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http://www.towerswatson.com/publications/strategy-at-work/1984 Jose Antonio Alves jose.alves@sbmoffshore.com 200.244.2.17 Alive example to help others to learn how to match expectations. Wed, 23 Jun 2010 13:44:18 -0000 1 1 0

http://www.towerswatson.com/united-states/research/2407 Rosane Prado rosane_prado@hotmail.com 187.38.6.30 I agree! I think in the future, not so far... we will comunicate using just social networking ... I am from Brazil, we use too much... also my company 1 month in prodution, its about social networking , but talking about soccer : www.seeplayer.com . tks ! Rosane Prado Wed, 14 Jul 2010 14:59:21 -0000 1 0 0

http://www.towerswatson.com/press/2352 Sally Brand sally@learnpurple.com http://www.learnpurple.com/what-we-do/retain/talent-toolbox/ 217.34.201.17 Really interesting article. I work for learnpurple and one of our key products is "talent toolbox", a web -enabled talent management system. Over the past year we have seen a notable increase in organisations, from all sectors, looking to implement a talent management system such as talent toolbox to achieve greater efficiency and help them to understand their people better. Not only does an efefctive talent management system save businesses money and enable more effective succession planning, use of training budget etc but they send out a clear message to employees that the organsation wants to invest in their people and that they value them which is a fanatastic way to give your organisation the edge and to increase motivation and retention rates. Sally Brand (sally@learnpurple.com) http://www.learnpurple.com/what-we-do/retain/talent-toolbox/ Mon, 12 Jul 2010 05:37:23 -0000 1 0 0

http://www.towerswatson.com/publications/strategy-at-work/1452 josephnoone josephnoone@aol.com 86.72.103.24 Very clear account of how to drive a HR change management initiative to respond to business needs. If HR is to move to a more strategic role where it can focus proactively on key challenges such as change management, talent management and leadership development, it needs an effective HR service team capable of delivering the transactional work on time and to expected levels of reliability. Without that, HR will not be credible. So the message I take from this account is that you need to get the basics right first and transactional work and strategic work go hand in hand. Sat, 03 Apr 2010 05:47:38 -0000 2 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/01/2010 and will not return until 04/05/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Sat, 03 Apr 2010 08:04:53 -0000 1 1 1 Shrinidhi Thulapule asminidhi@gmail.com 59.92.249.52 Good One Sun, 04 Apr 2010 01:59:19 -0000 1 0 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/01/2010 and will not return until 04/05/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Sun, 04 Apr 2010 04:04:11 -0000 1 1 1 Nancy Di Dia nancy.didia@boehringer-ingelheim.com 148.188.144.50 Mary Borba is a key leader for Boehringer Ingelheim and has made a dramatic change to the way transactional work is managed. Fri, 09 Apr 2010 21:29:11 -0000 1 0 1 Mansour mmalbakr@gmail.com 217.145.248.5 Creating a shared services center with the technology component (self services) will streamline the day-to-day transactional activities that HR is usually overwhelmed with. Most importantly this will free up more time from HR to focus on the needs of the business. This is a great example of how HR can add value at the bottom line. Sun, 25 Apr 2010 10:52:31 -0000 2 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/23/2010 and will not return until 04/26/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Sun, 25 Apr 2010 12:06:45 -0000 1 1 1 David Barndollar david.barndollar@towerswatson.com http://wwwt.owerswatson.com 66.108.28.37 Thanks for your comments, Joseph and Mansour. I agree with both of you: It's important to make certain the transactional work is done well and efficiently. Data errors multiply quickly as information is fed from the HRMS to other systems and entities. Getting it right the first time prevents frustration and the need for a lot of unproductive clean-up work. The online "smart forms" that were developed as part of the HR Direct effort have simplified and streamlined the transactional work and have improved data accuracy. Now that the basics are right, HR is able to turn its attention to strategy. Tue, 27 Apr 2010 21:57:05 -0000 1 1 0

