Mostrando las entradas con la etiqueta Seguro Médico. Mostrar todas las entradas
Mostrando las entradas con la etiqueta Seguro Médico. Mostrar todas las entradas
sábado, 12 de enero de 2013
domingo, 13 de marzo de 2011
martes, 9 de diciembre de 2008
jueves, 22 de noviembre de 2007
domingo, 18 de noviembre de 2007
Gift Cards, can cover Insurance and Medical Fees
Traducir al español
Well Wishes: Highmark's Gift Cards Can Cover Insurance, Medical Fees
by Kris Maher
Monday, November 12, 2007
Wondering what to give your aunt this Christmas? How about paying for her next trip to the chiropractor?
Pittsburgh health insurer Highmark Inc. is selling a Healthcare Visa Gift Card from $25 to $5,000 to cover prescription co-payments, elective surgery, contact lenses and gym membership.
The cards can be used only at providers or merchants that Visa categorizes as health related, including physician's offices, pharmacies and health clubs.
The cards aren't available at grocery or retail stores -- they can only be purchased online or by calling a toll-free number.
Highmark believes that the card fills a need for many people who want to help others -- from college students to baby boomers -- with various expensive health-related needs, but feel uncomfortable about offering cash.
"There's something about a gift card," said Kim Bellard, vice president of e-marketing and customer relations at the insurer, which is marketing the card as a stocking stuffer or as a year-round gift. "They view it as a present, not as charity."
In the case of college students, an added appeal is that students would have to use the card for health expenses, rather than using the funds to buy clothes or an iPod, for instance. "You would give this card if you want to make sure that they have funds for health-related purchases," Mr. Bellard said.
The popularity of gift cards has soared in recent years, as restaurants and specialty stores have begun selling them at supermarkets and other high- traffic retail outlets.
During last year's holiday shopping season, gift-card sales rose by 32% to $25 billion, according to the National Retail Federation, an industry group located in Washington.
Some health-care experts expect the card to have only limited appeal.
"I assume there will be a demand for it, but it's a niche product," said William Custer, director of the Center for Health Services Research at Georgia State University in Atlanta.
Highmark expects to sell "several hundred thousand" gift cards, mostly between $75 and $100, during the next year, Mr. Bellard said.
The company is initially marketing the product in Pennsylvania, but expects to expand nationwide at some point in the future.
Highmark administers health plans that cover 4.6 million people.
The Highmark gift card, which contains the Visa logo, is issued by Meta Financial Group Inc.'s MetaBank, a bank and prepaid-card issuer in Sioux Falls, S.D., through a licensing agreement with Visa Inc.'s Visa USA Inc.
Each card has a fee of $4.95, plus shipping and handling.
Copyrighted, Dow Jones & Company, Inc. All rights reserved.
Well Wishes: Highmark's Gift Cards Can Cover Insurance, Medical Fees
by Kris Maher
Monday, November 12, 2007
Wondering what to give your aunt this Christmas? How about paying for her next trip to the chiropractor?
Pittsburgh health insurer Highmark Inc. is selling a Healthcare Visa Gift Card from $25 to $5,000 to cover prescription co-payments, elective surgery, contact lenses and gym membership.
The cards can be used only at providers or merchants that Visa categorizes as health related, including physician's offices, pharmacies and health clubs.
The cards aren't available at grocery or retail stores -- they can only be purchased online or by calling a toll-free number.
Highmark believes that the card fills a need for many people who want to help others -- from college students to baby boomers -- with various expensive health-related needs, but feel uncomfortable about offering cash.
"There's something about a gift card," said Kim Bellard, vice president of e-marketing and customer relations at the insurer, which is marketing the card as a stocking stuffer or as a year-round gift. "They view it as a present, not as charity."
In the case of college students, an added appeal is that students would have to use the card for health expenses, rather than using the funds to buy clothes or an iPod, for instance. "You would give this card if you want to make sure that they have funds for health-related purchases," Mr. Bellard said.
