Sentences with phrase «insurance plan requires»

Most whole life insurance plan requires you to take an initial physical.

Purchasing travel insurance for a single trip allows you the flexibility to select specific options, whereas a multi-trip annual travel insurance plan requires you to select all your coverage for the year.

This type of New India Travel insurance plan requires medical reports if proposals disclose past history of illness / disease

This type of New India Travel insurance plan requires medical reports if insured person is visiting countries other than USA / Canada and over 70 yrs of age

This type of New India Travel insurance plan requires medical reports are required for if trip period is over 60 days and

Picking a health insurance plan requires more than choosing between two or three options.

Availing a good life insurance plan requires a good research.

Be sure that you fully understand any coinsurance payments your health insurance plan requires.

While not every type of life insurance plan requires a medical exam, there will be times that it's necessary when applying for coverage.

This kind of Religare Health Insurance Plan requires the policyholder to pay a single premium for providing coverage to the entire family.

A typical AK health insurance plan requires the policyholder to pay monthly premiums for the coverage it offers, but that is not the only expense you will likely have to pay.

Most health insurance plans require consultation with a physician regarding breastfeeding requirements, and require a pre-authorization letter before providing medical services.

Unlike human medical insurance, pet insurance plans require the client to make full payment at the time veterinary medical services are rendered.

Unlike most human health insurance plans, most pet insurance plans require you to pay upfront for the care your pet receives.

Co-payment: Some insurance plans require that you pay a flat fee for covered medical services.

Because some life insurance plans require a medical exam when applying for coverage, this article explains what to expect on the day of your...

Most travel insurance plans require that a traveler insure all their non-refundable travel arrangements that are subject to cancellation penalties in order to have certain benefits.

High - deductible insurance plans requiring consumers to pay more out - of - pocket costs are a challenge for many households.

Some insurance plans require that you get preauthorization before receiving emergency care, said Gordon Wheeler, associate executive director for public affairs at the American College of Emergency Physicians.

Health insurance plans require policyholders to follow certain rules in order to obtain care, or to obtain care at the lowest possible price.

Individual health insurance plans require underwriting and it can take anywhere from few days to 2 - 3 weeks.

Dental HMO insurance plans require members to stay within network for treatment.

Many renters insurance plans require payments as little as $ 10 per month, so it is usually affordable.

The process of shopping for car insurance plans requires that you get estimates and quotes from various insurance providers.

If you exceed the limits of your PIP medical coverage, your health insurance provider will cover the rest of the costs, but most Kansas health insurance plans require you to exhaust your PIP coverage first.

The No Medical Exam Term life insurance plans require no exam and have very short applications.

Most group travel insurance plans require that each member have the same start date and end date.

All auto insurance plans require Premium, which is the payment an insurer pays to have auto insurance.

Some travel insurance plans require you to insure the full prepaid non-refundable trip costs for any claim.

Most travel insurance plans require that all pre-paid and non-refundable trip costs be insured in order to be covered for pre-existing conditions.

However, Haven Life offers competitive rates that aren't much more than life insurance plans requiring a medical examination.

LSS of MT is covered under most major insurance plans; some insurance plans require pre-certification procedures which our counselors can help you navigate.

Not exact matches

The plan removes Obamacare's «individual mandate» provision, which requires everyone to buy health insurance.

On the other hand, 71 percent favor the law's Medicaid expansion, 66 percent of young adults favor the prohibition on denying people coverage because of a person's medical history, 65 percent favor requiring insurance plans to cover the full cost of birth control, 63 percent favor requiring most employers to pay a fine if they don't offer insurance and 53 percent favor paying for benefit increases with higher payroll taxes for higher earners.

People would generally only have to pay that much if they either didn't have health insurance (making them out of compliance with the Affordable Care Act, which requires Americans to have coverage) or if they had not yet reached their health plan's deductible (more common for people with high - deductible, so - called catastrophic health plans).

For years pharmacy benefit managers and insurance plans have been restricting use of Acthar or requiring prior approval for prescriptions of the drug to treat anything but infantile spasms.

However, there are reports that the GOP's newest plan is a so - called «skinny repeal» — legislation that would undo: Obamacare's individual mandate requiring people to carry health insurance or pay a penalty; a mandate on employers to cover full time workers; and a tax on medical device companies.

Foss says effectively planning potential retiree health costs requires starting early to investigate the ins and outs of Medicare Parts A, B and D, as well as supplemental or Medigap insurance.

As amended, Section IV (b) of PTE 84 - 24 requires Financial Institutions to obtain advance written authorization from an independent plan fiduciary or IRA holder and furnish the independent fiduciary or IRA holder with a written disclosure in order to receive commissions in conjunction with the purchase of insurance and annuity contracts.

(a) Schedule 2.7 (a) of the Disclosure Schedule contains a list setting forth each employee benefit plan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan, program, policy or arrangement (including any «employee benefit plan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatplan» as defined in Section 3 (3) of the Employee Retirement Income Security Act of 1974, as amended («ERISA»)(«ERISA Plan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan»)-RRB-, including, without limitation, employee pension benefit plans, as defined in Section 3 (2) of ERISA, multi-employer plans, as defined in Section 3 (37) of ERISA, employee welfare benefit plans, as defined in Section 3 (1) of ERISA, deferred compensation plans, stock option plans, bonus plans, stock purchase plans, fringe benefit plans, life, hospitalization, disability and other insurance plans, severance or termination pay plans and policies, sick pay plans and vacation plans or arrangements, whether or not an ERISA Plan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligatPlan (including any funding mechanism therefore now in effect or required in the future as a result of the transactions contemplated by this Agreement or otherwise), whether formal or informal, oral or written, under which (i) any current or former employee, director or individual consultant of the Company (collectively, the «Company Employees») has any present or future right to benefits and which are contributed to, sponsored by or maintained by the Company or (ii) the Company or any ERISA Affiliate (as hereinafter defined) has had, has or may have any actual or contingent present or future liability or obligation.