http://www.towerswatson.com/united-states/research/2395 Bob Teal robert.teal@kbslp.com 24.99.255.140 Steve: Today I reviewed the “15th Annual National Business Group … Care: Moving Beyond Incremental Change” after reading your comments on, “Boosting Wellness Participation Without Breaking the Bank”. I am currently working on my employer’s 2011 open enrollment with the aid of Elizabeth Byerly in the TW Atlanta office. As part of open enrollment and other efforts, KBS hopes to do more with wellness. What caught my eye was Figure 2, “Health management program participation and cost trends”. Specifically, the relationship between the various wellness activities and the year over year trend as a function of the participation rate. Then I focused on “Disease Management”, two weeks ago I spend 4 hours listening to one of my healthcare providers explain how much their “Disease Management” program was saving my employer. Then in Fig. 2 TW reports that “Disease Management”, even with a high rate of participation, results in no dampening of the trend rate. Isn’t this finding counter intuitive to what we understand the expected outcome is for Disease Management? In reviewing Fig 2., it appears that an organization would gain a greater ROI by directing its resources towards Health Coaching, Health Risk Appraisal or Biometric Screening? Would you agree or disagree? Thanks Bob Teal Sr Benefits Analyst-Planning HR Solutions - Benefits Koch Business Solutions, LP P.O. Box 105775 (30348) 55 Park Place, 5th Floor Atlanta, GA 30303 robert.teal@kbslp.com 404.652.3321(T) Thu, 22 Jul 2010 20:38:57 -0000 1 0 0

http://www.towerswatson.com/research/2407 Danielle Watson dwatson@dmfcourtreceiver.com 12.110.45.82 Thank you for the well written information on social media. Having the freedom in my position to pilot these social networking websites is highly effective within our organization after taking a different direction with our firm. Since that time, social networking, blogging and SEO has put us in the top search engines and given us a much better presence. Danielle Watson Director of Communications DMFCourt Receiver.com Mon, 09 Aug 2010 14:29:26 -0000 1 1 0

http://www.towerswatson.com/united-states/research/1816 Peter Yuen peter.yuen@novartis.com 8.7.228.252 How about allowing active participants in 401k plans tax-free and penalty-free in-service withdrawals for the purpose of purchasing deferred annuties from an outside provider (ie, Metlife, Prudential, etc.)? For active 401k participants, it provides an opportunity to buy annuities through a dollar-cost-average method. For 401k plans sponsors, no additional financial or fiduciary burden or risks. Wed, 02 Jun 2010 15:57:23 -0000 1 1 0 Mark Warshawsky mark.warshawsky@towerswatson.com http://www.towerswatson.com 66.108.24.197 Peter, thanks for your comment. The issue of how to best help retirees reduce the risk of outliving their assets is going to become more immediate as more baby boomers enter retirement. Many of these ideas will require new legislation to help manage tax issues. Right now, individuals can buy a ladder of immediate annuities on their own at retirement by making the purchases from an IRA where the 401(k) assets have been transferred (assuming the 401(k) plan has no annuities. However, this requires retirees or pre-retirees to do a lot of transferring and purchasing on their own. Sat, 05 Jun 2010 11:15:45 -0000 1 1 0

http://www.towerswatson.com/research/1827 Anuj Thakur anuj.thakur@towerswatson.com 202.167.233.250 The government Of India had last raised the retirement age in 1998 to 60 from 58 years when the Fifth Pay Commission recommendations were accepted.Following Sixth Pay commission recommendation to raise retirement age from 60 years to 62 years Government Of India mulls raising retirement age to 62 yrs--A Govvt.(of India) Committee has recommended hike in retirement age. So in all probabilities in Republic of INDIA, the higher retirement age for all employees for all Govt (Central/ State/ PSU/Banks)is on the cards---Govt.of India has already raised the Retirement age for medical teachers.Moreover many State Govt. have also raised the limit-So India has also initiated the process of increasing the retirement age in India. . Thu, 10 Jun 2010 03:08:37 -0000 1 1 1

http://www.towerswatson.com/united-states/research/1404 Laura laura.petterway@lsi.com 192.19.195.82 This report was great. Is there a similar one for the Insurance industry? Is there an industry typical pay mix for the Sales rep role? The above report talks about the pay mix has risen from 80/20 and is approaching 70/30, so many are at 75/25 in the Pharma industry. I'm looking for the comparable pay mix in the Insurance industry and even the Financial Services industry if possible. Mon, 14 Jun 2010 13:50:25 -0000 1 1 0

