Download pdf - Global Employee Benefits - Swiss Life-Gruppe · Global Employee Benefits Newsletter | September 2015 Dear Reader I’m delighted to share the September issue of our Global Employee

Global Employee Benefits Newsletter | September 2015

Global Employee Benefits The Swiss Life Network Perspectives September 2015

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Editorial // 2


Dear Reader

I’m delighted to share the September issue of our Global Employee Benefits newsletter with you. Its focus is firmly on change and devel-opment, reflecting topics at this year’s Global Forum, our main an-nual conference for Swiss Life Network Partners.

We have now made several internal organisational changes that allow us to further strengthen our long-standing partnerships and optimise services and solutions for our clients. Change is about opening up ca-pacity for new opportunities as we move into the constantly shifting future. For example, we are currently working hard on digitalisation in order to improve our communication channels, increase client sat-isfaction, and simplify our day-to-day processes.

From this issue onwards, we will be exclusively distributing the news-letter electronically, although naturally, there is also a downloadable format if you prefer to print out a paper copy.

I hope you’ll enjoy reading all the latest updates and news from the Swiss Life Network.

Yours sincerely Theo Iaponas Head of Corporate Clients

Contents // 3

Table of Contents

4 Partner News4 PensioenInzicht – better Communication on Pensions to Clients 6 Asset Allocation Management 8 Swiss Life Business Premium 10 Change to Swiss Life pooled Products

12 Country Updates12 New Zealand: Government Subsidy for KiwiSaver Accountholders Eliminated 13 United Kingdom: Implements Pension Law Changes 14 France: New Rules for Collective Retirement Savings Plans

15 Network Partner List

Impressum Publisher Swiss Life Network, General-Guisan-Quai 40, P.O. Box, 8022 Zurich, Switzerland, T +41 43 284 37 97, F +41 43 284 39 97, [email protected] // Editor Swiss Life Network in cooperation with network partners, clients and Openline // Photos Swiss Life Network in cooperation with network partners and clients Photo Front SL_PC_HNWI II // Design Swiss Life // Copyright Swiss Life Network Reprint authorisation on agreement with the Publisher // The quarterly Global Employee Benefits Newsletter is available online: www.swisslife-network.com/newsletter


Partner News // 4

The Netherlands: PensioenInzicht – better Communication on Pensions to Clients

We need to improve the way we communicate about pensions. This is the result of a survey recently conducted on behalf of the Dutch Min-istry of Social Affairs and Employment.

The participants were generally unhappy about the amount of paper and the piecemeal character of the in-formation they received. Especially if they had a pen-sion with several administrators.

Fortunately, however, improvements are on the way: • Online communication will be the norm.• The “welcome letter” and the explanation will be

replaced by a Pension 1-2-3 document. Pension1-2-3 is actually not a ‘document’ but digitalinformation. Only on special request thisinformation can be sent in the format of a‘document’.

• Pension administrators now have to provide betterinsights into accrued pension commitments.

A different survey conducted by Zwitserleven revealed that 59% of the employees who participated believed that they didn’t have enough information to determine if they would have enough money after they retired. This is one of the reasons why we are launching Zwitserleven PensioenInzicht, which will provide an immediate answer to this question.

Immediate insight into your pensions Zwitserleven is determined to give every participant a better insight into their pension situation. Not only re-garding the pension they have with us, but for all their pensions, including those accrued with other insurers and pension funds. And their state pension. Pensioe-nInzicht shows a participant’s total pension in a simple graphic. Gross and net. We compare the person’s pen-sion with their current income, which enables users to see whether they will have enough money when they retire.

“Users don’t have to look up and retype all kinds of numbers themselves”

How Zwitserleven PensioenInzicht works Users first retrieve their own details from Zwitserle-ven’s database. If they have accrued a pension else-where, or don’t have a pension with Zwitserleven, they can upload the information through MijnPensioenO-verzicht.nl. Users don’t have to look up and retype lots of numbers themselves. PensioenInzicht automatically uploads the pensions in the right place. This makes it easy to get started. Moving the sliders back and forth gives an-swers to questions such as: • How much income will I have if I retire earlier or

later? • How much could I save if I started saving now?• What will my partner get if I die?• People with an investment pension with

Zwitserleven can also see the performance of theirinvestments.

