¶ Protecting Medical Practitioners With Disability Insurance
You're saying , in that situation where you're a locums doc or you're transitioning to locums or you're starting your own practice , you still recommend getting private disability insurance .
Everyone who needs their income should have disability insurance . If you imagine that your last paycheck was really your last paycheck , would you be okay ? And for most of us the answer is no . We all have car insurance . We all have health insurance . A lot of people get their engagement rings insured right .
I would have much rather lost my engagement ring than my ability to practice .
What's good everyone . This is Dr Neve , back with another episode . This time we got Stephanie Pearson with Pearson and Ravitz . What's good , dr Stephanie , how you doing .
I am doing well . How are you ?
I'm awesome . It's 2024 . We are building off of our previous episode .
I don't remember the episode number that you were on , but recently you were on and you talked about your story about how you ended up having issues with disability insurance and how you ended up using that after an on-site , on-the-job injury , and how you decided to open up your own firm , your own practice , selling disability insurance as well as life insurance to
healthcare professionals . We're going to put that link in the show notes , y'all , so you guys can go back and take a look at that . But on the spot , I don't remember the number . I'm 45 . This is a 45-year-old brain .
I would not expect you to remember that . Thank you I appreciate the grace .
I appreciate the grace , but what we're here to talk about is we're here to talk about , or talk to the residents , talk to the locums , docs , as well as talk to somebody attending about out there , about disability insurance , because , look , you know , you throw in all the things that we just don't learn about .
High up there is actually financial advice right , we got investing . That sometimes can be you want to stick your head in the sand with , but also now we got disability insurance and all the different type of insurance quotes and numbers . So let's jump right into it .
I know that docs , particularly medical residents we're at a point where now you've already spent four years in college . You did four years of medical school , maybe a little bit more four or five in med school , and now you're probably in your first or second year of residency . And here comes Stephanie Pearson talking about docs .
You need to protect your greatest investment , which is , you know , your physical ability to do your practice . But the resident is going to come back to you and say , doc , I got debt . You know , I got a bunch of student loan debt that I'm trying to pay for .
I just got this new check , this new salary that I'm trying to figure it out with and I'm trying to save money . I don't have room time to get disability insurance . Dr Stephanie , what do you say ?
So I would argue that this is one of , if not the most important thing that needs to happen while you're in training , and I'm probably in a small handful of brokers that will tell residents just because and actually I tell everybody , so it's not just residents , I also tell attendings just because you qualify for a certain amount of benefit doesn't mean that you
need to purchase it all , and one of the biggest things with getting it in training different from when you become an attending is that all of the carriers offer discounts to trainees and once you lock that discount in , every dollar that you purchase moving forward is discounted , and you're never going to be younger than you are when you start training , and so a
lot of times what we'll do is kind of reverse engineer a policy early in training . I guess I should take a step back .
There are currently five major companies that offer specialty specific on occupation policies for physicians , so it's not a giant playground , and each of them has different discount programs and they'll let you kind of get your foot in for a small benefit , and so what we can talk about is okay , can you spend $50 a month ? Right , can you spend $25 ?
a month . Can you get it that low ?
We can Not for most women .
sorry , ladies , but we can Women get screwed with disability insurance ? I'll be honest with you , we do .
Women pay almost twice as much as men . Thankfully , we get a little bit of break on the life insurance side . It's more expensive for men Not entirely a sexist , as it appears . It is based on true actuarial data that says women leave the workforce more often than men because of injury or illness .
Men tend to die younger and more successfully at their own hands and there's a big misconception that life insurance doesn't pay for suicide . A lot of the better companies will just not within the first two years that you buy the policy . And so that's kind of their catch right , you don't ?
want to think about it first .
Right . They don't want you purchasing a policy knowing that you're planning that . It was actually something really smart my husband made me do after I got hurt . I was not in a very good mental headspace but my injury didn't affect my mortality , it just affected my morbidity . And we got more life insurance for me .