http://www.towerswatson.com/talent-management-rewards/comments Derek Irvine, Globoforce irvine@globoforce.com 65.215.71.42 Solid research -- the differences on a global scale are quite interesting, highlighting the importance of a true global market understanding as well as an understanding of the individual employee in global locations. Wed, 08 Sep 2010 14:22:56 -0000 1 1 0

http://www.towerswatson.com/research/2812 Actuary actuary@yahoo.com 12.31.97.44 Please change the permissions so that this report is printable. Thanks!!! Mon, 04 Oct 2010 16:26:33 -0000 1 0 0

http://www.towerswatson.com/united-kingdom/press/1418 Nick nickle@gmail.com 196.4.18.10 Even using government rates for discounting is wrong. You need to use the investment return for discounting assets to get a present value of the asset side. Easy one here, there are no assets so you can assume whatever you want. However, when it comes to present valuing the liabilities, you need to use the rate at which the liabilities grow. That means public sector wage inflation. That's far less, and makes the present value much higher. Nick Tue, 15 Jun 2010 05:22:51 -0000 1 1 0

http://www.towerswatson.com/research/2418 Bjoern Mueller bjoern.mueller@lrqa.com 80.254.148.83 The survey shows clearly that companies should have look at their management systems in place (mostly ISO). All processes are ongoingly documented and controlled there. It is easy to connect risk aspects to this running machine and thus gaining THE basis for the ERM and getting way better in control of risks generating claims within the retention. Bjoern Mueller, Lloyd´s Register Quality Assurance (LRQA), Cologne-Germany Thu, 15 Jul 2010 09:56:29 -0000 2 1 0

http://www.towerswatson.com/research/1382 agnes2 agnes.jones@rediffmail.com http://satguide.in 202.164.35.98 Hello How can you believe it,the same happened with me when i first heard regarding this site which deals in life insurance,it turned out to be a nightmare for me,as i am very much known to the insurance sector,policies and rates. Their uixed by law and give you the best coverage,which i perceived from their plans and rates. Soon i requested for quote,within minutes i got the same and it was amazing friends. So do request for quote from http://bit.ly/cNnYbQ and feel the difference Tue, 30 Mar 2010 00:38:57 -0000 1 0 1

http://www.towerswatson.com/health-care-reform shelomo shelomo.dobkin@towersperrin.com 173.54.219.182 Test comment Sun, 03 Jan 2010 10:47:18 -0000 1 0 1

http://www.towerswatson.com/research/670 yahoo-Y44VZ2VBHGKFDNE225YH22E5TA http://pulse.yahoo.com/_Y44VZ2VBHGKFDNE225YH22E5TA 117.242.136.7 very nice and very informative blog Fri, 27 Aug 2010 09:13:33 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 08/20/2010 and will not return until 09/01/2010. I will be back in the office Sept 1, but will check messages periodically while away. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Fri, 27 Aug 2010 12:07:10 -0000 1 1 1

