Income Protection Journal Podcast

Jamie K. Fleischner, CLU, ChFC, LUTCF
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Income Protection Journal Podcast: Latest on Disability Insurance, Life Insurance & Long-Term Care Insurance with host Jamie Fleischner, CLU, ChFC, LUTCF

  1. 14h ago

    Executive Disability Coverage Blind Spots with Grayson Owen [Podcast]

    An owner who runs a practice or a company as an S corporation pays themselves a modest base salary, takes the rest of the year's profit as a K-1 distribution, then enrolls in the group long-term disability plan and treats the income question as settled. Most group disability plans never saw that distribution, because they define covered earnings as W-2 wages and stop there. Under that definition, the largest number on the owner's tax return was never insured. Grayson Owen has spent more than 12 years in the insurance business, and he now works in a corner of it most buyers never see. He is a disability income wholesaler at DI Broker East, which means advisors across the Mid-Atlantic, the Southeast and the rest of the country route their hardest income protection cases through him, the executives, partners and owners whose earnings a lot of other people depend on. He told me S corp owners make up most of the business owner files that reach his desk. Covered Earnings Definition Inside S Corp Owner Disability Insurance Covered earnings is the single line in a group long-term disability contract that sets the ceiling on any benefit it will ever pay. Most employer plans define it as W-2 wages, sometimes averaged across a stretch of months before the disability began. Profit distributed out of the S corporation sits outside that definition unless the plan was deliberately designed to reach it. The replacement percentage printed on the front of the plan document, usually 60 percent, gets applied to whichever number the definition allows. That modest salary line has a reason behind it. The Internal Revenue Service requires an S corporation officer who performs services for the company to be paid reasonable compensation as wages before non-wage distributions are made, and owners and their accountants typically set that wage at a defensible floor and route the remaining profit through the K-1. That is ordinary tax planning. It is also the number a group carrier reads when it calculates a disability benefit. Owen sees the result of that arithmetic in six and seven figures. "A lot of the S corp owners might have very significant six figure, even seven figure K-1 distributions. That's basically their business profit, how I understand it. I'm not a tax advisor, but K-1 is a type of income that the S corp owner distributes usually at year end, and those earnings may or may not be covered under the group plan depending on how they design it." Grayson Owen, a disability income wholesaler at DI Broker East who has spent more than 12 years in the insurance business reviewing owner-employee disability cases for advisors, speaking on the Income Protection Journal Podcast "May or may not" is the operative phrase, and it is settled inside the plan document long before anyone gets sick. Almost no owner-employee has read that answer. The percentage is the number they remember, because the percentage is the number the enrollment material leads with. If you own a dental practice, a law firm, a medical group or a construction company organized as an S corporation, this is your plan too. Most owners approve the group disability plan once, when it is first installed, often back when the company was smaller and the salary line was closer to the whole paycheck. Profit grows after that. The distribution grows with it. The covered earnings definition does not move. Owners also miss it because the group plan reads like the more generous of the two products. Sixty percent replacement sounds close to whole. An owner drawing a $100,000 salary against a much larger K-1 hears 60 percent and pictures 60 percent of what the household actually lives on. The contract is measuring wages, and the household is spending income, and those two words point at very different numbers on the same tax return. Here is the arithmetic I walk owners through. Say the owner pays themselves a $100,000 base salary and takes $900,000 in distributions, a common shape for a profitable single-owner professional company. Under the group policy, only that $100,000 counts as covered earnings, while the household is running on the full $1 million. An individual disability policy is what reaches the rest, because individual carriers underwrite total earned income and will issue a benefit that sits on top of whatever the group plan already pays. The group plan will not pay on the $900,000 no matter how the claim is filed. https://www.youtube.com/watch?v=yKgx8b3Eeto Individual Disability Insurance for Business Owners Picks Up the K-1 Income Individual policies reach the distribution because they measure income differently. Financial underwriting on an individual contract looks at total earned income, which for an S corporation owner-employee means the W-2 line and the K-1 line read together, usually across two years of returns. That is the number the benefit is built on. It is also why the application asks for tax returns rather than a pay stub. There is a second route Owen spends much of his executive time on, and it changes who pays. A company can install a layer of individually owned coverage on top of the group plan for a defined class of people, issued with limited or no medical underwriting. Carriers will generally look at a class as small as five lives, and Owen said most of the private-company cases he manages run somewhere between five and 40 people, frequently family businesses with a core management team. Some designs true everyone up to the same replacement percentage. Others carve out a class by title, so anyone hired or promoted into it becomes eligible on arrival. Those policies are individually owned and portable, which matters more than most executives realize on the day they leave. The reason so many owners never learn any of this, Owen argues, is that the conversation stops one question too early. An advisor asks whether the client has coverage at work, the client says yes, the box gets checked and the agenda moves on. "We want them to say, 'Hey, do you have coverage through work?' The client's going to probably say yes or no or I don't know, and then after that, would you mind if we review that plan for you to make sure you're okay?" Grayson Owen, who spent nearly a decade as a consumer-facing insurance broker before moving to the wholesale side, where he now runs disability coverage reviews for advisors and their clients, speaking on the Income Protection Journal Podcast That second question is where the review actually starts. Reading the plan document is what surfaces the covered earnings definition, and that definition is what decides whether an owner is insured on a salary or on a paycheck. Nobody finds it by asking whether coverage exists, because it does exist. It just does not reach as far as the owner believes. So the practical move for an S corporation owner is narrow. Pull the certificate of coverage for your group long-term disability plan and find the covered earnings or covered monthly earnings definition. Read whether it says W-2 wages, base salary or total compensation, and whether the plan document mentions K-1 distributions anywhere. Then set that number next to what you actually reported as income. When I build income protection for small business owners, that comparison is the first page of the analysis, because everything downstream depends on which number the contract agreed to insure. Timing decides the rest of it. Individual coverage is medically underwritten, and the owner who waits until the practice is at peak profit is also the owner who has accumulated the health history that shapes the offer. Owen made that point about himself on the record, naming his own diagnoses. There is more in the recorded conversation than fits here, including the two medical policies another broker wrote without residual disability or true own-occupation language and what it took to rebuild them, what happens inside underwriting when a file was never pre-screened, and the one line Owen would put on a billboard for every owner who assumes the business will simply keep paying them. That conversation is on the Income Protection Journal Podcast. What stays with me is that the definition nobody reads is the one that sets the check.