The popularity of gift cards has soared in recent years, as restaurants and specialty stores have begun selling them at supermarkets and other high- traffic retail outlets.
During last year's holiday shopping season, gift-card sales rose by 32% to $25 billion, according to the National Retail Federation, an industry group located in Washington.
Some health-care experts expect the card to have only limited appeal.
"I assume there will be a demand for it, but it's a niche product," said William Custer, director of the Center for Health Services Research at Georgia State University in Atlanta.
Highmark expects to sell "several hundred thousand" gift cards, mostly between $75 and $100, during the next year, Mr. Bellard said.
The company is initially marketing the product in Pennsylvania, but expects to expand nationwide at some point in the future.
Highmark administers health plans that cover 4.6 million people.
The Highmark gift card, which contains the Visa logo, is issued by Meta Financial Group Inc.'s MetaBank, a bank and prepaid-card issuer in Sioux Falls, S.D., through a licensing agreement with Visa Inc.'s Visa USA Inc.
Each card has a fee of $4.95, plus shipping and handling.
Copyrighted, Dow Jones & Company, Inc. All rights reserved.
miércoles, 7 de noviembre de 2007
$12,106.00 prima promedio de un plan médico familiar
Traducir al español
Health Insurance Costs Rise Again
By Michelle Andrews
Posted September 14, 2007
Health insurance premiums rose more slowly in 2007 than at any other time since 1999, but the 6.1 percent increase still outstripped the rises in workers' wages (3.7 percent) and inflation (2.6 percent), according to a study released this week. There's no relief in sight for workers, who paid almost $3,300 on average for family coverage this year. Forty-five percent of employers polled say they're likely to increase employee premiums next year, with a significant number reporting they plan to increase employee deductibles, copayments, and drug contributions as well.
The annual survey of employer-sponsored plans, conducted by the Kaiser Family Foundation and the Health Research and Educational Trust, has charted the upward trend in healthcare costs for years. "There's no tipping point at which health insurance becomes scientifically unaffordable," Kaiser President Drew Altman said at a press conference announcing the survey results. "But we have reached a point where it's become more unaffordable for more employers and workers."
This year's survey found that the average family policy cost $12,106, a 78 percent increase since 2001. (The typical single policy cost $4,479 in 2007.) In the past six years, the amount that families pay out of pocket in premiums has increased by about $1,500. One of the consequences of higher health insurance costs, Altman noted, has been the rise in the number of uninsured, which reached 47 million in 2006, a 5 percent increase over the previous year.
Although premium costs are widely used to gauge health plan affordability, other expenses can also take big bites out of workers' wallets. In 2007, the average family-plan deductible ranged from $759 in health maintenance organization plans to $3,596 in high-deductible health plans with a savings account option. Copayments for office visits with doctors in the health plan's network ranged from $18 to $30 on average, depending on the type of plan and doctor.
These other costs are likely to rise next year, too, according to the survey. Forty-four percent of employers said they're likely to increase how much employees pay for prescription drugs. An additional 37 percent said they planned to increase deductibles, and 42 percent said they plan to increase copayments for office visits. The good news, such as it is: Only 3 percent of companies said they were very or somewhat likely to drop coverage altogether.
About 158 million people receive health coverage through their employer. The 2007 Kaiser/HRET study surveyed more than 3,000 randomly selected companies with more than three workers.
The Bush administration has touted health savings accounts, which it says could help bring healthcare costs under control. But employers don't seem to have bought that argument. This year, just 10 percent of companies offered high-deductible health plans with a savings option, which covered about 5 percent of workers. Twenty-four percent of companies said they're at least somewhat likely to offer this type of plan next year. "The [moderate rise] in premiums hasn't pushed employers to make changes as quickly as they might have otherwise," said study coauthor Gary Claxton, a vice president at Kaiser. "But insurers are still trying to sell these. It's really their only new thing. Over the next few years we'll see if it picks up."
