Agenda. Introduction Important considerations Global Human Resource Checklist. Getting Started

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1 Global Human Resources Checklist Consideration and Implementation Chicago GlobalBusinessNews 13 June 2014

2 Agenda Introduction Important considerations Global Human Resource Checklist Business Travelers Protection Global Expat Plan Benefits Regional Expat Plans for non-us Short Term Abroad Plans Consider Local Plans Multinational Pooling Arrangements Global Wellness Other Getting Started Building a Multinational Benefit Survey Building a HR Checklist 2

3 Introduction Global HR is more strategic and tactical to the business Host of issues that complicate benefits, health care management, compliance for employers, expatriates and local national employees Benefit programs need to reflect the wider range of countries in which expatriates are sent and local nationals reside The US is not the only country in the midst of National Healthcare and/or Health Insurance Reformation Emerging Markets (BRICS and CIVETS) vs. Previous Leading Destinations vs. Hardship Locations 3

4 Global People Strategy Formation Start-up Growth Maturity Expats Locally Hired Foreigners Locals S-T Assignees & External 4

5 Expat Considerations Before Accepting Assignment Adequacy of total benefits package Impact of assignment on financial security Ability to successfully achieve goals Adequacy of health plan arrangements Impact on assignment of my career development Quality of health care Education for my children: International Schools Housing My ability to manage in a new environment Tax consequences of international assignment 5

6 Financial Aspects of International Assignments Average Expatriate Salary: $80,000+ (USD) Average Assignment Duration: 3+ years Average Expatriate Assignment Package Cost: 3 to 4 x Salary Average Medical Cost of Assignment: 2 4% of Expatriate Package 6

7 Financial Aspects of International Assignments, cont d The cost of keeping an employee and his/her family overseas can run as high as $1.3 million* for a typical three-year assignment. While not delivering quality health care to expatriates and their families is a leading cause of failed assignments, the cost of health care is typically about 2% of this $1.3 million total. *National Foreign Trade Council 7

8 Advantages to Building a Global Plan Protect an Employer s ROI Enhance the Efficiency of Assignment / HR Administrators Attracting / Retaining High Quality Talent and Management to Maintain Long Term Performance Limit Risk and Liability Enhance Market Readiness Satisfy Corporate Duty of Care Requirements 8

9 Global HR Checklist Employee Type, Benefit Structure and Other Considerations

10 1. Business Travelers Protection Employee Type: Short-Term, International Business Traveler Benefit Structure: Primary Cover outside one s Home Country Coverage for Weekly or Monthly travel Globally Portable Exclude Home Country Coverage Illness, Accident and Emergency Coverage (ex. Medical, Dental, Rx) Accidental Death and Dismemberment Add Repatriation / Evacuation Other Considerations: Provides other Travel Assistance Services Affordable to the MNC Easy: To Implement, Administer and Utilize Implemented within days 10

11 Global Traveler Checklist 11

12 2. Global Plans Employee Type: US Expatriates, Inpats, Third-Country Nationals and Key Local Nationals Benefit Structure: Group Health, Vision, Rx, Dental, Life / AD&D, Disability Tranche Programs by Employee Type Institute Directed Plan Design in the U.S. Add Repatriation/Evacuation Maintain Compliant Programs Clinically Driven Service Model & Medical Management Direct Payment / Guarantee of Payment Arrangements Strong International Network and Strategic Alliances Integration of Medical Assistance Services Health and Wellness Programs: EAP and HRA Other Considerations: Easy to implement (within several weeks; depending on employee size and location) Globally Portable Offered by many MNCs, but still an opportunity to offer and discuss coverage with US employers with international exposure and globally mobile employees 12

13 Expat Issues While On Assignment Ease of finding appropriate doctors locally Quality of local health care Adequacy of information about health plan Accuracy and speed of reimbursements Ability to reach health plan 24 hours a day Customer service with health plan Assistance from employer in dealing with health plan 13

14 Expat Spectrum of Care Think program, not plan LOW HIGH Work Sick Days Short Term/ Long Term Disability Health Care Information Wellness / Prevention Program Primary Care Chronic Conditions Disease Management Specialty Care Acute Care Accidental Injury Evacuation Proactive HIGH LOW RETURN ON INVESTMENT Service model has evolved from reactive to proactive; aimed at keeping employee on assignment while maintaining good health and Human Resource Return on Investment. 14

15 3. Regional Plans for non-us Employee Type: Third-Country Nationals and Locally Hired Foreigners Benefit Structure: Local Country Purchase Regional / Country Only Cover Scaled Back Benefit Offerings Directed Plan Designs Exclude US care Add In-Country Evacuation Maintain Compliant Programs Other Considerations: Ex. China Easy to implement (within several weeks or month+) MNCs are exploring and considering as a way to reduce costs 15

