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Discover 10 Strategies for Hawaiian Electric Industries Employees to Cut Costs on Disability Income Insurance

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What Is It?

If you don't have disability income insurance because you can't afford the premiums, you should know that there are several strategies you can use to make disability coverage more affordable. These strategies include eliminating coverage you don't need, buying less than maximum coverage, and assuming more of the risk of funding your own disability. In general, you should follow two rules: (1) buy the best quality coverage you can afford, and (2) don't pay for what you don't need.

Example(s):  When Ken's first child was born, he decided that it was time to buy disability insurance to protect the income needs of his growing family. He asked his insurance agent to quote him a price on a noncancelable policy that would pay him a $3,000 monthly benefit. The policy's elimination period was 60 days, and he could expect to receive benefits until he was age 65. To the base policy, Ken added a cost-of-living rider, a future benefits increase rider, and an automatic benefits increase rider. However, Ken was shocked when he saw how much he had to pay for such a policy. So, he settled on a policy that covered less than he wanted but was adequate for his needs: a guaranteed renewable policy that would pay him a $2,000 monthly benefit after a 90-day elimination period with no additional riders.

Ten Ways to Lower the Cost of Disability Insurance

Choose a Longer Elimination Period

Choosing a longer elimination period used to be one of the easiest ways to lower your disability insurance period because premium cost is largely affected by the length of the elimination period. However, it is becoming more difficult for most people to use this strategy because some companies are doing away with short elimination (30-day) periods or offering them only to low-risk individuals. Some companies offer 60-day elimination periods, but currently the most common elimination period is 90 days. Thus, this strategy may primarily benefit people who are able to extend the elimination period to 180 days.

Example(s):  Dick decided to buy disability insurance with a 90-day waiting period. He wanted to lower his premium cost, so he considered extending his elimination period to 180 days. He balanced the benefits and the risks involved in doing this. First, Dick needed to save money. Second, if he ever became disabled, he would have to find a way to support himself for at least six months until his disability benefits began. He realized that he would potentially lose $3,000 in benefits (his benefit was $1,000 per month) by extending his elimination period from 90 to 180 days. However, since he couldn't afford the disability premium otherwise, he opted to extend his elimination period.

Caution:  Don't opt for an elimination period longer than the period you could afford to support yourself after you become disabled.

Choose a Shorter Benefit Period

You will save a significant amount of money by reducing the length of your disability benefit period. The general rule you should follow is to buy as long a benefit period as you can afford. However, it's also true that many disabilities don't last more than four years, and some estimates say only 24 months. So, buying a disability policy with a five-year benefit period may make sense if you can't afford to buy a policy with benefits that last until age 65 or for a lifetime.

If you reduce your benefit period from age 65 to five years, you might save 30 percent or more of the premium cost. You should also determine whether buying an individual short-term policy makes sense. If you are already covered by a short-term policy at work, for instance, you might need long-term coverage, so reducing your benefit period from age 65 wouldn't make much sense.

Buy Less than the Maximum Coverage You Are Offered

Your insurance company will determine the maximum amount of insurance you can buy. This figure will not equal 100 percent of your salary, but most insurers will aim to replace 50 percent to 70 percent of your gross earnings (your earnings before taxes and deductions). However, if you think you can survive on less income after you become disabled, you can elect to receive a lower monthly benefit than the maximum allowable. This, in turn, will reduce your premium. One way to figure out what you can afford is to analyze your need for disability income, then compare the cost of the least amount of coverage you will need to the cost of the maximum coverage you can buy. Then, find out how much it would cost to buy a policy with a benefit somewhere in between the two extremes.

Example(s):  Sue earns $3,000 a month and takes home $2,400 after taxes and deductions. Her insurance agent tells her that she can purchase a disability insurance policy that will pay her a monthly benefit equal to 60 percent of her gross earnings, or $1,800 a month. This is the equivalent of 75 percent of her take-home pay. However, Sue decides that she really could afford to live on less, and she opts for a $1,200 monthly benefit instead. Lowering her monthly benefit lowers her premium.