Health Insurance Costs Rise Again
By Michelle Andrews
Posted September 14, 2007
Health insurance premiums rose more slowly in 2007 than at any other time since 1999, but the 6.1 percent increase still outstripped the rises in workers' wages (3.7 percent) and inflation (2.6 percent), according to a study released this week. There's no relief in sight for workers, who paid almost $3,300 on average for family coverage this year. Forty-five percent of employers polled say they're likely to increase employee premiums next year, with a significant number reporting they plan to increase employee deductibles, copayments, and drug contributions as well.
The annual survey of employer-sponsored plans, conducted by the Kaiser Family Foundation and the Health Research and Educational Trust, has charted the upward trend in healthcare costs for years. "There's no tipping point at which health insurance becomes scientifically unaffordable," Kaiser President Drew Altman said at a press conference announcing the survey results. "But we have reached a point where it's become more unaffordable for more employers and workers."
This year's survey found that the average family policy cost $12,106, a 78 percent increase since 2001. (The typical single policy cost $4,479 in 2007.) In the past six years, the amount that families pay out of pocket in premiums has increased by about $1,500. One of the consequences of higher health insurance costs, Altman noted, has been the rise in the number of uninsured, which reached 47 million in 2006, a 5 percent increase over the previous year.
Although premium costs are widely used to gauge health plan affordability, other expenses can also take big bites out of workers' wallets. In 2007, the average family-plan deductible ranged from $759 in health maintenance organization plans to $3,596 in high-deductible health plans with a savings account option. Copayments for office visits with doctors in the health plan's network ranged from $18 to $30 on average, depending on the type of plan and doctor.
These other costs are likely to rise next year, too, according to the survey. Forty-four percent of employers said they're likely to increase how much employees pay for prescription drugs. An additional 37 percent said they planned to increase deductibles, and 42 percent said they plan to increase copayments for office visits. The good news, such as it is: Only 3 percent of companies said they were very or somewhat likely to drop coverage altogether.
About 158 million people receive health coverage through their employer. The 2007 Kaiser/HRET study surveyed more than 3,000 randomly selected companies with more than three workers.
The Bush administration has touted health savings accounts, which it says could help bring healthcare costs under control. But employers don't seem to have bought that argument. This year, just 10 percent of companies offered high-deductible health plans with a savings option, which covered about 5 percent of workers. Twenty-four percent of companies said they're at least somewhat likely to offer this type of plan next year. "The [moderate rise] in premiums hasn't pushed employers to make changes as quickly as they might have otherwise," said study coauthor Gary Claxton, a vice president at Kaiser. "But insurers are still trying to sell these. It's really their only new thing. Over the next few years we'll see if it picks up."
martes, 23 de octubre de 2007
Primas de Seguros de Gastos Médicos
Traducir a español
2007-09-24
Companies Focusing on Health Plan Designs and Keeping Employees Healthy to Help Mitigate Impact of Rate Increases
LINCOLNSHIRE, Ill. – U.S. companies enjoyed a nine-year low in health care cost rate increases this year, but employers and employees should not expect to see that trend continue in 2008, according to Hewitt Associates, a global human resources services company. In 2007, average health care rate increases were 5.3 percent, down from 7.9 percent in 2006. However, Hewitt is projecting an 8.7 percent average increase for employers in 2008.
Outlook for 2008
According to Hewitt, the average health cost per person for major companies will increase from $7,982 in 2007 to $8,676 in 2008. The amount employees are being asked to contribute in 2008 will be $1,859, representing approximately 21 percent of the overall health care premium and up from $1,690 in 2007. Average employee out-of-pocket costs, such as copayments, coinsurance and deductibles, are also expected to increase from $1,576 in 2007 to $1,738 in 2008. Overall, employees' total health care costs — including employee contribution and out-of-pocket costs — are projected to be $3,597 in 2008, up 10.1 percent from $3,266 in 2007.
