Campaign for Revival of Policies is back from 16th August.
You can revive policies which are lapsed for more than 5 years and
also policies which are in lapsed condition for which PPT is completed
and Policy term is not yet over. Make best use of the opportunity.
10 Cobra mistakes to Avoid. Accurate Insurance Solutions Tampa, Fl.Brian Brady
Accurate Insurance Solutions tips for avoiding Cobra penalties and other risks, such as lawsuits to compel coverage and adverse selection of COBRA coverage. 813-994-4114 o
The IRS issued new guidance allowing employers more flexibility with cafeteria plan election changes. Employers can now permit employees to change elections if their work hours are reduced to less than 30 hours per week or if they enroll in a health plan through the Marketplace. Specifically, employees can drop employer coverage if they gain coverage elsewhere within 60 days of the change. Employers must amend cafeteria plan documents by the end of 2015 to allow these new election changes.
The document provides a summary of the top 10 mistakes employers make regarding COBRA and how to avoid them. It discusses mistakes like assuming COBRA doesn't apply to small employers or certain health plans, not understanding qualifying events and beneficiaries, failing to provide required notices, not following reasonable procedures, providing incorrect information in notices, not maintaining proper documentation, and bad timing of coverage periods. The document emphasizes the importance of understanding COBRA requirements, establishing procedures, sending timely and accurate notices, properly documenting actions, and avoiding mistakes that could result in penalties.
The document provides additional questions and answers from the IRS regarding the COBRA premium assistance provisions. Key points covered include: 1) employers have flexibility in determining if a termination was involuntary; 2) seasonal and temporary workers whose contracts expire can be considered involuntary terminations; 3) reserve and National Guard duty is an involuntary termination regardless of leave status; and 4) individuals have flexibility in choosing the effective date of their COBRA coverage within limits of the subsidy period.
A safe harbor plan design allows employers to avoid certain nondiscrimination compliance testing by making mandatory employer contributions. There are three main safe harbor plan options: 1) a nonelective contribution of at least 3% of compensation for all eligible employees, 2) a matching contribution of 100% of the first 3% of employee contributions or 100% of the first 4% of contributions, or 3) an automatic enrollment feature with a minimum employer contribution and matching. Adopting a safe harbor plan requires amending the plan document, notifying employees, and making the specified contributions to avoid testing. A consultant can help determine if a safe harbor plan is suitable and identify the best design options.
Axis Bank has sanctioned a cash credit limit of Rs. 25 lakhs to Kon Chern India Pvt Ltd to meet their working capital requirements. The loan is secured by a first charge on the company's current assets and carries an interest rate of 12.25% payable monthly. Kon Chern must submit quarterly stock statements and renewal documents at least 45 days before the expiry of the 12-month term, or else penal interest of 2% will apply. The company must also accept additional terms regarding insurance of assets, prior approval for major changes, and information disclosure.
The document discusses home loans and their benefits. It begins by explaining that owning a home is a lifelong dream for many and requires taking out a home loan, which are long-term loans offered by banks and financial institutions. It then discusses the various types of home loans available, including loans for home purchase, construction, and improvement. Key benefits of home loans include affordable monthly installments to pay for the home over time and tax benefits under section 24(b) and 80C of the Income Tax Act. Borrowers can claim a tax deduction of up to Rs. 150,000 for interest paid and Rs. 100,000 for principal repaid each year.
10 Cobra mistakes to Avoid. Accurate Insurance Solutions Tampa, Fl.Brian Brady
Accurate Insurance Solutions tips for avoiding Cobra penalties and other risks, such as lawsuits to compel coverage and adverse selection of COBRA coverage. 813-994-4114 o
The IRS issued new guidance allowing employers more flexibility with cafeteria plan election changes. Employers can now permit employees to change elections if their work hours are reduced to less than 30 hours per week or if they enroll in a health plan through the Marketplace. Specifically, employees can drop employer coverage if they gain coverage elsewhere within 60 days of the change. Employers must amend cafeteria plan documents by the end of 2015 to allow these new election changes.