And after I signed it he said , did you read it ? And of course I said no and he highlighted where it said that it would not pay for suicide for the first two years of the policy . And it was one of the smartest things he did because , admittedly , I was in a very dark place .
I had written letters , I had a plan and at that point I was like I can't do it . I can't do that to my kids , more financially than mentally , which is messed up in its own vein , but that's what depression does .
And I remember we covered that in the previous episode where so much of your , in essence , your worth , excuse me , and what you can contribute to your family was related to what you did in the hospital as an OB-GYN , of course , and that's really tough and I think a lot of people think about it .
When you hear that , you're like , hmm , I wonder if I'm the same way . So when you're talking to residents and you're telling residents , okay , well , maybe for as cheap as $25 or $50 , they can protect , now , how does that work ? What exactly are they protecting ? Are they protecting their ability to bring in income ? Are they protecting their like ?
Get specific about that , because I think that's the part that I think a lot of residents we , even general doctors , don't really generally understand about disability insurance . What are you protecting ?
You are protecting your ability to earn money practicing what you have been trained and skilled to practice right . So I'm an OB-GYN . I was not cleared to operate . I was not cleared to do OB . I was a very prolific surgeon and that's how I made most of my money .
And I couldn't do either of those things , and so what my disability insurance did was pay me back a certain amount , and that's another place where people get a little bit confused .
Unfortunately , thanks to the physicians from the 80s , a lot of things had to change in the DI space when HMOs and health insurance kind of came in to play and a lot of the docs who were making a boatload right , we all know the docs in the 80s were like making a shit ton and then they stopped making that .
There was an interesting increase in bike accidents , golf accidents and , believe it or not , car accidents , and a lot of docs made claims and actually bankrupted a couple of older companies . What Are you serious ? I swear I'm a dork . I love the history of medicine .
So because they weren't making as much as they were making before and they already had and they already had disability insurance . They were getting into these accidents . Whoa , that's crazy .
And what happened ? As does when things like this happen , legislation got involved and now we're not supposed to be able to be fully insured , meaning we can't make you whole right .
You're covering a percentage of your income and it's all based on internal proprietary algorithms that the companies have , where we say okay , Dr Smith makes X dollars and has a group benefit of X dollars . What does Dr Smith qualify for ? It's not like you can say to me , steph . I want $20,000 a month in benefit . I'm willing to pay for it .
If the numbers don't work out , I can't make it happen . It's one of the most interesting sales positions in that I don't control the product , I don't control the pricing and I don't control how much I can get you . I can control education , advocacy and service right .
What if a resident comes back to you and says , well , look , I'll take my chances , I'm young , Like , what's the likelihood of them ? What's the likelihood of a claim ? Or do you have that ? What's the likelihood of a claim being , or someone getting injured in residency ?
Or just in general , do you have that statistics of someone getting injured while they're being a physician ?
So because of proprietary stuff , it's almost impossible to get that data If you look at national data , but it kind of encompasses everybody . The kind of rule of thumb is that one in four will experience a disability during their working career . So I don't have the ability to say , okay , 10% of residents or whatever .
I can say anecdotally that we've had clients go out in training . I also am friends with my disability lawyer and he has dozens of there's disability lawyers . We sometimes need the good guys . There are not good guys and good guys .
When you say disability , you talking about the injury , and the injuries the ones that we see on TV commercials , those type of so disability lawyers do not .
A good disability lawyer is usually not that shawarmy . I've never seen a commercial for a disability lawyer . You're usually seeing commercials for workman's comp or lips and falls ambulance chasers .
That's not the same thing .
Not the same thing . Got it okay , got it , and it's interesting because my case got challenged and I did need a lawyer . However , knock on wood , we've had over two dozen claims in the last year and a half and not a single one needed a lawyer .
I'd like to think that it's because I kind of helped them through the process in a way that I wasn't helped , but I'm digressing , sorry . The short answer is we don't actually know the percentage of physicians .
