Legal Analysis: US Supreme Court Upholds Affordable Care Act

•June 29, 2012 • Leave a Comment

Many of our readers and clients are anxious to know what the Supreme Court’s decision on the health care law—the Patient Protection and Affordable Care Act—will mean to them as policyholders.

Now that the Supreme Court has ruled on the Affordable Care Act, where does that leave insurance policyholders?

As a member of NAHU, the National Association of Health Underwriters, Archer Weiss received a detailed analysis of yesterday’s Supreme Court ruling, courtesy of the organization’s retained counsel, Ernst & Young. Below is their analysis in full, including a listing of the law’s provisions that have yet to take effect.

US Supreme Court Upholds Affordable Care Act

The US Supreme Court yesterday (June 28, 2012) upheld the Affordable Care Act (ACA), ruling that the law’s individual mandate is a constitutional exercise of Congress’s power to impose taxes. With the Court’s decision, compliance efforts likely will move ahead at full speed with major provisions of the ACA becoming effective in 2013 and 2014.

In a 5-4 decision, Chief Justice Roberts, joined by Justices Ginsberg, Breyer, Sotomayor and Kagan, concluded, “The Affordable Care Act’s requirement that certain individuals pay a financial penalty for not obtaining health insurance may reasonably be characterized as a tax. Because the Constitution permits such a tax, it is not our role to forbid it, or to pass upon its wisdom or fairness.”

In the Court’s analysis of the ACA’s Medicaid provisions, it held that it would be unconstitutional for the federal government to withhold all Medicaid funding in order to force states to comply with the Medicaid expansion. Chief Justice Roberts wrote, “Nothing … precludes Congress from offering funds under the ACA to expand the availability of health care, and requiring that states accepting such funds comply with the conditions on their use. What Congress is not free to do is to penalize States that choose not to participate in that new program by taking away their existing Medicaid funding.”

The Court ruled that the Anti-Injunction Act, which limits lawsuits challenging a tax before it is assessed, does not apply because Congress specifically provided that the penalty payment enforcing the individual mandate would not be treated as a “tax.” Notwithstanding acceptance of Congress’s penalty label for purposes of application of the Anti-Injunction Act, the Court ruled that for purposes of determining whether the individual mandate is constitutional, the penalty payment falls within Congress’s general power to tax and, therefore, is upheld.

The decision arises from cases brought by the state of Florida (and joined by 25 other states), the National Federation of Independent Business, and several individuals challenging the constitutionality of the individual mandate and the Medicaid expansion. The cases were later consolidated.

In their dissent, Justices Kennedy, Scalia, Thomas and Alito wrote that the law should have been struck down in its entirety.

With the exception of the limitation on the federal government’s authority to withhold Medicaid funding, all provisions of the ACA stand and compliance efforts likely will move ahead at full speed. In preparation for the major coverage expansion to occur under the ACA in 2014, the Administration is expected to release a host of regulations dealing with the definition of minimum essential coverage, employer coverage and reporting requirements, and an array of new taxes and fees. Clients should be aware of provisions of the law set to take effect in 2013 and 2014, including those listed in the table below.

Provisions of the Affordable Care Act That Take Effect in 2012, 2013 and 2014

2012

• Medicare hospital value-based purchasing program

• Increase in physician quality reporting requirements in Medicare

• Additional Medicare pilot programs on alternative payment methodologies, e.g., accountable care organizations

• Increased requirements for hospitals to maintain not-for-profit status

• Fees from insured (including self-insured) plans transferred to the Patient-Centered Outcomes Research Trust Fund

2013

• Increase Medicare payroll tax by 0.9% on high-income earners

• Impose a 3.8% tax on net investment income of high-income individuals

• $500,000 cap on health insurers’ deduction for executive compensation

• Eliminate employer deduction for Medicare Part D subsidy

• FSA limitations

• Excise tax on medical device manufacturers and importers

• Medical expense deduction floor increases to 10%

• Nationwide bundled payment pilot begins in Medicare

• Increased Medicaid reimbursement for primary care

• Medicare physician comparison data available to the public

• Reductions in Medicare payments for select hospital readmissions

• Expanded coverage of preventive services by Medicaid

2014

• Employer mandate and individual mandate

• Employer and insurer reporting requirements

• New health insurance market reforms take effect

• State health insurance Exchanges established

• Premium tax credits and cost-sharing subsidies available to certain individuals in Exchange insurance products

