5 science fiction media (books, movies, TV, radio shows, whatever). If you look back at Did You Know That? episode 2021:22 you’ll know how much fun Steph and I have discussing anything pop culture related. (Both our lists are below.)

Stephanie’s Picks:

#1: “Looper” (movie)

#2: “Dr Who” (reboot)

#3: “X-men” (movie franchise)

#4: “Battlestar Galactica” (reboot)

#5: “Star Trek” franchise (TV & movies)

Wildcard: “Alien”

Honorable Mention: “In Time”

Sean’s Picks:

#1: “The Martian” (book)

#2: “Star Trek II: The Wrath of Khan” (movie)

#3: “Fringe” (TV)

#4: “Edge of Tomorrow” (aka “Live Die Repeat”) (movie)

#5: “The Terminator” & “Terminator 2” (movies)

Wildcard: “The Forever War” (book)

Honorable Mention: “Galaxy Quest” (movie)

To find out more about Stephanie’s day job and her own podcast, check out the links below.

Website: https://rodinlegal.com/

LinkedIn: https://www.linkedin.com/in/stephanierodin/

Podcast: https://speakingwithsteph.libsyn.com/website

Music: “Best of Luck – Instrumental Version” by Katrina Stone via Artlist

#top5scifi #sciencefiction #didyouknowthat

Hashtags:

#top5scifi #top5sciencefiction #sciencefiction #didyouknowthat #indulgeyourcuriosity #youtubechannel

Feature Friday with Beckett Flannery

Fri, 14 Jan 2022 10:04:00 GMT

“A kind and compassionate act is often its own reward.” William John Bennett

2022:01

Given the intervening decades and experiences, it’s tough for me to remember my real mindset at 11 years old. I know sports – both playing and watching – dominated most of my waking thoughts. To say I had goals, short or long term, would be stretching the definition to almost a breaking point. Starting a business was not even in my subconscious. Charity was just a word. That’s what makes my next guest(s) on Did You Know That? so interesting.

Beckett Flannery is 11 years old. As of this recording, he’s 6+ months into running his first business, Beckett’s Bark Bites, and his motivations for starting the business were based in altruism. This is an inspiring, and humbling, conversation with a young man (and his mom, Jessica) who puts perspective around the motivations behind why we do things. This is a chat well worth your time.

To find out more about Beckett’s Bark Bites, or to order some for the canine companion, check out the sites below.

Venmo: @Beckett-Flannery-24 (order & pay directly from the app)

Facebook: https://www.facebook.com/Becketts.Bark.Bites/ (order from the page)

YouTube: https://www.youtube.com/channel/UCmYoMWUM3–5Ec-yobq-71A

#beckettsbarkbites #compassion #charity #altruism #entrepreneurship #didyouknowthat #indulgeyourcuriosity #youtubechannel

Feature Friday with Claire Poole

Fri, 03 Dec 2021 14:25:00 GMT

“On climate change, we often don’t fully appreciate that it is a problem. We think it is a problem waiting to happen.” Kofi Annan

“Gold medals aren’t really made of gold. They’re made of sweat, determination, and a hard-to-find alloy called guts.” Dan Gable

2021:27

What one word do you equate with both climate change and sports? I’ll give you a moment. For me? It’s passion. There are few topics that evoke more passionate responses than climate change and sports. It’s that common visceral response which spurred the creation of an organization focused on building positive environmental impacts through a partnership with sports organizations.

Claire Poole is a lover of nature, football (soccer in the U.S.), and rugby. Those passions are on full display with Sport Positive Summit and Sport Positive Leagues (links down below). These are Claire’s efforts to bring environmental changes to both the big stadiums and arenas as well as the fans’ everyday lives. She’s doing so by making it a competition. And what sports fan isn’t looking to always beat their arch nemesis?

Join us for an important and lively discussion on this episode of Did You Know That?.

Find out more about Claire and Sport Positive via connections below.

Claire’s LinkedIn: https://www.linkedin.com/in/clairepoole/

Sport Positive LinkedIn: https://www.linkedin.com/company/sport-positive/

Sport Positive Summit Website: www.sportpositivesummit.com

Sport Positive Leagues Website: www.sportpositiveleagues.com

Twitter: @SportPosSummit

Twitter: @claireypoole

Feature Friday with Sheila Ronning

Fri, 22 Oct 2021 14:03:00 GMT

“If you don’t like the road you’re walking, start paving another one.” Dolly Parton

2021:26

Twenty years ago, Sheila Ronning saw an opportunity to make a positive impact in the lives of women. Like any good businessperson, she saw a market void and developed a program by which she could fill that void. Regardless of the motivations behind the growing market, Sheila knew that Women in the Boardroom could accomplish two objectives with each placement: increase the number of women serving on corporate boards and strengthen corporate governance by diversifying the voices on those boards.

Today, Women in the Boardroom is a go-to resource for companies looking to fill board positions with a quality candidate. (Full disclosure: a board on which I sit used their services to fill an open seat.) On this episode of Did You Know That?, Sheila discusses the genesis of the firm and how women can build and execute a plan to secure board positions. As you’ll learn, this effort goes beyond just kicking in the proverbial glass ceiling.

Learn more about Sheila and Women in the Boardroom via the accounts below:

LinkedIn: https://www.linkedin.com/groups/147283/

Facebook: https://www.facebook.com/womenintheboardroom/

Twitter: @BoardroomWomen

Instagram: @womenintheboardroom

Feature Friday with Nicole Soto

Fri, 08 Oct 2021 09:01:00 GMT

“Fill the unforgiving minute with 60 seconds’ worth of distance run” “If” by Rudyard Kipling

2021:25

Want to know a dirty secret about sports? A majority of professional athletes, across all sports, don’t earn enough from the sport to make ends meet. Many of these athletes have full-time jobs, even in-season, in order to support themselves and pursue their goal of making it to the “bigs.” This is the reality facing thousands of athletes in the still-evolving sport of CrossFit, and it’s why my next guest on Did You Know that? is really someone to emulate.

Nicole Soto has a master’s degree; she co-owns a CrossFit gym; she coaches group classes and personal clients; and she’s a highly respected nutritionist. In her spare moments, she spends time with her husband and two dogs, and prepares herself to compete at the highest levels of CrossFit. In her first year back competing, Nicole finished among the top 200 fittest women in the world. So, if you want to get past your excuses, you’ve come to the right place.

Learn more about Nicole and her gym via the accounts below:

Instagram (personal): @Nicole_J_Soto

Instagram (gym): @Rise_Athletics_

Facebook: Nicole Soto Learn more about CrossFit (the methodology and sport) at https://www.crossfit.com/

Feature Friday with Chad Schroeder

Fri, 24 Sep 2021 05:04:00 GMT

“Obsessed is a word the lazy use to describe the dedicated.” Unknown

2021:24

Sports and statistics seem to have been made for each other. Would we be so entranced by the history of a sport/game/league/franchise if we couldn’t marvel or argue about 56 (MLB), 92 (NHL), 100 (NBA), or 208 (NFL)? Maybe, but probably not.

What most sports statistics have in common is uniformity. If you want to break DiMaggio’s 56-game streak, then you will have to hit in 57 straight. But what if I told you there is a global sport where everything is the same for just a moment, but will be different an hour from now, and might not reflect anything that came before? What do the statistics mean then?

Well, that’s the challenge Chad Schroeder faces everyday as the official statistician of CrossFit. There are still clear winners in CrossFit, but how they earn the wins isn’t the same from hour to hour, day to day, or year to year. Yet somehow, he helps those following and working in the sport make sense of the chaos. Chad gives some insight into how he does that on this episode of Did You Know That?

Venus rising: These female brokers are reshaping the industry in their own image

Fri, 20 Aug 2021 12:05:00 GMT

This year’s Faces of Change panel at the Broker Expo featured an all-female lineup sharing their unique industry insights.

By Emily Payne | August 18, 2021 at 10:18 AM

The benefits industry has been increasingly struggling with a diversity issue as other industries embrace it. Thus, it seemed apt that this year’s Faces of Change panel at the BenefitsPRO Broker Expo featured an all-female lineup. Moderated by WellNet Healthcare’s Megan Chiarello , brokers Jessica Beames of BOK Financial Insurance, Stephanie Berger of Centered Insurance Solutions, Colleen Blum , Combs & Co., and Robyn Tikia of Risk Strategies Company were able to have a candid conversation about what it means to be a woman in a male-dominated field and how they’re forging a new path for others.

“It’s our job as females in our industry to tell younger generations that even though it is hard, it’s not as hard as it seems,” Blum said. “If we can find females who are good at talking to people and having organic conversations, you’re going to win business. It’s not as scary as we make it seem to be, as long as you have the work ethic.”

Between discussions of alternative-funding strategies and marketing tips, attendees learned how each advisor’s career path had been shaped by being a woman. “When I started out, there was a consultant that had amazing self-funded experience,” Beames said. “He had all of this knowledge, and I had the privilege of working with him, and I would just sit in his office and pepper him with questions. Hearing that information that seemed meaningless to him helped me in a meeting with a client or a prospect.

“That was not an easy mentorship to build,” Beames added, due to the hesitancy many older men have about the optics of spending too much time with a younger woman–even a colleague. “Feel comfortable meeting with your female colleagues regardless of their age. The simple fact is that there are many more men in this industry than women, and there is so much we can learn from you and we want to. Give us the opp and a safe place to do that.”

The panelists also had some tips for current female advisors shaping new recruits. “From a mentorship perspective, it’s important to teach assertiveness, persistence, resilience–and, truthfully, working harder than your male counterpart,” Tikia said. “Women really have to face a lot of isolation in this industry. But we’re also creative, out-of-the-box thinkers.”

Whether we want to admit it or not, there are some innate differences between the way men and women approach business–ones that female advisors can play to their advantage. “We’re more nurturing with those relationships,” Tikia said. “We’re also able to be more technical whereas men come across as more salesy.”

Berger stressed how important simply listening to a client is. “Sometimes it’s best to not even open the presentation and just ask, if we’re in the room, there’s a reason. What is it?”

Blum agreed that it’s important for female advisors to play to their strengths, rather than mimicking their predecessors. “If we can come to the table with a different perspective, we can change the dynamic of this industry,” she said. “It’s mostly HR that is talking to us. They can have a deeper conversation with us. Our clients know that at the end of the day we’re going to have their back.”

_______

Want to check out the original article? Click here !

Feature Friday with Will Hunt

Fri, 30 Jul 2021 11:55:00 GMT

How You’re Being Hacked

“Hackers are breaking the systems for profit. Before, it was about intellectual curiosity and pursuit of knowledge and thrill, and now hacking is big business.” Kevin Mitnick

2021:23

Not a day goes by now where you don’t read about some sort of cyberattack and how the motive was profit for the hackers. But what do hackers do with a stolen database of encrypted passwords? How do they breach systems to launch ransomware or bots or other exploitative software? Glad you asked.

Will Hunt has been professional hacker for almost a decade (he’s been working in tech even longer). He’s hired to break into companies’ systems to find vulnerabilities that can be walled off to make the company more secure. On this episode of Did You Know That? we discuss the cyber world from a hacker’s point of view. Little behind the curtain look at this burgeoning business.

You can learn about Will and In.security via the below:

Website: https://in.security

Email: contact@in.security

LinkedIn: https://www.linkedin.com/in/will-hunt/

Twitter: @Stealthsploit

If you’re interested in learning more about the mechanics of hacking, In.security also offers training sessions:

Hacking Enterprises – https://www.blackhat.com/us-21/training/schedule/index.html#hacking-enterprises—-edition-21889

Defending Enterprises – https://www.blackhat.com/us-21/training/schedule/#defending-enterprises-218911617901814

Music: “Night Rider” by Ian Post via Artlist

Feature Friday – Top 10 TV Shows!

Fri, 16 Jul 2021 10:53:00 GMT

“I liken actors and movies and TV shows to football teams. We all have our favorite ones.” Kristoffer Polaha

2021:22

The boob tube. The idiot box. The small screen. Whatever you call it, the inanimate TV is not always looked upon in a favorable light. Well, that doesn’t mean the shows that stream through the telly haven’t impacted us in favorable ways. So that’s what we’re focused on during this episode of Did You Know That?

Stephanie Rodin makes a celebrated return to the channel (first repeat guest) to talk about her – and my – top 10 TV shows of all time. Like all lists we’ve talked about, this is subject to change, but you should expect that by now.

So how do our lists (below) compare to yours? Where do you agree/disagree/have no idea? Let us know if any these would make your list or put your own list in the comments.

Just a reminder about what Stephanie does when she’s not watching TV, check out the contact points below.

Website: https://rodinlegal.com/

LinkedIn: https://www.linkedin.com/in/stephanierodin/

Twitter: @Rodinlegal

Music: “Easy Money” by Rex Banner via Artlist

Stephanie’s List

1. The West Wing

2. Sons of Anarchy

3. Six Feet Under

4. The Golden Girls

5. All In The Family

6. Quantum Leap

7. The Carol Burnett Show

8. The Daily Show with John Stewart

9. House

10. Dallas

Sean’s List:

1. M*A*S*H

2. Buffy/Angel/Firefly

3. The Carol Burnett Show

4. The Six Million Dollar Man

5. Person of Interest

6. Seinfeld

7. The Expanse

8. Cosmos (Carl Sagan)

9. Bosch

10. Mission:Impossible

Tenacious Tuesday with Tara Faquir

Tue, 13 Jul 2021 17:49:00 GMT

Your Skills Are Transferable :

There is a common trend in some incredible successful women these days, they tend to start in one industry – build some serious life skills & then are able to pivot into a totally different unrelated field that they never thought they’d end up in.

Today’s guest Tara Faquir Co-Founder of Trustate sits down with us to tell us all about her journey from her widely successful, exciting retail life at Nordstrom & Rent The Runway which led to a huge pivot into a little non-profit called Girl Scouts & landed her right to where she is at today – running a remarkably untouched industry with her best friend whom she met during a college transition.

Tara, like all of our guests defines unstoppable. She knows her strength & more importantly when it’s time to pivot to her next challenge. Listen along as she shares her journey & teaches us how although we may not see it now but our skills are incredibly transferrable if we just took some time to look harder into our day to days.

Check out Tara on LinkedIn and https://www.trustate.com/

Click here to listen to the lastest episode!

Feature Friday with Andy Schulkind

Fri, 02 Jul 2021 20:49:00 GMT

“One good thing about music, when it hits you, you feel no pain.” Bob Marley

2021:21

Live concerts. That’s what I missed most during the COVID pandemic. The keyboard on which I type this is more musical inclined than I am, but music… music inspires a reaction in me unlike any other medium. And that’s what I find so mysterious about music – it’s simply vibrations in the air. But all human cultures have some form of music or rhythm. The combination of those vibrations can perform magic.

This Top 10 episode of Did You Know That? – musical acts – was the toughest list for me to generate, as it was for my guest, Andy Schulkind. In fact, as you’ll find out in this episode, Andy was the genesis of this Top 10 series.

We’ve given you our lists (see below); what say you? Where do you agree/disagree/have no idea? Let us know if any these would make your list or put your own list in the comments.

If you’re curious what Andy does when not opining on music, check out the below.

Website: https://www.andigo.com/resources/

LinkedIn: https://www.linkedin.com/in/andrewschulkind/

Twitter: @AndrewSchulkind

Music: “Easy Money” by Rex Banner via Artlist

Andy’s List

1. The Who

2. Paul Simon

3. Thelonious Monk

4. John Coltrane

5. Dave Brubeck

6. Abby Lincoln

7. B.B. King

8. The Style Council

9. Frank Zappa

10. Chet Atkins

Sean’s List:

1. Maynard James Keenan (Tool/A Perfect Circle/Puscifer)

2. David Bowie

3. Rush

4. The Police

5. Silversun Pickups

6. Godsmack

7. The Beatles

8. Duran Duran

9. Guns N Roses

10. VNV Nation

#music #top10music #top10list #andigo #didyouknowthat #indulgeyourcuriosity #youtubechannel

Feature Friday with David Temple & Sean O’Rourke

Fri, 18 Jun 2021 10:03:00 GMT

“So many books, so little time.” Frank Zappa

2021:20

This might just be me, but I’ve often thought, the best reason to integrate a computer with my brain is so I could read 100 books a day. But then I think, that would defeat the whole purpose of the experience. While I don’t read as many physical books as I used to (Kindle & audio predominate), turning pages is still a joyful accomplishment.

David Temple and I met in 1996. Our friendship grew over talks about books, movies, TV, music, writing, etc., etc., etc. So there’s no one I wanted to kick off the Top 10 List of Did You Know That? episodes than him. David, being the author of many a novel, gets books.

Our lists are below (the episode highlights why we chose these). Let us know if any these would make your list or put your own list in the comments.

You can learn all about David and his works via the various channels below. His latest novel, “The Impostor,” will be released on July 1, 2021.

Books: https://geni.us/DavidTempleBooks

Podcast: https://davidtemplebooks.com/podcasts/naked-monday (or wherever you get your podcasts)

LinkedIn: https://www.linkedin.com/in/davidetemple/

Twitter: @davetemple

Instagram: davidtempleauthor

Music: “Easy Money” by Rex Banner via Artlist

David’s List:

1. The Four Agreements (Don Miguel Ruiz & Janet Mills)

2. The Force (Don Winslow)

3. Into the Black Nowhere (Meg Gardiner)

4. On Writing (Stephen King)

5. The War of Art (Steven Pressfield)

6. The Silence of the Lambs (Thomas Harris)

7. The Power of Now (Eckhart Tolle)

8. Savage Son (Jack Carr)

9. The Chain (Adrian McKinty)

10. Falling (T. J. Newman)

Sean’s List:

1. The Bourne Identity (Robert Ludlum)

2. The Road (Cormac McCarthy)

3. Alexander Hamilton (Ron Chernow)

4. Muhammed Ali (Thomas Hauser)

5. Days of Grace (Arthur Ashe)

6. Jurassic Park (Michael Crichton)

7. Arkham Asylum: A Serious House on Serious Earth (Grant Morrison & Dave McKean)

8. Man’s Search for Meaning (Viktor Frankel)

9. Into Thin Air (Jon Krakauer)

10. The Fountainhead (Ayn Rand)

Tenacious Tuesday with Gretta Zutz

Tue, 08 Jun 2021 11:52:00 GMT

Fertility Isn’t A Dirty Word – How Opening Up About It Changed Everything

Fertility is a hush hush topic that unless you’re in it, many don’t understand. Time to shake that up.

Gretta Zutz sits down with us today to share her journey, how opening up about her story changed everything for her and her family and how she is now dedicated to implementing fertility in her financial services practice in order to support her clients & friends. If you’d like to have a conversation with Gretta about support groups, any doctors she used etc., feel free to connect with Gretta directly on LinkedIn by clicking HERE !

https://podcasts.apple.com/us/podcast/fertility-isnt-dirty-word-how-opening-up-about-it-changed/id1525146944?i=1000524507164

To connect with the Try & Stop Me Podcast host, Colleen Blum, click HERE !

Feature Friday with DYKT? Snippets

Fri, 21 May 2021 09:37:00 GMT

“Fall down seven times, stand up eight.” Japanese Proverb

Resilience is a foundational component of human nature and business. The ability to get up sometimes is all that separates the successful from the also-rans, because getting knocked down is unavoidable in many instances. Like cyber.

The phrase du jour about cyber is, it’s not if but when you’ll experience a cyber event. Unfortunately, this is not hyperbole; it’s 99.782% fact, especially for businesses. So what’s a business to do? Get resilient.

DYKT? Snippets Ep. 3 touches on cyber resiliency, cyber risks, and where cyber insurance fits into the picture. The five videos take less than 20 minutes but could prove invaluable in preparing your business for the inevitable.

Music: “Camaro” by Oliver Michael via Artlist

Tenacious Tuesday with Chelsea Whalley

Tue, 18 May 2021 16:15:00 GMT

Her Inspiring Road To Alignment with Chelsea Whalley

We all get taught at a young age, make a plan for your life and follow that plan until you accomplish your goal right. Heck we talk about that here…

But what do you do when life happens right smack in the middle of that journey? Where is that clear path in life when you’re facing an unexpected injury that you have no control over when or if it heals?

Chelsea Whalley Partner & COO of J Donovan Financial had just that, her vision was set, she knew exactly where she was going in life. On her way to becoming a doctor, mid season into her college softball career when a freak accident happened during warm ups. In that moment whether she knew it or not, her whole life was about to be completely redirected as the injury she faced was about to bring her far bigger challenges and a totally different path in life.

Listen along as she shares her inspiring journey, the struggles through healing and how she was able to find the strength & alignment back within herself and her life regardless of how life tried to knock her off course.

“I will never question again whether I have the strength to go through something hard.” – Chelsea Whalley @benefitsboss

Listen on Apple Podcasts: https://podcasts.apple.com/us/podcast/try-and-stop-me/id1525146944#episodeGuid=3d8e1b3d-f1e1-4f80-bf81-0a6727ac22f7

YouTube:

Feature Friday with Jay Shifman

Fri, 14 May 2021 09:35:00 GMT

“The attempt to escape from pain, is what creates more pain.” Gabor Maté

2021:18

Addiction. I think it’s a topic misunderstood by all but the addict themselves. So who better to talk about addiction, misuse/abuse, and the road to recovery than someone who has lived it?

Jay Shifman’s story isn’t entirely unique or salacious. In some ways, it’s the typical roller coaster associated with addiction and recovery. But Jay Shifman’s view of his addiction, recovery, and how he helps others struggling with his former demons is very different from the common broadcasts around the topic. That’s why he’s joining me on this episode of Did You Know That?

You can reach out to Jay via his myriad of contact points:

Website: https://campsite.bio/cys_jay

Instagram: jayshifman

LinkedIn: https://www.linkedin.com/in/jayshifman/

Twitter: @CYS_Jay

Music: “Everybody Get Up” by Ian Post via Artlist

Blue Cross Blue Shield Settlement Updates

Thu, 13 May 2021 14:00:00 GMT

You and/or your employees may be receiving information about a Blue Cross Blue Shield Class Action Settlement soon.

You may be eligible to submit a claim if you are an INDIVIDUAL, INSURED GROUP (and their employees) or a SELF-FUNDED ACCOUNT that purchased or was enrolled in a Blue Cross or Blue Shield from February 7, 2008 through October 16, 2020. This includes groups (and their employees) purchasing coverage through an Association Plan that utilizes one of these insurance companies.

The Net Settlement Fund is estimated to be approximately $1.9 billion after attorney fees, administration expenses and other costs are deducted from the total $2.67 billion Settlement Fund.

We can not estimate how much you might be eligible to receive as it will be based on the number of claimants and several other factors. If the total payment for any claimant is equal or less than $5.00, no payment will be made.

To learn more, please visit the official Settlement Website: http://bcbssettlement.com

Below is also some additional contact information for your reference.

The settlement website: www.BCBSsettlement.com
Toll-free inquiry number: (888)681-1142
Email address: info@BCBSsettlement.com

5 Things Every Small Business Owner Should Know About The American Rescue Plan Act

Wed, 12 May 2021 17:40:00 GMT

by Gene Marks

The $1.9 trillion American Rescue Plan Act of 2021 aims to help the American economy recover after a long and difficult year of shutdowns and hardships related to the COVID-19 pandemic. If you’re a small business owner, here are the five things you need to know about it:

1. More businesses are eligible for PPP loans Until May 31

Not only did the Paycheck Protection Program (PPP) receive an additional $7.25 billion as part of the legislation, but more small businesses are now eligible to apply.

The program was expanded to include internet-only news and periodical publishers with more than one location. Larger 501(c)(3) organizations and veteran organizations that employ not more than 500 employees per physical location can participate now as well. The broader eligibility standards also allow larger 501(c)(6) organizations, domestic marketing organizations, and additional covered not-for-profit entities that employ not more than 300 employees per physical location to apply for program benefits.

Via a directive from the Biden Administration prior to the passage of the bill, independent contractors and sole proprietors who apply for the loan can now use “gross income” (line 7 on their Schedule C tax form) instead of “net income” as a means to calculate their loan availability, a change that will greatly expand the size of the loans for many.

Most of the other conditions of the program still apply, including second-round loans that are targeted toward businesses that have experienced a decline in revenues and an expansion in the types of expenses that can be used for forgiveness.

On March 25, Congress extended the Paycheck Protection Program application deadline. The legislation will set a new application deadline of May 31, allowing the Small Business Administration (SBA) to continue processing applications for up to 30 days past the new date.

2. There’s a new, grant program for restaurant and bar owners.

It’s called the Restaurant Revitalization Fund , and it is designed for restaurants, bars, food stands, food trucks, food carts, caterers, saloons, inns, taverns, lounges, brewpubs, tasting rooms, taprooms and any licensed facility or premise of a beverage alcohol producer where the public may taste, sample, or purchase products, or other similar place of business in which the public or patrons assemble for the primary purpose of being served food or drink.

Those entities can receive up to $10 million as compensation for any reduction in revenues they experienced in 2020 compared to 2019. The money must be spent on certain things like payroll and operating costs.

The legislation allocated nearly $29 billion to this fund, with $5 billion set aside for eligible applicants that have 2019 gross receipts of $500,000 or less. The bill also charges the Small Business Administration (SBA) with awarding grants in “an equitable manner to eligible entities of different sizes based on annual gross receipts.” During the first 21 days of the grants, the SBA will prioritize applications from restaurants owned and operated or controlled by women, veterans, or socially and economically disadvantaged individuals.

Applications for the fund are not available as of this writing but will eventually be found on the Small Business Administration’s website .

3. More grants are targeted at businesses located in low-income communities.

A low-income community is generally defined as where the average income of its residents is 50-80 percent of the average income of its surrounding communities. If the SBA determines that your business is located in one of these areas , then you may be eligible for a special grant.

The bill designated $15 billion for grants for businesses located in low-income communities that have no more than 300 employees and that have suffered an economic loss of more than 30 percent, as determined by the amount that the entity’s gross receipts declined during an eight-week period between March 2, 2020, and Dec. 31, 2021, relative to a comparable eight-week period immediately preceding March 2, 2020.

In addition, and no later than 14 days after the American Rescue Plan Act is enacted, the SBA must initiate a two-week period of accepting applications from any applicants that previously applied for targeted Advances under the Economic Injury Disaster Loan program and, because of lack of funds, did not receive the amount to which they were entitled.

The SBA can also make grants of $5,000 to “severely impacted” small businesses, which are eligible entities that have suffered an economic loss of more than 50 percent and have no more than 10 employees. Following that, the SBA can make $5,000 grants to “substantially impacted” businesses, which are those with no more than 10 employees that can demonstrate a loss of between 30 percent and 50 percent.

If you’re in an affected area, you can apply for these grants directly on the Small Business Administration’s website.

4. A new tax credit will help pay for your employees’ health insurance.

Because it’s been around for so long, many employers and their workers recognize the Consolidated Omnibus Budget Reconciliation Act of 1985, better known as COBRA. The Act allows employees to continue their health care coverage with their employer for a set period of time even after parting ways by continuing to pay their health insurance premiums.

When companies were involuntarily forced to lay off workers as a result of the pandemic, many workers risked losing their health coverage because they couldn’t afford the premiums. The American Rescue Plan Act now provides businesses with a tax credit that will effectively reimburse them for the cost of covering these premiums. The credit expires on September 30 and comes with other limitations, so it’s best to speak to your tax or payroll advisor about your particulars.

5. Finally, two additional (and generous) tax credits have been extended.

The Employee Retention Tax Credit allows companies who were either partially or fully shut down in a quarter or experienced a revenue decline of more than 20 percent in any quarter of 2021 (or 50 percent in any quarter of 2020) compared to 2019 to receive a generous (up to $7,000 per employee per quarter in 2021) tax credit against the payroll taxes owed. The credit can be taken even if you’re participating in the Paycheck Protection Program (although you can’t use the same payroll amounts to both calculate forgiveness and for the credit) and is calculated on your quarterly federal 941 payroll tax return. What’s great about this credit is that it’s refundable – if the credit is larger than the taxes owed you can get cash for the difference.

The American Rescue Plan Act extends this credit through December 31.

Although the requirements of the Families First Coronavirus Response Act became voluntary in 2021, if you’re still providing compensation to employees who miss work because of COVID-related illness to themselves or family members, you can still claim the tax credit associated with the Act to get reimbursement. Eligible reasons for missing work have been expanded to now include vaccinations and their side effects.

This credit is also taken on your quarterly federal 941 payroll tax return and has now been extended through September 30.

Click Here for the original article!

Feature Friday with Rebecca Rakoski

Fri, 07 May 2021 12:15:00 GMT

“No longer are technology and cyber issues confined to tech geeks in some backroom. In the digital age, IT issues are front and center.” Will Hurd

2021:17

During my 25+ years in and around technology, the most common refrain from those on the business side of a company when it came to cyber was, “It’s an IT problem.” That is not the case any longer. Your IT folks have to be involved in the discussion, but cyber is most definitely a business problem now. Don’t believe me? Maybe my next guest on Did You Know That? can convince you.

Rebecca Rakoski is a founding partner of XPAN Law Partners, a practice primarily dedicated to their client’s cyber welfare. Our conversation focuses on what that means for businesses; some best practices required to stay in “compliance;” and a host of other elements of a cyber program.