http://www.towerswatson.com/united-states/research/1424 Pam pamweier@yahoo.com 12.47.205.126 Under the adult child coverage provisions, sec 2714(c) states that extending coverage to adult children does not modify the definition of a dependent under the Internal Revenue Code of 1986, so other recaps out there are stating that coverage for non students to age 23 and any child over 23 to age 26 would be taxable income to the employee. Mon, 22 Mar 2010 19:29:54 -0000 1 1 0 mikeknitter mknitter@uchicago.edu 128.135.140.177 In the provision for 2010 early retiree reinsurance program "benefits are provided to retirees age 55 through 64 in excess of $15K and below $90K" What is the excess refer to? Thanks - Mike Tue, 23 Mar 2010 10:37:36 -0000 2 1 0 Michael Langan michael.langan@towerswatson.com http://www.towerswatson.com/ 10.4.227.68 It's very gratifying to know that readers are examining this material closely; thank you very much for your inquiry. The health reform legislation comprises a total of approximately 2,571 pages, so our seven-page Bulletin necessarily collapses a great deal of detail in order to summarize where we believe certain issues will come out. In this case, we believe the description of the tax treatment of adult child coverage to age 26 is accurate, when the amendment to PHSA Section 2714 is taken together with the effect of an amendment made in the reconciliation bill (H.R. 4872) to Internal Revenue Code section 105(b). Under an amendment contained in Section 1004(d) of H.R. 4872, Internal Revenue Code Section 105(b) would be amended to read as follows (new text bolded) - 105(b) Amounts Expended For Medical Care Except in the case of amounts attributable to (and not in excess of) deductions allowed under section 213 (relating to medical, etc., expenses) for any prior taxable year, gross income does not include amounts referred to in subsection (a) if such amounts are paid, directly or indirectly, to the taxpayer to reimburse the taxpayer for expenses incurred by him for the medical care (as defined in section 213(d)) of the taxpayer, his spouse, his dependents (as defined in section 152, determined without regard to subsections (b)(1), (b)(2), and (d)(1)(B) thereof) and <b>any child (as defined in section 152(f)(1)) of the taxpayer who as of the end of the taxable year has not attained age 27</b>. Any child to whom section 152(e) applies shall be treated as a dependent of both parents for purposes of this subsection. As noted in our Bulletin, we sought to describe where issues, such as this one, would come to rest after enactment of both the Senate bill and the reconciliaition bill. The operation of this provision of the Internal Revenue Code corresponds, we believe, to the result described in our Bulletin. Tue, 23 Mar 2010 13:12:50 -0000 1 1 0 PeteK pete.kaehler@unionhealthcard.net 216.36.87.210 Are ERISA governed plans (self-funded Taft-Hartley or govermental trusts) exempt from this provision? Thu, 25 Mar 2010 15:14:36 -0000 1 1 0 Michael Langan michael.langan@towerswatson.com http://www.towerswatson.com/ 68.244.43.198 Yes, these types of plans are subject to most of the principal provisions of the health reform law. Thu, 25 Mar 2010 21:02:53 -0000 1 1 0 Pat Wilson pat.wilson@twmetals.com 96.227.95.4 On March 24, 2010 attended a webinar on Healthcare Reform, can you let me know where I can download a copy of this report. Fri, 26 Mar 2010 10:46:54 -0000 1 1 1 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 03/26/2010 and will not return until 03/29/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact Steve Schmidt. For email, Diliana Villamar. Fri, 26 Mar 2010 11:26:24 -0000 1 1 1 Michael Langan michael.langan@towerswatson.com http://towerswatson.com/ 69.25.39.22 The provision might be illustrated as follows: Consider a 58 year-old retiree (i.e., between age 55 and 65) for whom the plan pays $100,000 in claims that are covered by this reinsurance provision. The government should pay the plan $60,000 - which is 80% of the claims paid that are in excess of $15,000 and below $90,000. Fri, 26 Mar 2010 11:56:31 -0000 2 1 0 mikeknitter mknitter@uchicago.edu 128.135.158.13 Thanks! Fri, 26 Mar 2010 12:34:39 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 03/26/2010 and will not return until 03/29/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact Steve Schmidt. For email, Diliana Villamar. Fri, 26 Mar 2010 15:27:28 -0000 1 1 1 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 03/26/2010 and will not return until 03/29/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact Steve Schmidt. For email, Diliana Villamar. Fri, 26 Mar 2010 15:27:36 -0000 1 1 1 MM mmunster@verrilldana.com 64.223.255.210 Does the Health Care Reform legislation apply to church plans? Mon, 29 Mar 2010 15:21:16 -0000 1 1 0 Liz emidtlien@starlinegroup.com 173.11.59.45 Do you have any clarity on what will be allowed as an Annual Maximum? Tue, 30 Mar 2010 17:25:58 -0000 2 1 0 Michael Langan michael.langan@towerswatson.com http://www.towerswatson.com/ 69.25.39.22 Generally yes; however, confer with legal counsel on these and other issues that apply to specific plans. Mon, 12 Apr 2010 16:47:23 -0000 1 1 0 Towers Watson lori.nitschke@towerswatson.com http://www.towerswatson.com/ 69.25.39.22 Which annual maximum are you referring to? Mon, 12 Apr 2010 16:52:44 -0000 1 1 0 rgmactuary rgmactuary@optonline.net 76.110.88.178 Will the limitation on annual maximums affect the design of prescription drug plans? Some have annual limits per person per year ($15,000 to $20,000, for example). Will such designs be permitted in the future? Thu, 15 Apr 2010 09:20:30 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/13/2010 and will not return until 04/16/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Thu, 15 Apr 2010 12:05:47 -0000 1 1 1