The document provides a summary of the top 10 mistakes employers make regarding COBRA and how to avoid them. It discusses mistakes like assuming COBRA doesn't apply to small employers or certain health plans, not understanding qualifying events and beneficiaries, failing to provide required notices, not following reasonable procedures, providing incorrect information in notices, not maintaining proper documentation, and bad timing of coverage periods. The document emphasizes the importance of understanding COBRA requirements, establishing procedures, sending timely and accurate notices, properly documenting actions, and avoiding mistakes that could result in penalties.
The document provides additional questions and answers from the IRS regarding the COBRA premium assistance provisions. Key points covered include: 1) employers have flexibility in determining if a termination was involuntary; 2) seasonal and temporary workers whose contracts expire can be considered involuntary terminations; 3) reserve and National Guard duty is an involuntary termination regardless of leave status; and 4) individuals have flexibility in choosing the effective date of their COBRA coverage within limits of the subsidy period.
A safe harbor plan design allows employers to avoid certain nondiscrimination compliance testing by making mandatory employer contributions. There are three main safe harbor plan options: 1) a nonelective contribution of at least 3% of compensation for all eligible employees, 2) a matching contribution of 100% of the first 3% of employee contributions or 100% of the first 4% of contributions, or 3) an automatic enrollment feature with a minimum employer contribution and matching. Adopting a safe harbor plan requires amending the plan document, notifying employees, and making the specified contributions to avoid testing. A consultant can help determine if a safe harbor plan is suitable and identify the best design options.
Axis Bank has sanctioned a cash credit limit of Rs. 25 lakhs to Kon Chern India Pvt Ltd to meet their working capital requirements. The loan is secured by a first charge on the company's current assets and carries an interest rate of 12.25% payable monthly. Kon Chern must submit quarterly stock statements and renewal documents at least 45 days before the expiry of the 12-month term, or else penal interest of 2% will apply. The company must also accept additional terms regarding insurance of assets, prior approval for major changes, and information disclosure.
The document discusses home loans and their benefits. It begins by explaining that owning a home is a lifelong dream for many and requires taking out a home loan, which are long-term loans offered by banks and financial institutions. It then discusses the various types of home loans available, including loans for home purchase, construction, and improvement. Key benefits of home loans include affordable monthly installments to pay for the home over time and tax benefits under section 24(b) and 80C of the Income Tax Act. Borrowers can claim a tax deduction of up to Rs. 150,000 for interest paid and Rs. 100,000 for principal repaid each year.
This document summarizes the key details of LIC's Saral Jeevan Bima plan, which is a non-participating, individual pure risk premium life insurance plan. It provides a lump sum payment to the insured's family if the insured dies during the policy term. The plan offers death benefit coverage and has eligibility conditions such as a minimum sum assured of Rs. 5 lakhs and maximum of Rs. 25 lakhs. Premiums can be paid regularly or as a single premium. On the insured's death during the policy term, the nominee receives the sum assured. No maturity benefits are provided under this plan.
1. The Pradhan Mantri Suraksha Bima Yojana is an accidental death and disability insurance scheme offered through participating banks that provides coverage of Rs. 2 lakh for death and Rs. 1-2 lakh for disabilities for eligible savings bank account holders between 18-70 years of age.
2. The annual premium is Rs. 12 per member deducted directly from the savings bank account, and the scheme period runs from June 1st to May 31st each year. Those eligible can enroll by giving auto-debit authorization by May 31st or August 31st in the initial year.
3. Coverage ends at age 70, closure of bank account, insufficient balance to pay premium,
News Flash October 27 2014 Transitional Reinsurance Fee Counts Due By Nove...Annette Wright, GBA, GBDS
The document summarizes the requirements for transitional reinsurance fees established by the Affordable Care Act. Employers with self-insured health plans must submit enrollment counts and payment by November 17, 2014. They can pay the full 2014 fee by January 15, 2015 or pay in two installments. Late payments will incur interest and penalties. The document provides details on calculating enrollment counts, submitting forms through Pay.gov, and the penalty process for late payments.