16 4. Short Term Abroad Plans Employee Type: Short-Term Assignees, Unique Rotators and Students Benefit Structure: Members maintain National Plan while Overseas for Longer Periods (ex months) Comprehensive Health, Vision, Dental, Life / AD&D, Disability Exclude US and Home Country Cover Add Repatriation / Evacuation Other Considerations: Affordable to the MNC Easy: To Implement, Administer and Utilize Implemented with several weeks 16

17 5a. Consider Local Plan Employee Type: General Local National Employee Population Benefit Structure: Increase Retention of Personnel, Tax Preferential, Currency Conversion Government Health Plan Supplement Local Country Purchase Public System Only Evacuation within Country Only Other Considerations: Local presence / expertise MNC needs to understand local rules, regulations and obligations Adopt current offering (ex. M&A) or offer new program Past and Current Benefit Philosophy Implementation contingent on employee size and location 17

18 5b. Multinational Pooling Arrangements for Local Plans Employee Type: Local National Populations Benefit Structure: Life and Disability Benefit Offerings Sometimes Medical Accounting Arrangements managed by a Pooling Network that utilizes locally admitted Insurance Carriers (Captives) to deliver employee benefits to Local Nationals Size and Scope Opportunity for International Dividends to MNC Other Considerations: Efficient / Economical Consolidate Employee Benefits Financial Control Local Expertise Roll-out contingent on employee population size, location and regional HR governance / structure 18

19 6. Global Wellness Strategy Employee Type: ALL Benefit Structure: Health Assessment for Global Population (Expats and Locals) Targeted Risk Assessment International Employee Assistance Program (IEAP) Other Considerations: Interest Point and Strategy for most MNCs Leverage Domestic Success to understand and address employee health and escalating health care costs Strong and measurable ROI Comprehensive Successful Adoption outside US Case Studies and Success Stories Implementation contingent on employee size and location Recommended gradual roll-out: Country by Country location 19

20 7. Foreign Voluntary Workers Compensation Employee Type: US Expatriates, Third-Country Nationals and Short-Term, International Business Travelers Benefit Structure: Liability protection for work related incidents where Domestic coverage ends Program benefits pay as if employee is on Domestic WC Defense Base Act (DBA) Insurance Other Considerations: Helps satisfy Duty of Care requirements: employee health, safety and security Employee and Employer Liability Protection Examples: Injury while at work / on assignment Infection or illness related to indigenous (endemic) disease while on assignment Evacuation, transportation and repatriation 20

21 8. More Pre-Assignment Planning Health, Housing, International School, Pets ICE Strategy Security Protocols/Security Evacuation Program Pandemic Planning Black Swan Event Planning Global Mentoring Program Keep Global Employees Engaged Compensation Differentials Hardship Allowances Pensions: DB vs. DC Tax Preparation and a Global Compliance Strategy Cultural Training Family Adjustment VISA Support 21

22 General Global Considerations Corporate needs: document policies, assignment coordination, predeparture screening Pre-assignment issues: immigration, visas, house hunting, child care and education, salary, allowances, home leave, pets On-assignment issues: Tax equalization, payroll administration, cost of living adjustments, exchange rates, medical issues Repatriation issues: Voluntary or involuntary returns, EAP, shipping, mentoring 22

23 Getting Started Benchmarking Information Evaluate the Corporate Philosophy and/or HR Governance Strategy Build Multinational Benefit Survey Are there immediate pain points or concerns RFPs 23

24 Building a Multinational Benefit Survey What countries are your employees in? What countries do they travel to? What is the current or future travel schedule? Break down employees by employee class (local, expat or business traveler) What benefit provisions exist? What is the benefits design? How are benefits provided? Name of insurance carrier? Name of agent, broker or consultant advising local management? Additional data (claim, rate, policy dates) 24

25 Sample Global HR Checklist Prepare for Black Swan Events (ICE Strategy) Gap Analysis between Healthcare Provider, Workers Compensation Provider, Evacuation Vendor Harmonize Medical Evacuation and Security Evacuation Review Legal Requirements at Local and Global Country Level Have Global Dental, Wellness and EAP Providers More Local Options Before Evacuation Screen Chronic Conditions Before Deployment Have Regional Options in Place Understand Healthcare Reform Initiatives by Country Finalize Wellness and Pre-Departure Tools Consider Segmented Expatriate, Inpat and Third Country National Plans Recognize Corporate Duty of Care Requirements Set up Multinational Pooling 25

26 Questions David Harr Sr. New Business Manager Phone:

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