Health Insurance - First of its kind.
Launched by the Life Insurance Corporation of India - the symbol of customers' confidence.
This plan offers multiple benefits which are in addition to the other health insurance schemes. Wishing a healthy life with Jeevan Arokya !
LIC's new endowment plan includes modifications compared to its previous Table No. 14 plan. Key changes include:
1) The death benefit is now defined as the higher of the basic sum assured or 10 times the annual premium, called "Sum Assured on Death".
2) The minimum age at entry is reduced from 12 to 8, and the maximum policy term is reduced from 55 to 35 years.
3) The percentage of the surrender value payable as a loan now depends on the policy term, ranging from 90% for shorter terms to 50% for longer terms.
4) Guaranteed surrender value percentages are modified and now depend on both policy term and year of surrender.
Health Insurance - First of its kind.
Launched by the Life Insurance Corporation of India - the symbol of customers' confidence.
This plan offers multiple benefits which are in addition to the other health insurance schemes. Wishing a healthy life with Jeevan Arokya !
LIC's new endowment plan includes modifications compared to its previous Table No. 14 plan. Key changes include:
1) The death benefit is now defined as the higher of the basic sum assured or 10 times the annual premium, called "Sum Assured on Death".
2) The minimum age at entry is reduced from 12 to 8, and the maximum policy term is reduced from 55 to 35 years.
3) The percentage of the surrender value payable as a loan now depends on the policy term, ranging from 90% for shorter terms to 50% for longer terms.
4) Guaranteed surrender value percentages are modified and now depend on both policy term and year of surrender.
Special rules governing LIC Development OfficersTsr Iyengar
This presentation summarizes the special rules governing Development Officers at LIC. It provides an overview of key rules including:
- Appointment and confirmation processes as outlined in letters to new officers.
- Reasons for special rules including Development Officers' field-based work and performance judged on business results.
- Cost ratio targets and disincentive tables imposing pay cuts or decrements for exceeding ratios.
- Provisions for representation, deferment of disincentives, and reinstatement of decrements under certain conditions.
- Reality of rule impacts from 2009 including high numbers of officers facing disincentives and terminations, demonstrating the significant effect on jobs and wages.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
This document summarizes a sales pitch for the Pension Plus plan from LIC. Some key highlights:
- It is a unit-linked pension plan that guarantees a minimum interest rate on gross premiums. Returns can also grow substantially depending on fund performance.
- Maturity proceeds must be used to purchase an annuity, ensuring steady retirement income. Policyholders have options to commute some proceeds to cash.
- In addition to death benefits, the plan allows fund switching, top-up premiums, and loan or withdrawal options in some cases. Charges include premium allocation, fund management, and discontinuance fees in early surrender.
LIC's Pension Plus is a unique unit-linked pension plan that provides a guaranteed minimum interest rate on premiums paid. At maturity, annuity is purchased from the higher of the fund value or guaranteed maturity proceeds. Nominees have the option to receive the death benefit as a lump sum or annuity. The plan offers debt and mixed funds, has premium payment options between Rs. 15,000-1,00,000 annually or monthly via ECS, and provides guaranteed benefits along with market-linked growth potential.
The agent is pitching LIC's new Endowment Plus plan to a prospect. It is a unit-linked endowment plan that offers minimum risk cover, partial withdrawals after 5 years, loans after 3 years, and settlement options at maturity. Policyholders can choose from 4 funds with different asset allocations. The plan also offers optional riders for critical illness and accidents. Premiums can range from Rs. 20,000 to Rs. 1,00,000 annually or in a single premium of Rs. 30,000 or more.
LIC's Endowment Plus (T-802) is a unit-linked endowment plan that offers benefits at maturity equal to the fund value. The death benefit is the higher of the sum assured or fund value. The plan allows loans after 3 years and partial withdrawals after 5 years. It can be taken on the life of a child aged 7 years or older. The plan offers various riders and has different rules for minors and adults. It provides four free fund switches per year and allows loans up to 30% of the fund value.
This document discusses issues related to classism and unfair treatment of employees in LIC (Life Insurance Corporation of India). It notes that Class I employees are gifted cars with no conditions while Class II employees must endure "Cars & Tears". It argues that expense ratios unfairly target development officers and amounts to making them pay for their own work expenses. Overall, it criticizes LIC management practices as being unfair, practicing "South Africa in LIC", and likens them to an "Alcoholic Management" due to an unhealthy focus on new business competitions.
A young man is hired by a logging crew foreman after skillfully felling a tree. Though a hard worker, by Thursday he has fallen to last place in felling charts. When confronted, the man admits he has been too busy working to sharpen his axe. Similarly, people today are often so busy that they neglect important spiritual activities like prayer and scripture reading. It is important to take time for sharpening the axe, or renewal, to avoid becoming dull and ineffective.
