SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits--Base Group Long-Term Disability Plans

SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits—Base Group Long-Term Disability Plans

In collaboration with and commissioned by MassMutual

September 18, 2013


• The 2013 Employer Perspectives on Disability Benefits survey, which was commissioned by MassMutual, is a collaboration between the Society for Human Resource Management and MassMutual.

• The survey was sent to a randomly selected sample of SHRM members from a variety of industries. A response rate of 10% was achieved with 4,402 responses.

• The main purpose of this research was to gain a better understanding of organizations’ needs and gaps regarding long-term disability and executive benefits. The 2012 data were collected from a sample including small-, medium- and large-staff-size organizations (see slide 33).

• The findings are divided in the following topics: Base Group Long-Term Disability Plans Compensation and Buy-Up Coverage Supplemental Plan/Individual Disability Income Carrier Satisfaction/Changes Executive Group Life Benefits

2013 Employer Perspectives on Disability Benefits—Base Group Long-Term Disability Plans ©SHRM 2013 2

Introduction


• The results of each question are reported by the overall sample, and then, where applicable, statistically significant differences by organization staff size, industry and region are included. Only statistically significant differences with a sample size of 25 or more were reported.

• The results are based on respondents who indicated that they were either “extremely knowledgeable,” “very knowledgeable” or “somewhat knowledgeable” about their organization’s employee benefits plan. The results include respondents from publicly owned for-profit or privately owned for-profit organizations only.


Introduction (continued)

Industries Organization Staff Size Region

Accounting/architectural Computer and electronic

products/technology Energy, gas, oil Financial services Health care services Information services Law firms and legal services Manufacturing Pharmaceutical and medicine Physician and dental offices Professional, scientific and

technical services Telecommunications Utilities Wholesale and retail trade Other industries

1 to 99 employees 100 to 499 employees 500 to 2,499 employees 2,500 to 24,999 employees 25,000 or more employees

Midwest Northeast South West



Base Group Long-Term Disability Plans


• Are organizations providing long-term disability coverage? Long-term disability insurance plans supplement a portion of an employee’s income over an extended period for a disabling condition. More than eight out of 10 (84%) of organizations reported offering a group long-term disability plan for their employees.

These plans are more prevalent among larger staff-size organizations and those in the financial services and utilities industries.

• How are employees paying for their portion of the long-term disability base plan benefit? Overall, 69% reported employees are paying with post-tax dollars, 25% with pre-tax dollars, and 5% with a combination of pre-tax and post-tax dollars.

• How long do employees need to wait before they can start receiving benefits under

group long-term disability plans? The majority (87%) of organizations reported employees must wait 60 or more days, once they become disabled, before they can start receiving benefits under the group long-term disability plan.

• Is the maximum benefit amount provided to disabled employees adequate? The vast

majority (83%) reported the maximum benefit amount they provide is adequate. Among organizations that did not believe the maximum benefit amount is adequate, 45%

indicated it does not adequately cover highly compensated employees, and 39% indicated it does not provide enough to live on for most employees.


Key Findings in Base Group Long-Term Disability Plans


• Is the monthly maximum long-term disability benefit amount adequate for employees? Most HR professionals believe that the maximum monthly benefit amount of their base group long-term disability plan is adequate. Among the 17% that do not believe the plan is adequate, the main reason was the plan’s lack of coverage for highly compensated employees. HR professionals need to take into consideration additional options for highly compensated employees. These options could provide an edge when recruiting and retaining this employee group.

• Will employees be left unprepared if there is a need to utilize long-term disability benefits? Employees may decline to purchase long-term disability insurance because they do not see the value, especially given the higher premiums. However, many employees may not fully understand what the long-term disability insurance plans cover. It will be up to HR professionals to communicate what kind of assistance their benefits can provide their employees.


What do these findings mean for HR professionals?



Does your organization offer a group long-term disability plan?

Note: n = 4,359. Respondents who answered “don’t know” were excluded from this analysis.

Yes

No

84%

16%

8


Note: Only statistically significant differences are shown.

Does your organization offer a group long-term disability plan?