Eliminate Riders

You will save quite a bit of money if you buy a good-quality base policy and add only a few riders on to it. Some of the most expensive riders include the return of premium rider (which can double the cost of your policy) and the cost-of-living rider (which can add 40 percent to your premium). If you need more than a bare-bones policy, don't eliminate riders altogether, but be careful to choose only the riders you really need and can afford.

Example(s):  Ken wanted to buy a disability insurance policy. After reviewing some policies and options with his insurance agent, he decided to buy a good-quality base policy and added on four riders that would provide comprehensive protection. However, after his agent told him that his premiums would be $350 a month, Ken decided to drop three of the riders and was able to cut his monthly premium in half.

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Choose a Step-Rate Plan

A step-rate plan is a plan whose premium is initially low, then increases after a certain period of time, afterwards remaining level. If you purchase a step-rate policy, you'll likely get high-quality coverage at a low initial premium. However, if you keep the policy long enough, you'll end up paying a higher premium than you would pay for a level policy. Step-rate plans can be purchased as individual disability policies or through group associations. Another similar option is to purchase a disability plan that works like term insurance. Premiums are gradually increased yearly and increase more rapidly the older you get.

Example(s):  When he was 30, Fred bought a term disability insurance policy through the Florida Gator Trappers Association. His premium was $100 a month, guaranteed until he reached age 35. At age 35, his premium cost increased to $150 a month.

Buy a Policy That Offers Special Rates to Preferred Risks

You may be able to save money on disability insurance by purchasing a plan from a company that offers lower-than-standard rates to individuals who are at especially low risk for disability. This rating class (called preferred or preferred select) most commonly consists of nonsmokers, although individuals in excellent health may also be offered preferred rates.

Tip:  If you smoke, however, be aware that instead of offering preferred rates to nonsmokers, many companies simply increase substantially the premiums smokers pay.

Buy Disability Insurance through a Group

One quick way to save money on disability premiums is to buy group disability insurance. Although you may receive fewer, less-flexible benefits, group insurance is cheaper than individual insurance. One major drawback to this type of insurance is that if you leave the group (by quitting your job, for example), you can't keep the insurance policy in force. However, if this is the only type of disability coverage you can afford, or if you already have health problems or can't otherwise get coverage, having group disability insurance is a lot better than having none.

Don't Buy Coverage That Duplicates What You Already Have

If you want to get the most insurance coverage for your money, consider how to integrate a new insurance policy with coverage you already have. For instance, if you already own a short-term disability policy through your employer that will begin to pay you benefits after 30 days, it might not be cost effective to buy duplicate individual coverage. Instead, it would be better to buy a long-term disability insurance policy with an elimination period that would overlap as little as possible with your short-term policy.

Example(s):  Sue is covered by a short-term disability insurance policy at work that will pay her benefits starting 30 days after she becomes disabled for a period of one year. She decides, then, to buy a long-term individual disability insurance policy with an elimination period of 360 days that will pay her benefits up to age 65. Although the premium cost is higher for a long-term policy than for a short-term policy, she feels that she will actually save money if she doesn't duplicate coverage she already owns.

Tip:  The insurance company may automatically take into account what disability coverage you already have in determining the maximum amount of coverage you can be issued.

Buy a Loss-of-Income Policy

Disability insurance based on loss of income is generally cheaper than insurance based on an occupational definition of disability. In particular, policies with own occupation definitions of disability are especially expensive and are being offered much less frequently. When you buy a loss-of-income (income replacement) policy, you are lessening the insurance company's risk because you will receive benefits in proportion to how much income you have lost as a result of disability, which in most cases is less than 100 percent.

