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Mitigating The Risks of Injuries, Lawsuits And Theft When Employing Domestic Staff

Financially successful families often employ domestic staff to make their busy lives easier to manage, but they can inadvertently achieve the opposite if they do not follow proper employment methods. To help these families avoid mistakes and potential loss when employing domestic staff, ACE Private Risk Services, the high net worth personal insurance business of ACE Group, today released a white paper titled, “Managing the Risks of Employing Domestic Staff.”

“As a specialty personal insurer, ACE has deep expertise in mitigating risks for individuals and families with substantial assets. We’ve seen that while these families have been very successful managing employees in their professional lives, they often do not bring the same due diligence to their personal lives,” said Jim Williamson, Division President of ACE Private Risk Services. “As a result, they run the risk of fines and liabilities related to federal and state labor law, identity and property theft, and even personal physical harm. We developed recommendations to help families better understand the risks they face and to encourage them to work with their team of advisors to ensure a smooth and safe running household.”

To underscore the importance of proper hiring and management practices, the paper notes that an international firm specializing in security for organizations and private individual’s reports finding a cause for concern in the backgrounds of one out of every three applicants for domestic positions it has investigated.

Recommendations in the ACE white paper include:

  • Build the right team: Families should consider consulting with an insurance agent, attorney, accountant, and background screening firm before making a hire. Specialized household risk management firms also can take on a variety of responsibilities for operating large households or providing human resources solutions for families and family offices.
  • Plan in advance: For long-term employees, a proper hiring process can take four months or more.
  • Have backgrounds professionally checked: Personal recommendations and cursory checks by employment agencies can only go so far. Families should thoroughly check the backgrounds of job finalists, including criminal records both in the U.S. and potentially abroad. Follow-up checks should also be conducted every three to five years.
  • Document expectations: A signed employment agreement should detail job duties and requirements, compensation, tax treatment, performance evaluations, the termination process, confidentiality expectations, and any other important aspects of the job.
  • Get the proper insurance: Families should carry workers compensation insurance in case their household employee suffers a job-related injury or illness. Employment practices liability insurance (EPLI) is necessary to protect against claims of discrimination or another wrongful employment act. Homeowners, valuable collections, auto, and umbrella liability insurance policies also provide important protections. If the employee’s duties will involve driving his or her own car, the family should make sure the employee carries adequate auto and umbrella liability coverage, as well.

“Even when the best hiring and management practices are used, unfortunate incidents can still occur,” added Mr. Williamson. “It is vital for families to work with both an insurance agent and carrier that specialize in serving high net worth clients to ensure they are properly advised and protected.”

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Trends in Asia Pacific Employee Engagement Report

Aon Hewitt, has launched the 2014 Trends in Asia Pacific Employee Engagement Report.

As the global economy continues to stabilize, GDP growth improved across most of the Asia Pacific region during the past year, with an overall growth rate of 4%. The outlook for Asia Pacific’s growth is to remain steady and higher than the global average, at 5.4% in 2014 and 5.5% in 2015. Overall, positive changes have impacted engagement levels in Asia Pacific, as reflected in the key findings below.

“In many cases, employers in Asia Pacific will be building on a strong foundation: our report shows that employees in the region have already attained levels of engagement that are on par with the global average. There is also plenty of room for improvement: 24% of Asia Pacific employees are only passively engaged. The challenge for employers is to improve and sustain levels, to support continued business growth”, said Gabriela Domicelj, Regional Engagement Practice Leader, Asia Pacific.

Asia Pacific employee engagement in 2013 was higher than before the financial crisis. Rising from 58% in 2012 to 61% in 2013, Asia Pacific’s average engagement score rose to 61% in 2013 from 58% in 2012, a bigger increase than was seen in the global engagement score, which rose to 61% in 2013 from 60% in 2012. In 2013, Asia Pacific shares the same engagement score of 61% as the global average. Of the 12 countries represented in this report, nine saw improvements in employee engagement levels in 2013, two saw scores decline, and one remained the same. Compared to the global average, Asia Pacific employees are more willing to advocate for their employers, but less willing to stay in the organization.