INTERNATIONAL PUBLIC SECTOR ACCOUNTING STANDARDSHelen Njuguna
This document provides information about a 5-day training program on Certified International Public Sector Accounting Standards (CIPSASTM) to be held from June 18-22, 2018 at the Ubumwe Grand Hotel in Kigali, Rwanda. The training will cover various accounting standards and principles over the 5 days based on an outlined schedule. The program is offered by the International Academy of Business and Financial Management and costs $2,950 per delegate. Interested individuals can register by providing their contact details, signing the terms and conditions, and paying the registration fee.
This document discusses the SBI Life Unit Plus III Pension plan. The plan offers pension benefits without life cover and pays out on death, critical illness, or total permanent disability. It provides guaranteed additions, lower charges, and varied fund options. Customers can customize their plan with additional rider benefits like critical illness coverage and an income sustainer benefit. The plan targets customers looking to plan for retirement through a cost-effective investment that offers growth opportunities and flexibility.
Forfeitures occur when a terminated participant is not fully vested in employer contributions and receives a plan distribution. Forfeited amounts are placed in a forfeiture account for later use by the plan sponsor. Forfeiture accounts are typically used to pay plan expenses, with any remaining amounts used to reduce employer contributions or allocate to participants. Forfeitures must be used or allocated by the end of the plan year and cannot be carried over to subsequent years. If a plan fails to properly allocate forfeitures in a timely manner, corrective actions include reallocating forfeiture amounts and revising allocation reports in accordance with IRS compliance programs.
The CMS Innovation Center hosted a repeat of the Thursday, November 6 ACO Investment Model webinar on Tuesday, November 18, 2014, from 2:30pm-3:30pm EST. The webinar provided guidance on the ACO Investment Model (AIM) application to prospective ACO applicants. The webinar included a review of the model eligibility requirements and an explanation of each application question including the spend plan narrative and spreadsheet.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
Using Quality Tools and Concepts to Improve SalesThomas Kaster
This is a white paper that I submitted for the 2009 Decision Science Institute (DSI) in New Orleans which documents a large scale quality project I undertook. In the project quality tools and concepts were used to analyze two virtual call centers and look for opportunities for sales improvement.
This document summarizes and compares the compensation and benefits policies of BPO and retail industries. In the BPO industry, benefits include provident fund, gratuity, health insurance, food and transportation subsidies, and performance-based incentives. The retail industry policy provides similar benefits like insurance, loans, and leave policies. It also offers benefits tailored for retail like discounts, company-owned accommodations, and incentive trips. Overall, compensation and benefits differ between service providers and in-house retail employees.
This document provides frequently asked questions (FAQs) about the Shiksha Plus Super plan, an internal training document for a life insurance company. It covers basic features of the plan such as eligibility ages, premium amounts, investment options, benefits like death benefit and maturity benefit, policy discontinuance including surrender, and other features like switches and partial withdrawals. The FAQs provide concise answers to questions about the key aspects of the plan for internal training purposes.
With our Special Aggregate Only product, companies can enjoy the benefits of both a fully insured plan and a self-insured plan. An aggregate only funding mechanism, the employer pays agg premium and funds for maximum claims and if end-of-year claims come in lower than what was funded, the employer gets that money back. And, unlike fully insured carriers, employers using this product will have total access to claims experience and have more control over the benefit plan.
Cpt codes 99490 99487 99489 all you need to knowGaryRichards30
How can medical professionals benefit from Chronic Care Management CPT Codes 99490 and 99487 and 99489?
Physicians and Non-Physicians can benefit from Medicare’s reimbursement for chronic care services.
Non Physicians include Certified Nurse-Midwife, Physician Assistant, Nurse Practitioner and Clinical Nurse Specialists. The flexibility of remote medical monitoring offers patients and professionals convenience to reach out as per their schedule.
Group health plans can require qualified beneficiaries to pay for COBRA continuation coverage, although plan sponsors can choose to provide continuation coverage at reduced or no cost.