However , every year there are hundreds and hundreds of docs who leave and , interestingly , in our pocket , most of our clients that have gone out on claim have actually been under 45 . And I think that most people , when they think disability , they're thinking older , right , they're thinking cancer , stroke .
They're not thinking about breast cancer , which we're seeing younger , musculoskeletal issues Calming cancer Right .
Yeah , we're seeing that , yeah .
You know , I read somewhere in an ergonomics talk that surgeons are pretty much on par with your basic construction guys and it kind of makes sense . We put our bodies in really interesting positions .
I definitely see orthopedic surgeons , definitely Right .
And it's not a surprise , and think about how when people GI guys , they're scoping , they're moving their bodies we all do it . And random , random stuff too . I mean , we had two broken femurs , one literally just walking , and turned out that he had a undiagnostic vision .
I was about to ask is that a pathologic fracture ? Yeah , it was a pathologic fracture .
And then we had a gal get hit by a car walking across the street . Like accidents happen right .
See , it's funny . I'm glad you bring that up because I was thinking I'm a surgeon , trauma surgeon . We think the worst . I'm thinking like that you pick up a drinking habit , or you pick up you get hypertension through all the stress of all your attendings and so forth . But no , you're talking about real life , like A what if you develop cancer ?
What if you get hit by a car ? You are driving home , post call you got kicked and stuff . So the question I have for you then is okay , in that situation , the way to look at it if you're a resident is when you're your healthiest , the insurance is the cheapest right , correct .
You're the youngest , you're the healthiest and it's going to be the cheapest because it discounts .
And I didn't know that you could get it that cheap . I did not know . I thought it was like because I paid , like I got to be honest with you .
I had a certain company that I'll just say the initials with NW , but I was like in the high 200s in residency , 300s I think , and that was a bit of a struggle for me , but that was more budgeting of an issue . But I thought that was expensive , but I thought that I didn't not think that you can go cheaper than that you can .
And right now and I'm painting with a wide brush all the carriers have different little nuances , but all trainees qualify for a $5,000 a month benefit . Some companies have gotten a little bit higher . The rule of thumb again is men should expect to pay 1% to 3% of their gross income , women should expect to pay 2% to 6% .
That's total the entire year .
And I will tell you , with the discounts it gets lower than that . And I made a mistake . I didn't get it till I was in attending and in my , you know , say domesticist brain , I went back and ran numbers and I qualified for less and I paid more .
Because , again , if you remember when I said when you're , you know when you're in attending they look at how much you make , but they also look at your group benefits and group benefits often hurt us . They're way inferior and I didn't even qualify for a $5,000 benefit my first year as an attending .
So these are the benefits . When you say group benefits , that's the well . You have disability insurance as a resident . That's part of like all the residents get . That that's like a group coverage , but that's different than us talking about specifically in this situation , you purchasing your own disability insurance right Like the benefits Employer benefits .
See , I knew you . Yeah , there you go .
Okay .
¶ Understanding Disability Insurance Policies
Now you mentioned you mentioned there was some companies that make it the companies that you should go with . What are those ? Is it the top five or top seven companies ? So there's five .
So you have principal , standard , emeritus , mass mutual and guardian . They're considered the big five Prior to May of 2023 , ohio National was the sixth , but in May they dropped out of the individual disability space , just like MetLife did in 2016 .
Both of those companies , though , if you have a policy with them and you pay your premium , the policies are intact and protected . It's just that they're not writing new .
New ones . So you're grandfathered in if you hear your name with that company .
Yes , okay , so name those five companies , again Principal standard emeritus , mass mutual and guardian .
Okay , okay , all right .
Now , if you're an attending and you're listening to this show and you're like , look man , like my specialty , like I always get a letter from the American College of Surgeons , is this nice thick size envelope and it says that you can get disability insurance for this amount and this insurance is specifically tailored for members of the American College of Surgeons .