PensioenInzicht is easy to access through Zwitserle-ven’s homepage. You can log in securely with your DigiD and get fast and easy insights into your own pen-sion situation. That’s PensioenInzicht!

The right information for the right decisions A lot has changed in recent years in terms of pensions and what is expected from employees. The government is scaling down its involvement in pensions and em-ployees have to do more themselves. We believe that it’s our responsibility to inform people about this. For ex-ample, with understandable animations and tools like PensioenInzicht. Because employees need the right in-formation in order to take the right decisions.


Partner News // 5

Sale of VIVAT by Anbang completed On 26 July 2015 it was announced that the sale of VI-VAT to Anbang Group Holdings Co. Ltd., a full subsid-iary of Anbang Insurance Group Co. Ltd. (Anbang), was completed. VIVAT Verzekeringen comprises the brands: Zwitserle-ven, Zelf, Route Mobiel, Reaal, Proteq, Proteq Dier & Zorg and ACTIAM. VIVAT is now part of Anbang, a leading Chinese insur-ance company. Anbang will strengthen VIVAT’s capital position, creat-ing room to invest in the future.

For more information Please visit www.zwitserleven.nl Or contact Ms Rolina von Hebel Tel: +34 65 379 57 52 Email: [email protected]


Swiss Life Group Half Year 2015 HighlightsSwiss Life increased adjusted profit from operations by 7% in the first half of 2015 to CHF 694 million. The main driver of this positive development was the growth in fee and commission income.

Here we share with you some key figures on Swiss Life Group. HY 2015 vs. HY 2014

1) HY 2015 vs. FY 2014

Adjusted profit from operations CHF 694 m

Net profit CHF 493 m +1 %

GWP incl. PHD(in local currency) CHF 11.0 bn +7%

Fee and commission income (in local currency) CHF 617 m +15%

New business margin (% PVNBP) 1.7% -0.7 ppts

Shareholders' equity CHF 11.7 bn

Return on equity2) 11.6 % -0.3 ppts

Group solvency 252 % -17 ppts

+7%

2) Equity excl. unrealised gains/losses on bonds

-8 %1)

Partner News // 6

Asset Allocation Management How can we combine long-term returns and short-term risk management in a challenging financial environment? The experience of the 2008 crisis has led us to adopt an approach focused on risk control for our mixed asset allocation funds. This approach is particularly well-suited to the financial environment over the past few years, when sudden and brutal financial crises have happened one after another. Our investment strategy is based on a risk parity allocation for each asset class, and an allocation derived from our proprietary models that analyse the phases of the economic cycle. One of the key aspects of our dynamic approach is the more robust levels of risk taken in our portfolios compared with a more static approach. In other words, investors can define their risk profile and rely on our portfolios to meet their targets. The benefits of the strategy of our mixed asset allocation funds • Portfolios are constructed dynamically and deliver

strong performance in the most difficult market phases.

• We follow an active strategy based on understanding and controlling risks throughout the economic cycle.

• The strategy allows delegation to specialist management and portfolio diversification through these funds when there is an identified risk.

Investment Framework • Portfolios are exposed to euro-area equities, bonds

and negotiable debt securities, and non-euro mutual funds, futures, or individual securities.

• The underlying funds are mainly trackers and are selected for their complementarity within the portfolio.

• With volatility in mind, the investment process is updated monthly and portfolios are updated.

Our current offer consists of two Luxemburg SICAV ranges. One is hedged against currency risks: Swiss Life Funds (Lux). The other is unhedged: Swiss Life Index Funds (Lux).

*Fund performance as of 31-07-2015.

Past performance does not predict future performance. Fees and commissions are included in the performance indicated.


Partner News // 7

Our strategy and disciplined implementation have de-livered an excellent level of risk-adjusted performance since our launch in January 2011. This robust strategy has received several awards over the past two years in France, Switzerland, Austria and Germany.