The maximum amount charged to qualified beneficiaries cannot exceed 102 percent of the plan’s total cost of coverage. The cost amount is based on the cost of coverage for similarly situated individuals who have not incurred a qualifying event. For qualified beneficiaries receiving the 11-month disability extension, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage...
In follow-up to the March 10, 2015 announcement of the Next Generation Accountable Care Organization (ACO) Model of payment and care delivery, the Center for Medicare and Medicaid Innovation (CMS Innovation Center) hosted the first in a series of open door forums focusing on various aspects of the Model.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
In follow-up to the March 10, 2015 announcement of the Next Generation Accountable Care Organization (ACO) Model of payment and care delivery, the Center for Medicare and Medicaid Innovation (CMS Innovation Center) hosted a repeat of the first open door forum in a series focusing on various aspects of the Model.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
Systematic Retirement Plans allow you to save systematically & give the flexibility to choose your premium payment term. Click here to buy a systematic pension policy online.
This document summarizes an annuity plan that allows customers to save systematically for retirement and receive guaranteed lifelong income. Key features include:
- Guaranteed annuity rates once the policy is purchased
- Option to receive income monthly, quarterly, or annually for life
- Premiums can be paid over 5-15 years, with income payments starting upon choosing a deferment period
- Income payments are guaranteed for life regardless of investment performance
- The document outlines the compensation plan and policies for members of the ForeverGreen/FGXpress multi-level marketing company.
- Members are compensated through commissions from product sales and bonuses for recruiting new members. Commissions are paid weekly by various payment methods into members' e-wallets.
- The compensation plan includes fast start bonuses, team bonuses, and rank bonuses that increase as members recruit more members and increase sales volumes within their downlines. Ranks range from Distributor to All Star based on sales and recruiting metrics.
- Policies cover issues like payment processing fees, replacement payments, unclaimed funds, and debiting member accounts for refunds or fees owed. The compensation plan may be changed
The Next Generation ACO Model team hosted an open door forum on Tuesday, February 28, 2017. During this open door forum Model team members provided a deep dive presentation examining details of financial aspects relating to the model.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
This document compares the key features of LIC's existing Money Back Plan (Plan No. 93) to the new Money Back Plan (Plan No. 821). Some of the main changes in the new plan include a shorter premium paying term of 20 years (from 25 years), a higher minimum basic sum assured of Rs. 100,000 (from Rs. 50,000), and taxes being applicable at prevailing rates and borne by the policyholder (previously borne by LIC). The document outlines the benefits, eligibility conditions, premiums, bonuses, loans, surrender values and other terms of both plans.
This document compares LIC's old Money Back Plan (Plan No. 75) to their new Money Back Plan (Plan No. 820). Some key differences include: the new plan has a minimum sum assured of Rs. 100,000, premium paying term of 15 years instead of 20, survival benefits of 20% paid at years 5, 10, and 15, and a revival period of 2 years instead of 5 if premiums are unpaid. The document also notes some aspects that remain unchanged like backdating, grace period, and assignment/nomination rules.
This document summarizes the key details of LIC's Saral Jeevan Bima plan, which is a non-participating, individual pure risk premium life insurance plan. It provides a lump sum payment to the insured's family if the insured dies during the policy term. The plan offers death benefit coverage and has eligibility conditions such as a minimum sum assured of Rs. 5 lakhs and maximum of Rs. 25 lakhs. Premiums can be paid regularly or as a single premium. On the insured's death during the policy term, the nominee receives the sum assured. No maturity benefits are provided under this plan.
1. The Pradhan Mantri Suraksha Bima Yojana is an accidental death and disability insurance scheme offered through participating banks that provides coverage of Rs. 2 lakh for death and Rs. 1-2 lakh for disabilities for eligible savings bank account holders between 18-70 years of age.
2. The annual premium is Rs. 12 per member deducted directly from the savings bank account, and the scheme period runs from June 1st to May 31st each year. Those eligible can enroll by giving auto-debit authorization by May 31st or August 31st in the initial year.
