Swiss Life Network wishes you and your family a

NewsLetter
December 2007
Swiss Life Network
wishes you and
your family a peaceful
holiday season!
2
Editorial
Dear Readers
Our top priority is to work with our Network Partners
to deliver the employee benefit solutions our customers
need, wherever and whenever you require them.
Following Anatole France’s words: “to accomplish great
things, we must not only act, but also dream; not only plan, but also believe,” our activities in 2007 were dedicated to our dream for the Swiss Life
Network to be the partner of first choice for our customers, Network
Partners and employees. This Newsletter gives some examples of how we
have gone about this: at our Asia Pacific Conference in Shanghai, and
our customer event with Icatu Hartford in Brazil. We have also worked
hard behind the scenes to improve our services day by day.
Although dreams never completely come true, we continue strongly to
believe, so we have been looking carefully at the trends of tomorrow.
Our Network Conference in Lucerne gave a platform to customers and
consultants to discuss the key challenges they are facing and how best
to handle these.
Heading for another New Year, I’d like to take this opportunity to express
my sincere and heartfelt thanks to all of you – customers, consultants,
Network Partners and employees – for your support throughout 2007.
I’m looking forward to continuing to take up the challenges together
with you, and to turning these into effective solutions.
With best seasonal greetings, and wishing you very enjoyable holidays,
Yours sincerely
Margrit Schmid
Head Swiss Life Network
Table of Content
Contents.
4
Partner News
• Danica Pension & PFA Pension, Denmark
• Swiss Life, Germany
• Swiss Life, Luxembourg
• Icatu Hartford, Brazil
• Seguros Bolivar, Colombia
• Momentum, South Africa
• Icatu Hartford, Brazil
10
Network News
• Asia Pacific Conference 2007: Review
• Network Conference 2007: Interviews
• Network Conference 2007: Presentations
• International Employee Benefits Association
21
Country News
• Ireland: Pensions „Green Paper“ published
22
Client News
• Interview with Nadine Weber, Richemont
Publisher Swiss Life Network, General-Guisan-Quai 40, P.O. Box, 8022 Zurich • Editor Swiss Life Network in cooperation with network
partners, clients and Openline • Photos Swiss Life Network in cooperation with network partners, clients and Bomotion • Photo Front
Portrait of a couple standing by a snowman • Design Swiss Life, Corporate Marketing • Print Bomotion AG • Copyright Swiss Life Network •
Reprint authorisation on agreement with the Publisher
The quarterly Swiss Life Network Newsletter is available online: www.swisslife-network.com/newsletter
3
4
Partner News
Denmark: Top marks for client satisfaction
for both Danish Network Partners.
The annual benchmark survey on customer satisfaction, loyalty and image within the Danish pension
industry carried out by Aalund Business Research,
demonstrated that both Swiss Life Network Partners –
Danica Pension and PFA Pension – have maintained
their sound reputations in 2007. Each company
Danica Pension emphasizes prompt and professional service when a pension scheme is established, when changes
are made, and if an accident occurs. The survey indicates
that Danica Pension ranks as one of the best performers
in the market in terms of processing, advice and service to
clients. This is mainly due to Danica’s ability to understand each company’s situation, and to adjust its services
to meet employees’ needs.
Shortest processing times in the industry
explains its results below.
Danica Pension maintains higher than average client satisfaction
In the latest survey of clients of Danish commercial life
and pension companies conducted by Aalund Business
Research, Danica once again achieved better than industry-average ratings from corporate clients with 10–499 employees.
Danica Pension has the highest client satisfaction rating
among the largest players in the Danish pensions market.
A couple of minor pension companies have performed
slightly better, but Danica Pension will proactively try to
influence this picture over the coming years.
Not content with its already good results, Danica Pension
is working to further improve its performance. Despite
having the shortest processing times in the industry, in
2006 Danica decided to focus even more on this. As a
result, Danica is the first and only pension company in
Denmark to offer financial compensation of DKK 300 to
customers if their pension scheme is not set up within 20
working days of signing the application form.
The scheme has been a great success. Having budgeted for
compensation of DKK 2 million the first year, total compensation paid in 2006 “only” amounted to DKK 192,000.
From October 2006 to September 2007, some 77.2% of all
new pension schemes were established within five working days. Danica Pension’s goal is to process 90% of all new
pension schemes within five working days. You can track
how well the company is achieving its goals by checking
processing times on Danica Pension’s website.
Danica Pension reduces prices
Satisfaction index for clients serviced
directly by pension companies
78
Speedy
service – top performance
76
Danica Pension
Industry average
74
72
70
2007
10–499 employees
2006
Since spring 2006, Danica Pension has reduced its prices
three times. The company plans to drop its premiums even
further, giving a total estimated impact of DKK 500 million in savings for clients over five years. The survey also
showed that client understanding of Danica Pension’s
prices has improved – which is very gratifying.
For more information
please visit www.danicapension.dk
or contact Mr. Peter Mørch, Danica Pension
E-Mail: [email protected]
Phone: +45 45 135 93 5
Partner News
5
Visibility in media
through advertisement
and press coverage
Leading within
counselling
Leading within
product development
High return compared
with the competitors
Positively distinguished
from others
PFA Pension
achieves more satisfied
customers.
The best to ensure that
savings are increased
as much as possible
PFA Pension
Low level of expenses
According to the results of Aalund Business Research surveys, PFA has experienced increased customer satisfaction
over the last few years. This has been reflected in customer
assessments of the advice and levels of service delivered by
account managers, as well as by responses to PFA’s handling
of administration by its customer services departments.
Industry average
3
Neither agree
nor disagree
3,5
Partly agree
4
PFA’s image profile 2007
The figure above illustrates PFA’s image among existing
customers with more than 500 employees on a 1–5 scale.
It shows how PFA outperformed the industry average both
when it comes to a high return and a low level of expenses.
Focus on large and medium-sized customers
PFA Pension’s core business area is large and medium-sized
companies, and the Aalund Business Research survey clearly
78
proves that PFA
hasPension
been able to maintain
focus
and reap
Danica
Industry
average
76 benefits of this segmentation. As the below graph
the
illustrates, PFA has the highest client satisfaction within
74
the Danish pension industry when it comes to companies
with
72 50–499 employees and companies with more than
500 employees on a 1–5 scale.
