Specific Plans for Your Employees

Most plans are created to fit every employee but not specifically each employee's specific needs. However, employers now are looking at adding more customized packages for their employees. In turn, this is helping with new hires. Keep reading this blog to learn about additional benefits.

Research shows that benefits drive the attraction and retention of employees even more than compensation. When implemented in the correct way, these perks can help draw diverse groups of workers. So if this is the case, why are so many packages not tailored to diversified workforces?

The short answer is because it’s easier to administer a one-size-fits-all plan. The burden of building customized plans means that packages are updated only once a year. As a result, modern workers needs go unmet, because life circumstances and coverage requirements can change at any given moment.

These packages need to go beyond baseline benefits such as medical, dental and vision. Employers should realize that adding more customized benefits could help the needle in the talent war.

For example, two new employees at opposite ends of the spectrum may require different kinds of benefits to meet their needs, but few packages are set up to accommodate these differences. While millennial workers may view offerings like pet insurance or tuition reimbursement as must-haves, these may not be relevant for everyone.

Blanketing all employees with the same benefits package risks failing to engage those prospects who have something amazing to bring to your business. An employee who has a baby mid-year, for example, might have to wait to get her life insurance adjusted or open a college fund because it’s not on the schedule.

But in some sectors, things are starting to change. Larger enterprise employers are now more likely to offer at least five kinds of benefits, including life insurance, pet insurance and disability coverage plus legal shield, identity protection, loan repayment, financial literacy and paid sabbaticals with more added all the time. We’re also seeing an uptick in new offerings such as workplace education and vacation planning or payment.

Now the same approach needs to be adopted in the mid-market. Employers need to make a concerted effort to understand their workforce. To learn and drive benefits package curation to consider a survey or evaluation exercise. HR leaders should also institute more frequent touchpoints, for example, every quarter, to assess the utilization rates of a benefits package.

Looking ahead, the workplace of the future will become even more diverse. As more workers continue to choose to work remotely, companies will need to accept hiring talent outside of the U.S. Which also means hiring managers will have to address perks and benefits that may fall outside of a company’s home state, or even satisfy alternative healthcare or benefits packages in countries with different requirements altogether.

Every employee’s situation is different and the industry needs to be ready to offer benefits and workplace perks that match key talent’s most important needs.

SOURCE: Lyubovitzky, Rachel. (2 August 2019). "It's time to put an end to one-size-fits-all employee benefits plans" (Web Blog Post). Retrieved from: https://www.employeebenefitadviser.com/opinion/the-case-for-personalized-employee-benefits-plans

Disability Insurance

Disability insurance. Do you have it? New studies are showing that it could be more beneficial for employers to offer auto-enrollment plans similar to auto-enrolling into a 401k plan. Keep reading the blog post below to learn more. Read more

Paid Leave

Benefits can be one of the sure ways of attracting a new hire and paid leave is one of the most coveted benefits. However, this benefit can be a tricky one to navigate. Some employers are getting themselves into trouble in the process, facing accusations of gender discrimination or improper use of leave.

Here are four potential pitfalls of paid leave, and how employers can avoid them.

1. Be careful what you call “maternity leave.”

Employers have long been granting leave for new moms in the form of disability coverage. In fact, the top cause of short term disability is pregnancy. Disability insurance usually grants new moms six to eight weeks of paid leave to recover from childbirth.

Because this coverage applies to the medical condition or recovering from childbirth, it shouldn’t be lumped in with bonding leave.

Guidance from the Equal Employment Opportunity Commission says leave granted for new moms for bonding must also be extended to new dads, so separating disability leave from bonding leave is crucial to avoiding gender discrimination.

2. Don’t make gender assumptions.

The amount of bonding time for new parents after birth, adoption or fostering must be granted equally for men and women. Companies that don’t provide the same amount of paid leave for men and women may find themselves in a discrimination lawsuit.

It’s not just the time away from work that matters, but also the return-to-work support provided. If new moms are granted temporary or modified work schedules to ease the transition back to work, new dads must also have access to this.

Some companies may choose to differentiate the amount of leave and return-to-work support for primary or secondary caregivers. That’s compliant as long as assumptions aren’t made on which gender is the primary or secondary caregiver.

The best way to avoid potential gender discrimination pitfalls is to keep all parental bonding and related return-to-work policies gender-neutral.