Website: https://xpanlawpartners.com/

LinkedIn (personal): https://www.linkedin.com/in/rebecca-rakoski-esq-1460b116/

LinkedIn (firm): https://www.linkedin.com/company/xpan-law-partners/

Twitter: @XPANLawPartners

Email: rrakoski@xpanlawpartners.com

Tenacious Tuesday with Lester Morales

Tue, 04 May 2021 09:22:00 GMT

Choose Your Own Adventure With Guest Lester Morales

“Take the next step or choose to let it cripple you.” The wise words from the incredibly impactful man himself, Lester Morales is our next guest.

Lester is no newbie to the game of a go-getter. After many years as a super successful sales leader, he took a good look around and knew there was a bigger impact to be made in his industry & more importantly his life. With the help of wise words from his mom and a strong belief in himself, he chose to take the leap of faith and opened the doors of Next Impact, LLC.

What happened would be enough to knock many others of course, still after major hits he has proven to never back down and is as successful as ever running a now 7 figure business he gets to call his own.

Lester’s journey is a true definition that you don’t get to choose the cards you’re dealt on the journey in life, what you do get to choose is how you move forward to make an impact from that.

Connect with Lester on LinkedIn https://www.linkedin.com/in/lester-j-morales-5064b91/

Instagram: @collblum & @tryandstopmepodcast

https://podcasts.apple.com/us/podcast/try-and-stop-me/id1525146944#episodeGuid=da6af75b-96b8-4d34-917a-48ec70ee5c85

Feature Friday with James Mottola!

Fri, 30 Apr 2021 12:18:00 GMT

The United States Secret Service was established in 1865 to combat counterfeiting. In 1901, the agency was charged with protecting America’s political leaders, their families, and visiting heads of state or government.

2021:16

James Mottola is a frequent collaborator of mine on the Everything Cyber playlist, as well as other engagements revolving around cybersecurity and cyber liability. What some of you may not know is that Jim spent 20+ years in the United States Secret Service. That’s where he was indoctrinated into the world of cyber.

We’re taking this episode of Did You Know That? to explore Jim’s time with the Secret Service, talk about the agency’s mission, and discuss how it prepared him for the work he does today. While Jim doesn’t reveal any agency secrets, you will get a better idea of how it’s disparate mandates are handled and why there is intense competition among all government agencies.

You can learn more about Jim and his current job by visiting the sites below:

Porzio Compliance Services: https://porziocomplianceservices.com/

LinkedIn: https://www.linkedin.com/in/jamesmottola/

Music: “Come Get Yours – Instrumental” by Bunker Buster via Artlist

Employer’s Responsibility for New COBRA Subsidy Notifications

Thu, 29 Apr 2021 13:30:00 GMT

We know as employers you have a lot on your plate right now, and unfortunately we are going to add some parmesan, but know we are here to help in any way we can. You may have been seeing in the news about this new COBRA subsidy that will allow for former employees who were involuntarily terminated or experienced a reduction in hours to get “free” COBRA for six months (April 1-Sept 30). That isn’t just smoke and mirrors, it is true, but it will require some work on your end.

Below is the game plan:

Did you have any former employee that their coverage was lost due to involuntary job loss or a reduction in hours of work who is still covered by COBRA? (typically anyone terminated since November 2019)
If the answer to #1 was yes, then you are going to have to send the attached notices to all of the former employees by May 31 ^st , 2021 or be subject to a penalty that is yet to be determined.
If the answer is currently no however layoffs will occur between April 1- September 30 ^th , please refer to the attached documents for your updated COBRA notice that will need to be sent to the employee being laid off or reduced hours.

So what does this mean if you are on the hook to send these notices?

That the COBRA qualified individual is not eligible for a subsidy if they can obtain coverage under another group plan or Medicare.
The subsidy is only available for someone that that has been involuntarily terminated (not for gross misconduct) or had a reduction in hours.

Who pays?

For employers with 20+ employees, the premium assistance will be delivered through the employer paying COBRA premiums to the insurance carrier (or covering the cost of providing COBRA coverage under a self-insured plan) and then taking a payroll tax credit to recoup the cost of covering COBRA premiums or costs. Employers will treat the subsidy as a credit against the employer’s share of Medicare tax under Internal Revenue Code Section 3111(b).
If the credit exceeds the taxes owed for a quarter, the excess will be refundable.

*Please discuss with your CPA for more information regarding the tax credit/refundable amounts.

So what do I have to do again?

Fill out the “ Alternative Notice ” that is attached (just the areas that are highlighted)
Send that out via email or first class mail along with the Summary of Provisions Application & the COBRA application by May 31, 2021 – the former employee will have 60 days from the date received to send back the applications to you. Flip them to us when you get them.
Also, send the “ Summary of COBRA Premium Assistance Provision ” that includes the form to request the premium assistance as an Assistance Eligible Individual.
You’ll have to send one more notice out, the “ Notice of Expiration of Period of Premium Assistance ” notice that has to hit their inbox between August 15 – September 15 to remind them to drop the COBRA if they do not have any intentions of paying for it after the subsidy is over.

Know that this is ever evolving and that there will be a lot of questions coming down the pike. We are in your corner as always to help. Still have questions? Click Here for common FAQs!

Looking for the packet of sample notices? Download the packet at the hyperlink below!

arpa-cobra-in-2021-forms-packet

Download

Feature Friday with DYKT? Snippets

Fri, 23 Apr 2021 09:37:00 GMT

“The five most efficient cyber defenders are: Anticipation, Education, Detection, Reaction and Resilience. Do remember: Cybersecurity is much more than an IT topic.” Stephane Nappo

And now Part 2 of the 2-part premiere of DYKT? Snippets. We’re closing out the conversation about the New York State Department of Financial Services (NYSDFS) Part 500 cyber regulations. Be sure to watch Part 1 before diving into these videos.

For context, here are some links for the regulations & the actual requirements:

Who NYSDFS Supervises: https://www.dfs.ny.gov/who_we_supervise

NYSDFS Industry Definitions: https://www.dfs.ny.gov/institution_definition

NYSDFS Cybersecurity Resource Ctr: https://www.dfs.ny.gov/industry_guidance/cybersecurity

Regulation Sections:

500.02 – Cybersecurity Program

500.03 – Cybersecurity Policy

500.04 – Chief Information Security Officer (exempt)

500.05 – Penetration Testing & Vulnerability Assessments (exempt)

500.06 – Audit Trail (exempt)

500.07 – Access Privileges

500.08 – Application Security (exempt)

500.09 – Risk Assessment

500.10 – Cybersecurity Personnel and Intelligence (exempt)

500.11 – Third Party Service Provider Security Policy

500.12 – Multi-Factor Authentication (exempt)

500.13 – Limitations on Data Retention

500.14 – Training and Monitoring (exempt)

500.15 – Encryption of Nonpublic Information (exempt)

500.16 – Incident Response Plan (exempt)

500.17 – Notices to Superintendent

Music: “Camaro” by Oliver Michael via Artlist

Tenacious Tuesday with Christina Passmore

Tue, 20 Apr 2021 14:26:00 GMT

Check out the latest episode of the “Try and Stop Me” Podcast! Learn about Christina Passmore’s inspirational journey as Colleen Blum talks to her about travle, beauty and when she realized: “I Can Kinda Write”

Flight Attendant, Beauty Brand Amazon Seller turned Successful Copywriting Business CEO

Christina Passmore travels the world as a seasoned flight attendant for a large Canadian Airline, during some big life changes she set out to make some side money and dove into the Amazon world where she she quickly gained good traction in becoming a Beauty Brand Amazon Seller. She was still paying the bills with the airline salary while building her Amazon business all until COVID hit and travel came to a screeching halt. Christina knew she needed to pivot quickly so she teamed up with a mentor of hers where she was asked the question I’m sure we’d ALL dread:

What are you good at?

Who can honestly answer that?! + Add a meaningfully response, when you’re already feeling down? Not many of us.

Christina’s response: “Well I can Kinda write”.

Listen in as she shares her journey & how that “kinda” turned into on going success and continued future dreams. She even drops in some pointers for anyone looking to get started in the e-commerce space.

Give her a follow on IG @copybychristina

Now Available on your Favorite Podcast Platform

Apple Podcast: https://podcasts.apple.com/us/podcast/try-and-stop-me/id1525146944?uo=4

Spotify: https://open.spotify.com/show/4h8CgliCHvAZvYl3kXQGOa

YouTube: https://www.youtube.com/channel/UCwOj_bbR_Wq2TDdWxtIeG0g

Google Podcast: https://www.google.com/podcasts?feed=aHR0cHM6Ly9hbmNob3IuZm0vcy8yYjYzNDViOC9wb2RjYXN0L3Jzcw==

Feature Friday with DYKT? Snippets

Fri, 16 Apr 2021 11:06:00 GMT

“The five most efficient cyber defenders are: Anticipation, Education, Detection, Reaction and Resilience. Do remember: Cybersecurity is much more than an IT topic.” Stephane Nappo

We’re shaking things up here at Did You Know That? We’re always looking to bring you informative conversations that could better your business and sometimes, your life. But that doesn’t always have to be in long-form interviews. So, may we present, drumroll please…

DYKT? Snippets.

DYKT? Snippets will be episodes featuring a collection of short videos on a particular topic. What that topic may be will always be a surprise. For this kickoff event, we’re going big with a 2-part premiere episode.

In 2017, the New York State Department of Financial Services (NYSDFS) Part 500 cyber regulations went live. These regulations apply to certain businesses licensed by the NYSDFS to operate in New York. While the regulations have their shortcomings, in the scope of state-backed cyber laws, they’ve proven to be quite reasonable. Episodes 1 & 2 will feature videos that outline how businesses can utilize these requirements to get their cyber houses in order.

For context around the videos, here are some links for the regulations & the actual requirements:

Who NYSDFS Supervises: https://www.dfs.ny.gov/who_we_supervise

NYSDFS Industry Definitions: https://www.dfs.ny.gov/institution_definition

NYSDFS Cybersecurity Resource Ctr: https://www.dfs.ny.gov/industry_guidance/cybersecurity

Regulation Sections:

500.02 – Cybersecurity Program

500.03 – Cybersecurity Policy

500.04 – Chief Information Security Officer (exempt)

500.05 – Penetration Testing & Vulnerability Assessments (exempt)

500.06 – Audit Trail (exempt)

500.07 – Access Privileges

500.08 – Application Security (exempt)

500.09 – Risk Assessment

500.10 – Cybersecurity Personnel and Intelligence (exempt)

500.11 – Third Party Service Provider Security Policy

500.12 – Multi-Factor Authentication (exempt)

500.13 – Limitations on Data Retention

500.14 – Training and Monitoring (exempt)

500.15 – Encryption of Nonpublic Information (exempt)

500.16 – Incident Response Plan (exempt)

500.17 – Notices to Superintendent

Music: “Camaro” by Oliver Michael via Artlist

Feature Friday with Jim Mottola

Fri, 09 Apr 2021 10:52:00 GMT

“They who can give up essential liberty to obtain a little temporary safety deserve neither liberty nor safety.” Benjamin Franklin

COVID-19 has certainly made its presence felt at the two-decade mark of the 21st Century (both negatively and positively). The current bent of the world toward vaccinations as a prerequisite for reopening naturally leads to a conversation about identification.

Jim Mottola and I talked about this very topic on the premier episode of Everything Cyber, so we’re returning to this fertile ground to address the changes since and possible future of dynamic identification.

James Mottola: https://www.linkedin.com/in/jamesmottola/
Sean O’Rourke: https://www.linkedin.com/in/scorcyber/

Music: “Tunnel Vision” by Stanley Gurvich via Artlist

Feature Friday with Judy Selby

Fri, 02 Apr 2021 09:36:00 GMT

“Rather than fearing or ignoring cyberattacks, do ensure your cyber resilience to them.” Stephane Nappo

Episode 2021:13

In a few decades, historians will write tomes explaining how the world evolved into its current state based on the 366 days that made up the year 2020. Among the explanations will be lessons learned during the intervening years and the mistakes repeated. Those in the technology arena don’t have the luxury of learning lessons over time or of repeated mistakes.

The next guest on Did You Know That? knows the perils of technology, but she’s more interested in how companies protect themselves from those perils. Judy Selby is an attorney, with a specialty in cyber insurance (a subject with which I’m familiar). Our conversation is about how businesses prepare for the inevitable cyber event and how they can thrive after being hit. This is a must watch/listen.

Find out more about Judy and her expertise via the links below:

LinkedIn: https://www.linkedin.com/in/judyselby/

Hinshaw website: https://www.hinshawlaw.com/professionals-judith-selby.html

Music: “Caution” by Skrxlla via Artlist

No Foolin’ – 8 Things to Know About the New COBRA Subsidy

Thu, 01 Apr 2021 19:35:00 GMT

Curious about how the ARPA COBRA Subsidies work? Check out this article from Benefit Resource !

The American Rescue Plan Act of 2021 (ARPA) was passed through the House and Senate this week. The bill was signed into law on March 11, 2021. While the specifics are still developing, here are 8 things to know about the COBRA subsidy that is included in the bill.

Curious about how the ARPA COBRA Subsidies work? Check out this article from Benefit Resource !

The American Rescue Plan Act of 2021 (ARPA) was passed through the House and Senate this week. The bill was signed into law on March 11, 2021. While the specifics are still developing, here are 8 things to know about the COBRA subsidy that is included in the bill.

1. It’s a 100% subsidy.

While there were several iterations of the bill and subsidies , the final version includes a 100% subsidy. This will allow eligible individuals to obtain COBRA continuation coverage for their health plan without paying COBRA premiums.

2. It’s specific.

The COBRA subsidy is only available for premiums due from April 1, 2021 through September 30, 2021, referred to as the subsidy period. In order to be eligible, individuals must be in their 18-month Federal COBRA Coverage period.

3. Coverage is not automatic.

While newly eligible individuals will not need to pay premiums, they will still need to elect COBRA coverage in order to take advantage of the subsidy.

4. Employers are responsible for paying premiums, but receive a tax credit.

Employers sponsoring a group health plan will be responsible for paying health insurance carriers for the premiums. They will be reimbursed for 100% of the COBRA premiums through tax credits against certain payroll taxes.

5. New and previous qualified beneficiaries may be eligible.

The COBRA subsidy is available for individuals who are or become qualified beneficiaries as a result of involuntary termination of employment or a reduction in hours. This may include individuals who:

become eligible for COBRA during the subsidy period
previously elected COBRA coverage and have paid premiums for prior months
have not elected COBRA coverage but are still eligible to elect COBRA

6. Eligible individuals will need to be notified.

Eligible individuals will need to receive an updated notification regarding their rights to COBRA and the COBRA subsidy. The Department of Labor and Department of Health and Human Services is expected to provide new model notices within 30-days of enactment of the law.

7. Subsidies apply to Group Health Plans, except FSAs.

The 100% COBRA subsidy applies to the underlying medical coverage, dental and vision plans. Participants may still be responsible for premiums if they elect coverage for an FSA (or other benefits being offered post-employment).

8. Individuals could elect to change coverage.

If an employer permits individuals to change coverage, the premium subsidy cannot exceed the cost of the coverage option the individual was in at the time of the qualifying event.

For example: Assume at the time of termination an employee was enrolled in Plan A and the premium was $500 per month. They have an opportunity to enroll in Plan B, but it costs $700 per month. The employee’s subsidy cannot exceed the original premium of $500 per month.

Feature Friday with Shira Fisher

Fri, 26 Mar 2021 10:57:00 GMT

“We think sometimes that poverty is only being hungry, naked, and homeless. The poverty of being unwanted, unloved, and uncared for is the greatest poverty.” Mother Teresa

Episode 2021:12

Homelessness has been an issue for humans since a documented history was begun – and probably before. Like most complex societal issues, solutions have been tried, discarded, tried again, discarded again, and so on. Why would efforts in 2021 be different?

That and many other questions are addressed in this episode of Did You Know That? Shira Fisher has spent 13+ years of her life working for organizations using modern technologies, data, and approaches to put a dent in the 55,000 homeless in New York City. Despite the enormity of the effort and the incremental forward progress, she remains convinced this is one societal issue that can be solved. After you experience this conversation, you might as well.

Find out more about Shira and her background via LinkedIn: https://www.linkedin.com/in/shira-fisher-8017667/ .

Music: “What Makes Us Human” by Attila Erdelyi via Artlist

Tenacious Tuesday with Kristin Andree

Tue, 23 Mar 2021 11:52:00 GMT

YOU’RE NOT FOR EVERYONE with Guest Kristin Andree

“Have you ever felt you spend so much time living your life, that you forget to enjoy it?

That the place you find yourself in seems almost unrecognizable, leaving you to wonder, how did I get here?”

Our next guest, Kristin Andree is helping us get right down into it!

Kristin is an Author, Speaker, Business Coach and Podcast Host.

Today’s episode we are diving deep into her new book “You’re Not For Everyone, But You Can Be For Everyone.”

Like the episode? Be sure to grab the book on Amazon.

Kristin Andree Contact:

Website: https://andreegroup.com/about-us/

LinkedIn: Kristin Andree

Instagram: @andreegroup

Feature Friday with Christopher Young

Fri, 19 Mar 2021 10:54:00 GMT

(NOTE: Apologies in advance for the volume of my microphone. It apparently didn’t fully show up for the interview after testing.)

“Action indeed is the sole medium of expression for ethics.” Jane Addams

My enthrallment with history didn’t start until I met Mr. Ed Powers. Mr. Powers still teaches history where I went to high school and it’s he who lit the fuse. To this day – been a whole lotta days since – I still remember something he said during a discussion about the Vietnam War. To paraphrase, you can’t fight an -ism (e.g., Communism, Socialism, Capitalism, Buddhism, etc.). The -ism is an idea/philosophy/crutch utilized by people. So for me, any argument for/against an -ism is really about people.

How’s this relate to episode 2021:11 of Did You Know That? Christopher Young is all about people, specifically, the ethical actions of people in the business world. (Please hold all snarky comments until after the interview.) The world is made up of a lot of different -ism’s as they relate to business, which means there are a lot of people making business decisions on a second by second basis. We talk about how they’re making those decisions and how they can be better.

To find out more about Christopher and his work, check out the various sites below.

LinkedIn: https://www.linkedin.com/in/christopherwyoung/

Website: https://www.redmapecon.com/

Instagram: @theredmaplegroup

Twitter: @TheRMGroup_1

Rutgers University: https://www.business.rutgers.edu/faculty/christopher-young

Music: “Tunnel Vision” by Stanley Gurvich via Artlist

#businessethics #ethics #capitalism #incentives #financialincentives #didyouknowthat #indulgeyourcuriosity #youtubechannel

Feature Friday with Christian Dysart

Fri, 12 Mar 2021 09:44:00 GMT

“You can be a career professional as a judge, a prosecutor, sometimes as a defense attorney, and never insist on fairness and justice. That’s tragic and that’s what we have to change.” Bryan Stevenson

Episode 2021:10

When you read the term defense attorney, what or who springs to mind? Hold that image in your mind until you meet my next guest on Did You Know That?

Christian Dysart probably doesn’t fit the narrative in your head as to what or who a defense attorney should be. But he has all the traits you’d want in the person fighting for your freedom/life. This is a conversation about the role of a defense attorney, criminal law, and how the system works (or doesn’t work) for those accused of a crime.

You can find out more about Christian and his work at:

Website: https://www.dysartwillis.com/

LinkedIn: https://www.linkedin.com/in/christian-e-dysart-9b412a4/

Twitter: @dysartwillis

Instagram: @dysartwillis

Music: “Taurus” by Ace via Artlist

Feature Friday with Colleen Blum

Fri, 05 Mar 2021 09:17:00 GMT

“Where I was born and where and how I have lived is unimportant. It is what I have done with where I have been that should be of interest.” Georgia O’Keeffe

Episode 2021:9

Je ne sais quoi… an indescribable quality that makes someone or something so appealing. The “it” factor. It’s elusive, can’t be taught, but you know it when you see/hear/taste/smell/feel it.

As you’ll learn pretty quick during the next episode of Did You Know That?, Colleen Blum has all the “it” qualities you can envision. But she is where she is today because those qualities aren’t idle; she has put them to work for the last decade to reach a point of daily happiness. That is an accomplishment worth talking about, which we do.

Join us for a fun, engaging conversation and then go check out Colleen’s own podcast, “Try And Stop Me” (both on podcast platforms & YouTube), and other online accounts.

Try And Stop Me (YouTube): https://www.youtube.com/channel/UCwOj_bbR_Wq2TDdWxtIeG0g

LinkedIn: https://www.linkedin.com/in/colleenblum/

Instagram: tryandstopmepodcast

Combs & Company: https://combsandco.com/about__trashed/colleen-blum/

Music: “You Can’t Stop Me” by RocknStock via Artlist

#perseverance #ambition #drive #courage #tryandstopmepodcast #didyouknowthat #indulgeyourcuriosity #youtubechannel

Feature Friday with Lyrissa Lidsky on the next episode of “Did You Know That?” with Host Sean O’Rourke

Fri, 26 Feb 2021 09:55:00 GMT

“Congress shall make no law respecting an establishment of religion, or prohibiting the free exercise thereof; or abridging the freedom of speech, or of the press; or the right of the people peaceably to assemble, and to petition the Government for a redress of grievances.” 1st Amendment to the U.S. Constitution

Episode 2021:8

It can be argued these 45 words are the most important in this country. The breadth of protections offered by the amendment is in some ways the entire foundation for the democratic structure of the United States. But like any right, there have been challenges; some nefarious, others cultural. The current challenge comes from technology.

The rise of any new technology that expands our capabilities is often met with irrational exuberance. We almost always fall for the utopian visions put forward by the technology’s proponents, forgetting that it will be human beings – good, bad, and indifferent – who will mold the technology going forward. Thus, what evolves is both a blessing and a bane. The Internet is the 21st Century’s ultimate example of this phenomenon (so far).

What impact has the Internet had on the 1st Amendment, primarily free speech? My next guest on Did You Know That? is well versed on this question. Lyrissa Lidsky is the Dean of the University of Missouri School of Law and an authority on the intersection of free speech and the Internet. It’s a timely conversation that may change your thoughts about what you write/read on the World Wide Web.

To learn more about Lyrissa and her extensive work around the 1st Amendment, follow her via the links below:

LinkedIn: https://www.linkedin.com/in/lyrissa-lidsky-192815103/

Twitter: https://twitter.com/LidskyLidsky

MizzouLaw on Twitter: https://twitter.com/MizzouLaw

Research on SSRN Author page: https://ssrn.com/author=247860

#1stamendment #freedomofspeech #dataprivacy #didyouknowthat #indulgeyourcuriosity #youtubechannel

Changing The Provider Experience with Guest Bryan Cush

Tue, 23 Feb 2021 14:50:00 GMT

Bryan Cush, Co-Founder of Tidal Health Group is on a mission to change the way consumers find providers.

Backed with a strong purpose and the courage to try, he and his team are tackling the large task at hand.

Listen along as Bryan shares a bit on his background, the company’s mission and some key valuable lessons he’s learned along the way so far.

You can Click Here to check out the podcast on Apple Podcasts!

Feature Friday with Ara Basmajian

Fri, 19 Feb 2021 12:02:00 GMT

“The beauty of mathematics only shows itself to more patient followers.” Maryam Mirzakhani

Episode 2021:7

Addition. Subtraction. Multiplication. Division. Algebra. Euclidian Geometry. Trigonometry. Calculus. For the vast majority of us, our formal study of math ends somewhere along this list. But this list doesn’t get us to space. Doesn’t get us mobile phones/tablets/devices. Doesn’t get us the Internet.

It’s not hyperbole to say mathematics can explain virtually the entire universe. That’s astounding if you really think about it. So does that mean mathematicians see the world differently than the rest of us? That’s one of the many questions I pose to Ara Basmajian, professor of hyperbolic geometry at Hunter College (part of the CUNY system), on this episode (2021:7) of Did You Know That?

If you want to dive into a whole new world and language, visit Ara’s links below:

CUNY: https://www.gc.cuny.edu/Page-Elements/Academics-Research-Centers-Initiatives/Doctoral-Programs/Mathematics/Faculty-Bios/Ara-Basmajian

Teaching: https://sites.google.com/view/basmajian/home/teaching

Research: https://sites.google.com/view/basmajian/home/research

YouTube: https://www.youtube.com/watch?v=xBSnPsGsH6U

YouTube: https://www.youtube.com/watch?v=yJWk_oAGlxo

Music: “Make Me Mad – instrumental Version” by Ofrin via Artlist

#mathematics #geometry #hyperbolicgeometry #universallanguage #didyouknowthat #indulgeyourcuriosity #youtubechannel

Feature Friday with Lexi Arnold

Fri, 12 Feb 2021 09:57:00 GMT

“The strongest people are those who win battles we know nothing about.” Unknown

Episode 2021:6

Host: Sean O’Rourke

Health can be a perplexing topic for all of us. Unless afflicted with a condition at birth or in early childhood, we typically grow up believing we control our minds and bodies. We jump when we want, we say what comes to mind, we sleep when we’re tired, we laugh when amused, we… well, you get the picture.

Lexi Arnold started life with that same belief but was disabused of the notion at a young age. Her struggles started early and caused mounting physical and mental challenges that affected her quality of life. Treating the physical issues was the easy part (and I use the term easy in a very loose sense, as you will find out during our conversation); the mental and emotional weight Lexi carried required more understanding, both for Lexi and her family.

In this episode of Did You Know That?, Lexi and I talk about the “shadow” she describes in the essay below. We discuss how she broached the subject with her parents, why she decided to be so open about her struggles, and what she’s doing to help others. This is one of the more inspiring episodes I’ve done thus far.

Lexi’s essay: https://lexismentalhealthmatters.jimdofree.com/2019/10/08/the-shadow

Learn more about Lexi at:

LinkedIn: https://www.linkedin.com/in/lexiarnold/

Instagram: @lexiarnold

Tenacious Tuesday with Rob Pecha

Tue, 09 Feb 2021 09:39:00 GMT

Check out the latest episode of the Try & Stop Me Podcast with host, Colleen Blum .

Lessons In The Redirection

Rob Pecha dreamed about fighting for his country but after 2 years of training he was told he could no longer continue.

Listen along as he sits down to tell us all about the lessons he was able to take from those day and turn them into motivation still to this day in his life and career.

https://podcasts.apple.com/us/podcast/lessons-in-the-redirection/id1525146944?i=1000508125920

Feature Friday with Brent Filbert

Fri, 05 Feb 2021 09:51:00 GMT

Host: Sean C O’Rourke

Guest: Brent Filbert

“We have to make sure the Hell the veterans come home from is not the Hell they come back to.” Marcus Luttrell

Episode 2021:5

The quote above carries many connotations, but for the purposes of this episode of Did You Know That?, we’re focusing on the relationship between veterans and the Department of Veteran Affairs (VA). This is not a hit piece on the VA, but an exploration of how bureaucracy, politics, money, and other factors force many veterans into a pitch battle with the very government they served.

Brent Filbert is the clinical director and a supervising attorney at The Veterans Clinic at the University of Missouri School of Law . This group of dedicated attorneys and law students take up the fight – free of charge – for veterans who aren’t receiving the benefits they earned for their service. It’s a disheartening conversation in some respects and inspiring in many others.

Check out the work of The Veterans Clinic by following the links below:

https://www.linkedin.com/school/university-of-missouri-columbia-school-of-law/

NOTE: This episode comes at a special time as we honor my late father-in-law, Maj. Gen. Roger E. Combs , with the #PancakesForRoger campaign on various social media platforms. To check out the story behind the endeavor, Click Here !

Music: “Continent” by ANBR via Artlist

Pancakes For Roger! – The Backstory

Mon, 01 Feb 2021 09:52:00 GMT

February 1st kicks off Combs & Company’s annual campaign to support the University of Missouri School of Law Veterans Clinic , which helps veterans and their families navigate the VA claims process and secure disability benefits when they are faced with obstacles along the way. Combs & Company will make a donation to the Veterans Clinic for every pancake-loving picture you post on social media and use the hashtag #PancakesForRoger .

Many have asked how this campaign began. It began with a what seemed to be a simple request by my father for some pancakes.

My dad, Major General Roger E. Combs , served our great country for more than 39 years in three branches of the military (Marines, Army, and Air Force). When he was coming to the end of his life, I was fortunate enough to return home to King City, MO from my NYC home to be present and help care for him. Each morning we had a pretty specific routine as the early risers of the family. I would go to the gym at 5am, return home around 6am to get ready for the day, and then help him have breakfast and get him prepped for his day. One morning, as I came downstairs, he was setting the kitchen table for himself and I looked at him rather quizzically and asked what he was doing. He looked at me and said, “I want pancakes for breakfast.” I smiled at him as my heart broke inside.

Such a simple request was by this time impossible for my dad. Ten years prior, my father was diagnosed with Agent Orange-related throat cancer, from exposure during his service as a combat helicopter pilot in Vietnam. He’d beaten that cancer and enjoyed a relatively good ten years, but he relapsed twice, and his final treatments required him to have a feeding tube. He was unable to eat solid foods – and my dad loved food – but he never complained. He knew the journey he was on. So his desire for pancakes became a rallying point for me and #PancakesForRoger became my way to honor his greatness. I share this story as often as I can to help remind myself and others to enjoy the simple things in life, because you never know when they could be taken away.

So every February, to show support to many veterans who will come to be in my father’s shoes, I issue a challenge for the month to have some “Pancakes for Roger.” For each picture you post on Facebook, LinkedIn, Instagram, or Twitter, and use the hashtag #PancakesForRoger , Combs & Company will make a donation in Maj. Gen. Combs’ name to the Veterans Clinic at the University of Missouri School of Law to help further their mission to support our veterans and their families.