70
2007
2006
Decision
makers
for employee benefit plans in the large and
10–499
employees
medium-sized companies and organisations are indeed very
satisfied with PFA. In a survey of customers who are directly
serviced, 95% were satisfied or very satisfied with PFA. 91%
would be willing to recommend PFA as a pension supplier,
which reflects a very high level of customer loyalty.
PFA has yet again reduced the expenses significantly in
connection with their market rate product, PFA Unit Linked.
Effective as from 1 June 2007, deposit expenses were reduced by more than 60 per cent and the maximum amount
of annual deposit expenses were reduced from DKK 4,670
to DKK 1,335.
With this, a typical customer with a deposit of DKK 500,000
will save more than DKK 1,300 annually.
The outlook for 2008
PFA Pension will not be resting on its laurels: there are still
several improvements to carry out, although it is extremely
satisfactory that so many large and medium-sized customers
have given PFA such high scores for visibility and reputation.
Good and impartial advice regarding savings, and accurate
and professional treatment in connection with health
issues, clearly matter most when it comes to customer satisfaction. With this in mind, PFA intends to strengthen its
efforts to communicate directly with decision makers about
PFA’s value creation model, counselling and services.
PFA Pension
Industry average
Source: Aalund Business Research Survey 2007
4
50–499 employees
Low level of expenses means larger savings
more than 500 employees
For more information
please visit www.pfa.dk
or contact Ms. Lotte Elsborg, PFA Pension,
International Service
E-Mail: [email protected]
Phone: +45 39 175 48 0
Strongly agree
Source: Aalund Business Research Survey 2007
Sound reputation
4,5
6
Partner News
Germany: Swiss Life Germany wins top
employee benefits awards.
The annual AssCompact Awards were handed out again this September to the top insurance companies in Germany selected by
brokers. Swiss Life won third place overall
for occupational retirement pension plans
and disability plans. In the individual evaluations, the company was declared the best provider of support funds solutions (Unterstützungskasse). Swiss Life was placed second
for the funding of pension promises, and third for direct
insurance and retirement funds.
Since the introduction of the bAV awards, Swiss Life has
been the only provider to have consistently occupied one
of the leading positions. The top companies are decided by
independent insurance and finance brokers, who are randomly selected for the survey.
“We are delighted that the brokers have recognized the high
level of Swiss Life’s expertise in both areas, and have judged
us so highly,” said CMO Klaus G. Leyh, who had the honour of receiving the certificates at the awards event held in
Neuss. “We are particularly proud of the fact that during
the awards ceremony for the occupational retirement and
disability categories, Swiss Life was the only company consistently represented on the podium.”
Various criteria are evaluated for the awards, including company management, product management, distribution support and execution services. In the case of occupational retirement benefits, the willingness of brokers to recommend
products depends mainly on how the provider handles new
business, their software for quotes, and the level of professional support offered. In the case of occupational disability
plans, it is claims handling, quality of processing, and the
cost/benefit relationship of the products that are decisive.
For further information
please visit www.swisslife.de
or contact Ms. Marion Vintz, Swiss Life Germany
E-Mail: [email protected]
Phone: +49 89 381 09 18 72
bAV stands for “betriebliche Altersvorsorge”, the German expression for
employee benefits
Partner News
7
Luxembourg: Fifth success in a row for
group insurance solutions of Swiss Life.
Luxembourg HR professionals gathered again in October to award the title of “Best HR Manager of the
Year” and present the “HR Awards 2007”. Swiss Life in
Luxembourg was honoured with the “Best Pension
Solutions Award” for the 5th consecutive year.
The awards ceremony took place at the HR Annual Conference, which was opened by François Biltgen, Luxembourg
Minister of Labour and Employment. Around 700 people
attended the event.
For more information
please visit www.swisslife.lu
or contact Ms. Stéphanie Langelez, Swiss Life
E-Mail: [email protected]
Phone: +352 42 395 92 59
Photo: @Blitz
The HR Awards are awarded to companies
that provide the best services to human
resources professionals. Voted on by HR
professionals, they cover a variety of assessment criteria. For the “Best Pension Solutions” category, the assessment criteria are: the technical
quality of the sales people, flexibility of solutions, clarity of
follow-up, range of administration tools, and support provided to HR directors when introducing group insurance
into their companies.
Having collected one third of the votes, Swiss Life was far
ahead of the other pension providers nominated. “We are
very pleased indeed – as we have been in each of the past
four years – to receive this award, which so clearly demonstrates your trust,” said Pierre Dubru, Employee Benefits
Director. “In 2007, we ran a survey of our customers in
order to identify their expectations even more clearly. So
we are looking forward to continuing to develop our products and services further in 2008.”
Gilles Finkestein from Swiss Life Network holding the award, together with his colleagues from Luxembourg (they actually won the prize!)
Martial Beguin, Pierre Dubru, Olivier Demory, and Steve Goedert (fltr).
8
Partner
NetworkNews
News
Brazil: Pension market updates
-Icatu Hartford innovates based on US
experience
-Strong trend towards multi-sponsored pension plans
In Brazil, two main types of
corporate pension vehicles are
available for long-term savings: closed pension plan and
open pension plan.
Closed pension plans are private and have their own management structure. Open pension plans can be either
collective or individual, and may be operated by insurance
companies, banks, or non-profit organisations. The most
common open pension plans available are the Plano Gerador de Beneficios Livres (PGBL) – a product similar to the
US 401k plan, and the Vida Gerador de Beneficios Livres
(VGBL), for employee’s contribution, as a choice based on
the individual income tax treatment.
Swiss Life Network Partner Icatu Hartford, as the biggest
bank-independent insurance company in group life, corporate pension and capitalisation, offers to companies a
complete pension solution by working not only with PGBL/
VGBL in Open Pension Plan but also multi-sponsored in
Closed Pension Plan.
First lifecycle funds available in Brazil
Icatu Hartford’s most recent open pension plan innovation
is a new range of investment funds which takes into account
an employee’s lifecycle. Icatu Hartford is the first insurance
company in Brazil to offer this “Minha Aposentadoria” (My
Retirement) fund system, similar to lifecycle funds in the
US. With “Minha Aposentadoria” investment funds, the
asset allocation is actively managed according to each participant‘s age. The product offers investments in shares
without a substantial increase in risk. The mix of shares
and bonds is adjusted by Icatu Hartford Asset Management
according to the insured’s situation: a high proportion of
shares when the client is young and a high proportion of
bonds when retirement age approaches.
Icatu Hartford was recently awarded Best Pension Provider in Brazil
by “GazetaInvest”, an important business publication.
