Fires were the most costly claim in 2009 for the Indianapolis 46256 area.  These damages averaged $39,899 per claim. 

Most people just think of homeowner’s insurance as something they have to buy because their mortgage requires it.  Not only is it a requirement if you have a mortgage balance on your home, the insurance coverage you choose determines whether you can afford to stay in your home after a devistating event.

One of the worst things a homeowner can do is purchase an insurance policy because of price along.  The value of your policy should be considered by the benefits you receive relative to the cost of the premium.  Check the claims reputation of your insurance company and always review your policy at least once each year with your agent to make sure that your family’s insurance needs are being met. 

Life changes quickly.  Make sure your policy stays up with those changes.

Enjoy life knowing you’re protected from the unexpected.

Insurance on Rental Cars

The rental-car clerk will offer you a collision-damage waiver (sometimes called a loss-damage waiver), which can cost $10 to $20 per day. The CDW shields you if the rental car is damaged or stolen. But as long as the rental is for personal use and you have collision coverage in your own auto-insurance policy, you’re covered without the CDW (with the same deductibles that apply to your own car).

Your credit-card benefits supplement your auto coverage. Most cards will pick up your deductible, and premium cards offer beefier coverage. Keep in mind that credit-card protection doesn’t include liability. And if you’ve dropped comprehensive or collision coverage on your policy, the rental car will not be covered if it is stolen or damaged in an accident.

Not drugs. Not alcohol. Driver error was the number one cause of fatal car crashes involving 16- and 17-year-old drivers according to a recent study. Limiting the number of passengers and discouraging distractions — like talking on the phone, sending text messages and changing music on the radio or MP3 player — can help keep teen drivers safe. For more tips and resources to help promote safe teen driving in your community, go to allstate.com/teen. Ask me for more resources that can help stop this killer in its tracks. Ask your Allstate agent, here at the Ranek-Spurgeon Group, for more resources that can help stop this killer in its tracks.

The Department of Labor’s Employee Benefits Security Administration COBRA page now has available updated Model Notices, Application for Expedited Review of Denial of COBRA Premium Reduction, Fact Sheet, and Frequently Asked Questions (FAQs) that reflect the provisions of the Continuing Extension Act of 2010. They are available at http://www.dol.gov/COBRA 

 ARRA, as amended by the Continuing Extension Act of 2010 (CEA), mandates that plans notify certain current and former participants and beneficiaries about the COBRA premium reduction. The Department created model notices to help plans and employers comply with these requirements. Each model notice is designed for a particular group of qualified beneficiaries and contains information to help satisfy ARRA’s notice provisions, including those amended by CEA.

Model Updated General Notice Plans subject to the Federal COBRA provisions must provide the updated General Notice to all qualified beneficiaries (not just covered employees) who experienced a qualifying event at any time from September 1, 2008 through May 31, 2010, regardless of the type of qualifying event, and who have not yet been provided an election notice. This model notice includes updated information on the premium reduction, as well as information required in a COBRA election notice. Note: Individuals who experienced a qualifying event that was a termination of employment from April 1, 2010 through April 14, 2010 may not have been provided proper notice. Those individuals who have not been provided any notice must get the updated General Notice and receive the full 60 days from the date the updated notice is provided to make a COBRA election. Those individuals who have been provided a notice that did not include information related to the most recent extension must also be provided this updated information.

Depending on the specific circumstances, either the Supplemental Information Notice or the Notice of Extended Election Period may be used. See below for additional details. Model Notice of New Election Period Plans subject to continuation coverage provisions under Federal or State law should provide, within 60 days of the date of the termination of employment, a Notice of New Election Period to all individuals who: experienced a qualifying event that was a reduction in hours at any time from September 1, 2008 through May 31, 2010; subsequently experience a termination of employment at any point from March 2, 2010 through May 31, 2010; and either did not elect continuation coverage when it was first offered or elected but subsequently discontinued the coverage. Generally, individuals who have experienced a qualifying event that consists of a reduction of hours and who, from March 2, 2010 through May 31, 2010, experience an involuntary termination of employment must be provided this notice within 60 days of the event. Additionally, CEA provides that for the April 1, 2010 through April 14, 2010 period, the notice requirement attaches to any termination of employment.

The Department strongly recommends that notice be provided to individuals who experienced any termination of employment because employers may be subject to civil penalties if it is later determined that the termination was involuntary and notice was not provided. Model Supplemental Information Notice Plans that are subject to continuation coverage provisions under Federal or State law should provide the Supplemental Information Notice to all individuals who elected and maintained continuation coverage based on the following qualifying events: all qualifying events related to a termination of employment that occurred from March 1, 2010 through April 14, 2010 for which notice of the availability of the premium reduction available under ARRA was not given; or reductions of hours that occurred during the period from September 1, 2008 through May 31, 2010 which were followed by a termination of the employee’s employment that occurred on or after March 2, 2010 and by May 31, 2010.

For the first item above, plans must provide this notice to all individuals with a qualifying event related to any termination of employment if they have not already been provided notice of their rights under ARRA. This notice must be provided before the end of the required time period for providing a COBRA election notice.

For the second item above, generally, individuals who experience an involuntary termination of employment from March 2, 2010 through May 31, 2010 after experiencing a qualifying event that consists of a reduction of hours must be provided this notice within 60 days of the termination of employment. However, as noted above, CEA requires plans to provide notices to all individuals with qualifying events related to any termination of employment that occurred from April 1, 2010 through April 14, 2010. In those cases, this notice must be provided before the end of the required time period for providing a COBRA election notice.

Because employers may be subject to civil penalties if it is later determined that the termination was involuntary, the Department strongly recommends that notice be provided to individuals who experienced any termination of employment. Model Notice of Extended Election Period Plans that are subject to continuation coverage provisions under Federal or State law must provide, before the end of the required time period for providing a COBRA election notice, the Notice of Extended Election Period to all individuals who: experienced a qualifying event that was a termination of employment at some time from April 1, 2010 through April 14, 2010; were provided notice that did not inform them of their rights under ARRA, as amended by CEA; and either chose not to elect COBRA continuation coverage at that time or elected COBRA but subsequently discontinued that coverage.

Model Updated Alternative Notice Insurance issuers that offer group health insurance coverage that is subject to comparable continuation coverage requirements imposed by State law must provide the Alternative Notice to all qualified beneficiaries, not just covered employees, who have experienced a qualifying event through May 31, 2010.

However, because continuation coverage requirements vary among States, this notice should be further modified to reflect the requirements of the applicable State law. Issuers of group health insurance coverage subject to this notice requirement should feel free to use the model Alternative Notice, the model Notice of New Election Period, the model Supplemental Information Notice, the model Notice of Extended Election Period, or the model General Notice (as appropriate).

We recommend to our clients that they should consider the following options to put their tax refund to work for them:

• Set up an emergency savings fund. Simply essential. The old conventional wisdom advised saving enough money to cover three to six months of unemployment. Many financial professionals now recommend keeping enough money stashed away to cover six months to one year of unemployment.

• Buy life insurance. Many people have only the life insurance plans offered by their employer. But your family needs protection whether you’re working or between jobs. There are two basic types of life insurance: term and permanent.  A financial professional can help you determine the type and amount of protection you may need.

Enjoy life knowing that you’re protected from the unexpected!