__________________

If you are looking to support the Mizzou Law Veterans Clinic in a deeper way, feel free to CLICK HERE to make a donation!

Tenacious Tuesday with Petia Abdur-Razzaaq

Tue, 26 Jan 2021 11:09:00 GMT

Influencing The Brands with Guest Petia Abdur-Razzaaq

Host: Colleen Blum

How many times have we’ve seen big brands just miss the mark?

Petia Abdur-Razzaaq, Founder of the Stylista Group is a top marketing strategist and tackling just that. She has teamed up with powerful females to flip the script on this problem. Listen how she shares her journey which has lead her to co-creating “Mosaic Mommies”.

Mosaic Mommies is a community of multi-ethnic moms and micro-influencers who share information about their favorite everyday products and services.

Their mission is to become the one-stop destination for mom influencers of all cultural backgrounds to connect, learn and nurture their unique needs.

Influencing the brands by branding through influencers.

Check Petia out at:

LinkedIn or at The Stylista Group

Don’t have time to watch and want to listen on your way to work? Click Here to list at Apple Podcasts!

Motivation Monday with Ellen Williams

Mon, 25 Jan 2021 13:31:00 GMT

“Information is the oil of the 21st century, and analytics is the combustion engine.” Peter Sondergaard

If you’re reading this, stop for 60 seconds and think about the data you generate on a daily basis. (No rush, I’ll wait.) Now put that data into a number format, like 10GB or 100GB. Want to know a secret? You’ve probably underestimated your daily data footprint by a factor of 10 to 100.

In today’s hyper-digital world, it’s nearly impossible note to generate tremendous amounts of data. That data carries value for businesses, if they can understand and optimize what they have. That’s the problem though; most companies are not doing a good job leveraging all that information to make a better product/service, so they’re wasting a valuable resource.

Ellen Williams doesn’t like wasting data. She knows the value contained in those bits and bytes, and she knows how to extract that value. (You don’t get the moniker, The Data Chick, for nothing.) On episode 2021:3 of Did You Know That?, Ellen and I talk about data, what companies can do with it, and why they do anything with it (most of the time). The conversation is a good reminder that the service/product you produce isn’t the only thing valuable about your business.

Big sure to stay current with Ellen by visiting her at:

Company Website: https://www.orion-gs.com/

LinkedIn: https://www.linkedin.com/in/ellenwilliamsny/

Twitter: @Ellen_NY_B2B

Music: “Night Search” by Russo via Artlist

Feature Friday with Stephanie Rodin

Fri, 15 Jan 2021 12:01:00 GMT

Check out the latest episode of “Did You Know That?” with host Sean O’Rourke

“In 10 years the electronic medical record will be the minor player, in terms of where a person’s health history lives.” Leslie Saxon

For better or worse, your health information is moving or has already moved into a digital format. Best known as electronic medical records (EMR’s), these digital footprints can be accessed by doctors, nurses, dentists, caregivers, employers; basically any entity that requires even a small bit about your medical condition. Like all things digital, there are regulations that look to protect that information from being stolen or misused.

The Health Insurance Portability and Accountability Act (HIPAA) has been around since the mid-1990’s, but in the last six to seven years, it has roared into the consciousness of all who hold EMR’s due to the increased threat to these records by hackers. Understanding the obligations under HIPAA is where my next guest on Did You Know That? comes into play.

Stephanie Rodin is an attorney specializing in the medical/healthcare world, and you can’t play in this sandbox without understanding HIPAA. What makes our conversation well worth your time is her knowledge of how HIPAA is starting to impact even businesses that don’t have anything to do with medicine. It’s a tricky topic.

To learn more about Stephanie and her practice, visit:

Website: http://www.rodinlegal.com/

LinkedIn: https://www.linkedin.com/in/stephanierodin/

Twitter: @Rodinlegal

Music: “Ghost” by Sunny Fruit via Artlist

#hipaa #healthcare #electronicmedicalrecords #didyouknowthat #indulgeyourcuriosity #youtubechannel

You Don’t Need Attention, You Need HYPE with guest Michael Shein

Tue, 12 Jan 2021 10:06:00 GMT

Try & Stop Me Podcast with Host: Colleen Blum

Cult Leaders, Mischief Maker and Boundary Breakers– what do they all have in common whether we like to admit it or not? They understand what attracts like minded individuals and tap into those strengths to get HYPE from humans.

Michael Schein has been studying individuals for years gathering some interesting facts. As he says, “never in history have people been so susceptible to propaganda and persuasion as they are now. Hype truly runs our world.”

Now what if we could tap into the hype and use the strategies for good in the world and impactful business success? Well he has done just that, Mike is going to share with us his journey, which lead him to the creation of his new book “The Hype Handbook: 12 Indispensable Success Secrets From the World’s Greatest Propagandists, Self-Promoters, Cult Leaders, Mischief Makers, and Boundary Breakers”.

Buckle up for a truly interesting conversation.

You can grab The Hype Handbook on Amazon!

CLICK HERE to listen to the Podcast, or watch it below!

Need-to-knows about the Second PPP Loan Program by Tricia M. Taitt

Mon, 11 Jan 2021 16:31:00 GMT

Author: Tricia M. Taitt

Congress just passed a new COVID-19 “survival” stimulus package . Changes include the reopening of the $10,000 EIDL grant program and updates to the PPP loan program.

As a reminder, those eligible for the PPP include :

New borrowers
Businesses that exhausted their first PPP loans
with less than 300 employees and;
that suffered a 25% or more reduction in gross revenue in one quarter in 2020 versus the same quarter in 2019

The second draw PPP loan program works similarly to the first round. Newly added policies include:

The max loan amount for most businesses at 2.5x the average monthly payroll cost for 2019 or over a trailing 12-month period
The max loan amount for hospitality and food-service businesses at 3.5 x that average monthly payroll costs for 2019 over the past 12 months
The list of expenses that qualify for loan forgiveness has expanded to include: operational expenses, supplier costs, PPE and worker protection costs and eligible payroll costs, including group insurance payments

The bottom line:

Move fast . Get your documents and calculations ready for when lenders make applications available.
Stay informed. But take some things with a grain of salt. There is a lot of false information out there. Rely on experts and your lender for updates.
Keep an eye out. As of now expenses paid with PPP loan funds are tax-deductible and the PPP monies are nontaxable income. The IRS may push back against that.

Click here to get some guidance on loan forgiveness for the 1st round borrowers!

_____________________________________

About Tricia & The Art of Money Matters:

The Art of Money Matters is led by its President and Chief Financial Officer, Tricia Taitt, who has a strong track record of managing and improving the financial operations of growth-oriented, small to mid sized companies in both the for-profit and not-for-profit sectors. Ms. Taitt is adept at helping senior leaders decode the numbers so that they can better understand their business and make strategic decisions more confidently.

Feature Friday with Kimberly Chu

Fri, 08 Jan 2021 11:31:00 GMT

Host: Sean C O’Rourke

“I’ve learned a lot from mentors who were instrumental in shaping me, and I want to share what I’ve learned.” Herbie Hancock

Quick personal story – when I was asked to be a mentor for the program we discuss in this episode, my first thought was: “Am I even qualified to be a mentor?” After talking to my mentee for about 15 minutes, I knew this was going to be a great gig. Not due to any superior knowledge on my part, but because the student was just looking for help and I was willing to do so.

Good mentors are guides through unknown landscapes. They don’t always show us the way, but they can teach us how to find our path and navigate it successfully (or with minimal backtracking). But how do you find a good mentor? Well my next guest on Did You Know That? has some ideas.

Dr. Kimberly Chu is the Director of the Executives on Campus (EOC) program at Baruch College (NY, NY). The program is designed to match undergrad and graduate students with mentors, who ideally work or have worked in the profession the student is pursuing. Kimberly and her team have built a pioneering program and we talk about why it should be a model for institutions across the country.

You can learn more about Kimberly and EOC by visiting the links below.

LinkedIn: https://www.linkedin.com/in/chukimberly/

Website: https://blogs.baruch.cuny.edu/eoc/

Music: “A Big Adventure” by FASSounds via Artlist

#mentors #mentoring #barchcollege #payitforward #didyouknowthat #indulgeyourcuriosity #youtubechannel

Feature Friday with Jeremy Epstein

Fri, 18 Dec 2020 12:28:00 GMT

Title: Can Blockchain Change the World?

Copy:

“The blockchain symbolizes a shift in power from the centers to the edges of the networks.” William Mougayar

There are few things as dubious as definitive proclamations. History is littered with such utterances by those known and obscure. Most were just contributors to the Earth’s CO2 levels.

This brings us to blockchain. Blockchain is a burgeoning technology sector that shows a lot of promise to change a wide breadth of industries. But for certain instances, blockchain remains more promise than actual change.

So why all the hype? Well Jeremy Epstein has some answers on episode 2020.14 of Did You Know That? Jeremy and I try to explain blockchain in terms that will resonate with most viewers, and we look at the potential uses of such technology. There is some geek-speak sprinkled throughout, but if you’re looking for insight into a new technology landscape, this is a chat you’ll get into.

And if you want to stay informed, be sure to check out Jeremy’s various social media profiles.

LinkedIn: www.linkedin.com/in/jer979
Instagram: @jer979
Twitter: @jer979

Music: “Runnin’ In Circles – Instrumental” by Ziv Moran via Artlist

Feature Friday with Kat Thomas

Fri, 11 Dec 2020 12:51:00 GMT

“I can be changed by what happens to me, but I refuse to be reduced by it.” Maya Angelou

Took me a long time to write this video description. Went through numerous drafts talking about the courage of sexual violence survivors, the evil of the perpetrators, and many other aspects of this topic. None of them felt right, so I thought it best to let the video speak for itself.

Kat Thomas is an attorney and advocate for survivors of sexual violence. Her job is to work in the darkest recesses of humanity, and her gift is that you would never know it if you simply talked to her. That takes a special strength, that comes through loud and clear on this episode.

To learn more about Kat and her practice, visit her firm’s website.

Website: https://tlcpc.law/

Music: “Normalize” by Stanley Gurvich via Artlist

Feature Friday with Traci Carnes

Fri, 04 Dec 2020 13:25:00 GMT

Host: Sean O’Rourke

Guest: Traci Carnes

Title: Are Your Confident In Your Cybersecurity?

Posting:

“The hacker didn’t succeed through sophistication. Rather he poked at obvious places, trying to enter through unlocked doors. Persistence, not wizardry, let him through.” Clifford Stoll, “The Cuckoo’s Egg: Tracking a Spy Through the Maze of Computer Espionage”

“The Cuckoo’s Egg” was published in 1989; I first read it in 1995. You know what’s amazing/annoying/frustrating/unsurprising? Not much has changed in the intervening 30+ years when it comes to hacking. Sure, the systems and tools have gotten more sophisticated, but persistence and unlocked doors remain the key hallmarks of most hacks.

Cybersecurity, especially for small- and mid-sized businesses, remains a hazy priority that seems to fall down the to-do list every time a company runs out of coffee or snacks. That’s just playing with gasoline and matches, and my next guest on Did You Know That? knows this firsthand. Traci Carnes has worn many a technology hat in her career, so she’s seen cybersecurity from all sides. Her thoughts and processes should inspire businesses to take a more proactive approach to minimizing the damage from a cyber event. Remember, it’s not if but when you’ll experience one.

Want to learn more about Traci and her extensive background? Check out her LinkedIn profile.

LinkedIn: https://www.linkedin.com/in/tracicarnes/

Music: “Broken Radios” by Stanley Gurvich via Artlist

Feature Friday with Diane D. Reynolds

Fri, 27 Nov 2020 16:22:00 GMT

Is Your Business Subject to Cyber Laws?

Host: Sean C O’Rourke

Guest: Diane D. Reynolds

“People ask me all the time, ‘What keeps you up at night?’ And I say, ‘Spicy Mexican food, weapons of mass destruction, and cyberattacks.’” Dutch Ruppersberger

If you’re reading this (hopefully as you’re watching the episode), then your life and data have been impacted by multiple cyber events in the last decade or so. Welcome to the reality of technology in the 21 ^st Century.

While it took a while, politicians recognized their voting base was under attack and decided to act in the way they knew best – passing regulations. The European Union, Brazil, and China all have extensive cyber regulations with provisions that extend beyond their geographic borders. The United States has some national laws specific to particular industries, but most cyber rules are handed at the state level. It’s a hodgepodge that has business swimming in alphabet soup.

That’s why the next guest on Did You Know That? is such an in-demand resource. Diane D. Reynolds has been dealing with cyber regulations, on a global scale, for a good portion of her career. She now guides businesses through the maze of regulations and compliance, and inevitably, response to a cyber incident. Our chat focuses on why all businesses are now subject to some sort of regulation and how to proceed from there.

#cyberregulations #cyberliability #dataprivacy #datasecurity #didyouknowthat #indulgeyourcuriosity #youtubechannel #gdpr #shield #ccpa #cpra

Feature Friday with Jack Sullivan

Fri, 20 Nov 2020 10:51:00 GMT

“…but in this world nothing can be said to be certain, except death and taxes.” Benjamin Franklin

Was there any other quote appropriate enough to start this conversation? Nope.

The next topic of conversation on Did You Know That? was the bane of my existence for 12+ years (when I was president of my old IT firm). And while the term sales tax may immediately turn you off, you do so at your own risk.

What do you know about sales taxes, aside from the fact that paying them is annoying and expensive? Well, if you own or manage any type of business, then you should be a pseudo-expert on the topic. Most, not all, states and localities rely heavily on sales taxes to generate revenue. (That’s even more true in the time of COVID-19.) This heavy reliance means states do not play around when it comes to collecting what they’re owed or imposing new sales taxes when “necessary.”

Jack Sullivan is an expert in all things tax, especially sales tax, which makes him the perfect guest for this episode. (Full disclosure: Jack still is the tax attorney for my old IT firm, Syzygy 3.) He’s argued cases across the country for a range of companies; he’s devised sales tax strategies for entities selling into multiple states; and he’s investigated the taxability of products/services from the mundane to the exotic. He also has a style all his own, as you will learn.

Jack and I discuss a lot during this episode, but all of it is relevant to businesses in some form or another. Be sure to take notes and if you want to learn more about Jack, his various links are below.

Website: https://thesullivanlaw.com/

LinkedIn: https://www.linkedin.com/in/john-sullivan-1788b01/

YouTube Channel: https://www.youtube.com/channel/UCb9o8tVG19Muf1HMOT5kURw

Music: “Mayhem” by Ian Post via Artlist

#didyouknowthat, #salestax, #sullivanlaw, #indulgeyourcuriosity, #taxes, #statefinances, #youtubechannel

Tenacious Tuesday with Deb Koenigsberger from Hearts of Gold!

Tue, 10 Nov 2020 16:16:00 GMT

Host: Colleen Blum

Guest: Deb Koenigsberger

The Golden Heart Tackling Homelessness in NYC

Have you ever donated to an organization because you REALLY believed in the mission behind what/ who they were helping? But have you actually ever wondered WHO was the person that started it?

Who helped mold them? What happened in their life to make them to become this type of giving, selfless, incredible human? Where did it all start?

If you love a great story where there are just real feel good moments and you like to learn the behind the scenes of the special people who are making this world a better place to live, then keep listening, because today is just about that.

Today we sit down with my friend Deb Koenigsberger who is the Founder & CEO of, Hearts of Gold. This is a life changing organization all about helping homeless mothers & Children in NYC. Their mission is to help the moms gain the knowledge, skills, and confidence that they need to be able to transition out of the shelter system and become fully independent and productive members of society.

Check out behind the scenes photos on the @tryandstopmepodcast Instagram page

Guest: Deb Koensigberger

Founder & CEO of Hearts of Gold

Music: No Matter How Hard We Try – Ben Goldstein

Feeling – Aaron Kellim

Podcast is Available on All Podcast Listening Platforms.

“The Golden Heart Tackling Homelessness in NYC – Try And Stop Me Podcast .

CLICK HERE to listen to the full Podcast!

Feature Friday – Ramon Ray

Fri, 06 Nov 2020 15:09:00 GMT

Host: Sean C O’Rourke

Guest: Ramon Ray

“When things do not go your way, remember that every challenge — every adversity — contains within it the seeds of opportunity and growth.” Roy T. Bennett

If you like understatement, then saying 2020 has been (or was, depending on when you’re reading this) a challenging year should make the top of your list. But among all that has gone wrong, that’s disrupted the norm, or been thrown into the unknown lies opportunity to come out the other end better, stronger, faster. (Yes, that’s a callout to one of my all-time favorite shows.)

In the latest edition of Did You Know That?, the engaging Ramon Ray talks about how businesses – of all sizes – can identify and take advantage of even the slimmest of opportunity. There are risks; it’s not for the faint of heart; but there are rewards to be had by you, your employees, and your customers/clients if you take a calculated leap. This is not about running after anything that catches your eye; this about smartly identifying where your business can fill a new need and moving with purpose in that direction.

If this is your first experience listening to Ramon, then get your pen and paper or keyboard ready, because he’s going to throw a lot of information out there and you’ll want to digest it afterward (or give this multiple watches; your choice).

You can also check out Ramon’s various works using the links or handles below:

Instagram: @ramonraysmarthustle

LinkedIn: https://www.linkedin.com/in/ramonraysmallbiz/

Check out Ramon’s website Smart Hustle or his speaking website HERE !

Music: “J.D. Scavenger” by Randy Sharp via Artlist

Feature Friday – Did You Know That?

Fri, 30 Oct 2020 11:03:00 GMT

Host: Sean C O’Rourke

Guest: Cory Allison

“Money, it’s a gas. Grab that cash with both hands and make a stash” Pink Floyd

You have a killer idea. It appeals to a broad market. And your strategy to bring it to life is rock solid. All you need is a few more dollars than you have now to make it a reality. What path should you choose? Bootstrap? Friends and family? Angel? Venture capital? Family office? Maybe even private equity?

How you fund a business may be just as important as what you’re selling. Going it alone leaves all the decisions in your hands, but you’re gambling all your resources. Taking money from others limits your own exposure, but now you have potential “partners” who may weigh in on crucial decisions or not agree with the ones you make.

Cory Allison is an experienced entrepreneur, especially in the startup world. She’s also a partner in a fund that focuses on female-led businesses. So she knows the funding game from both sides of the table. Her insights on the topic may help guide you on your quest to launch the next unicorn.

You can discover much more about Cory at:

LinkedIn: https://www.linkedin.com/in/cory-allison-30a73025/

KelCor: https://www.kelcortape.com/

The JumpFund: https://www.thejumpfund.com/about

Music: “Having a Good Day – Instrumental” by Benj Heard via Artlist

Tenacious Tuesday – Newest Episode of the Try and Stop Me Podcast!

Tue, 27 Oct 2020 13:54:00 GMT

Host: Colleen Blum

Guest: Andy Neary

Mindset Lessons Learned On The Mound

Today, I am super pumped to bring you a fun, energetic, kickass business role model & overall JUST a good human Andy Neary.

Andy’s a former Professional Baseball Player. He’s now a Business Coach, Keynote Speaker & Founder of “the Complete Game”, coaching program.

Andy’s mission is to help business professionals build the mindset, habits, and rituals as he says “off the field” that lead to all-star performance on it. I’m obsessed with what he has going on today because it fits right into something I think we have all dealt with in our life at some point – a defeating mindset. Listen along as he teaches us how to flip the script into developing what he now calls #majorleaguemindset.

Watch a preview of the episode here!

Check out the full episode below!

Check him out at www.andyneary.com

Check out his podcast Bullpen Sessions

Feature Friday – Did You Know That?

Fri, 23 Oct 2020 12:24:00 GMT

We all pretty much know the names and stories of the entrepreneurs who made it big (just check the list of the world’s richest people). But do you know the story of the person who started that dry cleaner’s down the block? How about your favorite non-chain coffee shop? That pub you frequent way too often? The graphic designer for the at-home workout app you’ve been frequenting?

If you think about it, entrepreneurship has been around since that first multi-cellular organism ventured off on its own to find a better source of food. Not much has changed in the intervening few billion years. (OK, maybe a few things.) Being an entrepreneur is still a risky, fulfilling, exhausting, invigorating, difficult, inspiring way of life, and my next guest on Did You Know That? has experienced it more than most.

Adrian Miller has been a successful entrepreneur – many times over – for 30+ years. She’s juggled multiple businesses for more than a decade now, all while being a mom, wife, world traveler, and fount of knowledge. If you’re thinking of taking the leap, or are struggling to keep your fire going, then this is the episode you don’t want to miss.

To learn more about Adrian’s fascinating history, check out her LinkedIn profile: https://www.linkedin.com/in/amillersalestraining/ .

Music: “DuDa” by Ian Post via Artlist

Feature Friday – Did You Know That?

Fri, 16 Oct 2020 11:12:00 GMT

Host: Sean C O’Rourke

Guest: Paul Zambrotta

“There is no such thing as ‘away’. When we throw anything away it must go somewhere.” Annie Leonard

I’m not a terribly nostalgic person, but have to admit, this episode took me back to show and tell in grammar school.

Have you ever heard the term wish-cycling? No, not the practice of wishing for the same thing each time you blow out birthday candles. This is the practice of throwing an item into a recycling bin in the hopes it can be recycled. While the intention may be good, in practice, this act of hope has real negative consequences – it can turn good recyclables into trash.

My next guest on Did You Know That? is Paul Zambrotta, Chief Operations Officer (COO) at Hi-Tech Resource Recovery, Inc. & Scholes Street Recycling Corp., and Director of Safety at Mr. T Carting. Paul’s grandfather, Tom Toscano (aka, Pop), started Mr. T Carting with one truck in 1947 and the family of companies has grown with the city to better address waste and recycling efforts.

The chat with Paul is broken into two segments. First, we discuss the overall status of the recycling business and market, with an emphasis on where we, the consumers, are falling short on proper recycling. The real fun begins with part two, where Paul and I go through many common household items to determine what can go into the recycling containers and what should hit the trash. I think you may be surprised by some of his answers.

To learn more about Paul and his work, check out his LinkedIn profile, CLICK HERE

To learn more about plastic recycling, visit Waste4Change by CLICKING HERE

Music: “Urban Drummers” by Mike Kirin via. Artlist

Rockstars Rocking Podcast

Thu, 15 Oct 2020 18:20:00 GMT

Absolutely thrilled to be featured this week on Eric Silverman ‘s Rockstars Rocking podcast!

Thank you so much Eric, for giving me a platform to share about my journey and my passion for the Mizzou Law Veterans Clinic at the University of Missouri!

Click below to watch the episode!

Want to see more episodes, make sure you CLICK HERE to subscribe!

Episode 6 – Try and Stop Me Podcast by Colleen Blum with Guest Mike Veny

Tue, 13 Oct 2020 12:59:00 GMT

Episode 6 Mental Health Is An Asset, So Let’s Talk About It

Host: Colleen Blum

Guest: Mike Veny

Mental Health is something society still struggles to talk about or address, the one good thing about COVID is that problem seems to be slowly changing.

Mike Veny is one of the Top Mental Health Speakers in the US talking about just that. Listen as he shares his story through his mental own health journey, how is mother helped him find an outlet and how he is using his mental health as an asset to help change lives all across the country.

Curious for a preview of the episode? Take a listen below!

To be able to listen or download the full episode, click below!

Guest Contact Information:

Mike Veny: LinkedIn

Website: https://www.mikeveny.com/

Author of: Transforming Stigma: How to Become a Mental Wellness Superhero

Podcast: MXV Self Employed Momentum

Follow us on the @tryandstopmepodcast Instagram page

Feature Friday – Did You Know That?

Fri, 09 Oct 2020 11:57:00 GMT

Host: Sean C O’Rourke

“Politics is not a game. It is an earnest business.” Winston Churchill

Politics. Politician. Want to cause a visceral reaction? Just drop these words into any conversation and watch the fireworks blaze. It begs the question – why would anyone want to get into this business?

Well, for those who do, there’s a gauntlet you have to run just to get in front of your welcoming electorate. The cynic looks at these hurdles as a way for incumbents to stay in power; the optimist looks at the process as a way of pre-validating a candidate. Either way, it’s no simple matter to find your way onto a ballot and then finance a campaign.

My next guest on Did You Know That? is Rachel Harding, an election/campaign finance law attorney who specializes in New York state. Rachel knows the ins and outs, tricks and tricksters, and the obstacles a potential candidate must navigate to get on and remain on a New York ballot. She also knows how much money a candidate can accept and from whom and how often. Essentially, if you want to run for office in New York, call Rachel first.

In an election year unlike any in recent history, who better than Rachel to discuss how ballots are “made” in New York?

To learn more about Rachel, check out her LinkedIn profile HERE

Be sure to do your civic duty and vote, even if it’s for none of the above.

Music: Big City Lights by Ikoliks via Artlist

Feature Friday – Did You Know That?

Fri, 02 Oct 2020 13:44:00 GMT

Host: Sean C O’Rourke

“It’s about focusing on the fight and not the fright.” Robin Roberts

In 2019, two scientists presented evidence of a malignant tumor in a turtle bone that was 240 million years old. In 2016, a published paper identified cancer in a hominid – one of our ancestors – toe bone from 1.7 million years ago. An ancient Egyptian medical text, dating back at least 3,600 years, details cancer and removal procedures for breast tumors.

So what’s this have to do with anything? Well, first, it helps explain why cancer remains such an intractable disease, even with $200 billion spent in the last 50 years (in the U.S. alone). Second, it provides context as to why I think my next guest is such an inspiring badass.

Not to give too much away, but what should have been one of the happiest days of Morgan Mitchell’s life was overshadowed by a lump she found in her breast. A couple weeks later, at 28, Morgan was diagnosed with stage 4 breast cancer.

If this interview was about Morgan’s work, or our previous exploits on the football field, or a hike she just finished, you’d never know she was being treated for anything other than being too positive. It’s this strength of character I wanted to bring out during our conversation, in the hopes it might inspire others, and kick off Breast Cancer Awareness month on a positive message.

Morgan’s professional side is highlighted HERE

If you’d like to learn more about the organizations Morgan mentions, visit:

5 Under Forty: https://5under40.org/

American Cancer Society: https://www.cancer.org/

Music “Early Morning” by Borrtx via Artlist

Per Angusta Ad Augusta translates to “Through difficulties to honors.”

Episode 5 – Try and Stop Me Podcast by Colleen Blum

Tue, 29 Sep 2020 11:50:00 GMT

The Life Changing Question: Gratitude & Pasta with Chris Schembra

Host: Colleen M Blum

Have you ever sat back and took a moment to think about all of the experiences you have really been through? Has anyone ever had a serious life altering impact in making who you are today – whether they were good or bad? Have you ever taken the time to be grateful for those moments which lead you to become the person you are today?

Todays episode is ALL ABOUT THAT. Gratitude.

Our next guest is Chris Schembra. Chris is the Founder of the 7:47 Club. He is the Best Selling Author of Gratitude & Pasta: The Secret Sauce For Human Connection. USA Today named him the “Gratitude Guru”.

Chris has gone through his fair share of try and stop me moments, battling depression, suicide, rehab & even jail. But once he was able to see life, experience life – his world shifted. Listen along as he shares his story about how Gratitude and Pasta forever changed his world.

Guest: Find him on LinkedIn Chris Schembra or at www.747club.org

Contact to attend a dinner: David@747club.org

Podcast Instagram: @tryandstopmepodcast

CLICK HERE to see the full episode!

What’s the good news, ladies? Fall, y’all!

Wed, 23 Sep 2020 12:26:00 GMT

Original Post: BenefitsPro Broker Innovation Lab

Susan L. Combs | September 21, 2020 at 07:47 AM

I cannot believe that 4 ^th Quarter is days away! That means that open enrollment is on the horizon and oof … how it’s going to be different this year? Hope you all have your virtual toolkit ready to go; I know we have been busy planning and gearing up for this in our office to make the process as easy and smooth as possible. But we’re all in insurance, right? So we look at worst case scenario. If you’re like me, you lay awake in bed thinking “What’s the worst than can happen?” And then you lay awake longer. Gah! Good luck, ladies. Feel free to share the best idea or tool you are using; I’m sure many would love to hear about them.

We had such a blast at the virtual BenefitsPRO Broker Expo this year and got to meet some incredible women that way! I’m really excited to introduces you to these fine women this month who are keeping it real in the world of COVID, home schooling and just being rockstars in our industry. Please welcome Sarah, Robin and Sarah to the fold!

Sarah Wilson, Compass Benefit Advisors

“Interesting? Challenging? Uncertain? I’m not quite sure how to describe the last 12 months. For me, it has involved creating a new role for myself within a new firm while learning to be a teacher overnight to my 8 and 9 year olds. Juggling and adapting have become my forte.

One thing I’ve learned is we’re not meant to do this thing called life alone and that it’s OK, even good, to put ourselves out there and lean on others. Connecting has become my mission, even if only by Zoom. I’ve pushed myself to make connections with mom friends and other female colleagues a priority, carving out time to share and encourage each another. In an effort to connect with others, I’ve started a think tank for clients and prospective clients to discuss their good, bad, and ugly and to encourage one another when it comes to topics like COVID, compliance, leadership and employee morale. It’s served as a great sounding board for human resource leaders.

When you make life a party, not a competition, and give yourself and others an opportunity to connect, it allows everyone to thrive together. Here’s to ducking, diving and keeping our heads above water!”

