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iPMI Magazine successfully rebranded to iPMI Global in 2023 and has moved to a new home on the internet. To visit the brand new international private medical insurance business intelligence platform, please go to www.ipmiglobal.com

Bupa Arabia Launches “Tebtom” For Healthcare Advice

Bupa Arabia has launched for the first time in the Kingdom, “Tebtom”, going in line with their needs and requirements of the market, realizing the aspirations of members to receive the finest health insurance services to serve all Bupa Arabia members around Saudi Arabia. Part of the program is to provide advice and guidance on various health conditions or queries free of charge. Bupa Arabia has placed over 160 doctors to support the program, affirming the leading role Bupa Arabia takes in order to provide a niche and exclusive innovations in the world of healthcare and wellbeing.

Mr. Arif Hunashi, Chief Operating Officer at Bupa Arabia stated: “We, at Bupa, always strive to provide the best healthcare for you and your family and do not limit ourselves to merely providing the best high-quality health insurance services, but we go beyond - seeking to provide you with holistic healthcare in your daily lives.”

Any member can benefit from “Tebtom” program by calling the toll-free number 800 440 4040 and Bupa Arabia doctors will be glad to assist in inquiries and provide “Tebtom” program services ranging from: Bupa Doctor, International Second Medical Opinion, Maternity Care, Childcare, Chronic disease care, Elderly care and Cancer care.

“That is why we created “Tebtom” program, a set of unprecedented and unique healthcare services; to help you and your family get the most out of your social and professional lives. Upon joining our community through any of our healthcare programs, you will be automatically eligible for “Tebtom” program services, and without any additional fees. Tebtom will be your health companion wherever you are,” concluded Mr. Arif.

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Aetna International Appoints Executive Director, Distribution For Europe

  • Marco Bannerman moves to Dubai to lead sales in the Middle East

 Aetna International has announced the new appointment of Damian Lenihan as executive director, UK distribution.

Damian, who is currently sales and marketing director for dental support business DBG (UK) Limited, will join Aetna in mid-October.  Throughout his career Damian has held a number of senior leader and board member positions, including for Bupa UK and Bupa Care Homes.  In his new role, he will be responsible for leading and developing Aetna’s European sales and account management team.

Damian will take over from Marco Bannerman who has accepted a two year assignment in Dubai.  From mid-November Bannerman will become executive director, distribution MEA region, with responsibility for all sales across the region.

David Healy, Aetna’s general manager for Europe says, “We are delighted to have someone of Damian’s background joining the business.  He has the right mix of market exposure and strategic development experience to make a real impact on our future direction. Marco is as an accomplished and proven sales leader and we are delighted that he is developing his career and business management skills further within our MEA Region.  These senior appointments strengthen our presence in important strategic markets.”

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India Network Health Insurance Announces Health Insurance Plans For India-Bound US Citizens And Residents

India Network Health Insurance announced new plan options for India-bound visitors this holiday season. India Network now offers accident and sickness insurance plans for world-wide travelers, irrespective of the destination.

In recognition of the fact that the Government of India now offers visas on arrival for US citizens visiting India, it is expected many more US citizens are likely to be visiting famous Indian tourist spots such as the Taj Mahal. However, medical facilities in India vary quality; to serve this need, India Network teamed with GeoBlue to offer a plan that would help US citizens while traveling in India with any medical problems or accidents. The GeoBlue program offers a network of high quality medical facilities in India that meet US standards for treatment and offer medical evacuation in case of need.

In 2014, about 7.7 million foreign tourists arrived in India, a jump of more than 10 percent from the 2013. The increase in foreign tourists can be attributed to the government policies to ease travel to India and an e-travel visa facility for citizens of more than 113 countries worldwide. About 1.1 million United States citizens visited India during 2014, which tops the list of foreign nationals visiting India. In the first six months of 2015, about 5,778 US citizens utilized e-tourist visa facility offered by Government of India, and this number is increasing every month since inception of e-tourist visa program. However, there appears to be a void in providing high quality insurance coverage for US citizens while traveling to India . The new plan announced today will help these India-bound visitors with high quality insurance coverage that is offered by one of the most trusted brand of health insurance companies, Blue Cross Blue Shield of America.