3. Coverage ends at age 70, closure of bank account, insufficient balance to pay premium,
News Flash October 27 2014 Transitional Reinsurance Fee Counts Due By Nove...Annette Wright, GBA, GBDS
The document summarizes the requirements for transitional reinsurance fees established by the Affordable Care Act. Employers with self-insured health plans must submit enrollment counts and payment by November 17, 2014. They can pay the full 2014 fee by January 15, 2015 or pay in two installments. Late payments will incur interest and penalties. The document provides details on calculating enrollment counts, submitting forms through Pay.gov, and the penalty process for late payments.
INTERNATIONAL PUBLIC SECTOR ACCOUNTING STANDARDSHelen Njuguna
This document provides information about a 5-day training program on Certified International Public Sector Accounting Standards (CIPSASTM) to be held from June 18-22, 2018 at the Ubumwe Grand Hotel in Kigali, Rwanda. The training will cover various accounting standards and principles over the 5 days based on an outlined schedule. The program is offered by the International Academy of Business and Financial Management and costs $2,950 per delegate. Interested individuals can register by providing their contact details, signing the terms and conditions, and paying the registration fee.
This document discusses the SBI Life Unit Plus III Pension plan. The plan offers pension benefits without life cover and pays out on death, critical illness, or total permanent disability. It provides guaranteed additions, lower charges, and varied fund options. Customers can customize their plan with additional rider benefits like critical illness coverage and an income sustainer benefit. The plan targets customers looking to plan for retirement through a cost-effective investment that offers growth opportunities and flexibility.
Forfeitures occur when a terminated participant is not fully vested in employer contributions and receives a plan distribution. Forfeited amounts are placed in a forfeiture account for later use by the plan sponsor. Forfeiture accounts are typically used to pay plan expenses, with any remaining amounts used to reduce employer contributions or allocate to participants. Forfeitures must be used or allocated by the end of the plan year and cannot be carried over to subsequent years. If a plan fails to properly allocate forfeitures in a timely manner, corrective actions include reallocating forfeiture amounts and revising allocation reports in accordance with IRS compliance programs.
The CMS Innovation Center hosted a repeat of the Thursday, November 6 ACO Investment Model webinar on Tuesday, November 18, 2014, from 2:30pm-3:30pm EST. The webinar provided guidance on the ACO Investment Model (AIM) application to prospective ACO applicants. The webinar included a review of the model eligibility requirements and an explanation of each application question including the spend plan narrative and spreadsheet.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
Using Quality Tools and Concepts to Improve SalesThomas Kaster
This is a white paper that I submitted for the 2009 Decision Science Institute (DSI) in New Orleans which documents a large scale quality project I undertook. In the project quality tools and concepts were used to analyze two virtual call centers and look for opportunities for sales improvement.
This document summarizes and compares the compensation and benefits policies of BPO and retail industries. In the BPO industry, benefits include provident fund, gratuity, health insurance, food and transportation subsidies, and performance-based incentives. The retail industry policy provides similar benefits like insurance, loans, and leave policies. It also offers benefits tailored for retail like discounts, company-owned accommodations, and incentive trips. Overall, compensation and benefits differ between service providers and in-house retail employees.
This document provides frequently asked questions (FAQs) about the Shiksha Plus Super plan, an internal training document for a life insurance company. It covers basic features of the plan such as eligibility ages, premium amounts, investment options, benefits like death benefit and maturity benefit, policy discontinuance including surrender, and other features like switches and partial withdrawals. The FAQs provide concise answers to questions about the key aspects of the plan for internal training purposes.
With our Special Aggregate Only product, companies can enjoy the benefits of both a fully insured plan and a self-insured plan. An aggregate only funding mechanism, the employer pays agg premium and funds for maximum claims and if end-of-year claims come in lower than what was funded, the employer gets that money back. And, unlike fully insured carriers, employers using this product will have total access to claims experience and have more control over the benefit plan.
Cpt codes 99490 99487 99489 all you need to knowGaryRichards30
How can medical professionals benefit from Chronic Care Management CPT Codes 99490 and 99487 and 99489?