Robin Wahby, CLU, Wahby Financial Group, LLC

“I am proud to say I recently conquered a goal that had always eluded me. This goal was to move families from managing money and financial advice to working towards the achievement of life’s purpose and leaving a legacy. During the pandemic, I have been helping clients feel less anxious and more in control of their finances but am also now beginning to talk about the people and organizations that are important to them. And talk they did!

Our client families are acting now to preserve their values and goals for future generations. As a result, estate and charitable planning in my firm has increased significantly. We have helped more clients than ever before design settlement letters and ethical wills. An ethical will is a love letter to your family and bequeaths values. It can be as simple as a handwritten letter or a selfie video message.”

Sarah Gottheim, Savoy Associates

“Last month marked my 13-year anniversary in the dynamic health insurance industry. This year has been the most challenging, as the COVID-19 pandemic has affected the nation. Adapting to a new virtual world, companies are expected to conform to an online-driven work environment, including benefits administration. To accomplish this, business owners are relying on trusted brokers.

Working at a leading general agency, it is my job to work hand in hand with my broker partners to provide top-notch benefits consulting for the most sought-after benefits. I have consulted with hundreds of clients and brokers at companies of all sizes and industries to help them keep up to speed on benefits trends and legislative changes.

Relationships are key, and pairing with a strong team with deep knowledge and expertise drives new levels of success. I’m excited for the opportunities to work with dedicated partners to support business growth and boost client satisfaction.”

Know of a rockstar woman in our industry who’s doing things better than the rest? If so, I’d love to connect! You can just shoot me over an email with their information or feel free to make a virtual introduction to me at scombs@combsandco.com Stay safe, sane and mask up, my friends.

Episode 1: Did you Know That?

Fri, 18 Sep 2020 12:03:00 GMT

Host: Sean O’Rourke

Guest: Stavros Michailidis

“There is nothing to writing. All you do is sit down at a typewriter and bleed.” Ernest Hemingway

I’ve always loved this quote. To me, it speaks volumes about how difficult it is to be “creative.” I actually referenced this quote during my very first conversation with Stavros Michailidis, my guest on this edition of Did You Know That? While my point was one of doubt that creativity could be learned, you’ll discover during this discussion that it was more my definition of creativity was too limited. Humans demonstrate creativity everyday – usually without all the blood – we just have a tendency to not recognize it, and thus, not apply it to future endeavors.

Music: “Naked Memories” by Assaf Ayalon via Artlist

About Stavros Michailidis:

Stavros has been facilitating KI events since 2009 and today he focuses on leading KI’s operations. He brings to KI his experience as an entrepreneur, having co-founded a design build firm, a disaster recovery not-for-profit and an eco-friendly dry cleaning business. Despite his business background, Stavros knew Science had captured his heart when he found himself preferring to read Science News over Harvard Business Review while stuck at airports between flights.

To learn more about his company, Knowinnovation, CLICK HERE

#didyouknowthat #youtube #creativity

Episode 4 – Try and Stop Me Podcast by Colleen Blum

Mon, 14 Sep 2020 20:46:00 GMT

Host: Colleen M Blum

Guest: Sebastian Rusk

Have You Ever Wanted To Start A Podcast?! All Of The Who/What/Why I Wish I Knew Before Starting A Podcast! check out what the Expert himself, Sebastian Rusk has to say about it!

Have you ever dreamed about starting YOUR OWN podcast but you have used ANY & EVERY excuse under the sun to just push it to the “one day” plan?? Well then THIS EPISODE is all for YOU!!

Sebastian Rusk is the go to man for all of the how to when creating a podcast from idea to inception. Sebastian is the Founder of the Podcast Launch Lab, he is also a kick ass Social Media Speaker, Author and Digital Story Teller. – guys if I knew Sebastian before I started this all I could have saved a good 3 weeks of my life from the countless YouTube clips I watched. Listen along to today conversation about all the questions I had when debating whether to start this show or not.

BTW: Secret for you! For 2 years I pushed down this idea of actually getting my show started because I just didn’t even know where to start. It’s time to put your fears aside & just make the jump! You can do this, I believe in YOU!

Guest Instagram: @podcastlaunchguy

Host: @tryandstopmepodcast

Episode 3 – Try and Stop Me Podcast by Colleen Blum

Mon, 31 Aug 2020 21:10:00 GMT

By Colleen Blum

Standing OUT Against the Instabody “Perfect” World – What IS That?! With Jess Mazzucco CEO of The Glute Recruit

What are we teaching our girls they need to be through social media? Do I need to take butt selfies to grow my fitness business? CEO of The Glute Recruit – Voted Best Personal Trainer in Westchester answers all. Jess tells her story about her journey through the corporate fitness world which lead her to create her own company. Jess touches on the unrealistic expectations that social media has and how she is trying to be the change in her industry by getting away from those never changing butt selfies and teaching our little ones to be strong ¬t focus on skinny.

Guest: @thegluterecuit

Host: @tryandstopme_podcast

Use Code: COLLEEN20 for 20% off your GluteRecruit resistance band!

https://www.thegluterecruit.com/shop

To listen to the full podcast, CLICK HERE

#MotivationMonday

Episode 2: Try and Stop Me Podcast by Colleen Blum with Guest Stephanie Virchaux

Mon, 17 Aug 2020 20:34:00 GMT

Podcast: Try and Stop Me

Host: Colleen Blum

Guest: Stephanie Virchaux, of SV Empowerment

On Episode 2, we sit down with my dear friend Stephanie Virchaux.

Stephanie is the Founder of SV Empowerment, she is a Motivational Speaker and an Energy Healer.

Stephanie had over a decade in the corporate world marketing for some of the top beauty brands in the industry. She was making well over 6 figures in the “opportunity of lifetime” position. Despite all of the perks, at the end of the day, it just wasn’t what her gut was telling her to do. Listen along as she shares her journey which lead her to her coaching business where she was able to use her own tools to help her through some extremely difficult times of her own.

Instagram: @tryandstopme_podcast

Guest Instagram: @stephanievirchaux

To listen to the full podcast, CLICK HERE or check it out on Spotify!

What’s the good news, ladies? August edition

Fri, 14 Aug 2020 19:53:00 GMT

Original Post: BenefitsPro Broker Innovation Lab

By Susan L Combs | August 14, 2020 at 06:58 AM

Guess what’s next week?! It’s BenefitsPRO Broker Expo time! This is one of my favorite conferences every year and this year we are doing the Fast & Furious Session from the main stage! So if you haven’t already registered, make sure you handle that ASAP ! Since it is virtual this year, if you are a broker or agent, you can get in on the fun for no charge and learn what the rest of us already know about this great show!

In July, we kicked off our Wonder Woman Mastermind group, which was the brainchild of this series. We had a wonderful first meeting, where we shared some excellent marketing ideas with each other. If you are looking to be inspired by more women in our industry, please meet Bobbie and Deidre. Both women are breaking down barriers for women in our industry with personal impact and mentorship.

Bobbie Shrivastav, Benekiva

“The past 12 months have been focused on growth, speaking and mentoring! Due to all of our recent exposure and hard work, Benekiva was invited to participate in Mass Challenge FinTech Accelerator. We were selected out of over 300 applications globally and are proud of this recognition! Our impact in the industry has also increased as we’ve grown the number of carriers we work with from three to nine over the past 12 months. Personally, I was invited to speak at over 25 events in the last year, on topics such as InsurTech, innovation, customer experience, digital transformation, Blockchain, startups, women in tech, and diversity and inclusion. I’ve meet so many dynamic people along the way. Lastly, we have been able to mentor many startups and logged over 250 hours to help the startup community nationally.”

Deidre Wright, Strategic Stories

“I constantly think about the legacy I want to leave. My goal is to diversify the C-Suite and change the image of what a leader “looks like.” While companies promote diversity and inclusion, data shows the existence of pay disparities and glass ceilings amongst employees. Last December, I took the leap to become a full-time entrepreneur, providing personal brand coaching to ambitious but undervalued diverse talent. Nothing could have prepared me for what was to come. The biggest surprise has been, that in the midst of a global pandemic, unstable economy, and racial unrest, my clients are winning. For example, Uche, a first-generation African American woman, just landed a new job making 20% more pay and with the dream title we planned together. Why am I celebrating this as a personal win? It debunks the myth that top-notch diverse talent doesn’t exist. So. I encourage us all to mentor, hire and promote diverse talent.”

Know a great rockstar woman in our industry who’s doing amazing things? If so, I’d love to connect! You can just shoot me over an email with their information or feel free to make a virtual introduction to me at scombs@combsandco.com . Stay safe and mask up my friends. Hope to see you August 18th-20th at the BenefitsPRO BrokerExpo!

Feature Friday: To Be an Effective Communicator, it’s Okay to Be Silent – Aimee B. Davis

Fri, 14 Aug 2020 11:42:00 GMT

Original Post: ABD Law Blog

When the COVID-19 lockdown began, I very quickly noticed the surge, and felt bombarded by, too many choices for online entertainment. Suddenly countless guided meditations, yoga classes, friends having Zoom cocktail hours, and virtual dance parties were available simply by clicking a link. But, in order to process entering into a “new normal,” my instinct sent me to a quieter, more introspective place.

For all things communication-related , I reflect on the words of my guru, Debra Forman, a certified executive coach and the founder of Pinstripe Coaching who, in her video blog entitled After It Rains, video 43: It’s OK to be Silent , reminds us:

“When you feel comfortable with your own silence, you will act as if you speak volumes.”

In April 2020 , I declared kindness is the new BLACK. I emphasized the importance of increasing kindness through our words, actions, and the omission of certain actions. By going to that quiet place to digest the deep sense of loss and grief we are all experiencing, I found the time and space to consider ways to communicate with kindness to my clients, family, friends, andothers on social media during these unprecedented times.

In the Age of Uncertainty, be aware that anxiety impacts the way we communicate with others.

I hear some people are a little extra snappy these days, but you didn’t hear it from me , since I’m isolated here on the 5th floor. But, now more than ever, when we feel extra vulnerable and scared, it’s important to try to be careful of what we say and to try to avoid judging others.

Debra also reminds us that we don’t always need to fill in the blanks. Too much of one thing can negate your message. Practice restraint. Let’s use the New York State PAUSE to take a metaphorical pause in communicating!

According to Debra: “Punctuate everything you discuss with appropriate silence and respectful pauses. This will enable your listener to truly take in your words, consider their meaning [because Words Do Matter ], and respond as appropriate.”

To communicate effectively and with kindness, “best practices” suggest that before speaking, we should consider the following:

Is it True?
Is it Kind?
Is it Necessary?
Is it Helpful?

Sometimes, the best thing to say is NOTHING!

_______________________________________________________________

Aimee B. Davis Law P.C. is committed to advising its clients and resolving issues relating to the legal and business matters that are important to them. If you have any questions, please feel free to contact us at (917) 617-2243 or email aimee@aimeebdavis.com.

Aimee B. Davis Aimee B. Davis Law P.C. 917-617-2243 122 Ashland Place Brooklyn, NY 11201 www.aimeebdavis.com aimee@aimeebdavis.com

College Prep in 2020: Covid GO Bag

Wed, 12 Aug 2020 20:08:00 GMT

College Prep: Covid GO Bag! If you have a child going to college, have them pack an emergency COVID-19 bag in case they test positive and have to quarantine.

Episode 1: Try and Stop Me Podcast by Colleen Blum

Mon, 03 Aug 2020 21:51:00 GMT

Podcast: Try and Stop Me

Host: Colleen Blum

Guest: Tony Pec , Y Not You Media

Our guest Tony Pec is the go to man for social media and all things business.

Hear how he saw the potential in Instagram growth which led him to say “forget the college degree” and dove right into creating his own Forbes Accredited Marketing agency!

Take a listen the preview below!

To listen to the full podcast, CLICK HERE or check it out on Spotify!

Dynamic Identification

Fri, 24 Jul 2020 15:41:00 GMT

By: Sean C. O’Rourke , Cyber Liability Consultant, Combs & Company, LLC

How often do you think about the information contained on a state-issued identification document (such as a driver’s license)? How about your passport, which is internationally recognized? The data on your credit card’s magnetic strip? Pretty sure most people would answer never or infrequently to any or all of these questions, which is why there are folks like James (Jim) Mottola .

Jim spent 26 years at the Secret Service, thinking a lot about identification documents and the information contained – and not contained – on them. To law enforcement, identification is a vital part of the job. But with COVID-19, questions about identification data have taken on new forms and urgencies, beyond law enforcement and the ability to get on an airplane or drive a car. A great many of those questions revolve around health ID’s; documents that could confirm a person has the COVID-19 antibodies, or never tested positive for the virus, or received the proper immunizations before traveling to other parts of the world.

Would a health ID work, especially here in the United States? If so, how would it work and most importantly, how would you protect the data? “Dynamic Identification” is a conversation I recorded with Jim to discuss these questions and others. It’s a topic that touches on every citizen and business. If interested, just click on the video below.

Cyber Insurance 101

Fri, 17 Jul 2020 11:32:00 GMT

By: Mitchell R Ledven , Insurance Advisor, Combs & Company, LLC

The current landscape of the U.S. workforce is quite different than it was six months ago. In a world once consumed by daily human interaction, we now find ourselves spending most of our days sitting in front of a screen and talking behind a keyboard. Some may say that this is just a short-term solution to the problem at hand, while others say it will be the way of life moving forward. While we don’t know for certain which answer is correct, we can agree that one thing is for sure and that is every day you log into a computer, there is a risk that someone is out there trying to take advantage of you. That person could be your next door neighbor or a 12-year-old hacker sitting in their parent’s basement on the other side of the globe. The point of this blog isn’t to shake you out of your boots, but it is to inform you about a way to protect your business and its assets. Enter Cyber Liability Insurance, a coverage that helps protect data and operations of your business if you find yourself the victim of a cyber related attack. Here’s how it works:

Cyber Liability Insurance helps protect your business from losses resulting from online threats. These breaches can be suffered on a 1 ^st and/or 3 ^rd party basis. This is a responsive coverage to help soften the blow due to a cyber-attack.

What it Protects Against:

Username and password theft
Phishing emails
Ransomware/cyber extorsion
Defense costs, fines, and penalties
Business interruption after a cyber related incident
Breach response
Funds transfer fraud
Crisis management/PR
Website is hacked

In a Nutshell: If you store data or have systems connected to the internet, you are exposed to cyber threats.

Is it required?: No. However, all states have laws regarding breach notification. Some states have laws dictating cyber protocols. For example, NY has DFS rule 500 and the SHIELD Act, while California has the California Consumer Protection Act (CCPA).

Feature Friday: A Human Resource Leader’s Guide to Corporate Messaging on Racism – Mike Veny

Fri, 10 Jul 2020 15:11:00 GMT

Click Here for the original post on The SHRM Blog!

As a mental health speaker, much of my work is focused on supporting HR leaders around mental health initiatives. This usually involves addressing the mental health stigma. I’ve learned having uncomfortable and awkward conversations is the critical key to transforming this stigma.

We don’t usually like to have these types of conversations. But they help us reach a place of understanding.

The same is true for navigating racism.

We will only make real and lasting progress in this area when we focus on empathizing with people who have different perspectives than us. It’s important to understand that we’re never going to fully understand someone who is living in a different set of shoes. But we can do our best to have empathy so we can reach a place of connecting better. And ultimately be able to get more done together.

What you need to keep in mind as an HR leader

Many people of color are angry, sad and scared right now. Those are difficult emotions that make it hard to focus, communicate and respond to everyday situations. They often stem from not feeling listened to or feeling a lack of control over what’s happening in life.
Company words right now need to be more authentic than ever and backed up by action. Your initiative cannot be about meeting the status quo to avoid being a victim of the “cancel culture”.
Diversity and Inclusion training needs to be an ongoing, regular part of your work. This will ultimately lead to increased productivity and profitability. You may need to use this angle when talking with your C-level executives about your initiative.
Learn to ask the right questions and then listen. Here are some examples:

○   “What do you see happening that I don’t see?”
○   “How do you think you are perceived by the leaders in the company?”
○   “What do you feel we need to be doing that we’re not doing?”
○   Or simply say, “Help me understand.”

Creating effective messaging

Right now, people want to hear what your company stands for. Let them know that you don’t support racism. Share your policies and what the company is doing to prevent it. Then, BE LOUD with your actions showing the follow-through. The more public you are, the more trust you will build if you follow it up with action. Don’t get caught saying one thing and doing another!

Please understand that it’s important to embrace not getting it right. No matter how much you “perfect” your message, there will be people who think you’re saying it wrong or not saying enough. We’re not going to get it just right. But the important thing is making sure that we do our best to understand and empathize with others’ perspectives. It’s really that simple.

__________________________________________________________________

The Lessons I Learned From COVID-19

Fri, 12 Jun 2020 16:52:00 GMT

Original Post: NAIFA Advisor Today

“I need to hear something good .”

This is what a friend of mine said to be about 4 years ago, when we were having a trying time in our industry and just needed an influx of positivity.

Fast forward 3 years and some odd months later, I found I was the one who needed to hear something good. My husband and I both tested positive for Covid-19, and although the symptoms for us were mild, I found myself being the one that was bummed out. Days upon days of seeing emails about Covid-19 and what to do and what not to do, and suffering from information overload , and I just needed to hear something good….

This made me hit pause and remind myself, “Innovation is born from necessity.” What a bold statement that just rings so true today!

I’m in New York City, the epicenter of Covid-19, and it is definitely not business as usual.

But we have found new ways to connect with family, friends and clients and also support them in ways we never thought possible.

After doing some brainstorming with my peers, these are the things we started to do to feel more connected:

We did not actively sell . If people come to us and need coverage, we help them. We got so many calls at the beginning of the quarantine from people who had been laid off and were in need of Individual Insurance. – New York City doesn’t pay brokers for their advice; so, instead of our normal $185/hour, we are dropping it down to $100 flat. But we are finding out that we are using more leeway on just answering some general questions from people and pointing them in the right direction without their retaining us.
We reached out in kindness. We had a lot of prospective clients who were in the process of setting up new group plans or business insurance policies and we reached out just to check on them, tell them we know things have changed, and want them to know that we can pick things up whenever they are ready
You know those 4,712 emails all of us received about Covid-19? We pulled out a lot of important information from them , put it into one blog posting, and reached out to all our clients with just a “Checking In” email. – We got a positive response from this email and our clients shared with us what they are going through and what they are doing. One client is writing a new book, one is shifting their cooking classes to online classes, and some have created disaster relief funds for their own staff. So, what we did with these responses was to ask them to share with us links or information, and then we passed that information on to others.
Whenever a client reached out to us about a fund they have created, we made a donation and shared the information on our Social Media accounts.

One of the things I learned from all of this is that you have to let people do things for you, too. When my brother was sick with cancer when we were kids, the Chaplain at St. Jude Children’s Research Hospital told my mother, “You have to be a gracious receiver.” So, I have eaten a little piece of humble pie and let people do for me.

I can’t tell you how many industry friends have reached out to me just to check on me and offer support. I have had people send us masks, go food shopping for us, and just “Face Timed” with us to see how we are doing.

It’s been amazing to have Zoom dinner parties and Happy Hours and be able to feel connected when we felt like we were on an island. There are truly so many incredible people in my life, including many men and women in our industry. These peers of ours are working hard to make an impact on our industry during this difficult time. They all serve as a shining light in such a dark time, and I am grateful to all of them.

Stay strong, my friends.

Bio:

Susan L Combs, PPACA, ChHC, is president of Combs& Company, LLC, a full-service insurance brokerage firm. She is a past recipient of NAIFA’s Four Under Forty Award, and past president of Women in Insurance and Financial Services.

COVID-19 Legal Update: Amendments to PPP Loans

Thu, 11 Jun 2020 11:29:00 GMT

Thanks to our good friend, Michael Futterman , Partner at McCusker, Anselmi, Rosen & Carvelli, P.C. * for the below helpful information for our clients and friends regarding the amendments to the PPP loans!

On Friday, June 5th, the President signed into law H.R. 7010 which amends several provisions of the CARES Act and the Paycheck Protection Program. In particular, the following changes are effective immediately:

Loan Forgiveness

The “covered period” for forgiveness is extended to 24 weeks or December 31, 2020, whichever is earlier. This additional time is critical for those businesses which are just now beginning to re-open.
The percentage of loan proceeds that must be used for payroll costs was changed from 75% to 60%. Keep in mind, the legislation adds a new wrinkle requiring you to meet this 60% threshold to obtain any forgiveness, as opposed to previously where it was proportional. In other words, you now need to make sure you hit 60%; otherwise there is no forgiveness.
The period to restore the number of employees and amount of payroll to qualify for full forgiveness has been extended to December 31, 2020.
The reduction penalty no longer applies if the borrower, in good faith, is able to document that:
- The borrower was unable to rehire a terminated employee and unable to hire a similarly qualified employee to replace the terminated employee; and
- The borrower was unable to return to the same level of business activity as before February 15, 2020, due to compliance with guidance issued by Secretary of Health and Human Services, the Director of Center for Disease Control and Prevention or the Occupational Safety and Health Administration, during the period from March 1, 2020 until December 31, 2020, related to the maintenance of standards for sanitation, social distancing or any other worker or customer safety requirements related to COVID-19

Loan Details

The time to pay back any unforgiven portion of a PPP loan is increased to 5 years. This is automatic for loans submitted after June 5; pre-existing loans can also be extended to 5 years, but require agreement by the lender.
Payment of principal, interest and fees is deferred until “the date on which the amount of forgiveness determined…is remitted to the lender.”
Borrowers can now apply for loan forgiveness up to ten months from the day their covered period ends (whichever period is elected); if they fail to do so, no forgiveness will be allowed.

Payroll Taxes

Borrowers may defer 50% of the employer share of their 2020 Social Security taxes until end of 2021 and the other half until end of 2022, even if the borrower’s PPP loan is forgiven prior to December 31, 2020 (originally, deferral was not permitted for a borrower with a forgiven PPP loan).

*Attorney Advertising: The foregoing is a summary of the laws discussed above for the purpose of providing a general overview of these laws. These materials are not meant, nor should they be construed, to provide information that is specific to any law(s). The above is not legal advice and you should consult with counsel concerning the applicability of any law to your particular situation.

NY Forward Safety Program Guidance

Mon, 01 Jun 2020 12:21:00 GMT

Thanks to our good friend, Michael Futterman , Partner at McCusker, Anselmi, Rosen & Carvelli, P.C. * for the below helpful information for our New York clients and friends!

____________________________________________________________________________________________

Each business or entity, including those that have been designated as essential under Empire State Development’s Essential Business Guidance, must develop a written Safety Plan outlining how its workplace will prevent the spread of COVID-19.

A business may fill out THIS TEMPLATE to fulfill the requirement, or may develop its own Safety Plan. This plan does not need to be submitted to a state agency for approval but must be retained on the premises of the business and must made available to the New York State Department of Health (DOH) or local health or safety authorities in the event of an inspection. Business owners should refer to the State’s industry-specific guidance for more information on how to safely operate. For a list of regions and sectors that are authorized to re-open, as well as detailed guidance for each sector, please visit: www.forward.ny.gov . If your industry is not included in the posted guidance but your businesses has been operating as essential, please refer to ESD’s Essential Business Guidance and adhere to the guidelines within this Safety Plan.

Please continue to regularly check the New York Forward site for guidance that is applicable to your business or certain parts of your business functions, and consult the state and federal resources listed below.

Here is a helpful list of things to keep in mind during this time:

New York businesses must create a COVID-19 health and safety plan for employees and the public. A template includes provisions for developing physical distancing protocols, providing personal protective equipment to employees, creating hygiene and cleaning protocols, implementing communication practices, creating a COVID-19 screening process, adopting contact tracing protocols, and developing a plan for cleaning and disinfection. It’s also a great resource for NJ businesses.
Make sure to implement mandatory health screening assessments including a questionnaire and temperature checks.
Limit the total number of employees in the office, enforce 6ft social distancing, and modify/reconfigure the office to allow for social distancing.
Provide workers with facemasks at no cost and have an adequate supply in case of need for replacement. Train workers on how to use PPE. Limit the sharing of objects (i.e. tools, machinery, etc.)
Adhere to hygiene, cleaning and disinfection requirements of the CDC and Department of Health. Provide and maintain hand hygiene stations in the office. Clean and disinfect the offices on a routine basis.
Communicate, post signage and train employees on COVID 19 issues.
Employees who are sick should stay home or return home if they become ill at work.
Don’t forget about your leave obligations under FFCRA, Emergency FMLA, New York State COVID-19 leave, New York Paid Family Leave, New York City or Westchester Earned Sick Time, New Jersey Earned sick Leave, or short-term disability leave
Consider a delayed reopening or a slow opening, allowing employees to continue to obtain increased unemployment benefits.
Don’t forget about your wage and hour obligations i.e. when you reduce salary/hours, pay wages, furlough employees, have employees work from home, impose temperature checks, pre-shift sanitizing, or daily check-in procedures.

How to Decide Which Employees to Bring Back from Furlough

Tue, 19 May 2020 14:46:00 GMT

Strategizing on how to bring some furloughed employees back? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

1. Create a staffing plan that revolves around the needs of the COMPANY first. Ask yourself where you anticipate being busy and where you may be slower. Create a plan accordingly.
2. Choose which staff return based on unique skill sets needed, overall job performance, seniority/tenure, or their willingness to do jobs outside of their normal scope.
3. DO NOT discriminate based on age, perceived disabilities, or by retaliating for taking paid sick leave.

Make sure to DOCUMENT your process ahead of time and COMMUNICATE to your staff your plan to avoid unnecessary stress for everyone.

*REMEMBER TO ALWAYS CONSULT YOUR ATTORNEY OR HUMAN RESOURCES VENDOR FOR ADVICE* If you need these types of vendors, we can refer you to them.

To the Mizzou Grads of 2020!

Fri, 15 May 2020 11:41:00 GMT

Thinking of all the Mizzou grads this weekend in the class of 2020!

I graduated in 2001 from the Ag School with a Bachelor of Science in Hotel & Restaurant Management. I’ve always described my degree as a business degree with cooking classes and where all the fun people were. I started out at Mizzou with a full ride in Air Force ROTC for a Chemical Engineering degree and had 4 additional declared Majors (Mechanical Engineering, Atmospheric Science, Elementary Education and double Major in Communications & German) until I found my home with the HRM people….hey, it’s not my fault I have so many different interests.

I even remember when I decided to look into HRM, my father was in town for a military ball that was at the main conference center at the time (Holiday Inn Select) and he said “Suz, I was talking to some kids at the Front Desk and they told me their Major was Hospitality, I think you’d really enjoy that and could see you being a meeting planner.” So I went at checked out the program, talked to Professor Michael Keene and Dr. Jim Groves , switched to the program, started showing up on the Dean’s List and served as a TA for Hospitality Accounting and Professional Bar & Beverage Management. I also went back and worked at that same hotel at the Front Desk and in Corporate Sales before landing at the Hearnes Center to work in Events where I got to help plan concerts and sporting events.

I still hold dear the friendships I made my Freshman year and beyond. The past 4 years I was lucky enough to be asked to “come back home” and serve on the University of Missouri Alumni Board, work with the Mizzou Law Veterans Clinic and excited to announce that I will be a part of The Jefferson Club Board of Trustees this coming Fall. Every time I think of my professional journey, Mizzou has been in the background as my foundation for my career, my business and my connections. So to the Mizzou grads that have a case of the Ho Hums since they won’t get to cross the stage this weekend, know that you are honored by this Alum and so many others. When I look back, I don’t remember the ceremony, I remember the people that helped make me Mizzou Made.

PPP Forgiveness Application Process & Documents to Prepare

Thu, 14 May 2020 17:43:00 GMT

Here’s a follow up on yesterday’s post, did you get the PPP loan and now you are concerned about the process and what documents you need to prepare in order to have the loan forgiven? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

The CARES Act requires employers to apply for loan forgiveness with the same lender they applied for the PPP loan at the end of the eight-week period following the disbursement of their loan.

When applying for loan forgiveness, employers will need to provide the following information:

The total requested amount to be forgiven
Documentation verifying the number and pay rate of FTEs on payroll:
- Payroll tax filings with the IRS
- State income, payroll and unemployment insurance filings
Documentation verifying covered mortgage interest, rent or lease obligations, and utilities
Certification from an authorized representative for the employer that all supplied documentation is true to the fullest extent possible
Certification from an authorized representative for the employer that the amount requested to be forgiven complies with PPP guidelines

After submitting an application, lenders must make a decision on whether an employer’s PPP loan will be forgiven, or how much of the loan will be forgiven, within 60 days. In some cases, a lender may ask for additional information. Employers should monitor their application and pay attention to any requests for additional information. For questions on your company’s loan forgiveness eligibility or application, contact your lender.

Maintain Eligibility for PPP Forgiveness

Wed, 13 May 2020 19:43:00 GMT

Did you get the PPP loan and now you are concerned about making sure the loan is fully forgiven? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

https://www.sba.gov/funding-programs/…

Employer Checklist: How to Support Workplace Mental Wellness as you Reopen

Mon, 11 May 2020 13:33:00 GMT

Mike Veny, Mental health speaker, drummer and best-selling author shares a powerful checklist on how to support your employees during this time. This list includes:

1. Change the way you view everyone.

2. Understand there are different levels of anxiety.

3. Remember everyone has a unique home situation.

CLICK HERE to download the entire list and advice on how to implement!

