Blog Archives - Page 24 of 32 - CPS Special Risk Services

How A1C and Diabetic Control Affect Life Insurance Ratings

September 25, 2026May 7, 2021 by Tim Fuller

Underwriter reviewing medical and financial data with a client during risk assessment

In a diabetes case, one number tells underwriters more than any other: the A1C, which reflects average blood sugar over about three months. How good it is, and how consistent it’s been, can move a case several rate classes.

Key takeaways

A1C measures average blood sugar over roughly three months; lower and more stable is better.
Underwriters look at the trend across multiple readings, not a single result.
A 75-year-old Type 2 diabetic with A1C averaging 7.0 or better received a Preferred offer.

Diagnosed 10 years ago, A1C averaging 7.0 or better, age 75 — and the offer was Preferred.

Why A1C matters

Diabetes complications, including heart attack, stroke, kidney disease, and nerve and eye damage, are closely tied to long-term blood sugar control. A1C is the best single measure of that control, so underwriters rely on it heavily alongside type, age at diagnosis, treatment, and complications.

What underwriters look for

Several A1C readings over time, not just the most recent
A stable or improving trend
Readings close to the target set by the client’s doctor
No complications

Thresholds vary by carrier and rate class.

Examples

Type 2, age 75: diagnosed 10 years ago, A1C averaging 7.0 or better, 5’10” and 207 lbs, blood pressure 143/90, cholesterol 270 with a 6.0 ratio: Preferred.
Type 2, age 50+: excellent control with diet and oral medication, no complications: Standard Plus possible.
Type 1, over 50: excellent control, no complications: Table B possible.

See the diabetes underwriting guide and Type 1 diabetes.

Frequently asked questions

What A1C is good for life insurance?

Carriers set their own thresholds, but readings near the doctor’s target and stable over time get the best offers. Some well-controlled cases around 7.0 have received Preferred.

Do underwriters look at more than one A1C reading?

Yes. They prefer several readings over time to see the trend.

Can a diabetic get Preferred life insurance rates?

Occasionally, especially older Type 2 diabetics with excellent long-term control and no complications.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-25

Tim Fuller

President, SRS Inc.

Tim leads SRS Inc., a full-service IMO (Independent Marketing Organization) and BGA (Brokerage General Agency), connecting independent financial professionals with life, annuity, disability income, and long-term care solutions from 60+ carrier partners.

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Long-Term Care Planning for Family Caregivers

September 25, 2026May 6, 2021 by Tim Fuller

Adult daughter and her aging mother sharing a warm moment while discussing long-term care planning

Many people, especially women, spend years caring for others: children, spouses, parents. The people who provide the most care are often the least prepared for their own.

Key takeaways

Women tend to live longer than men (about 81 vs. 76 years at birth) and provide most family caregiving.
Married women often care for a husband first, leaving fewer assets for their own care later.
Widowed, divorced, and single women are more likely to have no spouse to care for them.

She cared for her parents, then her husband. When it’s her turn, who will care for her — and what’s left to pay for it?

Why caregivers need a plan of their own

Caregivers spend time, money, and energy on others, often at the expense of their careers and savings. Women in particular live longer and make up about two-thirds of nursing home residents. See why women may be the answer to your LTC sales.

Scenarios to discuss

Married couples: husbands often need care first, depleting assets the wife will need later. Make sure both spouses have a plan.
Unmarried partners: accessing a partner’s assets for care can be complicated. Shared-benefit designs can help.
Widowed or divorced: without a spouse or children nearby, there may be no one to provide care. See planning without children.
Adult children caring for a parent: buying their own coverage can bring access to caregiver support services, useful when an uninsured parent needs care.

Reaching caregivers

Women’s organizations, caregiver support groups, and community events are natural places to offer LTC education. Our team can help you plan seminars and materials.

Frequently asked questions

Why do women need long-term care planning?

Women generally live longer, are more likely to be caregivers, and are more likely to be widowed or single later in life.

What happens if a caregiver needs care herself?

Without a plan, she may have depleted savings caring for others and have no one to care for her, which is why her own coverage matters.

Can long-term care insurance help caregivers?

