Exempt vs. Non-Exempt; Minimum Wage Increases and NY State Salary Threshold Increase 2022
March 25, 2022

Updated 3/25/2022


This article explains how to pay employees, as well as the new minimum wage that went into effect back on 12/31/2021. Non-compliance with the information could lead to repercussions during a DOL audit.

 

The New York State Department of Labor late last year published final rule regarding the increased salary thresholds to be considered exempt from overtime as well as changes to the minimum wage schedule.
 
Under both federal and New York law, employers must pay non-exempt employees at least the minimum wage for each hour worked and 1.5 times their regular rate of pay whenever they work more than 40 hours in a workweek. While most employees must be classified as non-exempt, federal, and state law include exemptions from the minimum wage and overtime requirements for certain employees, including bona fide professional, administrative, and executive employees.
 
Remember, it is not enough to simply pay an employee what an “Exempt” employee is supposed to receive and expect that employee to be classified as EXEMPT. They have to meet the criteria:
 
•  Must be paid equal to the requirements set forth for the Exempt Qualifications (i.e. Administrative, Professional, Executive)
•  Paid on a Salary Basis (Paid a Salary each pay period regardless of the hours they work. * with limited exceptions)
•  Must meet the Job Duties Test for their position
 
If they do not meet ALL THREE of these criteria, then they can not be classified as exempt, and if an employer chooses to do so, an employer’s level of exposure to a Department of Labor Audit is greatly increased. The duties tests are further explained below.
 
Employees who meet the duties test under the Fair Labor Standards Act (FLSA) for executive and administrative exemptions must also meet the salary level requirements in New York in order to be exempt. New York’s exempt employee salary threshold will adjust annually in proportion to increases in the minimum wage. All rate changes will take effect on December 31st of each year.


Below is an overview of exemption tests under New York law.


Salary-Level Test (New York):


Administrative and Executive Exemptions:

For the administrative and executive exemptions, the minimum salary is 75 times the state minimum wage. The minimum salary differs based on where in the state the employee works.

 
Here are the minimum salary requirements currently in effect in New York:


NYC  $1125.00

Other NY counties (Outside of NYC)  $990.00
Remainder of Downstate (Nassau, Suffolk & Westchester counties)  $1125.00
As of 12/31/2021 – Other NY counties (Outside of NYC)  $990.00
As of 12/31/2021 – Remainder of Downstate (Nassau, Suffolk & Westchester counties)  $1,125.00


Professional Exemption:

For the professional exemption, there is no minimum salary requirement under NY State law, but the federal Fair Labor Standards Act (FLSA) has a minimum. In this case, most New York employers would be required to meet the FLSA's minimum salary requirement for the professional exemption (in addition to meeting the federal and state duties tests).
Currently, to qualify for the professional exemption under the FLSA, an employee must be paid a salary of at least $684.00 per week ($35,568 annually).
 

Salary-Basis Test:

New York generally follows federal rules for the salary-basis test. To qualify for the state and federal exemption, an employee must receive their full salary for any week in which they perform any work. Salary reductions are not permitted due to variations in the quality or quantity of the employee's work.


For exempt employees, salary deductions are limited to the following circumstances:

 

 • One or more full day absences for personal reasons other than sickness or disability.

 •  Absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy, or practice of providing compensation for salary lost due to illness.
•  To offset jury or witness fees, or for military pay.
•  For penalties imposed in good faith for infractions of safety rules of major significance.
•  For unpaid disciplinary suspensions of one or more full days imposed in good faith for serious misconduct, such as sexual harassment, workplace violence, drug, or alcohol use, or for violations of state or federal laws. The suspension must be imposed pursuant to a written policy applicable to all employees.
•  In the employee's first or last week of employment if the employee does not work the full week; or
•  For unpaid leave taken by the employee under the Family and Medical Leave Act.
Under federal and state rules, deductions from exempt employees' salaries for any other reason are prohibited.
 

Duties Test (New York):

New York's duties tests vary for each exemption and are slightly different than the federal duties tests.
 

Administrative Exemption:

To qualify for the administrative exemption under New York law:

 

•  The employee's primary duty must involve performing office or non-manual work directly related to management policies or the employer's general operations.
•  The employee must regularly exercise discretion and independent judgment; and
•  The employee must:


o  Regularly and directly assist the employer or an employee employed in a bona fide executive or administrative capacity; or
o  Perform, under only general supervision, specialized or technical work requiring special training, experience, or knowledge.