_________________

http://www.mikeveny.com

213-458-8369

mike@mikeveny.com

Wonder Woman Wednesday: 2020 Broker of the Year finalist: Teri Weber

Wed, 29 Apr 2020 12:57:00 GMT

I was honored with receiving this award in 2017 and thrilled that Teri Weber is a finalist for this year! Today, on Wonder Woman Wednesday, we wanted to honor her and share the article she was in at BenefitsPro !

Click Here for the original article!

2020 Broker of the Year finalist: Teri Weber

Have questions about absence management or disability leave policies? Teri Weber is your go-to gal.

When Teri Weber started working from home full time, she found it a bit of an adjustment. It was almost like being absent from work. Which just happens to be one of her specialties. Weber is a partner with Boston-based Spring Consulting Group, LLC , an Alera Group Company. When COVID-19 began to confine millions of workers to their homes, she was swamped by client calls regarding work absences.

“‘Will quarantine be a disability?’ ‘People all want to take their sick time now; how do we do that?’ ‘What if 50 percent of our workforce cashes in on what they’ve banked? Could people do a time donation?’ ‘What do I do for employees who work from home but need to care for kids?’ It’s always a balancing act of finance and policy. It gets into the weeds quickly,” Weber says.

But it turns out that is where Weber spends a lot of her time: in the weeds with clients, showing them the way out.

Weber became a partner with Spring Consulting in 2008, where she has focused on disciplines such as absence management that can save clients time, money, and management headaches. Absence policies can be shockingly ad hoc, inconsistent, and are often crafted in the breach, rather than the legal or human resources departments. During the COVID-19 outbreak, Weber has had to explain to clients that actions they take to attempt to manage a tidal wave of absence incidents could easily become company policy.

“We speak a different language than most people,” she says. “An employee will say, ‘I need time off for something.’ That’s how they think about it. Our work is around compliance, cost and culture. We look for the best programs we can design, from leave time to return to work.”

Another area of focus is student debt and student loan payments as a benefit.

In the quest to land top young graduates, companies experiment with offering student debt payments. Weber likes to include the benefit in a plan design, but only if she believes it is being offered for the right reasons.

“It is often a targeted approach to address turnover among younger people, or to attract young talent. Other employers just want to give it as a benefit without a specific objective.” Weber asks, is the target of the benefit specific or general? Short term or long term?

“That $2,000 can make a huge difference to a young person. But does it serve your overall strategy?” she says.

One could get the impression that Spring deals largely with major employers, those who have the financial clout, employee numbers, and staffing to engage in creative plan design. But that’s not the case.

One of Spring’s most devoted clients is edHEALTH, a three-person health insurance captive based in Rhode Island. edHEALTH is a member-owned consortium that serves as the stop-loss provider for group members, mostly East Coast colleges, universities, and charter schools, including Boston College, Sarah Lawrence, Brandeis, Wellesley and Emerson.

Tracy Hassett, president and CEO of the captive, says Weber served as an early advisor to the original 24 members as they developed their model.

“When we started talking, we were faced with numerous barriers,” Hassett says. “Brokers and consultants at the schools were nervous about taking that business away from them.

Meanwhile, the schools we talked to made it clear they didn’t want to change their plan design. They wanted to be part of the consortium and save money. ‘But we don’t want to make any changes to plan design or to our carriers or upset faculty or staff.’”

Hasset feared it would take long hours over many meetings to arrive at a plan design that would satisfy all the members. Enter Weber. Working with Hassett, she helped the members reach agreement quickly on a common plan design.

“Teri is easy to talk to, offers very clear descriptions, and she made sure potential members at the time knew that we were trying to deliver a program to minimize costs and maximize coverage. That is still the role she plays and she does a wonderful job.”

In the years since, the group has grown, while costs have held steady. Average premium growth per member over the last six years had been 3.5 percent, while admiration for Spring and Weber grows every year.

“Spring has been an incredible partner since before our inception, and an incredible partner in helping us grow,” Hassett says.

Meanwhile, back in her “home” office, Weber is getting new insights into the challenges her plan members face when forced to juggle work and child are duties. Her two daughters, 12 and 14, don’t need a lot of supervision with the family cooped up in the house, but like kids all over, they have been attempting to master online learning while Mom and Dad grow accustomed to virtual meetings, the intricacies of telecommuting, and keeping dispersed teams motivated during a global pandemic.

But Weber manages to keep a positive attitude as she attempts to establish “a new normalcy at home.”

“I’m an optimist. I look for the good people out there. The sun is always shining, even when there are clouds are in the way!”

Working from Home Guide

Mon, 27 Apr 2020 13:37:00 GMT

Most people are working from home these days due to the Covid-19 Pandemic. In order to make work more efficient it’s important to follow these steps in order to be most productive.

1. Follow your standard routine.
2. Set up a special workspace.
3. Use video calls to keep in touch.
4. Use task management to keep track of progress.
5. Do not stay in the same position for too long.
6. Make sure to exercise everyday.
7. Find what helps you concentrate.
8. Look after your mental health.

Feature Friday: Business As (Un)usual?

Fri, 24 Apr 2020 15:46:00 GMT

I recently posted an observation on LinkedIn. In one 24-hour period . . .

We entered a bear market.
A significant travel ban from Europe was imposed.
The NBA suspended its season while the NCAA announced March Madness would be played in empty arenas (talk about surreal).
And, what may have been at the top of the surreal scale on any other day, a former vice-presidential candidate (Sarah Palin) sang “Baby Got Back” on “The Masked Singer.”

Of course, that surreal 24 hours has grown into an exponentially more surreal week with no end to the escalation in sight.

The questions are endless, personally and professionally. In that post, I offered some suggestions to maintain SOME level of personal grounding. I suggested we all . . .

Sit in 10 minutes of meditation
Go for a walk
Read something for pure enjoyment
Call a friend and have a nostalgic conversation (i.e., nothing about current events)
Just do something to restore a sense of sanity and control to your day

I encouraged us to all – Be safe. Be smart. Be balanced.

I feel these suggestions are still solid but, given the events of the 72 hours or so that have transpired since then, they only begin to touch on the significance of what we are experiencing. This is a much more significant health crisis than we knew even that short time ago. It seems clear we still don’t just how significant it will prove to be.

It cannot be denied; we are all being impacted personally.

But, what about professionally?

At the risk of seeming impersonal and insensitive, what about our businesses? What adjustments do we need to be making?

We see many government-imposed changes. Restaurants and bars are being closed or put on restricted operations. Schools are being closed or moved online. Gatherings of more than 10 (as of this writing – it was 50 when I started) are being canceled or postponed.

Beyond the government-imposed restrictions, many businesses that rely on “social proximity” (I know, not necessarily the right use of this phrase, but I mean the opposite of social distancing) have chosen to close on their own.

I understand the need to protect health and life at all costs, but that doesn’t stop me from worrying about the long-term business implications of these decisions. How many businesses will fail? How many employees of closed businesses will never recover financially? Again, these aren’t life and death questions (in most cases), but they’re still very real.

A business “gray” area?

And, what about businesses that are either already virtual and remote in their operations or are capable of performing at least some activities without threat to others? By maintaining some “new normal” level of business operations, do they run the risk of appearing insensitive? Or, is it maybe their responsibility to continue operations?

Before I share my thoughts, you should know that our entire business operation runs virtually and remotely. Each of our team members works individually in their own office space. We are among the “socially-distanced elite” in that regard. While this arrangement does present limitations, it has prepared us for where we are today. Over the next few days/weeks, we’ll be sharing some tips that have helped us build a successful business this rather unusual way.

Here’s my perspective and opinion.

If a behavior puts anybody else at risk, it needs to be changed. The physical health of everyone has to be our number one priority.
I believe our mental health has to be a very close second to our physical health. For me, that means maintaining daily activities that are as close to normal as possible. Sure, we may have to work from home instead of going into the office but, if that’s possible, I feel it is way healthier than not working at all.
Finally, we will come out of this and, when we do, we need businesses to be as strong as possible. That can’t be the case if we bring everything to a complete halt.

So, what will I be doing personally?

I will be aware of my physical movements and the effects they have on others.
I will be respectful of the decision others may make to more drastically curtail their business operations.
I will continue to work/live as much of an uninterrupted daily life as is responsibly possible.
I will be understanding of those who have a different opinion than mine.

What about us as Q4intelligence ?

Our role is to help our clients build stronger businesses, and we’re finding there are a lot of needs right now to that end. We’re helping our agencies make decisions and take actions in the best interests of their own businesses and the lives of their clients. So, our work isn’t slowing down.

We hope you aren’t offended when you see us active on LinkedIn.
We hope you aren’t shocked when you see our blog posts pop up in your inbox on Mondays and Thursdays.
We hope you don’t mind when we respond to your inquiry.
We hope you understand the spirit in which we will be working for the foreseeable future.
We hope you know how much we are thinking about you during this unprecedented time.

Above all else, we hope for your health, safety, and balance.

Photo baranq.

Section 125 Considerations for Mid-Year Enrollments

Thu, 23 Apr 2020 17:17:00 GMT

Looking for an easy digestible explanation what considerations to make for Mid-Year Enrollments under a Section 125 plan? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

Special Mid-Year Enrollment Window

1. Get Approval from Health Insurer in writing. If Self-funded, approval comes from stop-loss carrier.
2. Decide if these special deductions will be pre-tax or post-tax. As of right now, the IRS has issued no guidance for pre-tax elections due to COVID-19.

Section 125 Mid Year Election Change Events:
1. Change in employment status if the change impacts eligibility for health plan
2. A significant change in health plan coverage
3. HIPAA Special Enrollment (marriage, birth, etc)

To avoid any unintended liability, employers should check with your CPA and/or attorney to decide what is best for your business.

Wonder Woman Wednesday: Amanda Kindler

Wed, 22 Apr 2020 16:38:00 GMT

This week’s # WonderWomanWednesday is someone near and dear to us in NYC. Amanda Kindler was a Registered Nurse working in Oncology prior to the Covid-19 Pandemic and was part of the first Covid Unit in the NYU Hospital System. When Amanda has some downtime, which is rare, she’s sure to log in her CrossFit workout from the CrossFit Dutch Kills box in Queens, NY where she has been a member for about 2 years. We salute Amanda and all the other healthcare providers putting themselves at risk during this time to help the people of our city!

Feature Friday! Managing Remote Employees: Key Insights and Advice

Fri, 17 Apr 2020 11:37:00 GMT

For this edition of #FeatureFriday check out our guest blog by The Jacobs Group , the leading provider of talent to the insurance industry. We greatly appreciate their keen insight to the subject matter and contributing to our blog this week, this content applies to anyone that is managing employees remotely during this time and beyond.

As the insurance industry adapts to a workforce that is primarily – if not completely – remote, many managers are finding themselves overseeing work-at-home employees for the first time. At Jacobson, many of our corporate employees and temporary staff work remotely on a regular basis. We asked a few leaders across our organization for their key insights and advice on effectively managing remote staff.

Prioritize communication.

Salil Shenoy, Controller: My open-door policy remains the same whether we’re in the office or working remotely. Making time to be actively engaged and available is crucial. This entails scheduled and ad-hoc one-on-one and team meetings with clear agendas to ensure the time is focused and productive. Communication and trust are key! This is even more true when individuals on your team are dependent on other employees they no longer see in person. Open and honest communication helps create a collaborative and positive environment that is proactive and preventative, rather than reactive and corrective.

Nikki St.Martin, Vice President, Marketing Communications: It is more important than ever to ensure everyone is on the same page regarding everything from work hours to deadlines and production levels. Schedule a weekly call with your team to share the department’s priorities for the week and address workflows and any challenges. Continue to provide regular feedback, both positive and constructive, so employees know if they are performing at the expected levels.

Karen Aiello, Assistant Vice President, Account Management: I’ve been doing this for almost 20 years, and it’s important to stay in constant communication. Make sure there is a good understanding of priorities, expectations and performance/quality goals.

Alison Wetmore, Assistant Marketing Manager: Coach your team for your communication style. Be sure to spell out the level of communication you expect. For example, if you want individuals to confirm they have received emails about new projects, be sure to let them know.

Focus on trust.

Kylee Lacson, Assistant Vice President, Life: It’s important to trust your employees and let them do their jobs. Micromanaging will have a negative impact on productivity. If you are seeing a dip in work product or quality, approach them from the angle of “How can I help?” versus “Why didn’t you do X?”

Tanya Rinsky, Senior Account Manager, Health: Come from a place of support, always assume positive intent and respond quickly, even if it’s just to say you’ll get back to them when you know more. When communicating by phone and body language can’t be used as a guide, it’s important to ask lots of probing questions to ensure you fully understand what the person is trying to communicate.

Abbe Sodikoff, Senior Vice President: For people who prefer to work alone, it can be challenging to get them engaged with the group as a whole. Finding ways for those individuals to lead a discussion or participate and contribute without feeling put on the spot can be challenging. However, taking extra time to meet those people at their comfort level is well worth it.

Judy Busby, Senior Vice President, Executive Search and Corporate Strategy: Each employee has different needs. You must adapt to each employee to maximize team contributions, company culture and professional development.

Set boundaries.

Kylee: Set boundaries around availability to help people unplug for the day. If an email isn’t urgent at 9 p.m., then use the “delay send” feature so your employees can feel comfortable setting boundaries with their time. People who are new to working at home tend to be challenged with turning off work. Small adjustments can help with that.

Leverage technology.

Alison: As our team has grown, we’ve needed to find ways to best manage multiple people working on different aspects of a project. Technology such as Basecamp and Trello can help track where projects stand at any given time, as well as who is responsible for each part of a project.

Connect on a personal level.

Dave: I believe that you don’t manage “people,” you manage “personalities.” What I mean by this is not all people are the same, and they have different needs when it comes to being supported and managed. It’s important to realize this and tailor the way you manage your employees using different means and techniques to get the best return on your investment.

Nikki: Small talk happens naturally in the office, in the lunchroom, passing in the hallway. When everyone is working remotely, maintaining a connection takes intentionality. Many of your employees are juggling more than they are used to in the game of life. Take a few moments at least once per week to just call (or even better, Facetime or Skype video) and see how they are really coping. Use group messaging software to say good morning, share a funny story in the afternoon or ask about employees’ plans for the weekend.

Catherine Prete, Senior Vice President, Operations: It can be easy to slip into “all business” mode when you don’t see the person. Be intentional about connecting differently in communications that don’t involve seeing your staff. For instance, start calls by asking about personal matters and express appreciation. Now that all of my staff is remote, I have learned that not only can we easily survive in this environment, we can thrive. Everyone has been diligent to keep the human connections in lots of unique ways.

About The Jacobs Group: The Jacobson Group is the leading provider of talent to the insurance industry. They offer executive search, recruiting and temporary staffing services at all levels across all industry verticals.

Click Here for the original post!

Here are ways for New Yorkers can help during this crisis

Thu, 16 Apr 2020 17:09:00 GMT

We know New Yorkers are resilient and are ready to push up their sleeves and help their community during times of struggle, however we are in uncharged waters. If you are looking for ways to help out during this time, the Capalino+Company team has published an excellent list to show creative ways you can help during this time! Stay Safe!

Here are ways for New Yorkers can help during this crisis:

Donate masks, gowns, and gloves, which are in short supply for doctors and nurses, to the Greater New York Hospital Association ; if your business has previously purchased these items, or if you have them in storage, please contact Laura for more information
Help Food Bank for New York City prepare for increased need
Donate now to Citymeamals on Wheels to help your elderly neighbors in need
Support God’s Love We Deliver in providing emergency kits to all clients
Share the mission of Invisible Hands to provide safe, free food deliveries for NYC’s most at-risk communities facing COVID-19
Sign up for alerts from New York Cares to learn more about what city agencies and community partners are doing to help those most impacted by COVID-19
Donate to the WHYHunger Rapid Response Fund to protect food access for all people by bolstering WHY’s work with emergency food providers, small-scale farmers, and food chain workers
Secure masks, gloves, and hand sanitizer for police officers on patrol across the city through the New York City Police Foundation
Broaden your reach by contributing to The New York Community Trust NYC COVID-19 Response & Impact Fund to aid nonprofit service providers struggling with the health and economic effects of the coronavirus; the fund will give grants and loans to NYC-based nonprofits that are trying to meet the new and urgent needs that are hitting the city
Help the Robin Hood Foundation raise funds to put together a food program for their network of nonprofits to continue to serve low-income communities

Click Here for the original post!

Wonder Woman Wednesday: What’s the good news, ladies? April edition.

Wed, 15 Apr 2020 14:46:00 GMT

Hello from the Covid-19 epicenter, aka NYC. I don’t know about you all, but the past few weeks have been crazy, exhausting and just plain sad at times. It is definitely not business as usual here and I know that’s true in many other places as well, but I also know we will all make it through this time. One of the things that has kept me going during quarantine is connecting with the incredible women from our industry who are still able to share some great ideas with me about what they are most proud of in the last 12 months. Be on the lookout for another article coming soon that will include many of the featured women in this series who will share what they have been doing to stay connected with their clients during all of this.

This month, I’m going to introduce you to two new friends who have been a great source of information and support for me during this time. I know I have said it before, but it is so important to develop these peer-to-peer mentorship relationships, because when there are rough times like these, we pull each other up and help each other to excel. Please join me in welcoming Chelsea and Jennifer to the fold.

Chelsea Whalley, J Donovan Financial

“In the past 12 months, my biggest accomplishment has been learning that my business is not actually about me.

When I owned my first agency, I was infatuated with the idea of developing other agents. While this sounds admirable, I was truly motivated by the energy rush I received seeing others succeed. Even though I was helping others, at the core of it all, it was still about me.

Even in my second agency, there have been times when I put together the best options for a prospect to save them money and time; yet, I still don’t win. When this would happen, I would make it about me (my presentation skills, my sales skills, etc). Perhaps it was, but there’s a good chance that it was about one of the million other factors that business owners consider when making decisions.

The truth, and my biggest lesson, is that nothing is about me. I have learned that the only way to truly scale my business and help as many employees and clients as possible is to let go of the belief that the outcome is directly tied to my worth as an advisor or as a person. With this, I can finally be present and enjoy the work I am doing.”

Jennifer Warfield, CPF®, National Life Group

“I’ve been in financial services many years and I’ve never been more excited to do what I do. My passion lies in supporting women and giving back. In my role, training and developing agents to build their business, I’m able to do both. I’ve seen great success among the women leaders who count for almost half of my business. In the last year, I’m pleased to have been highest-producing field leader at my company, hitting record sales. And helping my agents learn and grow gives their clients peace of mind.

One of the best aspects of our industry is the relationships among the women within it. I am fortunate to be supported and inspired by many great women. In 2019, I was named WIFS Woman of the Year, a wonderful honor. Celebrating success within our field is an important way to create community and inspire the next generation.”

I know that I, as well as the crew here at BenefitsPRO are thinking of everyone during these uncertain times. As always, if you know of great women in the field who are working hard to make this this industry even better, send an email introduction to me at scombs@combsandco.com . I’d love to connect! Stay safe my friends.

Click Here for the original article at BenefitsPro

5 things employers need to know about the CARES Act

Tue, 14 Apr 2020 17:01:00 GMT

The Coronavirus Aid, Relief, and Economic Security (CARES) Act was signed by President Trump on March 27 after passing both the House and Senate earlier in the week. This $2.2 trillion stimulus package is wide-reaching and intended to provide economic relief for the individuals and businesses hit hardest by the coronavirus pandemic and the resulting financial downturn. Within the 800-page bill, there are several important provisions affecting employers, including requirements for coverage of COVID-19 testing and treatments. There are also provisions that extend beyond the coronavirus into other areas of employer benefit designs with potential impact to group health plans beyond the current public health emergency.

Stay Safe – Understanding the Symptoms of Covid-19

Fri, 10 Apr 2020 11:00:00 GMT

Just some quick information on symptoms of Covid-19 and what to do if you think you may be infected.

How CARES Act Impacts Employer Health Plans

Thu, 09 Apr 2020 15:38:00 GMT

Curious how the CARES Act will impact Employer Health Plans? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

On March 27, 2020, President Trump signed the Coronavirus Aid, Relief and Economic Security Act (CARES Act) into law to provide $2.2 trillion in federal funding to address the COVID-19 crisis. The CARES Act makes a variety of changes affecting health plans. These changes include:

1. Expanding the types of coronavirus testing that all health plans and health insurance issuers must cover without cost-sharing (such as deductibles, copayments or coinsurance) or prior authorization

2. Accelerating the process that will require health plans and issuers to cover preventive services and vaccines related to COVID-19

3. Allowing telehealth and other remote care services to be covered under a high deductible health plan (HDHP) before the deductible is met, without affecting the HDHP’s compatibility with health savings accounts (HSAs) (applicable for HDHP plan years beginning on or before Dec. 31, 2021)

4. Treating over-the-counter (OTC) medications, along with menstrual care products, as qualified medical expenses that may be paid for using HSAs or other tax-advantaged arrangements, such as health flexible spending accounts (FSAs) or health reimbursement arrangements (HRAs)

4 Ways to Keep Health Coverage

Wed, 08 Apr 2020 15:34:00 GMT

Here are 4 quick ways to keep your health insurance coverage by our Combs & Company friend, Chelsea Whalley of J Donovan Financial.

This is for employees who have lost coverage through an Employer Sponsored Plan.

1) COBRA- Contact your Benefits Administrator. Remember, there is no employer contribution so this is an expensive option.

2) Spouse Plan- This Qualifying Life Event (loss of coverage) creates a window of opportunity to join your spouse’s health plan. Contact your spouse’s Benefits Administrator for pricing.

3) Medicaid- A severe loss of income may qualify you for Medicaid at http://www.medicaid.gov

4) Healthcare.gov – The QLE allows you 60 days to enroll in an individual plan on the marketplace.

Paycheck Protection Program Forgivability Explained

Tue, 07 Apr 2020 15:05:00 GMT

Looking for an easy digestible explanation for how the Paycheck Protection Program (PPP) works? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

Total Loan Value: Lesser of 10 million or 2.5x the average monthly total payroll incurred in the one year period prior to the loan start date.
Forgivable Portion: 8 weeks from the loan start date used for payroll, interest on mortgage, rent and utilities. At least 75% to payroll.
Main Point: The FORGIVABLE portion of the loan is tied DIRECTLY to Employees being paid- if you decrease wages or terminate, the forgivability is threatened.
*This loan is designed specifically to connect employees back to their employers.
* Loan Application: https://home.treasury.gov/system/file…
Find Approved Lenders: https://www.sba.gov/funding-programs/…

New York Tough

Mon, 06 Apr 2020 12:21:00 GMT

Hey Guys—

Know it’s rough for us here in NY, but we got this. It’s a new week and we got this. Don’t forget that we are New York Tough!

– Combs Crew

https://youtu.be/5l_BGKax6gE

Credit: CONVICTS.NYC

Small Business Exemptions for Paid Sick Leave Explained

Fri, 03 Apr 2020 15:42:00 GMT

Chelsea Whalley

J Donovan Financial.

New Jersey Specific Loans/Grants for Small Businesses

Fri, 03 Apr 2020 13:07:00 GMT

Thanks to our good friend, Michael Futterman , Partner at McCusker, Anselmi, Rosen & Carvelli, P.C. * for the below helpful information for our Jersey clients and friends!

New Jersey’s Economic Development Authority recently approved a $40M program which will provide grants and loans or guarantee private bank loans to small businesses affected by the coronavirus pandemic. The EDA package includes a half dozen programs for New-Jersey based businesses including the following:

The smallest businesses, those 10 or fewer full-time equivalent employees, can receive grants between $1,000 and $5,000. The grants specifically target companies in retail, personal-care, entertainment, recreation, accommodation, food service, laundry and repair services. In order to receive money, businesses will have to attest that they need this money to tide them over and won’t cut any employees or will make every effort to rehire laid off or furloughed staff.
The EDA also has set aside $10 million to make loans up to $100,000 each to mid-sized businesses with less than $5 million in annual revenues to help them meet payroll. The 10-year loans would have zero interest for the first five years and the interest rate would be capped at 3 percent for the second half of the loan.
Two more programs, $15 million in total, will be run through community development financial institutions to make available low-interest loans to small businesses that may not be able to tap into traditional bank borrowing. The NJ Entrepreneur Support Program targets start-ups with less than $5 million in revenue and fewer than 25 employees by providing 80 percent loan guarantees to entrepreneurs.

The $5 million in small business grants will open for applications at 9 a.m. TODAY. Other programs will be out in the coming weeks. Application window opens TODAY at 9am, application here, https://www.njeda.com/pdfs/NJEDA_COVID-19_Economic-Response-Package-Initial-W .

Staying Healthy During the Covid-19 Pandemic

Fri, 03 Apr 2020 11:00:00 GMT

Just some quick tips to stay healthy during the Covid-19 Pandemic!

Federal Loan Forgiveness CARES Act

Thu, 02 Apr 2020 18:05:00 GMT

Curious how the forgivable loans work under the CARES Act? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

Federal Payroll Tax Credits for Paying Sick Leave

Wed, 01 Apr 2020 17:58:00 GMT

Check out this great video from colleague, Chelsea Whalley of J Donovan Financial. Chelsea explains how eligible employer tax credits will fully reimburse employers for all qualifying sick and child-care leave payments mandated under the Families First Coronavirus Response Act by REDUCING PAYROLL TAXES owed to the IRS.

*Employers will be entitled to an ADDITIONAL CREDIT for the cost of MAINTAINING HEALTH INSURANCE COVERAGE!*

– Employers will be able to file for accelerated payments to refund employers for qualifying leave payments in excess of federal payroll taxes owed.

– Small businesses will be eligible for an exemption to the mandated sick and leave payments if they demonstrate that payment of child-care leave under the Act threatens the viability of their business.

– Enforcement actions will be delayed by thirty days for employers that act reasonably and in good faith to comply with the Act.

*Note: Information is changing daily, please check with Dept of Labor and/or an employment attorney for exact information*

CARES Act FAQs from Congress Woman Carolyn B. Maloney

Wed, 01 Apr 2020 15:54:00 GMT

Carolyn B. Maloney

On Monday, Inspector General Michael Horowitz took a strong first step toward implementing the oversight requirements included in the Coronavirus Aid, Relief, and Economic Security (CARES) Act by quickly appointing a Chair for the Pandemic Response Accountability Committee (PRAC). This committee was created by one of the provisions Carolyn B. Maloney offered to the CARES Act as Chairwoman of the Committee on Oversight and Reform.

Maloney’s office created this FAQ sheet for small businesses and nonprofits to help you navigate some of these new resources.

Emergency Paid Sick Leave Explained

Tue, 31 Mar 2020 17:12:00 GMT

Looking for an easy digestible explanation of how the Emergency Paid Sick Leave works for companies under 500 employees? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

– Effective April 2nd 2020 for groups UNDER 500 EMPLOYEES

*A business closure does NOT warrant Paid Sick Leave!*

– All employees are eligible, regardless of tenure
– Differences between Full Time & Part Time Employees
– Full Time: 80 hours of fully compensated time off
– Part Time: Entitled to the Average number of hours worked over 2 weeks

Covid-19: How the CARES Act and Other Recent Legislation Impact Your Business

Tue, 31 Mar 2020 12:13:00 GMT

As we know there is so much information out there right now revolving around Covid-10. If you are looking for how the CARES Act and other legislation will impact your business, please read below for a helpful article we received from Olivera Medenica, Partner of Dunnington, Bartholow & Miller LLP .

Within the past few days—and as recently as 72 hours ago—the United States government, the State of New York and the City of New York adopted legislation intended to provide economic relief to businesses and individuals impacted by the COVID-19 emergency. The following is a review of various loans, loan forgiveness provisions, and other benefits created by these recent acts.*

U.S. Federal Laws

On March 27, 2020, an approximately $2 trillion coronavirus response bill, the Coronavirus Aid Relief, and Economic Security (“CARES”) Act (H.R. 748), was signed into law.

The CARES Act :

Provides Forgivable Loans to Small Businesses

Under the CARES Act’s Paycheck Protection Program, the Small Business Administration (the “SBA”) will back loans of up to $10 million from banks to businesses with not more than 500 employees for those businesses to pay employee salaries, paid sick or medical leave, health insurance premiums, and basic immediate operating expenses like mortgage, rent, and utility payments (“Covered Expenses”).

Borrower Eligibility

There are very few borrower requirements to obtain a loan under the CARES Act. Those requirements include a good-faith certification that the borrower (a) needs the loan to continue operations during the COVID-19 pandemic, (b) will use the funds to retain workers and maintain payroll, or pay the other immediate operating costs, (c) does not have any other pending application under this program for the same purpose, and (d) has not received duplicative amounts under this program from February 15, 2020 until December 31, 2020.

Eligible businesses include private and public non-profits, sole proprietorships, individuals who are self-employed, and businesses with not more than 500 employees (including full-time and part-time employees) per location. For businesses in the hospitality and dining industries, there is a special eligibility rule: if the business has more than one physical location, it employs not more than 500 employees per physical location, and it is assigned to the “Accommodation and Food services” sector (Sector 72) of the North American Industry Classification System, that business is eligible for a loan.

Notably, the CARES Act includes a “Sense of the Senate” that the SBA should issue guidance to lenders to ensure that the processing and disbursements of loans prioritizes small businesses in underserved and rural markets, small businesses owned by individuals who are socially or economically disadvantaged, women owned businesses, and businesses that have been in operation for less than two years.