1. The G.O.I.B.S. 2007 scheme will come into force on 1st September 2007 and apply to all appraisals commencing from that date for a period of up to 3 years.
2. New definitions are introduced for hill stations, rural agents, number of lives, and productive agents.
3. Key aspects of incentive calculation include graded credit based on years of service, growth in sales figures, number of lives and productive agents, recruitment targets, and rural/specified plan credits. Debits can apply for lack of growth or missing targets.
Special rules governing LIC Development OfficersTsr Iyengar
This presentation summarizes the special rules governing Development Officers at LIC. It provides an overview of key rules including:
- Appointment and confirmation processes as outlined in letters to new officers.
- Reasons for special rules including Development Officers' field-based work and performance judged on business results.
- Cost ratio targets and disincentive tables imposing pay cuts or decrements for exceeding ratios.
- Provisions for representation, deferment of disincentives, and reinstatement of decrements under certain conditions.
- Reality of rule impacts from 2009 including high numbers of officers facing disincentives and terminations, demonstrating the significant effect on jobs and wages.
The document discusses the benefits of exercise for mental health. Regular physical activity can help reduce anxiety and depression and improve mood and cognitive functioning. Exercise causes chemical changes in the brain that may help boost feelings of calmness, happiness and focus.
This document summarizes a sales pitch for the Pension Plus plan from LIC. Some key highlights:
- It is a unit-linked pension plan that guarantees a minimum interest rate on gross premiums. Returns can also grow substantially depending on fund performance.
- Maturity proceeds must be used to purchase an annuity, ensuring steady retirement income. Policyholders have options to commute some proceeds to cash.
- In addition to death benefits, the plan allows fund switching, top-up premiums, and loan or withdrawal options in some cases. Charges include premium allocation, fund management, and discontinuance fees in early surrender.
LIC's Pension Plus is a unique unit-linked pension plan that provides a guaranteed minimum interest rate on premiums paid. At maturity, annuity is purchased from the higher of the fund value or guaranteed maturity proceeds. Nominees have the option to receive the death benefit as a lump sum or annuity. The plan offers debt and mixed funds, has premium payment options between Rs. 15,000-1,00,000 annually or monthly via ECS, and provides guaranteed benefits along with market-linked growth potential.
The agent is pitching LIC's new Endowment Plus plan to a prospect. It is a unit-linked endowment plan that offers minimum risk cover, partial withdrawals after 5 years, loans after 3 years, and settlement options at maturity. Policyholders can choose from 4 funds with different asset allocations. The plan also offers optional riders for critical illness and accidents. Premiums can range from Rs. 20,000 to Rs. 1,00,000 annually or in a single premium of Rs. 30,000 or more.
LIC's Endowment Plus (T-802) is a unit-linked endowment plan that offers benefits at maturity equal to the fund value. The death benefit is the higher of the sum assured or fund value. The plan allows loans after 3 years and partial withdrawals after 5 years. It can be taken on the life of a child aged 7 years or older. The plan offers various riders and has different rules for minors and adults. It provides four free fund switches per year and allows loans up to 30% of the fund value.
This document discusses issues related to classism and unfair treatment of employees in LIC (Life Insurance Corporation of India). It notes that Class I employees are gifted cars with no conditions while Class II employees must endure "Cars & Tears". It argues that expense ratios unfairly target development officers and amounts to making them pay for their own work expenses. Overall, it criticizes LIC management practices as being unfair, practicing "South Africa in LIC", and likens them to an "Alcoholic Management" due to an unhealthy focus on new business competitions.
A young man is hired by a logging crew foreman after skillfully felling a tree. Though a hard worker, by Thursday he has fallen to last place in felling charts. When confronted, the man admits he has been too busy working to sharpen his axe. Similarly, people today are often so busy that they neglect important spiritual activities like prayer and scripture reading. It is important to take time for sharpening the axe, or renewal, to avoid becoming dull and ineffective.
1. The G.O.I.B.S. 2007 scheme will come into force on 1st September 2007 and apply to all appraisals commencing from that date for a period of up to 3 years.
2. New definitions are introduced for hill stations, rural agents, number of lives, and productive agents.
3. Key aspects of incentive calculation include graded credit based on years of service, growth in sales figures, number of lives and productive agents, recruitment targets, and rural/specified plan credits. Debits can apply for lack of growth or missing targets.