An online application make it easy and convenient for anyone to apply for the plan through India Network Health Insurance Web site. Upon enrollment, a certificate of insurance coverage, along with other details such as providers in the destination country, will be electronically delivered. One requirement of this program is that the applicants must carry a valid health insurance coverage in the United States.

Dr. KV Rao, Founder President of India Network President stated that the recent welcome mat offered by the Indian Government is likely to contribute to a greater number of US citizens exploring India. The e-travel visit visa program makes travel to India easy for citizens of the eleven participating countries. India Network will be there to help them through this program.

 

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AIA Introduces Bold Changes To New Zealand Health Insurance Market

AIA signaled its growth intentions with enhancements to its personal product range, and launching with a new health product that lifts medical cover to $500,000, with a discount regime to make their insurance products more affordable for customers.

The new Real Health product introduces new $500,000 limits on surgical and non-surgical treatments, including new generation, non-Pharmac treatments for cancer, such as the innovative immunotherapy treatments, that are otherwise unaffordable for the average New Zealander.

Chief Executive Natalie Cameron says, “Our new Real Health policy directly addresses the affordability issues for these new treatments, but we’re also moving to address the general affordability of insurance cover for the average New Zealander by introducing a generous discount regime on premiums.”

AIA customers who purchase the Real Life policy together with other insurance policies receive an escalating discount per extra policy.

“The more policies that are bundled up, the greater the discount that is available,” Cameron says.

The two initiatives, taken together, will increase the number of New Zealanders gaining access to the latest life-saving drugs and treatments, she added.

“These new drugs and treatments are coming to market quickly and although there is uncertainty around when and how much they will cost, we can be sure that costs will continue to rise,” comments Cameron. “The insurance industry is about effectively managing risk and we are introducing this new product now in the expectation that New Zealanders will need that level of support in the near future.”

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Survey Reveals What Canadians Don't Know About Their Travel Health Insurance

Canadians need to better understand their travel health insurance policies if they want to ensure they aren't in debt for out-of-country medical expenses, based on findings from a Travel Health Insurance Association (THiA) survey.  Forty-seven per cent of respondents have never reviewed their policies even though 23 per cent have required medical care while travelling.

"Policies vary from provider to provider. It's important to understand what will impact your coverage for medical expenses outside of Canada, or even within Canada," said Alex Bittner, THiA President. "Everyone should have a carefree holiday and not worry about unexpected medical expenses".

A survey of Canadian travel insurance providers shows that more than 95.3 per cent of travel health claims are successfully paid. THiA wants to see this number increase. This year's survey was designed to identify the public's understanding of common factors that can lead to a claim being denied.  Some key points that travellers need to read and understand about their travel health insurance policies include the following.

Diagnostic tests or prescription changes

A claim can be denied if a physician orders you a diagnostic test or prescribes a change in medication prior to travelling.  If you have a pre-existing condition that you are looking to cover, it needs to be stable for a period of time as specified in the policy, meaning no change in health or even a change of meds (dosage or type).  More than 55 per cent of respondents did not realize that a blood test that indicates a change in health status could compromise their medical stability, and as a result their coverage. Sixty-four per cent do not realize that a change in prescription can qualify as a change in health status.   "I've coined it 'Doctor Disconnect'.  To have a physician unwittingly compromise travel insurance coverage is unfortunate.  None of us want that." said Bittner.  Education is key.

