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Ancillary News Updates

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A Better Option for the C-Suite - Ultimate Health by ArmadaCare
Do you have clients who are frustrated with their limited coverage, but are restricted from enrolling in flex plans? Introduce them to another option that can offer more meaningful impact: Ultimate Health, a supplemental healthcare reimbursement plan designed specifically for the C-suite. Learn more about a live webinar - Ultimate Health 101.
Colonial Vol B 2016
Please Join Us!
Did you know that the Commuter Benefits Law requires that all employers in the Five Boroughs with 20 or more employees offer the Transit benefit to their employees.

Please join FNA and Colonial for an informative Webinar. Colonial will review the mandate and show you how to enroll the benefit. Two convenient dates. Choose ONE to fit your busy schedule.
When: Jul 26, 2016 10:00 AM

NYC Mandate FNA Broker Webinar
Tue, Jul 26, 2016 10:00 AM - 10:45 AM

1. Please join my meeting.

2. Use your microphone and speakers (VoIP) - a headset is recommended. Or, call in using your telephone.
US: +1 (224) 501-3312

Access Code: 850-004-101
Audio PIN: Shown after joining the meeting

Meeting ID: 850004101

When: Jul 28, 2016 3:00 PM

NYC Commuter Mandate FNA Broker Webinar #2
Wed, Jul 28, 2016 3:00 PM - 3:45 PM

1. Please join my meeting.

2. Use your microphone and speakers (VoIP) - a headset is recommended. Or, call in using your telephone.
US: +1 (872) 240-3412

Access Code: 814-232-133
Audio PIN: Shown after joining the meeting

Meeting ID: 814232133

Online Meetings Made Easy®

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Leverage Ultimate Health to work for you and your clients

Tips for answering your clients’ key health benefit questions

Ultimate Health, the market leading insured supplemental healthcare reimbursement plan, is part of the solution when answering your clients’ key concerns as outlined in the BenefitsPro article “Top Employee Benefits Questions and How to Answer Them.” Let’s see how.

PDF-icon2SM Click here to download the full pdf document

MetLife Logo 2010

Just in time for the 4th of July!
Met Life has a new Broker Bonus program for the 3rd and 4th quarter of 2016. Maximize your clients’ benefits program With multiple line sales. By doing so, there is potential for a broker to earn  1.5-3% additional comp for each quarter, depending on how many cases are sold.  Get in on the opportunity!

MultiProduct Advantage for Small Business

Dental Advantage Program


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More Good News!
New York groups will continue to be eligible for Ultimate Health even if their primary plan is an EPO/HMO *
What do you need to know?
1.    Ultimate Health will cover eligible expenses from out of network providers.  Yes, even if there is no out of network coverage, Ultimate Health will reimburse eligible out of network expenses.
2.    This is the same Ultimate Health policy we are currently issuing.  Only the underwriting guidelines have changed.
3.    Coverage does not have to coincide with the primary medical plan renewal date.  
Please review the following link for more details: *Evaluation of Writing Groups with EPO/HMO

Request for Proposal checklist: Request A Pricing Proposal

Healthplex logo-2016
HealthPlex Broker Incentive. Please don’t forget the Healthplex 2nd Quarter Incentive is still available for  5/1/16 or 6/1/16  effective dates. Brokers will get a flat  12% Commission if you sell any plan off of these rate sheets!!!!  Don’t Delay!!!!!
PDF-icon2SM Click here to download the full pdf document

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Principal - Industry insights to help boost millennial sales

The business owners in your book of business likely come from every generation – millennials, Generation X, baby boomers. And they're all very important to your business.
But there's one generation you may want to give a little extra attention to – millennials. Not only are they the largest growing group of business owners, but more than any other generation, millennials are looking to you for employee benefit expertise.

PDF-icon2SM Click here to download the full pdf document

NY State requires all employers to provide DBL coverage for their employees. Click on the link below for available plans and premimums available through FNA
Principal Financial 2014
Now available in New Jersey: A dental solution that provides benefits only when employees visit network providers.