Yes. Policies can pay for professional care and often include caregiver training and support services.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-25

Tim Fuller

President, SRS Inc.

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The Two Job Offers: A Disability Scenario to Share With Clients

September 25, 2026May 5, 2021 by Tim Fuller

Professional working confidently at her desk, representing disability income protection

Clients understand disability insurance better when it’s framed as a choice they’d make themselves. This simple scenario does exactly that.

Key takeaways

Offer A: $100,000 a year, but you carry the full risk of losing income to disability.
Offer B: $98,000 a year plus a $65,000 annual benefit if you can’t work because of illness or injury.
At 35, lifetime earnings with 3% raises could exceed $5 million; the protection in Offer B could be worth about $2 million.

Would you give up $2,000 a year in salary to protect $5 million in future earnings? Most clients say yes immediately.

The scenario

Imagine you’re the primary earner for your family, and you have two job offers:

Offer A: $100,000 a year. If you become disabled, you’re on your own. At age 35, with 3% annual raises, your future earnings through age 67 could exceed $5 million.
Offer B: $98,000 a year, plus a guaranteed $65,000 annual benefit if a long-term illness or injury keeps you from working. If you were disabled at 35 and never returned to work, those benefits could total about $2 million.

Why it works

Almost everyone picks Offer B. The scenario shows that disability insurance is simply trading a small amount of income for protection of the rest. Social Security estimates just over 1 in 4 of today’s 20-year-olds will become disabled before full retirement age. See four misconceptions about disability.

The advisor’s job

Educate clients about the risk, then give them the chance to decide whether to transfer it to an insurance company. Tens of millions of working Americans have no individual disability coverage, and most were never asked.

Frequently asked questions

How much are my future earnings worth?

A 35-year-old earning $100,000 with 3% annual raises would earn more than $5 million by age 67.

What does disability insurance cost compared to income?

Many advisors target premiums of about 1–3% of income, similar to the trade-off in this scenario.

Why use a job offer scenario to explain disability insurance?

It frames coverage as a simple trade-off clients would make themselves, rather than a sales pitch.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-25

Tim Fuller

President, SRS Inc.

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Executive Bonus vs. Death Benefit Only Plans: Two Sides of the Same Coin

September 26, 2026May 4, 2021 by Tim Fuller

Advisor and client reviewing an advanced markets estate planning strategy in a private office

Every employer wants cost-effective ways to keep key people. Two of the simplest non-qualified benefits both use life insurance: the executive bonus plan, the most common, and the death benefit only (DBO) plan, the most overlooked. The biggest difference between them is control if the executive leaves.

Key takeaways

In an executive bonus plan the executive owns the policy; in a DBO plan the employer owns it.
Executive bonus premiums are deductible to the employer and taxable to the executive; DBO premiums aren’t deductible or taxable to anyone.
DBO benefits paid to the family are deductible to the employer and taxable to the beneficiary, and employer-owned coverage must meet notice and consent rules.

Both plans keep key people with life insurance. The difference is who keeps control if the executive walks out the door.

How each plan works

Executive bonus: the employer pays premiums on a policy the executive owns. The executive names the beneficiary and keeps the policy if they leave.

Death benefit only: the employer promises to pay a benefit to the executive’s named beneficiary if the executive dies while employed. The employer buys and owns a policy to fund that promise. Either plan can use permanent or term insurance. With DBO, many employers roll the policy out to the executive at retirement; even term coverage can be valuable then because of conversion privileges, especially if the executive has developed health issues.

Side-by-side comparison

Policy owner: Executive bonus, the executive. DBO, the employer.
Who pays premiums: The employer in both.
Premium taxation: Executive bonus premiums are generally deductible to the employer and taxable to the executive. DBO premiums are not deductible and not income to the executive.
Death during employment: Executive bonus proceeds go income-tax free to the executive’s beneficiary. Under DBO, the employer generally receives proceeds tax-free (if employer-owned life insurance notice and consent requirements are met), then pays the promised benefit, which is deductible to the employer and taxable income to the beneficiary.
After the executive leaves: Executive bonus, the executive keeps the policy. DBO, no benefit to the family; the employer still owns the policy.