"It's encouraging to see rate increases soften because it means that companies are making a concerted effort to manage health care costs," said Jim Winkler, practice leader of Hewitt's Health Management Consulting business. "However, one of the primary ways employers have been accomplishing this is by passing a significant percentage of costs to employees, and we're seeing evidence that this strategy is prompting an increasing number of employees to forego necessary preventative care and/or not comply with prescribed medications. While some cost shifting is appropriate, it's critical that companies design their health care programs in a way that encourages employees to use them — and use them wisely. Otherwise, they are essentially trading preventative care now for 'rescue care' later, which will lead to unhealthy employee populations, a decrease in employee productivity and ultimately — higher health care costs."
2007 Cost Increases by Major Metropolitan Area
While Hewitt's data shows a decline in overall cost increases in 2007, a few major U.S. markets experienced rate increases two-to-three times higher than the average: Nashville (14.1 percent), San Diego (11.5 percent) and San Francisco (11.5 percent).
"It's hard to pinpoint the exact reasons why health care cost increases vary in each region, but differences in health plan competition, demographics and market dynamics of health care providers are all factors," said Bob Tate, chief actuary of Hewitt's Health Management Consulting business. "We've noticed that several of the cities with the highest rate increases this year have a large number of employees enrolled in HMO plans, and these plans have experienced higher cost increases in recent years."
2007 Cost Increases by Plan Type
On average, Hewitt saw average cost increases in 2007 of 9.1 percent for traditional indemnity plans, 8.7 percent for health maintenance organizations (HMOs), 3.9 percent for point-of-service (POS) plans and 2.4 percent for preferred provider organizations (PPOs).
For 2008, Hewitt forecasts that companies will receive cost increases of 9.0 percent for traditional indemnity plans, 8.5 percent for POS plans, 9.0 percent for HMOs, and 8.5 percent for PPOs. That means from 2007 to 2008, the average cost per person for major companies will increase from $7,957 to $8,673 for HMOs; $7,790 to $8,452 for PPOs; $8,573 to $9,302 for POS plans; and $9,277 to $10,112 for indemnity plans.
"We believe the 2007 rates of increase for POS and PPO plans represent somewhat of a 'market correction' from prior-year, conservative pricing assumptions, especially for self-insured plans," said Tate. "Actual experience has been trending favorably relative to employer forecasts, resulting in less of a need for an increase for 2007."
Employer Response to Rate Increases
While rate increases remain moderate, employers continue to take proactive steps to mitigate costs and enable employees to make smarter and more effective health care decisions, including:
Adopting best practices and creating more stringent requirements around vendor selection. As employers adopt leading-edge strategies to impact the health of their workforce, they are increasingly contracting with an array of vendor partners, each focused on specific elements of the health care program. "Choosing best-in-class vendors can help make programs more cost-effective as long as the employer has built in an appropriate degree of cross-program accountability for the vendors," noted Winkler.
Pinpointing the drivers of costs. More companies are taking a closer look at the health risks and needs of their employee population and offering more focused programs and solutions targeted to employees who incur the majority of health care costs. According to recent Hewitt research, more than three-quarters (77 percent) of responding companies profiled the chronic health conditions prevalent in their workforce in 2007, compared with just 43 percent in 2006. In addition, between 65 percent and 79 percent of companies gave employees — or planned to give them in 2007 — access to targeted condition management or wellness programs through health plans or focused programs.
"By obtaining insight into the health risks and chronic conditions of at-risk populations in their workforce, employers can identify portions of the employee population that are currently — or likely to become — the most costly and make changes to their plan designs that will drive employees to make better, more consistent decisions about their health," said Winkler. "These types of programs not only influence healthy employee behaviors through integrated health management, but they provide companies with significant opportunities for short- and long-term cost savings."