Network Select from Principal Life Insurance Company offers cost-savings by driving employees to our network providers who have agreed to charge lower fees. And with one of the largest networks in the industry,* the Principal Plan® Dental Network gives employees plenty of options to use their benefits.

Healthplex logo-2016 

We would like to inform you Heathplex is launching a new marketing campaign that will commence shortly. The campaign will promote the quality and affordability of Healthplex's longstanding brand, and its goal is to better serve you and your clients. Below, please find the first of many marketing pieces that will be sent out to our target market. We appreciate your current business and partnership.  If you have any questions about our offerings, please contact our Ancillary department directly so that we can best serve you and your clients.
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AIG's Strategic Direction in Group Benefits Market
An Important Announcement Regarding AIG’s Strategic Direction Within the U.S. Group Benefits Market. We are excited to share with you news about a new go-forward strategy for AIG in the U.S. group benefits market that 
will allow us to deliver improved value and services to you and your clients while building on our strengths as a leading international insurer. As you know, the group benefits market has evolved dramatically over the past several years in response to factors including healthcare reform, rising medical costs, technology, and consolidation. During this time, AIG has also undergone a transformation into a stronger, forward-looking organization with a strong customer focus.
Principal Financial Group Insider

Offer real value by accessing critical benefits data. In just a few minutes, you can generate and access critical data that can help you and your clients make informed decisions about their benefits with the Principal Benefit Design ToolSM – offering real value and fueling sales.  The tool assesses other employers’ benefit designs for group dental, short-term disability, long-term disability and life, and helps you provide clients with information about the most commonly offered benefit features.

Healthplex logo-2016
Maximize Your Earnings with Healthplex
We value all the hard work you do as an appointed broker.  For this reason, with the HeallthPlex new 2016 compensation program, your hard work can translate into rewards with their expanded commission incentive opportunity.

UHC logo

UnitedHealthcare offers COBRA, Section 125, and FSA at no additional cost to groups with 20-99 eligible employees.
Flyers and information below are the national training webinars for employers or brokers to attend to learn more:

Principal’s Pediatric Dental program is filed, approved and exchange certified in NJ for 2016.  Please find the benefit summary attached below for reference. Let FNA along with Principal help with this program to make sure your clients are compliant with ACA!






Sun Life to acquire US Employee Benefits Business of Assurant
Sun Life Financial will acquire Assurant’s Employee Benefits business

• Includes Group Life, Disability, Dental, Voluntary and Vision businesses; also includes Disability RMS business
• Accelerates growth strategy in U.S. Group Benefits and enhances product and distribution capabilities

PDF-icon2SMClick here to download the full pdf document

Principal Financial 2014



Just a reminder -  Principal Financial Group is dedicated to the small group market and we want to write “small” cases.  For a number of years now we have capped our renewals for groups with fewer than 50 enrolled.  The current Dental cap is holding at 5.3% for groups of 50 and fewer.  The good news is that we are now extending that program for groups of 51-100!  Dental increases in 4Q15 for groups of 51-100 will be capped at 5.9%!!

As a reminder, our contracts and offerings for smaller groups are very favorable.  Highlights include:

•    All Groups 3+ have a dedicated local Account Executive
•    Broker bonus program counting all lines with 5+ enrolled
•    3+ Dental with no waiting periods or deferrals for timely entrants, even on start up groups
•    5+ Dental Ortho with no waiting periods or deferrals for timely entrants even on start up groups
•    Credit Deductibles and Rollover Amounts and Refresh Annual Maximum on all takeover groups
•    26/26 Standard Child Eligibility
•    Our LTD contract has an “Or” Definition of Disability standard
•    Voluntary plans for all lines available down to Five Enrolled
•    5% Package Discounts available on groups of 3+ with three or more qualifying lines of coverage

Click the document below for the product matrix with more capabilities and offerings.