Multi-sponsored plans
In 1996, Icatu Hartford created “IhPrev”, as one of the few
insurance companies specialized in Multi-Sponsored Plan.
This product allows a sponsoring company to outsource
its pension fund administration and/or asset management.
This can be to Icatu Hartford Administração de Recursos,
which specializes in the administration of financial resources,
including long-term savings, or to another external asset
manager, without any interests’ conflict since Icatu Hartford
is not affiliated to any banking group.
There is currently a strong trend in Brazil for companies
with in-house management of their pension plans to transfer
their reserves to a multi-sponsored solution. This is because
it offers several advantages:
•Lower fixed costs through outsourced administration and
shared infrastructure with other sponsors
•Improved services for plan participants, mainly via the
internet – insurance companies’ core business
•Externalised liabilities (by Law)
•Modernised governance structure (provided by “IhPrev”)
•Choice of joining the investment funds offered by Icatu
Hartford or establishing a fund with a preferred bank
(provided by “IhPrev”)
Partner News
Among the features of the IhPrev
multi-sponsored plan are:
•Total segregation from other sponsors’ plans
•Individual plan cost structure
•Possibility of nominating board members
•Possibility of nominating a plan director and plan
committee
•Annual sponsors meeting every April
•Freedom of choice when hiring the actuarial consultant
•High-tech services platform and dedicated consultants
available to HR managers and plan participants.
According to the local regulator responsible for closed entities, between 90% and 95% of new plans created as closed
entities tend to be managed in a multi-sponsored solution,
and migration from current in-house plans to multi-sponsored plans is high. This trend has also been confirmed by
a survey of the top 13 pension consultants in Brazil,
conducted by Icatu Hartford.
For more information
please visit www.icatu-hartford.com.br
or contact Ms. Vanessa Donke, Icatu Hartford
E-mail: [email protected]
Phone: +55 11 347 23 916
9
10
Network News
Colombia: Swiss Life Medica Bolivar –
with you anywhere, at anytime…
Multinational clients of the Swiss Life Network with
subsidiaries in Colombia can now take advantage of
sophisticated medical coverage with “Swiss Life
Medica Bolivar”.
covers all expenses related to: hospitalisation, intensive care,
physicians’ fees, maternity care, new-born baby care, special diagnostic tests and ambulatory care. It covers cancer,
HIV, transplants, prostheses, home care, medical emergencies abroad and outpatient treatment.
Additional coverages
This flexible, comprehensive and
cost-effective medical insurance
plan is designed exclusively for the
employees and their families of
multinational companies. Backed by a strategic partnership between Swiss Life and Seguros Bolivar, this sophisticated plan meets the highest quality standards.
Additional coverages include: primary care, basic dental care,
ambulatory medicines, travel insurance for medical emergencies abroad, emergencies in Colombia, and home health
care.
Highly recommended
“Swiss Life Medica Bolivar” is ISO 9001:2000 certified. Its
many satisfied policyholders include a large number of major
international corporations from a wide variety of industry
sectors.
Local, tailor-made benefits
“Swiss Life Medica Bolivar” provides access to services
through its medical network of over 5,000 providers and/
or through out-of-network providers. Primary care services are delivered by its own medical centres. Second medical
opinions are available, as well as travel insurance and 24/7
medical guidance through its Telefono Verde contact centre.
Access to services
Please ask for information on how your employees in Colombia can enjoy better medical coverage.
For more information
please visit www.segurosbolivar.com
or contact Mr. Juan Pablo Sánchez, Seguros Bolivar S.A.
E-Mail: [email protected]
Phone: +57 1 312 26 00 Ext. 7031
For primary care, plan members may self-refer to a specialist,
either in-network or out-of-network, at full benefit, without first obtaining a referral from a primary care provider.
For basic coverages, insureds may visit a doctor in the
Seguros Bolivar medical network, or an out-of-network
provider, in which case reimbursement applies. A clause
outlining reasonable and customary charges* applies to all
medical procedures that are reimbursed.
Basic coverage
Basic coverage includes medical assistance with a maximum
benefit amount ranging from COP 150 million to COP 500
million per person, per annual medical event. This benefit
*Charges determined to be normal for a particular medical procedure in
a specific geographic area. If charges are higher than what the insurer considers normal, the full amount will not be paid by the insurer and the balance
is the responsibility of the insured.
Network News
South Africa: Momentum shows the way
with support for blind golfers.
In August this year, four players
from the South African Blind
Golf Association (SABGA) were
selected to participate in the inaugural Phoenix Cup, staged
near Toronto, Canada.
The South African team was supported by Momentum Collective Benefits, which was proud to donate towards the
costs of the trip, as well as to provide golf shirts and sports
bags.
The three-day competition was for teams comprising blind
players and their sighted guides, who not only watch the golf
ball, but also assist players with club selection and line-up.
According to the players, they definitely had Momentum on
their side, and played very well indeed.
South African players and guides in their Momentum shirts.
For more information
please visit www.momentum.co.za
or contact Mr. Nazeem Khan,
Momentum Collective Benefits
E-Mail: [email protected]
Phone: +27 11 544 34 63
11
12
Partner News
Partner News
Brazil: Successful Icatu Hartford/Swiss Life
Network joint seminar on sustainability.
The second Icatu Hartford/
Swiss Life Network seminar
took place in São Paulo on August 9, with 86 guests participating in a stimulating programme covering one of today’s
most important concerns: sustainability. This topic affects not
only our private lives but also our professional environment.
The event was opened by José Medeiros, Sales Director of
Icatu Hartford, and Margrit Schmid, Head of the Swiss Life
Network. Ms Schmid noted: “We all aim in one way or
another for sustainable wellbeing, growth and development.
Our business model and business content are marked by
questions related to sustainability. We are focused on sustainable relationships with our partners and customers, who
enable us to grow our businesses in a sustainable manner.”
The highlight of the seminar was the address by two speakers
specialized in sustainability: Sérgio Abranches and Clarissa
Lins. Sérgio Abranches is a well-known personality in Brazil
with several responsibilities, including his role as a commentator on eco-politics on CBN radio. Clarissa Lins is Director
of the Brazilian Foundation for Sustainable Development.
During the seminar, Mr Abranches focused on environmental concerns and global attitudes, while Ms Lins looked at
corporate sustainability.
Highly positive participant feedback from the seminar has
ensured that plans are already being drawn up to repeat
this outstanding experience.