    Executive Disability Coverage Blind Spots with Grayson Owen [Podcast]

  2. Jul 28

    Did You Know More People Insure Their Cars Than Themselves? [Podcast]

    Alkeme Insurance EVP John DePinto, 30 years on the property and casualty side, on the one policy the state, your bank and your job never make you buy.

    Did You Know More People Insure Their Cars Than Themselves? [Podcast]

  3. Jul 20

    What Your Employer Disability Coverage Actually Pays, Explained by the Actuary Who Priced It 

    An employee signs up for disability coverage during open enrollment, checks the box, and assumes the benefit will stand in for a paycheck if illness or an accident ever stops the income. It does step in, but the check that arrives replaces less than half of what the household was taking home, once the formula, the cap, and the tax treatment all land. Most people never learn that math until they are already on claim, which is the worst possible moment to discover it. I hear that assumption in almost every first conversation I have with a working professional. To pressure-test it, I sat down for the Income Protection Journal Podcast with Andy Schafer, Vice President of Workplace Benefits Solutions at Principal Financial Group, who spent 24 years as an actuary pricing disability risk before moving into product development for Principal's Specialty Benefits Division. His job for more than two decades was to calculate, across millions of insured lives, how often working people lose their income and what it costs to replace it. When someone who priced that risk for a living tells you what the payout actually looks like, the number is worth sitting with. Andy walked through the arithmetic without softening it. Employer-sponsored coverage typically replaces 60 percent of pre-disability earnings, and that replacement is calculated on pre-tax income, not on the take-home figure a professional actually lives on. Why Most Disability Claims Are Sickness, Not Accidents The other assumption Andy spent years watching the data contradict is the picture people carry of what a disability even is. Insurance marketing leans on crutches, wheelchairs, and hospital imagery, which trains the public to file the risk under accidents. The claims experience runs the other way. "Accidents are only 10 percent of the disabilities that we cover. The other 90 percent are sicknesses."Andy Schafer, Principal Financial Group, on the Income Protection Journal Podcast That ratio reframes the entire buying decision. A professional who reasons "I work on a computer, so I can push through an injury" is answering the wrong question, because the medical conditions that actually drive disability claims are cancers, cardiac events, autoimmune disease, and the cognitive fog that arrives with serious illness. Andy made the point that being physically able to sit at a desk means little when illness makes it impossible to think, concentrate, or stay awake through a working day. The 90 percent share belongs to sickness, and sickness is precisely the risk people talk themselves out of. Sitting with the claims data for a career also taught Andy how rarely the event arrives at all, which is the second half of the psychology. "About three and a half to four out of every 1,000 people that we insure actually file a claim."Andy Schafer, Principal Financial Group, on the Income Protection Journal Podcast A frequency that low feeds the sense of invincibility that keeps professionals from acting. Andy was candid that the "I will never need it" instinct is statistically true for most people in any given year, and that the industry has leaned too hard on fear to sell against it. The rarity is real. So is the size of the loss when the rare event lands on one household instead of a thousand. What Individual Disability Insurance Adds to a Workplace Policy Two forces have quietly lowered how often working people file. The pandemic normalized remote and hybrid work, and Andy described how that reshaped the risk. A worker recovering from a stage-two cancer diagnosis who once would have filed for short-term disability, because coming into an office was impossible, can now often keep contributing part-time from home. People return to work faster, and sometimes never leave it, which pulls claim frequency down and, in turn, brings the cost of income protection down for everyone in the pool. That good news for pricing does not fix the shortfall inside a single household when a serious sickness does stop the income. This is where I spend most of my time as an advisor. After three decades placing coverage for professionals, the same correction comes up again and again, and Andy landed in the same place from the carrier side: take a hard look at the benefit summary before you need it, and if the employer-sponsored replacement leaves a household living on less than half its prior income, that is what individual coverage is built to close. An individual disability income policy stacks on top of the group benefit, can lift total replacement toward 70 percent of pre-disability earnings, and moves with the professional from job to job rather than ending the day they change employers. Portability is the piece that Andy, who spent his entire career at one company, flagged as the modern blind spot. Most working professionals now change jobs several times, and each move resets the group coverage. A new employer may offer a weaker benefit, or none, and a health change in the interim can foreclose the chance to buy individual coverage on good terms. That is the argument for purchasing young, while insurability is intact and premiums are lowest, and for owning a policy the employer does not control. The full conversation, including the soundbite round where Andy names the odds a 35-year-old actually faces, is worth hearing in his own words on the Income Protection Journal Podcast.

    What Your Employer Disability Coverage Actually Pays, Explained by the Actuary Who Priced It 

  4. Jul 16

    Own Occupation Decides Whether an Attorney’s Disability Policy Pays [Podcast]