Travelling while pregnant

Most travel health insurance policies do not cover women more than 31 weeks pregnant. This means that any kind of health condition experienced after the specified period in the policy will not be covered. Forty-three per cent of respondents believe that pre-term infants are covered by travel health insurance when the reality is that virtually no policies cover pre-term infants born while travelling.  Neo-natal intensive care can bankrupt a family. Does this mean that the ever popular 'baby-moon' should be banned? Not necessarily but perhaps consider taking that last trip in the first half of the pregnancy, and realize that even if you are covered, the baby may not be.

Being intoxicated

Thirty-nine per cent admitted to being intoxicated while on vacation but a full 52 per cent admit to being unaware that an injury or illness that occurs with high blood alcohol levels can lead to a claim being denied.

Business travel requires travel health insurance too, especially for entrepreneurs

Less than one per cent of respondents purchase travel insurance when travelling for business. Many companies have extended travel health insurance but it's the travellers' responsibility to understand their coverage. Employee benefit plans also are subject to exclusions and limitations.  Small business owners should double check and ensure they have the necessary coverage.  And good news, it's tax deductible.

What constitutes an extreme sport?

Some policies consider hiking a form of mountaineering. Thirty-four per cent of those surveyed have hiked on vacation. Buying the wrong policy can be costly as a broken leg can cost up to $10,000 per day (and much more if there are complications) for medical treatment in the United States.

"We want people to have confidence in their travel health insurance policies. Understanding your policy and coverage will help ensure that you are looked after in the event of unexpected medical emergencies," said Bittner.

Three Golden Rules

THiA recommends that Canadians do the following to have carefree vacations:

  1. Understand your travel insurance policy – Insurance providers have staff available to answer any questions related to policies
  2. Know your health and consult a health care provider if you have any questions
  3. Know your trip - How long will you be gone? Are you a snowbird? Will you be travelling many times during the year? Do you plan to scuba dive? Some policies will be more suitable for you than others

 

 

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Employer Family Health Premiums Rise 4 Percent to $17,545 in 2015

Single and family premiums for employer-sponsored health insurance rose an average of 4 percent this year, continuing a decade-long period of moderate growth, according to the Kaiser Family Foundation/Health Research & Educational Trust (HRET) 2015 Employer Health Benefits Survey. Since 2005, premiums have grown an average of 5 percent each year, compared to 11 percent annually between 1999 and 2005.

The average annual premium for single coverage is $6,251, of which workers on average pay $1,071.  The average family premium is $17,545, with workers on average contributing $4,955.

The survey also finds that 81 percent of covered workers are in plans with a general annual deductible, which average $1,318 for single coverage this year. Covered workers in smaller firms (three to 199 workers) face an average deductible of $1,836 this year. That’s 66 percent more than the $1,105 average deductible facing covered workers at large firms (at least 200 workers).

Since 2010, both the share of workers with deductibles and the size of those deductibles have increased sharply. These two trends together result in a 67 percent increase in deductibles since 2010, much faster than the rise in single premiums (24%) and about seven times the rise in workers’ wages (10%) and general inflation (9%).

“With deductibles rising so much faster than premiums and wages, it’s no surprise that consumers have not felt the slowdown in health spending,” Foundation President and CEO Drew Altman said.

“Employees are benefiting from stable employer health benefits coverage and modest premium growth,” said Maulik Joshi, president of HRET, an affiliate of the American Hospital Association. “Also noteworthy is that many employers are tying financial incentives to employee participation in health and wellness programs.”

This year, 57 percent of employers offer health benefits to at least some of their workers, statistically unchanged from 55 percent last year. Offer rates vary by firm size, with 98 percent of large firms (200 or more workers) offering coverage, compared to less than half (47%) of the smallest firms (three to nine workers).

Beginning in 2015, employers with at least 100 full-time equivalent employees (FTEs) must offer to their full-time workers health benefits that meet minimum standards for value and affordability or pay a penalty. The requirement applies to employers with 50 or more FTEs beginning in 2016.