For more information
please visit www.icatu-hartford.com.br
or contact Ms. Vanessa Donke, Icatu Hartford
E-Mail: [email protected]
Phone: +55 11 347 23 91 6
Guest speakers Clarissa Lins and Sérgio Abranches
Margrit Schmid, Daniel Dubach, and Carmen del Carpio from Swiss Life
Network together with Vanessa Donke from Icatu Hartford, Brazil
(2nd on the right)
José Medeiros, Sales Director of Icatu Hartford
13
14
Network News
News
Asia Pacific Conference 2007
The Swiss Life Network Asia Pacific Conference 2007
took place in Shanghai, China, at the end of August
sions will liberalise further, due to increasing incomes, lifestyle requirements, the ageing population and the rising costs
of healthcare.
2007. The event, which was co-hosted by Ping An
Annuity Insurance Co. and the Swiss Life Network,
focused on employee benefits in China and Asia. With
over 250 participants, this conference was the largest
Swiss Life Network event ever held in the region.
Tian Wei Wei, Human Resource Director of Shanghai Roche
Pharmaceutical (‘Roche’), Shanghai, explained the strategies
of multinational companies when dealing with geographic
diversity. Focusing on trends and developments on the mainland, she said that specific compensation and benefit policies
are key to handling the many challenges that arise.
The conference provided a packed programme of up-todate information sessions presented by speakers from the
Chinese Ministry of Labour and Social Security (MOLSS),
the Chinese Insurance Regulatory Commission (CIRC), as
well as representatives of several leading multinational companies and key markets in the Asia Pacific region.
Louis Cheung, Executive Director and General Manager of
Ping An Insurance (Group), Margrit Schmid, Head of Swiss
Life Network, and Du Yongmao, Chairman and CEO of
Ping An Annuity Insurance Company, opened the event by
welcoming the participants. Keynote speakers included:
Chen Liang, Director-General, Ministry of Labour and Social Security, Beijing, and Liang Tao, Director of Life Insurance Department, CN Insurance Regulator CIRC, Beijing.
An official welcome address was also given by Hans-Peter
Willi, acting Consul General of the Consulate General of
Switzerland in Shanghai, who described the well-established
and growing political and economic relationship between
China and Switzerland, noting that there are currently over
250 Swiss companies present in Shanghai.
Participants also had the chance to hear objective views on how
the products and services offered by the Swiss Life Network
benefit multinational companies. Fintan Nunes, Managing
Director of IKANO S.A., Luxembourg, described his experiences of working with an international employee benefits
network. He shared his views that employee benefits provi-
Hans-Peter Willi, acting Consul General, describes the well-established and
growing political and economic relations between China and Switzerland
The participation of Swiss Life Network Partners from India
(Kotak Life), Japan (Meiji Yasuda Life), Korea (Korea Life),
the Philippines (First Guarantee Life), Taiwan (Kuo Hua Life),
Thailand (Bangkok Life) and Singapore (NTUC Income),
gave participants an opportunity to have their questions
answered in person, and learn from a vast pool of international knowledge. There were also several updates by Network Partner representatives, setting out major employee
benefit developments and trends on the international level.
Network News
Group photo at the Swiss Life Network Asia Pacific Conference 2007
Fintan Nunes, Managing Director of IKANO S.A., Luxembourg, and Kees
Hijmans, Manager Retirement Benefits and Life Insurance of IKEA (left)
Tian Wei Wei, Human Resource Director of Shanghai Roche Pharmaceutical,
Shanghai, exchanges business cards with Swiss Life Network Partners
Peter Coyiuto and Ronaldo Roque of First Guarantee Life (Philippines), and
Sandeep Shrikhande of Kotak Life (India)
Describing the goals of the conference, Margrit Schmid said:
“This conference showed our commitment to providing
our multinational clients in this important region with access to top quality employee benefits through leading Network Partners. The conference sessions also illustrated our
dedication to delivering timely, relevant and useful information – true added value – to all our business partners.” Feedback on the conference was very positive – with 76% of participants rating the conference as “very good” or “good”.
All the participants said that they were looking forward to
attending future Asia Pacific Conferences.
For more information
please visit www.swisslife-network.com/apc07
or contact Mr. Simon Wirth, Swiss Life Network
E-Mail: [email protected]
Phone: +41 43 284 46 81
15
16
Network News
Swiss Life Network Conference:
New Network Partners share positive
impressions.
Lucerne was the setting for the most recent Swiss Life
Network Conference held on September 26 to 28, 2007,
at which Network Partners from around the world
gathered to discuss sales and coordination issues. The
event also offered expert information on employee
benefit developments in various regions and countries.
As an added bonus, three customers and two brokers
provided an insight into their needs and requirements
from the Swiss Life Network.
We were delighted to welcome several new members of the
Swiss Life Network who attended the Conference for the
first time and asked the following participants to share their
impressions with us: Daniel Cassieri, Sales Director, Galicia
Seguros S.A., Argentina; Dana Vásquez, Marketing&Sales
Manager, Aseguradora Mundial S.A., Panama; and Marcelo
Assunção, Sales Director for Corporate Business, Icatu Hartford Seguros S.A., Brazil.
What is the first thing that comes to mind when you
think back to the Network Conference?
Daniel Cassieri (Galicia Seguros): I received interesting
and useful information about market trends and pooling
strategies. Furthermore I had the opportunity to develop
very important personal and business relationships. I would
like to take this opportunity to express my sincere congratulations on your conference organisation, and say how
much I enjoyed this year’s special celebration.
Dana Vásquez (Aseguradora Mundial): It showed the
potential of being a Network Partner and the commitment
of the Swiss Life Network to supporting Network Partners
to generate new business.
Marcelo Assunção (Icatu Hartford): A great chance to
get an update on the latest developments in the employee
benefit market, prospects, customers and best practices.
Did your participation change your view of the
Swiss Life Network?
Daniel Cassieri (Galicia Seguros): This participation
confirmed our opinion about the strong potential of the
Swiss Life Network and the business opportunities it offers.
Dana Vásquez (Aseguradora Mundial): Yes, I have learned
how important collaboration with sales executives from the
Swiss Life Network is, in order to get relevant information
about clients.
Marcelo Assunção (Icatu Hartford): Since this is my first
time at the Network Conference, I would not call it a change,
but an improvement of my overview of the good opportunities and partnership ahead due to the great team and organisation of the Swiss Life Network.