3. Avoid assuming the length of disability.

Be careful about assuming the length of time a new mom is disabled, or recovering medically, after birth. Typical coverage policies allow six to eight weeks of recovery for a normal pregnancy, so assuming a new mom may be out for 10 weeks might be overestimating the medical recovery time, and under-representing the bonding time, which must be gender-neutral.

4. Keep up with federal, state and local laws.

Mandated leave laws are ever-evolving, so employers should consistently cross-check their policies with state and local laws. For instance, do local paid leave laws to treat adoption the same as birth? Are multistate employers compliant? What if an employee lives in one state but works in another: Which state’s leave policies take precedence?

Partnering with a paid leave service provider can mitigate the risk of improperly administering leave. Paid leave experts can help answer questions, review guidelines and provide information regarding job-protecting medical or family leave.

They can also help flag potential pitfalls, ensuring leave requests from all areas of your company are managed uniformly and in accordance with state and federal laws, including the EEOC.

SOURCE: Bennett, Angel. (29 July 2019) “4 pitfalls of paid leave and how clients can avoid them” (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/list/pitfalls-of-paid-family-leave-and-how-to-avoid-them

Performance Management in HR

Does the HR department cross paths with other departments? What exactly is HR? How can your company improve this department? Keep reading this blog to find out some helpful tips to improve this department.

The impact those demands have had on recruiting, retention, learning, development, talent strategy, not to mention employee productivity and performance has left many HR professionals wondering… what exactly is HR’s value proposition and function?

HR traditionally manages those routine yet essential processes - recruiting, hiring, onboarding paperwork, legal compliance, harassment training, and workforce planning to name just a few.

This isn’t the rule, of course. HR leaders in many companies have done an excellent job at up-leveling their teams beyond the human capital management administrative processes to a people and culture-first approach that puts the “human” back into human resources.

Still, there is a prevailing problem I see many companies face: the old human capital management processes of the past aren’t flexible enough to adapt to the dramatic shifts in the way we need to effectively manage the workforce, deploy learning initiatives, develop talent, and deploy an overall human capital management strategy.

While there are several of these old processes that sit on my top five “time to adapt” list… one that currently stands out is performance management.

Performance management has evolved

Traditionally, performance management is a point-in-time event that happens annually or bi-annually alongside merit increases.

Over the years, however, multiple studies, statistics, and endless internal pulse surveys have revealed a new trend: a continuous performance management and feedback loop coupled with ongoing learning and professional development programs is crucial to engage and retain today’s modern workforce while giving HR teams a talent pool to meet the ever-changing needs of the business.

Learning & development teams are the linchpin

Having served in many different roles across a variety of companies - restaurant, hospitality, manufacturing, and a few more in between - I’ve witnessed the numerous ways HR and Learning & Talent Development teams engage with each other while serving their prospective divisions, departments, and employees.

What I know for sure is that the learning and development function can act as the linchpin to adapt the old performance management process to the new, continuous performance management cycles. L&D has a holistic view of the needs, gaps, and effective programs based on divisions, jobs, roles, etc...

With the right learning management or talent development platform, they can see the connection between goals, skills, competencies, and behaviors and how those can be effectively deployed continuously alongside the performance management cycles. Their function sees the employee experience during the time it matters most.

It’s time to integrate learning and performance management

“In an age where continuous learning is essential to drive new skills and behaviors, fewer than half of companies effectively link learning to performance.” This observation from The Brandon Hall Group hit home for me because it’s true - but it doesn’t have to be.

What then keeps HR teams from transitioning from one process to another? It’s a great question I challenge learning & development and HR teams with all the time.

What I’ve found is that (1) L&D leaders see the gap, (2) HR teams are constrained with competing priorities and an increased need for their function to address their existing functions (payroll, benefits, rewards, etc…) with the more strategic, higher-priority areas.

Starting your journey to shift toward a more agile, collaborative, and continuous performance management process requires these two teams to come together and recognize this transition as an important priority for both teams’ success.