The Loan Amount

The maximum loan amount (the “Loan Amount”) is the lesser of (a) 2.5 multiplied by the average total monthly payroll costs incurred from the previous one-year period (plus the outstanding amount of any loan that the business received under the SBA’s Disaster Loan Program between January 31, 2020 and the date on which that loan may have been refinanced as part of the Paycheck Protection Program (“Prior SBA Loan Amount”)), or (b) for businesses that were not in existence from February 15, 2019 to June 30, 2019, 2.5 multiplied by the average total monthly payroll costs incurred from January 1, 2020 to February 29, 2020 (plus any Prior SBA Loan Amount), or (c) $10 million. Payroll costs include compensation to independent contractors (including compensation based on commission) up to $100,000 in one year.

Loan Forgiveness

A borrower is entitled to loan forgiveness in an amount equal to Covered Expenses paid during the 8-week period following loan origination (the “Loan Forgiveness Covered Period”). Forgiveness is subject to reduction based on a reduction of the business’s employees, and wages and salaries as explained below (the “Forgiveness Amount”).

To calculate the Forgiveness Amount, the Act instructs to multiply the total of the Covered Expenses incurred during the Loan Forgiveness Covered Period by the result of dividing the average number of full-time equivalent employees (“FTEEs”) that the business employed per month during the 8-week Loan Forgiveness Covered Period, by (at the election of the borrower) either (a) the average number of FTEEs that the business employed per month from February 15, 2019 to June 30, 2019, or (b) the average number of FTEEs that the businesses employed per month from January 1, 2020 to February 29, 2020. The Act also provides that employees whom the business laid off between February 15, 2020 and April 26, 2020, but rehired by June 30, 2020 will, in effect, be treated as employed individuals during the 8-week Loan Forgiveness Covered Period so as not to reduce the Forgiveness Amount.

The Forgiveness Amount will be reduced by the amount of employee salary reduction in excess of 25% of that employee’s total salary during the most recent full quarter during which the employee was employed before the Loan Forgiveness Covered Period. Thus, if the business did not reduce employee salary or wages during the Loan Forgiveness Covered Period by more than 25%, the Forgiveness Amount will not be reduced in this manner.

It is important for businesses to document the use of its funds received under the program pursuant to the documentation provisions in the CARES Act because businesses that to do not properly document their use may be ineligible for loan forgiveness.

Application Process

Businesses can apply for the loans through private sector lenders authorized by the SBA who can use their own paperwork to process the loans. It is estimated that it will take about two weeks for the SBA to approve each loan, and to guarantee it against default. Lenders will not distribute the loan money to businesses until the SBA has assured it that each loan is fully backed, so it may take at least two weeks from applying for the loan for businesses to start receiving the loan money.

Business owners are not required to provide personal guarantees or use their assets as collateral for the loan. There are no fees associated with obtaining the loan, and interest rates are capped at 4%.

Provides Emergency EIDL Grants

The CARES Act provides, in certain circumstances, emergency Economic Injury Disaster Loan (EIDL) grants of up to $10,000 from the SBA to small businesses for those businesses to use the funds for, among other things, providing paid sick leave for employees, maintaining payroll, meeting increased costs due to an interrupted supply chain, and making rent or mortgage payments. It is currently uncertain as to what impact, if any, obtaining an emergency grant under this provision may have on applications made under the Paycheck Protection Program.

Expands Unemployment Benefits

Under the CARES Act’s temporary Pandemic Unemployment Assistance Program, workers not usually eligible for state and federal unemployment benefits—such as independent contractors, and people who are self-employed or who have a limited work history—may receive unemployment benefits if they are unable to work because of the COVID-19 pandemic. Anyone who self-certifies that they are able and available to work but is unemployed or partially unemployed because of the COVID-19 pandemic is considered a “covered individual.” If workers have the ability to work remotely with pay, they are not eligible for these benefits.

Under the CARES Act, unemployment benefits are available for the weeks of unemployment, partial unemployment, or inability to work caused by COVID-19 beginning on or after January 27, 2020 (the date on which the Secretary of Health declared COVID-19 a public health emergency) and ending on or before December 31, 2020, and shall continue to be available as long as the individual’s unemployment, partial unemployment, or inability to work continues, for up to 39 weeks. Individuals will receive the amount that would be calculated under state law plus $600 each week for up to four months, as opposed to the usual three months. Additionally, the standard one-week waiting period is waived, so laid off employees immediately qualify for benefits.

Provides Refundable Payroll Tax Credit to Employers

For businesses whose operations were fully or partially suspended by a government entity due to the COVID-19 pandemic or had a decrease in gross receipts of 50% or more compared to the same quarter last year, the CARES Act provides for a refundable payroll tax credit equal to 50% of the first $10,000 in wages per employee. This payroll tax credit can be claimed for employees who are retained but who do not work during the COVID-19 pandemic. Businesses with 100 or fewer full-time employees can claim the payroll tax credit for all employees’ wages—whether the employer is open for business or has been ordered to close. Businesses with more than 100 full-time employees can claim the credit for employees who are retained but who do not work due to the COVID-19 pandemic.

New York City and New York State Laws

Employers that employ at least two employees in New York State seeking to avoid layoffs should also know about the Shared Work Program , which provides partial unemployment benefits to employees who are working reduced hours. To participate, employers must design a “Shared Work Plan” and apply to participate here at least one week before the proposed effective date. After an employer’s plan is approved, participating employees must file unemployment insurance Shared Work claims. Eligible employees include those who qualify to receive unemployment insurance benefits in New York state and who normally work no more than 40 hours per week. Covered employees may receive up to 26 weeks of regular Shared Work benefits in one year. Currently, it is unclear how employers would take advantage of the New York State Shared Work Program and the Federal Paycheck Protection Program simultaneously. One potential scenario is that the reduction in salary and wages under the Shared Work Program may reduce the amount of the loan forgiveness under the Paycheck Protection Program.

Under New York City’s Employee Retention Grant Program , small business in New York City (including nonprofits) that have been in operation for at least six months, with one to four employees that can demonstrate at least a 25% decrease in revenue as a result of the COVID-19 pandemic may be eligible to receive a grant covering up to 40% of their payroll for two months, for a maximum of up to $27,000. This program was implemented to help New York City businesses retain employees. More information can be found here .

Under New York City’s Small Business Continuity Loan Program , businesses in New York City with fewer than 100 employees that can demonstrate at least a 25% decrease in revenue as a result of the COVID-19 pandemic, and that it has the ability to repay the loan, may be eligible for an interest-free loan up of up to $75,000 to help retain employees and continue business operations. More information can be found here.

*Evolving Regulation and Implementation Procedures

The foregoing is intended as a summary of the various measures enacted within the past few days. The legislation examined above was understandably passed under exigent circumstances. Most, if not all, of the above will be subject to rule-making and interpretation. Therefore, implementation structures, procedures and subsequent regulations may vary from the analysis presented above.

For questions about the foregoing and further developments, please contact us. We also have assembled resources and alerts for COVID-19-related legal issues and considerations on our website under “ News – COVID-19 Guidance .” Please check there for useful information and updates as events evolve.

*Required Disclaimer: This alert is provided for informational purposes and does not constitute, and should not be considered legal advice. Specific facts and circumstances will differ. Neither the transmission nor the receipt of this information shall create an attorney-client relationship between the transmitter and the recipient. You should not take, or refrain from taking, any action based upon information contained in this alert without consulting legal counsel of your own choosing. Under applicable professional rules of conduct, this informational publication may be considered attorney advertising.

FMLA Expansion for Covid-19 Explained

Mon, 30 Mar 2020 17:43:00 GMT

Curious how the expansion of FMLA will affect you or your business? Check out this great video from colleague, Chelsea Whalley of J Donovan Financial.

Families First Coronavirus Response Act Simple Flow Chart

Mon, 30 Mar 2020 14:02:00 GMT

Families First Coronavirus Response Act Simple Flow Chart

Financing and Loan Options to Weather Covid-19 Crisis

Fri, 27 Mar 2020 13:17:00 GMT

Over the past few days, we have been gathering information on financing and loan sources to help companies weather the COVID-19 crisis. Here are some general thoughts and recommendations. We will add to this as more information becomes available.

1. Banks .

Unlike 2008, banks currently have strong balance sheets. Therefore they are potentially well positioned to help businesses with liquidity issues.

First step, call your existing banks and lenders. Your existing banker may be the best option for access to additional credit, to extend or reinstate a line of credit. If you have not already done so, call your banker .
If you have any existing debt, and your business has been impacted by COVID-19, you may be able to defer payments. Most major banks are offering deferrals on debt for 90 days. On March 21, Governor Cuomo issued an Executive Order stating that banks (those subject to the jurisdiction of the NYS Department of Financial Services) must grant a forbearance to any person or business facing financial hardship as a result of the COVID-19 pandemic for 90 days. If they do not, it would be deemed “an unsafe and unsound business practice.”
The bank is going to want a story as to how you plan to come out of this. Put together a plan now.
Here are sites for various banks on the Coronavirus response, numbers to call, etc.:

2. State, local and community loan programs.

NYC has a range of programs: click here
Here is an option for certain NYC neighborhoods: click here
There is also a program for business in Philadelphia: click here
Los Angeles micro loan program: click here

3. Small Business Administration (SBA).

In normal times, SBA loans (including 7(a) and 504 loans) are issued by banks, and the loans are guaranteed by the SBA if the borrower defaults.
An SBA disaster loan is issued directly by the SBA, for counties that are declared disaster zones, which includes all of NYC and most surrounding areas. Here is the site for the SBA disaster loan application. https://disasterloan.sba.gov/ela/ You may want to access the site during off-off hours, it has been slow and down for maintenance. Rates are 3.75%. Disaster loans are capped at $2 million. They cannot be used to acquire fixed assets or to pay back shareholder loans. TBD how long a disaster loan will take to get approved. The SBA is supposedly rolling out a new processing system with a large mortgage processor on Monday, March 30, that will take application time down to 3-5 days. The SBA is also providing daily webinars on how to apply. Check here .
The relief package passed by the Senate on March 25 2020), the CARES Act, includes major modifications to the 7(a) loan program, designed to help small businesses meet their ongoing expenses and keep employees on payroll. The portion of the loan that is used for payroll and debt obligations may be forgiven, subject to reductions if number of employees is reduced compared to last year. Funds used for other purposes must be repaid.
The maximum amount available under this program is the lesser of a) 2.5x the average monthly payroll total; or b) $10 million.
This legislation still needs to go to the House and be signed by the President.
TBD what provisions will be included to support business owners who have a previously issued SBA loan.
There is a provision in the act that provides payment deferment relief on 7(a) loans for a period of not more than one year. TBD how this will play out.
This program will administered through bank lenders, not directly through the SBA. Another reason to call your banker. ‍
Every impacted business owner who thinks they may need to access this program can prepare now by setting up a data room with all of the typical information a bank will need, so that you can quickly provide it to your banker when the program is up and running. Information to pull together should include a description of how their business has been impacted in terms of revenues, current cash position, detail of costs you have been able to or are trying to cut (rent included), detailed schedule of the monthly expenses of the business, payroll information, plus three years business tax returns, 12/31/2019 year end financials, business debt schedule, entity documents, and copies of leases.
You may not be able to get BOTH a disaster loan and a 7(a) loan if they are both to be used for payroll purposes.

‍ 4. Facebook Small Business Grants Program : Facebook is offering $100 million in cash grants and ad credits to businesses experiencing disruptions as a result of COVID-19. The application is not yet live, but you can sign up to receive information here.

5. Factoring. Several factor companies are currently providing accounts receivable and purchase order financing. Although fees will vary, the cost associated with factoring is likely to be significantly higher than most other type of financing. However, you may be able to get financing in 5-7 days, with less paperwork. Find out if you can pick and choose which accounts to sell and which invoices to finance, and if there are minimum size requirements.

Please contact us at info@hughesklaiber.com for any help, updates and introductions to lenders we know and have worked with. Please bear in mind that this information is evolving. Please check with us or your banker for any recent updates and changes to this information.

Practical Information & Resource Guide for You & Your Business during the Covid-19 Pandemic

Thu, 19 Mar 2020 17:13:00 GMT

We understand there have been numerous emails out there each day on Covid-19, believe us, we get about 50 a day as of late. Below you’ll find helpful information broken into section topics for what your needs may be during this time. We know we will all get through this, we are New Yorkers and we have seen far worse in our day. Stay safe.

The Combs Crew

Business Interruption:

One thing to understand is that your broker serves in the role as an insurance intermediaries we are not the decision maker, but instead report claims and administer the communication between the carrier and the customer. As brokers, we represent you as the client, not the insurers. We are your advocates and will fight for you, but ultimately the decision rests on the carrier.

We all know this is a very stressful time all Small Businesses across the country and are getting multiple requests a day about coverage of a potential claim for Business Interruption. Unfortunately, the carriers are being very tight lipped on if the Covid-19 would result in a Business Interruption claim being paid until they are able to review all aspects of the policy and claim. We have been suggesting to all of our clients, to go ahead and move forward with a claim if they are able to prove a loss for their business during this time as there is zero chance of recovery if you never put in a claim.

Facts about Business Interruption:

If you have Business Interruption coverage, your policy should list or describe the type of events it covers. Events that are not listed on, or not described in the policy, are typically not covered.
Business Interruption coverage typically can ONLY be triggered if you have a property loss that leads to the business interruption.
Often times there are exclusions for epidemics and pandemics in Business Interruption policies.

Example: You have a fire in your office which has caused you to suspend your business activities, for more information CLICK HERE

Many state and city municipalities are working on Disaster Loan Assistance programs at this time, below you will find that information.

Disaster Loan Assistance:

For Disaster Loan assistance information by state, please CLICK HERE for more information from the SBA. If you are local to NYC, CLICK HERE for local disaster loan assistance.

Please let us know if we can assist in any way during this time and if you are looking for overall general information on potential business impacts and resources, please CLICK HERE for Risk Advisory bulletins from EPIC.

Health Insurance:

For Individuals – NY State of Health and New York State Department of Financial Services Announce Special Enrollment Period for Uninsured New Yorkers, as Novel Coronavirus Cases Climb.

*Remind New Yorkers That There is No Cost Sharing for COVID-19 Testing Across Medicaid, Child Health Plus, Essential Plan, and Qualified Health Plans*

ALBANY, N.Y. (March 16, 2020) – NY State of Health, together with the New York State Department of Financial Services (DFS), today announced that New York will make a Special Enrollment Period available to New Yorkers during which eligible individuals will be able to enroll in insurance coverage through NY State of Health, New York’s official health plan Marketplace, and directly through insurers. This step is being taken in light of the COVID-19 public health emergency to further protect the public health of New Yorkers. NY State of Health, DFS, and New York State health insurers are taking this action due to the exceptional nature of the public health emergency posed by the COVID-19 so that individuals do not avoid seeking testing or medical care for fear of cost. The open enrollment period for coverage in 2020 had previously ended on February 7, 2020.

Individuals who enroll in Qualified Health Plans through NY State of Health or directly through insurers between March 16 and April 15, 2020 will have coverage effective starting April 1, 2020. Individuals who are eligible for other NY State of Health programs – Medicaid, Essential Plan and Child Health Plus – can enroll year-round. As always, consumers can apply for coverage through NY State of Health on-line at www.nystateofhealth.ny.gov , by phone at 855-355-5777, and working with enrollment assistors.

If you have any questions or would like more personalized assistance, please reach out to Colleen Blum via email at: cblum@combsandco.com

Workers Compensation:

Workers’ compensation insurance helps employees recover from work-related injuries or illnesses. Every state has its own workers’ compensation insurance laws and regulations that govern the coverage available. To file a workers’ compensation claim, the employee will need to demonstrate that the injury or illness arose both out of and in the course of their employment.

Mental Health Assistance:

Many health insurance carriers are providing Mental Health Assistance at this time. Below is some information on what United / Oxford is doing for their members and in some instances all citizens regardless if they are a member. Please reach out to your health insurance provider to see what services they are providing specifically for you.

Free Emotional Support Help Line

Optum is offering a free emotional support help line for all individuals impacted. Our toll-free emotional support help line at (866) 342-6892 is free of charge and available to anyone, so you can share it with family and friends . Caring professionals will connect people to resources. It will be open 24 hours a day, seven days a week. Additionally, there are several coping and disaster tools and resources available to you on liveandworkwell.com . Log on to liveandworkwell.com with your HealthSafeID. Type the keywords “coping” or “disaster” into the search bar to get support.

Behavioral Health Virtual Visits

Also, as UnitedHealthcare members, you have access to Behavioral Health Virtual Visits where you can access a behavioral health professional through your mobile device, tablet, or computer. Behavioral Health Virtual Visits are a separate benefit from the Virtual Visits with Teledoc, Amwell, and Doc on Demand. For behavioral health, virtual visits are subject to the same out of pocket as an in-office visit (behavioral health outpatient office visit) . Services are delivered by a network provider licensed within your state and may include psychiatrists, psychologists, and other practitioners licensed in behavioral health such as nurse practitioners and master level clinicians. Providers are able to prescribe medications in compliance with federal and other regulatory limitations.

Coronavirus Response Bill, with Required Paid Sick Leave, Enacted into Law:

Action Taken : On March 18, 2020 President Trump signed into law H.R.6201, a $104 billion bill that, among other things, requires small employers (those with fewer than 500 employees) to provide paid sick leave to employees dealing with COVID-19 or with exposure to the coronavirus. Family and medical leave both go into effect April 2 and expire December 31, 2020 .

Expanded FMLA .

1. Who ? The new law applies to all employers with fewer than 500 employees and to employees who have worked for at least 30 days.
2. Reasons for Leave ? An employee may take up to 12 weeks of leave to allow an employee who is unable to work or telework to care for the employee’s child (under 18 years of age) if the child’s school or place of care is closed or the childcare provider is unavailable due to a public health emergency. A public health emergency means an emergency with respect to COVID-19 declared by a federal, state, or local authority.
3. Pay ? Unpaid for the first 10-days after which the employer must pay full-time employees at two-thirds the employee’s regular rate for the number of hours the employee would otherwise be normally scheduled. The pay is limited to $200 per day and $10,000 in the aggregate. Part-time employees pay should be based on the average number of hours the employee worked for prior six months; or, if less than six months, based on the employee’s reasonable expectation at hiring of the average number of hours the employee would be scheduled to work.
4. Job protection ? Employers with 25 + employees have to return the employee to the same or equivalent position upon their return to work. Employers with fewer than 25 employees are excluded from this requirement if the employee’s position is eliminated due to economic conditions or other changes resulting from the public health emergency. Keep in mind, employers must still reasonably attempt to return the employee to an equivalent position and make efforts for the next year to return the employee to work.
5. Exempt ? The law allows small businesses with fewer than 50 employees to seek an exemption from the expanded leave entirely if the required leave would jeopardize the viability of their business.

Paid Sick Leave .

Who ? Employers with fewer than 500 employees; all employees regardless of their tenure
Reasons for Leave ? An employee may take paid sick leave if he/she is unable to work or telework because:

- the employee is subject to a federal, state, or local quarantine or isolation due to COVID-19;
- a health care provider advised the employee to self-quarantine due to concerns related to COVID-19 (self-imposed quarantine does not qualify);

- the employee is experiencing symptoms of COVID-19 and seeking a medical diagnosis;

- the employee is caring for an individual who is either subject to a federal, state, or local quarantine or isolation due to COVID-19 or has been advised to self-quarantine due to concerns related to COVID-19;
- the employee is caring for the employee’s child whose school has been closed or place of care is unavailable due to COVID-19 precautions; or
- the employee is experiencing any other substantially similar condition as specified by the government (and to be clarified later).

Pay ? Full-time employees receive 80 hours of paid sick leave; part-time employees receive the equivalent of the number of hours they would work, on average, during a two-week period. Paid sick leave is paid at the employee’s regular rate if for a reason in paragraph (i), (ii), or (iii) above and caped at $511 per day and $5,110 in the aggregate; and two-thirds of an employee’s regular rate if based on reason (iv), (v), or (vi) and capped at $200 per day and $2,000 in the aggregate.
Misc. The leave does not carry over. Employers may not require employees to first use other paid leave before using paid sick leave. Employers can require reasonable notice procedures after the first workday that an employee receives paid sick leave. Employers must post a notice that advises employees of their rights which should be available by March 25.
Exempt? Like the FMLA above, the Act does contain language allowing small business with less than 50 employees to seek an exemption from the requirement.

New York Emergency Paid Sick Leave .

When ? Only in the event of a “mandatory or precautionary order of quarantine or isolation issued by the State of New York, the NY Department of Health, a local board of health, or any government entity duly authorized to issue such order due to COVID-19”.
Who ?

- Employers with 10 or fewer employees and a net income less than $1 million must provide unpaid leave (and job protection) for the duration of the quarantine order and guarantee their workers access to Paid Family Leave and disability benefits (short-term disability) for the period of quarantine including wage replacement for their salaries up to $150,000.
- Employers with 11-99 employees and employers with 10 or fewer employees and a net income greater than $1 million will provide at least 5 days of paid sick leave, job protection for the duration of the quarantine order, and guarantee their workers access to Paid Family Leave and disability benefits (short-term disability) for the period of quarantine including wage replacement for their salaries up to $150,000.
- Employers with 100 or more employees, as well as all public employers (regardless of number of employees), will provide at least 14 days of paid sick leave and guarantee job protection for the duration of the quarantine order.

Has to be serious ? These additional benefits are only available to employees who have been officially and formally quarantined or isolated by a local or state government agency; not those who are in voluntary quarantine or isolation, those who merely fear they have been infected, those who object to reporting to work, and those who are placed on leave, layoff, or furlough by an employer. It also does not apply to employees who are asymptomatic but have been quarantined or isolated, those who have not yet been diagnosed with any medical condition, and those who are physically able to work remotely.
Other Changes.

- With regards to NY Paid Family Leave, the definition of “disability” was expanded to include “the inability to do work because of a mandatory or precautionary order of quarantine,”; and the definition of “family leave” was expanded to include a) leave taken to comply with a mandatory or precautionary order of quarantine; or b) to provide care for the employee’s minor, dependent child who is subject to a mandatory or precautionary order of quarantine.

Don’t forget, these are in addition to any current paid leave/medical leave programs applicable to your workforce.

Resources for Families:

We know that many families are struggling to figure out homeschooling at this time while balancing working from home in most cases. We wanted to share this excellent post from the Today Show that provides a wealth of information for your little ones during this time, CLICK HERE for the article “How to homeschool during the coronavirus crisis with free resources”.

Job Resources:

Chameleon Resume is offering free tools to help with job searches. CLICK HERE to access them.

New York & New Jersey has developed a state portals to access jobs that are looking for candidates now during the Covid-19 pandemic.

CLICK HERE to access the New York portal

CLICK HERE to access the New Jersey portal

To Apply for NY State Unemployment, CLICK HERE

To Apply for NJ State Unemployment, CLICK HERE

Carrier Benefits Coronavirus (Covid-19) Chart

Fri, 13 Mar 2020 16:42:00 GMT

Photo by Anna Shvets on Pexels.com

As we have been getting several clients that have been reaching out and asking on what would be covered under their health insurance in terms of testing and treatment we wanted to share this helpful chart identifying what the Fully Insured carriers will be doing that our General Agent, Savoy Associates published.

Feel free to reach out with any questions, and remember….WASH YOUR HANDS!

Carrier Benefits Coronavirus Chart

Tribute to my Father

Thu, 06 Sep 2018 14:06:00 GMT

Major General Roger E Combs (February 22, 1945 – August 22, 2018)

Click to view slideshow.

Husband, Father, Grandpa, Brother, Son, Uncle, Friend, Mentor, Servant, General and Judge. He’s gone by so many titles over the years.

He was born on the family farm in rural Stanberry, Missouri on February 22, 1945. He was known for quoting a Senator who said, “When you’re born on a dairy farm, everything else is easy.”

He shared his successes with those he loved, like the incredible experience of his promotion party when he was given his 2 ^nd Star (Major General). He invited all his “circles” – family, church, courthouse, and military. He had a Wikipedia page and hardly anyone in the family or King City knew about it.

This is how he lived. He could talk to anyone. No matter the successes he achieved, he never forgot he was that boy who was born on a farm and attended a one-room schoolhouse. He was the son of H.H. and Ruby Fern.

He was a teacher.

This man taught me, “It’s important for you to be understood, but it’s more important for you to not be misunderstood.” I think one of us kids quotes this weekly.

This man taught me to be independent and have a common knowledge of how to fix some things. Then if all else fails, WD-40 and duct tape will fix almost anything.

This man taught me to parallel park between a horse trailer and a feed truck out on the Mule Shoe Ranch. Living in NYC, this skill has become priceless.

But most importantly, this man taught me there are three major aspects of my life and he basically broke it down to me like this: “You have the person you are with, the place where you live, and the thing you do for a living. If you’re happy with 3 out of 3 then you are living a golden life; but on any given day, if you can be happy in at least 2 of those aspects, you’re doing just fine. But if you’re happy with only one or none, then get off your butt and do something about it. Surround yourself with supportive people who “get” you; to whom you don’t have to explain yourself. Live in a place that excites you and that cultivates who you are and who you want to be. Choose to do something you love because invariably you’ll do it well.” He was a living example of this by showing us a deep love for our mother, passion for his career, and a fondness for his community.

His life was the definition of God, Family, and Country. He had integrity, love, and sheer grit. He loved his family, community, church, courthouse crew, and his brothers and sisters of the armed forces, with whom he served for more than 39 years. The outpouring of stories and notes we have received reinforce the fact that he was not only our hero, but a hero to many. He was the guy who would mentor young officers in the military; he made children feel safe when their home lives were in disarray during custody hearings; he would snow blow downtown King City to make sure the merchants were safe in the winter; he took the time to care when there were no witnesses.

He was a fighter.

Most recognizably as a CH-46 Helicopter pilot for the Purple Foxes in the US Marine Corp and until the very end, as he battled Agent Orange-related throat cancer for the past decade. He never gave up and he never surrendered, until God took mercy on his soul on August 22, 2018.

To say this past year has changed me would be an understatement. He helped make me who I am today. I have been and will always be proud to call him my father and know that he still lives within each of the many lives he touched all over the world. Over the past year of his life, I am so grateful that I was able to take the time, be quick to listen, fierce to love, slower to say yes to everything, and to find the serenity when I could.

You’ll always be in our hearts.

Susan

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ShowMe the money: How to charge fees in a commission-based practice

Fri, 06 Apr 2018 13:33:00 GMT

I’ve had a lot of great role models in my life and one of my most incredible ones has been my mother. Like me, she was an entrepreneur. She owned a Merle Norman Cosmetics Studio and a travel agency in my hometown of King City, Missouri. My mom had worked for a number of years in the travel industry with American Airlines and Auto-Train (later sold to Amtrak) in Washington D.C., before relocating to Missouri with my father and working for a small travel agency. She later opened her own, and I remember that she saw a major shift taking place in the industry when the airlines decided that they were no longer going to pay travel agents fees on airline tickets. She made the decision to start charging fees and I remember her telling me, “If you don’t value your time, no one else will.”

Click here to keep reading!

Insurance 101: What is a Flexible Spending Account

Tue, 03 Apr 2018 17:14:00 GMT

Check our our quick video about Flexible Spending Accounts (FSA)!

https://youtu.be/642q4EpueYA

For more Insurance 101, check our our Combs & Co YouTube Channel !

Wonder Woman Wednesday: What’s the Good News, Ladies?

Wed, 28 Mar 2018 18:06:00 GMT

Happy Holidays! Man, this year went by quick! We are in the home stretch of open enrollment in our office and we are definitely looking forward to a break, as we have been very busy! It has been so much fun to meet so many wonderful women in our industry this year from around the country and feel inspired by their stories. I’m very happy to share the news of Erika, Grace and Pam as we round out the year, and the remarkable things they have been doing in 2017. Have fun getting to know these exceptional women. I know I did! Click here to read more!

What’s the good news, ladies? March Madness edition

Wed, 21 Mar 2018 18:03:00 GMT

March Madness is upon us! This is one of my favorite times of year! It sounds like bracketology will be interesting this year, as there really aren’t any major standouts, so anyone can be Cinderella at the ball! I’ve been also gearing up for speaking season and looking forward to heading out to Denver to speak at the WIFS / NAIFA event. I will then be heading to San Diego for the BenefitsPRO Broker Expo and I’m looking forward to making some new friends from around the country!

This month, I’m very excited to introduce you to my new friends, Paula, Allison and Cerrina! These women are doing fantastic things in the industry and I’m very happy to have them be part of the WTGNL Crew!

Click here to read about Paula, Allison and Cerrina!

Wonder Woman Wednesday: What’s the Good News, Ladies?

Wed, 14 Mar 2018 11:58:00 GMT

Click to view slideshow.

This is a special edition of “What’s the Good News, Ladies?” because I get to toot my horn a little and highlight some great women! Last month, I mentioned I was getting ready to go to the Women in Insurance & Financial Services (WIFS) National Conference and I’m ecstatic to report that I was awarded the organization’s highest honor: the Woman of the Year award! I was beyond thrilled and honored to be selected by my peers for this prestigious award from an organization that’s mission is to attract, develop and advance women in our industry.

While I was there, I got to meet Christine, Claudia and Kate. These fine women were the three finalists for the WIFS Fast & Furious session, where they are given 45 seconds to share their best business practice that has helped take their business to the next level. Click here to continue reading and to be inspired!

WIFS LeadHER Blog – Finding Your Tribe

Fri, 09 Mar 2018 20:29:00 GMT

Growing up in a town of fewer than 1,000 people in the northwest corner of Missouri I always had a sense of who I was and where I was from. Yet, when I moved to New York City, fresh-faced and fancy free right out of college, the realization that there were more people on my subway train each morning on my way to work than in King City, Missouri was a little daunting at times.