• Medicaid expansion to new populations (100% federal match to states for newly-eligible populations through 2016)

• Annual fee on health insurers

• Medicare/Medicaid DSH payment cuts begin

• Independent Payment Advisory Board (IPAB) issues first report to Congress if Medicare spending exceeds growth target

Post-2014

• Excise tax on high-cost employer-sponsored coverage (2018)

Political Reactions

The Court’s ruling will not end the political debate over health care, which will remain a central issue in the 2012 elections and beyond. The law stands as the centerpiece of the domestic record  of President Obama, who yesterday said, “Whatever the politics, today’s decision was a victory for people all over this country whose lives will be more secure because of this law and the Supreme Court’s decision to uphold it.” The President added, “With today’s announcement it is time for us to move forward to implement and, where necessary, to improve this law.”

In comments in response to the ruling, presumed Republican presidential nominee Gov. Mitt Romney said, “What the Supreme Court did not do on its last day in session, I will do in my first day in office. I will act to repeal Obamacare.”

Following the release of the decision, House Majority Leader Eric Cantor (R-VA) announced that the House on July 11 will hold a vote on legislation to repeal the ACA in its entirety. The measure likely will pass the Republican-controlled House, but it is unlikely to advance in the Democratic-controlled Senate.

Repeal of the ACA has been a primary focus of congressional Republicans and remains a central objective of many Republicans’ campaigns in the November elections. Efforts to repeal all or part of the law will remain difficult unless Republicans maintain control of the House, win the presidency, and win at least a majority in the Senate in the November 2012 elections.

Republicans to date have not coalesced around a proposal to replace the ACA. Further efforts to control rising health care costs, including reforms to federal health entitlement programs and health-related tax expenditures, will be at the center of budget and deficit-reduction debates that are expected to dominate Washington after the November elections.

Background on the Law

The Affordable Care Act was enacted in March 2010; it comprises the Patient Protection and Affordable Care Act of 2010 (which President Obama signed on March 23, 2010) and the Health Care and Education Reconciliation Act of 2010 (which the President signed on March 30, 2010).

The primary goals of the ACA are to: (i) expand coverage to an estimated 32 million Americans without health insurance; (ii) reform the delivery system to improve quality and drive efficiency; and (iii) lower the overall costs of providing health care.

To accomplish the goal of expanding coverage, the ACA mandates that all Americans maintain a minimum level of health coverage (the so-called individual mandate) or face a tax penalty. The law expands Medicaid coverage and provides federal premium tax credits and cost-sharing subsidies to assist low and moderate-income individuals without affordable employer-sponsored insurance in obtaining health insurance through state-based insurance Exchanges. The ACA mandates, for the first time, that employers with 50 or more full-time employees provide certain minimum benefits or pay penalty fees.

The law also implemented insurance market reforms, including a ban on exclusions for pre-existing conditions, premium rate restrictions, extension of dependent coverage through age 26, and mandatory coverage of preventive services.

A mix of Medicare and Medicaid reimbursement cuts; provisions to reduce fraud, waste, and abuse in those public programs; other delivery system reforms; and a series of tax increases on individuals, corporations and the health industry are used to offset the cost of the law.

For more information

A video highlighting key elements of the Supreme Court’s decision will be available on www.ey.com.

An Ernst & Young Thought Center webcast discussing the ruling’s implications for individuals, employers, and health care providers has been scheduled for July 17. Follow this link to register.

Contact Archer Weiss to find out how your own health insurance plan may be affected. Call (800) 831-2901 or email us.

Is Your Business HR Compliant? Here’s How To Find Out

•June 6, 2012 • 4 Comments
photo of business man with a wrench in his pocket

Do you have the tools to be HR Compliant?

If your business deals with employees, regardless of how many, you need to be aware that any misapplication of federal or state Human Resources laws can expose your company to liability.

But don’t sweat it. You don’t need a high-priced attorney to get expert legal advice on personnel matters. Now a premier Law Library and Human Resources Training Center, complete with on-call legal advice, is available online through the HR Toolkit, created by HR Engage.

Whether you have 5 or 500 employees, you can have access to Human Resources tools and services to navigate complex labor law compliance issues and protect your company from potential fines and lawsuits.

Protect your company from employee-related lawsuits with the HR Reference Center

This is the one online HR resource that every business needs. The HR Reference Center and Law Library features thousands of pages of content, forms and posters. It’s like having a mini-HR department at your fingertips, without the expensive retainer.