 Click here to download the full pdf document


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Important Update - In an evolving employee benefits landscape, Guardian is committed to staying in sync with your and your clients’ needs. To help you to continue growing your business, we’re growing your Guardian team and expanding our service and support. This includes additional knowledgeable, consultative support in your local sales office and expanded capabilities in our service teams. Highlights of our expanded service and support can be found below:

PDF-icon2SM Click here to download the full pdf document



LIA HAlliance 2014 copy

The LIA Health Alliance is happy to announce we now offer  New York State DBL through ShelterPoint (formerly First Rehab)

ShelterPoint offers an electronic process that will allow you to submit your application in realtime.  Additionally you will receive approved policies via email and remit payments online.

PDF-icon2SMClick here to download the full pdf document


New EHB Dental Benefit Meets ACA Benchmark Requirements in New Jersey
Principal Life Insurance Company is pleased to announce a new pediatric dental benefit available in New Jersey – Principal Dental Essential PlusSM. Combining our traditional dental benefit offering with a pediatric dental Essential Health Benefit (EHB), Principal Dental Essential Plus extends the amount and types of coverage available to members under age 19.

Not sure what dental coverage options are available for your clients? It depends … do they have transitional coverage? Is pediatric coverage embedded or not embedded in a health plan? Or is pediatric coverage through a child-only dental plan? We can help you make sense of it all. LEARN MORE.

PDF-icon2SMClick here to download the full pdf document

Mutual of Omaha Recommendation: Employers Should Monitor Closely Group Term Life Insurance Enrollments

Please review this recent court decision that was made in regards to a group life insurance case in the state of New York.  It is something that is good to know and you can also share this with your employer groups. This will impact the procedures during open enrollments.

Many employers offer group term life insurance, including supplemental life. Often an employee who wants to buy coverage above a particular level after an initial open enrollment period must show evidence of insurability. This requirement is present to protect the plan from adverse selection so that employees do not wait until they develop a medical condition before purchasing a policy. A recent Eighth Circuit Court of Appeals decision highlights the dangers to employers and insurers that fail to monitor these enrollment requirements.

In that case, an employee waited several years before applying to purchase supplemental life insurance benefits through his employer’s plan. The enrollment was done on line and the employee requested coverage equal to five times his salary, a total of $429,000. He made this election during the annual open enrollment period and the policy appeared on his benefit election package on the employer’s intranet. The employer then began withholding the applicable premium for the coverage.

At the time that the employee was first eligible to enroll for coverage, he signed a statement stating that if he declined coverage, but later decided to enroll he would be required to provide evidence of good health satisfactory to the insurance company. Although the employer said that there should have been a text box alerting the employee to the evidence of insurability requirement during the enrollment process, there was no evidence that the box in fact appeared nor did the employer introduce the language of the text box or the insurability form that would need to be completed. Six months after enrollment the employee died although there was also no evidence that he was ill at the time that he enrolled for the additional coverage.

The beneficiary sought the life insurance benefits and was told that the coverage did not go into effect because no evidence of insurability form had been filed and approved. During the course of the lawsuit, the beneficiary learned that approximately 200 employees had never filed evidence of insurability but had premium payments for coverage withheld from their paychecks. The insurer allowed those employees to submit that evidence of insurability in order to allow the continued coverage. The beneficiary who sued was not permitted to make the same showing for the deceased employee.

The trial court had found in favor of the insurance company and the employer. The Court of Appeals reversed and remanded the case to the District Court to reconsider. The Court of Appeals reached some conclusions that may cause employers to look more closely at their enrollment provisions:

•    The court found that the 100 page policy was not a sufficient summary plan description because it was technical and complicated and did not explain the plan in simple terms. (This conclusion could call into question medical plan summary plan descriptions which also tend to be long, technical and complicated.)
•    The court suggested that employers should explain better in the summary plan description what evidence of insurability is and how it is shown.
•    It can be a breach of fiduciary duty for an employer to accept the premium payments without making sure that there is in fact coverage under the plan. In other words, the employer and the insurance company should be monitoring late enrollments for proof that evidence of insurability has been filed and accepted. Failure to do so, particularly while accepting premium payments, may result in a finding of liability for the requested coverage.