You're a surgeon , so why not buy it from us ? Because we know exactly what you go through , right , you get that letter so I could come back and tell you , dr Stephanie , like that's what I got or that's what I'm thinking about getting . I got a lot of money .
I got a lot of debt I don't have , and also my job whether it's private practice or , you know , the hospital based practice that I'm at they have group policy . Talk to me about that . I need to get my own disability insurance .
So three main reasons that we have issues with employer policies , and then I'll talk about association policies for a little bit . Most group employer benefits happen to be employer paid right . It's part of your benefits package . It's one box that you check off right During open enrollment .
They don't have to actually give you the policy which is mind boggling to me that's one of the bands of my existence is trying to get these full documents , but it comes down to taxation , ownership and language . If your employer is paying for your policy . Any money that you get from that policy is taxable income .
That policy you're paying for yourself with post tax dollars , so the benefit comes tax-free . Big difference between money that's getting taxed and money that's not getting taxed right .
Second , ownership so that $5,000 is not really $5,000 .
Not from a group benefit .
From a private yes , got you .
Ownership is the second . Most of these employer paid policies are employment dependent , so you walk away , it's not coming with you , and recent data shows that most of us will make three to five job changes during our working years , and so you may have been covered and then you You'll hear me applaud , not to cut you over , but I'm like , yes , we should .
The way how the job market is and the way it's contracting with all these mergers , you may have to make a move a couple of times .
So that makes sense , right , and so it doesn't go with you , but if you have a private policy , it's portable . I joke , it's like having it in your back pocket . I kind of age myself , I know it's really on a computer , but it's going to go with you wherever you go . Right , it grows up with you , is what I like to say . Right ?
The biggest issue , though , is language . Right , you want to know what you're actually covered for , and , unfortunately , these employer benefits need to be cheap . Right , the employer's covering everybody and they don't really want to pay out .
Now I get it .
Right . So a lot of them are somewhat misleading . They'll tell you that it's own occupation , but then you read the document and it may be own occupation for two years and then it switches to any occupation . Or the definition of own occupation is what's called held to the national economy or the local labor market .
It is not specific to what one employee does at one employer site . Well , you put a hundred surgeons up against a wall . You're not all doing the same thing . You're not practicing the same way , right ? You don't want to be compared to your neighbor .
You want to be covered for what it is you do day in and day out , and with a private policy , that's what happens . Also , most I've yet to see actually a group policy that doesn't do this . The definition for total disability is you can't do your job , as they've defined it , and you can't be gainfully employed .
And I will tell you that , for most of us who are type A and want to serve , even guys with TBIs and strokes have figured out how to be productive , if for no other reason , to get the hell out of your house . Most of us are not hardwired to stay at home and you don't want to have to worry about losing any or all of your benefit .
They've also gotten really creative . Most of them now will limit mental health and substance abuse to two years . They have this new category called subjective illnesses . That is including , but not limited to , pain , headaches , fatigue , ringing in the ears .
There's a giant list that they're only going to pay for two years , and this is specifically on the group side right . We're still talking about the inferiorities of group . So they suck .
Yeah , since COVID , yeah , yeah , since COVID . No , you know what ? It's better than nothing . And there are definitely people out there with complicated medical histories where I will say , look the group policy , it's better than nothing . Right , but in a lot of places it really does hurt us .
And since COVID we're seeing more policies that are not covering work related injuries or illnesses . I don't know how we're supposed to prove where we get sick , like it's a slippery slope . We've also started seeing group policies that limit musculoskeletal injuries and I already said that's the number one reason we go out .
Shoulders , necks , backs are huge and a lot of people don't realize that there's a limit . And so a lot of times people will come to me saying , oh , 60% of my income is covered , I'm fine . And then I get to be in this unenviable position where I say , hey , check page four . Did you see where it said 60% of your base , up to 10,000 a month ?