NOTE: To see who typically falls under the Administrative Exemption, see the attached Administrative Exemption PDF

 

Professional Exemption:

To qualify for the professional exemption under New York law, the employee's primary duty must consist of performing work that requires advanced knowledge in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction and study.


The employee's work must:


•  Require the consistent exercise of discretion and judgment.
•  Be predominantly intellectual and varied in character (as opposed to routine mental, manual, mechanical, or physical work); and
•  Be of such a character that the output produced cannot be standardized in relation to a given period.
•  NOTE: To see who typically falls under the Professional Exemption, see the attached Professional Exemption PDF


Executive Exemption:

To qualify for the executive exemption under New York law the:


•  Employee's primary duty must consist of the managing a customarily recognized department or subdivision of the enterprise.
•  Employee must customarily and regularly direct the work of two or more other employees.
•  Employee must have the authority to hire or fire other employees, or their suggestions and recommendations will be given weight; and
•  Employee must customarily and regularly exercise discretionary powers.
•  NOTE: To see who typically falls under the Executive Exemption, see the attached Executive Exemption PDF


An employee's "primary duty" is generally defined as the principal, main, major, or most important duty that the employee performs. The determination of an employee's primary duty must be based on all the facts in a case, with the major emphasis on the character of the employee's job.


Conclusion:

Before classifying employees as exempt from overtime, make sure that the employee satisfies the salary-level, salary-basis, and duties tests under both federal and state law. If an employee is covered by both the federal and state law but does not meet both sets of tests, consult with counsel and/or a CPA to determine how you should classify the employee in that situation.

Also note as of 12/31/2021:

The NY State minimum wage for Long Island and Westchester counties will increase from $14.00 per hour to $15.00 per hour


*Annual increases for the rest of the state will continue until the rate reaches $15 minimum wage (and $10 tipped wage). Starting 2022, the annual increases will be published by the Commissioner of Labor on or before October 1. They will be based on percentage increases determined by the Director of the Division of Budget, based on economic indices, including the Consumer Price Index.


The NY State minimum wage for counties outside of NYC will increase from $12.50 per hour to $13.20 per hour.

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Thinking About a January Payroll Switch? 4 Things Employers Should Know Now