http://www.towerswatson.com/press/2129 Kenneth Chan kenneth.chan@towerswatson.com 202.167.233.250 Nigeria is knocked out at the group stage, why he can be beated by Mexico in round of 16 ? Tue, 22 Jun 2010 05:30:03 -0000 1 0 1 Donald donald.taylor@towerswatson.com 62.172.72.131 With France's early exit it looks like your index is a better predictor than originally thought, Yves! Time to put a bet on Portugal maybe ... Tue, 22 Jun 2010 12:57:10 -0000 1 1 0 Heather heather.shaw@towerswatson.com 69.25.39.22 This is fantastic! What a fun project and if you're on the money perhaps you've expanded your market. ;-) Tue, 22 Jun 2010 14:56:41 -0000 1 1 0 Elaine Wiggins elaine.wiggins@towerswatson.com 69.25.39.22 USA got to the next round, so maybe heart wins over head. Wed, 23 Jun 2010 13:14:59 -0000 1 1 0 John Kuang john.kuang@126.com 202.167.233.250 Brazil will win...according to my perdiction model. haha~ Wed, 23 Jun 2010 21:40:52 -0000 1 1 0

http://www.towerswatson.com/publications/strategy-at-work/1356 josephnoone josephnoone@aol.com 86.72.103.24 Very insightful and some very powerful statements on how HR Strategy must evolve to meet the challenges of our global, technology-driven, multi-cultural, virtul and matrix work organizations. You can't meet new challenges with old logic and it is clear that the traditional top-down, hierarchical, silo gouvernance model can no longer deal with the complexity of the new business environment. I do indeed agree that the 3 key HR challenges today are: 1) developing leadership 2) Using technology to empower employees to solve problems at their level 3) Inclusion: building the work environment which positions employees to be able to have an impact and make a difference. Faced with the complexities of the new world of work, some organizations may be tempted to "revert to type" and impose an even more stringent "command-and-control, top-down" management model. However, this type of model cannot meet the needs of the knowledge worker in a virtual team who has new and different expectations, who wants to make a difference and needs to be managed in a different, more innovative way. All other things being equal, how companies engage employees to go the extra mile will be key to success. Sat, 03 Apr 2010 05:23:27 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/01/2010 and will not return until 04/05/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Sat, 03 Apr 2010 08:04:54 -0000 1 1 1 Yin-leong Liau yin-leong.liau@siemens.com 121.123.137.185 I’m very much interested to read all the above questions and answers to improve myself knowledge and hope to receive more on this event Tue, 22 Jun 2010 21:00:31 -0000 1 0 0

http://www.towerswatson.com/united-kingdom/press/1436 John Nairn johnnairn1@aol.com 144.87.143.3 I fully expected to be retired before 65 but having been hammered by Robert Maxwell plundering Mirror Group pensions and then the Equitable Life debacle, involving my AVCs, this has not been possible. I now work for the Government-owned Royal Mail who 'sack' workers wanting to work past 65 the day before that birthday. Because of the DRA they state this is legal and not-discriminatory. It may be legal but it is most definitely discriminatory. IMHO RM policy is just a cheap way of cutting staff numbers as they don't have to pay redundancy. They tell me that they are happy with my work, have no concerns about my abilities and my boss doesn't want rid of me but I have to go at 65 as they are cutting staff numbers. Oh, there is the stautory right to request extension but this is virtually impossible to achieve with under 2 per cent of applicants succeeding. RM say they follow the CBI line on this but the CBI report that their members say that 81% of employees' requests to work beyond retirement are granted. So quite obvious that RM only picks the bits that suit their purposes. Sat, 10 Apr 2010 06:17:25 -0000 1 0 1