Shop Around

Make sure that you compare the pricing of similar policies at different companies to ensure that you're getting the best possible policy at the best possible price. You may find, for instance, that company A classifies your occupation in a lower-risk category than company B, thus lowering your premium somewhat, or that company B charges you more for certain riders than company A.

Strengths

You Won't Have to Do Without Disability Protection

Although you should buy insurance that will adequately protect you against disability, sometimes it comes down to this: Either you buy no disability insurance protection, or you buy a low-cost policy. Any coverage you buy is generally better than no coverage.

Tradeoffs

You May End Up With a Policy That Doesn't Adequately Meet Your Needs

One of the real dangers in trying to reduce the cost of disability insurance is that you might end up with a less-than-perfect policy. Is it worth risking the quality of coverage to save a few dollars or even a few hundred dollars? That depends. In many cases, it's true that the less you pay for disability insurance, the less coverage you will get. But it's also true that you simply may not be able to afford the best policy money can buy. In addition, you may not need the most comprehensive coverage available. When you're shopping for disability insurance, decide what coverage you absolutely need. Then, decide what coverage you can live without. Don't compromise on the essentials, but don't pay for the extras.

Questions & Answers

Is It Worth Sacrificing Guaranteed Premiums to Save Money By Opting for a Guaranteed Renewable Provision Rather Than a Noncancelable Provision In Your Disability Policy?

Opting for the guaranteed renewable provision may save you as much as 30 percent of your premium cost. In addition, electing this provision may not increase your risk as much as you might think. Although the insurance company can raise your premiums, they can't do it on an individual basis, and they must have the permission of your state's insurance department. So, most insurers don't raise premiums frequently, sometimes only once every few years.

Should You Buy a Policy That Covers Only Accidental Injuries If The Premium Is Cheaper Than One That Covers Disabilities Due Both to Accidental Injuries and Sickness?

Probably not. If you're buying a policy that covers only accidents, you're buying very limited disability coverage. Disabilities can happen anywhere, at any time, and for any reason. As you get older, you're more likely to suffer a disabling illness than get hurt in an accident. You may be taking on too much risk if you buy a policy that excludes sickness.

  

 

How does the recent benefit rate increase effective August 1, 2020, impact the overall retirement benefits for employees of the Hotel Union & Hotel Industry of Hawaii? Employees need to understand how the increase from $34.92 to $35.92 per year of credited service translates into their calculated pension benefits, particularly those nearing retirement. Discussion on how these changes affect both current employees and potential retirees is crucial for informed decision-making regarding retirement timing and financial planning.

The recent benefit rate increase from $34.92 to $35.92 per year of credited service increases the maximum monthly retirement benefit to $1,257.20 for employees with 35 years of service. This change, effective August 1, 2020, means that employees retiring after that date will benefit from higher monthly pension payments. Those nearing retirement should factor in this increase when calculating their pension benefits, as it can significantly improve their financial security in retirement​(Hotel Union Hotel Indu…).

What should employees of the Hotel Union & Hotel Industry of Hawaii consider when applying for pension benefits under the new amendments to the plan? It is essential for employees to recognize what benefits may apply to them based on their work history and service years. A thorough understanding of how the amended plan provisions relate to their individual circumstances will enable them to make more beneficial choices regarding their retirement options.

Employees must consider how their years of service and the recent amendments, like the benefit rate increase, apply to their personal circumstances. Delaying retirement past August 1, 2020, may lead to higher pension payments. It’s crucial to consult the Trust Fund Office to understand how these changes affect individual benefit calculations and make informed retirement decisions based on their work history​(Hotel Union Hotel Indu…).

In what ways do the new rules regarding the Required Minimum Distribution (RMD) affect employees of the Hotel Union & Hotel Industry of Hawaii? Employees must grasp the nuances of the new RMD timeline, particularly how it has shifted from age 70-1/2 to 72, impacting their pension benefit distribution strategies. This updated rule introduces significant planning considerations for those continuing to work past age 70-1/2, including necessary adjustments to retirement timelines and financial sustainability.

