What Remote Work benefit challenges have arisen during the COVID-19 pandemic?

    Feb 12, 2021 @ 09:52 AM / by Gerald Abbey

    Business man pointing to transparent board with text Benefits

    COVID-19 pandemic and the implications for employee support and benefits

    AIRINC sat down with Gallagher to discuss some of the many issues that have arisen in the midst of the COVID-19 pandemic. In this limited blog post series, we address the implications for the future of business, employee support, and benefits, and share many real-life case studies.

     

    Four COVID-induced Benefit Challenges for Companies

    COVID-19 has created many challenges for employers. Protecting the physical, emotional, financial, and career wellbeing of employees has become more complex. Here are four challenges to consider:

    Challenge #1:
    Many companies had employees stranded when borders were closed and flights stopped. Some employees are still trapped today and have now transitioned to remote worker status. This required discussion with medical insurance companies to make sure that coverage was in place and could be extended, as well as many other factors.

    Solution:

    When borders started closing, we were getting calls from both clients and their assistance company informing us of what was happening. In the short term, we were able to assure our clients with stranded business travelers that their Out-of-Country Medical and Business Travel Accident insurance would provide coverage for urgent and emergent medical care for up to 180 days. In the early days that seemed more than adequate.

    We did have an additional complication in that we have a large number of clients that have added leisure travel benefits. Dave Richter of the Multinational Benefits & HR Consulting team, whose firm, Richter International Consulting, LLC, merged with Gallagher, was a pioneer in offering leisure travel medical insurance benefits to companies, so we were also faced with a large number of employees on vacation with their families who were in the same situation. We were able to confirm with our insurance partners that these employees and their accompanying dependents would also be covered for up to 180 days.

    The insurance policies that we had in place provided blanket coverage for employees and accompanying dependents for urgent and emergent care. The policies we write typically have $0 deductible and pay 100% of medical expenses up to $350,000 or $500,000 (in some cases up to $1 million) per member per year, and there are no pre-existing condition limitations.

    2020 has been a strange year in that months seem to just keep rolling on. The passage of time is unlike any other year we have experienced. And so we found ourselves in August starting to confront situations where employees were starting to approach 180 days of exposure outside of their home country or country of employment. We approached our insurance partners and were able to negotiate an extension on the coverage period. Our long-term working relationships with these insurers really paid off in these uncertain times. We have found over the years that we can count on them to hold up their share of the bargain and we really pleased with their flexible and accommodating response.

     

    Challenge #2:

    Some employees had significant medical events. For example, a pregnant traveler from the U.K. who was stuck in India for five months. This required restructuring her travel medical insurance to cover pre-natal care, delivery, and coverage for the baby.

    Solution:

    We have access to a range of insurance products through our insurance partners. In this case, we needed a comprehensive medical plan that would cover routine pre-natal pregnancy care, delivery and coverage for the newborn baby. And, since the non-employee husband was also stranded, we needed to cover him, too.

    One option would have been to put the family on a full Expat Medical plan. That is an expensive proposition, so we opted for a compromise product that provided full coverage in India, but would not provide coverage once she and the family returned to the UK. She didn’t need coverage in the UK because that was already provided by her employer. This ended up being a great solution. Cost effective, but not scrimping on benefits. And we have good news: Healthy baby delivered in August!

     

    Challenge #3:

    Employees with medical issues that needed to be evacuated: Medical evacuations during COVID-19 have been very challenging. With fewer commercial flights, some routine evacuations that could have been done with a medical escort on a commercial flight have instead required air ambulances with fees exceeding $100,000 versus less than $10,000 in pre-COVID days.

    Solution:

    We have partnered with best-in-class insurers who have stepped up an honored their commitment to cover medical evacuations when recommended by the assistance company physician managing the case. We are often involved operationally when the case is opened with the assistance company and work as a liaison with the insurance company to make sure that timely authorization is provided. If there is a need, we can also reach out to the head of the claims department to lobby on behalf of the client. These are relationships that we have built up over 20 years and that are unmatched in the industry.

     

    Challenge #4:

    Employees hired to new jobs who could not travel to the country of employment: These employees have required medical insurance and other compliance considerations to be put in place from the time of hire until they are able to get to their country of hire.

    Solution:

    We have been able to set up insurance policies for these employees that cover them for urgent and emergent care. We channel cases through the assistance vendor, so that they have access to a physician to help them manage their medical needs and then drive the claims through existing insurance policies.

     

    Gallagher in 2020

    The COVID-19 pandemic has created major global disruptions that are impacting companies across the globe. Though this is a once-in-a-century event, the lessons learned and experience gained from managing previous events (Indonesia and Cambodia evacuations in the 90s, 9/11 terrorist attacks, 2004 tsunami) have prepared us well for the events of 2020.

     

    Questions?

    Want to learn more about how companies are planning for the future in the post-COVID era? Click below to contact us today to learn more.

    Contact Us

     

     

    Contributors to this article:


    Kristin 2 PicKristin M. Sampson, GPHR

    Area Vice President, Global Mobility Multinational Benefits & HR Consulting

    Email: kristin_sampson@ajg.com

    Click here to see Kristin's full bio

     

     

     

    BishopMichelle Bishop

    UK Growth Leader -- Global Mobility Centre of Excellence

    Email: michelle_bishop@ajg.com

    Click here to see Michelle's full bio

     

     

    Richter headshot4Dave Richter

    Area Senior Vice President, Multinational Benefits & Human Resources Consulting

    Email: dave_richter@ajg.com

    Click here to see 's full bio

     

     


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    About AIRINC

    Listen | Partner | Deliver.  For over 60 years, AIRINC has helped clients with the right data, cutting-edge technology, and thought-leading advice needed to effectively deploy talent worldwide. Our industry expertise, solutions, and service enable us to effectively partner with clients to navigate the complexity of today’s global mobility programs. As the market continues to evolve, AIRINC seeks innovative ways to help clients address new workforce globalization challenges, including mobility program assessment metrics and cross-border talent mobility strategy. Our approach is designed with your success in mind. With an understanding of your goals and objectives, we ensure you achieve them. Headquartered in Cambridge, MA, USA, AIRINC has full-service offices in Brussels, London, and Hong Kong. Learn more by clicking here.

     


    5 Reasons Why You Need a Remote Work Policy

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    Topics: Mobility Policy, Employee compensation, global compensation, Mobility trends, Coronavirus, COVID-19, COVID-19 Recovery, remote work, Virtual Assignments, Work From Anywhere

    Gerald Abbey

    Written by Gerald Abbey