So called “reverse discrimination” may be a good problem to have, but it is a problem nonetheless. In fact, for the highly compensated
executive it can crop up in multiple places: retirement plans, group life insurance and group disability insurance to name a few.
Bridging the gap caused by reverse discrimination can be challenging. The executive may resent the need to spend more of their own money on these benefits, despite their keen awareness of the fact they are under insured. There is a way to close the gap and gain other valuable risk management tools that will provide important protection well into the executive’s retirement years.
Lincoln Financial has introduced an entirely new approach to Life, Disability and Chronic Illness Insurance. Think of it like a way to “top up” the executive’s current risk management strategy with an eye focused on the horizon: the executive’s retirement years. Rather then becoming irrelevant in retirement as many of their other benefits do, this new approach adapts, becoming a strong foundation of a retiree’s risk management strategy.
Watch a quick video for a brief introduction to this new approach to risk management.
Watch part I: positioning of LifePhases from Lincoln Financial
Watch part II: product mechanics of LifePhases from Lincoln Financial