My father encouraged me to “find my tribe” and look up the University of Missouri Alumni Chapter in NYC after getting settled. He explained to me that I would have an instant connection with these people as we had a common bond of the University, and that we would just “get” each other without having to explain a whole lot. And they would also know that Missouri is in the center of the US, something that New Yorkers still seem to have trouble locating when I tell them where I’m from.

Fast forward about five years when I became fully immersed in the insurance and financial services industry, one that I feel has incredible opportunities for women, yet we still hover around 14 percent of the industry. It was very apparent that I needed to find a new “tribe,” one that would just “get” me in this aspect of my life. I found this with WIFS.

Click Here to read the rest of the story!

Charity Profile – Girls Inc

Fri, 29 Dec 2017 15:08:00 GMT

Girls Inc. girls live healthy and active lifestyles and are less likely to engage in risky behavior; they are eager to learn, successful in school, and more likely to graduate from post-secondary education; and they display diligence, perseverance and resilience.

Charity Profile – St. Jude Children’s Research Hospital

Mon, 25 Dec 2017 11:02:00 GMT

During this time of year my family is reminded of the true holiday spirit and what a blessing St. Jude Children’s Research Hospital has been to so many through the years.

Happy Holidays!

Susan

Charity Profile – BeadforLife

Fri, 22 Dec 2017 17:48:00 GMT

Combs & Company has been a supporter of BeadforLife for the past 3 years and continues to be fascinated at all they do!

Check out an excerpt from their website as they tell their story best!

“Paper bead jewelry was only the beginning. We could have stayed the course, working with one group of women to create fair trade products that we could sell for them in the U.S. market – but we had bigger dreams. We created an entrepreneurial business training program, giving women living in poverty the skills and confidence they need to go out and create their own local businesses before they graduate. Salons, shoe stores, and produce stands are cropping up in Uganda and women are making money and living out their dreams. Not only do they have income, but now they have the confidence to be sustainable business women – meeting their own needs and creating a generation of confident and capable children.

But we haven’t stopped there. We’ve taken the best parts of that original business program and created The Street Business School . These savvy women don’t make products (for us), they make progress! They are women who have dreamed of running successful businesses, and that’s exactly what they do when they graduate, only six months later! See the impact.

Now we’re taking this proven poverty eradication program to the world! We will partner with organizations around the globe to share our program, so that we can ignite the lives of one million women!”

Click to view slideshow.

Charity Profile – iMentor

Fri, 15 Dec 2017 16:53:00 GMT

Looking to give some love? There’s a lot to love with iMentor !

New York Paid Family Leave – What you Need to Know!

Thu, 14 Dec 2017 13:44:00 GMT

What is it?

As of January 1, 2018, most employees who work in New York State will be eligible for Paid Family Leave. This is leave not for yourself, this is leave to take care of others which include: spouse, domestic partner, child, stepchild, parent, stepparent, in-laws, grandparent or grandchild. This is also available due to Active Military Duty Deployment. They are not including siblings at this time, so keep that in mind.

Who is eligible?

Full-time employees: If you work a regular work schedule of 20 or more hours per week, you are eligible after 26 consecutive weeks of employment.*
Part-time employees: If you work a regular work schedule of less than 20 hours per week, you are eligible after working 175 days, which do not need to be consecutive.*
You are eligible regardless of your citizenship and/or immigration status.

*These weekly counts look back at 2017. What this means is if you have been a full-time employee for 2017 and been working over 20 hours per week for the 26 weeks leading up to January 1, 2018 – you would be eligible to go out on claim January 1, 2018.

How much is taken out of my paycheck?

This is a prorated amount (no more than $1.65 per week) depending on how the company does payroll, but it is basically capped around $85 FOR THE YEAR, so you won’t even notice it coming out of your check! Here is the deductions calculator if you want to know exactly!

How much do I get?

This is going to be a 4-year phase in and you are going to start seeing these acronyms a lot: AWW and SAWW. AWW stands for Average Weekly Wage and SAWW stands for State Average Weekly Wage. The SAWW they are using for 2018 is $1305.92, which translates into the Max Weekly Benefit you can get is $652.96 for 8 weeks.
Here is a grid showing the phase in numbers from state website !

Benefits Increase Through 2021

Example: An employee who makes $1,000 a week would receive a benefit of $500 a week (50% of $1,000). Another employee who makes $2,000 a week would receive a benefit of $652.96, because this employee is capped at one-half of New York State’s Average Weekly Wage —currently $1,305.92. Half of that amount is $652.96.
Leave can be taken either all at once or in full-day increments. You may take the maximum time-off benefit in any given 52-week period. The 52-week clock starts on the first day you take Paid Family Leave.

As an Employee, what do you need to do if you need to go out on claim?

Notify your employer. You need to do this at least 30 days before you want your leave to start (if possible). For example, if you are due with a baby 2/1, you can plan ahead, but if the baby comes 4 weeks early, you need to notify your employer as soon as possible.
Submit a claim form. You’ll need to ask your employer or the employer’s insurance company what forms you should complete and get the supporting documentation that is requested. Make sure to keep a copy for your records. You can actually submit your claim form 30 days before or 30 days after the event and then the carrier has 18 days to respond to your claim.

Click here for the Employee Fact Sheet by New York State!

As an Employer, what do you need to do ?

If you have State Mandated Disability, your carrier will most likely offer the Paid Family Leave coverage. If you haven’t received an email or a letter from your carrier, you need to reach out to them ASAP.
As this is an Employee Paid benefit, Employees will have deductions taken out of their paychecks for this. If your payroll company hasn’t reached out to you about this, check with them before your first January 2018 payroll run.
You also must Post a Workforce Notice, which you should also be getting in the mail from your carrier.
If you currently Self Insure your Disability, here’s a list of carriers that you can get this coverage from!
Update your handbook to include the new policy if you have one!

Click here for the Employer Fact Sheet by New York State!

I know this doesn’t cover absolutely everything you might have a question on, but if you read and understand this, you’ll be more equipped than 99% of New Yorkers out there!

Charity Profile – Operation Homefront

Fri, 08 Dec 2017 19:12:00 GMT

Looking to spread some holiday cheer? Consider Operation Homefront !

Charity Profile: Puppies Behind Bars

Tue, 05 Dec 2017 14:23:00 GMT

Looking to give some support this holiday season? Check them out!

Saying “yes” to you

Mon, 04 Dec 2017 15:41:00 GMT

If you remember, my last blog post on the Women’s Insurance Network was about the art of saying “no.” Funny enough, I heard Oprah on “CBS This Morning” about a week after it came out. She hit the nail right on the head for me when she said, “The answer ‘No’ is a full sentence.”

As I sat on my umpteenth flight for 2017, I started reflecting on the things in my life I have chosen to say “yes” to that give me personal satisfaction. That’s one thing I love about the women I have met in our industry (as well as many men): we are givers. We’ll hand you our playbook, the budget and the strategy that built our businesses. So, after telling you all about saying “no” the last time, I wanted to tell you my “Seven Silos” of saying “yes.” These are things that I do that help me to be a better me, not only to my family and business, but a better me to me.

Click here to read all about my Seven Silos!

What are Exclusive Provider Organizations (EPOs)?

Mon, 06 Nov 2017 17:16:00 GMT

Check our our quick video about Exclusive Provider Organizations (EPOs)!

For more Insurance 101, check our our Combs & Co YouTube Channel !

What are Exclusions?

Thu, 26 Oct 2017 15:12:00 GMT

Check our our quick video about what Exclusions are in an insurance policy!

For more Insurance 101, check our our Combs & Co YouTube Channel !

What’s the good news, ladies? October edition

Mon, 23 Oct 2017 15:05:00 GMT

Fourth quarter is here and open Enrollment is upon us! Who’s ready? Can’t ever say our industry is boring, can we? I’m gearing up to attend the Women in Insurance & Financial Services (WIFS) National Conference next week in Minneapolis and excited to meet a bunch of Wonder Women there! This month, I’m happy to introduce you to three women that I know will be killin’ it in the fourth quarter! Click HERE to be in awe as you meet Rachel, Michelle and Rachel!

Can I get a “No?!”

Fri, 20 Oct 2017 12:54:00 GMT

When I served as National President of Women in Insurance & Financial Services (WIFS), my predecessor, Angie Shay , programmed us all so that when a decision was to be made that would impact the organization, if it didn’t engage members or generate revenue, then we shouldn’t be doing it. This made decisions very black and white and easy to move initiatives forward.

Click Here to continue reading!

What are Essential Health Benefits?

Fri, 18 Aug 2017 14:22:00 GMT

When the ACA (Affordable Care Act) became law, we were introduced to many new terms. Check our our quick video about Essential Health Benefits!

For more Insurance 101, check our our Combs & Co YouTube Channel !

Growing the female broker force

Tue, 15 Aug 2017 13:17:00 GMT

For over a decade, Susan L. Combs, partner at The Capacity Group , an EPIC company , has been a leading example in the employee benefits market. From serving as the youngest national president of Women in Insurance & Financial Services in the 81 year history of the organization, to helping forge the national advocacy relationship between WIFS and NAIFA, Combs continues to push her achievements forward—including being selected as one of EBA’s 2017 Most Influential Women in Benefit Advising .

To select this year’s honorees, EBA editors asked readers to submit the names of thought leaders who are making their mark on the benefit business through their unique approaches to client relations, benefits technology and/or mentoring other women. From the dozens of submissions received, the editors chose 30 benefit advisers to recognize for their outstanding achievements.

Click here to read the full article on the Employee Benefit Advisor website!

What’s the good news, Ladies? August Edition

Fri, 11 Aug 2017 13:36:00 GMT

Since open enrollment will soon be upon us again, I hope you have all had some R&R time to unplug yourselves and your business. I find it is so important to recharge and come back to work with a fresh mindset! This month, I’m excited to introduce you to three women I admire and have had the pleasure of working with either through associations or my practice. Click here to feel inspired as you meet Brittany, Denise and Susan!

What is an Evidence of Insurability?

Fri, 04 Aug 2017 14:16:00 GMT

Check our our quick video about Evidence of Insurability!

For more Insurance 101, check our our Combs & Co YouTube Channel !

What’s the good news, ladies? Happy anniversary edition!

Fri, 28 Jul 2017 14:08:00 GMT

Happy anniversary, ladies! This month’s column marks our one year anniversary of this series! I can’t believe how fast it has gone!

I’m happy to report that my sister-in-law gave birth to a 7lb 1oz baby girl named Josephine on June 19 ^th , and we are all so in love with the new addition to our family! I’m already educating her on insurance and financial services and planting the seed of succession early.

This month, you’ll get to meet some great women from different corners of the U.S. Click Here to feel inspired as you meet Alice, Kristin and Laurie!

What’s the Good News, Ladies? June Edition

Fri, 09 Jun 2017 12:29:00 GMT

The year is flying by! I can’t believe it’s already June, and I’m super excited because my brother and sister-in-law are going to be welcoming my new niece into the world in a few short weeks. Maybe I can get her into the industry early! This project has been hugely rewarding for me as a way to spread the good news about women in our industry and the incredible things they are doing! This month, you’ll get to meet some great women who were introduced to me by other great women. I’m sure you’ll have fun getting to know Sheryl, Ande and Stacey a little better. I know I did!

Click Here to read all about these fantastic women!

Insurance 101: Employer Responsibility

Tue, 30 May 2017 13:48:00 GMT

Check our our quick video about Employer Responsibility!

For more Insurance 101, check our our Combs & Co YouTube Channel !

Insurance 101: What is an Enrollment?

Fri, 19 May 2017 15:45:00 GMT

Check our our quick video on what is an Enrollment is!

For more Insurance 101, check our our Combs & Co YouTube Channel !

What is an Employee Census?

Wed, 10 May 2017 13:40:00 GMT

Check our our quick video on what is an Employee Census!

For more Insurance 101, check our our Combs & Co YouTube Channel !

Feature Friday: What’s the good news, ladies? May Edition!

Fri, 05 May 2017 11:19:00 GMT

So, first things first …I won! I’m still in shock over winning the BenefitsPRO Broker of the Year Award ! This was the award that I told you about last month. Internally, they call it the BOY Award, so it was extra gratifying for this GIRL to take the crown! The BenefitsPRO BrokerExpo conference in Indianapolis was incredible, and I was honored to be recognized by my peers in the industry — truly a highlight in my career thus far.

This month, I’m excited to introduce you to Cornelia, Joan and ShirleyAnn. Cornelia has been a longtime advocate for our industry and for women as well, and I feel very fortunate that I met her through her national involvement in WIFS . Joan has made a huge impact on my career by showing me the value of education and how crucial is is in our industry. She is my go-to resource for anything concerning our industry’s legislative landscape. And finally, ShirleyAnn. I don’t even know where to begin — to know ShirleyAnn is to experience her. She has an exuberance that just makes you want to strive for greatness in our industry. I am honored to introduce you to these incredible women, and I know you’ll enjoy getting to know them a little better and hearing about the great things they are doing in our industry!

Click here to read all about Cornelia, Joan and ShirleyAnn!

Feature Friday: Susan L. Combs wins Broker of the Year

Fri, 28 Apr 2017 12:18:00 GMT

Click here for original post!

Thank You…

Fri, 14 Apr 2017 11:47:00 GMT

What a whirlwind the past few days have been! I traveled to Indianapolis to attend the BrokerExpo put on by BenefitsPro Magazine. In true traveling fashion, I hit a Diner’s Drive-Ins & Dives place for dinner called Tamale Place that was awesome! The next morning I hit Orangetheory with my good friend David Contorno and then headed to the session where I was a part of the panel of the 5 finalist for the Broker of the Year! At the end of the session they announced the winner and I was excited, shocked, humbled and in awe that I was selected as the 2017 Broker of the Year .

The outpouring of love I’ve received has been overwhelming, to say the least, I truly appreciate all that have reached out. There is no possible way for me to thank everyone personally for the texts, calls, emails, comments on social media, re-posts, shout outs and shares that have been given on my behalf but I will always be eternally grateful. To my family, my friends, my work family ( Combs & Co , Capacity / EPIC and Savoy ), my association family ( WIFS , NAHU , NAIFA and Mizzou ), my clients, my mentees, my mentors, my King City Crew, my industry peers and most of all my incredible husband – you have helped me to become the person I am today, thank you for believing in me more than I believe in myself sometimes.

Over the past couple of days, a JFK quote kept popping into my head, “As we express our gratitude, we must never forget that the highest appreciation is not to utter words, but to live by them.” I hope I continue to live my life so that you all know how truly grateful I am for the love and support that you all have shown me and continue to pay it forward for others.

— Susan

What is an Effective Date?

Thu, 13 Apr 2017 13:27:00 GMT

Check our our quick video on what is an Effective Date!

For more Insurance 101, check our our Combs & Co YouTube Channel !

What’s the good news, ladies? April edition

Fri, 07 Apr 2017 21:50:00 GMT

Who’s ready to write out tax checks? Can you believe we are already through the first quarter of 2017? There’s a couple items of business I want to hit on this month. Since you know this is all about recognizing women in our industry, I thought I’d give you a few ideas. WIFS and NAHU have great awards programs for their members to help get you recognized for the hard work you did last year. WIFS’s program is called Circle of Excellence and NAHU’s program is called LPRT . Check them out and start collecting some well-deserved bling!

This month, I’m going to introduce you to Heidi, Kristen and Kim. I have known Heidi for 10+ years, and she is the reason I became a part of WIFS, which parlayed me into being their National President a couple years ago! Miss Kristen will be speaking on the What’s the Good News, Ladies panel at the BenefitsPRO BrokerExpo conference in Indianapolis this month! And finally, Kim and I connected when she recognized one of the women featured in this series! Click here to read more and be inspired!

What are Covered Services?

Tue, 04 Apr 2017 16:37:00 GMT

Check out our short video on what are covered services!

For more Insurance 101 videos check out our Combs & Co Youtube channel !

What is a Deposit Premium?

Thu, 30 Mar 2017 14:20:00 GMT

Check out our short video on what is a deposit premium!

For more Insurance 101 videos check out our Combs & Co Youtube channel !

Who is a Dependent?

Tue, 21 Mar 2017 15:16:00 GMT

Check out our quick video on who a dependent is!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What’s the good news, ladies? Mentorship!

Thu, 16 Mar 2017 14:40:00 GMT

Very excited to share this month’s installment of “What’s the Good News, Ladies?” This month you get to meet three women who are very near and dear to my heart. These are three women that I have had the pleasure of mentoring in my career, and I would have never met them if it wasn’t through the opportunities I received in volunteer leadership in serving on the National Board of Directors for Women in Insurance & Financial Services (WIFS).

I have always felt passionately about mentorship — no one in this industry got to where they are today without the assistance of someone looking behind and helping to pull them up. I continue to have amazing mentors and advocates in my career, and I have chosen to pay it forward by mentoring others.

Click here to let me introduce you to Mary, Krystyl and Ashleigh, three bright stars that I am happy to call mentees, colleagues and most of all friends!

What does Contributory Mean?

Thu, 23 Feb 2017 17:55:00 GMT

Check out our quick video on what contributory means!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What are Covered Medical Expenses?

Tue, 14 Feb 2017 13:53:00 GMT

Check out our quick video on what are covered medical expenses!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What’s the good news, ladies? February edition.

Fri, 10 Feb 2017 19:33:00 GMT

Click Here to read about these incredible women!

What is a Conversion?

Thu, 02 Feb 2017 16:51:00 GMT

Check out our quick video on What a Conversion is!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What’s the good news, ladies? January edition.

Mon, 30 Jan 2017 16:33:00 GMT

Happy New Year! I can’t believe that January is almost over! I’m excited to kick off this year with some incredible stories from accomplished women in our industry that are sure to inspire you as they have me. I’m looking forward to sharing some amazing stories with you this year and happy to kick off the year by introducing you to my friends Jessica, Kathleen and Susan. Click Here to read all about them!

What is a Cost-Sharing Subsidy?

Tue, 24 Jan 2017 13:48:00 GMT

Check out our quick video on What a Cost-Sharing Subsidy is!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What is COBRA?

Tue, 03 Jan 2017 16:29:00 GMT

Check out our quick video on What COBRA is!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

Happy Holidays from the Combs Crew!

Fri, 30 Dec 2016 21:00:00 GMT

Feature Friday with Bideawee!

Fri, 30 Dec 2016 19:25:00 GMT

In lieu of holiday gifts and cards to our clients and colleagues we choose to support charities that have touched one of our Crew Member’s hearts. Please read about our second Holiday Feature Friday where we honor Bideawee !

Feature Friday with Hearts of Gold!

Fri, 23 Dec 2016 19:22:00 GMT

Hearts of Gold!

What is Comprehensive Major Medical?

Thu, 22 Dec 2016 15:27:00 GMT

Check out our quick video on What Comprehensive Major Medical is!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

Feature Friday with IAVA!

Wed, 21 Dec 2016 23:18:00 GMT

Feature Friday with WhyNotCare!

Fri, 09 Dec 2016 21:30:00 GMT

Feature Friday with BeadforLife!

Fri, 09 Dec 2016 15:50:00 GMT

In lieu of holiday gifts and cards to our clients and colleagues we choose to support charities that have touched one of our Crew Member’s hearts. Please read about our first Holiday Feature Friday where we honor BeadforLife !

What is a Certificate of Insurance?

Thu, 01 Dec 2016 14:19:00 GMT

Check out our quick video on What a Certificate of Insurance is!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

We have a lot to be thankful for…

Thu, 24 Nov 2016 13:00:00 GMT

As the year is quickly coming to a close I am so thankful for our Combs & Company friends, colleagues, clients and employees that have helped make this a banner year.

We wish you all the very best on this Thanksgiving and hope you are celebrating in style!

The Combs Crew

Susan, Jennifer, Colleen, Sean, Ricarte, Brent, Carol, Tish, Anthony, Dawn and Valerie

What is Census Data?

Tue, 22 Nov 2016 19:00:00 GMT

Check out our quick video on What Census Data is!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What is a Certificate Holder vs. a Carrier?

Thu, 10 Nov 2016 19:00:00 GMT

Check out our quick video on What is a Certificate Holder vs. a Carrier!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What’s the good news, ladies? What we’re thankful for.

Tue, 08 Nov 2016 21:14:00 GMT

I know many of us are working hard to close out the year with a bang! I continue to get some amazing emails from women who are sharing their good news with me; you are all truly inspiring to me!

So let’s get to it, shall we? This month, you’re going to hear about a couple of colleagues I have known for a number of years and a couple of ladies who were recommended to me after their friends read about other women in this series and wanted to help them toot their own horns!

Click Here to read about Sally, Angela, Sally and Colleen!

What is a Calendar Plan?

Thu, 03 Nov 2016 05:30:00 GMT

Check out our quick video on What is a Calendar Plan!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What is a Booklet or Certificate?

Tue, 18 Oct 2016 13:12:00 GMT

Check out our quick video on What is a Booklet or Certificate!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What’s the good news, ladies? Even more women changing the industry.

Mon, 10 Oct 2016 18:00:00 GMT

For our third installment highlighting women who are changing our industry, I’m going to introduce three more three amazing ladies. These three are rock star recruiters from Guardian, MassMutual and Penn Mutual.

(Be sure to read our first and second installment of the series.)

I met each of these women by being part of organizations like WIFS , NAIFA and GAMA . I’ve found that when you connect with women who are involved with industry organizations, they mean business and are always looking to develop themselves and the people around them.

Click Here to see what Samantha, Cheryl and Evelyn are up to this year!

Who is a Beneficiary?

Wed, 28 Sep 2016 15:25:00 GMT

Check out our quick video on Who is a Beneficiary!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What are Benefits?

Thu, 22 Sep 2016 13:57:00 GMT

Check out our quick video on What Benefits Are!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

What is a Base Plan?

Tue, 13 Sep 2016 20:07:00 GMT

Check out our quick video on what a Base Plan is!

More videos where this came from… Check out the Combs & Co YouTube channel for more!

More women who are changing the insurance industry.

Fri, 02 Sep 2016 13:34:00 GMT

I’ve enjoyed all the positive feedback on this new series, “ What’s the good news, ladies? Women who are changing the industry .” It really has been fun! For our second installment, I wanted you to hear from four women who come to the industry from entirely different backgrounds.

Juli McNeely, who took over her father’s practice and helped bring it to the next level; Kristin Alfheim, an award-winning financial advisor who runs a successful practice in Green Bay; Meghan Wilke, who took her production experience to the home office level for Mutual of Omaha; and Julie Yunker, who is thriving under a big transition that happened earlier this year with MetLife.

Now sit back, relax and get ready to be inspired by some astounding and accomplished women as they share some of their high points from this year.

Click Here to read all about these amazing women!

What’s the good news, ladies? Women who are changing the industry.

Fri, 05 Aug 2016 14:42:00 GMT

According to Viner, “Our industry struggles to recruit women into sales roles, but the issue is much broader than us. The study provides a clearer picture of how to position a career in sales as a satisfying and successful venture for those who are interested in a new opportunity. We now have a roadmap showing how to best highlight career benefits to women and address concerns they may have. We need to start sharing that message with young women and girls as well as experienced women looking for their next career move.”

I get excited any time I hear of a company working on a new strategy to get more women into the industry. I often hear that women in our industry account for about 14 percent of the production positions, and the percentage is even smaller in management roles. But I feel like we’re on the brink of something big here. Over the next several months, you are going to be wowed over and over again with a new series called “What’s the good news, ladies?” I know I have some amazing rock star women in my life who are getting it done, so I reached out to some of them to share with you some of their high points from this year. Buckle up and Click Here to read all about them!

The Best Way to Prospect

Tue, 28 Jun 2016 19:12:00 GMT

So I have the pleasure of writing for the Succession Initiative for LifeHealthPro and they come to me with questions from their readers and I get to respond to them! Here is the latest one:

The Challenge…

How can I make appointments effectively?

Meeting The Challenge…

Hi Terry,

First off, I basically equate that to a mother not teaching her son how to cook and do laundry because she knows he’ll find a wife to do it for him! Learning how to prospect is a life skill in sales. You have to get it down pat in order to be successful in this career. Being handed leads are the reward after you have proven yourself, you know?

OK … now to get off of my soapbox and offer a solution.

Network.

Network with everyone and anyone if you are starting out. Book lunches, coffees and drinks with other salespeople and business professionals in different fields. Get your elevator pitch down and be specific about who you want to be introduced to that are good lead sources for you (CPAs, attorneys, etc.) Be specific about your ideal client, too; if you say “business owners,” they are going to hear Charlie Brown’s parents talking and you’ll go nowhere. Click here to read more!

Advice to a new millennial broker: dream big, do moreBy Susan L. Combs

Thu, 07 Apr 2016 15:00:00 GMT

Dear New Millennial Broker,

So you know I love to give advice by now, right? I recently spoke at Baruch College, a business school in NYC where I serve as a mentor. I didn’t go to school there — I mentor there because the students inspire me.

The theme for the night was: Dream Big, Do More.

How powerful!

I find we so often start thinking about how to improve ourselves or start off the New Year right, but oftentimes we forget to go back to the basics of what got us to where we are today. Dream big, do more. To learn more click here .

The Story Exchange

Wed, 02 Mar 2016 18:45:00 GMT

The Story Exchange is a nonprofit media organization dedicated to telling the personal and professional stories of women business owners. They showcase the often-overlooked entrepreneurial women around the world who are contributing to their communities and collectively making an impact on the global economy. As an independent 501(c)(3) digital initiative, they aim to provide role models to other women who are pursuing their entrepreneurial dreams. To learn more about The Story Exchange click here ! If you would like to visit Susan Combs’s Story Exchange page please click here !

Start. Stop. Continue. By Susan L. Combs

Mon, 01 Feb 2016 18:24:00 GMT

I was supposed to be heading back from Atlanta today, but Snowmageddon had a different idea of me and I was unable to leave NYC after about 30 inches of snow fell in my neighborhood. So I did the next best thing as a Millennial/Gen X-cusper and Skyped in for a two-day board meeting for WIFS , the national organization where I currently serve as the Immediate Past President. My biggest takeaway was the concept of Start Stop Continue, which was introduced to me by leadership coach, Whitney Siavelis .

Such a simple thing really, but I think will be tremendous in both my practice and my board work and I wanted to share it with you! It’s a way to be more intentional with what you are doing and realize what is working and what isn’t. Click here to continue reading.

So what’s my penalty if I don’t enroll?

Thu, 28 Jan 2016 16:44:00 GMT

So we are in the home stretch! Three more days to go and then Open Enrollment ends for 2016. From experience, I have learned that many people wait until the last minute to pick a plan and some people just continue to bury their heads in the sand. So for those of you that are wondering, how much it’s going to cost you if you don’t get your act together, take a look at this user friendly graphic that will show you what to expect!

2016 DEADLINES – ACA IRS HEALTH COVERAGE INFORMATION REPORTING FOR ALEs

Thu, 14 Jan 2016 20:47:00 GMT

WHO? . . . ALEs must report.
For 2015 information reporting requirements, an Applicable Large Employer (ALE) is subject to the Affordable Care Act health coverage information reporting requirements. For more information on Employer Shared Responsibility and which employers are required to offer coverage, contact our office.
Please note that this applies to:
• Employers who had 50 or more full-time employees, including full-time equivalent employees, in 2014
• Governmental, tribal, tax-exempt, or for-profit employers
• ALEs-whether or not the employers offered health coverage to employees

WHAT? . . . IRS reporting is required for health coverage information.
An ALE must file information returns with the IRS and provide statements to each employee who was a full-time employee for at least one month of the year about health coverage. The employer is required to indicate if they offered health coverage or did not offer health coverage.

WHICH FORMS? . . . Forms 1094-C and 1095-C must be submitted to the IRS.
• Form 1094-C. Transmittal of Employer-Provided Health Insurance Offer and Coverage Information Return is used to report to the IRS summary information for each employer and to transmit Form 1095-C to the IRS.
• Form 1095-C. Employer-Provided Health Insurance Offer and Coverage, is used to report required information to your employees and to report information about each employee to the IRS.

WHEN? . . . Prepare now for the upcoming due dates.
• Forms 1095-C must be provided to your employees by March 31, 2016.
• Forms 1094-C and 1095-C are due to the IRS by May 31, 2016, if filing by paper, or June 30, 2016, if filing electronically.

NEED HELP?
Contact us immediately for a solution that fits your unique filing needs.

Happy New Year From Combs & Co!

Wed, 30 Dec 2015 17:11:00 GMT

Click here to check out our special New Year’s video message from Combs & Co!

Wed, 30 Dec 2015 02:11:00 GMT

The deadline for employers to electronically file 1094 forms for 2015 was extended by three months from March 31, 2016, to June 30, 2016. The deadline for filing by paper was also extended by three months from February 29, 2016, to May 31, 2016. Additionally, the deadline for providing employees with 1095 forms for 2015 was extended from February 1, 2016, to March 31, 2016.

Click here for today’s IRS announcement or for background about the mandated ACA coverage reports.

Happy Holidays from Combs & Co!

Tue, 22 Dec 2015 22:35:00 GMT

This year, in lieu of gifts and cards, Combs & Company is donating to

BeadforLife in our clients’ honor .

Combs & Co. has been a longtime supporter of BeadforLife – a nonprofit that works with women living in poverty to provide them with skills that enable them to become successful, savvy, and sustainable entrepreneurs. For over ten years, BeadforLife has trained women through their Beads to Business program – an 18-month course that teaches women how to make beaded jewelry out of paper, which they sell to earn capital to start businesses in their local markets. Since BeadforLife began, they have facilitated the creation of nearly 3,000 businesses, helping more than 40,000 people through the women and their families!