Physicians and Non-Physicians can benefit from Medicare’s reimbursement for chronic care services.
Non Physicians include Certified Nurse-Midwife, Physician Assistant, Nurse Practitioner and Clinical Nurse Specialists. The flexibility of remote medical monitoring offers patients and professionals convenience to reach out as per their schedule.
Group health plans can require qualified beneficiaries to pay for COBRA continuation coverage, although plan sponsors can choose to provide continuation coverage at reduced or no cost.
The maximum amount charged to qualified beneficiaries cannot exceed 102 percent of the plan’s total cost of coverage. The cost amount is based on the cost of coverage for similarly situated individuals who have not incurred a qualifying event. For qualified beneficiaries receiving the 11-month disability extension, the premium for those additional months may be increased to 150 percent of the plan's total cost of coverage...
In follow-up to the March 10, 2015 announcement of the Next Generation Accountable Care Organization (ACO) Model of payment and care delivery, the Center for Medicare and Medicaid Innovation (CMS Innovation Center) hosted the first in a series of open door forums focusing on various aspects of the Model.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
In follow-up to the March 10, 2015 announcement of the Next Generation Accountable Care Organization (ACO) Model of payment and care delivery, the Center for Medicare and Medicaid Innovation (CMS Innovation Center) hosted a repeat of the first open door forum in a series focusing on various aspects of the Model.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
Systematic Retirement Plans allow you to save systematically & give the flexibility to choose your premium payment term. Click here to buy a systematic pension policy online.
This document summarizes an annuity plan that allows customers to save systematically for retirement and receive guaranteed lifelong income. Key features include:
- Guaranteed annuity rates once the policy is purchased
- Option to receive income monthly, quarterly, or annually for life
- Premiums can be paid over 5-15 years, with income payments starting upon choosing a deferment period
- Income payments are guaranteed for life regardless of investment performance
- The document outlines the compensation plan and policies for members of the ForeverGreen/FGXpress multi-level marketing company.
- Members are compensated through commissions from product sales and bonuses for recruiting new members. Commissions are paid weekly by various payment methods into members' e-wallets.
- The compensation plan includes fast start bonuses, team bonuses, and rank bonuses that increase as members recruit more members and increase sales volumes within their downlines. Ranks range from Distributor to All Star based on sales and recruiting metrics.
- Policies cover issues like payment processing fees, replacement payments, unclaimed funds, and debiting member accounts for refunds or fees owed. The compensation plan may be changed
The Next Generation ACO Model team hosted an open door forum on Tuesday, February 28, 2017. During this open door forum Model team members provided a deep dive presentation examining details of financial aspects relating to the model.
- - -
CMS Innovation Center
http://innovation.cms.gov
We accept comments in the spirit of our comment policy:
http://newmedia.hhs.gov/standards/comment_policy.html
CMS Privacy Policy
http://cms.gov/About-CMS/Agency-Information/Aboutwebsite/Privacy-Policy.html
This document compares the key features of LIC's existing Money Back Plan (Plan No. 93) to the new Money Back Plan (Plan No. 821). Some of the main changes in the new plan include a shorter premium paying term of 20 years (from 25 years), a higher minimum basic sum assured of Rs. 100,000 (from Rs. 50,000), and taxes being applicable at prevailing rates and borne by the policyholder (previously borne by LIC). The document outlines the benefits, eligibility conditions, premiums, bonuses, loans, surrender values and other terms of both plans.
This document compares LIC's old Money Back Plan (Plan No. 75) to their new Money Back Plan (Plan No. 820). Some key differences include: the new plan has a minimum sum assured of Rs. 100,000, premium paying term of 15 years instead of 20, survival benefits of 20% paid at years 5, 10, and 15, and a revival period of 2 years instead of 5 if premiums are unpaid. The document also notes some aspects that remain unchanged like backdating, grace period, and assignment/nomination rules.
The document appears to contain a table of numerical values organized in a grid with 26 rows and varying columns from 0 to 62. The values generally increase moving from left to right across each row and downward in each column. The highest values are near the bottom right of the table and the lowest values are near the top left.