Of firms reporting at least 100 FTEs (or, if they did not know FTEs, of firms with at least 100 employees), 5 percent say that they offered more comprehensive benefits this year to some workers who previously were only offered a limited benefit plan, and 21 percent say that they extended eligibility to groups of workers not previously eligible.

Among employers with 50 or more FTEs (or, if they did not know how many FTEs, firms with at least 50 employees), 4 percent report that they changed some job classifications from full-time to part-time (less than 30 hours per week) so employees would not be eligible for health benefits, while 10 percent report changing some job classifications from part-time to full-time to enable workers to obtain coverage. Four percent also report reducing the number of full-time employees they planned to hire because of the cost of health benefits.

The survey provides an early look at employers’ response to the Affordable Care Act’s excise tax on high-cost health plans, sometimes called the “Cadillac tax,” which begins in 2018.

A majority (53%) of large employers (200 or more workers) offering health benefits say that they conducted an analysis to determine if any of their plans would exceed the Cadillac tax thresholds, and about one in five (19%) of this group say their plan with the largest enrollment will exceed the threshold amount. In addition, 13 percent of large firms offering health benefits say they have made changes to their plans to avoid reaching the excise tax thresholds, and 8 percent say they switched to a lower-cost health plan.

“Our survey finds most large employers are already planning for the Cadillac tax, with some already taking steps to minimize its impact in 2018,” said study lead author Gary Claxton, a Foundation vice president and director of the Health Care Marketplace Project.  “Those changes likely will shift costs to workers, but exactly how and how much will vary for individual workers.”

The survey also captures some steps employers have taken to limit their provider networks as a way to reduce costs: 9 percent of firms offering health benefits say that one of their plans eliminated a hospital or a health system from their network, and 7 percent offer a “narrow network” plan, generally considered more limited than the standard HMO network.

Many large employers offering health benefits offer health screening programs including health risk assessments (50%), which are questionnaires asking employees about lifestyle, stress or physical health; and biometric screenings (50%), which are in-person health examinations conducted by a medical professional.

The survey finds that 31 percent of large employers offering health benefits have a financial incentive for employees to complete health-risk assessments, and 28 percent have an incentive for employees to complete biometric screening.

The majority of large employers continue to offer wellness programs, such as smoking cessation, weight loss or other lifestyle coaching.  Thirty-eight percent of those offering one of these wellness programs provide a financial incentive for employees to participate or complete the program.  Among these firms, 15 percent offer a maximum incentive greater than $1,000 for all of a firm’s health and wellness programs, including any incentives for health screening.

 

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What Are The Key Differences Between An iPMI And A Local Insurance Plan?

In a recent International Private Medical Insurance Magazine executive round table business forum, we spoke with leading C-Level executives about the major differences between international private medical insurance plans and local insurance plans.

As expatriate hot spots around the world continue to mandate insurance cover for expatriate employees, under various visa and employment laws, questions from the business community continue to be raised. Issues focus around how new laws will help and assist expatriates and what levels of cover they may expect from local insurance plans.

GREGOR SCHULTE Globality Health: At their heart, international health insurance plans are designed to cover all costs of high quality medical care regardless of the location of the insured person and the standard of local health services. Whereas a local plan is designed to provide cover primarily in a single country, taking into account the insurance practice and requirements of that country, access to state healthcare provisions and treatment costs in local hospitals only.

Of course international plans offer cover that transcends borders and generally include benefits specifically applicable to expatriates, such as repatriation and evacuation cover, assistance services and benefits, portability and freedom to choose the healthcare provider. The result is that iPMI usually provides far higher levels of benefits than those available from ‘local’ schemes, although this is dependent on which country is considered.

ANDREW APPS ALC Health*: Superficially there are many similarities between a local and international private medical (iPMI) plan. The fundamental difference is the target audience for each of these two very different products.

An iPMI plan is designed to cover a policyholder, usually an expatriate, for practically any health-related matter they may encounter, a local scheme does not have the same mandate, being designed with the local population in mind and most often acting as a support to local, often staterun facilities. This means that the features of each of these plans are markedly different.

