International Group Insurance Products with Full Description:

Who helps you today to navigate international risk management and global benefits for expatraites, TCNs, foreign nationals and global travelers?

The 3 most important reasons to team with us for international group insurance needs are outlined below:

There is no cost to have McKinley International on "retainer" and we share advice with clients every day with no consulting fees.

If you employ expatriates and other international assignees, you never know what may cross your desk and you need a partner that can navigate ANY issue that may come your way.

Your current broker or consultant may lack international experience (99% do), and there is no conflict because we do NO U.S. domestic benefits.

QUESTION? Would your CEO say your current international risk management practices for global employees are as strong as your company's products or services? Are you sure you don't have existing coverage gaps, or even worse, legal exposures? Has this been documented and by whom?

U.S. Expatriates in London don't necessarially adapt better than those on assignment elsewhere. The right expatriate employee programs can be the difference between success and failure



A global approach to managing risk means considering each type of international employee group, and looking at the potential exposures to the organization by not having the proper programs combined with providing what employees need (like expatriate group medical insurance) at the right price.

Expatriate life insurance and expatriate group disability insurance are two areas where many employers think they have their risks covered and they do not. Please request our white paper on this subject.

Expatiate dental insurance is almost a requirement today for any American that is working abroad, yet Third country national employees and local national employees probably won't expect these benefits in most countries..

Corporations need a comprehensive international risk management strategy that goes far beyond expat health insurance.

If you are a benefits manager responsible for the international employee benefits package of expatriates or local national insurance programs, there's a lot you need to consider to manage international risk effectively. Even if you have an international expatriate group medical plan in place now, or a existing medical evacuation scheme, there are 8 main areas related to international risk management that need to be addressed discussed below. Are you sure there are no holes in your existing programs (ticking time bombs waiting to blow up)? How do you know? What have you documented for your CEO related to expatriate best practices? Is it current?

There is a lot more to international risk management than expatriate group health insurance

The eight main areas are expatriate group insurance benefits, insurance schemes for travelers, local national insurance schemes, third country national insurance, insurance for foreign nationals coming into the U.S., property and casulty for expatriates, international security for expatraites and local nationals, and international service and support programs like international EAP, and medical evacuation & repatriation.

Working with McKinley International Risk Management is like having an immediate resource for any international situation that may be at the top of your email box, from a true emergency to new programs to appease complaining expatriates!

International risk management is about examining employee needs and alyzing how each could impact the employe.

Do you have an international broker or a U.S. broker that tries very hard to understand international risks?

Who helps you every day? Are you paying too much, or conversely, are you providing enough to international assignees? Unlike some, our value proposition goes well beyond saving you x% off your current rates. A real international broker or international consultant needs to offer more on the international risk management side than cost savings and beating up carriers for a few points of savings.

Yes, we certainly will review your program in order to reduce costs, however, there are other ways to save money then leaning on carriers at renewal time. Identifying a real problem in your current plan for example can save 100 times more than reducing a rate increase, if a disaster is averted. Avoiding a legal issue around foreign workers compensation, foreign national insurance, or third country national plans will pay for itself 100 fold.

When was the last time you did a proactive review of everything related to international risk management instead of just responding to crisis? We can help you perform the review and document that it was completed. A few hours of work over the next few weeks can save hundreds of hours fixing problems, responding to crisis, or explaining to others in the organization why the international employee benefit plan has created a legal liability for the company or is jeopardizing local country operations with illegal local national insurance plans.

International Risk Management Problem List

We have catalogued the biggest problems we see with most clients and how an international broker can solve these problems.

  • Using expat insurance and local national insurance solutions that are not licensed and admitted. All of the following needs to be considered: your home State, home Province, or local jurisdiction overseas where you are insuring expatriates or local nationals. You would be surprised how many insurance companies are offering insurance products that are very blatantly illegal in the home country, host country, or both. Using a large insurance company is not a "get out of jail free card" that your organization can use to avoid fines, or more serious sanctions for non-admitted insurance or illegal plans.
  • Using non-HIPAA plans to cover U.S. citizens working for U.S. corporations outside of the U.S. If an employee working abroad develops a pre-existing condition treated under a non-HIPAA qualified plan, the pre-existing condition does not have to covered if one returns to the U.S. and enters a U.S. plan. For example, let's say John is working in Dubai on an engineering job, but his health insurer is from the E.U. During his two year assignment he develops a heart condition and begins taking medication. He later returns to the U.S. and takes a position with a small U.S. engineering company in Illinois. After 2 Months on the job he suffers a heart attack which after investigation is NOT covered by his new health insurer, citing per HIPAA they can exclude his heart condition because John entered the new health plan with a break in coverage, and thus a pre-existing condition limitation was imposed on him.
  • Trying to make the expatriate group medical plan "match" the U.S. program and mirror as closely as possible. International assignees are in a completely different situation from their domestic counterparts. Trying to have an international plan look like its U.S. or Canadian counterpart can lead to expensive problems.
  • Along the same vein, offering the exact same plan of benefits to all expatriates, with different host and home countries, and worse, extending expatriate plans to certain groups of local nationals. Third country national insurance is also "lumped in" with U.S. expats and this is often a mistake. As we mention above, U.S. expats may need U.S. compliant policy provisions or expat insurance plans that are considered HIPAA and ERISA compliant. Australian expats may need a plan that addresses their requirement to pay a 1% medicare levy surcharge if they earn over $50,000 AUD. Canadian expats may need a plan that allows up to 90 days care in the home country after repatriation, in order to allow re-enrollment in provincial healthcare. One size fits all no longer works. One size fits all creates coverage gaps, and potential legal liabilities.
  • Providing a U.S. style international benefit program to non-U.S. expatriates. Non-U.S. expatriates (Third Country National Populations) don't expect disability plans that pay out until age 65 so why pay for it and carry this liability? PTD plans are effective here. Third Country Nationals don't need to be able to elect coverage in the United States, and fly to Johns Hopkins for heart surgery, are you allowing it? TCNs don't expect or need an 18 month "COBRA" continuation option. There are many examples we see that increase costs and liabilities. Designing different benefit plans to meet the needs of TCNs is not discriminatory. They have different needs than U.S. citizens.
  • Offering select local nationals the ability to enroll in the expatriate plan of benefits. This is a complicated topic but it's often illegal. Foreign national insurance polices must meet local legal requirements.
  • Clients often don't understand the "war risk" (or war and terrorism) exclusion in their expat insurance and international workers compensation policies and the financial ramifications surrounding this important exclusion. Explaining to the CFO why you need $500,000 for a denied medical claim needs to be avoided. War and Terrorism exclusion can apply to not just the medical plan, but also life, accident, and disability plans.
  • Totally neglecting the property & casualty side of the equation; Just because your organization has never provided a property, liability, or vacant homeowners insurance solution to expatriates does not mean it should not be considered or it is not current best practices in your industry. There is a lot of legal liability you are taking on by not looking into these lines and it's a problem that you can easily rid yourself of, often with little or no cost to your company.
  • Not documenting international policy and procedure correctly, not creating a formal expatriate policy, or not going into enough detail in the existing policy. This is all part of the international risk management process. For example, many employees do not follow the correct procedure when it comes to their air evacuation and repatriation policy which can lead their employer holding a $50,000 bill. What is the corporate policy for an expatriate that wants to take Malarone (anti-malarial) for himself and his family at a cost of $7,000 USD per year! What about the employee that takes a $3,000 business expensed trip to a neighboring country because he can't find his name brand medication locally, and he claims the company never addressed the 90 day fill limitation on Rx in the existing medical plan. There are many more examples.