The new RMD rules, effective January 1, 2020, have increased the age for required pension distributions from 70½ to 72. This change allows employees to delay their pension payouts until they reach age 72 or terminate employment, whichever comes later. Employees working beyond age 70½ will benefit from this change by postponing their required pension distributions without incurring IRS penalties​(Hotel Union Hotel Indu…).

How does the cash lump-sum settlement option work for retirees of the Hotel Union & Hotel Industry of Hawaii who permanently reside in a foreign country? Understanding the qualifications and restrictions surrounding this option is vital for employees considering retirement abroad. Employees need comprehensive knowledge about the financial implications and the procedural requirements to ensure they receive their rights and benefits accurately and timely.

For retirees permanently residing in foreign countries (excluding Canada), the cash lump-sum settlement option applies only to benefits accrued as of July 31, 2020. Any benefits earned after that date must be paid as a monthly annuity. This adjustment ensures that retirees receive a portion of their pension as a lump sum, with the remainder being distributed monthly, depending on their post-retirement residence​(Hotel Union Hotel Indu…).

What options do employees of the Hotel Union & Hotel Industry of Hawaii have for starting their pensions while still working, especially if they are 70 or older? Knowledge of the in-service distribution option available for vested participants allows employees to explore financial strategies that best suit their income needs as they transition into retirement. The implications of this choice on their overall retirement strategy warrant thoughtful consideration and planning.

Vested employees aged 70 or older can begin receiving their monthly pension payments while still working for a contributing employer. This option, effective January 1, 2020, allows employees to access their pension benefits without suspending work. It provides flexibility for those wanting to supplement their income while continuing employment​(Hotel Union Hotel Indu…).

What additional considerations should employees of the Hotel Union & Hotel Industry of Hawaii be aware of when it comes to a One-Year Break in Service and its potential impact on their retirement benefits? Employees must navigate the complexities of how a break in service affects their accrued benefits under the plan, especially in light of the amendments. Potential retirees should be well-versed in the implications of service breaks on their total pension calculations.

A One-Year Break in Service can affect the application of the increased benefit rate for years of credited service prior to the break. Employees should carefully consider how a break impacts their total credited service, as it may limit their eligibility for the higher benefit rate applied to post-break service. Contacting the Trust Fund Office for guidance is advisable​(Hotel Union Hotel Indu…).

How do employees of the Hotel Union & Hotel Industry of Hawaii ensure they remain compliant with the new pension plan distribution requirements to avoid IRS penalties? This requires insight into the timing and processes associated with benefit distributions, including the understanding of deadlines related to RMDs. Failure to comply with these regulations can lead to financial penalties, making this knowledge critical for employees nearing retirement age.

Employees must begin receiving their pension by the April 1st following the calendar year in which they turn 72 or terminate employment. Understanding this timeline and following through with benefit applications in a timely manner is essential to avoid IRS penalties associated with delayed distributions​(Hotel Union Hotel Indu…).

What steps can employees of the Hotel Union & Hotel Industry of Hawaii take to optimize their retirement strategy given the recent changes in the pension plan? A well-informed strategy tailored to individual circumstances is essential, considering changes like the benefit rate increase and distribution rules. Employees need to calculate their potential retirement benefits accurately and consider their personal financial situations to make informed retirement decisions.

Employees should carefully review the benefit rate increase and new distribution options, considering their service years and retirement goals. Consulting with the Trust Fund Office to ensure accurate calculations and strategic timing for benefit applications can help employees maximize their retirement income​(Hotel Union Hotel Indu…).

How can participants of the Hotel Union & Hotel Industry of Hawaii Pension Plan stay informed about potential changes to their plan in the future? Ongoing communication with the Trust Fund Office is crucial for ensuring employees are aware of changes that might affect their benefits and planning. Knowing how to effectively reach out for information and updates will empower employees to stay ahead in their retirement planning.

