Sentences with phrase «benefits than other plans»

The Global Mission Medical Insurance plans include many comprehensive medical benefits, some plans offer more coverage and / or benefits than other plans; only the Platinum plan includes coverage for maternity.

Each plan has its own benefits and may be able to offer wider variety of benefits than other plans, to suit the needs of various global travelers.

Not exact matches

One extra detail the researchers found: managers benefitted from the psychological impact of more open office plans — employees thought more highly of their boss's leadership abilities in this setting than in any other office type.

Other than Social Security benefits, 401 (k) plans represent the bulk of financial assets available to people after they stop working.

Among the factors that could cause actual results to differ materially are the following: (1) worldwide economic, political, and capital markets conditions and other factors beyond the Company's control, including natural and other disasters or climate change affecting the operations of the Company or its customers and suppliers; (2) the Company's credit ratings and its cost of capital; (3) competitive conditions and customer preferences; (4) foreign currency exchange rates and fluctuations in those rates; (5) the timing and market acceptance of new product offerings; (6) the availability and cost of purchased components, compounds, raw materials and energy (including oil and natural gas and their derivatives) due to shortages, increased demand or supply interruptions (including those caused by natural and other disasters and other events); (7) the impact of acquisitions, strategic alliances, divestitures, and other unusual events resulting from portfolio management actions and other evolving business strategies, and possible organizational restructuring; (8) generating fewer productivity improvements than estimated; (9) unanticipated problems or delays with the phased implementation of a global enterprise resource planning (ERP) system, or security breaches and other disruptions to the Company's information technology infrastructure; (10) financial market risks that may affect the Company's funding obligations under defined benefit pension and postretirement plans; and (11) legal proceedings, including significant developments that could occur in the legal and regulatory proceedings described in the Company's Annual Report on Form 10 - K for the year ended Dec. 31, 2017, and any subsequent quarterly reports on Form 10 - Q (the «Reports»).

As a result, whenever we propose to file a registration statement under the Securities Act, other than with respect to (1) a registration related to any employee benefit plan or a corporate reorganization or other transaction covered by Rule 145 promulgated under the

Such risks and uncertainties include, but are not limited to: our ability to achieve our financial, strategic and operational plans or initiatives; our ability to predict and manage medical costs and price effectively and develop and maintain good relationships with physicians, hospitals and other health care providers; the impact of modifications to our operations and processes; our ability to identify potential strategic acquisitions or transactions and realize the expected benefits of such transactions, including with respect to the Merger; the substantial level of government regulation over our business and the potential effects of new laws or regulations or changes in existing laws or regulations; the outcome of litigation, regulatory audits, investigations, actions and / or guaranty fund assessments; uncertainties surrounding participation in government - sponsored programs such as Medicare; the effectiveness and security of our information technology and other business systems; unfavorable industry, economic or political conditions, including foreign currency movements; acts of war, terrorism, natural disasters or pandemics; our ability to obtain shareholder or regulatory approvals required for the Merger or the requirement to accept conditions that could reduce the anticipated benefits of the Merger as a condition to obtaining regulatory approvals; a longer time than anticipated to consummate the proposed Merger; problems regarding the successful integration of the businesses of Express Scripts and Cigna; unexpected costs regarding the proposed Merger; diversion of management's attention from ongoing business operations and opportunities during the pendency of the Merger; potential litigation associated with the proposed Merger; the ability to retain key personnel; the availability of financing, including relating to the proposed Merger; effects on the businesses as a result of uncertainty surrounding the proposed Merger; as well as more specific risks and uncertainties discussed in our most recent report on Form 10 - K and subsequent reports on Forms 10 - Q and 8 - K available on the Investor Relations section of www.cigna.com as well as on Express Scripts» most recent report on Form 10 - K and subsequent reports on Forms 10 - Q and 8 - K available on the Investor Relations section of www.express-scripts.com.

