Insuring Valuables
Nothing says “I love you” like a sparkling diamond necklace or a designer watch. However, in the event of a loss, nothing causes more heartache than learning that you’re underinsured. While insurance can’t ease the actual heartache from the loss a valuable item there are affordable additional coverage options to help ease the financial burden.
The Basics
Standard homeowners, condominium, or renters insurance policies include a limited amount of coverage for jewelry and other valuable items. However, many policies limit the dollar amount of coverage for the theft or loss due to a covered peril of such items. To properly protect certain types of valuables, additional coverage is available through a policy endorsement or floater.
Endorsements
Endorsements are additions to your homeowners, condominium, or renters insurance policies that change or add to the policy’s provisions. The endorsement can cover property otherwise excluded from a basic homeowners insurance policy, extend the number of perils included, or increase the amount paid for a covered loss. The items of value are “scheduled” on a list that includes a brief description and the item’s dollar value.
An appraisal or sales receipt is typically required to determine each item’s value. This will help ensure that, in the event of a covered loss, the amount of insurance is enough to cover the repair, replacement or cash payment of the item. Items scheduled are typically not subject to the policy deductible.
Floaters
A separate personal articles floater policy may be used to schedule your valuable property that is subject to special limits under basic homeowners coverage.
Once you have an endorsement or floater, it is important to periodically review your policy’s coverage limits to minimize the likelihood of being underinsured due to outdated appraisals and inadequate limits of insurance.
The Cost of Coverage
The cost of coverage varies depending on the item, but typically the fee is nominal. Our personal lines team of professionals can provide you with more information about coverage and an estimate for the cost of scheduling an item.
We’re Here to Help
Before a thief steals your possessions or your precious jewelry becomes lost, contact INSURICA to learn more about the affordable ways we can help you protect the things you value most.
Source: This article is provided for informational purposes only. The information provided herein is not intended to be exhaustive, nor should it be construed as advice regarding coverage. Eligibility for coverage is not guaranteed and all coverages are limited to the terms and conditions contained in the applicable policy. © 2008, 2011, 2013, 2016 Zywave, Inc. All rights reserved.
About the Author
Share This Story
Related Blogs
RxDC Reporting: What Employers Should Do Before the June 1 Deadline
Each year, group health plans must report detailed prescription drug and healthcare spending data to the Centers for Medicare & Medicaid Services (CMS). This reporting—commonly referred to as RxDC reporting—is due by June 1 and applies to most employer-sponsored group health plans that offer prescription drug coverage.
Chronic Condition Management 2.0: GLP-1 Alternatives and New Digital Therapeutics
Chronic conditions have long been the primary driver of employer healthcare spending, but 2026 marks a turning point in how organizations are approaching prevention, treatment, and long-term management. With GLP-1 medications dominating headlines — and budgets — employers are urgently exploring complementary or alternative strategies that can improve outcomes without unsustainable cost growth. The result is a new wave of digital therapeutics, metabolic health programs, and integrated care models that promise a more balanced approach to chronic disease management.
The Return-to-Office Reset: How Benefits Are Being Re-Engineered in 2026
After several years of experimentation, many employers are tightening hybrid schedules or requiring more in-office days. This “return-to-office reset” is reshaping benefits strategies as organizations look for ways to support commuting employees, improve onsite experience, and maintain flexibility. What began as a workplace policy shift is now driving a broader rethinking of how benefits can reinforce culture, productivity, and retention.