By implementing a continuous cycle of performance and goals management within your organization, HR and L&D teams can:

  • Measure the impact of competency and skills within your organization
  • Support learning effectiveness and impact measurement
  • Provides line of sight into skill, knowledge and competency gaps for employee and employer
  • Unlock the maximum potential by aligning resources and focused training
  • Establishes a direct link between employee performance review feedback and learning content to help close gaps
  • Proactively plan for the future with a comprehensive view of your organization that lets you find the candidates who are most qualified for the job

There are many ways to adapt your performance management process to meet your organizations changing needs and your employees’ demands. The important thing to walk away with is that it’s an opportunity to bridge the divide between the HR and learning functions to deliver a more personalized, continuous, and effective performance management review cycle.

SOURCE: Brown, Matthew. (31 July 2019). "Why HR should connect performance management and learning" (Web Blog Post). Retrieved from https://www.hrdive.com/spons/why-hr-should-connect-performance-management-and-learning/559636/


Bad Hire Calculator


What may seem like minor costs when making a bad hire after the recruitment process can potentially be extremely harmful to a company. Lost productivity costs and hiring costs are two expenses that occur when making a bad hire. There is now a tool that can tell you just how much your company is spending on these bad hires.

  • Many organizations don't know the true cost of making a wrong hiring decision, according to Thrivemap. Thrivemap developed a calculator that takes an organization's current headcount, annual headcount growth percentage and staff turnover rate and estimates that cost. The final cost estimate accounts for lost productivity costs, as well as hiring costs like advertising and agency fees, Thrivemap said in a press release emailed to HR Dive.
  • As an example, the company calculated the bad hire costs for a company in the hospitality industry with 500 employees, an annual 5% increase in headcount and a 15% turnover rate. The costs added up to £406,038, or more than $500,000.
  • Lost productivity is a cost that businesses experience often but shouldn't ignore, according to Thirvemap. The company said that research it conducted earlier this year found that workers who felt they fit their role and their employer's culture gave their productivity a 7.2 rating out of 10, compared to the 5.3 rating that those who felt they were a bad fit on both counts gave their productivity.

A 2018 Salary.com report said that turnover is at an all-time high, which puts more pressure on talent pros and hiring managers to avoid hiring mistakes. With turnover and the cost of attrition top of mind for employers, it might be prudent for talent pros to also consider the productivity costs that result from bad hires, too. One example from Thrivemap indicated that the difference in productivity between a good-fit employee and a bad hire can be as high as 36%.

Thrivemap points out that when HR can account for and calculate costs associated with its functions, in this case hiring, it comes closer to its proverbial seat at the table. HR must be able to understand financials, establish its own key performance indicators and show the top brass that it can hit those benchmarks for success, experts have told HR Dive. To stand a better chance of avoiding bad hires altogether, experts have said that talent pros can:

  • Have a robust interview process with multiple people, diving deep into experience that is critical to the role;
  • Use assessments related to the job;
  • Thoroughly go through the reference process;
  • Articulate the company culture.

In addition, any tools that can predict what bad hires are currently costing could help HR departments and talent professional make a case for adopting better sourcing and screening tools within their organizations. Investing in tools that can better identify hires with the right skills and who are the right culture fit might keep bad hire costs from becoming a chronic drain.


SOURCE- Bolden-Barrett, Valerie. (25 July 2019). “Bad hire calculator aims to estimate the cost of failed recruits” (Web Blog Post). Retrieved from https://www.hrdive.com/news/bad-hire-calculator-aims-to-estimate-the-cost-of-failed-recruits

Association Health Plans & Their Benefits

Many individuals do not understand various insurance terms and the plans available to them. Most employers have a hard time trying to find the best and the most affordable coverage for their employees. It is important you find an insurance company or agent that can break it down for you to get the best coverage.

We asked our founding partner and CEO, Jamie Charlton, to shed some light on Association Health Plans (AHPs) and also give their advantages and disadvantages.

What is an AHP, and How Does it Work?

According to Charlton, AHP or Association Health Plans are a conglomeration of smaller groups that come under the guise of a larger umbrella to leverage bulk buying power. They might not be small companies per se, but are those that come together under one industry or from the same geographic area to strengthen their negotiating power. They can be a group of manufacturers, printers or self-employed individuals from the same jurisdiction. An example of such an association is the Chamber Alliance.

Ideally, small businesses, including self-employed individuals in the same industry or geographic location, can merge to form larger groups to get healthcare plans as one large group. Coalitions are more or less the same as these associations, only that coalitions are groups made up of non-profit institutions such as schools. Associations are mostly businesses or organizations aimed at making profits.