What was the most important session for you at the
Network Conference?
Daniel Cassieri (Galicia Seguros): I think the client and
broker presentations were the most important sessions.
Dana Vásquez (Aseguradora Mundial): Friday was the
most important session, because for the first time we had
personal meetings with sales executives of the Swiss Life
Network, and we were able to discuss sales cases. It was important for us to obtain more information on clients.
Marcelo Assunção (Icatu Hartford): All the discussion
panels were very interesting, but the Marketplace brings real
life to the concept of network pooling. There’s no doubt,
this is a great part of the conference.
Network News
Daniel Cassieri, Sales Director,
Galicia Seguros S.A., Argentina
Dana Vásquez, Marketing & Sales
Manager, Aseguradora Mundial S.A.,
Panama
Marcelo Assunção, Sales Director for
Corporate Business, Icatu Hartford
Seguros S.A., Brazil
What are your conclusions after attending the presentations of our multinational clients?
What would you like to say to colleagues around the
world who have never attended a Network Conference?
Daniel Cassieri (Galicia Seguros): The local Swiss Life
Network clients focus on low costs, whereas the multinational client headquarters are also looking for modular
options, flexibility and transparent reports on all the
employee benefit programs running in their subsidiaries.
Daniel Cassieri (Galicia Seguros): The Network Conference offers an excellent opportunity to expand existing
business and obtain new business prospects.
Dana Vásquez (Aseguradora Mundial): For multinational clients pooling is very important. One key for customers is to increase knowledge about the pool in their
country and how it works. The headquarters of the multinational clients are an important part of this strategy.
Marcelo Assunção (Icatu Hartford): I got a clear picture
of the great relationship between Swiss Life Network headquarters and our customers. I saw how satisfied they are
with our work and the importance of the Swiss Life Network
to them as preferred providers.
Dana Vásquez (Aseguradora Mundial): The Network
Conference is an ideal opportunity to learn more about international employee benefit solutions in the different regions, and the needs of customers and brokers. In addition,
we learned how important it is for us to be more involved
in all the procedures. The more we know how everything
works, the more opportunities we have with new clients.
Marcelo Assunção (Icatu Hartford): Do not miss this
great event! Your networking capabilities will be improved
through many opportunities during the conference.
Editor’s note: If you‘d like to offer feedback about this article, we‘d
welcome getting your comments on the e-mail below.
Did you enjoy the Sales Performance Awards ceremony?
Will you strive to be one of the laureates in the future?
Daniel Cassieri (Galicia Seguros): It’s a good challenge
for us. I hope we can achieve a successful performance just
like our colleagues from Latin America.
Dana Vásquez (Aseguradora Mundial): Yes, we enjoyed
the Sales Performance Awards ceremony and we are working
very hard to receive an award next year.
Marcelo Assunção (Icatu Hartford): Without doubt, a
special moment at the conference. You can all be sure that
Brazil will do its best to always be one of the laureates.
For more information
please visit www.swisslife-network.com/nwc07
or contact Mr. Christian Scherff, Swiss Life Network
E-Mail: [email protected]
Phone: +41 43 284 47 64
17
18
Network News
News
Swiss Life Network Conference 2007:
Employee benefits trends.
The recent Swiss Life Network Conference included many
important insights into regional trends in employee benefits, and the needs of clients and brokers. We are pleased to
share a summary of these below.
Trends in Latin America
Marcelo Assunção, Sales Director for Corporate Business,
Icatu Hartford Seguros SA, Brazil
•With a population of almost 600 million and growing, and
with insurance penetration and density that are still very
low, there is a high level of business opportunity in the
Latin American market.
•The stable economic situation in most of Latin America,
with declining unemployment and inflation rates, has
brought a steady increase in long-term investments by
national and international companies.
•There have been high growth rates for life insurance over
the last ten years, especially for pension solutions. There
are excellent market opportunities in this area, as in most
Latin American countries less than 50% of companies have
pension plans.
•Another positive result of economic stability over the past
few years is that people are starting to think about the future. This is a further factor strengthening market opportunities for the insurance industry in the region.
Trends in North America
David Henry, Managing Director, Great-West Life
Assurance Company, Canada
The ageing population in North America is putting pres•�������������������������������������������������������
sure on the social security system. The health care system
in particular will face increasing expenditures in future.
So the quality and cost of health care is a big issue, which
is also being driven by longer life expectancy.
•Society is having to deal with a sharp rise in long-term disability caused by diseases like cancer, cardiovascular disease
and mental illness.
The mental health aspect is becoming an increasingly im•��������������������������������������������������������
portant topic for employers, although further steps are needed
to raise the awareness and recognition of mental illness.
Companies that promote the mental health and well-being of
their workforce are gaining a strong competitive advantage.
Marcelo Assunção, Sales Director
for Corporate Business,
Icatu Hartford Seguros SA, Brazil
David Henry, Managing Director,
Great-West Life Assurance Company,
Canada
•The identification and treatment of mental illness is very
important, as in Canada over 30% of disability claims relate
to this. Insurance companies which specialise in insurance
solutions for disability hold a key positive differentiator.
Trends in the UK
Cheryl Brewer, Customer Solutions Director, Unum, UK
•�����������������������������������������������������
On the one hand we are seeing a trend towards occupational pension schemes. Defined benefit schemes are being
replaced by defined contribution schemes. A further on­
going trend is that insurers are acting increasingly as service providers, and self-insured clients are moving to insured benefits. These changes offer great opportunities,
especially in the group risk markets.
•On the other hand, the market is becoming increasingly
competitive and the retention of existing customers is
thus essential to business success.
Trends in the Asia Pacific region
Cedric Luah, Head Sales Region Asia Pacific, Swiss Life
Network
•The Asia Pacific region accounts for around 60% of the
world’s population, with the two most rapidly growing
countries being China and India. However, there is also
strong population growth in other parts of the region.
•Insurance companies and politicians need to take steps
to prevent a pension time bomb. One of the major challenges will be the retirement of the baby-boom generation,
for example in Japan, Korea and Singapore.
Network News
Cheryl Brewer, Customer Solutions
Director, Unum UK
•For cultural reasons, risk products are still unpopular for
individuals. As a result, insurance products are largely
marketed as savings and investment instruments. It is also
commonly offered as part of employee benefits programme
by corporate entities.
The trend towards high savings rates and massive invest•��������������������������������������������������������
ment needs continues, which means a high demand for financial products and more investment options/vehicles.