October 8, 2026
January is one of the most natural times for an employer to move to a new payroll or HCM provider. A new calendar year creates a clean transition point for payroll records, reporting, employee communication and internal processes. But a January go-live does not mean the work should begin in January. For employers considering a change, the most important part of the transition often happens months earlier. A successful implementation requires time to understand the current environment, make decisions about what should change, validate employee and payroll data, configure the new system, test it and prepare everyone who will use it. If a January payroll change is on your radar, here are four things worth knowing now. 1. A January switch should usually start well before January One of the biggest misconceptions about changing payroll providers is that the transition begins when the new system goes live. In reality, that is the end of the implementation process. Before the first payroll can run, there are a number of decisions and setup items that may need attention, including employee records, earnings and deductions, tax information, pay schedules, timekeeping rules, direct deposit information, security permissions, reporting requirements, integrations and other company-specific workflows. The complexity will vary from employer to employer, which is why there is no single implementation timeline that fits every organization. But if your goal is to be live at the beginning of the year, October and early November are a much better time to begin the conversation than December. Starting earlier gives both the employer and the new provider room to work carefully instead of trying to force a major system change through the busiest part of year-end. 2. Do not automatically recreate everything you have today Changing payroll providers is an opportunity to fix problems, not transfer them. It can be tempting to approach implementation by simply copying the setup in the current system into the new one. That may seem like the fastest path, but it can also carry old inefficiencies, outdated processes and bad data directly into the new platform. Before building anything, employers should take a closer look at questions such as: Which payroll processes create the most manual work? Are employees or managers struggling with any part of the system? Are there recurring corrections or data issues? Are you maintaining information in spreadsheets because the current system does not handle it well? Are timekeeping, HR, benefits and payroll working together effectively? Are there reports your team needs but struggles to produce? Have your workforce, policies or business processes changed since the system was originally implemented? A provider change should create a better operating environment, not simply give the same process a new login screen. This assessment stage is one of the reasons beginning early matters. 3. Data accuracy becomes especially important at year-end A payroll transition involves more than moving names and pay rates. Employee information, year-to-date wages, taxes, deductions and other payroll records may all play a role in making sure the old year closes correctly and the new year begins accurately. Year-end also brings important employer reporting responsibilities. Employers remain responsible for ensuring payroll tax filings and Forms W-2 are accurate and filed on time even when they use a third-party payroll provider ( IRS ). That makes data review an important part of any year-end implementation. Employers should expect to spend time verifying items such as: Employee names, addresses and Social Security numbers Federal, state and local tax setup Year-to-date payroll totals Earnings and deduction codes Benefit deductions Retirement contributions Garnishments and other recurring deductions Direct deposit information Company tax information and filing setup There may also be special year-end items such as bonuses, fringe benefits or other adjustments that need to be reflected correctly. The goal is not simply to import data. It is to make sure the information going into the new system is accurate and that responsibility for year-end versus new-year reporting is clearly understood. 4. The right implementation should include testing, training and a clear owner Technology is only one part of a payroll conversion. Someone also needs to coordinate the process. A good implementation should establish clear responsibilities, deadlines and points of contact so the employer is not left trying to manage multiple moving pieces on their own. Before going live, employers should understand: Who is overseeing the implementation? There should be someone responsible for keeping the project moving and helping coordinate questions, decisions and outstanding items. How will the system be tested? Payroll calculations, deductions, taxes, time data and other important configurations should be reviewed before the first live payroll. How will managers and employees be prepared? If employees will use a new portal, mobile app, timekeeping process or enrollment experience, communication and training should be part of the transition. What support will be available after go-live? Implementation should not end the moment the first payroll processes. Employers should know who they will contact when questions arise afterward. A well-managed transition gives an employer time to catch issues before they become payroll-day emergencies. January can be a good time to change if you give yourself enough runway For employers who are frustrated with their current provider, January can provide a natural opportunity for a fresh start. However, this decision should not be rushed simply to hit a January 1 date. The better question is: Do we have enough time to evaluate our current process, build the new environment correctly and make the transition confidently? If the answer is yes, starting the conversation now can make the next few months much more manageable. At Simco, we work with employers to look beyond the payroll system itself. We assess how payroll, HR, timekeeping, benefits and the surrounding processes fit together so the new environment is built around how the business actually operates. If you are considering a payroll or HCM change for 2027, now is the time to start mapping out what the transition would involve. A short conversation can help determine what needs to happen, what information you will need and whether a January transition makes sense for your organization. Want to talk through your January timeline? Click here .

