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Slow down as you pick out your employee benefits for next year. Your household finances could depend on it.
Flagrant enrollment season — a period in which employees update their insurance coverage and other perks for the upcoming year — is reasonable around the corner.
It’s tempting to merely choose last year’s insurance coverage and perks.
About a third of hands polled by Prudential Financial decided to keep their benefits from the prior year, but did so after making an up to date decision.
The insurer polled 2,000 adults in August.
“People miss the mark when they stick with what they were doing in the presence of without double-checking their assumptions,” said Kelley C. Long, CPA and member of the American Institute of CPAs’ consumer economic education advocates.
“Most people set their benefits when they start their jobs, but they don’t revisit their settlements,” she said.
Pay close attention to these three areas of your benefits plan.
1. Maximize health-care benefits
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Take a close look at your health insurance coverage before making a commitment.
About 9 out of 10 managers plan on offering a high-deductible health-care plan in 2020, according to the National Business Group on Health.
These sketches typically come with a tax-advantaged savings account known as a health savings account.
Workers put away pretax or tax-deductible dollars into an HSA, where it grows not liable of tax. You may take tax-free distributions from the account if you’re paying for qualified medical expenses.
In 2020, account holders can grant up to $3,550 on a pretax or tax-deductible basis if they have self-only insurance coverage ($7,100 if they’re on a family design).
Failure to closely examine your health insurance choices could mean you’ll miss out on using the HSA — a mistake Extended made when she was just starting her career.
“My parents said, ‘Pick the insurance plan with the best nursing home coverage,'” she said. “It was the plan with the highest premium and deluxe coverage.”
“A high-deductible plan would must saved me money in my pay check in retrospect,” she said.
2. Sign up for disability coverage
A disability that keeps you from function will put a dent in your finances.
Employers may offer short- or long-term disability coverage, which pays up to 60% of your earnings if you’re unable to work.
Know the terms before you sign up.
There are two flavors of disability insurance. “Own occupation” coverage wish pay if you’re unable to perform the duties of your specific job, making it more generous.
“Any occupation” pays if you’re unable to perform any job — a tougher approved for applicants to meet.
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Long-term helplessness benefits have a waiting period of 90 days to six months.
A short-term disability policy that’s available at agitate might help you get through that waiting period, but a flush emergency fund would also suffice.
“It starts to pay for itself when you get the service perquisites,” said Leston Welsh, head of products for Prudential Group Insurance. “It’s like thinking about home or auto protection; you don’t want to use it, but it’s there if you need it.”
3. Assess your life insurance needs
Group life insurance offers women a base level of protection with little to no medical underwriting.
Further, the premiums your employer pays to make you with up to $50,000 of group term life insurance coverage is excluded from your income.
Odds are that this coverage unattended isn’t enough. You can boost your death benefit by buying supplemental life insurance at work, but it’ll cost you more moneyed and you’ll go through additional underwriting.
In that case, you might be better off finding cheaper 20- or 30-year term insurance with assorted generous death benefits outside of your plan.
Remember: Your workplace insurance coverage is tied to your skill, so you probably can’t take it along if you change jobs.
“Be aware when your coverage is tied in with your membership to that element group,” said Long.