In 2013, Asia Pacific reported increases in all Say, Stay and Strive scores (see Appendix for Aon Hewitt’s Engagement Model). Most significantly, Say scores increased by six points to 69%, showing that more employees are saying good things about their employers. Despite an increase since 2012, the Stay score of 55% remained the lowest of the three, reflecting that just under half of employees in Asia Pacific are willing to stay with their organizations. Almost two-thirds of all employees in Asia Pacific are engaged; 24% are passively engaged and present a great opportunity for employers to improve their engagement levels.

The engagement distribution in Asia Pacific shares an identical pattern with global employee engagement distributions. 21% of employees are highly engaged, leaving a large potential for employers to improve engagement, as 64% of employees in Asia Pacific are either moderately or passively engaged. With the right management and work conditions, these employees could become highly engaged. The overall work experience in Asia Pacific is improving. Globally, overall work experience improved by 4%, while Asia Pacific showed an increase of 6%. The areas that have improved the most are employer brand and foundational elements (i.e., safety, resources).

However, perception of leadership and company practices has dropped. This may be because Asia Pacific employees are becoming more sophisticated and therefore more discerning about business and strategic imperatives. Career Opportunities and Pay remain the top two engagement drivers in Asia Pacific. Career Opportunities were the number one driver both globally and in Asia Pacific in 2013 (Career Opportunities ranked as the top engagement driver in nine out of 12 countries). Pay has a particularly higher ranking in Asia Pacific compared to the rest of the world, and is valued notably in China, South Korea, and Thailand.

Anand Shankar, Performance, Talent and Rewards Regional Practice leader, Asia Pacific, said, “Employees today have access to vast amounts of data that allow them to compare potential and current employers on multiple levels, and they are using it to ensure they get the best jobs and conditions possible. Employees in Asia Pacific are becoming increasingly clear and vocal about what they want. Our research shows that employees in Asia Pacific want career opportunities even more than they want pay increases.”

Gabriela Domicelj added: “Engagement drivers differ substantially by country. Asia Pacific shows a great deal of cultural, economic, and political diversity. Talent management practices also vary greatly in maturity across countries and industries in this region. Operating in this complex environment presents a challenge for leaders trying to drive high levels of employee engagement.

Organizations that invest in understanding and managing the key drivers of employee engagement across their multiple constituencies will be able to drive performance in more efficient and effective ways”. The report first analyzes employee engagement trends for the Asia Pacific region, then goes into a detailed breakdown of each of the 12 countries surveyed. These data-backed insights are important for helping employers understand how current trends in demographics and culture are reshaping what employees want in exchange for their efforts. With these trends in mind, companies need to take action to optimize employees’ motivation and productivity.

Overall, in 2013, Asia Pacific witnessed changes in employee engagement. In particular, the region saw improvements in the number of “highly engaged” employees, which increased by 5% to 21%, and in the engagement levels of Millennials, which rose by 5% in 2013 compared with 2012. Looking ahead, employers should focus on ways to sustain growth and avoid volatility in employee engagement levels, especially in fast-growing economies such as China, Indonesia, Thailand and India. Investing wisely in engagement-improvement initiatives is the key for business and HR leaders. The following top five engagement drivers in Asia Pacific highlight the opportunities we see for organizations to improve their employee engagement levels.

Career Opportunities – consistently shows up as the most important employee engagement driver across all Asia Pacific countries. The importance of Career Opportunities within an organization is evident across generations, job levels and job function. Thus, having a flexible and clearly defined career path is one of the most critical improvements for employers to focus on.

Career Opportunities also includes having options for short-term assignments and geographic transfers. Strengths in this area will certainly be a differentiating factor for employers in Asia Pacific.

Pay – After rising in the rankings for two years, Pay remains the second most important engagement driver in Asia Pacific. The findings around pay indicate that economic pressures, threats of inflation, and historical pay constraints may have caused pay to be more highly sought after in specific Asia Pacific countries. Employers should focus on “pay-for performance” strategies, drive more variation in reward levels that are aligned with engagement and performance output, and motivate their employees to give their best performance.

Brand Alignment – Brand Alignment has risen from number four to number three in the list of top five impact drivers. It is important that organizations are consistent in keeping the promises they make to their employees and in providing the promised experience for employees once on-board. Those organizations that focus on articulating a unique and compelling employee value proposition for prospective and current employees and who then deliver on that proposition will be rewarded with higher employee engagement.