The Human Resources Law Library includes:

  • Federal and state guidelines and how-to compliance info on Employee Benefits.
  • Downloadable and customizable Employee Handbook.
  • HR info on how to do performance reviews, interview, hire and terminate.
  • Downloadable Human Resources forms, policies and checklists.
  • Clear explanations of laws such as COBRA, ERISA, FMLA and HIPAA.
  • HR tools such as Job Description Builder and Salary Benchmarking.
  • Downloadable federal and state posters.

The HR library is composed and maintained by employment lawyers, accountants and Human Resources experts. All content is offered in an easy-to-navigate, time-saving format that will keep your business compliant, informed and organized.

Human Resources Training

The HR Training Center offers 150 courses, including employee-testing capabilities and certificates of completion. Courses are available in HR-employment, workplace safety, harassment, health & wellness, environmental compliance and customer service.

Don’t find out the hard way whether your business in compliance with HR laws. We welcome your comments or questions below.

Learn more about the HR Toolkit and HR Law Library by calling ArcherWeiss Insurance Services at (800) 831-2901 or email us.

A Chance To Invest Without Risk

•May 23, 2012 • 7 Comments

Is it possible to participate in the stock market without risk?

Protect yourself from investment risk with an equity indexed annuity

Is your investment safe from risk?

The short answer is yes: with equity-indexed annuities, it is possible to avoid the downside of the market. Many investors have never heard of equity-indexed annuities, even though they were first introduced in 1995. If you’re an investor, you can relax knowing that you can eliminate risk!

In the late 1990s, most investors were arguably not concerned with downside risk. But the days of 25–40 percent returns are over now. Today’s investors have a different outlook. Many are flocking to safer alternatives to avoid losing more of their retirement nest egg. The problem is… safer alternatives typically offer lower rates of return. So where can you find a happy medium?

Guaranteed principle protection

Equity-indexed annuities (EIAs) were designed for the cautious investor—someone who likes the idea of receiving market-like returns, but also wants the guarantee of principle protection. EIAs are linked to a stock market index such as the Dow Jones industrial average, Standard & Poor’s 500, and NASDAQ—or all three.

Consumers see the value in EIAs because they understand that in the past, the stock market has been a great place to grow their money. However, they don’t want to expose all of their assets to the risk associated with the stock market. They use EIAs for the “safe portion” of their assets in order to achieve higher returns without the risk. Additionally, they take advantage of the tax-deferral that EIAs offer versus investing in taxable CDs.

Why zero-percent returns can be thrilling

There are many companies offering EIAs, and the products vary greatly in the way they work. Our role as Advisors is to continually monitor the market place and determine which companies offer greater features and benefits, and are fair with the way they credit earnings.

It’s interesting to hear investors talk about how happy they were when their EIA investments returned zero percent in the years 2009 and 2010. As backwards as that sounds, most people were thrilled that their principle was protected during those years. People agree that giving up some of the upside is worth it when all of the downside is eliminated.

Locking in annual gains

Another big attraction to EIAs is that most products lock in gains annually. Each year, the gains that are earned cannot be lost. The slate is wiped clean and everything starts over, or resets every year. Whatever was earned last year is locked in and cannot be affected by what happened this year.

Fair returns without risk

What kind of returns can you expect? This question is tricky, because there are so many products out there that differ. Since 1995, there have actually been EIA products that have posted returns of 30 percent or more in certain years.

These products are not designed to outpace the stock market, they are designed for safety. EIAs are designed to give the consumer an opportunity for a fair return without any risk.

Some people are attracted to the stock market because of the upside potential it offers. At the same time, they’re turned off because of the volatility and risk that accompanies it—like what is happening since the beginning of this year. Safer alternatives offer security, typically with lower returns.

An investor should consider an EIA as a vehicle that will offer the opportunity of a good return. The return may or may not be as high as the stock market each year, but an EIA offers the protection that many of the safer money alternatives offer.

A safe place to diversify

The EIA investor should not expect to beat the stock market. Your EIA should be where “safe money” is placed. Most of us understand the concept of diversification, which is why many investors see these products as a great place to avoid risk. Others will use EIAs as a place to reallocate investment dollars that have been underperforming, or one that may replenish taxable earnings washed away by market losses like this year.

Keep in mind the EIA was designed for the cautious investor. The AARP advises guaranteeing your income with an annuity as a way to avoid outliving your money.

What do you think? Your comments and questions are welcome.