Employers may wish to review both their summary plan descriptions and their processes for enrollment with respect to late enrollments under the term life insurance policies. Failure to monitor and enforce an insurability requirement may result in an employee being treated as having coverage despite having never shown evidence of good health.

PDF-icon2SMClick here to download the full pdf document

Guardian is offering Guaranteed Savings on 1/1/15 TDB business**.  This applies to TDB currently with a private carrier or through the state.
-- Company has 16-300 lives
-- TDB is with a private carrier and rate is .60 or less
-- TDB is with the state and employer rate is .60 or less

-- Guardian can guarantee savings, ranging from 10%-40%

Advantages of putting this business with Guardian
-- Savings for client
-- Revenue growth (the state does not pay commissions on TDB)
-- Account Rounding
-- Improved Claims submission, administration, and turnaround time

If a group has TDB coverage with a private carrier, please send renewal or invoice showing rate is .60 or less. If a client has TDB through the State, provide the most recent AC174 form (the state mailed these out at the beginning of August). Note, if a group doesn't have their AC174, we can obtain from the State on their behalf - please complete the Authorization Form (see below).

Please send any opportunities to Brian Bodner or work with your FNA Representative. We will obtain a formal quote, including a cost comparison illustration. 

PDF-icon2SMClick here to download the full pdf AC174 Form

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Important Announcement from Prudential Regarding Group Insurance for Customers with Less Than 100 Enrolled Employees or Members

At Prudential Group Insurance (Prudential), we are constantly looking to improve our business to enhance the support we provide to you and your customers.

We recently completed an extensive review of our go-to-market approach, during which many of you also gave us your feedback. In an effort to better align our efforts to your needs, we have made the strategic decision to exit the less than 100 lives segment and to discontinue new sales of life and disability insurance products to customers with less than 100 enrolled employees or members, effective immediately.

Impact to New Sales and Enrollments

As a result of this decision, we will stop issuing new quotes to customers with less than 100 enrolled employees or members. We also will withdraw all pending and unexpired quotes from customers with under 100 enrolled employees or members, effective October 31, 2014.

Impact to Existing Policyholders

Following today’s announcement, we will immediately begin the process of notifying existing customers with under 100 enrolled employees or members of our decision. A copy of this letter is attached for your reference.

Please know that we are committed to ensuring that your customers continue to receive quality service through the existing rate guarantee period, as long as the terms and conditions of the group policy are met.

To make this transition easy for our existing policyholders, Prudential will honor the following:

  • If a policyholder’s existing rate guarantee period expires on a date following this announcement, and on or before January 31, 2015, Prudential Group Insurance will offer to renew the policy with a two-year rate guarantee for all life insurance products and a one-year rate guarantee for all disability insurance products.
  • If a policyholder’s existing rate guarantee period expires on February 1, 2015, and on or before December 31, 2015, Prudential Group Insurance will offer to renew the policy with a one-year rate guarantee for all products.

Beginning with January 1, 2016 renewal dates, Prudential Group Insurance will not renew policies with expiring rate guarantees for policyholders with less than 100 enrolled employees or members.

We anticipate you will be receiving calls from your customers and have developed frequently asked questions (FAQs), which you will find along with this letter. For additional questions, please contact Prudential at 1-844-301-4778 (1-844-301-4PRU).

We sincerely appreciate your business and we thank you for your partnership.


John DeLorenzo

John DeLorenzo 
Senior Vice President, Distribution
Prudential Group Insurance

Frequently Asked Questions (FAQs) 
Customer Letter

Group Insurance coverages are issued by The Prudential Insurance Company of America, 751 Broad Street, Newark, NJ 07102. Contract Series: 83500.

PDF-icon2SMClick here to download the full pdf document


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Are Executive Reimbursment Plans Dead?  These plans are alive and we are not referring to grandfathering rules. Get the facts. Call your FNA Representative today for details.

PDF-icon2SMClick here to download the full pdf document