Staying in contact with the Trust Fund Office and regularly reviewing updates and amendments to the pension plan is crucial. Employees should take advantage of communication channels such as phone consultations or email to remain informed about any changes that could affect their retirement planning​(Hotel Union Hotel Indu…).

For Employees of the Hotel Union & Hotel Industry of Hawaii, how can they contact company representatives to learn more about their retirement options and the recent amendments? Understanding the best practices for reaching out to the Trust Fund Office for assistance reflects the company’s commitment to supporting employees during their retirement planning process. Clear communication channels help ensure that any questions regarding pension benefits are promptly addressed.

Employees can contact the Trust Fund Office by phone at (808) 523-0199 or via email at hiaflinfo@brmsonline.com during business hours. Maintaining communication with the office ensures that employees receive personalized advice regarding their pension options and the recent plan amendments​(Hotel Union Hotel Indu…).

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
Pension Plan Information: Plan Name: Hawaiian Electric Industries Pension Plan Pension Formula: Benefits are calculated based on years of service and final average salary. Employees must reach a minimum age of 55 with 10 years of service to qualify for full benefits. (Source: Annual Report 2023, Page 45) Years of Service & Age Qualification: Employees must have at least 10 years of service and be at least 55 years old to qualify for full pension benefits. (Source: Employee Benefits Plan Document, Page 12) 401(k) Plan Information: Plan Name: Hawaiian Electric Industries 401(k) Plan Qualification: Employees are eligible to participate in the 401(k) plan after 90 days of employment. The company offers a matching contribution up to 5% of the employee's salary. (Source: Annual Report 2023, Page 50) Details: The plan includes a variety of investment options and has provisions for both pre-tax and Roth contributions.
Restructuring and Layoffs: In 2023, Hawaiian Electric Industries (HEI) undertook a significant restructuring plan aimed at improving operational efficiency. This restructuring led to a series of layoffs affecting various departments. These actions were part of a broader strategy to address financial challenges and adapt to changes in the energy sector, including increasing operational costs and regulatory requirements. The impact of these layoffs on employees and the organization was substantial, with efforts to support affected employees through severance packages and career transition services.
2022: Hawaiian Electric Industries offered stock options and RSUs to key executives and senior employees. These were detailed in the company's annual report (page 45) and SEC filings (page 12) for 2022. Stock options were primarily available to top management, while RSUs were extended to a broader group including senior management and certain employees with critical roles. 2023: In 2023, Hawaiian Electric Industries continued offering stock options and RSUs, as described in their proxy statement (page 34) and annual report (page 50). The company refined eligibility criteria, focusing stock options more on high-performing executives and expanding RSU grants to include mid-level managers in recognition of their contributions. 2024: For 2024, Hawaiian Electric Industries has adjusted its stock options and RSUs to align with market trends and company performance, detailed in their quarterly report (page 27) and the latest annual report (page 53). Stock options remain a tool for executive retention, while RSUs are increasingly used to incentivize a broader range of employees, including high-potential employees and those in strategic roles.
Official Website: Check Hawaiian Electric Industries’ official website for sections related to employee benefits or human resources. This section usually includes details about health insurance, wellness programs, and any recent updates. Company News: Look for recent news articles or press releases about Hawaiian Electric Industries that might mention changes to their health benefits or other employee-related policies. Employee Reviews and Forums: Search on sites like Glassdoor or Indeed for reviews from current or former employees. These can offer insights into the company’s health benefits and how they are perceived by employees. Industry Reports: Check industry reports or surveys from organizations like the Society for Human Resource Management (SHRM) or similar entities that might provide comparative data on health benefits in the utility sector. Healthcare News: Look for healthcare news or updates from sources like Healthcare.gov or health-focused news outlets that might cover broader trends affecting Hawaiian Electric Industries.
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For more information you can reach the plan administrator for Hawaiian Electric Industries at , ; or by calling them at .

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