Due to this strategy, our funds are particularly suitable for any retirement solution. For more information Please visit www.swisslife-am.com Or contact Mr Mathieu Caillier Tel: +33 1 46 17 21 77 Email: [email protected]

FR


Partner News // 8

Swiss Life Business Premium The full-range provider strategy in occupational provisions is to be complemented by a new solution Companies are as different as people themselves. One company owner’s priority may be total security in occupational provisions, while another may be interested in accepting more risk for more return. As a full-range provider of occupational benefits, Swiss Life has a comprehensive range of products to offer every company the optimal employee benefits solution. The full-range provider strategy is to include a new so-lution: Swiss Life Business Premium offers insured per-sons and companies a number of advantages for their occupational benefits through a unique guarantee con-cept. Insured persons can now select their own invest-ment strategy for a portion of their retirement savings in respect of salary portions exceeding CHF 126 900. Occupational retirement savings represent the largest proportion of total assets for most insured persons. However, these assets are generally tied and are man-aged on a collective basis. With Swiss Life Business Premium, insured persons can now decide how their retirement savings are to be invested. For portions of salary exceeding CHF 126 900, insured persons can define the investment strat-egy based on their individual risk capacity. The thresh-old level is set at CHF 126 900 as the BVG security fund guarantees this level of salary should an employee ben-efits institution become insolvent. A choice can be made from four collective investment strategies with different equity components offered by the Swiss Life Investment Foundation. In addition, we offer employees with no risk capacity/risk appetite a savings insurance with a nominal value and interest rate guarantee (similar to full insurance).

Companies benefit twice over: On the one hand, em-ployers as insured persons have the same advantages as their management employees and, on the other hand, companies that prepare their accounts in accordance with IAS/IFRS have the option to define all their em-ployee benefits in lump-sum form, thus reducing their employee benefit liabilities to a minimum. Companies with their own pension fund can also reduce peak risks by selecting Swiss Life Business Premium as the em-ployee benefits solution for their top earners. In addition to the attractive costs, the employer enjoys the advantages of a financial guarantee from Swiss Life for withdrawal losses (in accordance with Art. 15 and 17 of the Federal Law on Vested Benefits) for a total of CHF 10 million. The employer therefore does not need to finance any supplementary contributions to build up value fluctuation reserves or provisions. To find out more about Swiss Life Business Premium visit www.swisslife.ch/businesspremium.


http://www.swisslife.ch/businesspremium

Partner News // 9

In principle, company owners can choose between a full-insurance solution with a life insurance company, a semi- or fully autonomous pension solution with a collective foundation, or to set up their own pension fund. As with every other investment decision, the re-lationship between security and return is crucial. Full insurance The full insurance solution provides the highest secu-rity. Insurance companies are legally obliged to pay at least the statutory minimum interest rate on their in-sured persons' BVG retirement savings on an annual basis. Companies do not incur any risk with a full in-surance solution and thus have more risk capacity for their own business. For more information Please visit www.swisslife.ch/businesspremium Or contact Mrs Nebahat Derdiyok Tel: +41 43 284 55 40 Email: [email protected]

Semi-autonomous solutions In the case of semi-autonomous BVG solutions, the risk of death and disability is transferred to an insur-ance company while the investment risk is borne by the semi-autonomous foundation itself and the insured persons' retirement benefits are directly invested on the capital market. If the strategy is successful and a respectable return is generated on the capital, the in-sured persons also benefit. Autonomous funds Large businesses in particular often operate their own autonomous pension fund. The Board of Trustees de-cides on the pension fund's benefits, contributions and investment strategy within the framework of the law. In the case of an autonomous pension fund, the risk is therefore borne by the company itself and its employees.


Partner News // 10

Ireland: Change to Swiss Life pooled Products Continued low interest rates within the Eurozone area are having a knock-on impact across a range of insurance products. One of the affected products is Multinational Pooling. Multinational pools allow a multinational employer to benefit from the combined purchase of risk benefits in many regions and potentially receive a profit dividend if the company’s overall claims experience is positive. A consequence of the persistently low interest rate envi-ronment is that it is no longer suitable for a multina-tional company to continue to pool Spouses Death in Service (SPDIS) benefits. When a claim occurs, SPDIS benefits function as annuities that are typically paid out over a very long period of time. The assets used to back these annuities are very long-dated, secure gov-ernment bonds (30 years+), which are particularly sen-sitive to changes in interest rates. This leads to very volatile claims experience within schemes that provide SPDIS benefits. The value of a claim will not only vary by the salary of a member, but also the age of their dependant and the prevailing in-terest rate at date of death. Insurance companies use a range of tools not available to multinational pools to control these risks, such as pre-purchase of assets or reinsurance of very large individual benefits. Without these tools, a pool is exposed to large deficits from sin-gle claims. This is why this risk is unsuitable for a mul-tinational pool.