The most noticeable difference is that an international plan usually offers a wider, more comprehensive range of benefits and with much higher benefit limits. For example, with an iPMI plan there can be generous cover for items such as GP visits, full chronic conditions cover, routine pregnancy and childbirth cover, evacuation and repatriation cover, and usually overall sum insured amounts that can be ten or twenty times higher than those of a local scheme.

Typically, an iPMI plan will also be portable, and not restricted to their country of residence, allowing the geographically mobile policyholder full access to all of their benefits wherever they are, in their chosen area of cover. Some iPMI plans also do not require their insured members to seek treatment within a network. The policyholder has the freedom to choose where they wish to receive treatment.

Naturally local schemes are usually less expensive than international plans, but correspondingly, the benefits are far less comprehensive, with low benefit limits (sometimes the benefits are blatantly only a contribution towards the total cost of treatment), out-of-network penalties, co-pay benefits, none or very limited out-of-country coverage. Most local schemes also do not offer 24 hour support.

Similarly by their very nature, local schemes are very much tailored to the local population with policy documentation available only in the local language and the benefits tailored to the audience the plan is designed for. The unwary expatriate with local cover may well find that he either has to make do with low levels of cover, or more likely will have to self-pay at least part of his treatment.

PHIL AUSTIN Cigna: International Health Insurance plans by their nature are better suited to expatriate life than local plans. They usually provide cover worldwide, meaning that wherever the individual happens to be in the world, they will be able to receive treatment.

Local plans on the other hand will normally only provide cover in a single country. This means that when the expatriate is making a trip back home, or is spending time in another country, they are potentially ineligible for treatment.

Moving to a new country often brings about basic challenges like language barriers and cultural adjustments. An international health insurance plan helps the expatriate remove a lot of this uncertainty as they will be dealing with a provider with experience in working with expats and experience in global healthcare. This means that often a language barrier can be removed by speaking to the insurer who can communicate directly with the hospital, and the expat can seek advice about local customs and peculiarities.

Finally and perhaps most importantly, expatriates who are not permanent residents or citizens of the country they are moving to may be ineligible for a local plan.

SHIRLEY PUCCINO GeoBlue: Local plans are designed to deliver coverage and services inside the host county and tend to incorporate underlying government health programs, networks, and delivery systems reflecting local languages, customs, business practices and provider relationships. International health insurance plans strive to provide more comprehensive global cover and an optimal experience globally, while to the extent possible, allow for local nuances in plan administration, delivery and practices.

READ THE COMPLETE ROUND TABLE, CLICK HERE.

*At the time of round table publication Andrew was working at ALC Health.

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Nearly 1 Out Of 4 Companies Seeing Health Insurance Premiums Rise By More Than 10 Percent

Despite the healthcare reforms implemented under the Patient Protection and Affordable Care Act, 90 percent of employers are facing increases in the premiums they pay for employee health plans, with nearly 25 percent of employers seeing rate increases in the double digits according to a new survey of 3,031 U.S. employers. This puts U.S. employers in the challenging position of needing to balance two competing priorities: attracting and retaining a competitive workforce, and maintaining or decreasing overall operating costs.

These findings were part of the 2015 Arthur J. Gallagher & Co. (Gallagher) Benefits Strategy & Benchmarking Survey, one of the largest and most comprehensive benefits surveys of its kind, spanning a wide range of industries, geographic regions, and employer sizes and types. This annual study covers major benefits categories including medical; wellness; dental; absence management and disability; life insurance; retirement; voluntary and employee communication.

