An income protection package protects productivity as well as paychecks. Lifestyles as well as self-esteem. Offered as voluntary benefits, it can also curb company costs, while still offering employees group rates that would be difficult to obtain on their own.

Why Voluntary Benefits?

• About two-thirds of employees (64 percent) agree that having a good employee benefits plan encourages them to work harder and perform better. An equal percentage agree that having a good employee benefits plan keeps them working for their current company.¹
• A new survey by a New York-based HR consultant found that 98 percent of employers offered some kind of voluntary benefit. In most cases (75 percent)
  it was life insurance.²
  

Fair to you. Fair to your employees.

Retaining talented employees requires benefits that address their real goals, dreams, concerns and hopes. At a cost they can afford. And with the degree of flexibility that people need to feel that their plan is working for, not against, them. Here's what we mean:

• A diversity of plans and combinations. Choose from Long-term Disability (LTD); Short-term Disability (STD); LTD and STD combined; Life insurance with Accidental Death and Dismemberment (AD&D); stand-alone AD&D.
• Personalized enrollment supported by a team of enrollment consultants and specialized enrollers.
• Real-time decisions through our online Evidence of Insurability system.
• Flexible rates and participation requirements.
• A commitment to removing your administrative burden and replacing it with a smooth, easy process.

¹ Principal Financial Group, Harris Interactive, Principal Financial Well Being Index, First Quarter 2008.
² Survey by Cammack LaRhette Consulting, a New York-based human resources consultant, as reported by PlanSponsor.com, July 31, 2007.