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June 24, 2010
Nonsubscriber coverage through Republic just
got a lot better. We've
raised the Combined single indemnity limit to $2 Million with Republic CEI and
VIP plans.
We know each case is unique, so there is no such thing as a "one size fits all"
approach. As exposure increases, so must your ability
...more>
April 20, 2010
When we say the Combined Group is the
nonsubscriber market leader, it's not marketing hype; it is a fact. Here's why.
In our more than 20 years in the nonsubscription business we have earned the
complete trust and confidence of the industry's leading carriers
...more>
February 24, 2010
A federal law that took effect July 1, 2009 requires all businesses that
have any type of liability insurance for work-related injuries to
register with the Department of Health and Human Services. Companies
must report regularly about job-related injuries occurring January 1,
2010
...more>
December 2, 2009
The Employee Retirement Income Security Act of 1974 (ERISA) is federal
law that sets minimum standards and provides protection for people
enrolled in most voluntarily established pension and health plans in
private industry.
...more>
August 25, 2009
We talk with agents in the field every day about the benefits of
nonsubscription for their clients. Many ask us for the best selling
points to use to frame their presentations. We like to get these
questions
...more>
June 22, 2009
When the Texas Legislature ended its session June 1, 2009, employers
opting out of the state workers' compensation system found themselves in
a stronger position than ever
...more>
January 27, 2009
Need a hot market for the new year, one in
which nearly half the industry embraces a nonsubscriber solution for
occupational accident coverage? Hotels, motels and resorts could be the ticket.
The September 2008 Texas Department of Insurance Survey
...more>
December 23, 2008
Flexibility is a major reason companies choose nonsubscribing plans to provide occupational accident coverage. Flexibility involves
more than plan design, it carries over into the way claims are paid, with a
choice of two approaches, "Indemnity" or "Pay On Behalf Of."
...more>
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An ERISA occupational injury benefit plan is an essential element of any effective non-subscriber program. We absolutely require that an approved ERISA plan be adopted and implemented by each non-subscriber insured. The policy provides that an employee who is not a participant in the insured's ERISA plan is not eligible for benefits from the plan. The ERISA plan details the provisions, procedures and requirements for: benefit levels, benefit periods, medical payments, approved medical providers, employee injury reporting requirements, drug and alcohol testing, loss of benefits for failure to comply with rehabilitation and other plan requirements, disability benefit levels and time periods, definitions of all key terms, and requirements for payment of death, burial, and dismemberment benefits.
The ERISA Plan's Summary Plan Description and Mandatory Arbitration Agreement are presented to the employees in formal meetings. The arbitration provisions are designed to be binding on employees simply through disclosure in the meeting with their signature required on a signup sheet. Because of the ERISA plan's importance, we insist on the use of Gibson, McClure, Wallace & Daniel's plan with its cost built into our non-subscription program or an approved plan within 60 days of the policy effective date.
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