1) The document compares two LIC plans - Bima Bachat Plan No. 175 and New Bima Bachat Plan No. 816.
2) The new plan modifies some benefits like loan amount, surrender value calculation, and policyholder bearing service tax.
3) However, there is no change to survival benefits percentages, maximum age at entry/maturity, minimum sum assured amounts.
The document compares LIC's existing Jeevan Anand Plan No. 149 to the new Jeevan Anand Plan No. 815. Key differences include a reduced maximum entry age, shorter policy terms, modified death benefit definition, changes to loan and surrender value terms, and revival period reduced from 5 to 2 years. The accident benefit is now offered as a rider instead of being inbuilt. Taxes will now apply and be borne by the policyholder.
LIC's new endowment plan includes the following changes compared to its previous Table No. 14 plan:
- The death benefit is now called the 'Sum Assured on Death' and is defined as the higher of the Basic Sum Assured or 10 times the Annual Premium.
- The minimum age at entry has been reduced from 12 to 8 years old.
- The maximum loan amount as a percentage of surrender value now depends on the policy term.
- The guaranteed surrender value (GSV) percentage now depends on the policy term and year of surrender.
- Rebates for higher sum assured amounts and premium payment modes have been modified.
This document appears to be an insurance plan with the number 827 from NvM. It provides life insurance protection through a plan that has a specific number assigned by the insurance provider NvM. In 3 sentences or less, that covers the essential high level information given in the original document.
1. CRM Department, Central Office.
5th Floor (Link), “Yogakshema”,
Jeevan Bima Marg, P.O.Box No.19953,
Mumbai – 400 021.
Tel : 66598353, Fax : 22825829
E-mail : co_crm@licindia.com
________________________________________________________________
Ref: CO/CRM/938 /23 August 13th
,2014
The Zonal Managers,
All Sr./Divisional Managers,
Management Development Centre,
Audit & Inspection.
Re: Campaign for Revival of lapsed policies From 16/8/2014 to 15/10/2014
In order to reduce lapsation and increase persistency of renewal premium by reconnecting our
relationship with the policyholders whose policies have lapsed, it has been decided to launch a
Campaign for revival of lapsed policies from 16/8/2014 to 15/10/2014.
The following are the salient features of the campaign:-
Concession in late fee.
Concession in submission of evidence of health subject certain conditions
Revival of lapsed policies for FUP more than 5 years without referring to Dispute
redressal committee( DO/ZO/CO)
The following terms and conditions are applicable to this Campaign for Revival :
A) Eligibility of policies
Policies under all type of plans are eligible except Health (plan nos-
901,902,903,904) and Micro insurance Plans.
Policies which are in lapsed condition for more than 6 months from FUP as on
date of revival will be eligible.( including the policies lapsed for more than 5 years
as on date of revival)
All policies issued through different distribution channels will be eligible.
Policies which are in lapsed condition during the premium paying term but not
completed policy term will also be eligible for revival under the campaign.
B) Concession in late fee
Concession in total late fee under each policy will be allowed as follows, if policyholder
submits all revival requirements and pay all arrears of premiums. The basis for
concession will be total receivable premium amount under the policy.
Total Receivable premium
amount under policy
% of concession
allowed in late fee
Maximum amount of
concession allowed
Upto Rs. 1,00,000 20% Rs. 1,500
From 1,00,001 to 3,00,000 25% Rs. 2,000
From 3,00,001 and above 30% Rs. 2,500
2. Concession in late fee will be allowed for all types of revival including SB-cum-Revival,
Loan –cum-revival, instalment revival.
Concession in late fee will not be allowed to policies which were revived during
the campaign for revival of lapsed policy of 2013 where concession in late fee was
granted.
In case of any shortfall of interest (late fee) after allowing the concession in late fee,
provision to create x-charge as per present rules is allowed.
Concession in late fee will also be allowed under policies where no evidence of health
will be required i.e spot revival.
Late fee concession will also be allowed where policyholder has paid the arrears for
revival in policy deposit and adjustment of the same is done during the campaign period
, after receipt of revival requirements.