Despite its small size, Ireland has a far higher preva-lence of insured SPDIS benefits than other regions. This has resulted in a number of cases where a single SPDIS claim within Ireland has placed an entire multi-national pool into deficit, and removed any possibility of an international dividend. By removing extremely volatile Irish SPDIS results from their Swiss Life pools, clients will benefit from smoother profit dividends and more predictable results. Lump sum death in service benefits and income protection benefits will continue to be 100% pooled within the Swiss Life Network. In addition, Irish Life will continue, at client request, to report SPDIS benefits in multina-tional pooling accounts, which will allow them to be in-cluded in international benefit reports. We are confi-dent that this change will strengthen the sustainability of the Irish Life/Swiss Life pooling partnership. For more information Please visit www.irishlife.ie Or contact Mr. Shane O'Farrell Email: [email protected] Phone: +353 (1)-704-2869


Country News // 11

Netherlands

SNS REAAL completes sale VIVAT Verzekeringen to Anbang Insurance Group SNS REAAL NV announces that today it has completed the sale of VIVAT Verzekeringen (REAAL NV, hereinafter VIVAT) to Anbang Group Holdings Co. Ltd, a 100% subsidiary of Anbang Insurance Group Co. Ltd. (Anbang), a leading Chinese insurance company.

All VIVAT shares were transferred to Anbang today. RE-AAL NV is renamed VIVAT NV with effect from today.

The Minister of Finance, the Dutch Central Bank (DNB), the Chinese supervisor (CIRC) and SNS RE-AAL’s share-holder (NLFI) have granted the necessary approvals.

Particulars of the agreement are included in the letter to the House of Representatives of 10 July last (availa-ble at www.minfin.nl) in which the Minister of Finance provided an update on the sales process of REAAL NV.

In connection with his appointment as Chairman of the Executive Board of VIVAT NV, Gerard van Olphen stepped down as Chairman and member of the Execu-tive Board of SNS REAAL today.

In a response, Jan Nooitgedagt, Chairman of the Su-pervisory Board of SNS REAAL says: “We are very grate-ful to Gerard van Olphen for the way in which he has managed SNS REAAL since the nationalisation (1 Feb-ruary 2013). Thanks to the tremendous efforts made by all colleagues, he has succeeded in navigating the company to calmer waters under difficult circum-stances. Together with the Executive Board and senior management he has succeeded in splitting up the com-pany by consecutively spinning off Property Finance into Propertize, disentangling the holding company SNS REAAL, positioning the Bank and the Insurer as stand-alone companies and finally selling the insurer.

The Supervisory Board wishes Gerard van Olphen every success in his new role at VIVAT.”

Moreover, Wim Henk Steenpoorte will leave SNS RE-AAL as member of the Executive Board as of 31 July 2015.

In a response, Jan Nooitgedagt, Chairman of the Su-pervisory Board of SNS REAAL, says: “Wim Henk Steenpoorte deserves a special word of thanks. Under his leadership, the management team has carefully po-sitioned the insurer as an independent company and prepared it for the sale, always putting the interests of the customers of the VI-VAT brands and employees first.”

As of 31 July 2015, the Executive Board of SNS REAAL is composed of Maurice Oostendorp (acting Chair-man) and Dick Okhuijsen. In view of his role as Chair-man of the Supervisory Board of VIVAT NV, Jan Nooitgedagt stepped down as Chairman and member of the Supervisory Board of SNS REAAL NV and SNS Bank NV as of today. Jan van Rutte will serve as acting Chairman of the Supervisory Board of SNS REAAL NV and as acting Chairman of the Supervisory Board of SNS Bank NV.

Jan van Rutte thanks Jan Nooitgedagt for the commit-ted, competent and calm way in which he has led the Super-visory Board through the past two turbulent years.