Data shows that while participants in larger plans clearly benefit from scale, some small plans managed to pay significantly less in costs than others: costs for plans in the $ 1 million to $ 10 million segment ranged widely, from 68 basis points to 153 basis points.

The benefits of the Standard Repayment Plan are that you end up paying less than other repayment plans because of the relatively short repayment term, and you relieve yourself of your student loans in just ten years.

Founded in 1946, the firm is a leading provider of investment management, retirement planning, portfolio guidance, brokerage, benefits outsourcing, and many other financial products and services to more than 20 million individuals and institutions, as well as through 5,000 financial intermediary firms.

Specifically, benefits subject to the HP Severance Policy include: (a) separation payments based on a multiplier of salary plus target bonus, or cash amounts payable for the uncompleted portion of employment agreements; (b) any gross - up payments made in connection with severance, retirement or similar payments, including any gross - up payments with respect to excess parachute payments under Section 280G of the Code; (c) the value of any service period credited to a Section 16 officer in excess of the period of service actually provided by such Section 16 officer for purposes of any employee benefit plan; (d) the value of benefits and perquisites that are inconsistent with HP Co.'s practices applicable to one or more groups of HP Co. employees in addition to, or other than, the Section 16 officers («Company Practices»); and (e) the value of any accelerated vesting of any stock options, stock appreciation rights, restricted stock or long - term cash incentives that is inconsistent with Company Practices.

Fidelity Investments is a leading provider of investment management, retirement planning, portfolio guidance, brokerage, benefits outsourcing, and other financial products and services to more than 20 million individuals, institutions, and financial intermediaries.

Some folks have no pensions; some have a defined contribution plan, which depends on the market; others, including most public employees and more than half of the private - sector ones have a defined benefits plan — you get a guaranteed pension based upon years of service.

