Unfortunately, the caretakers may sometimes find themselves in need of urgent care. When working in child care, you may run the risk of injury, as you may have to run around with kids who are unruly or may risk tripping while playing sports or other games. Moreover, since you may be sharing lots of toys, board games, art supplies, and electronics, there’s a genuine risk of infectious disease transmission in childcare settings. Although the World Health Organization lists non-communicable diseases as the top 7 out of 10 leading causes of death and disability, infectious diseases still shouldn’t be taken lightly, especially right now amid the era of COVID-19.
Even being forced out of work for a few days could mean the difference between whether or not you make certain expenditures. This applies doubly so to fields like childcare: with a BLS median salary of just $25,460 per year, childcare workers face a particularly dire risk of struggling with economic precarity.
To minimize the impact of that precarity, it would be wise to invest in disability insurance benefits. Disability insurance can keep you afloat through your benefit period (either months or years depending on the disability’s severity), and these benefits are typically paid out in monthly installments.
Ideally, these payments should be at least 60-80% of your pre-tax income, or roughly equivalent to your take-home pay. The policy should also clearly define:
If you work at a larger company, then your employer may offer comprehensive disability coverage in your benefits package. However, that coverage may be contingent on your working there. There isn’t always a guarantee that they will renew your plan. If you work at a smaller childcare facility, then those benefits may be harder to come by, assuming you’re even offered them.
If any of those circumstances apply to your situation, then you should consider going straight to an insurer, whether through an independent insurance agent or by contacting the company directly. Individual coverage will probably be your most affordable option. However, if you have partners or children who could risk disabling illnesses or injuries, you may want to consider a group plan.
The Council for Disability Awareness has claimed that 90% of disabilities stem from illnesses, not accident injury. Even if you think you’re “too young” to suffer such things, you’re not. Those same CDA analytics found that one in four 20-year-olds leave work due to disabling conditions. So don’t hesitate to seek disability insurance, and don’t hesitate to evaluate your plan carefully.
We never want the worst-case scenarios to happen, but it’s always good to have a contingency plan implemented if they do. Even if your contingency plan happens to fall through, you can supplant it with another contingency plan. If you or a loved one is a Chicago-area childcare worker who was recently sidelined by disability, then your contingency plan’s best contingency plan is Bartolic Law. We handle all manner of ERISA litigation disputes, and childcare disability benefits are no exception.
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