    Most attorneys who buy disability coverage believe own occupation guarantees their benefit the day they can no longer practice law. It is an umbrella term with tiers, and the version inside a group plan, or an individual policy bought without the right rider, pays very differently. Which tier an attorney owns decides whether the disability claim pays in full or drops to a fraction the moment it is filed. Ethan Abramowitz has watched that decision play out from both sides of the table. He spent nearly four years defending insurance carriers at Kirwan, Spellacy and Danner before joining Mark F. Seltzer and Associates, a national practice representing highly skilled professionals in private and group disability matters, where for more than 13 years he has represented physicians, dentists and attorneys whose claims were denied or stalled. Admitted in Florida, Pennsylvania and California, he meets these professionals years after the policy is signed, at the moment the carrier says no. I brought him onto the Income Protection Journal Podcast to work the story backward, from the denied claim to the contract language that caused it. Own-Occupation Coverage Separates an Attorney's Full Benefit From a Modified Trap The phrase attorneys think they understand is the phrase that fails them most often. True own occupation, sometimes called regular occupation, pays the full monthly benefit when a sickness or injury stops you from practicing law, even if you go earn a living doing something else. A modified own-occupation definition pays only while you are not working at all. Step back into any paid work and the claim collapses into a partial or residual analysis, the reduced benefit paid when you can still work but earn less. Own occupation, it's an umbrella term, and underneath that, there's different tiers of coverage. Ethan Abramowitz, a disability insurance attorney with Mark F. Seltzer and Associates for more than 13 years, speaking on the Income Protection Journal Podcast He watched the difference cost one physician most of her income. An OB/GYN in her late 30s developed rheumatoid arthritis, lost her clinical career and accepted a medical directorship with the residency program she had trained in. Because her individual policy carried a modified own-occupation definition rather than a true one, her earnings from the new role were offset against her benefit. The monthly check fell from $15,000 to two or three thousand. A true own-occupation policy would have paid the full $15,000 alongside her new salary with no offset. Attorneys assume this is a doctor's problem because a surgeon's disability looks obvious. It is not. Abramowitz has represented lawyers with Parkinson's disease, traumatic brain injuries and visual impairments who could no longer tolerate the physical and cognitive load of the work, the ability to sit for 10 or 12 hours, read voluminous records and hold a trial schedule together. When a lawyer with that kind of condition wants to teach or consult instead, only a true own-occupation definition lets the benefit and the new income coexist. If I can't be a lawyer, but I could go teach at a law school as an adjunct professor, I can do that and earn a living and do something I'm passionate about. Without the true own-occupation definition, I can't do that without having an offset. Ethan Abramowitz, who represents policyholders in disputed disability claims, speaking on the Income Protection Journal Podcast Group Long-Term Disability Converts an Attorney's Own-Occupation Term After 24 Months The group plan a firm provides is where most attorneys assume they are covered, and it is where the definitions quietly turn against them. An individual policy weighs the material and substantial duties of the occupation as you actually perform it, examining your billing records and your day-to-day work. A group long-term disability plan leans on a national-economy standard drawn from reference works like the Dictionary of Occupational Titles and O*NET, generalized rubrics that ask what a lawyer does, not what you do. The