This is an incredibly difficult question to answer for a variety of reasons, most importantly because over the years our once vaunted «beautiful» style of play has become a shadow of it's former self, only to be replaced by a less than stellar «plug and play» mentality where players play out of position and adjustments / substitutions are rarely forthcoming before the 75th minute... if you look at our current players, very few would make sense in the traditional Wengerian system... at present, we don't have the personnel to move the ball quickly from deep - lying position, efficient one touch midfielders that can make the necessary through balls or the disciplined and pacey forwards to stretch defences into wide positions, without the aid of the backs coming up into the final 3rd, so that we can attack the defensive lanes in the same clinical fashion we did years ago... on this current squad, we have only 1 central defender on staf, Mustafi, who seems to have any prowess in the offensive zone or who can even pass two zones through so that we can advance play quickly out of our own end (I have seen some inklings that suggest Holding might have some offensive qualities but too early to tell)... unfortunately Mustafi has a tendency to get himself in trouble when he gets overly aggressive on the ball... from our backs out wide, we've seen pace from the likes of Bellerin and Gibbs and the spirited albeit offensively stunted play of Monreal, but none of these players possess the skill - set required in the offensive zone for the new Wenger scheme which requires deft touches, timely runs to the baseline and consistent crossing, especially when Giroud was playing and his ratio of scored goals per clear chances was relatively low (better last year though)... obviously I like Bellerin's future prospects, as you can't teach pace, but I do worry that he regressed last season, which was obvious to Wenger because there was no way he would have used Ox as the right side wing - back so often knowing that Barcelona could come calling in the off - season, if he thought otherwise... as for our midfielders, not a single one, minus the more confident Xhaka I watched played for the Swiss national team a couple years ago, who truly makes sense under the traditional Wenger model... Ramsey holds onto the ball too long, gives the ball away cheaply far too often and abandons his defensive responsibilities on a regular basis (doesn't score enough recently to justify): that being said, I've always thought he does possess a little something special, unfortunately he thinks so too... Xhaka is a little too slow to ever boss the midfield and he tends to telegraph his one true strength, his long ball play: although I must admit he did get a bit better during some points in the latter part of last season... it always made me wonder why whenever he played with Coq Wenger always seemed to play Francis in a more advanced role on the pitch... as for Coq, he is way too reckless at the wrong times and has exhibited little offensive prowess yet finds himself in and around the box far too often... let's face it Wenger was ready to throw him in the trash heap when injuries forced him to use Francis and then he had the nerve to act like this was all part of a bigger Wenger constructed plan... he like Ramsey, Xhaka and Elneny don't offer the skills necessary to satisfy the quick transitory nature of our old offensive scheme or the stout defensive mindset needed to protect the defensive zone so that our offensive players can remain aggressive in the final third... on the front end, we have Ozil, a player of immense skill but stunted by his physical demeanor that tends to offend, the fact that he's been played out of position far too many times since arriving and that the players in front of him, minus Sanchez, make little to no sense considering what he has to offer (especially Giroud); just think about the quick counter-attack offence in Real or the space and protection he receives in the German National team's midfield, where teams couldn't afford to focus too heavily on one individual... this player was a passing «specialist» long before he arrived in North London, so only an arrogant or ignorant individual would try to reinvent the wheel and / or not surround such a talent with the necessary components... in regards to Ox, Walcott and Welbeck, although they all possess serious talents I see them in large part as headless chickens who are on the injury table too much, lack the necessary first - touch and / or lack the finishing flair to warrant their inclusion in a regular starting eleven; I would say that, of the 3, Ox showed the most upside once we went to a back 3, but even he became a bit too consumed by his pending contract talks before the season ended and that concerned me a bit... if I had to choose one of those 3 players to stay on it would be Ox due to his potential as a plausible alternative to Bellerin in that wing - back position should we continue to use that formation... in Sanchez, we get one of the most committed skill players we've seen on this squad for some years but that could all change soon, if it hasn't already of course... strangely enough, even he doesn't make sense given the constructs of the original Wenger offensive model because he holds onto the ball too long and he will give the ball up a little too often in the offensive zone... a fact that is largely forgotten due to his infectious energy and the fact that the numbers he has achieved seem to justify the means... finally, and in many ways most crucially, Giroud, there is nothing about this team or the offensive system that Wenger has traditionally employed that would even suggest such a player would make sense as a starter... too slow, too inefficient and way too easily dispossessed... once again, I think he has some special skills and, at times, has showed some world - class qualities but he's lack of mobility is an albatross around the necks of our offence... so when you ask who would be our best starting 11, I don't have a clue because of the 5 or 6 players that truly deserve a place in this side, 1 just arrived, 3 aren't under contract beyond 2018 and the other was just sold to Juve... man, this is theraputic because following this team is like an addiction to heroin without the benefits

«If they bought a piece of property on 159th Street and showed us this plan, we'd probably approve it, but there would be no other benefit to the village other than it being in Orland,» McLaughlin said.

These issues included a potential that the plan would cost more money than it saved and increase homelessness by 20,000 on top of the 20,000 already anticipated due to other changes to housing benefit.

The Akufo - Addo government came into power with no plan and no programme other than the unproductive slogans about free benefits.

Pensions and health costs for teachers and other staff are substantially higher for the traditional, unionized public schools compared to charters, which offer their employees 401ks rather than more generous defined benefit plans.

One other major aspect of the plan is the extension of emergency unemployment benefits, but Liu's office could not nail down exactly how much it would affect the 190,000 city residents who have been unemployed more than 26 weeks.

The city's unfunded obligation for post-employment benefits other than pensions grew by nearly $ 39 billion to $ 92.5 billion between fiscal years 2006 and 2013, and will likely continue to grow during the financial plan period

Brian Fusco, the Patrolmen's Benevolent Association trustee who announced today that he'll challenge union president Pat Lynch in the next election, told Capital on Tuesday that he plans to focus on Lynch's inability to secure a labor contract and other benefits for members, rather than on Lynch's combative posture toward Mayor Bill de Blasio.

The city general reserve is at $ 1 billion, far higher than past levels, and there are other savings set aside for the city's capital plan ($ 500 million) and retiree health benefits ($ 4 billion).

