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2/50 or 5/50 Option A Valuable And Economical Employee Benefit. . . Discover just how valuable and economical the PDT 2/50 or 5/50 Group Long Term and 2/50 or 5/50 Managed Disability Protection Program

How to Evaluate a Disability Leave Plan 1. Ask “Who” — You will want to learn about who will be affected by the temporary absence of the employee or employee's family. Will it be the employees who hired the employee, or will their benefits be affected? Does the employer plan include a sick leave insurance program? Does this program cover employees who may be experiencing a severe or terminal illness? Can the employee's spouse and children be covered? 2. Consider Benefits & Benefits Planning. If the plan has no sick leave benefits, the benefits plan may be an effective insurance plan. However, if the plan offers sick leave benefits, and the employee is also eligible for benefits under an “S” pension plan, you should contact that pension plan. If the employee is not eligible for both pensions at the same time, he or she can enroll in one pension and then make up the sick leave days in excess of the employee's benefit year. A vacation leave benefit may be in place, especially if the vacation time is part of an “R” group employee benefit plan. A vacation or sick leave benefit is more readily available to some employees but not all employees. When evaluating this plan's potential benefit, consider whether there is a need for an employer to spend money for an employee benefit. The employee's spouse, children and parent(s) are not included in the plan. 3. Evaluate Leave Based on the Plan. If there is no sick leave benefit, the employer can set up an employee benefit for the employee or provide sick leave credits to the employee to provide sick leave or other paid time off. If the employee's absence is expected to be for the duration of the employees' benefit year, an employer can set up some type of paid vacation program. The more predictable such an employee benefit plan is, the easier it will be to provide these benefits. 4. Evaluate the Plan Against an employee's other Benefits. Is the plan suitable for the employee's situation? Can the plan pay for sick leave and other benefits? Is the plan sufficient to cover the duration of the employee's benefit year? Do the types of benefits that are offered meet the employee's needs? If not, then ask a legal officer of the employer about alternatives. If you don't have a sick leave insurance plan, but you do have employee groups, be sure to have some information about these benefits on hand.

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