costlier problem sits deeper in the contract. Most employer plans limit own-occupation protection to the first 24 months, then shift the standard to any gainful occupation. When the policy does not spell out a replacement-income formula, that phrase defaults to the Social Security definition of disability. I always joke that if you can be a barista at Starbucks, no disrespect to them. Ethan Abramowitz, a former insurance-defense litigator who spent nearly four years defending insurance carriers, speaking on the Income Protection Journal Podcast Then the carrier can argue you are not disabled. A greeter's wage clears the bar. Group plans answer to the Employee Retirement Income Security Act, a federal statute that tilts the burden toward the carrier and forces a denied claimant through an internal appeal before any courtroom is available. Covered monthly earnings compound the shortfall. Many group plans count only base salary and exclude bonus, incentive and production pay. Abramowitz described an orthopedic surgeon earning about $800,000 who returned to work at half time. His individual policies paid a 50 percent partial benefit. His group plan, measuring only base compensation, required a 60 percent loss of total earnings before it paid anything, so it paid nothing. Attorneys on a modest salary and a large bonus face the same arithmetic. Four Attorney Disability Policy Features That Decide the Claim Asked which single feature he would refuse to give up on a policy of his own, Abramowitz did not hesitate. The true own-occupation definition comes first, followed by residual disability, a future increase option and a cost-of-living adjustment. Roughly 60 to 70 percent of his cases involve some component of partial disability, and only about 10 percent of disability claims trace to an accident, so the provisions that pay while you are working less matter far more than most buyers expect. Attorneys rate among the most favorable occupation classes for pricing, alongside architects, accountants and engineers. When I build individual own-occupation coverage for attorneys, I treat that pricing advantage as a reason to add the strong features rather than to buy the cheapest contract, because the group plan the firm owns can be cut or canceled at any renewal and does not follow you when you leave. Abramowitz put the same point on a billboard. No attorney should sign a disability policy until they have read the fine print. Ethan Abramowitz, who has represented physicians, dentists and attorneys in denied disability claims for more than a decade, speaking on the Income Protection Journal Podcast The same math decides it for solo practitioners and firm partners, the attorneys with no group plan behind them at all. On the r/personalfinance forum, a self-employed single parent asked whether an own-occupation policy is worth the higher premium, and whether a benefit that runs to age 65 makes sense. Abramowitz did not hedge. Absolutely. If you're self-employed and you're a single parent or a single income household, you're the breadwinner. You need to protect your income. Ethan Abramowitz, who has litigated insurance disputes from both the defense and policyholder side for more than 15 years, speaking on the Income Protection Journal Podcast The full conversation, including his account of a surgeon who kept operating with tremors because he could not afford to stop, and the elimination-period and pre-existing-condition traps that decide a claim before it is filed, is on the Income Protection Journal Podcast. What stays with me is that the outcome of a claim is usually written years earlier, on the day the policy is bought. Editor's note: I refer clients to Ethan Abramowitz when a disability claim is disputed, and some of the professionals he represents hold coverage I placed. Neither of us pays the other for referrals, and he received no compensation for this interview.

    Own Occupation Decides Whether an Attorney’s Disability Policy Pays [Podcast]

  5. Jun 26

    She Was Talked Out of a Disability Policy. Here’s What It Cost Her.

