Capitas Training Call 111506.

John Hancock

Multi-Life Programs

Presented to: Capitas FinancialNovember 15, 2006

For agent educational and training purposes only. Not intended for the general public. Program specifics may vary by state. Presentation is designed to be a general overview of

several programs. Please refer to the specific program guide for details.

Courtney TurnerSponsored Group Manager

Laurie PicardiLTC Sales Consultant

CorporateChoice Implementation Manager

Kristen Marie MartinCorporate Solutions Manager

LTC Sales Consultant

Agenda

• John Hancock Multi-Life Programs/Products

• Continuum of LTC Products– Sponsored Group Discount Program

– Corporate Solutions

– Corporate Choice

- Review of Implementation Process

John Hancock Has A Product for All Markets

• Sponsored Group: (Individual products with group discount, targeting employers of 5+ and trade and professional associations of 10+)

• Corporate Solutions: (15-500 Eligible Employees)

• CorporateChoice: (50-1000 Eligible Employees)

• CareChoice: Large Employer (1000+ Eligible Employees)

Best Target Employer Groups

• High potential Groups– Age: 60% over age 40– Salary: High for geographical area (1.5 times the state

average individual income is the true target)– Voluntary Benefit Participation– Medical/Flexible Spending Accounts: >20%

participation– 401(k) Plan: >80% participation– Supplemental Term Life: >40% participation– Physicians, Law Firms, Accounting, Engineering…

• Low potential– Retail, Hospitals employees, manufacturing

Sponsored Group Discount Program*

Marketing Long Term Care Insurance to Small Business and Associations

*Marketing Discount Program in New York and Texas

Sponsored Group Discount Program*

Marketing Long Term Care Insurance to Small Business and Associations

*Marketing Discount Program in New York and TexasLTC-3174 10/2005

Long Term Care is Underwritten by John Hancock Life Insurance Company, Boston, MA 02117.For professional use only. Not for use with consumers.

2,800 approved Sponsored Groups as of April 2006• Employer Groups – 1,717• Associations – 1,083

Sponsored Group (SG) Eligible Groups

• Employer– 5 or more actively at work employees– Receipt of 5 or more applications in 60 days

• Association– 10 or more members– Receipt of 5 or more applications in 60 days– In existence for 2+ years, have constitution, by-laws

or charter– Formed for purposed other than insurance or social– Primary focus is limited to trade or professional– Alumni associations

SG Employee Advantages• 5% discount

– 10% for NY RWJ

• Additional 15%/30% if married/partner– 10% or 20% in FL & NY

• Available ages 18-84• Maximum policy flexibility• Portable• Ongoing, open ended enrollment

period– Best for protracted marketing efforts

SG Eligible Individuals

• Employees• Retirees• Spouses/Partners• Parents and Parent in laws• Grandparents• Children and step children

SG Employer Target Profile

• Existing clients• Family owned businesses• < 200 employees• Strong group life, health & 401 K

insurance benefits• Enrollment rate 5%-10%

SG Association Target Market

• Accounting and law firms• Bar associations• Medical/dental practices• Computer/Hi-tech firms• Professional Women’s

Organizations• Teachers/Education Associations

When to use which program?Sponsored Group (SG)

PROS of SG:

– Best suited for continuous marketing programs

– All rate classes and all benefit options available

– Open ended enrollment period – Not limited to 60 days

– Minimal requirements to qualify an employer

CONS of SG:

– Full application and underwriting programs

– No minimum offer

Sponsored Group Discount Program

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2005 Individual Multi-life LTCI Inforce Businessas reported to LIMRA

JH Sponsored Group

2005 Inforce Business for Individual LTCI

$65.3 M

Sponsored Group$11.8 M

Individual LTCI

Corporate SolutionsCorporate Solutions

• John Hancock LTC Insurance solution for the small business market:

• Allows customization of individual product in a group setting– Simplified underwriting

– Simplified enrollment

• Includes marketing support for the sales process– Announcement

– Education and motivation

– Enrollment

Two Program Options

Corporate Solutions:

• MGSI or Modified Guaranteed Standard Issue– Best for employer pay cases

• MGTI or Modified Guaranteed to Issue– Best for voluntary pay cases

MGSI Modified Guaranteed Standard Issue

• Most simplified application and process

• 15 Eligible Employees (or 3% for 500+ lives)