And then they're like malescaping . A lot of docs and academic settings have a very small base salary .
And then they get different plucks .
You get your RVU , you get your teaching stipend , you get your quality assurance stipend .
Listen up , listen up academics .
None of that is covered . None , it's your base . That's how they get you .
And again , there are times just like everything in medicine there are exceptions to the rule and there are times where I will actually say to somebody a group benefit needs to be part of your negotiation Because we're not going to be able to get you covered and you need to have something . And again , something's better than nothing .
But when we're talking about private policies , we get to make them as strong as we want . The one thing I'll say about association policies is if it looks too good to be true , it usually is . Oftentimes they also have some very interesting things snuck in .
As far as I can take the ACS , for instance I just reviewed theirs not too long ago you have to be full-time for it to be active . Well , how many docs do we know that are going part-time or cutting back for work-life balance ?
Or just do low-comes . How do you keep track of those numbers ?
Right , and so you have to be a paying member of the society , you have to be full-time . There are limits on when and how you can keep pace with your income . It may be that , oh my gosh , I just lost my train of thought .
Hold on , I just sticky . I'm telling you guys , she's surgical with this . She's surgical with this .
Sticky Again . I told you I'm old , right ? So their definition of total disability is you can't do your job and you can't be gainfully employed . So that's a modified total disability definition . Their residual benefit so a residual or partial benefit is a benefit that kicks in if you can do your job but not sustainably .
So think things that cause fatigue right MS , autoimmune diseases , early degenerative diseases , things where your treating physician is going to say look , you can do your job , but maybe you can only work four days instead of five , or six hours instead of 12 hours . You can actually still do what you're supposed to do . You're going to take a pay cut .
There are actually more residual and partial claims filed and paid every year rather than total , and I can again anecdotally tell you that every single one of my breast cancer survivors went back to work part-time during their treatment for their own well-being .
With the ACS policy you can only get a residual benefit if you're totally disabled first , and we see that in a lot of association policies . So that's a little bit wonky to me . I think it's misleading to say that they have a residual benefit if you have to be totally disabled first .
Now what about the locums realm ?
Let's jump into that . Yeah , so locums is really interesting .
When you're a locums doc , you are doing all of your benefits by yourself . Basically , You're paying for your health insurance by yourself . You probably have your own life insurance . You have all these different things , Right ? So they have no coverage . So what happens in that situation ? How are you paying for this ?
Everybody talks about tax benefit , this tax benefit that Should you pay for your disability insurance with your business money or with your salary money ? Can you clarify all that for us ?
So first things first . Who pays for it is an accountant question , but 99.9% of the times you want to pay yourself .
Remember , if your business pays for it , it's probably going to be taxable because you're going to end up writing it off from your business , so very , very rarely do I ever recommend that somebody pay for a private policy with their business money . You want to get your benefit tax-free .
¶ Navigating Disability Insurance Coverage for Locums
As far as locums go , it's really been interesting . When I started doing this about seven years ago , no one covered locums . They basically looked at them as nomadic and how are they going to prove what they're doing ? And it was something I really fought hard for when I started doing this , because I said , look , these guys are the guys who really need help .
They don't have any group benefits , they're everything . They have no insurance . They're making decent money and a lot of them are practicing between 20 , 30 , 40 hours a week on average . And so over the last couple of years , each of the carriers has come out with how they're willing to cover , and it is carrier-dependent Some of them it's based on .
Are you going straight from training to being a locum ? Are you going from being a W2D attending to locums , or have you already been doing locums a while ? And then they kind of come up with what that math looks like . And again , sometimes there's creative accounting .
If you've created an LLC for yourself or something like that , we can only cover what Uncle Sam sees that you're making . And so sometimes private docs , locums they have good accountants so they don't pay a ton of taxes . There's a lot of write-offs , but then unfortunately I can't cover it all . Got you ?