2013 Employer Perspectives on Disability Benefits—Base Group Long-Term Disability Plans ©SHRM 2013

Comparison by organization demographics

100 to 499 employees (84%)500 to 2,499 employees (92%)

2,500 to 24,999 employees (96%)25,000 or more employees (96%)

> 1 to 99 employees (69%)

500 to 2,499 employees (92%)2,500 to 24,999 employees (96%)25,000 or more employees (96%)

> 100 to 499 employees (84%)

2,500 to 24,999 employees (96%) > 500 to 2,499 employees (92%)

Financial services (92%)Utilities (91%)

Energy, gas and oil (90%)Telecommunications (90%)

Manufacturing (87%)

>

Wholesale and retail trade (79%)Other industries (76%)

Health care services (74%)Physician and dental offices (67%)

Information services (90%) >

Other industries (76%)Health care services (74%)

Physician and dental offices (67%)

Pharmaceutical and medicine (91%) > Physician and dental offices (67%)

South (88%)Northeast (86%)Midwest (85%)

> West (80%)

Larger staff-size organizations are more likely than smaller organizations to offer a group long-term disability plan for their employees. Financial services and utilities are also more likely than wholesale and retail trade industries to offer a group long-term disability plan for their employees. Organizations located in the South, Northeast and Midwest offered these plans more than in the West.



Less than $250,000

$250,000 to $499,999

$500,000 to $999,999

$1 million to $1.499 million

$1.5 million to $1.999 million

$2 million or more

75%

11%

5%

3%

1%

5%

Considering only your current base plan, what was your 2011 aggregate expense for providing disability benefits to your employees?

Note: n = 2,430. Only respondents whose organizations offer a group long-term disability plan were asked this question. Respondents who answered “don’t know” were excluded from this analysis.

10



Considering only your current base plan, what was your 2011 aggregate expense for providing disability benefits to your employees?


The general trend for aggregate expenses provided by organizations to employees increased as the staff size of the organization increased. Smaller staff-size organizations were more likely than larger organizations to have an aggregated expense of less than $250,000, for example.

Comparisons by organization demographics

Less than $250,000

1 to 99 employees (95%) 100 to 499 employees (87%) >

500 to 2,499 employees (60%)2,500 to 24,999 employees (30%)25,000 or more employees (18%)

500 to 2,499 employees (60%) >2,500 to 24,999 employees (30%)25,000 or more employees (18%)

$250,000 to $499,999500 to 2,499 employees (25%)

2,500 to 24,999 employees (21%)>

1 to 99 employees (3%)100 to 499 employees (8%)

25,000 or more employees (5%)

$500,000 to $999,999

500 to 2,499 employees (7%)25,000 or more employees (9%) >


2,500 to 24,999 employees (16%) >

1 to 99 employees (2%)100 to 499 employees (2%)500 to 2,499 employee (7%)

$1 million to $1.49 million 2,500 to 24,999 employees (12%) >


500 to 2,499 employees (4%)

$2 million or more

2,500 to 24,999 employees (17%) >


500 to 2,499 employees (3%)

25,000 or more employees (61%) >


500 to 2,499 employees (3%)2,500 to 24,999 employees (17%)



Approximately what percentage of the premiums for the base long-term disability plan are paid for by the employee?

Note: n = 818. Only respondents whose organizations offer a group long-term disability plan were asked this question. Percentages do not total 100% due to rounding. Note that only responses that were greater than 0% are shown in the graph above.

Based on 3,033 responses, 73% of the respondents indicated that employees pay 0% of the premiums for the base long-term disability plan. Based on the 818 responses that were greater than 0%, the mean percentage of the premiums for the base long-term disability plan that employees pay for is 80%.

1% to 25%

25% to 50%

52% to 75%

76% to 99%

100%

13%

14%

5%

2%

67%

12



Approximately what percentage of the premiums for the base long-term disability plan are paid for by the employee?


It is more likely in smaller staffed-size organizations than in larger organizations for the employee to pay 0% of the premiums for the base long-term disability plan. It is also more likely in the financial services industry than in industries such as manufacturing for the employee to pay 0% of the premiums for the base long-term disability plan.