AHP Expansion

United States (US) President, Donald Trump, issued an executive order to promote healthcare coverage in the US on October 12, 2017. The order aims at expanding access to small businesses to get the same competitive advantage as large corporations when purchasing health insurance. This order was meant to provide more affordable health insurance plans to as many individuals as possible. These individuals include farmers, wage earners and employees of any small business in the US.

Charlton has a slightly different view of this expansion. Though it has helped a few individuals, the expansion does not present any advantage as the rates keep going higher with age. He explained, “AHPs don’t have an advantage in the long run, unless they have a long-term sponsor.” AHPs have always been in existence, and the expansion is just political rhetoric that will give the plans some credibility.

Advantages of an AHP to Smaller Employers

There are some advantages that come with AHPs, both to the employer and the employees. These include:

  • Negotiating power
  • Spreading the risk
  • Maintaining lower rates instead of lumping them into unverified age groups
  • No charging different premiums to employees based on health status
  • No charging different rates to employers based on the health status of their employees
  • Healthy, younger groups will be fully underwritten
  • Self-employed individuals with a few employees and those with no employees are also eligible
  • Will not cherry pick or discriminate based on the status of an applicant pre-existing or previous health condition.

There are also some disadvantages. They include:

  • Many of these plans might not allow single person groups.
  • An individual must be a bona-fide member of a group and pay a membership fee.

The Role Saxon Plays in Helping the Employer

Saxon prides itself as a top provider of AHPs. The company has experts with knowledge of how this system works. Writing these plans for the last four years, Saxon can offer stable rates and consistent, professional assistance.

For more information regarding employee benefits and competitive benefits packages that fit your business strategy, you can contact Jamie Charlton at 513-573-0129 or via email at jcharlton@gosaxon.com.

Fresh Brew with Kevin Hagerty

Welcome to our monthly segment, Fresh Brew, where we will be exploring the delicious coffees, teas, and snacks of some of our employees! You can look forward to our Fresh Brew blog post on the first Friday of every month.

“Try to save what you can. You’ll be glad you did later.”

Kevin Hagerty is a Financial Advisor at Saxon Financial Services.

He joined Saxon in December of 2012, having been a Financial Advisor for 18 years specializing in financial planning solutions.

Kevin and his wife, Lori, enjoy spending their free time involved in various school and sporting events with their two sons. They also enjoy spending time visiting family on the shores of Northern Michigan’s Lakes and working on various projects around the house like landscaping. Kevin also enjoys golfing and traveling as well as spending time outdoors.

Learn more about Kevin

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Technology Influencing the Healthcare and Employee Benefits Industry

Technology is taking the world by storm and the healthcare/employee benefits industry is no exception. Whether you are an employee or an employer shopping for benefits can be the same for both parties. Here’s how technology will influence the industry in the future.

Apps will push value-based care
This tech shift to shopping for benefits will bring with it the rise of platforms and app-based insurance. The hope is that apps and platforms will make it easier to buy and understand insurance, and easier to get the best healthcare fast. That means high-quality care at a low price at a time that’s convenient for patients.

Emerging tech platforms should provide employees with more options for insurance — and a better understanding of those options — and make it easier to manage wellness, healthcare and insurance coverage. Apps will put more information in front of the average employee, giving them more freedom to make choices about their care.

The idea is these emerging platforms and apps tie together payroll and HRIS with wellness and healthcare navigator apps to help workers live healthier lives.

Here’s how it could work: When an employee isn’t feeling well, they first turn to their telemedicine app instead of picking up the phone to make a doctor’s appointment or visiting urgent care. Telemedicine is more convenient for them and costs less than a traditional doctor’s visit. If the telemedicine provider refers them to a specialist, they can then turn to a health navigator app to find a high-quality specialist at the lowest price for their next appointment.

When they're feeling better, they can use a connected wellness app to record gym visits, meditate, speak to a therapist and earn points for wellness activities like reaching a step-count milestone or getting a preventive checkup. These points can contribute to a real-time insurance premium discount that they can easily view from an app. The app can also present them with the opportunity to add or change voluntary benefits and, during the open enrollment, learn about their benefits choices and decide on the best plan.

Apps specific to shopping for benefits will provide more information to healthcare consumers and the necessary tools to make better care decisions. The hope is this technology will help people become healthier, get better care and use insurance more efficiently.