    Group long-term disability through your employer typically pays $2,000 to $15,000 a month before tax, far less than what high-income working professionals actually earn. Independent insurance broker Analisa Cleland explains the four-part group LTD trap, the worksite-product portability path for the uninsurable, and why 92 percent of brokers licensed to sell disability insurance don't.

    She Was Talked Out of a Disability Policy. Here’s What It Cost Her.

  6. May 19

    CEO Shares Lessons Learned Watching High Earners Lose Everything [Podcast]

    Gretchen Rosenberg has watched agents at her brokerage get sick, stop working, and find out how little income protection they had. When that happened, colleagues sometimes stepped in. They covered showings, managed contracts, and kept deals from unraveling. What they could never replace was her paycheck. Five years ago, Rosenberg launched a foundation at Kentwood Real Estate that provides emergency grants to employees and agents dealing with cancer, car accidents, and medical crises. It has made a real difference for a number of people. It is not income protection for self-employed professionals. And Rosenberg says not enough of her agents carry one. Rosenberg is President and CEO of Kentwood Real Estate, a luxury brokerage serving communities across Colorado’s Front Range from Denver to Boulder, Fort Collins to Colorado Springs, and into the mountain communities of Summit and Grand counties. Kentwood is Colorado’s exclusive affiliate of Home Services of America and one of the largest residential real estate companies in the country. She started her career as a single mother, spent six months without closing a sale, and built her way to leading one of the state’s largest brokerages over nearly 30 years in a production-only industry. I sat down with Rosenberg on the Income Protection Journal Podcast to talk about what she has observed across those three decades: what commission earners assume will protect them when something goes wrong, why those assumptions often fail, and what she did about her own income when she was just starting out and could least afford to be unprepared. Commission Income Has No Floor and No Benefits Real estate agents are independent contractors. Nearly all of them file 1099s, pay their own taxes, and carry no employer benefits. No health insurance. No life insurance. No 401K unless they build one themselves. “The agent is responsible for paying all their taxes, all their insurance,” Rosenberg says. “They have no benefits, they have no health insurance. It’s all on them.” What makes this particularly difficult is the gap between perception and reality. Television shows about real estate create the impression that agents are uniformly wealthy. The reality, Rosenberg says, is that most agents pay listing marketing costs out of pocket before they know whether a house will sell. Every deal is speculation. Every paycheck is earned from scratch. Commission income does not come with a floor. It comes with cycles, market shifts, slow seasons, divorces, and bodies that eventually wear out. Rosenberg has watched agents navigate all of those. What carries the successful ones through, she says, is almost never what they assumed would. “They’re out there protecting their clients, and they forget to protect themselves,” Rosenberg says. What Illness Actually Does to a Commission-Based Income When I asked Rosenberg what she has seen happen to agents who fell ill or were injured and could not work, her answer was direct. “I’ve seen some really sad things happen, and it’s because they’re unprepared,” she says. One agent Rosenberg knows lost her home to IRS liens after spending a commission check before setting aside her estimated taxes. Others who were struck by illness had no reserve to carry them through a year of reduced or no income. The Kentwood Cares Foundation fills some of the gap. But a grant to get through a rough month is a different instrument than coverage that replaces months or years of income when a medical condition prevents someone from working. Most commission earners Rosenberg knows do not have the second thing. “Not enough think about it,” she says, when I asked whether agents in her firm protect their income. “I think they think, ‘I’ll always be able to sell a house.’” That mindset is understandable. Real estate attracts people who believe in their ability to hustle. It is also, Rosenberg says, a physically demanding job. Agents pull up carpet corners at inspections, climb stairs at showings, and work weekends and evenings for clients whose timelines rarely align with anyone’s preferred schedule. The ability to do that work is not guaranteed indefinitely. What High Earners Assume Will Be Enough A common belief among high-earning self-employed professionals is that savings or investment portfolios will carry them through any disruption. The most financially disciplined agents at Kentwood, Rosenberg says, do invest well and are genuinely prepared. Most are not those agents. Housing equity is at an all-time high nationally. But equity does not replace income when someone cannot work. It takes time to access, selling under duress is rarely good timing, and drawing down assets is not the same as having coverage that pays a monthly benefit during a disability. Rosenberg’s advice to anyone transitioning from a salary into commission-based work is to have at least $25,000 to $30,000 in cash reserve before starting. Even after closing a deal, the commission may not arrive for months. “That’s why we have insurance,” she says. I work with self-employed professionals and independent contractors on individual disability insurance built around the income their work generates. The policies that protect commission earners are structured differently from group plans, and understanding those differences matters before something goes wrong. Rosenberg got her own policy in the early months of her career, when she had no income and no certainty about when she would close her first sale. She was a single mother starting over. She has never needed to file a claim. “I’m always grateful I have it,” she says. The specifics of what Rosenberg has seen happen to commission earners who prepared and commission earners who did not, and the conversation she and I had about the gap between earning well and being protected, are in this episode of the Income Protection Journal Podcast. It is a conversation worth hearing before the need arises.