Offering new health plans. Account-based plan designs are gaining traction by employers as a way to control costs. Hewitt's research found that more than 20 percent of companies offer, or plan to offer, a high-deductible health plan with a health savings account (HSA) by the end of this year and almost half are considering offering one at a future date. While just 3 percent of employees elected these plans last year, most companies anticipate that enrollment will grow to 20 percent in five years.
In addition, as fully insured HMO rates increase in excess of overall medical cost increases, an increasing number of companies are eliminating local HMO offerings and are now offering HMOs under a self-insured arrangement. This enables companies to offer more consistent plan designs and health care programs across their entire employee population, reducing administrative costs and simplifying communication messages to employees during annual enrollment.
Encouraging use of health care via "value-based" plan design changes. While still an emerging concept, more companies are beginning to incorporate value-based design changes into their health care programs. These types of plans remove the unnecessary barriers to care that employees face by providing them with incentives to use appropriate care/services to manage their health.
According to recent Hewitt research, almost one in five (19 percent) large companies has implemented a value-based plan design, and another 40 percent are interested in learning more about them. Hewitt recently introduced a Value-Based Design Model that enables companies, in real time, to analyze the compliance effects and financial impact of reducing employee cost sharing for specific health care services and increasing employee cost sharing for others. Using companies' existing prescription drug utilization and cost data, the tool also helps them understand how to make these clinically desirable plan design changes without increasing overall health care costs.
Changing prescription drug coverage. Companies are focusing more on generic and value drug programs, aggressive Pharmacy Benefit Manager (PBM) contracting and coinsurance in their drug plans to continue to influence utilization and costs. They are also taking more interest in measuring employee compliance with prescription drug usage so that they can make changes to their plans – including adding incentives – in order to encourage employees to take medications for which they were prescribed.
About Hewitt's Data
Hewitt's health care cost data is derived from the Hewitt Health Value Initiative, a cost and performance analysis database of more than 1,800 health plans throughout the U.S., including 400 major employers and more than 18 million health plan participants.
About Hewitt Associates
With more than 65 years of experience, Hewitt Associates (NYSE: HEW) is the world's foremost provider of human resources outsourcing and consulting services. The company consults with more than 2,300 organizations and administers human resources, health care, payroll and retirement programs on behalf of more than 340 companies to millions of employees and retirees worldwide. Located in 35 countries, Hewitt employs approximately 24,000 associates. For more information, please visit www.hewitt.com.
2007-09-24
Companies Focusing on Health Plan Designs and Keeping Employees Healthy to Help Mitigate Impact of Rate Increases
LINCOLNSHIRE, Ill. – U.S. companies enjoyed a nine-year low in health care cost rate increases this year, but employers and employees should not expect to see that trend continue in 2008, according to Hewitt Associates, a global human resources services company. In 2007, average health care rate increases were 5.3 percent, down from 7.9 percent in 2006. However, Hewitt is projecting an 8.7 percent average increase for employers in 2008.
Outlook for 2008
According to Hewitt, the average health cost per person for major companies will increase from $7,982 in 2007 to $8,676 in 2008. The amount employees are being asked to contribute in 2008 will be $1,859, representing approximately 21 percent of the overall health care premium and up from $1,690 in 2007. Average employee out-of-pocket costs, such as copayments, coinsurance and deductibles, are also expected to increase from $1,576 in 2007 to $1,738 in 2008. Overall, employees' total health care costs — including employee contribution and out-of-pocket costs — are projected to be $3,597 in 2008, up 10.1 percent from $3,266 in 2007.
"It's encouraging to see rate increases soften because it means that companies are making a concerted effort to manage health care costs," said Jim Winkler, practice leader of Hewitt's Health Management Consulting business. "However, one of the primary ways employers have been accomplishing this is by passing a significant percentage of costs to employees, and we're seeing evidence that this strategy is prompting an increasing number of employees to forego necessary preventative care and/or not comply with prescribed medications. While some cost shifting is appropriate, it's critical that companies design their health care programs in a way that encourages employees to use them — and use them wisely. Otherwise, they are essentially trading preventative care now for 'rescue care' later, which will lead to unhealthy employee populations, a decrease in employee productivity and ultimately — higher health care costs."