Choosing between them

Executive bonus is simple and portable, which makes it a strong recruiting and reward tool, but it offers little retention on its own unless a restrictive endorsement or vesting schedule is added. DBO gives the employer more control and a strong incentive for the executive to stay, since the benefit ends with employment. See our articles on executive bonus plans and single vs. double bonus.

Contact us to talk through executive benefits and the business planning conversations you should be having with every business owner client.

Frequently asked questions

What is a death benefit only plan?

An employer promise to pay a benefit to an employee’s beneficiary if the employee dies while employed, usually funded by a company-owned life insurance policy.

Are DBO plan benefits taxable?

The benefit paid to the family is generally taxable income to the beneficiary and deductible to the employer. The employer usually receives the policy proceeds tax-free if employer-owned life insurance rules are followed.

Which plan is better for retaining key employees?

A DBO plan typically offers stronger retention because the benefit ends if the executive leaves. An executive bonus plan can add retention with a restrictive endorsement or vesting schedule.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-26

Tim Fuller

President, SRS Inc.

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How to Start the Long-Term Care Conversation: 8 Ways to Ease Into the Talk

September 25, 2026April 29, 2021 by Tim Fuller

Most people know they should talk about long-term care. Almost nobody wants to start. Whether it’s a client talking to aging parents or an advisor raising it in a review, the hardest part is the first sentence.

Key takeaways

Someone turning 65 today has close to a 70% chance of needing some form of long-term care, yet most have no plan to pay for it.
The easiest openings are indirect: someone else’s situation, a request for advice, or a comment made in passing.
If talking face to face is too hard, a letter or a more comfortable family member can get the conversation started.

Close to 70% of people turning 65 will need some form of long-term care. Most have never talked about how they’d pay for it.

Why the conversation matters now

Long-term care planning works best before it’s needed, while clients are healthy enough to qualify for coverage and have time to choose. Waiting until a health event forces the discussion usually means fewer options and higher costs. For clients, the talk is often with their own parents; for advisors, it’s with the client. The same techniques work for both.

8 ways to get the conversation started

Be open. Say you’d like to talk about the future and ask if they’re willing. Everyone thinks about these things.
Be reflective. Ask about their past and their parents, then move to the future: what they want most and what worries them.
Discuss someone else’s situation. A friend or relative dealing with care needs is a natural, low-pressure starting point.
Share an article. Pass along something on planning ahead or care costs and follow up.
Ask for advice. Mention you’re preparing a will or retirement plan and ask how they planned ahead.
Grab an opening. If someone says “I couldn’t stand living in a nursing home,” ask what they would want instead.
Write it down. A letter or email outlining your concerns lets them think it over first, which helps when families live far apart.
Get help. Someone else in the family, or a trusted advisor, may be the better person to raise it. What matters is that it gets done.

Turning the conversation into a plan

Once the topic is open, the next step is a needs discussion: where they’d want to receive care, who would provide it, and how it would be paid for. These three questions that demonstrate the need for LTC are a natural follow-up, and our LTC team can help you compare traditional, hybrid, and rider-based solutions.

Frequently asked questions

How do you bring up long-term care with aging parents?

Start indirectly: talk about a friend’s situation, ask for their advice on your own planning, or follow up on something they’ve said. Writing a letter can also help.

What percentage of people need long-term care?

Someone turning 65 today has close to a 70% chance of needing some type of long-term care services, according to federal estimates.

When is the best time to plan for long-term care?

Before it’s needed, ideally in a client’s 50s or early 60s, while they’re healthy enough to qualify for coverage.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-25

Tim Fuller

President, SRS Inc.

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The 3 Types of Disability: Presumptive, Total, and Partial

September 25, 2026April 28, 2021 by Tim Fuller

Ask clients to picture a disability and most imagine a catastrophic accident. That’s the least likely scenario. Understanding the three types of disability helps clients see why partial benefits matter.

Key takeaways

Accidental injuries cause a small share of disability claims; most come from illness.
Disabilities fall into three categories: loss of use (presumptive), loss of ability (total), and loss of income (partial).
Many claims are partial, so a partial or residual benefit should be part of nearly every recommendation.

Many disability claims are partial: the client can still work, just not fully. Without a residual benefit, the policy may not pay.