Employers Exploring All Options to Control Costs

"By far, the top benefits concern among employers is the continued rise in the cost of providing group medical coverage for employees," said James W. Durkin, Jr., President of Gallagher Benefit Services, Inc. – Arthur J. Gallagher & Co.'s Employee Benefits Consulting and Brokerage operations. "Employers are examining all available options to rein in medical costs, while still offering competitive benefits packages that help them attract and retain the best employees in a tightening labor market. With the Cadillac tax due to take effect in 2018, employers are expected to increasingly turn to newer, alternative cost-control tactics."

One strategy employers are using to rein in overall healthcare spending is to require employees to shoulder a larger share of the expense in the form of higher deductibles. This year, in-network family plan deductibles average $3,000, while out-of-network deductibles average $4,500. Annual deductibles for employee-only in-network plans now average $1,200, and out-of-network coverage deductibles are an average of $2,000.

Employees Consider Benefits Package as a Whole

According to the survey, employees place greater value on their total benefits and compensation package, rather than on individual components. "As a result, we recommend employers focus on a benefits and compensation strategy that both improves the performance of their workforce and is appreciated by them. The best way to accomplish this is to listen to your employees and understand that certain employee segments have different needs and wants," Durkin added.

Wellness Programs Widely Available but Poorly Utilized by Employees

Wellness programs are becoming more aligned with employees' personal sense of wellbeing, including their physical, financial, emotional, career and community health. As a result, wellness programs are also becoming more commonplace in organizations of all sizes. Among all employer respondents, 42 percent stated they have at least one wellness program in place. This figure rises to 70 percent for employers with at least 1,000 employees.

However, employee participation in wellness programs remains a concern according to 72 percent of employers that offer such programs. In particular, the survey uncovered gaps in benefits that could help secure employees' financial wellbeing. An opportunity to close one of these gaps exists for 22 percent of employers who offer no retirement program for their employees.

Survey Findings Offer Insights for Employers

"Today's employers are trying to achieve balance between two competing concerns, the need to have the best possible people to grow their businesses while decreasing operating costs, including controlling healthcare expenses. Gallagher's Benefits Strategy & Benchmarking Survey can provide clarity on the range of issues employers are facing, help executives understand the variety of solutions that are available and, ultimately, assist them in developing a comprehensive benefits and compensation strategy that enables them to succeed in a world of increasing complexity," Durkin said.

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A.M. Best Affirms Ratings Of Tokio Marine & Nichido Fire Insurance Co., Ltd. And Subsidiary

A.M. Best has affirmed the financial strength rating (FSR) of A++ (Superior) and the issuer credit rating (ICR) of “aa+” of Tokio Marine & Nichido Fire Insurance Co., Ltd. (TMNF) (Japan). Concurrently, A.M. Best has affirmed the FSR of A+ (Superior) and the ICR of “aa-” of TMNF’s subsidiary, Tokio Marine Pacific Insurance Limited (TMPI) (Guam). The outlook for all ratings is stable.

The ratings reflect TMNF’s solid risk-adjusted capitalization, continued trend of favorable operating performance and strong market profile. TMNF is a wholly owned subsidiary of Tokio Marine Holdings Inc. As the main operating company in the group, TMNF accounted for a significant contribution to the group in terms of premium income and earnings. Moreover, it acted as the central hub in implementing the group’s overseas expansion strategies. Major acquisitions since 2008 have included Philadelphia Consolidated Holdings Corp., Delphi Financial Group Inc. and Tokio Marine Kiln Group Limited. In June 2015, the company announced its 100% acquisition of HCC Insurance Holdings, Inc. (HCC), a specialty insurer with a strong focus in property & casualty and the accident & health (A&H) lines. These international expansions have contributed to TMNF in terms of growth in revenue and earnings, as well as a more globally diversified underwriting portfolio.

TMNF’s risk-adjusted capitalization, as measured by Best’s Capital Adequacy Ratio (BCAR), improved in fiscal year 2014, chiefly driven by the increase in its capital and surplus, led by the strong increase in unrealized gains on securities amid the favorable market conditions. Moreover, TMNF’s BCAR level remained supportive of its current ratings after accounting for the impact of goodwill associated with the HCC acquisition.

