International Group Insurance Products with Full Description:

Who helps you today to navigate international risk management and global benefits for expatriates, 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? Is your employee benefits package as up to date as your curriculum? Not addressing the needs of faculty and staff that work or travel abroad for the university can create a tremendous liability if something goes wrong. Addressing these needs goes well beyond expatriate group medical insurance.


Even LARGE State universities usually have more than a lion's share of problems with coverage as it relates to faculty and staff that spend time outside of the country, and for foreign nationals invited into the U.S.

Are you a State university that feels your hands are tied by benefit programs that need to be approved by the State? More...

There are many things you can be doing on your own without the State and under your own budget. This control by the State will not remove liability if there is an international emergency overseas for international faculty related to medical claims, security, or life insurance, and the university is sued for lack of planning. Please ask for our white paper about all the things State schools can do to protect their employees when they are abroad, under their own budget, at very reasonable costs.

Do you have any faculty leaving the country to study an archeological dig site this year? How many faculty and staff will be out of the country this month or next? Don't know... the HR and Benefits Staff needs to, and we have solutions that can literally remove millions of carried liability.

Does your college or university have an international security plan for all employees that leave the country? This is the # 1 area where universities carry liability.

Have international faculty insurance needs or even an overseas campus? What's below may be a long overdue discussion on international best practices for universities, even if only a few employees leave the country each year.

Please review the following discussion for colleges and universities with faculty working internationally, faculty traveling internationally, and international staff to include expatriates and local national hires. 60% of universities with international exposures have serious gaps in their international coverage.

International Health Insurance for Faculty and Staff Working or Traveling Internationally

Do you rely on your U.S. domestic medical plan when your employees are residing or traveling internationally?

Today, this practice for any major college or university with overseas faculty is inadequate. Faculty and staff that spend more than 90 days working outside of the U.S. need a dedicated international medical plan. Other universities started using them around the year 2000. Permanent and primary international medical plans can be used, or blanket travel medical plans can be put in place to supplement the U.S. plan during international travel. Coverage starts at about $40 per week of travel per employee. Many universities will only need to spend about $3,000 a year to properly insure their people that travel.

What are the main questions for universities today, regarding overseas faculty and staff?

  • Do you know approximately how many faculty and staff will leave the country in 2010? Do you know how many are out of the country at this very moment? If you are the benefits or risk manager, not knowing this answer exposes the university to major liabilities.
  • Will you sponsor foreign nationals (non-students) coming into the U.S. this year?
  • Do you have a detailed and comprehensive security plan if any employee is threatened overseas, a victim of extortion, or even abducted?
  • Do you know when faculty leave the country, and where they are in the world at all times?
  • Do current benefit programs specifically address international risk and exposures? Hoping U.S. employee benefit plans will perform in a crisis exposes the university to a tremendous amount of liability.
  • Are U.S. medical, life, disability, and other benefits plans presumed to work internationally?
  • Have all plans been stress-tested for international claims and risks?
  • What specific instructions are given to employees before they leave the country? Is there a formal process?
  • Do internationally employees "log" or register where they are traveling and when, in a central database?
  • Do you know the potential problems with the U.S. medical plan related to the countries where your employees are spending most of their time?

How would the office of the President rate your international benefits programs today?

Over the past 2 years we have spoken with over 100 leading universities. What colleges and universities are doing in the way of "international benefits" can be best described as "all over the place." Some universities have comprehensive expat insurance and international workers compensation programs for anyone overseas 90 days or longer.

Some have revised their foreign workers compensation policy to allow claims outside of the U.S. or implemented an international voluntary workers comp insurance policy. Others have put in a security plan for those living and traveling internationally. Some have protocols so they know exactly where their people are to eliminate liability and so security plans can work. On the other side, many have addressed none of the issues here, and below.
Where does your college or university fall?

With expatriate group medical plans today becoming widely accepted and used by ALL types of organizations that have international assignees working or traveling abroad HR/Benefits/Risk Management will be expected to eliminate coverage gaps both domestically and internationally. We focus on medical here, but that is just 1 of 6 distinct areas that need to be addressed. What we find is, because the international piece is small compared to domestic concerns, it is continually pushed to the bottom of the list and very little is accomplished. International risk management can be addressed more easily than you may think if working with an expert. Waiting for an overseas crisis before making a change is not an option because university benefit managers are expected to be well versed in these programs. Your peers are using them. 10 years ago, this was not expected.

We can work with you to quickly and easily remove international coverage gaps? When was the last time international risk was specifically reviewed and documented at your university?

The urgent need to keep better track of faculty that leave the U.S.

The specific reasons these expatriate insurance plans work for universities are discussed here, however one reason to implement these plans for many universities may not be obvious, to locate and track global employees. We speak to universities all the time that say, "I really don't know where all these people are around the world because it's done college by college." In our professional opinion universities MUST get a better handle on exactly where people are. It's simply a liability not to in 2009.

We live in a dangerous world. The reason to keep better track of them is especially true in the case of a security incident. HR and Benefits may maintain security or kidnap and ransom programs for employees. If employees "cannot be found" or assistance is delayed due to poor organization, this situation creates tremendous liability and HR / Benefits will be culpable. If HR/Benefits/Risk management can only do "so much" here to change behavior these departments need to document the issues and risk as clearly as possible. If others don't act on your suggestions that is unfortunate and it puts employees traveling abroad at risk, but at least you have removed liability from your own department.