How HR fits in
Though employees will have the ability to make easy changes to benefit plans — especially voluntary benefits — the role of HR may change, depending on the employer’s size.

Large, more than 1,000 life employers will likely partner with a technology company and a benefits consultant who will manage the platform and the insurance-buying process for employees. Representatives from the HR technology platform, the benefits consultant and human resources staff will be responsible for educating employees about their options. Importantly, the employer will continue to sponsor employee benefits. They may present cafeteria-style benefits plans and provide a dollar amount toward the purchase of benefits.

Bigger changes may come for small companies with fewer than 100 employees. Many of these businesses may turn to a professional employer organization or other HR outsourcing arrangements with a built-in technology platform. Though healthcare insurance costs will continue to rise, small employers will continue to contribute to employee benefits premiums to help attract and retain talent.

The imperative for employers: communicate and educate
The only way this shift to platforms, apps, and other technology-based solutions will work is if employers, benefits brokers and platform companies themselves work to educate and communicate with employees about how this all works. Insurance platforms can no longer be staffed with technologists only; they need experts who understand health and welfare benefits in order to onboard employees and teach them how to get the most from their benefits platform.

And while HR’s role may change slightly, those teams are still in charge of helping employees learn about the benefits landscape and plan their healthcare and financial well-being for the next plan year. HR teams need to focus on communicating through any channel necessary, whether it’s email, social media, in-person education meetings or podcasts. It benefits everyone when employees understand how to choose the best plan and make decisions about appropriate care.

Putting more healthcare and insurance information in front of employees when they’re shopping for benefits and seeking services can drive them to make smarter decisions and look for better options when possible, but only if they understand how it all works.

SOURCE: Lisa, Mike. (24 July 2019). “Shopping for benefits: What technology holds for clients” (Web Blog Post). Retrieved from https://www.employeebenefitadviser.com/opinion/what-technology-holds-for-employee-healthcare-benefits?brief=00000152-1443-d1cc-a5fa-7cfba3c60000 

4 Things Life Insurance Is Not

What is life insurance? People often get confused about what life insurance is and what it is not. Read this blog post for four things life insurance is not and a few tips on understanding them.

Are you confused about life insurance? I don’t blame you. When I first started writing about finances more than a decade ago, my understanding of life insurance was limited.

I knew about life insurance because it was offered through my employer, and I thought a $50,000 policy was a lot of money. I also recognized insurance company names from late-night TV commercials and the occasional bit of junk mail.

I understood “insurance” to be that stuff that you had to have for your car, your home, and your health. The “life” part was a big, blurry blob of “other.” If that’s how you’re feeling, here are a few tips that might help bring things into focus—by understanding the “nots.”

1. Life insurance through work is generally NOT enough. Since learning this myself some years back, I’ve noticed that many people never explore life insurance past what is offered through their work. Policies through work are a great benefit to have, but are usually limited to one- or two-times your salary or a fixed amount like $50,000. Plus the coverage typically ends when your employment there does.

How far will an amount like that go when you consider what’s left behind for your loved ones: the loss of your income and mostly likely debts and bills. What about things like rent or mortgage, child-care and education costs?

An easy way to get a working idea of how much life insurance you need is with a Life Insurance Needs Calculator from a neutral source like www.lifehappens.org/howmuch.

2. Life insurance is NOT a luxury item. Many people have not even considered buying life insurance because they’re convinced it’s a luxury. In a recent study by Life Happens and LIMRA, consumers thought the cost of a 20-year, $250,000 level term life insurance policy for a healthy 30-year-old was three times higher than it generally is. Younger people, in particular, overestimate the cost of a term policy by a factor of five.

If you took a guess at what that policy above would cost, what would you say? It comes out to about $13 or so a month for that policy. Definitely not a luxury—most of us spend more than that on a meal out.

3. Life insurance is NOT just about covering funeral expenses. While covering funeral expenses is very important, and a major reason people purchase it, life insurance does so much more. If something happens to you, life insurance benefits can help replace lost income, or pay off a mortgage, or help ensure a college fund or safeguard a retirement nest egg.

The proceeds of a life insurance policy are generally tax-free and can be used for anything your loved ones may need now and well into the future. Amazing, right?