How Financial Wellness Supports the Employee Experience

September 21, 2026
For a long time, conversations about employee financial wellbeing started and ended with compensation. Pay people accurately, pay them on time, offer a competitive benefits package, and the employer had largely done its part. Those things are still fundamental. But the way employees experience their finances is much broader than a paycheck arriving every other Friday. A car repair does not wait until payday. A medical bill can arrive unexpectedly. Someone trying to improve their credit may not know where to begin. Another employee may be juggling everyday expenses while trying to save for a home, pay down debt or simply build a little more breathing room into their monthly budget. Employers are not expected to solve those challenges. But increasingly, they are recognizing that they can make useful resources easier to access. That shift is helping financial wellness become a more meaningful part of the overall employee experience. Financial Wellness Is Really About Giving Employees More Options There is no single definition of financial wellness that applies to everyone. For one employee, it may mean learning how to build a budget that actually works for their household. For another, it may mean having access to earned wages when an unexpected expense comes up before payday. Someone else may be focused on improving their credit, understanding financial terminology or finding an easier way to complete an employment or income verification. That is part of what makes this area different from many traditional benefits. Employees are not all trying to solve the same problem at the same time. A strong financial wellness approach does not assume that they are. Instead, it gives employees access to a range of resources and allows them to decide what is useful for their own circumstances. The employer is not stepping into the role of financial adviser. The employer is simply making it easier for employees to find tools, education and support when they need them. That can be a powerful distinction. The Employee Experience Extends Beyond What Happens at Work When organizations think about employee experience, the conversation often centers on things like company culture, managers, career development, recognition and benefits. Those things matter enormously. But employees also bring the realities of everyday life with them when they come to work. Financial concerns are one of those realities. An employee who is worried about an unexpected expense, trying to make sense of debt or unsure where to find reliable financial information may still show up and do their job well. But that does not mean those concerns disappear during the workday. This is where employers have an opportunity to think more broadly about support. The goal is not to remove every source of financial stress. That would be unrealistic. The opportunity is to make certain situations a little easier to navigate by connecting employees with resources they may not otherwise know about or have convenient access to. Sometimes that means education. Sometimes it means greater flexibility. Sometimes it simply means removing friction from an everyday process. Taken together, those small improvements can contribute to an employee experience that feels more thoughtful and supportive. Useful Benefits Are Often the Ones Employees Can Actually Use Employers spend significant time and money building benefits packages, but a benefit only creates value when employees understand it and can realistically access it. That is one reason financial wellness resources are particularly interesting. Many of them are designed around practical, everyday needs rather than something an employee may only use once or twice a year. They can help people answer questions, learn something new, access information or manage an immediate financial need. This creates an opportunity for employers to think beyond simply adding more benefits. Sometimes the better question is: How can we make the resources already available to employees more useful, accessible and relevant to their daily lives? That mindset can be especially valuable for organizations that want to improve the employee experience without adding another complicated program for HR to administer. The Payroll and HCM Experience Is Changing Too Payroll technology has traditionally been viewed as operational infrastructure. It calculates pay, handles taxes, stores employee information and keeps the organization moving. All of that remains essential. But modern HCM platforms increasingly sit at the center of much more of the employee experience. Employees may log into the same system to view a paystub, update personal information, enroll in benefits, request time off or access other workplace resources. Because they are already interacting with that technology, it creates a natural place to connect them with additional tools. That matters. A resource hidden on an intranet page that no one remembers exists has limited value. A resource that is connected to technology employees already use has a much better chance of becoming part of their normal experience. For HR teams, there is another benefit: introducing additional employee resources does not necessarily have to mean introducing another disconnected system, another login or another administrative burden. When tools work within the broader HCM ecosystem, employers can expand what they offer while keeping the experience simpler for everyone involved. Financial Wellness Can Support the Employer, Too The most important reason to offer financial wellness resources is the value they can provide to employees. But there is an employer benefit as well. Organizations are continually looking for meaningful ways to strengthen their employee value proposition. Compensation will always be a major part of that equation, but employees also notice how easy or difficult it is to navigate everyday life at work. Can they find the information they need? Are useful resources clearly communicated? Does the technology make things easier? Does their employer seem to think about the employee experience beyond the minimum requirements? Those details shape how people experience an organization. Financial wellness resources can become one more way for employers to demonstrate that support in a practical way. They can complement existing benefits, help employees get more value from the technology already in place and give HR teams another resource to point employees toward when appropriate. The value is not necessarily in one dramatic program. Often, it is the accumulation of small conveniences and helpful resources that makes an employee experience feel noticeably better. A New Set of Resources for Simco Clients This thinking is part of why we were excited to recently expand the resources available to Simco clients through our partnership with isolved. Through isolved People Cloud™, eligible employees now have access to additional tools from FinFit, ZayZoon and Equifax , each designed to support a different part of the financial wellness and employee experience. FinFit provides financial education and wellness resources that can help employees build knowledge and confidence around everyday financial decisions. ZayZoon offers employees additional financial flexibility, including access to earned wages before the traditional payday when needed. Equifax provides employment and income verification services that can help simplify a process employees may encounter when applying for a loan, renting a home or completing other important financial transactions. Each resource serves a different purpose, and not every employee will need every tool. That is exactly the point. The goal is to create more options and make them easier to access. Making Resources Available Is Only the First Step One of the easiest mistakes employers can make is assuming that introducing a new benefit automatically means employees will use it. Usually, awareness has to come first. Employees need to know what a resource is, why it exists and when they might consider using it. That communication does not have to be complicated. A short reminder in an employee newsletter, a mention during onboarding, a benefits communication or an occasional educational email can go a long way toward keeping useful resources visible. It can also help to communicate these tools in terms employees actually relate to. Instead of simply saying, “We offer a financial wellness program,” explain what that could mean in real life: Need help understanding your budget? There is a resource for that. Want to learn more about credit? There is a resource for that. Need access to part of your earned pay before payday? There may be an option available. Completing an income verification? That process may already be easier than you think. When employees understand the practical purpose behind a resource, it becomes much more meaningful. A Better Employee Experience Is Often Built in Small Ways Supporting employees does not always require launching a major new initiative. Sometimes it means looking at the systems, benefits and resources already surrounding employees and asking whether they could be doing more. Could something be easier to access? Could employees have more flexibility? Could a process require fewer steps? Could a resource help someone feel more informed or confident? Those may seem like small questions, but they are increasingly important ones. Financial wellness is ultimately about giving employees more tools to navigate their own financial lives. Employers do not need to have every answer, and they do not need to solve every challenge. But they can help create an environment where useful resources are easier to find, easier to understand and available when they matter. For Simco, that is what makes these new resources exciting. They are not simply additional features inside a platform. They are another way the technology our clients already use can create a better experience for the people behind every payroll.  Want to learn more about the financial wellness resources now available through Simco and isolved? Contact our team to learn more.