- retirement savings and income - Pre-59 1/2 72t Calculations (avoiding penalty tax)- college savings and 529 plan illustrations - college cost and tuition data - Coverdell education savings - risk profile questionnaires and quizes - model portfolio illustrations - asset allocation and portfolio optimization - portfolio management and value tracking - 401 (k) retirement savings - Cost of waiting to save - Effect of Taxes and Inflation - Estate Tax Estimator - Finding Money for your savings goals - Health Savings Account (HSA) illustrations - Historical Hypothetical Portfolio Performance - Impact of Inflation - Life Insurance Needs Analysis - IRA Eligibility (all types of IRAs)- IRA Savings and Goal Analysis - IRA Required Minimum Distributions (RMDs)- IRA to Roth Conversion - Long Term Care Insurance - Lumpsum Distributions vs. Rollover Distributions - Model Portfolio Creation and Comparisons - Mortgage Amortization - Net Unrealized Appreciation of Employer Stock - Net Worth Estimator - New Value Calculator - Pension / Defined Benefit Income estimates - Portfolio Allocation Rebalancing - Portfolio Optimization and «Advice» - Portfolio Return Calculations - Paycheck Tax Savings - Required Minimum Distribution calculations - Retirement Budget and Expense Planning - Retirement Income Analyzer - Retirement Savings Estimator - Risk Tolerance Profile - Roth 401k - Roth Conversion - Roth v. IRA illustrations - Short Term Savings goals - Social Security benefit estimates - Stretch IRA / Legacy IRA illustrations - Tax Free Yield calculations

- retirement savings and income - Pre-59 1/2 72t Calculations (avoiding penalty tax)- college savings and 529 plan illustrations - college cost and tuition data - Coverdell education savings - risk profile questionnaires and quizes - model portfolio illustrations - asset allocation and portfolio optimization - portfolio management and value tracking - 401 (k) retirement savings - Cost of waiting to save - Effect of Taxes and Inflation - Estate Tax Estimator - Finding Money for your savings goals - Health Savings Account (HSA) illustrations - Historical Hypothetical Portfolio Performance - Impact of Inflation - Life Insurance Needs Analysis - IRA Eligibility (all types of IRAs)- IRA Savings and Goal Analysis - IRA Required Minimum Distributions (RMDs)- IRA to Roth Conversion - Long Term Care Insurance - Lumpsum Distributions vs. Rollover Distributions - Model Portfolio Creation and Comparisons - Mortgage Amortization - Net Unrealized Appreciation of Employer Stock - Net Worth Estimator - New Value Calculator - Pension / Defined Benefit Income estimates - Portfolio Allocation Rebalancing - Portfolio Optimization and «Advice» - Portfolio Return Calculations - Paycheck Tax Savings - Required Minimum Distribution calculations - Retirement Budget and Expense Planning - Retirement Income Analyzer - Retirement Savings Estimator - Risk Tolerance Profile - Roth Conversion - Roth v. IRA illustrations - Short Term Savings goals - Social Security benefit estimates - Stretch IRA / Legacy IRA illustrations - Tax Free Yield calculations

While the law does not require that companies provide retirement plans, health plans, dental or vision plans, life insurance plans, or paid vacation time, many firms still provide these benefits and many candidates have come to expect at least some of these benefits, especially as they progress to the higher management positions,» said Andrew Challenger, vice president of global outplacement and executive coaching firm Challenger, Gray & Christmas, Inc..

Thus, the Departments concluded in the November 2015 final rule, and still maintain, that the existing GOT regulation provides a statutorily supportable, and also a more practical, and cost - effective approach for group health plans and health insurance issuers to determine the required minimum payment amounts.

Currently, 32 states require insurance plans to cover contraceptives, but 16 of them provide a «conscience exception» for religious employers, according to the National Association of Insurance Commiinsurance plans to cover contraceptives, but 16 of them provide a «conscience exception» for religious employers, according to the National Association of Insurance CommiInsurance Commissioners.

It wants to be able to avoid providing contraceptives in its health plans and hospitals, even though non-Catholic hospitals and insurance companies are required to do so.

Because of it's location, Geeorgetown University is already required, by state laws, to offer an insurance plan that includes contraception.

Though most Americans believe employers should be required to supply birth control in their health insurance plans, they are split down the middle on whether businesses should be required to provide wedding services for same - sex couples, as well as on whether transgender people should be allowed to use the restroom of their choice, says a study released this week by the Pew Research Center.

The US Supreme Court heard arguments today on whether the Little Sisters of the Poor will be required to offer birth control to employees on its health insurance plan.

An alternative means of ensuring access would both actually lift the religious freedom burden from religious nonprofits and for - profits and actually ensure maximum access — which the current employer - based scheme does not because of all of the exceptions (church exemption, grandfathered plans, small businesses not required to offer health insurance, etc.).