Company executives often suffer from something we refer to as "reverse discrimination". This is a result of two issues inherent in most plans.
Plan maximums may unfairly limit the coverage available to higher paid executives, leaving them with inferior protection relative to their earnings.
Secondly, the "benefits spend" is often measured as a percent of payroll. That measure is considerably lower for your most valued and highest paid employees.
In addition, given their impact and influence on corporate direction and performance, it is wise to consider additional protection for those key to the company's future.