    CEO Shares Lessons Learned Watching High Earners Lose Everything [Podcast]

  7. May 5

    Disability Insurance Awareness Month with CDIA President Bob Herum [Podcast]

    A doctor who could no longer practice medicine after a neurological diagnosis started painting watercolors and selling them to make up what his disability benefits did not cover. His policy had been sufficient when he first bought it, but his income had grown beyond what the coverage was designed to replace, and no one had reviewed it in the years between. Bob Herum was a young agent at Provident at the time, delivering benefit checks to that doctor’s door, and one of those watercolors has hung in his hallway ever since. The shortfall is the story. Disability income insurance replaces a percentage of prior earnings rather than all of them, and that gap is what sends people looking for a second income. Herum is the president of the Council for Disability Income Awareness, a nonprofit whose mission is to make sure working Americans understand what income protection is before they need it. He entered the disability insurance business in 1986 after eight and a half years of military service, spent fourteen years as a vice president of sales and marketing at Provident, one of the country’s largest disability carriers, and has spent the past two and a half years rebuilding the CDIA after the organization went through a difficult leadership transition. The CDIA, which recently added the word “income” to its name to distinguish its mission from general disability services, now reaches nearly 40,000 agents and advisors and has expanded its membership to include Munich Re, major general agencies such as Ash Brokerage and DI Brokers East, and carrier members including Principal, Unum, and Lincoln Financial. I sat down with Herum on the Income Protection Journal Podcast during Disability Insurance Awareness Month to talk about the painting, the doctor, and what he has observed across four decades watching what happens when working Americans are covered and when they are not. It is a conversation I plan to return to. The Gap Most Workers With Group Coverage Have Never Thought to Check The story of the watercolor doctor is not unusual. The disability does not always arrive with drama. It comes from a neurological issue, a cancer diagnosis, a hand injury, a joint that stops cooperating. What makes it costly is the gap between what a worker assumes their coverage does and what the certificate of insurance actually says. Most workers with employer-provided coverage have never read that certificate. Herum spent ten years marketing group long-term disability and short-term disability products, and he is direct about what most of those plans do and do not cover. The benefit is typically 60 percent of base salary, calculated only on compensation from that employer. The portion the employer pays is taxable as federal income tax. And the coverage does not follow the worker if they change jobs. “Do you realize that if you leave that employer, that coverage stays with the company? It doesn’t travel with you,” Herum says. Most group long-term disability plans also include a provision that, after an initial period, shifts the definition of disability from inability to perform your own occupation to inability to perform any occupation at all. For a physician, attorney, or specialist whose income depends on a specific set of skills, that shift matters. Herum’s consistent message is not that group coverage is inadequate across the board. It is that very few workers have taken the time to understand what they actually have. The organizing idea behind the CDIA is that most people do not make a conscious decision to leave themselves unprotected. They make an unconscious one. They receive an enrollment form at work, they mean to look into it, and they never do. “Their lack of planning becomes their plan,” Herum says. The statistic the CDIA returns to is not an abstraction. A Milliman study confirmed what Herum first encountered in 1986: one out of four working Americans will experience at least a 90-day disability during their working career. “If I knew that there was a 25 percent chance that when I crossed the road, I was going to get hit by a car, I probably wouldn’t cross the road,” Herum says. The problem is not that people reject the risk when they confront it. The problem is that most people never confront it clearly enough to make a real decision. The Resources the CDIA Makes Available to Agents and Working Americans The tools the CDIA produces are free and available at cdia.org. For agents and advisors, there is a database of nearly 40,000 professionals receiving regular outreach, a library of more than 900 blog articles organized by coverage topic, training sessions focused on specific policy mechanics, and marketing materials designed to support client conversations year-round. For the working American who lands on the site, the CDIA is building video content designed to help answer a basic question: what do I actually have, and is it enough? One newer program certifies employers whose disability benefit offerings meet a defined standard. Herum envisions the database becoming a tool workers use when comparing job offers, letting them see which employers have built a real disability program rather than a nominal one. The first certificate was awarded days before our conversation. Carriers including Unum are already marketing the program to their employer clients. I work with high-income professionals and self-employed individuals on individual disability income coverage built around the specifics of their occupation and income. The coverage I place is structured differently from what most group plans provide, and understanding those differences before something goes wrong is exactly what Disability Insurance Awareness Month is designed to prompt. Herum’s framing is that every month should carry that prompt. May is the annual occasion to raise the conversation. The CDIA’s job is to make sure the conversation keeps happening in June, October, and January as well. The full conversation, including Herum’s account of a second claim story from his early career in Columbus involving a dentist who redirected his career to managing practices after his own disability, and his view on why only four out of every 100 licensed agents discuss disability insurance with their clients, is available on the Income Protection Journal Podcast. The resources he describes are at cdia.org.