•Rapid talent growth is attracting global resources, and
this is increasing the urgent need to offer more advanced
employee benefit programmes.
Trends in South Africa
Nico van der Walt, Head Momentum Collective Benefits,
South Africa
•A new National Security Saving System (NSSS) is expected to be introduced in 2010. This will be compulsory for
all employed citizens, and it is proposed that it will provide risk benefits. This could potentially halve the size of
the risk market in South Africa, as these private benefits
may be provided in future by the state fund.
•The retirement industry had to deal with a poor public
image over the last few years and a very competitive market.
Price is the main determinant of where business is placed.
•The impact of AIDS continues, but this can be priced for in
group schemes and we have seen mortality rates for some
companies lower than previously estimated. Due to educational and treatment programmes, it is easier for people to
remain productive, which is positive for employees, employers and insurance companies.
•Opportunities for new business will come from a stronger
focus on specific products such as disability income benefits,
and from expansion into other African markets over time.
Employment benefits trends, and requirements of Network Partners/SLN from customers’ and brokers’ points of view
Nadine Weber, Group Benefits&Stock Option Manager,
Richemont International S.A., Switzerland; Urs Wuethrich,
Cedric Luah, Head Sales Region
Asia Pacific, Swiss Life Network
Nico van der Walt, Head Momentum
Collective Benefits, South Africa
Head Global Benefits, Syngenta International AG, Switzerland; and Kathrin Schiffer, responsible for Group HR Global Benefits, UBS AG, Switzerland, provided us with the latest
trends and developments from the customer’s point of view.
The broker’s viewpoint was given by Paul Kelly, Senior
Consultant, Towers Perrin, Foster&Crosby Inc., UK, and
Denis Stainier, Worldwide Partner & Director Client Development, Mercer Human Resource Consulting, France
•Due to ongoing globalisation, multinational companies
are increasingly having to use employee benefit solutions
to help retain their employees.
•This development means that flexible benefits and pension solutions are becoming more important.
•Locally-sourced information is vital to getting an overview of the different social security systems and benefit
solutions worldwide. Multinational companies need an
overview of the employee benefit situations in countries
where they operate, and it is important to find reliable
providers in these countries.
•A further significant step many multinational companies
are working on is to gather all the information from their
subsidiaries regarding existing employee benefit solutions,
claims experience and market situation and benchmarks
into a central database to optimize their worldwide employee benefit activities.
•Multinational companies set a high value on pool transparency, especially regarding claims. Cost transparency
also plays a key role for customers, as risk and cost management are becoming more and more important.
•International dividends remain an attractive argument
for pooling, although other insurance solutions and general consultancy are gaining in significance.
For more information
please visit www.swisslife-network.com/nwc07
or contact Mr. Christian Scherff, Swiss Life Network
E-Mail: [email protected]
Phone: +41 43 284 47 64
19
20
Network News
The International Employee Benefits
Association is now in Switzerland.
The IEBA is a leading international association provid- IEBA’s mission and activities
ing education, information and professional development opportunities in the constantly evolving world of
international employee benefits. On October 23, 2007,
the Swiss Life Network hosted the inaugural meeting
of IEBA Switzerland.
The IEBA formally created a
branch in Switzerland in September 2007, and held its first
meeting, hosted by the Swiss Life
Network at its Zurich offices, at
the end of October. This was attended by Tim Reay, Chairman of the IEBA, and representatives of well-known Swiss
multinational companies and consultants.
The IEBA creates an environment for the development of
knowledge about international employee benefit provisions.
Working with the UK‘s Pensions Management Institute,
IEBA runs a Diploma in International Employee Benefits
(Dip. IEB) to meet the professional needs of individuals
working for consultancies, insurance companies and pensions/remuneration and benefits departments of commercial companies around the globe. The association holds an
annual dinner, as well as regular meetings on special topics.
The annual conference is a highlight of the year, with the next
one planned for March 2008 in Brussels.
Switzerland is an important employee
benefits market
After branches in the UK and the Netherlands, the IEBA
decided to expand its activities to Switzerland, where there
was already extensive interest in IEBA’s activities. In addition, Switzerland is home to the European HQs of many
large multinationals, and has a well-developed employee
benefits market. This means that there is great demand
from practitioners for knowledge and networking opportunities. IEBA plans to run a structured lecture course
preparing practitioners for the Diploma. In addition, there
will be regular meetings as well as an annual dinner.
In future, the IEBA plans to expand its membership from
its current 300 members worldwide, and to continue to organise meetings and conferences worldwide.
For more information
please visit www.ieba.org.uk
or contact Mr. Simon Brimblecombe, Hewitt Associates
E-Mail: [email protected]
Phone: +41 22 363 65 15
fltr: Ray Kroebl, Tim Reay, Rachid Belarbi, Roelof Kistemaker,
Simon Brimblecombe at the inaugural IEBA Switzerland meeting
Country News
Network
Ireland: Pensions Green Paper published.
The Irish Government published its Green
Paper on Pensions in October. A Green Paper
is a document produced in the research phase
of a major government initiative with the aim
of setting out all the issues in a clear and structured manner.
The Green Paper on Pensions establishes the context for future
changes in government policy on public and private pension
provision. It also poses a number of questions to be considered
by interested parties, and invites them to submit their views.
State pensions
The Green Paper describes the current pension provision approach in Ireland as ‘a tripartite arrangement between the state,
employers and individuals’. It acknowledges the impact of economic and demographic trends on the pensions issue, and
identifies pension adequacy, coverage and sustainability as key
government policy challenges to be tackled in the years ahead.
There is a considerable degree of uncertainty associated with
the projection of demographic trends in Ireland, in particular in relation to migration and fertility. However, it is safe
to predict that the Irish population will age rapidly over the
next fifty years, leading to a much higher proportion of retired people in the population, and putting the state pension system under considerable funding pressure.
The Green Paper asserts that the current state pension system
‘is not sustainable on the basis of current projections without adjustments to the overall policy mix’.
Private pensions
The Green Paper identifies a mismatch between the private
pension expectations of Irish workers, and the reality of the
provision being made by them, or on their behalf. Many workers expect private pensions to be their main source of income
in retirement. However, unless there is a change in pension
planning behaviour, this is unlikely to be feasible. Currently,
many people are not covered by any supplementary pension
arrangement, and of those who are, many are not saving
enough to provide a satisfactory pension in retirement.
