Protecting Your Income With Disability Insurance

May is Disability Insurance Awareness Month, a time to consider what would happen if an illness or injury prevented you from working. For many business owners, income is the foundation that supports families, commitments, and long-term goals. Yet people often overlook the risk of a disabling event until it becomes reality.

How Can Disability Income Coverage Help?

Disability income insurance helps protect your most valuable asset: your ability to earn a living. This coverage may help replace a portion of your income if you are unable to work. It allows you to focus on recovery rather than financial stress.

When reviewing disability coverage, pay close attention to how policies define "disability." Policies that provide benefits when you cannot perform your own occupation may offer stronger protection than ones based on any occupation. Other key features to consider include:

• Policy renewability: Guarantees that premiums and benefits cannot be changed.
• Partial disability benefits: Provides support if an insured can only work limited hours.
• Rehabilitation benefits: Occupational training to help an insured return to work.
• Optional riders: Enhancements that tailor coverage to an insured’s needs.

Disability can have a significant financial impact, but the right coverage can help provide stability and peace of mind. Use Disability Insurance Awareness Month as an opportunity to review your policy. Now is a great time to take steps to help safeguard your income for the future. Contact your local Federated Insurance® marketing representative to discuss how Federated® can help. 

This content may be accessed in the following additional options:

• Protecting Your Income With Disability Insurance JPG
• Protecting Your Income With Disability Insurance PDF

This article is for general information and risk prevention only and should not be considered an offer of insurance or legal, financial, tax, or other expert advice. The recommendations herein may help reduce, but are not guaranteed to eliminate, any or all losses. The information herein may be subject to, and is not a substitute for, any laws or regulations that may apply. This information is current as of its publication date and is subject to change. Some of the services referenced herein are provided by third parties wholly independent of Federated. Federated provides access to these services with the understanding that neither Federated nor its employees provide legal or other expert advice. All products and services not available in all states. Qualified counsel should be sought with questions specific to your circumstances. All rights reserved.

Published Date: May 20, 2026

HR Question of the Month

Arriving Early

Question

We have a question about our nonexempt employees. We require them to arrive 10 minutes before their shifts start so they’re ready to go as soon as their shifts begin. They don’t really perform any “work” during these 10 minutes; they just hang around and wait for their shifts to begin. Our employees have been complaining that we should pay them for this time, since we require them to be here. Do we need to pay them for this time, since they aren’t actually “working” yet?

Answer

The federal Fair Labor Standards Act defines the term employ to include the words suffer or permit to work. Suffer or permit to work means that if an employer requires or allows employees to work, they are employed, and the time spent is probably hours worked. An employer may hire a person to do nothing or to do nothing but wait for something to do or something to happen. A person hired to do nothing or to do nothing but wait for something to do or something to happen is still working.

Thus, as a general matter, if an employer requires employees to report to work before the start of their shifts, the employer might create a duty to compensate employees for this time. Additional federal, state and/or local laws may also apply. Employers wondering whether they owe employees compensation for any specific amount of time that they were at work (including before the start time of their shifts) should contact local counsel for a specific legal opinion.

Published Date: May 20, 2026

The HR Question of the Month is provided by Zywave®, a company wholly independent from Federated Insurance. Federated provides its clients access to this information through the Federated Employment Practices Network with the understanding that neither Federated nor its employees provide legal or employment advice. As such, Federated does not warrant the accuracy, adequacy, or completeness of the information herein. This information may be subject to restrictions and regulation in your state. Consult with your own qualified legal counsel regarding your specific facts and circumstances.