http://www.towerswatson.com/research/650 natejenks nljenks@gmail.com 63.107.135.113 I've heard some companies plan to focus on helping employees become more financially literate. Is it better to invest in these types of education programs or to allocate these dollars to upping the employer contribution? Tue, 09 Feb 2010 17:56:02 -0000 2 1 0 Bill Daniels bill.daniels@towerswatson.com 69.25.39.22 Towers Watson's research indicates that employer expenditures on financial education are more effective in increasing employee engagement than an equivalent amount spent on direct employer contributions. This research is based on conjoint employee preference analysis and thus measures what employees seem to prefer and does not measure which approach may actually serve to maximize retirement savings. Some academic research indicates that there is a correlation between those who have more financial planning know-how and those who have more financial resources for retirement. However, as you note, many employer-sponsored programs have only recently been introduced and assessing program effectiveness will depend on analysis of this emerging data. Finally, it is important to make judgments about such expenditures in the context of each employer's situation. If an employer has a large segment of lower-paid and higher-turnover workers, who may not have an interest or the time for financial education, then it may be more effective to raise employer contributions or introduce default features to help these employees be better prepared for retirement. Thu, 11 Feb 2010 10:10:01 -0000 1 1 0

http://www.towerswatson.com/united-kingdom/press/1576 wrightpaul wright2us4@fsmail.net 195.49.180.89 What month in 2016 do the Conservatives want a man to retire at 66 instead of 65, i.e. will it be effective from 1 January or 1 April as I will be 65 on 1st January so wonder if it affects me? Fri, 23 Apr 2010 06:47:08 -0000 4 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/23/2010 and will not return until 04/26/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Fri, 23 Apr 2010 08:04:52 -0000 1 1 1 Sue Morton morton-susan@talk21.com 92.129.146.9 I have already got to wait another 5 years for my pension as I was born in May 1955. I will not get my state pension until I am 65 due to the new rules. Does this mean I will now have to wait until I am 66. As a summer baby I have lost out all my life with family allowance and now my pension as have my children. I have paid a least as much if not more than those started work at the same time as me. Oh to be born in the autumn! Where can we get an honest answer or some consideration. Sun, 25 Apr 2010 10:21:06 -0000 2 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/23/2010 and will not return until 04/26/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Sun, 25 Apr 2010 12:06:46 -0000 1 1 1 elainemcmillan mcmillan_e@sky.com 90.208.142.67 I agree totally with Sue's comments. I too am a "victim" of the "moving the goalposts" policy of changing the State Pension Age for women to 65, as I was born in 1958. Whilst I believe we all have to take a share in contributing to get us out of the financial mess the country is in, I think it grossly unfair that whenever your State Pension Age comes into sight, they decide to increase it. I honestly feel that this will keep happening and the nearer I get to it, the further it will move away. Like Sue, I have paid a large amount in contributions, yet it seems to count for nothing.I am sure that a large amount of women who are affected by the change from 60 to 65 don't even know about it (for whatever reason) and they'll be in for a big disappointment as they head towards age 60, thinking they'll get their pension at that age. Increasing it to 66 will just make matters worse. If they want to do it, any increase should only become effective for those aged 16 whenever the change comes into effect. Fri, 30 Apr 2010 05:24:07 -0000 3 1 0

http://www.towerswatson.com/research/1550 Pam_caggianelli pam_caggianelli@bausch.com 161.242.10.254 Error in document and cannot open. Wed, 23 Jun 2010 13:39:12 -0000 1 0 1