But so if you normally are , if you're a normal salary , so basically what you're saying is , if you're a normal salary is like $200,000 , but your company pays you the equivalent of $75,000 , you can only insure that 75,000 . The 75,000 . Yeah , people listen up , however , listen up .
Because I think it's a huge win for physicians that most of the companies will now cover locums . It's just that we have to prove contracts upfront right and prove that somebody really is going to be working at least 20 to 30 hours a week .
And I say 20 to 30 because in the insurance space full-time is 30 hours a week , part-time is 20 to 30 hours a week and also when I started doing this , there was only one company that would cover part-time physicians and now most of them will . It's just there's a couple little nuances .
But even docs , when people start their own practices right and they're not up and running , they still need to be covered , but they may not be doing as much .
So you're saying , if so , in that situation where you're a locum's doc or you're transitioning to locums or you're starting your own practice , you still recommend getting private disability insurance . It's just that it's going to look a little different .
Everyone who needs their income should have disability insurance . And I tell people and maybe the salesiest thing that I say but if you imagine that your last paycheck was really your last paycheck , would you be okay ? And for most of us the answer is no . Right , maybe you have three to 12 months of emergency savings , right ?
Maybe it makes a huge difference in how you kind of can move forward , reinvent yourself , make sure that you don't have to sell your house , you don't have to take your kids out of school . It's huge , you know , and everybody talks to us about needing life insurance . When you have dependents , you need to have homeowners or house insurance .
What are the real odds that your house is going to catch on fire ? It's really friggin' low , right ? We all have car insurance , we all have health insurance . A lot of people get their engagement rings insured , right . I think that's much rather lost my engagement ring than my ability to practice .
Fair enough , fair enough . Now , who should they be buying from ? Right , because you know , obviously you know folks like you , pearson and Ravitz , you guys are brokers , correct , explain to us . You know why folks listening Say again what that means . Yeah , explain to us what that means and how that works and stuff People . That's .
Another confusing thing for people also is you know the person who's trying to sell me insurance ? Should I be buying from the ? I don't know . Explain that to us , please .
So there's a little bit of semantics involved . So , if we're going true to term , there are agents and there are brokers . Agents work for a single company and are incentivized to sell that company . Brokers are independent . They make arrangements and agreements with all of the carriers and are not incentivized to sell one over another .
And you know , one of the things I always tell people is if you're speaking to somebody and they're only showing you one option , that's bad , that happened to me yeah . It happened to me too .
Yeah .
You know you want somebody who's going to go over at least a few options and go through what the nuances are . You know , what's good for you may not be good for me , and each carrier has something that's just a little bit different .
That makes it attractive , right , what you know I say that , like , certain things are real sexy in one household and not sexy at all in another household , right . And so you know you want somebody who's going to be impartial and go through a few options , that's really going to explain stuff and not just talk at you .
You know , I remember , you know , 20 years ago the guy came over . He showed me one thing . I had no idea what the hell he was talking about . He didn't really define things for me . I was brought up to trust right people and I'm like , okay , and I signed and I ended up with two policies because I got a long story short .
Neither of them were exactly what I needed and it was just that I wasn't educated right and I didn't know the right questions to ask and ultimately wasn't advocated for either .
When I had my problem and I called , he was like golfing in Florida and really couldn't be bothered because of the premiums possibly , you know , offer the commissions and stuff for me Go ahead please . That's another thing that , personally , was really important .
In our company , everybody is salaried , so our producers have no idea what our commission rates are at all . I actually , I don't even know what our commission rates are . Our CFO does . He happens to be my husband , so I'm hoping that he's not screwing me over .
I don't ever want one of our clients to question our ethics or to question our recommendations because it's not based on money . We give good people good jobs and they have benefits and you know all the things , which is a little bit different than historical traditional life insurance and disability insurance salespeople .
Well , if I must throw in , so probably for me , a little bit over 10 years ago , like 12 , 13 years ago , I met my insurance guy at a party , which was a red flag right there .