• 60 Day enrollment window

• Five knockout questions; No further underwriting

• Ability to buy-up without additional underwriting if within maximum limit

• No preferred or substandard rates (just one rate class) but all other discounts applicable

• Limited plan options

• Best for employer pay all cases

MGTI Modified Guaranteed to Issue

• Simplified application and process

• Slightly expanded underwriting

• Access to preferred rates

• All benefit options except lifetime

• Offers minimum guaranteed coverage for declines

if meet minimum participation requirements

• Best for voluntary enrollments

Corporate Solutions Program Comparison

Feature MGSI MGTI

Eligible Employee Group

• Ages 18-64

• Actively at work 30 hours per week

• 10 or fewer sick day absences in the last 6 months

• US resident or citizen

• 6 months+ full time status

Same as MGSI

Corporate Solutions Program Comparison

Feature MGSI MGTI

Plan Options • LTCI Benefit Amount: $50 to $200 per day or $1,500 to $6,000 per month

• Benefit Period: 2,3,4, or 5 Year • Elimination Period: 60, 90, 180, or

365 days• Inflation selections: GPO*, Simple

and 5/ 5% and 5/ 3%**Compound• Riders: Nonforfeiture must be

offered and SharedCare available upon request

• Family Care not available

• All Benefit Options and Riders are available except for the lifetime benefit period and Family Care benefit

* GPO is available only if Employer agrees to administer ** Not available for CCI states

When to use which program?Modified Guaranteed Standard Issue (MGSI)

PROS of MGSI:

– Best for employer paid

– Most simplified application and process

– Knock-out questions only

– Employer paid buy-ups declined for coverage receive original

employer paid benefit

CONS of MGSI:

– No preferred rates & limited plan options

– Voluntary offering “Opt Outs” for additional coverage and

subsequent U/W declines receive no minimum offer

– If group fails to meet minimum participation, all cases closed

When to use which program?Modified Guaranteed To Issue (MGTI)

PROS of MGTI:– Best for Voluntary Enrollments

– All rates – includes preferred rates

– All benefit choices – except Lifetime Benefits and Family Care benefit

– Simplified App Process

– Buy-ups declined for coverage receive minimum offer

– If the group fails to meet minimum participation, issued cases remain in effect

– Spouses of eligible employees can apply w/MGTI app

CONS of MGTI:– Six additional questions vs. MGSI

– Telephone Interview and possible full APS

CorporateChoice – Mid-Market Business ProductCorporateChoice – Mid-Market Business Product

• Hybrid product blending group and retail features

• True group based administration/service model

• Retail based compensation - heaped

• Full sales support services available– Customized producer web site

– Producer ability to run illustrative rates, plan design summary, and proposals

– Worksite tools/materials provided; included in rate structure

• Customized employer enrollment web sites

Group LTC - The Missing Link

Group Dental PlanDental Needs

Group Life PlanPremature Death

Group LTC PlanProtection of Retirement Portfolio

Group Health PlanHealthcare Needs

Group Disability PlanIncome Replacement

EAP ProgramPersonal Assistance

401(k) ProgramRetirement Portfolio

Limra Reports, U.S. Group Long Term Care Insurance Sales and In-Force. 1995 through 2005.

604%Total Increase Over 10 Years

Number of Employer Groups Installing a GLTCI Plan by Year 6,577

5,801

5,015

4,410

3,759

3,079

2,390

1,8021,294

1,035

7,000

6,000

5,000

4,000

3,000

2,000

1,000

01995 1996 1997 1998 1999 2000 2001 2002 2003 2004 2005

7,2888,000

GLTCI - The Interest Is Already There

Why Group Long-Term Care Insurance (LTCI)

• Market is large and ready

• Creates paternalistic environment to attract and retain the best

employees

• The lines between Group and Retail LTC are blurring

• Producer Group LTC “phobias” are fading

• Some employers demand guarantee issue

• Enrollment activity supported by home office

• Comprehensive enrollment campaign at no cost to the

producer with online enrollment driving participation

CorporateChoice – Case Qualification

• Provide minimal information to qualify your clients– Situs state

– Number of eligible employees

– Average age and salary of employees

– Industry classification

– Number of employer funded cases

• Underwriting– Guaranteed Issue1

– Simplified underwriting - five questions

– Standard underwriting – full statement of health

– Producer/employer may opt for more underwriting for lower rates

1 GI offering includes a pre-existing condition clause to mitigate anti selection in relatively small groups

CorporateChoice – Sales Support

• Sales Support Desk– Staffed with professionals dedicated to supporting the sales of