http://www.towerswatson.com/united-states/research/1489 eileenschwartzbach eschwartzbach@rnbenefits.org 66.192.202.146 Is the time table different for Multiemployer plans? Wed, 07 Apr 2010 16:36:31 -0000 1 1 0 Bob bob@aol.com 184.48.99.244 Very nice website that I would not have seen without your ad on News Alerts from BPM. However I prefer not to give you active email address to avoid getting too many emails and suggest you permit this to get more feedback. Mon, 12 Apr 2010 12:58:13 -0000 1 0 1 lorinitschke1 lori.nitschke@watsonwyatt.com 69.25.39.22 Generally the effective dates are the same, except that <i>insured</i> plans maintained pursuant to one or more collective bargaining agreements have a special effective date provision with respect to the numerous benefit mandates that are added to the Public Health Service Act in Title I of PPACA; see HR 3590, section 1251(d) and confer with legal counsel on these and other issues that apply to specific plans. Mon, 12 Apr 2010 16:42:05 -0000 1 1 1 lorinitschke1 lori.nitschke@watsonwyatt.com 69.25.39.22 Generally the effective dates are the same, except that <i>insured</i> plans maintained pursuant to one or more collective bargaining agreements have a special effective date provision with respect to the numerous benefit mandates that are added to the Public Health Service Act in Title I of PPACA; see HR 3590, section 1251(d) and confer with legal counsel on these and other issues that apply to specific plans. Mon, 12 Apr 2010 16:44:20 -0000 1 1 1 Michael Langan michael.langan@towerswatson.com http://www.towerswatson.com/ 69.25.39.22 Generally the effective dates are the same, except that <i>insured</i> plans maintained pursuant to one or more collective bargaining agreements have a special effective date provision with respect to the numerous benefit mandates that are added to the Public Health Service Act in Title I of PPACA; see HR 3590, section 1251(d) and confer with legal counsel on these and other issues that apply to specific plans. Mon, 12 Apr 2010 16:48:38 -0000 1 1 0

http://www.towerswatson.com/research/1170 Joseph W. McCrea jmccrea@plmins.com 12.177.251.238 I believe this report reflects what most of the industry feels. Expense control is the toughest area to rein in without sacrificing quality. Wed, 17 Feb 2010 14:25:48 -0000 1 1 0

http://www.towerswatson.com/united-states/research/649 phil L pcljr53@hotmail.com 66.30.97.163 very interesting. I am interested about the fallacy of the right amount for retirement. I don't think there is an amout because there is no model. There is no model for an individual to follow example: life plan. My employer ,family,financial planner,attorney have no answer.I say too many variables before you reach your 40's. What do you think? Sat, 24 Apr 2010 22:39:52 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/23/2010 and will not return until 04/26/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Sun, 25 Apr 2010 04:03:52 -0000 1 1 1

http://www.towerswatson.com/united-kingdom/press/1590 Disgruntled sitecode@yahoo.com 86.166.221.38 Seems that the Lib-Dem policy here is a bit of a mess. For example, presumably someone £1 over the higher rate threshold is liable for a charge on their employers contributions. What about someone £1 under? Also, I presume that there are quite a lot of public sector employees earning over around £35K, but whose final salary pension is worth in contribution terms, for arguments sake around 30% of their salary - taking them over the higher rate threshold. How would the tax account for this? Would they be liable for a charge (isn't that fair?) or not? So, if the policy is to tax workplace pensions rather than individual contributions it will quickly degenerate into an unfair or an unworkable mess. One or the other. Fri, 16 Apr 2010 22:16:21 -0000 2 1 0 Foxy davidcockling@live.co.uk 94.7.11.68 The only "fair" way to restrict tax relief is to also cap the tax that is taken on retirement, Assuming 25% of a pension is tax free and the remainder is taxed at 40% the effect of tax on the whole fund is 30%. If tax relief is only granted at 20%, this is an effective loss in comparrison to other methods of investing that offer tax efficient growth (and that is before one considers the restricted access and practicalities of pensions that the current relief seeks to mitigate). It's as if the policy has been thought out on the back of a cigarette packet without undertanding the nature of tax on pensions. If higher earners have less incentive to set up pension schemes in their companies, this might also impact on the avaialbility of schemes and encouragement offered to lower earners. The huge national gap in pension savings needs more encouragement to save, not less. Fri, 30 Apr 2010 05:25:35 -0000 2 1 0