Under some plans like plan 91, 128, 174, 179, etc where policyholder can pay one or
two instalments of premium with interest instead of paying all arrears of premium,
concession in late fee will not be allowed for such part payment. Needless to add that if
all arrears of premiums with interest are paid during campaign period, then concession in
late fee will be allowed as per rule.
C) Concession in Health Requirements or Evidence of health
The policy can be revived on submission of satisfactory declaration of good health ( DGH)
instead of regular revival requirements, subject to exclusions, provided
1) The policy has completed half of the policy term as on date of revival where at least 5
years premiums have been paid fully as on date of lapse.
2) The Policy has been accepted/ revived at Ordinary rates or at extra other than on
health/ build ground.
3) In submitted Declaration of good health ( DGH) , there is no adverse information about
health or personal history.
4) Policies which are not eligible for concession in health requirements, concession in late
fee will be allowed as per rule.
Exclusions for concession in Revival Requirements:
Term assurance plans, high risk plans will be excluded. (Plan nos. 43, 58, 88, 94, 104,
105, 110, 111, 121, 129, 131, 133, 137, 150, 153, 160, 164, 174, 177, 179,190, 822,
823, 825)
In addition to above plans, any policy issued with term rider or critical illness rider should
also be excluded.
For all other cases, usual revival requirements based on age and sum to be revived as
on date of revival may be called.
D) Other instructions in respect of campaign for revival of lapsed policies:
Letters will be sent to those policyholders only, whose policy is in lapsed condition
and whose Sum Assured under the policy is 5 lacs and above. The program will be
given by SDC to Divisional Office for extraction and printing of the letters to eligible
policyholders. Manager (CRM) /Manager (PS) shall co-ordinate for dispatch of the
letters to policyholders.
The list of lapsed policies will be sent to In- force Agents (all channels) on their email
ids as an attachment, if the email id is available in the agency master. This change
should be informed to all concerned agents.
3. Alternatively, Branch can print the list of lapsed policies for any agent attached to
Branch on written request only. For printing of these lists, the option will be available
as :- E-feap system administrator core team member revival campaign
revival campaign agent wise list.
Option will be available at Divisional office to print the list of lapsed policies for agents
attached to Direct marketing, B and AC channels. Respective Managers should print
the list for agent code attached to their channel for any agent on request only. For
printing of these lists, the option will be available as: - E-feap system administrator
core team member revival campaign revival campaign agent wise list.
Each Division should arrange for printing of FLEX boards giving information of revival
campaign in regional language. Same should be displayed in each Branch, Satellite
and Mini office. A separate budget for this will be given by Marketing (Publicity)
department in the Division.
Field force should be informed about revival campaign by conducting the meeting
where information about this campaign should be given. Also wide publicity should be
given at local level.
Special focus should be given for revival of lapsed policies in Insurance week
celebration of 2014. Aggressive campaigning should be made during this Insurance
week
Divisional office should give wide publicity in local print media as per rule.
Facility to track the progress of revival campaign will be provided through MIS option.
After completion of campaign period, all Branch offices should extract the final figures
for campaign through e-feap option and send the same to Division for consolidation.
In turn Divisions should submit the consolidated data to respective Zone for onward
submission to Central office.
For all the policies which are revived during the campaign, efforts should also be
made to capture Mobile number, e-mail id , PIN code in address, NEFT mandate.
For allotment of lapsed orphan policies, all Branches should refer the
provisions of circular issued by Marketing dept of central Office dt. 28/3/2014
ref:- CO/Mktg/ZD/08/2014. During the campaign period, list of lapsed policies
for terminated agents may be utilized for this purpose.
You will appreciate that since the sale of the old plans stand withdrawn w.e.f.1/1/2014, this may
be last opportunity under the campaign to continue with the old plans.
All our offices should take initiatives to make this campaign successful by showing the growth
rate of at least 200 % as compared to number of policies revived during the same period of
2013. Wholehearted support of all concerned is solicited to make this campaign successful.
Executive Director (CRM)