Contact: Marc H. Weiss

Archer Weiss Insurance and Financial Services

(818) 610-8560

Will Your Dental Coverage Be Disrupted by the ACA?

•May 9, 2012 • 7 Comments

Don’t sacrifice dental coverage!

There’s been a lot of discussion about healthcare reform and what to expect, but not much about how it may impact dental benefits. Here are a few things you should know about The Affordable Care Act (ACA) and how it may affect your dental coverage.

Will your dental plan be allowed?

Acknowledging the importance of oral health to overall health, Congress included “pediatric oral services” as part of the Essential Health Benefit Package (EHBP) in the Affordable Care Act law.

Consequently, anyone buying small group or individual health insurance must be offered “pediatric oral services” as part of a medical plan or standalone dental plan, effective beginning in 2014.

What the Affordable Care Act doesn’t specify is whether children’s dental benefits will meet the new requirements if they happen to be part of separate policies outside the new Health Exchange.

Currently, 97% of all dental plans are separate from health insurance. Over 43 million employees and their families have “stand-alone” dental plans through millions of small businesses. These stand-alone plans may be disrupted when the new rules take effect in 2014. That means that without further regulatory clarification, your dental coverage may be affected.

Lobbying HHS to allow stand-alone dental plans

The U.S. Department of Health and Human Services (HHS) has the authority to allow stand-alone dental policies as part of Essential Health Benefits Plan “pediatric oral services” rule.

You can express your view by participating in a campaign started by The National Association of Dental Plans (NADP) called KeepOurCoverage.com. This advocacy website was established to help ensure that the Department of Health and Human Services allows stand-alone dental plans within the new rules of the Essential Health Benefits Plan.

We encourage you to find out more about this issue by visiting www.KeepOurCoverage.com.

Call Archer Weiss at (800) 831-2901 for additional information about individual insuranceemployer group plans or dental insurance and how you may be able to save money without sacrificing coverage.

How Group and Individual Disability Insurance Lowers Risk and Costs For Employers

•April 27, 2012 • 1 Comment

Employers offering group Long Term Disability (LTD) insurance protection have a dilemma: provide sufficient income replacement for highly paid staff without raising both risk and cost. employee protected by disability insurance

The solution can be surprisingly simple.

Start supplementing your group LTD plan with individual disability insurance. This offers an optimal method of diversifying risk, enhancing benefits, and lowering future expenses. Combining group LTD coverage with individual income protection allows you to balance risk and help both employers and employees, especially high earners.

Diversification reduces risk

Offering individual disability insurance lets employers lower the benefit maximum on group LTD plans, thereby reducing the impact of claims from highly paid personnel.

Lowering employer risk: Individual plans aren’t affected by group experience or pricing; therefore, exposure to others’ claims is eliminated . This has the effect of stabilizing rates over the long run for both group LTD and individual disability.

Increasing rate stability: Group LTD premiums can rise during renewal time depending on plan experience; however, individual disability premiums won’t go up until age 65 since rates are fixed and non-cancellable.

Value-added benefits: Income protection benefits for highly paid employees are enhanced when equity in the plan is maintained.

Lowering long-term costs for employers

Employers can lower their costs by offering individual disability insurance. The benefits cap gets lowered when group LTD plans are supplemented with individual income protection. This produces a stop-loss effect, which isolates the possible impact of a high-income earner’s claim on the group LTD plan. That part of the risk gets shifted to the individual disability insurance carrier, leaving the group LTD plan unaffected.

Your individual disability insurance carrier may also be able to offer additional coverage (which might be needed by top employees earning over $500K per year). Although individual disability policies are more expensive than group packages, they provide greater coverage. Typically, they also provide a higher percentage of replacement income and greater portability.

Two broad definitions of disability:

Under “own-occupation” coverage, benefits are paid if the individual is unable to perform the duties of his/her prior occupation. This is the most protective coverage available, and thus the most expensive. “Any-occupation” coverage, on the other hand, pays benefits only if you can’t work in an occupation that is consistent with your education, training, or experience.

For example, suppose a disabled person’s normal job involves lifting heavy boxes and getting paid $4,000/month. If the insured person is still capable of doing light assembly work at a workbench for $2,000/month, then he is eligible to receive 50% of his total disability benefit.

Group coverage generally replaces 40 to 60 percent of the insured person’s income, usually up to about $5,000 a month. This compensation is fully taxable if the premium is paid by the employer, but the company is permitted to deduct the premium as a business expense.