But the way in which , the way in which I got sold it was here's this one company and I'm going to sell you this one company , but I have the ability to sell all these other companies , but this one company is so badass that I don't feel like selling all those other companies and I fell for that . They remain to be named .
I will not name that company , I will not name that person , but it's the same thing it's like , rather than present me three other or two other or whatever . It was just no , this company is the best . I can sell all the other ones , but I feel so strongly about this one . You should go for that .
And everybody was sold the same thing and I just found out that it just I was overpaying . There was one point where we were paying more for our disability insurance that we were paying towards our student loans . It was a disaster . So now , like we have , I have my insurance through principal and my wife has it through a meritas .
And it's funny you bring them up in May of 2023 . They both changed their products as well .
Really .
And so I tell people that when I'm showing stuff now , because if somebody's comparing notes with a friend , if a policy was purchased before May of 2023 , they're not looking at the same policy . And it's been , did it ?
get worse , or did it get better ? It always gets worse .
Some of each , admittedly , some of each . Again , they , you know , it ends up being somewhat obvious to me who they don't want to cover for a while and they price out . So they all kind of ebb and flow over time . Got you , got you .
Well , but that's the reason why you're on this show , that's the reason why you're showing your expertise and that's the reason why you know your sponsor .
You know openly show guys she's a sponsor of this show is because we rock with her and we think that if you're going to buy disability insurance or life insurance , we can talk about that on a different episode .
You know that you're getting it from someone who has the heart of a teacher and or someone who kind of went through some bullshit which is what you did also and so you really know what you're talking about . So that's super , super important . Is there any like final parting thoughts that you want to leave us with Dr Pearson before we get on out of here ?
Listen , I do not want people eating cat food to have insurance right , so you need to think about what you have that you can put towards this and work with somebody who's willing to reverse engineer stuff as residents , because I get it . I lived paycheck to paycheck and wish that I had gotten it when I was a resident .
Boom , there it is , as Dr Stephanie Pearson , with Pearson and Ravich y'all . Once again , we're going to put her first episode with an extremely compelling story . We always talk about equating your self-worth with what you do on a job , but that's a really compelling story .
We're going to put that episode in the show notes so you can take a look and take a listen . Excuse me as to that episode , but once again , dr Stephanie , if people want to get in touch with you , people want to work with you , people want to purchase some disability insurance or life insurance , how do we do that ? How did they make that happen ?
Our website is PearsonRavitscom . I am Stephanie Pearson . On all social media platforms there's also .
I bet you 20 years ago you thought you'd never say something like that right .
No , I also would have never been happy with four computer screens . It's crazy If you would have told me .
Well , your life is used to looking at multiple strips , though on different screens , but not in this manner , though .
Yeah , yeah , but I am incredibly easy to find . Now . You can call the office 610658-3251 . You can email .
Truly a filling number . Yep , you can call the office 610658-3251 .
Carrier pigeon , whatever . But yeah , I am very easily accessible .
¶ Disability Insurance Deep Dive
Boom , there it is , guys , Dr Stephanie Pearson talking to us about disability insurance . What I learned from this is definitely the locums situation . So I'm going to be contacting my broker right now and be like yo what's the deal ? I've been in locums for the past five years . What's the scoop ?
But I appreciate it . You should be fine , though . You have a policy , so it should be automatically renewable and non-cancelable . You just want to make sure that you're not under insured .
Look at that . We need to do another episode where you like , deep dive me . That's what we should do . Like , I have all my financials , I'm not going to hide anything from you guys guys , I'm not going to hide anything from you guys .
I may redact , like , my social security number because I don't want you guys to create another account for me or get a HELOC under my name and stuff , but that's what we're going to do next time is seriously have you on and kind of do a deep dive on my disability insurance and tell me if I'm getting screwed or not .
I'm happy to do it babe .
All right . All right , dr Stephanie . We'll talk to you later .
Thank you for having me Love what you guys are doing .
Thank you .