CorporateChoice

– Train on CorporateChoice product and positioning

– Provide implementation support and worksite direction

• Producer Web Site Capabilities– Qualify cases with minimal data

– Run illustrative rates for qualified cases

– Run detailed plan design summary to present to employer

– Download sample policies and certificates

– Customize presentation for employer meetings

• Save all client driven documentation on individual producer Workspace

CorporateChoice JHFN Cabinet Club 9/05

Introducing CorporateChoice:

Plan Benefits

Daily Benefits/Benefit Periods

• Daily Benefits (DB)

– $50 - $300 a day for employer paid programs• $100 Minimum in NY State

– $100 - $300 a day for voluntary programs– $50 increments

• No NY State Employer Pay Cap– No Individual ER cap at 50%

• Benefit Periods (BP)– 2, 3, 4, 5, or 6 years

One-Time Elimination Period (EP)

• 30 days or 90 days

• 1 day of service = 1 day towards the EP

• Only need to meet the EP once during lifetime

Inflation Options

• Compound Inflation Coverage (CIC)– DB automatically increases by 5% compound

annually– Increases regardless of age or claim eligibility

• Guaranteed Purchase Option (GPO)– Offer to increase DB by no less than 5%

compounded annually over the 3 year period– Every three years from employer’s policy

effective date– No age limit– If insured declines one offer and goes on claim

no more offers will be received– No offers will be received if in reduced paid up

status due to nonforfeiture status

Built-In Benefits

• Return of Premium at Death Benefit– Returns 100% of premiums paid less any

benefits received if death occurs prior to age 70 to the insured’s estate

– Does not apply to policies in reduced paid up status

• Guaranteed Renewable– Coverage can not be cancelled as long as

premiums are paid on time

– Company reserves the right to increase premiums by class subject to state insurance department approval

Benefit Reimbursement

• Community Based Professional Care (CBPC)– Home Health Care– Homemaker Services– Adult Day Care

• Informal Care– Benefits paid at 25% of the DB with calendar year maximum

of 30 days– Custodial Care and Homemaker Services provided in home– Informal Caregiver

• Can be a family member• At least 18 years of age or certified or employed by a qualified

Home Health Agency• Can be paid in addition to CBPC Benefits - total benefits can

not exceed DB

– Decreases the CL

• Hospice Care

Benefit Reimbursement

• Stay at Home Benefit– Services:

• Care planning visits• Home modification• Emergency medical response systems• Durable medical equipment• Caregiver training (up to 5 X the DB)• Home safety check• Provider care check

– Maximum = 30 X the DB– Separate pool of money - does not reduce the CL– Can be paid during the EP, but does not count

towards the EP

Payment Options

• Active employees and spouses/partners can be payroll deducted

• Retirees and spouses/partners may be deducted from pension

• All others are automatic bank withdrawal or direct bill

• Premium payment grace period

Spouse/Partner Discounts

• Employer option– Some employers may see this as favoring

married employees

• Available to spouses and domestic partners where approved– Spouse/Partner Discount

• A premium discount if you are married or part of a defined partnership

– Blended Discount• Based on general employer population

• Must be used for all employer paid cases

CorporateChoice JHFN Cabinet Club 9/05

Introducing CorporateChoice:

Implementation and Enrollment

Enrollment

• Prior to enrollment, employees receive from John Hancock:– An announcement letter (enrollment dates,

contact info, employer-dedicated Web site info with online enrollment)

– A needs piece explaining why you should consider LTCI

– Rate quote with personalized age-based rates

– Plan highlights brochure that explains plan benefits

Elements to an Enrollment Campaign

• Awareness– Announcement letters

– Web site

• Education– Employee presentation

– Web site

• Implementation– Online via the Web site for Guaranteed Issue

– Simplified and Full application on Web or in enrollment kit

Capitas Training Call 111506.

John Hancock

Multi-Life Programs

Presented to: Capitas FinancialNovember 15, 2006

For agent educational and training purposes only. Not intended for the general public. Program specifics may vary by state. Presentation is designed to be a general overview of

several programs. Please refer to the specific program guide for details.

Courtney TurnerSponsored Group Manager

Laurie PicardiLTC Sales Consultant

Kristen Marie MartinLTC Sales Consultant