Benefits Case #$3$ It is time for the annual review of benefit offerings at Duckworth Home Construction $($DHC$).$ Now with more than $1,500$ employees and expecting more growth in the next year, the director of compensation, Grace, knows that she must ensure that the benefits package is attractive to potential new employees while still meeting the needs of current employees. DHC has a diverse workforce that includes engineers, project managers, construction workers, real estate sales force and administrative staff. Grace believes that DHCs benefit package is good enough but has decided to advocate for a package that is better than good enough. Currently, DHC offers medical benefits, dental and vision, retirement savings, life insurance, market competitive paid time off, and a short$-$term disability insurance policy. Grace has looked carefully at the benefit utilization reports, and the annual employee engagement survey and finds that the current employee base is satisfied with their benefit offering. DHC is however, looking to retain employees for the long term, and a number of the responses on the engagement survey related to their employment at DHC$.$ All the employees seem to think that the company is on the right track, but they seem to be a bit concerned about their financial security. Grace believes this is because of external forces, including getting hurt on the job. Help Grace: Should she or should she not think about adding long term disability insurance? Should he make it available at a cost to the employees? Should she just offer a bare bones policy? Consider and answer: $1.$ How do disability insurance benefits differ from workers compensation?$2.$ If a company already offers short$-$term disability insurance, why should they consider long$-$term disability insurance?$3.$ Do you think the long$-$term disability insurance benefit would be a valuable addition to DHC benefit offerings? Should they include the partial disabilities coverage?