Country Updates // 12

New Zealand:

Government Subsidy for KiwiSaver Accountholders Eliminated Effective May 21, kickstart, the government subsidy for each new KiwiSaver account, was eliminated. The tax-free NZ$1,000 (US$710) kickstart has been a feature of KiwiSaver since 2007, when these voluntary retirement savings plans were introduced. According to the government: (1) the subsidy is no longer needed as an incentive because KiwiSaver has been very popular and enrollment has exceeded projections—as of April 2015, there were 25 million members; and (2) kickstart is too expensive – to date, it has cost the government NZ$2.5 billion (US$1.8 billion). Abolishing the sub-sidy will save the government NZ$125 million (US$89 million) a year for the next 4 years. Accountholders can still receive up to NZ$ 521 (US$370) a year as a tax credit for annual KiwiSaver contributions of up to NZ$ 1,043 (US$ 741). (Budget 2015 projects that the government will spend NZ$ 705 million (US$ 500 million) for the tax credit.) However, according to industry experts, children and individuals who are not in the labor force could have negative ac-count balances because • they usually do not make regular contributions; • the cost of annual provider fees (NZ$ 30 to NZ$ 40

(US$ 21 to US$ 28) and typically a percentage of the account balance) could significantly lower account balances;

• there is no minimum balance requirement. Since 2007, the government contribution to KiwiSaver has decreased. In 2009, the NZ$ 40 (US$ 28) annual subsidy to help defray the cost of the administrative fees that the providers charge was eliminated; the em-ployer NZ$ 20 (US$ 14) tax credit was eliminated and replaced with a tax on employer contributions above 2 percent of earnings; since 2012, all employer contri-butions are subject to taxation. In 2011, the member tax credit was cut in half.

KiwiSaver supplements New Zealand Superannuation – the flatrate, universal public pension funded by gen-eral revenues. New entrants to the labor force and new employees who do not have a KiwiSaver account are au-tomati-cally enrolled in a KiwiSaver plan, but may opt out. All others must opt in (the self-employed and all individuals who are not in the labor force). Those em-ployees who do not choose a provider are assigned to one of the default providers. Employees must choose a contribution rate of 3 percent, 4 percent, or 8 percent of pretax salary (the default is 3 percent); others decide on the rate with their provider. Employers are required to contribute a mini-mum of 3 percent of the employ-ees’ earnings. As of June 2014, close to 40 percent of enrollees were automatically enrolled. About 40 per-cent of those who had been enrolled automatically opted out; 11 percent of all enrollees opted in (chose to participate). Sources “New Zealand,” International Update, U.S. Social Secu-rity Administration, January 2009, June 2011, and March 2013; “KiwiSaver Statistics,” New Zealand gov-ernment, 2014; “$1,000 Kick-Start Payment,” Ki-wiSaver Benefits, New Zealand government, May 2015; “$1,000 KiwiSaver KickStart Canned,” stuff.co.nz, May 21, 2015; “Budget 2015: KiwiSavers Lose $1,000 ‘Kick-Start’,” New Zealand Herald, May 21, 2015; “KiwiSaver Loses its Buffer,” New Zealand Herald, May 29, 2015; “New Members to New Zealand’s Kiwisaver Scheme Will No Longer Get a $1,000 Kick-Start Payment,” Mer-cer, June 2, 2015.



United Kingdom: Implements Pension Law Changes The Pension Schemes Act 2015, part of the government’s reform of private pensions, received Royal Assent on March 3.

Provisions of the law, which took ef-fect on April 6, include more flexibility for the individual, expanded options for shared risk in pen-sion plans, and new requirements for advising individ-uals. The law also contains changes first introduced by the Taxation of Pensions Act 2014, which gave defined contribution (DC) plan members more flexibility in ac-cessing their benefits. (Defined benefit (DB) plans must transfer to a DC plan to be eligible for this op-tion.)

Provisions of the 2015 Act include Changing the rules on transferring funds and creating three new categories of benefits: 1) money purchase (es-sentially DC), 2) shared risk, also called “Defined Ambition” by the government (flexible benefits other than money purchase benefits), and 3) final salary and career average benefits that are not flexible. A member with different categories of benefits in the same plan may transfer his or her funds in one cate-gory to an-other plan and leave the funds in any other category in the original plan.