For example, if you worked in a warehouse and earned $40,000 annually, but then hurt your back and had to take a part-time desk job that paid less than $8,000 a year, your long-term disability policy likely would pay you full benefits based on your pre-disability wages of $40,000. If the full benefit per your policy was 60 percent, you would get 60 percent of $40,000, or $24,000.

Improving employee benefits

Along with risk diversification, individual disability coverage also improves employee benefits. Group LTD plans offer reliable income replacement for the vast majority of employees, although high earners may not have the same coverage with just group LTD insurance for three reasons:

Protecting salary only: Most group LTD plans protect up to 60% of an employee’s salary without any protection for other compensation, such as bonus and incentive compensation.

Caps on benefits: Group LTD plans usually have benefit caps based on moderate income levels, which could limit the amount of income replacement that highly compensated employees can receive.

Taxable benefits: Employer-paid benefits, like the usual group LTD plan design, are taxable, so the actual income replacement may be substantially less than expected.

Highly paid employees get an additional layer of coverage by supplementing the group plan with individual disability insurance, which offers greater income replacement. This type of integrated coverage provides a group LTD plan for all employees at an affordable price. What’s more, the supplemental individual disability plan provides eligible employees with permanent individual coverage some benefits not normally found in LTD plans, such as level premiums and guaranteed standard issue.

Enriched benefits of individual disability insurance

Individual disability insurance reduces risk while improving benefits, helping companies to attract and retain employees. Multiple funding options are also possible. Best of all, it protects your employees’ total compensation.

Additional benefits of individual disability plans:

• Up to 100% income replacement coverage for catastrophic disabilities.

• Option to exchange individual disability for a Long Term Care policy after age 60.

• Custom designs that complement most group LTD plans.

• Fixed premium and non-cancellable coverage to age 65.

• Individually owned permanent disability coverage.

The benefits of transferring risk from group LTD to individual disability insurance are clear. This long-term benefit solution stabilizes group LTD plans, limits risk and volatility, and provides top earners with the protection they need.

We invite your questions and comments about group or individual disability insurance. Please leave a comment below, email, or call Archer Weiss at (800) 831-2901 to discuss your situation and get a quote.

Will You Run Out of Money? Don’t Wait To Find Out – Attend Our Free Workshop on April 28

•April 19, 2012 • Leave a Comment

Free Retirement Planning Workshop

April 28, 2012 • 10 a.m. – 11:30 a.m.

in Woodland Hills, CA

Sign showing "Retirement Ahead"

Your retirement may be closer than it appears. Are you ready?

Attend and find out how to:

  • TAKE BACK CONTROL OF YOUR MONEY
  • HAVE ACCESS TO CASH WHEN NEEDED
  • NEVER RUN OUT OF MONEY

It is my pleasure to invite our valued clients and Southern California-based blog readers to attend an important workshop you can’t afford to miss: Will We Run Out Of Money?

Each day as we steer through a stormy economy, it is imperative that we set aside time to look ahead and plan for the future. For some of us, the future is already here!

Join me, Marc Weiss, and learn what it could mean for you and your family to NEVER outlive your money.

Register Today:

Please RSVP to reserve your spot. Call (818) 610-8560 or email Marc Weiss.

Where & When:

21900 Burbank Blvd., 3rd floor, Woodland Hills, CA. 91367

April 28, 2012  •  10 a.m. – 11:30 a.m.

Looking forward to seeing you there!


What Kind of Insurance Do You Need When Traveling?

•March 28, 2012 • 14 Comments

Whether you’re traveling for business or pleasure, don’t forget to pack the appropriate type of travel insurance next time you plan a trip out of the country.

Don't leave the country without travel insurance. USAway International Major Medical Travel plans protect you while you're away.

Applying for travel insurance is easier than packing.

You can get coverage any time, day or night, from your own computer. In most cases, you can purchase coverage instantly and receive your policy electronically. Any cases that must be reviewed have an average response time of under an hour (during business hours).

Who needs travel insurance?

Any U.S. citizen traveling or temporarily residing outside the United States.

When should you use travel insurance?

• Tourism

• Vacation

• Religious Pursuits

• VISA Requirements

• Business Assignments

• Students Studying Abroad

The Benefits of Temporary Major Medical Insurance

You’ll be reimbursed for any eligible expenses caused by an illness or injury and incurred from any doctor or any hospital within a specified geographical area. Benefits may be assignable directly to the providers once a claim has been reviewed and completed.