The Green Paper discusses some of the issues arising from
the current approach to supporting private pension saving,
and possible approaches to future development. Some
parties have raised concerns about the equity of the current
system, which grants generous tax relief at the marginal tax
rate for pension contributions. There is also concern that
the current restrictions on how the pension fund can be
used act as a barrier to pension saving.
Four approaches to future pensions development are proposed for consideration:
improve or re-target current incentives for voluntary pen•����������������������������������������������������������
sion savings
•�����������������������������������������������������
introduce mandatory employer-sponsored pension provision for all employees
•introduce a ‘soft mandatory’ system, and
•enhance social welfare benefits, probably in tandem with
an increase in the normal retirement age.
The Green Paper also deals with several technical pensions
issues, and proposes a review of the fixed retirement age.
The Irish Life view
Irish Life’s view is that the best solution would
take the form of a mix of various initiatives to
tackle the knowledge and incentive gaps inherent in the current system:
Simplify the pension tax relief regime and improve tax re•����������������������������������������������������������
lief incentives for lower earners
•Allow employees to be automatically enrolled in employer
pension schemes, with an opt-out on request
•Introduce government investment in financial education
•�����������������������������������������������������������
Allow limited access to pension savings in specific circumstances up to age 40
•Extend flexible retirement investment options (ARFs) to all
•Move from the concept of a fixed retirement date to a more
flexible and phased form of gradual retirement.
The full Green Paper and an executive summary can be downloaded from the dedicated website: www.pensionsgreenpaper.ie. Interested parties can also make submissions in response to the questions raised in the Green Paper via this
website.
For more information
please visit www.irishlife.ie
or contact Mr. Damian Fadden, Irish Life
E-Mail: [email protected]
Phone: +353 1 704 12 72
21
22
Client
News
Network
News
Interview with Nadine Weber,
Group Benefits&Stock Option Manager,
Richemont International S.A.
Following her presentation at a recent Swiss Life
Network Conference, Nadine Weber agreed to be interviewed
by the Newsletter.
Please tell us something about yourself.
Nadine Weber: I grew up near Trier, and have a MSc. in
Mathematics and a Ph.D. in Finance. I’ve worked for
Richemont in Geneva since 2005. After studying mathematics and finance I never thought I’d work in HR. But I
accepted the post of Stock Option Manager at Richemont
and I’ve never regretted the decision. Especially with the additional function of Benefits Manager, it’s a challenging
and interesting job.
Richemont is in luxury goods. Are there
special employee benefit characteristics for
your industry?
Nadine Weber: The luxury market has the reputation of
paying its employees well, which raises expectations, but
people tend to forget the benefits part of their remuneration. We have to periodically remind them and communicate updated information. Since the information is not always easily available, this can be challenging.
What employee benefit trends and changing
employee needs are you experiencing?
Nadine Weber: I see five main trends or needs:
1)Fair benefits: Benefits, especially pension schemes, are a
crucial part of total remuneration. Employees are in creasingly comparing their benefits with those of other
subsidiaries and competitors. So we are working towards
country-wide harmonisation of our benefits schemes.
Our goal is to provide benefits that are a good local av erage.
2) Adequate benefits: An ageing population means we need
pension schemes that provide adequate coverage together
with local social security. We are currently conducting a
benefits audit and plan to implement new schemes where
necessary. We are also reviewing our medical schemes.
3)Safe benefits: All our new pension schemes are Defined
Contribution or Cash Balance types. Defined Benefit
schemes will be closed. The funding of schemes is appre ciated by our employees and as a company, we are strongly
in favour of doing this in a cost-efficient way.
4) Investment co-determination: Employees appreciate hav ing a say in pension asset investment, so we try to intro duce schemes that allow this.
5)Benefits communication: Employees need to be aware
of their benefits. For example, medical coverage is often
not perceived as a company-provided benefit. Commu nication is constantly necessary, as employees tend to
forget the benefits in place.
What are your expectations of your
employee benefits network and its partners?
Nadine Weber: The network needs strong, well-known local
partners that react to our needs. They should be competitive in terms of costs and design, as otherwise we cannot
ask our local subsidiaries to change their insurance providers. We also need detailed financial information and regular updates on local changes.
I expect proactive teamwork, with one contact person who
is responsible for Richemont, and regular meetings. The
network should share its experience, and I appreciate
opportunities to meet other clients and learn about their
strategies.
Client News
Network
Nadine Weber, Group Benefits&Stock Option Manager, Richemont International S.A., speaking at the Swiss Life Network Conference in Lucerne
How does Richemont handle local
employee benefit solutions? Does headquarters decide?
Nadine Weber: We have a strict governance structure for
benefits. Any changes to benefits schemes must be accepted by our Benefits Committee, which has issued benefits
guidelines applicable to all subsidiaries worldwide. Our role
at headquarters is to ensure execution of these guidelines.
Whenever a subsidiary wants to change a local scheme, they
need to work with us at Group HR to find solutions that
fit local requirements and Group guidelines. Within these
restrictions, local subsidiaries are free to design their
schemes and we only act as consultants if required.
Profile Richemont International S.A.
Richemont was created in 1988. The group has 16 prestigious Maisons and 16,748 employees worldwide.
With 1,154 Boutiques worldwide, Richemont is the 2nd
leading luxury goods group in the world, and made a
net profit of EUR 1,329 million in the last financial year.
For more information
about Richemont International S.A.
Please visit www.richemont.com
23
General-Guisan-Quai 40, 8022 Zurich, Switzerland
Telephone +41 43 284 37 97, Fax +41 43 284 39 97
Internet: www.swisslife-network.com, E-mail: [email protected]
Network Partners, branch offices and subsidiaries.