Continued improvement in operating performance at TMNF also supported the organic growth in the retained earnings, which in turn strengthened the capital and surplus. The adjusted earnings for the domestic non-life business, as defined by the company, improved significantly in fiscal year 2014, mainly driven by the continued improving trend in combined ratio, led by better claims experience in the auto line and a relatively benign catastrophe environment. In addition, the company continued to benefit from a strong stream of interest and dividend income to support the net investment income.

Partially offsetting factors include natural catastrophe risk and uncertainties in the financial market environment, which may lead to volatility in the company’s operating results and capital position.

TMNF is well-positioned for its current rating level. Downward rating actions could occur if there is an adverse impact on TMNF’s risk-adjusted capitalization due to a material deterioration in operating performance, large-scale occurrences of catastrophe events or significant interruption in overseas business integration that creates negative impact to the financial profile.

The ratings of TMPI reflect its favorable risk-adjusted capitalization, leading position in Guam’s A&H market and profitable underwriting results. The ratings also acknowledge the support TMPI receives from TMNF in terms of capital guarantee, reinsurance and risk management.

TMPI’s capital base has achieved significant growth over the past five years, mainly attributed to its strong underwriting profits during the period. TMPI maintains a solid risk-adjusted capitalization, as measured by BCAR, and its capitalization level is expected to remain satisfactory in the near term to support its projected business growth.

Being the largest health insurance provider in Guam, TMPI’s business growth relies largely on the A&H product, Calvo’s SelectCare program. The program has a strong market presence in Guam and was the sole provider of the Government of Guam health plan from 2007 to 2013. Although TMPI lost its exclusive position with the Government of Guam health plan in 2013, it still managed to retain almost all of the policies in the 2014 renewal.

Offsetting rating factors include TMPI’s business concentration risk, its catastrophe exposures and the soft non-life insurance market in Guam.

TMPI is heavily reliant on A&H business, as approximately 90% of its premium is generated from this segment. To diversify the portfolio and recover the premium lost from Guam government health plan, TMPI has expanded the business in the federal government employee health insurance program and personal automobile segment.

TMPI is exposed to natural perils namely typhoon and earthquake. The company protects itself from sizable catastrophe losses through treaties with parent companies and other high quality reinsurers.

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High Growth And Wider Product Offering Spurs Expatriate Group Rebrand

Expatriate Healthcare has rebranded as Expatriate Group to reflect the fact that the fast-growing business has significantly expanded the range of products it offers to its international clients.

London-based Expatriate was founded in 2003 to offer healthcare insurance for expats. As a result of growing demand from clients for other products, the company now also offers term life insurance, travel insurance and income replacement insurance.

In financial year 2013-2014, Expatriate recorded a 128% increase in new customers, and for the first quarter of 2015, new policy purchases have increased by 206% compared to Q1 2014.

“As a result of growing demand from our clients for products other than healthcare, we have had to expand our lines of business,” said Expatriate Group Manager Lee Gerry. “Our clients have been really happy with the products and standards of service we deliver and they have been asking us to provide them with further products to support their lifestyles overseas.

“Since 2013, as many clients have been finding us for non-healthcare products as for healthcare, which is extremely pleasing.”

He said that the change of name to Expatriate Group reflected the company’s aim to become a “one stop shop” for expats and companies with an international presence, providing them with all the financial protection products they require.

Mr. Gerry added that Expatriate Group will consider launching a further range of products for expats within the next 12 months. 

About Expatriate Group

Expatriate Group provides medical healthcare, as well as Life, Travel and Income Replacement, that is designed solely for expatriates. All plans are created by experienced expatriate underwriters. The policies are comprehensive and easy-to-understand, and backed up 24 hours a day by a friendly medical team. London-based Expatriate Group provides health insurance to 103 nationalities in 151 countries, representing 77% of the countries in the world.