Creating new definitions of private pension according to the “pension promise.” A DB plan provides a specific replacement rate at a specific age. A shared risk plan has a pension promise that applies to a portion of the benefit (retirement pension or a lump sum benefit). A DC plan has no pension promise.

Establishing the framework for “collective benefits.” Once the regulations are set, occupational and per-sonal pension plans will allow members (and other par-ties, including employers) to pool different types of risk.

Requiring a DB plan member to seek “appropriate in-dependent advice” before he or she transfers funds to a DC plan. This requirement will apply to transfers of at least £30,000 (US$46,298). Plan trustees must ver-ify that members have received appropriate independent advice.

Setting up a new free service called Pension Wise that provides impartial advice on the different retirement options. The service is run by the Pensions Advisory Service and Citizens Advice Bureau.

Sources “Pension Schemes Act,” 2015; “Freedom and Choice in Pensions: It’s Just around the Corner,” Bond Dick-in-son Pensions Newsletter, March 2015; “Our Guide to the Pension Schemes Act 2015,” Lane, Clark & Peacock LLP, March 2015; “Pension Schemes Act 2015,” Hy-mans Robertson, March 2015; “UK: Pensions Scheme Act 2015,” Mondaq, April 7, 2015. Df – df



France: New Rules for Collective Retirement Savings Plans A new law enacted on July 10 to promote economic growth contains changes to the rules on employer-provided collective retirement sav-ings plans (PERCOs), effective January 2016. PERCOs are voluntary, defined contribution pension savings plans financed by employer and employee contributions.

Some measures encourage companies to set up PER-COs by lowering the social tax paid by employers. This is currently 20 percent of an employee's salary that is exempt from social security contributions, such as profit-sharing and company stock options. (The social tax has been 20 percent since 2012; it was 2 percent when introduced in 2003). For companies with fewer than 50 employees that set up a PERCO, the social tax will be lowered to 8 percent for a six-year period. The social tax will be lowered to 16 percent for companies whose PERCOs.

• Have at least 7 percent of their portfolio investedin instruments that help finance small and me-dium businesses.

• Provide a default option that will gradually lowerinvestment risks as a worker ages.

Other changes include the following:

• The 8.2 percent on the portion of the employercontribution to a PERCO account that exceedsEUR 2,300 (USD 2,524) a year will be eliminated.

• Employees will be allowed to contribute to aPERCO account the equivalent of up to ten daysof paid leave that was not taken each year. Cur-rently, up to five days are permitted.

• Employers may contribute even if employees donot contribute. Currently, employers providematching contributions. (The annual limit will beset by decree.)

At retirement, either a lump sum or an annuity is paid from a PERCO account. Withdrawals before retirement

are only permitted in certain circumstances: to pur-chase a house, if a worker becomes disabled or dies, if a worker is unable to pay back his or her debts, or if a worker's unemployment benefits have ceased.

A July 2015 Ministry of Labour study of participation in PERCOs found that in 2013, some 20 percent of pri-vate-sector employees had PERCO accounts. While the number of PERCO members nearly quadrupled over the previous seven years, the percentage of employees who contribute has decreased from 37.6 percent in 2012 to 32.4 percent in 2013.

PERCOs supplement the first and second pillar man-datory pensions. The first pillar is made up of the pay-as-you-go public pension programme, and the second pillar consists of two pension institutions: AARCO (As-sociation for Employees’ Supplementary Schemes)—for all private-sector workers, and AGIRC (General As-sociation of Retirement Institutions for Executives)—covering only managerial and executive staff.

Sources: “ France,” IBIS Compliance Alert, August 31, 2012; Life-cy-

cle Management of PERCO Workplace Savings Schemes,” French As-

set Management Association, April 2014. “France: Further Pressure

to Accelerate Pension Reform,” International Update, U.S. Social Se-

curity Administration, April 2015; “La Loi Macron Modifie à la

Marge L'épargne Salariale,” Le Monde, 13 juillet 2015; “Epargne Re-

traite: Un Salarié sur Cinq a un Perco,” TRETECOM, 24 juillet 2015;

“Retirement Program Changes Enacted,” Global Benefits Legislative

Update, July/August 2015; “Loi Macron: Les Nouveautés Concer-

nant L'épargne Salariale,” Theme du Droit du Travail: Rémunéra-

tion BTP, 04 août 2015.