2007 Cost Increases by Major Metropolitan Area
While Hewitt's data shows a decline in overall cost increases in 2007, a few major U.S. markets experienced rate increases two-to-three times higher than the average: Nashville (14.1 percent), San Diego (11.5 percent) and San Francisco (11.5 percent).
"It's hard to pinpoint the exact reasons why health care cost increases vary in each region, but differences in health plan competition, demographics and market dynamics of health care providers are all factors," said Bob Tate, chief actuary of Hewitt's Health Management Consulting business. "We've noticed that several of the cities with the highest rate increases this year have a large number of employees enrolled in HMO plans, and these plans have experienced higher cost increases in recent years."
2007 Cost Increases by Plan Type
On average, Hewitt saw average cost increases in 2007 of 9.1 percent for traditional indemnity plans, 8.7 percent for health maintenance organizations (HMOs), 3.9 percent for point-of-service (POS) plans and 2.4 percent for preferred provider organizations (PPOs).
For 2008, Hewitt forecasts that companies will receive cost increases of 9.0 percent for traditional indemnity plans, 8.5 percent for POS plans, 9.0 percent for HMOs, and 8.5 percent for PPOs. That means from 2007 to 2008, the average cost per person for major companies will increase from $7,957 to $8,673 for HMOs; $7,790 to $8,452 for PPOs; $8,573 to $9,302 for POS plans; and $9,277 to $10,112 for indemnity plans.
"We believe the 2007 rates of increase for POS and PPO plans represent somewhat of a 'market correction' from prior-year, conservative pricing assumptions, especially for self-insured plans," said Tate. "Actual experience has been trending favorably relative to employer forecasts, resulting in less of a need for an increase for 2007."
Employer Response to Rate Increases
While rate increases remain moderate, employers continue to take proactive steps to mitigate costs and enable employees to make smarter and more effective health care decisions, including:
Adopting best practices and creating more stringent requirements around vendor selection. As employers adopt leading-edge strategies to impact the health of their workforce, they are increasingly contracting with an array of vendor partners, each focused on specific elements of the health care program. "Choosing best-in-class vendors can help make programs more cost-effective as long as the employer has built in an appropriate degree of cross-program accountability for the vendors," noted Winkler.
Pinpointing the drivers of costs. More companies are taking a closer look at the health risks and needs of their employee population and offering more focused programs and solutions targeted to employees who incur the majority of health care costs. According to recent Hewitt research, more than three-quarters (77 percent) of responding companies profiled the chronic health conditions prevalent in their workforce in 2007, compared with just 43 percent in 2006. In addition, between 65 percent and 79 percent of companies gave employees — or planned to give them in 2007 — access to targeted condition management or wellness programs through health plans or focused programs.
"By obtaining insight into the health risks and chronic conditions of at-risk populations in their workforce, employers can identify portions of the employee population that are currently — or likely to become — the most costly and make changes to their plan designs that will drive employees to make better, more consistent decisions about their health," said Winkler. "These types of programs not only influence healthy employee behaviors through integrated health management, but they provide companies with significant opportunities for short- and long-term cost savings."
Offering new health plans. Account-based plan designs are gaining traction by employers as a way to control costs. Hewitt's research found that more than 20 percent of companies offer, or plan to offer, a high-deductible health plan with a health savings account (HSA) by the end of this year and almost half are considering offering one at a future date. While just 3 percent of employees elected these plans last year, most companies anticipate that enrollment will grow to 20 percent in five years.