> 25,000 or more employees (49%)

Financial services (83%) >

Manufacturing (69%)Other industries (69%)

Health care services (63%)Wholesale and retail trade (63%)

Computer and electronic products/technology (82%) Utilities (82%)

Professional , scientific and technical services (79%)> Wholesale and retail trade (63%)



With post-tax dollars

With pre-tax dollars

A combination of pre-tax and post-tax dollars

69%

25%

5%

Is the employee portion of the long-term disability base plan paid for . . . ?

Note: n = 821. Only respondents whose organizations offer a group long-term disability plan and whose employees pay more than 0% of the premium for their base long-term disability plan were asked this question. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not total 100% due to rounding.

14



Is the employee portion of the long-term disability base plan paid for . . . ?


Organizations with 2,500 to 24,999 employees are more likely than organizations with 100 to 499 employees to pay the employee portion of the long-term disability base plan with pre-tax dollars whereas organizations with 100 to 499 employees are more likely than organizations with 2,500 to 24,999 employees to pay the employee portion of the long-term disability base plan with post-tax dollars.


Post-tax dollars 100 to 499 employees (76%) > 2,500 to 24,999 employees (59%)

Pre-tax dollars 2,500 to 24,999 employees (33%) > 100 to 499 employees (19%)



With your base plan, once employees go on long-term disability, for how many years do they receive benefits?

To age 65

To age 65 or SSNRA*, whichever is later

SSNRA*

Two years

Five years

Other

33%

24%

22%

12%

4%

4%

Note: n = 3,200. Only respondents whose organizations offer a group long-term disability plan were asked this question. Respondents who answered “don’t know” were excluded from this analysis. Percentages do not total 100% due to rounding. An asterisk (*) refers to Social Security Normal Retirement Age, which varies from age 65 to age 67 depending on year of birth.

16



With your base plan, once employees go on long-term disability, for how many years do they receive benefits?


Larger staff-size organizations are more likely than smaller organizations to provide benefits for two years once an employee goes on long-term disability. Organizations with 100 to 499 employees are more likely to provide employees with benefits until Social Security Normal Retirement Age than those with 2,500 to 24,999 employees.


Two years

2,500 to 24,999 employees (14%) > 100 to 499 employees (9%)




Social Security Normal Retirement Age (SSNRA)

100 to 499 employees (25%) > 2,500 to 24,999 employees (18%)



How long do employees need to wait once they become disabled before they can start receiving benefits under your group long-term disability plan?

1 day to less than 30 days

30 to 59 days

60 to 89 days

90 to 179 days

180 to 364 days

365 days or more

9%

4%

12%

41%

33%

1%


18



How long do employees need to wait once they become disabled before they can start receiving benefits under your group long-term disability plan?


Smaller staff-size organizations are more likely than larger organizations to require employees to wait 90 to 179 days before they can start receiving disability benefits. In addition, law firms/legal services and financial services are more likely than manufacturing, telecommunications, wholesale/retail trade and utilities to require the 90-to-179-day wait as are organizations located in the South compared with those in the Northeast.


Organization Staff Size Organization Industry Organization Region

1 day to less than 30 days

25,000 or more employees (16%) > 100 to 499 employees (7%)


- -

60 to 89 days - -

West (14%) South (13%)

Midwest (13%) >Northeast (7%)

90 to 179 days

1 to 99 employees (52%)100 to 499 employees (48%) >500 to 2,499 employees (35%)


Law firms and legal services (62%) Financial services

(55%) >Manufacturing (35%)

Telecommunications (35%)Wholesale and retail trade

(35%)Utilities (28%) South (45%) >

Northeast (36%)Accounting/architectural

(48%) >Utilities (28%)

Professional, scientific and technical services (49%) >

Manufacturing (35%)Utilities (28%)

19



How long do employees need to wait once they become disabled before they can start receiving benefits under your group long-term disability plan? (continued)


Larger staff-size organizations are more likely than smaller organizations to require employees to wait 180 to 364 days before they can start receiving disability benefits. Utilities are more than twice as likely as many other industries to require employees to wait 180 to 364 days. Organizations located in the Northeast are more likely to follow the 180-to-364-day wait than the Midwest, West and South.



