Email Proposal Request

1. Does your firm send U.S. employees overseas on long-term assignments (i.e., a “U.S. Expatriate”)?

2. Does your firm send non-U.S. employees to countries other than the U.S. (i.e., “Third Country Nationals”)?

3. Does your firm send U.S.or non-U.S. employees overseas as temporary business travelers?

4. Does your firm utilize expatriates from other countries here in the United States?

5. Does your firm provide retiree coverage to those who have retired outside the United States?

6. Does your firm presently pay for expatriate medical care actually incurred overseas using your domestic plan’s claims payor?

7. Does that claims payor have knowledge of the local payment arrangements in foreign countries or do they essentially pay on the usual and prevailing U.S. cost levels for comparable services?

8. Do your overseas employees have access to the facilities they most want to utilize at reasonable cost levels?

9. Have the unique medical needs of your employees and their dependents ever been an issue prior to deployment?

10. Does your firm have a domestic payroll that periodically needs to be accessible to those who reside outside the United States?

11. Has your firm ever been forced to repatriate an employee on assignment due to health reasons?

12. Has your firm ever been forced to cover evacuation from the  host country of a critically ill employee/dependent on assignment? Has the evacuation and replacement cost been determined?

Yes to any one of the above questions makes your firm a candidate for international expatriate benefits coverage. It is more than just a clone of your domestic plan. Pre-deployment counseling can assure that your expatriates receive the most optimum health coverage in their host country as possible. Unique medical needs can be pro-actively tailored for the valuable employee on assignment before they potentially become crisis at point-of-service. Your firm’s investment in the assignment can be more assured by knowing that one of the most common reasons for deployment failure and forced repatriation has been addressed in advance. For the employee who may equivocate regarding an overseas assignment, this proactive approach may be the determinant resulting in the acceptance of the assignment.

Expatriation can actually be a two way street. If your firm is importing foreign nationals into the United State for temporary assignment, they too need the same pro-active approach to raise their comfort level with the United States healthcare delivery system. Many employers feel that the “inpatriate” should just be added to the U.S. domestic group insurance program. More optimum approaches may be available.

International Banking

As an ancillary benefit for both expatriates and inpatriates, does your firm provide a convenient, effective and legal way for your employees to move personal funds from one country to another as they are needed? If your firm handles this as an in-house function (i.e., treasury wire service transfer to a foreign bank) has your firm made a comparative cost analysis relative to outsourcing this function?

What Can BBCG Do To Assist Your Firm

We can provide expatriate/inpatriate tailored health coverages down to groups of two deployed employees. There are actually three distinct products: (1) for groups of 2-9 expatriates/inpatriates; (2) for groups of 10 or more expatriates/inpatriates; and (3)  a short term travel product for employees abroad.

The banking functions noted above can also be provided by one of the largest international banking companies with a unique specialization in the area of expatriate compensation assistance. Although many large international banks have some form of wire transfer capability, the banking relationship that can be facilitated by BBCG has unique capabilities.

How to Receive Proposals

Please contact us a expatriate@bocabenefits.com for a proposal. The proposal process is relatively simple and the turnaround time is relatively short. More complex cases may require additional underwriting leadtime. However, if you have an employee with suitcases packed, we can likely crunch the proposal turnaround time as needed.

Maximizing Your Return on Investment  

Our strategic objective is to provide the coverage an international employer requires to maximize the return on investment associated with each and every overseas assignment.