With help from supporters like Combs & Co., BeadforLife has already completed a rapid prototyping by training other women’s organizations on how to incorporate the Street Business School (SBS) model into their programs. These organizations provide SBS training to women in their own communities and help them become successful entrepreneurs! To expand globally, and ultimately reach their goal of having one million women trained in the SBS program by 2027, BeadforLife started the Ignite One Million campaign.

In November, Combs and Co. made a significant contribution to this campaign and unlocked a matching gift – making an investment worth $20,000! This money will help BeadforLife train more organizations around the world and evaluate their effectiveness to create the best plan to ignite the potential of one million women!

If you would like to join Combs & Co. in supporting BeadforLife’s efforts, and possibly have your own gift matched, please visit www.beadforlife.org/ignite

For more information about this wonderful organization visit BeadforLife at www.beadforlife.org

Happy Holidays to you and yours!

The Combs & Company Crew

Susan, Rachel, Jennifer, Colleen, Yahaira, Chris,

Anthony, Carol, Tish, Valerie & Hayley

Farewell to the Co-Ops By Susan L. Combs

Mon, 14 Dec 2015 18:47:00 GMT

Talk about a cluster! If you are in Arizona, Colorado, Iowa, Kentucky, Louisiana, Michigan, Nebraska, New York, Nevada, Oregon, Tennessee or (insert state that has probably been added in the past hour) I am feeling your pain over the co-op shutdown.

In New York, we were under the impression we had until 1/1 to secure coverage for our clients, only to get an email around 4pm on Friday, October 30th that Health Republic of New York was being shut down as of 11/30 by the state of New York. As if it wasn’t busy enough during open enrollment! To add insult to injury, guess who hasn’t been paid by the co-ops since September? How we all love to work for free! Click here to continue reading.

My Advice to Women Looking for a Career in Financial Services

Wed, 25 Nov 2015 23:05:00 GMT

No doubt about it, financial services is a great career for women. As the current president of Women in Insurance & Financial Services (WIFS), I ought to know. Founded in 1936, WIFS is the only organization for women, by women, in the insurance and financial services industry. Our core mission is about attracting, developing and advancing women in this career.

My work with WIFS has connected me with women from all across the country. Some of them are veterans who have become extremely successful, while others are just getting started. I often get asked for advice on how women can be successful in this industry. Click here for my top tips to women considering a career in financial services.

Who’s your Backup? By: Colleen Blum

Tue, 03 Nov 2015 17:39:00 GMT

Picture this: The Giants are playing the Eagles on Monday night football. Going into halftime, the Giants are up by 1. The Giants come back from the locker room to take the field but a key element is missing…their Quarterback.

Think about it, how do you think this is going to go down with the Giants missing Eli Manning? Sure they may be able to throw in the backup, but they have spent countless hours training, preparing and molding their team to work around Manning and his skills. What if he was permanently out of the picture (sorry Eli)?

What if this was your business? Most companies have at least one Key Person they rely on, whether it is you, the owner or maybe even an employee that holds the Quarterback position. How many “eggs” does that Key Person hold in his or her hypothetical basket? If they died or placed on the “injured reserve list” would that mean the death of your company? Do you have a backup Quarterback in place and a game plan for the “what if” in your business?

So let’s break it down.

For a successful company, a Key Person Insurance policy is a critical business decision to have in your Playbook. Here are the need to know basic facts to start the game plan:

Who is it for? The business will take an insurance policy out on the Key Employee(s) they believe bring the most value. This type of policy protects the company from the loss of a key employee.

How does it work? If that key person pre-deceases the benefit gets paid to the company for the business to do what is necessary to keep the doors open.

What is the money used for? The benefit can be used for multiple things. One example, a key employee generally is one of the most valuable people to the business. Without that one employee, the business will lose the income the key person would typically bring in. The benefit can be used to supplement that money for the company until they find another qualified replacement to take the position.

How much is needed? This will vary upon company. The first question that should be asked, how much do you think that key person is worth for the past year? You can use that as a starting point.

How do I know which policy to look at? Focus on your budget, protection does not have to be expensive it just has to work when it’s needed.

What if the Key Person that we insure leaves the company? Let’s face it, we live in a world where people no longer stay with companies for 25+ years and retire. When looking into policies makes sure there is flexibility to make the changes you need as your circumstances change.

The goal of a Key Person policy is to protect your most valuable asset: Your Company’s potential to grow. Without Eli Manning, the Giants may have the potential to win the Super Bowl but they need to have their “what if” backup plan if the need to pick up a free agent midseason.

What’s your company’s backup plan?

Royals are the 2015 World Series Champs!!!

Mon, 02 Nov 2015 06:31:00 GMT

I was 6 years old the last time the Royals won the World Series. I’ll never forget jumping up and down and cheering in the living room in our house in King City, Missouri and watching the 1985 team. If you aren’t a sports fan, you can’t understand the sheer pride and joy we are all feeling right now. When Davis got the last out I called my brother with tears streaming down my face to share the moment with him. I may live in New York City now, but I’ll never forget where I’m from. Congrats to the Kansas City Royals on an amazing season and reclaiming the crown. Take it all in boys!

Quit complaining about PPACA and get creative

Wed, 21 Oct 2015 17:09:00 GMT

I have been traveling and speaking at many conferences this past year and often attend seminars on PPACA. The thing that perplexes me is how my colleagues who are spending thousands of dollars to attend these conferences are still bitching about it. Get over it people… If you are still going to church and lighting […]

Decoding the millennials

Thu, 24 Sep 2015 14:15:00 GMT

So I recently spoke at the Mutual of Omaha National Sales Symposium in Omaha, Nebraska and one of their keynotes was Jason Dorsey. If you’ve never heard him speak, he’s high energy and a lot of fun. He’s basically the “magic decoder ring” when it comes to figuring out millennials .

I’ve always thought that I just missed this generation, but I was informed that Jason is almost exactly a year older than me … and I was annoyed to learn that at age 36, I’m part of this group. He also enlightened me with the knowledge that most Gen Yers feel like they are special and don’t belong in this group. Ho hum…

Click here for some of the key takeaways from his talk that really gave me some “aha” moments.

Move fast or get outta the way!

Mon, 17 Aug 2015 13:23:00 GMT

As many of you know, I live in NYC. But I’m from a town of about 1,000 people called King City, in the Northwest corner of Missouri, or what I refer to as “God’s Country.” I get emailed, texted and Facebook messaged monthly from people asking for suggestions on what to do on their NYC vacation. I have a great list I have compiled over the years that I send, and I also send this video . It’s from my pal, Johnny T, advising you that there are two speeds in New York: A) You move fast or B) Get outta the way!

I think this is also true for our industry. Let’s face it, it’s been a rough couple of years, but if you are reading this, then you are still standing! How are you adapting ? How are you evolving? Here are some things we are doing to stay relevant:

The millennials are invading : So, I’ve hired a rock star producer that is 25 and speaks their language. For millennials , mentoring and feeling imporant is huge. I encourage you to start looking for your successor!

To pick up at #2…. Click Here !

3 ways to Brand Yourself in the Market

Tue, 11 Aug 2015 13:30:00 GMT

Ok, so one thing I’m really good at is branding , connecting and getting the word out so I thought I’d share a few tips of things I use frequently:

1. Announcement postcards. In this day and age of email marketing, I have found that people miss getting mail. Have you done something amazing? Have you received an award? Tell people! It’s easy and cheap to do a quick postcard through companies like Vistaprint, where you can get 500 postcards for way under $100. When I became national president of WIFS ( www.wifsnational.org ), I send out a postcard to clients and referral sources thanking them for supporting me through my journey and it turned into referrals .

To pick up at #2, click here !

Know your trigger….

Mon, 20 Apr 2015 13:00:00 GMT

I just had my third conversation in two months on tone checking, so I figured this was something other people struggle with, too, and should offer up some friendly advice: If you don’t have a “tone checker” in your life, get one, hell, get five.

Last time I checked, you cannot read tone in email. Wouldn’t it be beautiful if when someone sent an email you read it the exact way they intended it to be? One of the things I suggest to many people in communicating is that you get a tone checker. I have many people who do this for me. For more Click Here!

Beware of Dabblers

Fri, 10 Apr 2015 18:55:00 GMT

One of the biggest pains of this industry right now is the people who think they know what they’re talking about, but they know enough to be dangerous….very dangerous. These are people I call “dabblers.”

Dabblers can come in many forms: Financial planners who are licensed to do health insurance, CPAs and your in-laws who forward you every BS email chain in the world about Obamacare!

What can you do with all this misinformation surrounding you at every turn? Become their resource and turn them into a referral partner. For More Click Here!

Our Latest Blog Post for Broker Innovative Lab: Getting Creative

Mon, 23 Mar 2015 11:00:00 GMT

So when PPACA started coming down the pike and some brokers started jumping ship for fear of falling commissions, I started thinking: How are there ways to make more cash with little cost?

So here are some things I did:

I expanded my knowledge base. Many financial advisors have a few letters after their names and I decided I wanted some, too! So I got the PPACA designation through the National Association of Health Underwriters. This has opened a lot of doors for me. Which in turn has allowed me to come in as a consultant and do PPACA audits for companies AND for brokers who felt like it was a little above their paygrade (and yes, my E&O carrier covers it). By doing this alone, this is now 11 percent of my revenue, and that’s not splitting anything with anyone, its cash in my pocket! Click Here For More!

Our Latest Blog Post for Broker Innovative Lab: Blue January

Wed, 07 Jan 2015 19:41:00 GMT

I’m not sure about you, but for open enrollment this year I averaged between 65 to 70 hours per week. It was a nice reduction from last year’s 80-hour weeks!

But one thing I’m struggling with right now is that after all the chaos and hustle and bustle of December, January has got me off to a little bit of a deflated start.

This “Blue January,” as I’m calling it, doesn’t seem to be affecting just me. I’ve talked to several other brokers who are feeling it, too. We absolutely killed ourselves over the past couple of months, and it seems as though the sense of urgency and the sheer panic in the voices of clients calling to get coverage have fallen away. Click Here for More!

WOMEN IN INSURANCE AND FINANCIAL SERVICES ELECTS 2014-15 OFFICERS AND BOARD OF DIRECTORS

Fri, 07 Nov 2014 16:16:00 GMT

ALBANY, NY (11/06/2014)(readMedia)– At the 2014 Annual Conference held in Lake Buena Vista, Florida, Women in Insurance & Financial Services elected its 2014-2015 Slate of Officers and Directors.

Named to the board were:

• Presiden t – Susan Combs (Combs & Company) of New York, NY

• President-Elect – Susan Glass (New York Life) of Atlanta, GA

• Secretary – Evelyn Gellar (Empire Wealth Strategies, an agency of Penn Mutual) of West Islip, NY

• Treasurer – Lisa Lettenmaier (Health Source NW) of Tigarrd, OR

• Immediate Past President – Angelia Shay (New York Life, Path Strategies) of Ashland, VA

Directors

• Stacia DeWitt (Thrivent Financial) of Little Rock, AR

• Louise Frances (Independent) of Latham, NY

• Monica Jones (AAA Life Insurance) of Chula Vista, CA

• Lisa Pilgrim (Barley, McNamara & Wild, CPA’s) of Jacksonville, FL

• Angie Ribuffo (First Command) of Anchorage, AK

• Tashawana Rodwell (SB Media) of Parker, CO

• Nancy Wolfe-Smith (State Farm) of Plantation, FL

• Julie Yunker (MetLife) of Elba, NY

About WIFS

For over 75 years, Women in Insurance & Financial Services (WIFS) has served as the preeminent professional organization for women in the industry. Over 1,000 members and 24 local chapters are active nationally. WIFS is dedicated to attracting accomplished women to the financial services sector, developing their talents and advancing them toward success. Benefits include educational webinars, mentorship programming, coaching services, e-newsletters, peer connection and more.

For more information about WIFS, visit http://www.wifsnational.org or contact Deborah Duffy, Executive Director at 866.264.9437

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Susan Combs Receives SmartCEO Brava! Award

Tue, 01 Jul 2014 04:20:00 GMT

New York SmartCEO Announces the 2014 Brava! Awards Winners

40 powerhouse female business leaders to be recognized in
SmartCEO’s Brava! Awards program

New York, NY (June 10, 2014) — New York SmartCEO and Title Sponsor WeiserMazars LLP are pleased to announce the 2014 Brava! Award winners. The Brava! Awards celebrate the distinguished achievements of 40 of Greater New York’s top women business leaders. This year’s class collectively generates more than $1.2 billion in annual revenue and employ over 49,000 individuals. This year’s winners will be profiled in the September/October issue of SmartCEO magazine and celebrated at an awards ceremony on September 23, 2014 at Capitale.

Please see below for a complete list of winners and for program details. To share in the excitement leading up to the event, follow us @SmartCEO #BravaAwards.

“Brava winners possess the utmost qualities in a leader — vision, passion, compassion, dedication, perseverance. Every one of this year’s winners exhibits these qualities in running their business, their families and their philanthropic activities. They give 110 percent of themselves,” says Rick Crane, regional president of SmartCEO Media. “We are honored and humbled to recognize a group of women who are truly making a difference in the world.”

The winners will be celebrated at the New York Brava! Awards ceremony on September 23, 2014 at Capitale. An expected sell-out event, over 300 local C-level executives and guests will attend to celebrate their achievements. Past Brava! winners will also be in attendance to welcome the new class of winners and grow the community. The event will kick off with a cocktail reception followed by the awards ceremony and a final toast to the women leaders of Greater New York.

About SmartCEO
SmartCEO’s mission is to educate and inspire the business community through its award-winning magazine, connections at C-level events and access to valuable online resources. SmartCEO’s integrated media platforms reach decision makers in the Baltimore, New York, Philadelphia and Washington, DC, metropolitan areas.

About the Brava! Awards
The Brava! Awards program celebrates female CEOs who combine their irrepressible entrepreneurial spirit with a passion for giving back to the community. Brava! Award winners are exemplary leaders of both their companies and their communities. They encourage local philanthropy, mentor up-and-coming leaders and set their companies on the path to tremendous growth. Each year, an independent committee of local business leaders selects winners based on the quality of applications submitted. SmartCEO shares their inspiring stories in the September/October issue of SmartCEO magazine and celebrates their success at an awards reception in September.

Complete Program Information:
2014 Brava! Awards
Date: Tuesday, September 23, 2014
Time: 6 p.m. – 9 p.m.
Location: Capitale
130 Bowery, New York, NY 10013
Attire: Business Cocktail

2014 New York Brava! Winners:
Wen Zhou, 3.1 Phillip Lim
Ann Gottlieb, Ann Gottlieb Associates
Dominique Debroux, Big Belli, LLC
Claudia Baricevic, Capitale
Susan L. Combs, PPACA, Combs & Co.
Elisabete Miranda, CQ fluency
Samantha DiGennaro, DiGennaro Communications
Cheryl Ann Lawrence McDaniel, Direct Success Inc.
Jennifer N. Nevins, DW Smith Associates, LLC
Susan Lindner, Emerging Media
Erika Weinstein, eTeam Executive Search LLC
Amanda Judge, Faire Collection
Hilda Polanco, Fiscal Management Associates
Stacy Francis, Francis Financial, Inc.
Maureen Henegan, Henegan Construction Co., Inc.
Marilyn Kane, Iridium Capital LLC
Julie B. Kampf, JBK Associates
Lynne S. Katzmann, Juniper Communities
Karen Gurl-Martell, KGM Consulting, Inc.
Gwen Whiting and Lindsey J. Boyd, The Laundress New York
Jil Larsen, Magic Mix Juicery
Robyn Streisand, The Mixx
Dr. Robin Smith, Neostem
Cheryl Biron, One Horn Transportation
Denise Mari, Organic Avenue and Mari Lifestyle
Joanna Phillips, Phillips Brokerage
Jill Scalisi, Scalisi Skincare
Jennifer Blumin, Skylight Group
Lori Leitgeb, Stack Builders
Mary Nittolo, The STUDIO
Sarah Endline, Sweet Riot
Leslie A. Firtell, Tower Legal Solutions
Liz Elting, TransPerfect
Nadine Cino, Tyga Box
Susan White Morrissey, White and Warren

Nonprofit Winners
Saranne Rothberg, ComedyCures Foundation
Gail A. Magaliff, FEGS Health & Human Services
Ruth Rathblott, Harlem Educational Activities Fund (HEAF)
Carol Robles-Román, Legal Momentum
Marsha Firestone, Ph.D., Women Presidents’ Organization

To find out more about the 2015 Brava! Awards nomination process, email us at NYprograms@smartceo.com. For information about sponsorship opportunities, email us at NewYork@smartceo.com.

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Susan Combs named Best Rising Star 2014 by LifeHealthPro

Thu, 19 Jun 2014 14:47:00 GMT

This year’s nominations for the National Underwriter Industry Elite Awards were stronger than ever, a who’s who of the best and brightest in the realms of market innovation, industry awareness, community outreach and young talent. Our winners and honorable mentions this year stand out for their leadership, drive and brilliance that only the Industry Elites can offer. It was an especially difficult selection process as each and every entry stood with great merit. But alas, only one can be chosen. With that, we present to you the 2014 National Underwriter Industry Elite Awards.

To read the full write up on the award, click here !

Wondering if the penalty is less for NOT offering Group Insurance come 2015?

Tue, 13 May 2014 12:23:00 GMT

Since the start of 2014 we’ve been approached by CPAs, attorneys, and other trusted advisors to assist them with Affordable Care Act (ACA) audits, to determine if their clients will be subject to the “Pay or Play” provision come 2015, and then in 2016 if they have more than 50 Full-Time Equivalent (FTE) employees. I wanted to take this opportunity to introduce our ACA auditing services to you.

Currently I’m one of seven brokers in the New York Metro area with a Patient Protection & Affordable Care Act (PPACA) certification through the National Association of Health Underwriters (NAHU). The certification is key, as I’m trained on all the variables within the ACA law and how it impacts companies of various sizes; plus the continuing education keeps me fully informed as Washington adjusts different provisions of the law.

For 2015, companies that have more than 100 FTE employees will be required to offer health coverage to all employees or they will be subject to a fine. That coverage must include the 10 Essential Benefits, or the company will be subject to a different fine. Combs & Company will perform the ACA audit and produce a report that highlights all provisions with which a company must comply (and the consequences if they don’t). We’ll also devise a look-back measurement the company should use to minimize any potential penalties. We’ll also review any Common Ownership issues, as these are often overlooked areas that can impact companies.

This is not a pitch to replace a company’s current broker. We’re offering this service to support a company’s current setup and because we know the level of expertise we bring to the table is not yet common in the industry. (Nor do most brokers want to assume the liability.) We will work with your client’s current broker to gather as much information as possible and then incorporate them into the audit process.

Our service is offered at a rate of $250/hour . The length of each audit depends on the complexity of your client’s business and health plans. We also have an in-house ERISA Attorney who can provide additional services for a flat fee, should any compliance issues come to light during the ACA audit.

If you’re interested in finding out more or having your client schedule a planning meeting with us, feel free to reach out!

I forgot to sign up for Health Insurance, now what?

Thu, 03 Apr 2014 16:59:00 GMT

If you had started an enrollment on the New York State of Health Exchange Marketplace ( https://nystateofhealth.ny.gov/ ) you have until April 15 ^th to get your act together and get your application completed.
If you haven’t started an application yet and you are CURRENTLY UNINSURED, then you are out of luck with Exchange and other Private options until the next Open Enrollment which is set to begin on 11/15/14 for an enrollment of January 1 ^st , 2015. Sorry, no one’s special here.
If you are CURRENTLY INSURED you will be able to take coverage with the Exchange or other private insurance for effective dates after 4/1 as long as you can prove that you have had a Qualifying Life Event. These are listed below:
1. Individual or dependent loses minimum essential coverage due to:
  1. job loss
  2. divorce
  3. death of a spouse
  4. becoming ineligible for Medicaid or Child Health Plus
  5. expiration of COBRA
  6. health plan is decertified
2. Marriage, birth, adoption, or placement for adoption
3. Gaining status as a citizen, national, or lawfully present individual
4. Consumer is newly eligible or ineligible for tax credits and/or cost sharing reductions
5. Permanent move to an area that has different health plan options
6. Marketplace staff or contractor enrollment error
7. Qualified Health Plan violated a provision of its contract
8. American Indians can enroll or change plans one time per month throughout the year

Not considered a Qualifying Life Event:

Voluntarily dropping other health coverage
Being terminated for not paying your premiums
Losing coverage that is not minimum essential coverage, in accordance with HHS guidelines

Moral of the story: Be more proactive next year!!!

What’s my penalty?

Wed, 05 Mar 2014 20:23:00 GMT

A question that comes up time and time again with the Affordable Care Act is: “How does the Individual Responsibility (aka Mandate) Penalty work?”

To avoid the penalty you must enroll in a marketplace plan OR have private coverage no later than March 31st, 2014 . If you do not, below are a breakdown of the penalties you will face.

2014: Greater of $95 per adult and $47.50 per child under age 18 or 1% of household income
2015: Greater of $325 per adult and $162.50 per child under age 18 or 2%
2016: Greater of $695 per adult and $347.50 per child under age 18 or 2.5% of taxable gross income capped at the average bronze-level insurance premium (60% actuarial) rate for the person’s family.

**The total family penalty is capped at 300% of any annual flat dollar amount for those 18 and over.

**If the penalty applies for less than a full calendar year, the penalty will be 1/12 of the annual amount per month without coverage.

Example:

Let’s look at the O’Brien family of 4 that has 2 children under the age of 18 and the family household income is $100,000 per year.

Just to make the example easier, we are giving everyone names….Meet the O’Brien Family: Mom – Samantha; Father – Mark; Son – Luke; Daughter – Sarah

Upfront we know that the Max Penalty the O’Brien’s’ can be given is: $570 (this is figured by a $95 penalty each for Samantha & Mark since they are the only ones over 18 x 300%), now let’s look at the breakdown if they would hit the Max Penalty….

Remember, it is the GREATER of the below up to the Max Penalty:

Flat dollar amount penalty calculation : $95 (Samantha) + $95 (Mark) + $47.50 (Luke) + $47.50 (Sarah) = $285

Percentage amount penalty calculation: 1% of $100,000 = $1000

Results: Since the Max Penalty the O’Brien family can be given in this example is $570, this will be the penalty they will be responsible for, since the 1% of household income exceeds this amount. This amount will be tacked on when Samantha and Mark’s taxes are calculated at the end of the year, so if they were planning on a nice refund this year, that will be deducted from that refund. Keep in mind that if the O’Brien’s do not pay taxes, as of now, there is no mechanism to collect this penalty.

So do I really get to keep my insurance if I got canceled?

Fri, 15 Nov 2013 03:30:00 GMT

As many have heard, Obama has offered a “fix” to many of the people that have gotten notifications of their insurance being canceled. I believe that this report , gives a good picture of it and I want to point out a few things before people start popping the cork and celebrating:

Obama said that carriers “could” offer the plan for 1 more year…
Obama pushed the ultimate decision over to the States and the Carriers…so far California, Idaho, Virginia and Kentucky have said no to this fix.
If the carrier choose to offer to extend, then they are going to have to send the customers a comparison that shows the differences between their plan and all the Exchange Plans that they are offering, what this translates to is more work when we are already 45 days out, and the carriers do not have the extra time on their hands right now.
The carriers do not have an actuarial value of any of these plans since they are not in their plan offerings and I believe that this would result in even higher prices as they would have to put in more man hours to reincorporate these plans.

If you have gotten a cancelation notice, I encourage you to call your carrier and see if they are going to pony up and continue to offer your plan, but don’t be shocked if you end up being one of many that they tell no.

Susan L Combs named one of the “20 Women in Insurance You Need to Know”

Mon, 30 Sep 2013 14:52:00 GMT

Very excited to bring this news to you! I was recently selected as one of the 20 Women in Insurance You Need to Know by LifeProHealth. Check out the list of all of these amazing women and see why you “Need to know” them!

Exchange Notice Deadline Approaching: October 1, 2013

Thu, 19 Sep 2013 13:55:00 GMT

Pretty much all employers will need to provide their employees with written notice that includes information regarding the Exchange (now called the Health Insurance Marketplace). The deadline to provide the notice is fast approaching; the notice must be provided to each employee not later than October 1, 2013 . Regardless of the size of your company and even if you currently do not offer coverage to your employees you *SHOULD* send this information out. The reason we say should instead of MUST is because as of last week, this has been another penalty that has been delayed and they haven’t told us when it will come back. Originally it was speculated a $100 fine for every day you have not complied with the request. We still encourage everyone to comply now as then when / if the penalty goes into effect you are all in compliance.

Click below to view the English version of the notices that you can provide to your employees :

English notice if you DO offer coverage

English notice if you DO NOT offer coverage

Article Review: ‘Affordable’ Care: $1 Pay Hike Costs Middle-Class Family $9,355 Hike in Premiums

Fri, 09 Aug 2013 20:26:00 GMT

I know there are a lot of confusing articles out there right now and this was written with a shock factor to get you to read the article, and for my client….it worked! He read it, and he contacted me to be his “BS Meter” as he put it.

Here is an example to further explain why this article is saying what it is say:

Ok, so let’s say it is a family of 4.

400% of the federal poverty level is around $95,000 for a family of four in 2014. If they are making $95,000, then with their subsidy aka discount they will get in the Exchange / Marketplace they cannot spend more than 9.5% of $95,000 on healthcare. Which translates to $9025 annually = $752 per month (just as a barometer, most family coverage in NY starts at around $1200 per month for a very watered down plan).

If the person makes $95,001, then they won’t get that discount and they’d be paying the full premium, so in my example $1200 x 12 = $14,400 annually, which translates into $5375 more annually if you make $1 more.

I’m not sure where they came up with that magic number of $9035 but it’s really not that far off if you start looking at richer benefit plans!

In Response to the New York Times Article Referencing a 50% Decrease in Premiums for New Yorkers

Thu, 18 Jul 2013 12:10:00 GMT

We have been getting numerous emails with this article being referenced by our clients along with excitement that when they wake up on January 1st, 2014 that their insurance bills will now be cut in half. I would like to draw your attention to a few items in this article and give you a bit of a reality check.

Point 1: “ Individuals buying health insurance on their own will see their premiums tumble next year in New York State as changes under the federal health care law take effect, Gov. Andrew M. Cuomo announced on Wednesday.” The first thing that Groups need to look at is the first word….”Individuals”, this is not talking about Group Insurance, this is talking about the Individual Market in New York State that has been extremely expensive in the past. For example, one carrier that currently has an Individual Plan, the rates are coming in around $2000 per month for an Individual. Even with a 50% reduction, that is a $1000 premium for an Individual, which is still well over the average rate under Group Coverage in the State of New York.

Point 2: “Beginning in October, individuals in New York City who now pay $1,000 a month or more for coverage will be able to shop for health insurance for as little as $308 monthly .” I believe that this is very misleading, this is giving you the lowest price that is going to be in the Exchange aka Marketplace without a Subsidy (tax credit for being under 400% of the Federal Poverty Level). This price references what is being called “Young Invincible” Plan meaning, that to get this plan, you must be under 30 years old and you are looking at having more of a catastrophic plan which would cover Preventative Care and then you would have a minimum of a $6000 Deductible before anything else would be covered. Currently, New York does not offer any plans with this type of watered down coverage.

Point 3: “With federal subsidies, the cost will be even lower. (than $308 monthly)”. This will be ONLY if you as an Individual qualify for a Subsidy. This means that as a single person, to get ANY type of price break in the Exchange / Marketplace you must make under 400% of the Federal Poverty Level, which translates into making under $45,960 annually. If you do not make under that, then the plans you can get in the Exchange / Marketplace are going to be the exact same costs that you can get outside the Exchange / Marketplace

Things we are excited about in this article:

1. That for Individuals that have struggled with the high cost of health insurance will get to see some relief.

2. Department of Financial Services say they have approved 17 insurers to sell individual coverage through the New York exchange, including eight that are just entering the state’s commercial market. Currently there are only a handful, so more choices will be better for everyone! Keep in mind some of these may just be Medicare networks that only the lower income individuals will qualify to be a part of.

What else to keep in mind:

1. Be looking for “Borough-centric” plans, meaning that carriers are going to come out with plans that limit the network dramatically in order to get the cost down. A great example of this has been with Aetna’s NYC Community Plan, these plans have typically been under $400 a month in premium but they are an HMO plan where you must get a referral and they only have doctors in the 5 Boroughs. The smaller NYC Community Network they are utilizing is about 40% of the size of the normal Aetna Network. So be looking for these type of plans to be coming out In and Out of the Exchange / Marketplace.

2. Brokers will be allowed to sell inside and outside of the exchange and there will be no difference in cost. Be weary of signing up through a Navigator because as it stands right now, they are going to be glorified Enrollers that since they are not licensed, they cannot advise on Insurance, they can only present to you the plans and have you draw your own conclusions. Also, 6 months down the road if you have a question about the benefits you bought or you are having a claims issue, you cannot go back to the Navigator, you’ll be dealing with the carrier directly and not have someone as your advocate as you would if you had got your plan through a Licensed Broker that is more qualified to help assist you with your needs.

3. Be on the look out as groups to be getting hit with more taxes on your group plans, this is going to help to pay for the cost reduction for the Individual Plans.