180 to 364 days


25,000 or more employees (44%) >1 to 99 employees (18%)

100 to 499 employees (28%)

Manufacturing (42%) >Other industries (31%)

Accounting/architectural (26%)Financial services (25%)

Professional, scientific and technical services (20%)

Northeast (42%) >Midwest (34%)

West (30%)South (29%)

Utilities (85%) >Energy, gas and oil (36%)

Wholesale and retail trade (36%)Telecommunications (34%)

Other industries (31%)Health care services (29%)

Accounting/architectural (26%)Computer and electronic

products/technology (26%)Information services (26%)

Financial services (25%)Professional, scientific and

technical services (20%)

100 to 499 employees (28%) >1 to 99 employees (18%)

Pharmaceutical and medicine (46%)

Energy, gas and oil (36%)Wholesale and retail trade (36%)

Telecommunications (34%) > Professional, scientific and




Approximately what is the percentage of employees’ base salary that is covered by your base long-term disability plan?

50% or less

51% to 60%

61% to 66⅔%

67% to 70%

Other

10%

57%

25%

6%

2%


21



Approximately what is the percentage of employees’ base salary that is covered by your base long-term disability plan?


Smaller staff-size organizations are more likely to cover 51% to 60% of employees’ base salary through their base long-term disability plan than larger organizations. Financial services; professional, scientific and technical services; manufacturing; and other industries are more likely than utilities to cover at this percentage. Organizations located in the Midwest, Northeast and South are more likely to cover employees’ base salary at 51% to 60% compared with the West, although the West is more likely than any other region to cover at 61% to 662/3%.



50% or less


>1 to 99 employees (6%)

100 to 499 employees (7%) - -


500 to 2,499 employees (10%)

51% - 60%

1 to 99 employees (60%)100 to 499 employees (63%) >


Financial services (61%)Professional, scientific and technical services (61%)

Manufacturing (60%) Other industries (59%) >

Utilities (43%)

Midwest (60%)Northeast (60%)

South (57%) >West (50%)100 to 499 employees (63%) >

500 to 2,499 employees (54%)

61% - 66 2/3% - -

West (32%) >South (24%)

Midwest (23%)Northeast (23%)

67% - 70%25,000 or more employees (11%)


- -



What is the maximum benefit amount per month of your base group long-term disability plan?

Less than $2,500

$2,500 to $4,999

$5,000 to $7,499

$7,500 to $9,999

$10,000 to $14,999

$15,000 to $19,999

$20,000 to $24,999

$25,000 or more

7%

14%

29%

12%

25%

7%

2%

3%

Note: n = 2,875. Only respondents whose organizations offer a group long-term disability plan were asked this question. Respondents who answered “don’t know” were excluded from this analysis. Percentages may not total 100% due to rounding.

23



What is the maximum benefit amount per month of your base group long-term disability plan?


Smaller staff-size organizations are more likely than larger organizations to indicate that the maximum benefit amount per month paid to employees through the base long-term disability plan was $5,000 to $7,499. In addition, organizations with 1 to 99 employees were less likely than larger organizations to indicate the maximum benefit amount as $10,000 to $14,999 per month. The computer and electronic products/technology industry is more likely than manufacturing, other industries and wholesale/retail trade to indicate the maximum as $10,000 to $14,999 per month as are organizations in the Northeast than the Midwest. Comparison by organization demographics


Less than $2,500 - - -

$2,500 to $4,999 -

Wholesale and retail trade (21%) >

Financial services (10%) Professional, scientific and


Midwest (16%) >Northeast (11%)

$5,000 to $7,499

1 to 99 employees (38%)100 to 499 employees (35%) >500 to 2,499 employees (22%)

2,500 to 24,999 employees (19%)

- -

$10,000 to $14,999

100 to 499 employees (26%) 500 to 2,499 employees (27%)



Information services (35%)Financial services (31%) >

Wholesale and retail trade (18%)

Northeast (29%) >Midwest (22%)

Computer and electronic products/technology (37%) >

Manufacturing (21%)Other industries (20%)

Wholesale and retail trade (18%)

Professional, scientific and technical services (32%) >

Other industries (20%)Wholesale and retail trade (18%)

$15,000 to $19,999

500 to 2,499 employees (11%)2,500 to 24,999 employees

(11%)>100 to 499 employees (6%)

- -



Do you believe the maximum benefit amount is adequate?

Yes

No

83%

17%




Why don’t you believe the maximum benefit amount is adequate?