Loss of use: presumptive disability

Permanent loss of sight, hearing, speech, or use of hands or feet. Most policies treat these as total disability automatically, even if the insured can still work.

Loss of ability: total disability

Inability to perform the substantial and material duties of one’s occupation. Common causes include heart attack, stroke, and back injuries.

Loss of income: partial disability

The insured can do some duties, or all duties for less time or less effectively, and loses income as a result. Conditions such as multiple sclerosis, cancer, arthritis, and diabetes often cause partial disabilities.

Why residual benefits matter

Because so many claims are partial, always include a partial or residual disability benefit. For severe cases, consider a catastrophic disability benefit rider.

Frequently asked questions

What are the types of disability in disability insurance?

Presumptive (loss of use), total (loss of ability to do one’s job), and partial or residual (loss of income from reduced ability).

What is a residual disability benefit?

A benefit that pays a proportion of the monthly benefit when a disability reduces income but the insured can still work part-time or in a limited way.

Are most disabilities caused by accidents?

No. Most disabilities are caused by illnesses.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-25

Tim Fuller

President, SRS Inc.

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Valuing an In-Force Life Insurance Policy for Tax Purposes

September 26, 2026April 27, 2021 by Tim Fuller

Happy family of four laughing together on the couch, representing life insurance protection

When a life insurance policy changes hands, someone has to put a value on it, and the IRS cares a great deal about that number. Yet there is no single, simple rule for valuing an in-force policy. The good news for advisors: determining value isn’t your job, but you can make the process much easier.

Key takeaways

Policy value matters whenever ownership changes: rollouts from a business, distributions from a qualified plan, gifts and sales.
In most of these transfers, both parties benefit from a low value, which is exactly why the IRS scrutinizes them.
Advisors shouldn’t render a value opinion; request the carrier’s Form 712 and related values and give them to the client’s CPA, attorney or appraiser.

It is not the insurance advisor’s responsibility to determine a policy’s value, nor should you try.

When policy valuation matters

Fair market value is generally the price a willing buyer and willing seller would agree on, neither under pressure and both knowing the relevant facts. Life insurance transfers rarely look like that. Common situations include:

Business to employee: an employer rolls a key person policy out to a retiring executive. The employer may be glad to undervalue it so the employee reports less income.
Qualified plan distributions: the plan trustee doesn’t care about the value, but the participant who must report it as income, possibly with a 10% early distribution penalty, prefers it low.
Gifts: the donor is already in a giving mindset, so a lower value simply means a smaller taxable gift.

Because the parties’ interests often line up rather than conflict, the IRS takes a close look.

Why there’s no easy answer

Congress, the IRS and the courts haven’t produced one clear framework. Instead, taxpayers face a patchwork of rules that vary with the type of transfer, the type of policy and interpretation of the facts. Different contexts may point to different measures of value.

What advisors should do

Rendering a valuation opinion is outside an insurance advisor’s professional role. What you can do is request the carrier’s Form 712 or a similar valuation statement. You may receive several figures, such as:

Interpolated terminal reserve (the most common)
Accumulated cash value and cash surrender value
PERC (premiums, earnings, reasonable charges) value
Premiums paid
Tax and statutory reserves

Pass these to the client’s attorney, CPA or qualified appraiser to support their valuation. That’s more help than most advisors provide. Our article on gifting strategies covers one situation where valuation often comes up.

Frequently asked questions

What is Form 712?

A life insurance statement issued by the carrier that reports policy values. It’s used for estate and gift tax returns and is often a starting point for valuing a policy that is transferred.

What is interpolated terminal reserve?

An actuarial reserve value, adjusted for the point in the policy year and unearned premium, commonly reported on Form 712 as one measure of a policy’s value.

Should the insurance agent determine the policy’s value?

No. Advisors should provide carrier-reported values and let the client’s tax professional or appraiser determine the value used for tax reporting.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-26

Tim Fuller

President, SRS Inc.

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Thinking Beyond the Guarantee: Matching Life Insurance Design to Each Client

September 26, 2026April 26, 2021 by Tim Fuller

Advisor presenting a client outreach marketing plan on a whiteboard to a colleague

Guaranteed universal life has earned its place as a low-cost way to lock in a lifetime death benefit. But no two clients have the same goals, and a guarantee-only design isn’t right for everyone. Today’s permanent products can combine cash value potential, long-term guarantees and long-term care benefits in one policy.