Country
Network Partner
Website
Contact
E-Mail
Argentina
Galicia Seguros S.A.
www.galiciaseguros.com.ar
Australia
Hannover Life Re of Australasia www.hannoverlifere.com
Austria
Wiener Städtische
www.wienerstaedtische.at
Belgium
Swiss Life Belgium SA
www.swisslife.be
Brazil
Icatu Hartford
www.icatuhartford.com.br
Canada
Great-West Life
Chile
Cruz del Sur China
Ping An Insurance Company www.paic.com.cn
Colombia
Seguros Bolívar
Telephone
Mr. Sergio BARTOLETTI
[email protected]
+54 11 530 03 12 6
Ms. Kristine Nugent [email protected]
+61 2 925 16 91 1
Ms. Monika RUDICH
[email protected]
+43 50 350 21 07 2
Mr. Michel Moreau
[email protected]
+32 2 238 89 11
Ms. Vanessa DONKE
[email protected] +55 11 347 23 91 6
www.greatwestlife.com
Mr. David Henry
[email protected]
www.cruzdelsur.cl
Mr. Juan Pablo ACHONDO
[email protected]
+56 2 461 83 43
Ms. Nicole ZHANG
[email protected]
++86 21 386 38 25 5
+1 416 552 58 02
www.segurosbolivar.com
Mr. Alberto Amaya
[email protected]
+57 1 334 33 11
Czech Republic Kooperativa
www.koop.cz
Ms. Martina TRUPLOVÁ
[email protected]
+420 222 82 72 66
Denmark
Danica Pension
www.danicapension.dk
Mr. Peter Mørch
[email protected]
+45 45 13 59 35
Int’l Health Insurance (IHI)
www.ihi.dk
Ms. Nicole Lind
[email protected]
+45 331 53 09 9
PFA Pension
www.pfa.dk
Ms. Lotte ELSBORG
[email protected]
+45 391 75 00 0
Swiss Life Network
www.swisslife-network.com
Mr. Michael HANSEN
[email protected] +45 33 93 21 22
Finland
Ilmarinen
www.ilmarinen.fi
Ms. Riitta Räsänen-Rugemalira [email protected] +358 10 284 26 28
France
Swiss Life (France)
www.swisslife.fr
Mr. Eric Dubreuil
[email protected]
+33 1 408 23 71 4
Germany
Swiss Life (Germany)
www.swisslife.de
Ms. Marion VINTZ
[email protected]
+49 89 381 09 18 72
Greece
Aspis Pronia
www.aspis.gr
Ms. Zeta Kokolaki
[email protected]
+30 210 617 67 72
Guatemala
Seguros de Occidente
www.occidente.com.gt
Mr. Manuel Lemus
[email protected]
+502 227 97 27 8
Hong Kong
Sun Life Hong Kong Limited
www.sunlife-hk.com
Mr. Peter KONG
[email protected]
+852 286 14 09 2
www.unionbiztosito.hu
Ms. Judit SÖRÖS
HungaryUnion Biztosító
[email protected]
+36 1 486 42 48
India Kotak Mahindra Old Mutual Life www.kotaklifeinsurance.com Mr. Sandeep Shrikhande
[email protected]
+91 22 566 35 11 7
Ireland
Irish Life
www.irishlife.ie
Mr. Damian Fadden
[email protected]
+353 1 704 12 72
Italy
Apulia previdenza
www.swisslife-network.com
Ms. Donatella CAPONE
[email protected]
+39 02 725 66 74 5
Japan
Meiji Yasuda Life
www.meijiyasuda.co.jp
Mr. Yasuo SATO
[email protected]
+81 3 32 83 87 79
Korea
Korea Life
www.korealife.com
Mr. Chang-Mo KIM
[email protected]
+82 2 789 79 66
Luxembourg
Swiss Life (Luxembourg)
www.swisslife.lu
Mr. Martial BEGUIN
[email protected]
+352 423 95 92 55
Malaysia
Hong Leong Assurance
www.hla.com.my
Mr. Robbin KHOO
[email protected]
+60 3 765 01 62 3
Mexico
Seguros Inbursa
www.segurosinbursa.com.mx Mr. Jorge NAVARRO
[email protected]
+52 55 532 50 42 3
Netherlands
Zwitserleven (Swiss Life)
www.zwitserleven.nl
New Zealand
Ms. Caroline VAN DEN HEUVEL [email protected]
+31 20 347 8550
Hannover Life Re of Australasia www.hannoverlifere.com
Ms. Kristine Nugent
[email protected]
+61 2 925 16 91 1
Norway
Danica Pensjon
www.danica.no
Mr. Jan Petter OPEDAL
[email protected]
+47 7 356 32 38
Vital Forsikring
www.vital.no
Mr. Tor Myrseth
[email protected]
+47 934 07 43 4
Panama
Aseguradora Mundial
www.amundial.com
Ms. Dana VÁSQUEZ
[email protected]
+507 207 66 00
Philippines
First Guarantee Life
www.firstlife.com.ph
Ms. Ninian CEDO
[email protected]
+632 893 30 24
Poland
Compensa S.A.
www.compensa.com.pl
Mr. Mariusz Remisz
[email protected]
+48 22 501 63 56
Portugal
Groupama Seguros
www.groupama.pt
Mr. Nuno Silva
[email protected]
+351 217 92 32 40
Russia
Rosgosstrakh
www.rosgosstrakh.ru
Mr. Mikhail KALININ
[email protected]
+7 495 518 96 24
Singapore
NTUC Income
www.income.com.sg
Ms. Lee Lian Wee
[email protected]
+65 687 73 36 3
Swiss Life Network
www.swisslife-network.com
Mr. Cedric LUAH
[email protected]
+65 969 14 81 8
Slovakia
Kooperativa
www.koop.sk
Mr. Jan Pavlik
[email protected]
+421 2 572 99 20 8
South Africa
Momentum Life
www.momentum.co.za
Mr. Nazeem Khan
[email protected]
+27 11 544 34 63
Spain
VidaCaixa
www.vidacaixa.es
Ms. Ana CARDOSO Delgado [email protected]
+34 93 227 89 57
Sweden
Danica Fondförsäkring
www.danica.se
Mr. Patrik UVÄNG
[email protected]
+46 752 480 437
Switzerland
Helsana
www.helsana.ch
Mr. Andy DIETRICH
[email protected]
+41 43 340 63 81
Swiss Life (Head Office)
www.swisslife.ch
Mr. Felix SCHWAN
[email protected]
+41 43 284 37 93
Taiwan
Kuo Hua Life
www.khltw.com
Mr. Hunter HSU
[email protected]
+886 2 555 19 78 8
Thailand
Bangkok Life Assurance
www.bla.co.th
Mr. Taweesak Dejprasit
[email protected]
+662 777 8888 ext: 8441
United KingdomUnum
www.unum.co.uk
Mr. Colin Fitzgerald
[email protected]
+44 1306 873 04 7
USA
Fort Dearborn Life
www.fdl-life.com
Mr. Brad GARY
[email protected]
+1 630 824 56 29
Venezuela
Seguros Comerciales Bolívar www.segurosbolivar.com
Mr. Max Carriazo
[email protected]
+58 212 905 99 33