7. பகயர் நன் உறுப்ிர் அந்தஸ்திற்கு தகுதி வ அடிப்னட ரதனயகள்
• CONSISTENT
வதாடர்ச்சினா
NEW
புதுயணிகம் BUSINESS
தபநா • MINIMAL
LAPSE
யணிகம்
யரும் • COMMISSION
யருநாம் GROWTH
8. சி வசாற்வாடர்களும் யிக்கங்களும்
(2012-13 ிதினாண்டில் தகுதி வறுயதாக அனுநாம்)
உறுப்ிர் ஆண்டு 01.09.2013 – 31.08.2014
தகுதி ஆண்டு 01.04.2012 - 31.03.2013
பந்னதன 3 ஆண்டுகள் 2009-2010, 2010-2011 & 2011-12
பதாண்டு கநிரன்
பதாண்டு ிரிநினத்திற்கா கநிரன் நற்றும் ராஸ் கநிரன்
LAPSE RATIO காாயதினா ாிசி
பந்னதன ஆண்டு (2011-12) அிபகப்டுத்தப்ட்ட ாிசிகில்
பதாண்டு ிரிநினம் பழுயதுநாக வசலுத்தாநல் டப்ாண்டு (2012-13)
நார்ச் 31 அன்று ாப்ஸ் ினனில் உள் ாிசிகின் சதயிகிதம்
9. சி வசாற்வாடர்களும் யிக்கங்களும்
ிகப ஆபள் டப்பு ஆண்டில் புதுயணிகம்
னநஸ்(-) டப்பு ஆண்டின் டூப்ிரகட்ஸ்
னநஸ்(-) பந்னதன ஆண்டின் ாப்ஸ்
வநாத்த ஆபள் பகயாண்னந வதாடக்கம் பதல் தகுதி ஆண்டு யனப வசய்த
யணிகத்தில் ிலுனயனில் (IN FORCE) இருக்கும் ஆபட்கள்
டூப்ிரகட்ஸ் ரப ிதினாண்டில் ரப ஆபின் ரரில் ன்றுக்கு ரநற்ட்ட
ாிசிகள் பூர்த்தி வசய்தால் ரு ஆபாக நட்டுரந கணக்கில்
வகாள்ப்டும்.
வயவ்ரயறு ிதினாண்டுகாக இருந்தால் தித்தி ஆபாக
வகாள்ாம்
கநிரன் யர்ச்சி ரபத்து (ESCALATION CLAUSE)
தகுதி ஆண்டு 2014-15 பதல், கநிரன் (பதல் & வதாடர் இபண்டும்)
பந்னதன ஆண்டின் ரதனய அவுகன யிட, 5% கூடுதாகப்
வற்ிருக்க ரயண்டும்.
வதாடர்யர்களுக்கு, இது ிதி ஆண்டு 2015-16 பதல் அபல்டுத்தப்டும்.
10. தகுதி ஆண்டில் (2012-2013)
குிப்ிட்ட யணிக & யருநா அவுகனச் வசய்ன ரயண்டும்
பந்னதன பன்று ஆண்டுகில் (2009-10, 2010-11, 2011-12)
ஏரதனும் இபண்டு ஆண்டுகள் வசய்திருக்க ரயண்டும்
நன் உறுப்ிர் ஆயதற்கும் வதாடர்யதற்கும் ரப யிதிகள்
11. Name of Club CM’s Club ZM’s Club DM’s Club BM’s Club
1.
Minimum Net No. of Lives
குனந்தட்ச ிகப ஆபள் 40 30 20 15
2. a. Net No. of Lives
ிகப ஆபள் 130 100 80 50
OR
b. No. of Lives In-force
வநாத்த ஆபட்கள் 600 400 250 150
3. Renewal Commission
Paid (Rs.) 2,00,000 90,000
வதாடர் கநிரன்
1,40,000 50,000
4. First Year Commission
Paid (Rs.) 2,00,000 60,000
பதாண்டு கநிரன் 1,40,000 35,000
21. குனயா ாப்ஸ் பம் தனயர் நன்த்திற்கா ிபத்திரனக சலுனக
கூடுதல் அயன்ஸ்
உனர்த்தப்ட்ட ட்டுவநாத்த அவு
ாப்ஸ் யிகிதம் கூடுதல்
(கடந்த
அலுயக தகுதி வறும் அயன்ஸ் வதானரசி அன்ிப்பு
3 ஆண்டுகின்
அயன்ஸ்
பகயர்கள் கட்டணம் வாருள்கள்
சபாசரி)
10 or less 5% 750 lives & 5 Lacs RC
OR 40000 6000 3000
7.5 Lacs Tot Commn
9 or less 8%
1000 lives & 6 Lacs RC
8 or less 10% OR 50000 8000 5000
10 Lacs Tot Commn
7 or less 12%
1250 lives & 7.5 Lacs RC
6 or less 15% OR 60000 8000 5000
12.5 Lacs Tot Commn
5 or less 18% 1500 lives & 9 Lacs RC
OR 70000 10000 7500
4 or less 20% 15 Lacs Tot Commn
3 or less 22% 1750 lives &10.5 Lacs RC
OR
2 or less 25%
80000 10000 7500
17.5 Lacs Tot Commn
1 or less 28% 2000 lives & 12 Lacs RC
OR 100000 12000 10000
ZERO 30% 20 Lacs Tot Commn