Key takeaways

Guaranteed death benefit products are a strong fit for pure legacy needs, but they typically build little cash value.
Indexed and other flexible designs can offer growth potential with protection against market losses, plus optional death benefit guarantees.
Long-term care and chronic illness riders let clients accelerate the death benefit for care costs if they need it.

A guaranteed death benefit is a great solution for some clients, but not for all of them.

Where guarantee-focused products shine

For clients whose only goal is a guaranteed death benefit at the lowest premium, such as estate liquidity or a fixed legacy, guaranteed UL remains an efficient choice. The trade-off is limited cash value and flexibility if the client’s needs change.

What flexible designs add

Many carriers now offer competitive permanent products designed to meet a wider range of goals:

Cash value accumulation with upside potential tied to an index, and a floor that protects against market downturns
Long-term death benefit guarantees available on some designs through riders or secondary guarantees
Access to cash value for emergencies, opportunities or supplemental retirement income

Adding long-term care protection

Close to 70% of people turning 65 will need some long-term care. Affordable LTC and chronic illness riders let clients accelerate their death benefit to pay for qualifying care, so one policy addresses both a legacy goal and a care risk. See our articles on the LTC rider and asset-based LTC.

Come prepared with options

Before your next meeting, think about which design matches each client’s priorities: lowest guaranteed cost, cash value, flexibility or care protection. Contact our Life Sales team for product comparisons and illustrations across carriers.

Frequently asked questions

What is guaranteed universal life?

A permanent life policy designed mainly to provide a guaranteed death benefit to a chosen age, often for life, at a lower premium than cash-value-focused designs. It typically builds little cash value.

Can a policy offer both cash value growth and guarantees?

Some can. Certain indexed and universal life products offer secondary or rider-based death benefit guarantees while still building cash value. Features and costs vary by carrier.

What does an LTC rider on life insurance do?

It lets the insured accelerate part of the death benefit to pay for qualifying long-term care. Benefits used for care reduce the death benefit.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-26

Tim Fuller

President, SRS Inc.

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Life Insurance for Adventure Hobbies: Removing Avocation Flat Extras

September 25, 2026April 23, 2021 by Tim Fuller

Mountain climbing, scuba diving, auto racing, and private aviation can all add a flat extra to a client’s premium. Some carriers now have programs that can remove it for experienced, careful participants.

Key takeaways

High-risk hobbies (avocations) are often rated with a flat extra charge per $1,000 of coverage.
One upgrade program can remove flat extras of up to $2.50 per $1,000 for certain avocations, on term and permanent plans.
An experienced 37-year-old climber went from a $2.00 permanent flat extra to Standard Non-Tobacco with no flat extra.

Initial offer: a $2.00 per $1,000 permanent flat extra. After the upgrade program: Standard Non-Tobacco, no flat extra.

How avocations are underwritten

Carriers rate risky hobbies based on the activity, the client’s experience, frequency, and specifics such as altitude, depth, or type of aircraft. The usual result is a flat extra: a fixed charge per $1,000 of coverage added to the premium, sometimes for the life of the policy.

The upgrade program

One carrier’s upgrade program may remove a flat extra of up to $2.50 per $1,000 for certain avocation scenarios. It’s available on both term and permanent plans.

Case study: an experienced climber

37-year-old male non-smoker seeking $1 million of term
Healthy, with normal build, blood pressure, and cholesterol; no adverse family history
12 years of trail, rock, and mountain climbing; climbs only in groups
4–5 climbs a year in the Pacific Northwest; highest elevation 13,000 feet
Climbing difficulty YDS class 5.0–5.4

Initial assessment: a $2.00 per $1,000 permanent flat extra. Under the program: Standard Non-Tobacco, no flat extra.

How to present an avocation case

Complete the carrier’s avocation questionnaire in detail: years of experience, frequency, certifications, and safety practices such as climbing with a group or diving with a buddy. The more specific the answers, the better the chance of a favorable decision. Our Underwriting Team can tell you which carriers treat each activity best.