Eligible Expenses

Hospital Expenses: All medically necessary expenses while hospitalized.

Physician Services: All medically necessary expenses for treatment.

Skilled Nursing Facilities: All medically necessary expenses if confinement begins following a medically necessary hospital confinement of three days or longer.

Home Health Care: All medically necessary expenses if hospitalization would have been required if Home Health Care was not provided and the care is provided in accordance with a written plan established, approved and followed by a physician.

Ambulance Services Expenses: To and from a hospital within 100 miles in the same geographic area.

Medical Evacuation: All medically necessary expenses for stabilization and transportation to the facility nearest your home, which can provide the appropriate care up to $100,000.

Repatriation of Remains: In the event of death, underwriters will reimburse the cost of delivery of your remains to a mortuary nearest your home up to $100,000.

Prescription Drugs: Outpatient prescription medications covered up to a maximum of $500.

Emergency Return Home: If, after you have departed, you learn of the death of an Immediate Family Member, or you learn of the substantial destruction of your home by fire, wind, flood, or earthquake, underwriters shall reimburse you the cost of an economy one way air or ground transportation ticket for you to your home, up to a maximum of $5,000.

$25,000 Accidental Death: $50,000 if accidental death occurs while riding as a passenger of a common carrier.

Follow Me Home: Provides benefits for any injury or illness, which occurs while in the USA. Benefits are limited to 5 days for every month of time outside the USA.

Common Accident Provision: In the event that you and any additional insured family members suffer injuries from the same accident, only one deductible shall be applied.

Lost Luggage: In the event that your checked on luggage is completely and totally lost, underwriters shall reimburse you to a maximum of $500, excess of any and all other valid and collectible coverages.

Trip Cancellation Benefit: If within two weeks prior to your pre-paid ticketed or vouchered initial trip departure your entire trip must be cancelled due to: 1) your death, illness or injury causing hospitalization or outpatient surgery, or 2) the death of an Immediate Family member, or 3) the substantial destruction of your home due to fire, wind, flood, or earthquake, any unused and nonrefundable portion of expenses shall be reimbursed up to a maximum of $1,000, excess of $100 each and every loss and excess of all other valid Insurances.

(This is not intended to be a complete outline of coverage.)

War & Terrorism Coverage

If you elect this option, underwriters will reimburse you for Eligible Expenses, which are incurred as a result of Injuries or Illnesses sustained due to war/terrorism or act of war/terrorism. Injuries or Illnesses due to war/terrorism or act of war/terrorism involving the use or release of any nuclear weapon or device or chemical or biological agent, regardless of any contributory cause(s) are not covered with this optional benefit.

Sports or Activities Coverage

If you elect this option, underwriters will reimburse you for eligible expenses, which are incurred due to an injury resulting from the participation in a sport or activity that is specifically named on the Schedule of Coverage. Benefits up to a maximum of $250,000 or the maximum benefit as stated in the schedule, whichever is lesser.

Travel Coverage Plans

USAway International Major Medical Plan

The USAway International Major Medical Plan is designed for US citizens and US residents who are traveling outside the USA. 

When to use Temporary Medical Insurance:

  1. Students studying abroad
  2. Executives traveling overseas on work assignments
  3. Travelers/Tourists who are seeking medical coverage, including medical evacuation, while outside the USA
  4. Families traveling abroad on sabbatical
  5. Missionaries traveling abroad to provide foreign aid

View or download the USAway International Major Medical Plan online brochure for benefit and deductible amounts.

High Limit Accident Plan

The High Limit Accident Plan will allow individuals to purchase an AD&D policy, which will cover a death from an accident.

When to use High Limit Accident coverage:

  1. War zone coverage
  2. Key person
  3. Buy/sell agreement
  4. International coverage
  5. Flight risks
  6. Life insurance postponement

International Major Medical Plan

The International Major Medical Plan is designed for people coming to the USA for periods from one day to many years.

When to use International Major Medical coverage:

  1. Foreign nationals visiting.
  2. Immigrating to the USA.
  3. USA citizens returning after being outside the USA.
  4. Foreign nationals living in their home country working for a U.S. company.
  5. Foreign nationals traveling to the USA and additional countries prior to returning to their home country.

Apply for travel coverage using the links below:

International Major Medical Plans

USAway Online Major Medical Plans

High Limit Accident Plans

 
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