It does not cover/adequately cover highly compensated employees

It does not provide enough to live on for most employees

Benefits are taxable, so employees get even less than the benefit amount

Other

45%

39%

14%

2%

Note: n = 485. Only respondents whose organizations offer a group long-term disability plan and do not believe that the maximum benefit amount is adequate were asked this question.

26



Why don’t you believe the maximum benefit amount is adequate?


Organizations with 100 to 499 employees are more likely than organizations with 2,500 to 24,999 employees to believe that the maximum benefit amount is not adequate because it does not cover/adequately cover highly compensated employees.


It doesn’t cover/adequately cover highly compensated

employees 100 to 499 employees (54%) > 2,500 to 24,999 employees (33%)



Thinking about your base plan, which of the following is closest to the definition of disability in your group long-term disability plan?

Any occupation—employees cannot perform the material duties of their occupation and are NOT gainfully employed. If the employees return to work in a new and unrelated occupation, benefits are offset by new earnings

Own occupation—the inability of employees to perform the material duties of their job, though they can return to work in a new and unrelated occupation and still receive benefits

Dual definition such as own-occupation for some benefit period and changing to any-occupation definition

43%

35%

22%


28



Thinking about your base plan, which of the following is closest to the definition of disability in your group long-term disability plan?


Larger staff-size organizations are more likely than smaller organizations to indicate that the definition of disability is “any occupation” in their group long-term disability plan. Smaller organizations are more likely to adhere to the “own occupation” definition. Law firms/legal services are also more likely to use the “own occupation” definition than other industries, telecommunications, wholesale/retail trade, manufacturing and utilities. However, the utilities industry is more likely than financial services to use the “dual definition.”


Organization Staff Size Organization Industry

Any occupation —employees cannot perform the material

duties of their occupation and are NOT gainfully

employed. If employees return to work in a new and

unrelated occupation, benefits are offset by new

earnings

25,000 or more employees (53%) >1 to 99 employees (40%)

500 to 2,499 employees (41%)-

Own occupation —the inability of employees to

perform the material duties of their job, though they can return to work in a new and unrelated occupation and

still receive benefits

1 to 99 employees (42%) >500 to 2,499 employees (34%)


Computer and electronic products/technology (46%)

Financial services (43%) > Manufacturing (29%)

Utilities (22%)100 to 499 employees (38%) >

2,500 to 24,999 employees (26%)25,000 or more employees (25%) Law firms and legal services (63%) >

Other industries (33%)Telecommunications (32%)

Wholesale and retail trade (31%) Manufacturing (29%)

Utilities (22%)

500 to 2,499 employees (34%) >2,500 to 24,999 employees (26%)

Dual definition such as own-occupation for some benefit period and changing to any-

occupation definition

500 to 2,499 employees (25%)2,500 to 24,999 employees (29%) >


Utilities (35%) >Financial services (19%)



For dual definition, after how many months does the change to the second definition occur?

Note: n = 475. Only respondents whose organizations offer a group long-term disability plan and use a dual definition in their group long-term disability plan were asked this question.

Among organizations with a group long-term disability plan that uses a dual definition, on average, it takes two years to change to the second definition.

Less than 1 year

1 year to less than 2 years

2 years to less than 3 years

3 years or more

4%

9%

78%

9%



30

Demographics



Approximately what percentage of regular, full-time and part-time employees are eligible for employee benefits at your organization?

Less than 25%

25% to 49%

50% to 59%

60% to 69%

70% to 79%

80% to 89%

90% to 99%

100%

Full-time Employees(n = 4,182)

1% 1% 1% 1% 2% 4% 12% 78%

Part-time Employees(n = 3,470)

66% 3% 5% 1% 2% 3% 4% 16%



Which of the following is closest to your job title?