The RESAVER pension plan will be contribution - rather than benefit - based, meaning that researchers will know how much they put in but not how much they'll get, as they would with many other pension plans in Europe.

Benefits of vitamin K may be less well - known than other vitamin counterparts such as A, C, and E, but don't underestimate its importance, especially if you plan to live long.

The advantage of creating an adrenal - supportive diet plan is that it does not involve a trip to the doctor or naturopath, will likely cost you no more than your regular diet, and will have a host of other benefits for your health too.

I think it's important to analyze the data — if on the first date your guy (or gal) talks about some time consuming passion in their life such as a startup business, a planned bicycle trip across Europe, renovating a house, etc. there's a pretty good chance that he's going to be too busy for anything other than a «friends with benefits» type of scenario.

This will give fodder to the crowd that claims that defined benefit plans do a better job of retaining employees than 401k - style defined contribution plans and support those seeking to preserve the status quo in most other states.

In contrast, teachers and other public sector workers are still overwhelmingly offered defined benefit pension plans and more than four out of five teachers are enrolled in a DB plan today.

Only 10 per cent of the under - capacity planning areas in regions other than London have benefitted from a new secondary free school, compared to nearly half of the planning areas with a severe or definite need in London.

During the peak era for defined benefit pension plans, only 22 percent of retirees in the bottom quartile had any retirement income other than Social Security, compared to 64 percent among those in the highest quartile.

to take any action otherwise prohibited under subsections (a), (b), (c), or (e) of this section where age is a bona fide occupational qualification reasonably necessary to the normal operation of the particular business, or where differentiation is based on reasonable factors other than age; to observe the terms of a bona fide seniority system or any bona fide employee benefit plan such as a retirement, pension, or insurance plan, which is not a subterfuge to evade the purposes of this Act, except that no such employee benefit plan shall excuse the failure to hire any individual; or to discharge or otherwise discipline an individual for good cause

If you're buying an annuity to fund a qualified retirement plan or IRA, you should do so for the annuity's features and benefits other than tax deferral.

In most cases, if you are serious about paying off your tax debt, payroll deductions and direct debit offers more benefits than any other type of payment method for an installment plan.

Canadian dividends also receive a generous dividend tax credit that benefits low - income investors in particular: a retiree in Ontario whose only other source of income is the Canada Pension Plan and Old Age Security might be able to collect more than $ 20,000 a year in eligible Canadian dividends and pay no tax.

For older parents with younger children, investing the child benefits into a 529 college savings plan or other investment vehicle could result in more than $ 100,000, depending on the age of the child — a healthy savings for a future college - aged student's education expenses.

However, because federal student loans issued as of July 2006 have fixed rates, «There is no financial benefit to consolidating federal loans, other than having a single monthly payment and access to alternative repayment plans,» Mark Kantrowitz, publisher of FinAid, told Forbes.

Other than that, plans are the same — you get all the tax benefits no matter where you open the account.

By that point, the hopelessness of Federal social insurance programs like Social Security and Medicare, plus underfunded Federal and state retirement plans, will force benefit reductions and tax increases on the US, and crimp borrowing capacity, unless they borrow in a currency other than dollars.