Swiss Life Network Partners

Country Network Partner Website Contact E-Mail Telephone

Argentina Galicia Seguros S.A. www.galiciaseguros.com.ar Ms. Lucía ARMANDO [email protected] +54 11 411 48 12 9

Australia Hannover Life Re of Australasia www.hannoverlifere.com Ms. Kristine NUGENT [email protected] +61 2 925 16 91 1

Austria Wiener Städtische www.wienerstaedtische.at Ms. Monika RUDICH [email protected] +43 50 350 26 76 3

Belgium Delta Lloyd Life www.deltalloydlife.be Mr. Stefaan CRUCKE [email protected] +32 (477) 974 28 9

Brazil Icatu Seguros www.icatuseguros.com.br Ms. Vanessa DONKE [email protected] +55 11 347 23 91 6

Canada Great-West Life www.greatwestlife.com Mr. David HENRY [email protected] +1 416 552 58 02

Chile Vida Security www.vidasecurity.cl Mr. Cristobal TAGINI [email protected] +56 22 584 25 07

China China Life www.e-chinalife.com Mr. Yifei YAO [email protected] +86 10 6363 18 86

China LZ Assist www.lzassist.com Mr. Ben SONG [email protected] +86 10 5925 5188

China Ping An of China www.pingan.com.cn Ms. Mengyuan (Rita) ZHOU [email protected] +86 21 3863 4794

Colombia Seguros Bolívar www.segurosbolivar.com Mr. Juan Camilo AGUDELO [email protected] +57 31 6524 0214

Costa Rica Mapfre Costa Rica www.mapfrecr.com Mr. Cesar HERRERA [email protected] +507 207 84 87

Czech Republic Kooperativa www.koop.cz Mr. Michal DLHOPOLCEK [email protected] +420 956 420 31 4

Denmark Danica Pension www.danicapension.dk Mr. Michael HANSEN [email protected] +46 703 533 190

Denmark PFA Pension www.pfa.dk Ms. Lis HASLING [email protected] +45 391 75 00 0

El Salvador Mapfre La Centro Americana www.lacentro.com Mr. Cesar HERRERA [email protected] +507 207 84 87

Finland Ilmarinen www.ilmarinen.fi Ms. Riitta RÄSÄNEN [email protected] +358 10 284 26 28

France Swiss Life (France) www.swisslife.fr Ms. Alexandra BELKACEM [email protected] +33 6 78 19 21 85

Germany Swiss Life (Germany) www.swisslife.de Ms. Marion VINTZ [email protected] +49 89 381 09 18 72

Greece Groupama Phoenix www.groupama-phoenix.com Mr. Dimitrios KALOUDIS [email protected] +30 210 329 53 03

Guatemala Mapfre Guatemala www.mapfre.com.gt Mr. Cesar HERRERA [email protected] +507 207 84 87

Guatemala Seguros de Occidente www.occidente.com.gt Mr. Wilber BARRIOS [email protected] +502 22 79 70 00 ext. 9373

Honduras Mapfre Honduras www.mapfre.com.hn Mr. Cesar HERRERA [email protected] +507 207 84 87

Hong Kong Sun Life Hong Kong Limited www.sunlife.com.hk Mr. Cliff CHAN [email protected] +852 31 83 65 29

Hungary UNION Biztosító www.unionbiztosito.hu Mr. Gergely DANYADI [email protected] +36 1 666 76 54

India Apollo Munich Health Insurance www.apollomunichinsurance.com Dr. Nandini ALI [email protected] +91 995 981 0002

India Kotak Mahindra Old Mutual Life www.kotaklifeinsurance.com Mr. Sandeep SHRIKHANDE [email protected] +91 22 666 21 59 99

Indonesia PT Avrist Assurance www.Avrist.com Mr. J. Alvin PANJAITAN [email protected] +62 21 5789 8771

Ireland Irish Life www.irishlife.ie Mr. Damian FADDEN [email protected] +353 1 704 12 72

Italy Apulia previdenza www.apuliaprevidenza.it Mr. Gianrosario RUBINO [email protected] +39 02 725 66 741