Manager

Generalist

Director

Chief Human Resource Officer

Vice President

Administrator

Supervisor

Associate Director

Specialist

Associate Vice President

Senior Vice President

Analyst

Chief Executive Officer

President

Chief Human Capital Officer

Senior Executive Vice President

Executive Vice President

Other

32%23%

19%9%

6%

2%

1%

1%

1%

1%

1%

1%

%

%

%

%

%

3%

n = 4,394



Demographics: Organization Staff Size

1 - 99 em-ployees

100 - 499 employees

500 - 2,499 employees

2,500 - 24,999 employees

25,000 or more employees

25%

33%

18%

17%

7%

n = 4,382



Demographics: Organization Profit Status

Privately owned for-profit

Publicly owned for-profit

72%

28%

n = 4,402



Demographics: Organization Region

Midwest

South

West

Northeast

35%

26%

22%

17%

n = 4,106



Demographics: Organization Industry

PercentageManufacturing 16%

Wholesale and Retail Trade 14%

Financial Services A 10%

Professional, Scientific and Technical Services 8%

Energy, Gas, Oil B 6%

Telecommunications 6%

Accounting/Architectural C 4%

Computer and Electronic Products/Technology D 4%

Health Care Services E 4%

Utilities 4%

Information Services F 3%

Pharmaceutical and Medicine G 2%

Law Firms and Legal Services 2%

Physician and Dental Offices 1%

Other industries 16%

n = 4,402

A Includes Banks, Insurance Companies, Securities and Commodities, Other Finance and Insurance Services categories. B Includes Energy Extraction and Refining, Gas and Oil, and Other Oil, Gas, and Energy Extraction and Refining categories. C Includes Accounting, Tax, Payroll Services and Architectural, Engineering categories. D In the survey labeled as Manufacturing: Computer and Electronic Products/Technology.E Includes Hospitals and Other Health Care Services categories. F Includes Publishing, Motion Picture, Broadcasting (except Internet) and Other Information Services categories. G In the survey labeled as Manufacturing: Pharmaceutical and Medicine category.



U.S.-based operations only 66%

Multinational operations 34%

Single-unit organization: An organization in which the location and the organization are one and the same.

26%

Multi-unit organization: An organization that has more than one location.

74%

Multi-unit headquarters determines HR policies and practices

64%

Each work location determines HR policies and practices

4%

A combination of both the work location and the multi-unit headquarters determines HR policies and practices

33%

Is your organization a single-unit organization or a multi-unit organization?

For multi-unit organizations, are HR policies and practices determined by the multi-unit headquarters, by each work location or by both?

Does your organization have U.S.-based operations (business units) only, or does it operate multinationally?

n = 4,387n = 4,398

Note: n = 3,410. Percentages do not equal 100% due to rounding.

Corporate (companywide) 74%

Business unit/division 15%

Facility/location 11%

n = 3,407

What is the HR department/function for which you responded throughout this survey?

Demographics: Other


• Response rate = 10%

• 4,402 HR professional respondents from a randomly selected sample of a variety of industries in SHRM’s membership

• Margin of error +/- 2%

• Survey fielded: July 10, 2012 to August 3, 2012


SHRM Survey Findings: 2013 Employer Perspectives on Disability Benefits—Base Group Long-Term Disability Plans


Survey Methodology


39Disability and Executive Benefits Survey ©SHRM 2012

About MassMutualFounded in 1851, MassMutual is a leading mutual life insurance company that is run for the benefit of its members and participating policyholders. The company has a long history of financial strength and strong performance, and although dividends are not guaranteed, MassMutual has paid dividends to eligible participating policyholders every year since the 1860s. With whole life insurance as its foundation, MassMutual provides products to help meet the financial needs of clients, such as life insurance, disability income insurance, long-term care insurance, retirement/401(k) plan services, and annuities. In addition, the company’s strong and growing network of financial professionals helps clients make good financial decisions for the long-term.


39



About SHRMThe Society for Human Resource Management (SHRM) is the world’s largest association devoted to human resource management. Representing more than 250,000 members in over 140 countries, the Society serves the needs of HR professionals and advances the interests of the HR profession. Founded in 1948, SHRM has more than 575 affiliated chapters within the United States and subsidiary offices in China and India.




• For more survey/poll findings, visit www.shrm.org/surveys

• For more information about SHRM’s Customized Research Services, visit www.shrm.org/customizedresearch

• Follow us on Twitter @SHRM_Research


About SHRM Research

http://www.shrm.org/surveys

http://www.shrm.org/customizedresearch

http://twitter.com/SHRM_Research

http://twitter.com/SHRM_Research