Disability Income Protection

Extras that make the difference.

Modern benefits offer an incredible amount of variety, making it possible to put together a program as unique as your workforce. By adding a variety of optional programs that employees can pick and choose from, your company has a more competitive benefits plan.Health plan options and retirement planning resources that support your workforce’s needs are the foundation of that. Ancillary benefits help companies build on that foundation to develop more specialized options for your people.This can differentiate your business even further to applicants, and showcase appreciation of established employees. Additionally, these benefits can make an impact without negatively affecting your budget.These benefits often provide invaluable security to program participants, covering aspects of employees’ lives that are ignored by straight health and retirement offerings. We can work with you to develop offerings for: Pet insurance Legal counsel Critical illness insurance Cancer coverage Accident coverage Term, universal and whole life insuranceOur strength is helping you get perspective. Staying on top of trends and researching options can be a full-time job, so we can help you by: Identifying best-in-class options in your industry Evaluating your current benefits ecosystem to see how it compares to similar companies Strategizing based on industry trends to ensure the program you offer remains competitive over timeWe help businesses like yours establish these benefits on your terms. Through our carrier relationships, our professionals have experience establishing competitive pricing. Our legal experts can assist by negotiating favorable underwriting concessions with major benefits carriers and legal expertise, too.Whether employer-contributory or voluntary benefits fit your strategy, our expertise can make a difference as you develop, negotiate and manage the ancillary benefits that matter to your employees. 

Ensuring the care you'll need tomorrow, today.

Protection for Your FutureBaby boomers and successive generations will enjoy unprecedented longevity compared to previous generations. The upside is obvious. But there’s a downside — the number of chronic health conditions that can require costly LTC. We can help you protect your financial future through LTC insurance solutions that: Protect your retirement plan. An ounce of prevention now can avert the disaster that an LTC episode can bring to financial portfolios. Give you a choice about care. Although Medicare and Medicaid pay for some LTC costs, coverage may be limited. Eases the burden on your family members. LTC insurance allows family members to be involved in the caregiving process without being the primary provider.Benefits That Fit YouBenefits of buying LTC Insurance through NFP include: Choice of both standalone and linked LTC Insurance Possible tax benefits One-on-one telephone consultations Concierge application serviceFill the GapFill the gap in your protection by considering an LTC insurance plan. LTC insurance can be confusing, and it’s critical that you partner with a qualified advisor who can guide you and make it easy. Your advisor can help you own meaningful insurance that address your needs. Are you ready?learn more

Drafting pathways to financial health.

Creating a successful, competitive retirement plan isn’t just about the numbers. You need methods to encourage employee participation and ready them for retirement. Using Courageous Plan Design™, we’re able to create a cost-effective solution that can help improve plan health through: Automatic enrollment Higher minimum deferral rates Automatic deferral escalation Employer matching programs Elimination of loans and hardship provisionsHelp Employees Help ThemselvesEmployers spend a lot of time, money and energy creating retirement plans and encouraging participation. But many employees still contribute too little to their plans or even nothing at all. Why?Under traditional defined contribution plans, employees have to sign up to start saving. With Courageous Plan Design and our proprietary PLANavigator™ technology, the paradigm is flipped — you automatically enroll employees and they have to opt out of the plan instead of into it. The default contribution rate is also higher than the standard, and contribution rates automatically go up each year. Add to that other forward-thinking plan elements, including stringent savings leak prevention and simplified investing options, and the results can be phenomenal.The Power of AutomationAutomation steers employees toward saving for their retirement while maintaining their freedom to make their own choices. Making enrollment in a retirement plan the default might feel like forcing your employees to do something. The reality, though, is that no matter how a plan is designed, the default action nudges them in a direction. Our retirement professionals can help you design a system that makes saving as easy as doing nothing, upping participation and improving your employees' financial health.Automatic enrollment empowers you to help your employees to help themselves. By setting them up to build retirement assets with pretax employee contributions, you can help them start saving even if they don’t do a thing. And that’s just the beginning.We’ll help you select an automatic deferral rate and the right automatic increases that can really up the savings potential.