4. Life insurance is NOT just for really healthy people. Granted, life insurance is less expensive the younger and healthier you are but don’t discount it just because you’re not in triathlete shape!

Many people don’t considering buying life insurance because they think they won’t qualify. But when certain health conditions, such as diabetes or high blood pressure, are under control with a doctor’s guidance or medication, it’s often possible to qualify. You may even be able to get coverage after a heart attack. Just know that it is probably best to work with an experienced insurance agent if you are concerned about a health issue and qualifying for coverage.

Now, if you’re a bit overwhelmed with this information and perhaps don’t know where to start, just know that a life insurance agent will sit down with you at no cost to go over your needs and help you get life insurance coverage to fit your budget. If you don’t have an agent or advisor, go here for suggestions on how to find one. You can also tap the Agent Locator there to find someone in your area.

Remember, the right agent or advisor can help you make sense of the confusion and get you on track for the financial future you want—with the protection your loved ones need.

SOURCE: Mosher, H. (30 October 2018) "4 Things Life Insurance Is Not" (Web Blog Post). Retrieved from https://lifehappens.org/blog/4-things-life-insurance-is-not/

9 Reasons Why Stay-at-Home Parents Need Life Insurance

It's not just parents with full-time jobs that need life insurance. Stay-at-home parents also need coverage. Read this blog post for 9 reasons why stay-at-home parents should have life insurance as well.

You’re probably already aware that a parent with a job outside the house most likely needs life insurance to protect their loved ones in case something were to happen. But it’s not just breadwinners who need coverage—stay-at-home parents do, too. Here are nine reasons why.

1. To replace the value of their labor. Stay-at-home parents are caretakers, tutors, cooks, housekeepers, chauffeurs, and so much more 365 days a year. And all that work comes with a price tag: Salary.com reports that stay-at-home-parents contribute the equivalent of a $162,581 annual salary to their households. If the unthinkable were to happen, a surviving partner would be on the hook for a slew of new expenses that the stay-at-home parent previously shouldered. Term life insurance is generally a quick and affordable way to get a substantial amount of coverage like this for a specific period of time, such as 10 or 20 years—often until you pay of your mortgage or the kids are grown and gone.

2. To factor in the contributions of any future income. Many stay-at-home parents return to the workforce once their kids are older. Life insurance could help bridge the gap that their future earnings would have contributed to the household.

3. To pay off any debt. From student loans to credit card debt to an informal loan from a family member, there are lots of ways to owe money. Life insurance can help settle any debts left behind so they don’t create stress for grieving loved ones.

4. To cover funeral expenses. Would you believe that the average funeral runs between $7,000 and $10,000, according to parting.com? And that may not cover the cost of the burial, headstone and other expenses. Many families want to honor a loved one’s memory but have trouble finding the funds to cover all the costs. Fortunately, the payout from a life insurance policy can help cover final wishes.

5. To leave a legacy. If a stay-at-home spouse has a passion for a place of worship, an alma mater, or another nonprofit organization, life insurance proceeds can be used to leave a meaningful charitable gift.

6. To boost savings. Permanent life insurance, which offers lifelong protection as long as you pay your premiums, may offer additional living benefits such as the ability to build cash value. This can be used in the future for any purpose you wish, from making a down payment on a house to paying for college tuition. Keep in mind, though, that withdrawing or borrowing funds will reduce your policy’s cash value and death benefit if not repaid.

7. To guarantee insurability. Your health can change in an instant. Getting a permanent life insurance policy when you’re young and healthy means you’ll have lifelong coverage. Then you won’t have to worry if later on, you develop a health condition that would make it hard or even impossible to get life insurance.

8. To receive tax-free benefits. Life insurance is one of the few ways to leave loved one's money that is generally income-tax free.

9. To give loved ones peace of mind. Losing a parent and partner before their time is already hard enough without having to worry about unsettled debts, childcare costs, funeral bills, and other expenses.

As you can see, life insurance for stay-at-home parents is just as important as it is for parents who work outside the home. Schedule a time to talk with an insurance professional in your community to learn about your options and get coverage that fits your lifestyle and budget.

SOURCE: Austin, A. (11 December 2018) "9 Reasons Why Stay-at-Home Parents Need Life Insurance" (Web Blog Post). Retrieved from https://lifehappens.org/blog/9-reasons-why-stay-at-home-parents-need-life-insurance-2/