For further information on Expatriate Group, visit http://www.expatriategroup.com

SOURCE: https://ipmimagazine.com/medical-health-insurance/en/news/insurance/item/3583-high-growth-and-wider-product-offering-spurs-expatriate-group-rebrand

 

 

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International Medical Insurance Round Tables

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International Private Medical Insurance VS Local Health Insurance

International Private Medical Insurance VS Local Health Insurance

In the most recent International Private Medical Insurance Magazine Executive Round Table business forum, we speak with leading C-Level Executives about the major differences between international and local health insurance plans.   As expatriate hot spots around the world continue to mandate health insurance cover for expat employees, under various visa and employment laws, questions from the business community continue to be raised. Issues focus around how new laws will help and assist expatriates and what levels of cover they may expect from local health insurance plans.    

14-04-2015 Latest RT

Critical Considerations When Designing International Private Medical Health Insurance Plans

Critical Considerations When Designing International Private Medical Health Insurance Plans

Introducing a business into new emerging markets is the response from worldwide business owners to the pre-eminent mega trend that is globalisation. Establishing a global footprint may be of pivotal importance to a wide range of industry, and according to PWC, cross-border assignments are showing no signs of a slowdown. In fact, 59% of CEOs plan to send more staff on international assignments with predictions that global corporate travel and international assignments will increase 50% by 2020. In the most recent exclusive iPMI Magazine Medical Insurance Round Table, we spoke with leading C-Level Executives at ALC Health, Cigna Global Individual Private...

14-04-2015 Latest RT

Maritime Labour Convention 2006 Executive Round Table Business Forum - What Does The MLC 2006 Mean For Global Insurers?

Maritime Labour Convention 2006 Executive Round Table Business Forum - What Does The MLC 2006 Mean For Global Insurers?

  The Maritime Labour Convention 2006 was adopted at a Maritime session of the International Labour Conference in 2006 and came into force on 20 August 2013. To date, 56 ILO Member States have ratified the Convention, representing more than 80 percent of the world’s gross tonnage of ships.   There are more than 1.5 million seafarers in the world. A majority of these seafarers now have a right to be protected through national laws and practices applying the MLC, 2006 to the ships on which they work. Title 4 of the MLC covers Health Protection, Medical Care, Welfare and Social Security Protection. From...

25-05-2014 Latest RT

Defining International Assistance In 2014 And Beyond Part 1

Defining International Assistance In 2014 And Beyond Part 1

  In A Closed Door Exclusive Round Table Business Forum International Private Medical Insurance Magazine Spoke With Industry Leaders From The International Assistance Market. The 1st In A Series Of VIP Assistance Round Table Business Forums, we focus on the definition of medical, travel and technical assistance services in 2014 including service capability, geographic reach, memorable cases, custom networks, the benefits of outsourcing and the adoption of new technology. Featuring C-Level Executive Commentary From Allianz Global Assistance, Athens Assistance, Europ Assistance, Medic Assistance International, REUTER Consulting And Rowland Brothers. International tourist arrivals grew by 5% in 2013, reaching a record 1,087 million arrivals. Despite the current global economic climate...

09-03-2014 Latest RT

Managing The Lifecycle Of An Expatriate With International Medical And Health Insurance

Managing The Lifecycle Of An Expatriate With International Medical And Health Insurance

  In a Closed Door Exclusive Round Table Business Forum 2012, iPMI Magazine Spoke with Industry Leaders from the International Private Medical Insurance Market. Get the Inside Track on Expat Medical and Health Insurance from the Experts. Moving a business into new uncharted waters where your native tongue may not be the local language, is a daunting affair. Speak to any CFO, HR Director or Expatriate or simply consider the stress put on ones shoulders when operating in a foreign and sometimes hazardous environment. For the unseasoned traveller on distant shores even simple tasks like shopping can be a strain. So imagine being in a...

06-03-2014 Latest RT