If I transfer assets out of the Plan and into an IRA I understand that: (i) those assets will no longer be subject to the protections of ERISA, (ii) I alone will be making investment decisions about those assets and will not be able to rely on the plan sponsor or any other person with ERISA fiduciary responsibilities, (iii) depending on the investments and services selected for the IRA, I may pay more in transaction costs than when the assets are in the Plan, and (iv) if I am between the age of 55 and 59.5, I would lose the ability to potentially take penalty - free withdrawals from the plan, (v) if I continue working past age 70.5 and transferred my plan assets to my new employer's plan, I would not be subject to required minimum distribution, and (iv) if I hold appreciated company stock, I understand any potential tax benefits that may have been available to me (e.g. net unrealized appreciatiPlan and into an IRA I understand that: (i) those assets will no longer be subject to the protections of ERISA, (ii) I alone will be making investment decisions about those assets and will not be able to rely on the plan sponsor or any other person with ERISA fiduciary responsibilities, (iii) depending on the investments and services selected for the IRA, I may pay more in transaction costs than when the assets are in the Plan, and (iv) if I am between the age of 55 and 59.5, I would lose the ability to potentially take penalty - free withdrawals from the plan, (v) if I continue working past age 70.5 and transferred my plan assets to my new employer's plan, I would not be subject to required minimum distribution, and (iv) if I hold appreciated company stock, I understand any potential tax benefits that may have been available to me (e.g. net unrealized appreciatiplan sponsor or any other person with ERISA fiduciary responsibilities, (iii) depending on the investments and services selected for the IRA, I may pay more in transaction costs than when the assets are in the Plan, and (iv) if I am between the age of 55 and 59.5, I would lose the ability to potentially take penalty - free withdrawals from the plan, (v) if I continue working past age 70.5 and transferred my plan assets to my new employer's plan, I would not be subject to required minimum distribution, and (iv) if I hold appreciated company stock, I understand any potential tax benefits that may have been available to me (e.g. net unrealized appreciatiPlan, and (iv) if I am between the age of 55 and 59.5, I would lose the ability to potentially take penalty - free withdrawals from the plan, (v) if I continue working past age 70.5 and transferred my plan assets to my new employer's plan, I would not be subject to required minimum distribution, and (iv) if I hold appreciated company stock, I understand any potential tax benefits that may have been available to me (e.g. net unrealized appreciatiplan, (v) if I continue working past age 70.5 and transferred my plan assets to my new employer's plan, I would not be subject to required minimum distribution, and (iv) if I hold appreciated company stock, I understand any potential tax benefits that may have been available to me (e.g. net unrealized appreciatiplan assets to my new employer's plan, I would not be subject to required minimum distribution, and (iv) if I hold appreciated company stock, I understand any potential tax benefits that may have been available to me (e.g. net unrealized appreciatiplan, I would not be subject to required minimum distribution, and (iv) if I hold appreciated company stock, I understand any potential tax benefits that may have been available to me (e.g. net unrealized appreciation).

You should only use an index annuity in a tax - qualified plan if you want to benefit from features other than tax deferral.

Furthermore, RRSP savers and defined - contribution plan members can not pool longevity risk across other retirement savers like defined benefit plan participants can and often incur both higher risks and higher costs than defined - benefit plan members.

>> OLD - SCHOOL PENSIONS STILL ON DECLINE Consulting firm Towers Watson says the number of providing defined - benefit pensions continues to fall, although fewer companies moved away from such plans last year than in any other year over the past decade.

Student loan repayment assistance plans are more attractive to indebted Millennials than gym benefits, game rooms, pet sitting, and all the other new perks offered these days.

This type of plan usually costs less than other types of life insurance and may be good for individuals with a large estate to protect since the benefit provides immediate cash that can be used to pay estate taxes.

Although the premiums on these plans are typically higher than they are on most other types of life insurance plans, those who possess adverse health conditions can still obtain life insurance coverage with pre existing conditions — so this can provide a great deal of peace of mind to those who would otherwise not qualify for life insurance benefits.

Other benefits include accidental death, which provides benefits when death occurs as a result of an accident, family plan for insured spouse and children, disability waiver of premium, which waives the premium payments if the insured becomes disabled for more than 6 months and mortgage payment disability benefit which offers money to continue making payments if the insured individuals becomes disabled for 60 days or longer.

Public service loan forgiveness benefits those who are in an income - driven repayment plan, where you would pay less than you are now, depending on your salary and other factors.

An annuity contract that is purchased to fund a 403 (b) plan should be done so for the annuity's features and benefits other than tax deferral.

An annuity contract that is purchased to fund an employer - sponsored retirement savings plan should be done so for the annuity's features and benefits other than tax deferral.

«Family planning could bring more benefits to more people at less cost than any other single «technology» now available to the human race.