    Disability Insurance Awareness Month with CDIA President Bob Herum [Podcast]

  8. Apr 21

    What a Pediatrician Discovered About Life Insurance When Her Own Plan Changed

    A physician with fifteen years in clinical practice and a dual household income had the financial plan most parents assume they have. She had started a 529 college savings account before her daughter was born, carried benefits through a large integrated health system, and expected a pension to grow alongside her career. Then her marriage ended when her daughter was five, and the plan she had counted on needed to hold for one. Two incomes had been doing the work of one plan. Individual life insurance is priced on the earner it names, so a household that loses one salary discovers what the other policy was actually sized for. Dr. Katie Richardson is a board-certified pediatrician and the CEO of Lantern, a Colorado-based national nonprofit that delivers childhood development resources to more than 500,000 families across the United States through text messaging. More than 65 percent of those families live in low-income zip codes, giving Richardson a data-informed view of financial disruption at scale that few clinicians can match. She joins me on the Income Protection Journal Podcast to discuss what two decades of working with families, and one personal financial disruption, taught her about building financial security that survives the unexpected. What Families Build For and What They Miss Richardson’s work puts her inside the financial lives of families across the economic spectrum. Through Lantern, she oversees programs reaching families in more than 30 states. She also draws on fifteen-plus years of clinical observation watching middle-class and upper-middle-class families make healthcare decisions based on cost and coverage rather than clinical need alone. A 2024 advisory from the Office of the Surgeon General on parental stress confirmed what Richardson had already observed at scale: financial pressure shapes how parents show up at work, at home, and in the exam room. She saw the shift firsthand in her clinical practice. Families that once agreed to imaging studies or specialist referrals without hesitation began asking whether the test was covered and what it would cost. That pattern, she says, spans the full income range. Even among higher-earning families, the financial pressure is real. The households with the nicest cars are often under the same stress as households with far fewer resources, she says. They have simply scaled the problem up. She describes the cascading expenses parents rarely anticipate before they arrive: the gap between what school systems cover and what children with developmental or educational needs actually require, the cost of travel sports, and the outlays that accumulate from pregnancy through the early school years. Lantern has measured this directly. A food insecurity program the organization piloted in Colorado found that 75 percent of participating families reported reduced food insecurity after receiving targeted text-message resources, and more than 85 percent said they discovered local programs they had not known existed. The same pattern holds for financial planning, Richardson says. Families often lack access to basic information, not the willingness to use it. The larger finding from her two decades of work is that family financial planning tends to address the scenario where everything goes as expected. The scenario where it does not tends to go unaddressed until it is no longer hypothetical. The Policies She Made Sure Were Hers What shaped Richardson’s financial thinking was not a seminar or a planning worksheet. It was growing up with a mother who had not planned, and then navigating her own divorce. “I was brought up by a single mom who, when I was in high school, we had creditors calling our house all the time,” she says. “And so I know what it can look like to have someone who hasn’t planned.” That history made her deliberate. She watched her mother trying to make retirement work on $36,000 a year in Social Security and a small supplement, and decided she would not arrive in the same position. She kept life insurance and disability coverage alongside her employer benefits, specifically because she understood that employer benefits require the employer. “My biggest fear going through my divorce was, am I going to be able to do this financially on my own? I need to make sure that no matter what happens, whether it be divorce, illness, any of those things, that I have really thought and made sure that my daughter is going to be okay,” Richardson says. The question she asked during her divorce is the same question a life insurance policy is designed to answer before the moment arrives. The answer depends entirely on what was put in place when everything was