GSI 101 - The New Face of Benefits Guaranteed Standard Issue Solutions For Your Clients August 2007.
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Transcript of GSI 101 - The New Face of Benefits Guaranteed Standard Issue Solutions For Your Clients August 2007.
GSI 101 -The New Face of
BenefitsGuaranteed Standard Issue Solutions For Your Clients
August 2007
Introduction
Agenda
I. Employee Benefits – Trends
II. GSI Defined – The New Face of Benefits
III. Prospects – Who is it relevant to?
IV. Market Solutions – CI, LTD, Life, LTC
V. Critical Illness Case Study
“The Old Face”Traditional Benefit Plans
“Paternalistic” Model
One Size Fits All
Insured
Renewable
Limited and non-guaranteed contracts.
Limited benefit maximums
Participation in group required to maintain benefits
Demographics Baby Boomer impact
Aging workforce
Inter-generational workforce Semi-Retired: Ages 62 - ? (8-17% of workforce) Boomers: Ages 42-61 (36-40% of the workforce) X: Ages 27-42 (30-33% of the workforce) Y: Ages 1- 26 (8% of the workforce)
Women in the workforce
Incidence of Illness
Healthcare
Cost Sustainability
14% increase in prescription drug costs in 2006 LTD premiums have almost doubled in the last 5 years
Benefits represent 8%-10% of employer payroll in 2007
Canadian corporations considering radical steps to manage cost in the next 12 to 24 months:
Increased employee contribution Decreased benefits
Dilemma: Health benefits are increasingin importance, but costs are burdensome
to both employer and employees
GSI DefinedGuaranteed Standard Issue
The integration of traditional group and individual protection
GSI DefinedGuaranteed Standard Issue
The capacity to:
Deliver the contractual strength of individual policies that have been integrated with traditional group coverage
Avoid full underwriting requirements
Contain costs with level rates Discount opportunities available on some solutions Funding flexibility
GSI DefinedGuaranteed Standard Issue
The capacity to:
Implement contracts with coverage guarantees
Manage diverse demographic requirements fill coverage gaps
Create a portable benefit
GSI Implemented Offer Letter
One page enrollment
Issue of individual policies Ownership
Employee Sessions Education is critical
Administrative Management Billings Hires Terminations Employee Changes
Administrative Considerations
Carrier Billing systems
Aligning with Human Resources processes.
Mergers and Acquisitions
Turn-Over Enrollment Preservation of contracts (time sensitive)
Who is it relevant to?
Leaders & innovators
Attraction/Retention focused organizations
“Greying” workforces
Premium sensitive companies
Executive Groups
GSI Solutions Available in the Market
Integrated Long Term Disability
Critical Illness
Life
Long Term Care
Integrated Long Term Disability Plans“The Brakes”Combining Individual and Group Benefits (non-medically)
Advantages: Lock in up to 50% of LTD premium to age 65 Increase Non-Evidence maximums (reverse
discrimination) Improve contract
Residual Benefits 80% Income rules
Integrated LTD
Cost Containment
$1,800
$2,000
$2,200
$2,400
$2,600
1 3 5 7 9 11
Years LTD Programs in Force
LT
D R
ates
Per
Mo
nth
Existing PlanRates
New LTDProgram Rates
Integrated LTD
Income Protection
020,00040,00060,00080,000
100,000120,000140,000160,000180,000
30k 60k 100k 150k 200k 300k
Actual Income
Insu
red
LT
D I
nco
me
Group LTD
Group &Individual
IndividualNeed
GSI Integrated Long Term Disability
“Reverse Combo”
I NCOME
Group Coverage
$7000 LTD($4,000 Non Evidence)
Individual Coverage
$3,000. Monthly Maximum(Guaranteed Standard Issue)
Wage Continuation
or STD
Group LTD Individual GSI
Integrated Long Term Disability Plans“The Brakes”
Caution:
Not available to all occupations
Could be an initial price increase Sometimes cost stays
the same or goes down
Critical Illness Insurance“The Air Bag”
Focus on providing coverage for serious illness
Advantages:
Reduce cost with locked in premium platform Not tied to ability to work – Disability Management Second opinion program Manages rising incidence in the workforce Fastest growing benefit in Canada
30% of Canadian employers intend to add Critical Illness in the next 24 months
Critical Illness – Case Study
Joint Case
75 person company
Traditional benefits plan with employer paid LTD.
After evaluation of plan, LTD became employee paid.
This freed up employer sponsored dollars that allowed the implementation of $50,000 GSI CI without an additional cost.
Critical Illness Quoting Requirements
Date of Birth Smoking Status Gender Occupation Salary Date of Hire
Critical Illness – Case StudyMonthly Premium for GR65:
$4,057.38 for 72 lives
Core benefit Employer paid Employer owned
Ownership transferred at termination
Critical Illness – Case Study
Compensation:
Ran business through MGA
FYC + Bonus was approximately $35,000 in commission
Renewal approx: 17.5%
Power of turn over
Other GSI Solutions
New to the market:
Optional GSI Critical Illness Top-up Good will offering
GSI Life T-20 (minimum 10 lives) Executive, Professional or Management Classes Key Man
Long Term Care
Connectivity Ensuring efficient utilization of benefit plans
STD
EAP
Wellness
Health & Dental
LTD