Is Pet Insurance Worth It? A Practical Guide for Pet Owners

September 14, 2026
For most pet owners, the hardest part of an unexpected vet visit is not deciding whether you want your pet to get care. It is figuring out how you are going to pay for it. Maybe your dog swallows something it should not, your cat suddenly stops eating, or a routine appointment turns into testing, medication or a specialist referral. Veterinary expenses can add up quickly, and that is where pet insurance can become valuable. That does not mean pet insurance is automatically the right choice for every household. Some people prefer paying a monthly premium for added peace of mind, while others would rather set money aside themselves and take on more of the financial risk. So instead of simply asking, “Is pet insurance worth it?” a more practical question is: “Would pet insurance make an unexpected veterinary expense easier for me to handle?” Here are a few things to consider before deciding. Pet Insurance Pros and Cons Pros Can make a major, unexpected veterinary bill easier to manage. May give you more flexibility when deciding between treatment options. Can provide peace of mind if an emergency expense would otherwise strain your budget. Depending on the policy, may cover care such as surgery, diagnostic testing, hospitalization, prescriptions and treatment for serious illnesses. Makes some veterinary expenses more predictable by exchanging part of the financial risk for a regular premium. Can be especially helpful when purchased while a pet is young and healthy. Cons Pre-existing conditions are generally not covered. Premiums can increase as your pet gets older. Routine care such as annual exams, vaccinations and preventive dental care may not be included unless you purchase additional wellness coverage. You may still have deductibles, reimbursement percentages and coverage limits to consider. Many plans require you to pay the veterinarian first and wait for reimbursement. If your pet stays healthy for most of its life, you may pay more in premiums than you receive back in claims. Start With the Question That Matters Most Imagine your pet suddenly needs emergency treatment or surgery. Could you comfortably pay the bill without using a credit card, dipping into money needed for other expenses or delaying treatment? If the answer is yes, you may feel comfortable taking on more of that risk yourself. If the answer is no, or if paying a large vet bill would put you in a difficult financial position, pet insurance may be worth considering. This is really what insurance is designed for. You are not necessarily purchasing it because you expect to “get your money back.” You are purchasing protection against the possibility of an expense that would be difficult to absorb on your own. Understand What You Are Actually Buying Pet insurance policies can look similar at first glance, but the details matter. Most traditional pet insurance is designed around unexpected accidents and illnesses rather than everyday veterinary care. Depending on the plan, coverage may include things such as: Emergency treatment Surgery Hospitalization Diagnostic testing Prescription medications Treatment for illnesses such as cancer Injuries from accidents Certain hereditary or congenital conditions Routine care is often handled differently. Annual checkups, vaccines, routine dental cleanings, flea and tick prevention, and other preventive care may not be part of a standard accident-and-illness policy. Some insurers offer separate wellness or preventive-care options. Before purchasing anything, ask one very simple question: “What expenses would I still be responsible for even if I had this policy?” That question often tells you more than the headline benefits. Pre-Existing Conditions Are Important One of the biggest misunderstandings about pet insurance is when coverage begins. Pet insurance generally protects against new illnesses and injuries that happen after coverage starts and any applicable waiting period ends. If your pet already has a diagnosed condition, symptoms or an ongoing medical issue, that condition may be excluded from coverage. That is one reason people often explore pet insurance when their pet is still young and healthy instead of waiting until a health concern appears. If your pet already has medical issues, that does not necessarily mean insurance has no value. It simply means you should understand exactly which conditions would and would not be covered before purchasing a policy. Do Not Look at the Premium Alone A low monthly premium can look attractive, but it does not tell you how much protection you are actually getting. Pay attention to: The deductible. This is the amount you are responsible for before the policy begins reimbursing eligible expenses. The reimbursement percentage. Some policies reimburse a portion of an eligible bill rather than the full amount. Annual or lifetime limits. Some plans cap how much they will pay during a certain period. Exclusions. Certain illnesses, treatments, breeds or conditions may have restrictions. Waiting periods. Coverage may not