In addition, as fully insured HMO rates increase in excess of overall medical cost increases, an increasing number of companies are eliminating local HMO offerings and are now offering HMOs under a self-insured arrangement. This enables companies to offer more consistent plan designs and health care programs across their entire employee population, reducing administrative costs and simplifying communication messages to employees during annual enrollment.
Encouraging use of health care via "value-based" plan design changes. While still an emerging concept, more companies are beginning to incorporate value-based design changes into their health care programs. These types of plans remove the unnecessary barriers to care that employees face by providing them with incentives to use appropriate care/services to manage their health.
According to recent Hewitt research, almost one in five (19 percent) large companies has implemented a value-based plan design, and another 40 percent are interested in learning more about them. Hewitt recently introduced a Value-Based Design Model that enables companies, in real time, to analyze the compliance effects and financial impact of reducing employee cost sharing for specific health care services and increasing employee cost sharing for others. Using companies' existing prescription drug utilization and cost data, the tool also helps them understand how to make these clinically desirable plan design changes without increasing overall health care costs.
Changing prescription drug coverage. Companies are focusing more on generic and value drug programs, aggressive Pharmacy Benefit Manager (PBM) contracting and coinsurance in their drug plans to continue to influence utilization and costs. They are also taking more interest in measuring employee compliance with prescription drug usage so that they can make changes to their plans – including adding incentives – in order to encourage employees to take medications for which they were prescribed.
About Hewitt's Data
Hewitt's health care cost data is derived from the Hewitt Health Value Initiative, a cost and performance analysis database of more than 1,800 health plans throughout the U.S., including 400 major employers and more than 18 million health plan participants.
About Hewitt Associates
With more than 65 years of experience, Hewitt Associates (NYSE: HEW) is the world's foremost provider of human resources outsourcing and consulting services. The company consults with more than 2,300 organizations and administers human resources, health care, payroll and retirement programs on behalf of more than 340 companies to millions of employees and retirees worldwide. Located in 35 countries, Hewitt employs approximately 24,000 associates. For more information, please visit www.hewitt.com.
viernes, 7 de septiembre de 2007
Aetna adquiere a Goodhealth
Interesante adquisición. Aetna es uno de los grupos aseguradores (de seguros médicos) más prestigiosos de USA. Esta adquisición la posiciona para poder explotar el mercado internacional. Buenas noticias para el mercado. Puede descargar aqui el comunicado.
lunes, 6 de agosto de 2007
Adjunto una presentación interesante de Lloyd´s de Londres. Entre las cosas que me llamaron la atención de la presentación esta que Lloyd´s hace seguro directo en 74 países/territorios. Así mismo esta regulada por el FSA (Financial Service Authority); por consiguiente aquellas personas que cuenten con una póliza emitida por Lloyd´s (cómo es en el caso de los clientes de Multinational Underwriters) cuentan con la protección que brinda el Financial Ombudsman Service en Inglaterra.
miércoles, 25 de julio de 2007
martes, 3 de julio de 2007
Opciones de Migración
El plan de Bupa Platinum Individual da la opción de migrar a los planes de Amedex e IHI Danmark, sin pasar por undrwriting, de acuerdo a la matriz que adjunto. Cualquier consulta al respecto, no dude en preguntarnos al mail claudia@saisacorp.org
Optimun Global
No cabe duda que el mercado Latinoamericano esta despertando interés entre los grandes jugadores de seguros médicos. Recientemente tuvimos la visita de el agente general de Templeton Insurance Ltd, aseguradora basada en la Isla de Man que cuenta con el respaldo (reaseguro) de Aviva Limited, subsidiara de Aviva plc; ellos estuvieron con nosotros informandonos del lanzamiento de Optimum Global. Esta viene a ser una opción más que tienen para considerar los usuarios de seguros médicos internacionales. En el siguiente folder pueden descargar la solicitud, cuadro de beneficios y las condiciones generales de la póliza. Le damos la bienvenida a Optimum Global a Latinoamerica.
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