Recognition – Recognition schemes are certainly less costly for an employer than direct pay and can also have a significant impact on employee engagement. Despite many economic and business pressures, engagement is on the rise – more employees have said good things about their company are committed to staying with them and have put in extra efforts at work. These employees deserve recognition from their employers, which will in turn result in sustained or even higher engagement.

Managing Performance – The only driver that is new on the list compared to the previous year. Employees in Asia Pacific want to work for organizations that focus on clear performance outcomes. Employers need a holistic approach to ‘employee performance’ as part of their culture, and one that is supported by enabling performance management processes, effective people management, ensuring learning and development supports the capability required to perform, and reinforcing performance through rewards and recognition.

Gabriela Domicelj concluded, “Today’s talent challenges in Asia Pacific are significant. Organizations have to invest wisely in their employees to stay ahead of the race. Getting employee engagement right is a major step towards driving positive business results through increased employee productivity. Now is the time to focus on improving employee engagement in workplaces across Asia Pacific”.

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You Are Global

You Are Global Overseas Health Insurance

 

You Are Global is a leading international health, expat, life and travel insurance broker and intermediary, based in Brazil. You Are Global works with leading private medical insurance providers and companies like IMG, Cigna, HCC, Now Health International and Allianz Worldwide Care. You Are Global caters specifically for expatriates, travelers and tourists, working, living and visiting Brazil. You Are Global has specific expertise working with Spanish speaking cultures around the world whilst also proving international health, medical, travel, expat and life insurance plan to the out bound travel market in Brazil.

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You Are Global

You Are Global Overseas Health Insurance

You Are Global is a leading international health, expat, life and travel insurance broker and intermediary, based in Brazil. You Are Global works with leading private medical insurance providers and companies like IMG, Cigna, HCC, Now Health International and Allianz Worldwide Care. You Are Global caters specifically for expatriates, travelers and tourists, working, living and visiting Brazil. You Are Global has specific expertise working with Spanish speaking cultures around the world whilst also proving international health, medical, travel, expat and life insurance plan to the out bound travel market in Brazil.

How can we help?

If you are an international citizen and need a medical coverage which knows no boundaries, you are in the right place. We understand the world has evolved and business and study programs are not limited to the place we live. And this also happens to international travel opportunities: nowadays, travel abroad is easy due to globalization. In the other hand, we know that having a comprehensive, continuous and worldwide medical coverage is mandatory to an international citizen. Therefore, from now on you can access all solutions ValenteRocha provides throughout “You are global – SeguroSaúdeemViagens” program.

You can have a global support, with online assistance, quoting and contracting your international medical coverage with adjustable options as you have never seen. Now you have access to the most comprehensive medical coverage plan available in the American Health Insurance Style. *You are Global – Seguro Saúde em Viagem”isValenteRochaproperty for international medical coverage plans.

Safe On-line Shopping

The whole process of your international medical coverage shopping can be on-line, throughout the internet. In this channel, you can have the quotation you need, revise the offered coverages, fulfill your personal data and send, directly to the enterprise, your international medical coverage request. We know that, due to the nature of our solutions, some personal information is confidential. Then, the entire information submitting process is confidential and all personal information is sent directly to underwriting department which is under a severe clause of confidentiality regarding our clients` information. All this provides you peace of mind. All the shopping system is secured by a safe site and digital certificate, which ensures the online shopping. In other words, we are ready for you to have what is the top of the best medical coverage available, aligned with an customer service and underwriting processes with are modern, safe and dynamic.

Company: You Are Global

Address: R.Lima Barreto, 442, Curitba, Brazil

Phone: +55 41 3527 2680

Email: This email address is being protected from spambots. You need JavaScript enabled to view it.

Web: www.youareglobal.com

 

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Expatriate Health Insurance

Compare Expatriate Health and Medical Insurance Plans, Coverage, Quotes and Companies, with iPMI Magazine. iPMIM represents leading providers of expat medical, health and travel insurance plans. Find the right and most appropriate Expatriate Health Insurance for overseas travel, global mobility and relocation