begin immediately after you enroll. A slightly more expensive policy may sometimes provide substantially better protection, while a cheaper policy may leave you responsible for more of the bill. The goal should be finding coverage that fits both your budget and the level of financial protection you actually want. Think About How You Would Handle an Emergency One practical way to decide whether pet insurance makes sense is to think through your backup plan. If your pet needed expensive care tomorrow, what would you do? Would you use: Emergency savings? A credit card? A payment plan? Money from another savings goal? A dedicated pet emergency fund? Pet insurance? There is no single correct answer, but having a plan before something happens can prevent an already emotional situation from becoming a financial crisis too. Pet Insurance vs. Saving on Your Own Some pet owners decide not to purchase insurance and instead put money into a dedicated savings account, and that can be a perfectly reasonable approach. The biggest advantage is that the money remains yours if your pet never needs expensive treatment. The biggest drawback is timing. You may intend to build a healthy veterinary emergency fund over several years, but your pet could need costly treatment long before that account is fully funded. Pet insurance transfers some of that risk to the insurer. Self-funding keeps the risk with you. For some households, the right answer may even be a combination of both: insurance for larger unexpected expenses and personal savings for deductibles, routine care and smaller veterinary bills. Consider Your Pet's Age and Health Pet insurance tends to be easiest to evaluate when a pet is young and healthy. As pets age, medical issues are more likely to develop, premiums may increase and existing conditions may already be excluded. If you are bringing home a puppy or kitten, it can be worth looking at insurance early rather than waiting until the first major health concern appears. For an older pet, the decision can be more complicated. Carefully compare the premium, exclusions and coverage that would actually be available. Do not assume that coverage is automatically a good or bad deal based on age alone. Ask Whether You Could Still Afford Care After Reimbursement Another important detail is how claims are paid. Many pet insurance plans work on a reimbursement model. You pay the veterinary bill first, submit a claim and receive reimbursement for covered expenses afterward. That means having insurance does not always eliminate the need for available cash or credit at the time of treatment. Before selecting a plan, find out: Does the insurer reimburse you or pay the veterinarian directly? How are claims submitted? How quickly are claims typically processed? What documentation will you need? Those practical details can matter tremendously during an emergency. When Pet Insurance May Be Worth Considering Pet insurance may be a good fit if: A large veterinary bill would be difficult for you to absorb. You want more flexibility when making treatment decisions. Your pet is currently young and healthy. You prefer predictable premiums over taking the full risk of a major unexpected bill. The peace of mind alone would be valuable to you. When You May Prefer Another Approach You may decide against pet insurance if: You have enough savings to comfortably handle a major veterinary expense. Your pet already has significant medical conditions that would be excluded. You would rather build your own dedicated pet emergency fund. You are comfortable assuming the financial risk yourself. The available coverage does not provide enough value for your particular situation. So, Is Pet Insurance Worth It? There really is no universal answer. For one household, paying for coverage that is rarely used may feel unnecessary. For another, one unexpected surgery or serious illness can make that same coverage feel incredibly valuable. The best approach is to think beyond the monthly premium and consider what an unexpected veterinary emergency would actually mean for your household. Ask yourself: Could I comfortably handle a major vet bill tomorrow? Would cost affect the treatment decisions I could make for my pet? Do I understand what the policy would and would not cover? Would I rather pay a predictable premium or assume the financial risk myself? If those questions leave you unsure, talking through your options with a licensed insurance professional can help. At Simco Wealth & Insurance Management , our Personal Insurance Team can help individuals and families explore a variety of insurance solutions and better understand the protection available to them. The goal is not to purchase every type of insurance available. It is to understand where your biggest financial risks are and decide which ones you are comfortable carrying on your own. Coverage, exclusions, deductibles, waiting periods and reimbursement terms vary by insurer and policy. Review policy documents carefully and speak with a licensed insurance professional regarding your specific situation.

Have a question? Get in touch.