Frequently asked questions

Does rock climbing affect life insurance rates?

It can. Carriers may add a flat extra depending on the type of climbing, altitude, and experience. Some programs can remove it for experienced climbers.

What is a flat extra on a life insurance policy?

An additional charge per $1,000 of coverage, added to the premium for a set period or permanently, to cover a specific extra risk such as a hobby or occupation.

Which hobbies can cause a life insurance rating?

Common examples include mountain climbing, scuba diving, auto racing, private aviation, and skydiving.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-25

Tim Fuller

President, SRS Inc.

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Selling Long-Term Care Insurance to Small Business Owners: Lead With Taxes

September 25, 2026April 22, 2021 by Tim Fuller

Selling long-term care to individuals is often emotional. Selling it to business owners is a logical conversation about finances, and the best opening is usually taxes.

Key takeaways

Businesses can use company dollars for LTC premiums and deduct them, with the amount depending on business structure.
C-corporations can generally deduct the actual premium for owners, spouses, dependents, and a chosen class of employees.
Sole proprietors, partners, and LLC owners can generally deduct premiums up to the IRS age-based eligible premium limits.

Try: “If I could show you a way to reduce your business’s tax burden while protecting your own retirement, would you be interested?”

The opening line

Business owners are always looking for tax savings. “If I could show you something that could help your business reduce its tax burden, would you be interested?” opens the door without leading with illness or aging.

How the deduction works by business type

C-corporations: can generally deduct the actual premium paid for owner-employees, their spouses and dependents, and a designated class of employees. The benefit generally isn’t taxable to the employee.
Sole proprietors, partnerships, LLCs, and S-corp owners (over 2%): can generally deduct premiums for themselves, spouses, and dependents up to the IRS age-based eligible premium limit, adjusted each year.

Rules have nuances, so confirm details with the client’s tax advisor. More in four ways LTC insurance provides tax advantages.

Expanding the sale

Once the owner is covered, key employees are the natural next step, sometimes with multi-life discounts. See multi-life LTC prospecting and executive bonus plans with LTC benefits.

Frequently asked questions

Can a business deduct long-term care insurance premiums?

Yes. C-corporations can generally deduct the full premium; self-employed owners can generally deduct up to IRS age-based limits.

What is the eligible LTC premium limit?

An annual, age-based cap set by the IRS on how much of a tax-qualified LTC premium counts as a deductible medical expense.

Are employer-paid LTC premiums taxable to employees?

Generally not for tax-qualified policies paid by a C-corporation, though rules vary by business structure.

50+ Years in Business60+ Top-Rated Carriers★★★★★ Rated by Advisors

Reviewed by Tim Fuller on 2026-09-25

Tim Fuller

President, SRS Inc.

Connect on LinkedIn →

Why A1C matters

What underwriters look for

Examples

Frequently asked questions

Tim Fuller

We’re Here to Help

Why caregivers need a plan of their own

Scenarios to discuss

Reaching caregivers

Frequently asked questions

Tim Fuller

We’re Here to Help

The scenario

Why it works

The advisor’s job

Frequently asked questions

Tim Fuller

We’re Here to Help

How each plan works

Side-by-side comparison

Choosing between them

Frequently asked questions

Tim Fuller

We’re Here to Help

Why the conversation matters now

8 ways to get the conversation started

Turning the conversation into a plan

Frequently asked questions

Tim Fuller

We’re Here to Help

Loss of use: presumptive disability

Loss of ability: total disability

Loss of income: partial disability

Why residual benefits matter

Frequently asked questions

Tim Fuller

We’re Here to Help

When policy valuation matters

Why there’s no easy answer

What advisors should do

Frequently asked questions

Tim Fuller

We’re Here to Help

Where guarantee-focused products shine

What flexible designs add

Adding long-term care protection

Come prepared with options

Frequently asked questions

Tim Fuller

We’re Here to Help

How avocations are underwritten

The upgrade program

Case study: an experienced climber

How to present an avocation case

Frequently asked questions

Tim Fuller

We’re Here to Help

The opening line

How the deduction works by business type

Expanding the sale

Frequently asked questions

Tim Fuller

We’re Here to Help

Tim Fuller