Japan Meiji Yasuda Life www.meijiyasuda.co.jp Mr. Masaaki NAGAO [email protected] +81 3 32 83 30 15

Korea Hanwha Life Insurance www.hanwhalife.com Ms. Jieun LEE [email protected] +82 2 789 88 92

Luxembourg Swiss Life (Luxembourg) www.swisslife.lu Mr. Steve GOEDERT [email protected] +352 423 95 92 33

Malaysia Hong Leong Assurance www.hla.com.my Ms. Eng HOOI MEI [email protected] +60 3765 01 585

Mexico Seguros Inbursa www.inbursa.com Mr. Jorge NAVARRO [email protected] +52 55 532 50 42 3

Netherlands Zwitserleven www.zwitserleven.nl Ms. Rolina VON HEBEL [email protected] +31 65 379 57 52

New Zealand Hannover Life Re of Australasia www.hannoverlifere.com Ms. Kristine NUGENT [email protected] +61 2 925 16 91 1

Nicaragua Mapfre Nicaragua www.mapfre.com.ni Mr. Cesar HERRERA [email protected] +507 207 84 87

Norway Danica Pensjon www.danica.no Mr. Michael HANSEN [email protected] +46 703 533 190

Norway DNB Livsforsikring ASA www.dnb.no Mr. Alexander Gellein WESTBY [email protected] +47 55 17 74 00

Panama Mapfre Panama www.mapfre.com.pa Mr. Cesar HERRERA [email protected] +507 207 84 87

Philippines First Life www.firstlife.com.ph Ms. Ninian CEDO [email protected] +63 2 893 30 24

Poland Compensa Group www.compensa.pl Mr. Sebastian BOROWSKI [email protected] +48 22 501 63 43

Portugal Groupama Seguros www.groupama.pt Mr. Rui ROSA [email protected] + 351 21 792 32 27

Russia Rosgosstrakh www.rgs.ru Ms. Anastasia ZLATKUS [email protected] +7 495 783 24 24

Singapore Aetna www.aetna.com Ms. Shevaun NG [email protected] +65 6395 67 03

Singapore Prudential Assurance www.prudential.com.sg Mr. James KOH [email protected] +65 6572 25 16

Slovakia Kooperativa www.koop.sk Ms. Eva ŠNIRCOVA [email protected] +421 (2) 5729 91 29

South Africa Momentum www.momentum.co.za Mr. Redwaan ZOUTENBERG [email protected] +27 21 940 40 11

Spain SegurCaixa Adeslas www.adeslassegurcaixa.es Mr. Fabián VEGA RICHARD [email protected] +34 91 566 77 54

Spain VidaCaixa www.vidacaixaprevisionsocial.com Ms. Ana DELGADO [email protected] +34 93 227 89 57

Sweden Danica Pension www.danica.se Mr. Michael HANSEN [email protected] +46 703 533 190

Switzerland Helsana www.helsana.ch Mr. Frédéric URIO [email protected] +41 43 340 11 11

Switzerland Sanitas www.scpc.ch Ms. Pascale SCHAUFELBERGER [email protected] +41 44 751 8104

Switzerland Swiss Life (Head Office) www.swisslife.ch Mr. René MÜLLER [email protected] +41 43 284 37 82

Switzerland Swiss Life Pension Services www.slps.ch Mr. Patricio SCOTONI [email protected] +41 800 00 2525

Taiwan TransGlobe Life www.transglobe.com.tw Mr. Sam FENG [email protected] +886 2 2176 5166 ext. 3351

Thailand Bangkok Life Assurance www.bla.co.th Ms. Prangwalai SEANG-CHIN [email protected] +66 814 391 118

UAE Dubai Insurance Company www.dubins.ae Dr. Deepthy VELAYUDHAN [email protected] +971 4 269 30 30 ext. 152

United Kingdom Unum www.unum.co.uk Mr. Keith BALE [email protected] +44 1306 873025

USA Aetna www.aetna.com Ms. Linda COTE [email protected] +1 760 633 30 45

Venezuela Atrio Seguros www.atrioseguros.com Ms. Elizabeth JIMENEZ [email protected] +58 212 416 87 56

SL_Newsletter_DEZ14_V05.indd 19 11.12.14 23:30

Network Partner List // 15


The future starts here.