still intact. Richardson maintained individual policies throughout her career at that health system, and she is direct about why. “Some of my insurances definitely and always has been outside of my employer, because even if I’m not working at an employer that offers those benefits, I know that I still have those things,” she says. After nearly sixteen years at that health system, she made the decision to leave. The individual coverage she had maintained was part of what made the transition possible. Planning outside her employer had given her the financial flexibility to walk away when the organization’s direction no longer aligned with her own. After thirty years of advising physicians, dentists, and other high-income professionals at Set for Life Insurance in Greenwood Village, Colorado, what Richardson describes is one of the most consistent findings I see: an employer benefit is a workplace benefit, and it ends when the employment does. Among the executives I advise, the ones with the most options when their employment situation changes are the ones carrying executive disability coverage outside their group plan. Individual life insurance and disability policies, issued in the policyholder’s name and not tied to any employment relationship, follow the insured regardless of where their career leads. Why even high-income professionals consistently underestimate how much of their future earning capacity goes unprotected is examined in a conversation with Michael Sir of One Protection, whose software makes the true size of the income gap visible in dollar terms. What Richardson Tells Parents Now Richardson is not an insurance professional. What she brings to this conversation is a physician’s and nonprofit leader’s perspective on how financial disruption actually lands on families, and firsthand experience navigating one. Colorado recently joined a growing number of states requiring financial literacy education for every high school student, a development Richardson calls a meaningful starting point. She does not think it is sufficient on its own. Most families, she says, lack the background to make consequential insurance and planning decisions without professional guidance, and she was no exception. She sought out advisors for investments and coverage precisely because she understood that wanting to make good decisions is not the same as having the knowledge to make them. She observes one more pattern worth naming. Through Lantern’s work with families accessing food banks and community resources, Richardson has seen how much shame attaches to asking for help. She sees the same dynamic in insurance. Families who have paid premiums for years sometimes hesitate to file a claim because the act of filing feels like an admission. Richardson says her answer to that hesitation is the same whether the resource is a food pantry or a disability policy: that is exactly what it is there for. The families she works with through Lantern lose their financial footing for reasons most of them did not anticipate: a job loss, a health diagnosis, a family structure that changes without warning. What she observes consistently is that the families with the most flexibility when those moments arrive are the ones who built it before they needed it. .lwrp.link-whisper-related-posts{ margin-top: 40px; margin-bottom: 30px; } .lwrp .lwrp-title{ }.lwrp .lwrp-description{ } .lwrp .lwrp-list-container{ } .lwrp .lwrp-list-multi-container{ display: flex; } .lwrp .lwrp-list-double{ width: 48%; } .lwrp .lwrp-list-triple{ width: 32%; } .lwrp .lwrp-list-row-container{ display: flex; justify-content: space-between; } .lwrp .lwrp-list-row-container .lwrp-list-item{ width: calc(100% - 20px); } .lwrp .lwrp-list-item:not(.lwrp-no-posts-message-item){ max-width: 150px; } .lwrp .lwrp-list-item img{ max-width: 100%; height: auto; object-fit: cover; aspect-ratio: 1 / 1; } .lwrp .lwrp-list-item.lwrp-empty-list-item{ background: initial !important; } .lwrp .lwrp-list-item .lwrp-list-link .lwrp-list-link-title-text, .lwrp .lwrp-list-item .lwrp-list-no-posts-message{ color: #036f3d; }@media screen and (max-width: 480px) { .lwrp.link-whisper-related-posts{ } .lwrp .lwrp-title{ }.lwrp .lwrp-description{ } .lwrp .lwrp-list-multi-container{ flex-direction: column; } .lwrp .lwrp-list-multi-container ul.lwrp-list{ margin-top: 0px; margin-bottom: 0px; padding-top: 0px; ...

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About

Income Protection Journal Podcast: Latest on Disability Insurance, Life Insurance & Long-Term Care Insurance with host Jamie Fleischner, CLU, ChFC, LUTCF

Information

  • Creator
    Jamie K. Fleischner, CLU, ChFC, LUTCF
  • Years Active
    2025 - 2026
  • Episodes
    16
  • Rating
    Clean
  • Copyright
    © Jamie K. Fleischner, CLU, ChFC, LUTCF
  • Show Website
    Income Protection Journal Podcast