http://www.towerswatson.com/press/2780 yahoo-33EPWMJDNI6EWON2VW4QQMCJFY http://profiles.yahoo.com/u/33EPWMJDNI6EWON2VW4QQMCJFY 64.234.42.217 Alex S. Gabor is soon to be the highest paid writer in history for selling his script, "Idiots and Morons" for $100 million to the Infinite Freedom Foundation". Gabor is planning to give $40 million of that money to Jim Carey and Drew Barrymore evenly split for appearing as President and Wife's President in the film project still dubbed, "Idiots and Morons", a political spoof. Gabor wants to know what Towers Watson has to say about that and how much it would cost them to take a private company currently doing $1,000,000 a year in sales, expand it to $100 million a year, and take it public using Tower's Watson 14,000 associates as talent? Wed, 15 Sep 2010 18:35:15 -0000 1 0 1

http://www.towerswatson.com/research/1420 Peter Lanc peter.lanc@woollylanc.com http://www.linkedin.com/in/peterlanc 97.83.82.121 Great article seems we are forever looking at the few to do more. Engagement levels are so poor that in many organizations letting a number of people would not adversely affect the business. However that is at a huge cost. Why not do the obvious work the talent and over a period of time those who wish to "quit and stay" are moved of the bus by the very culture they do not aspire to be part of. Healthcare is no different indeed the "recession proof" syndrome is probably doing more harm then good Wed, 31 Mar 2010 12:36:05 -0000 1 1 0

http://www.towerswatson.com/research/2336 Mark mark@gmail.com 69.25.170.22 Very well done! Thu, 08 Jul 2010 12:23:52 -0000 1 1 0

http://www.towerswatson.com/research/1489 javajitterz mcampbell@austin-co.com 64.128.120.10 the information presented on the new dependent requirements is incorrect. The original PPACA act (H.R.3590) extended dependent eligibility to age 26, but the Health Care and Education Reconciliation Act (H.R.4872) amended PPACA, and the new dependent age limit is to age 27, not age 26. Thu, 08 Apr 2010 14:38:04 -0000 1 1 0 javajitterz mcampbell@austin-co.com 64.128.120.10 the information presented on the new dependent requirements is incorrect. The original PPACA act (H.R.3590) extended dependent eligibility to age 26, but the Health Care and Education Reconciliation Act (H.R.4872) amended PPACA, and the new dependent age limit is to age 27, not age 26. Thu, 08 Apr 2010 14:39:00 -0000 1 0 1 Michael Langan michael.langan@towerswatson.com http://www.towerswatson.com 69.25.39.22 The health reform legislation comprises a total of approximately 2,571 pages, so our article necessarily collapses a great deal of detail in order to summarize where we believe certain issues will come out. In this case, we believe the description of the tax treatment of adult child coverage to age 26 is accurate, when the amendment to PHSA Section 2714 is taken together with the effect of an amendment made in the reconciliation bill (H.R. 4872) to Internal Revenue Code section 105(b). Under an amendment contained in Section 1004(d) of H.R. 4872, Internal Revenue Code Section 105(b) would be amended to read as follows (new text bolded). 105(b) Amounts Expended For Medical Care Except in the case of amounts attributable to (and not in excess of) deductions allowed under section 213 (relating to medical, etc., expenses) for any prior taxable year, gross income does not include amounts referred to in subsection (a) if such amounts are paid, directly or indirectly, to the taxpayer to reimburse the taxpayer for expenses incurred by him for the medical care (as defined in section 213(d)) of the taxpayer, his spouse, his dependents (as defined in section 152, determined without regard to subsections (b)(1), (b)(2), and (d)(1)(B) thereof) and <b>any child (as defined in section 152(f)(1)) of the taxpayer who as of the end of the taxable year has not attained age 27</b>. Any child to whom section 152(e) applies shall be treated as a dependent of both parents for purposes of this subsection. We sought to describe where issues, such as this one, would come to rest after enactment of both the Senate bill and the reconciliaition bill. The operation of this provision of the Internal Revenue Code corresponds, we believe, to the result described. Tue, 13 Apr 2010 14:43:59 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/13/2010 and will not return until 04/15/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Tue, 13 Apr 2010 15:09:57 -0000 1 1 1

http://www.towerswatson.com/research/2235 Guest guest@gmail.com 203.112.84.139 This should also focus on new channels of ditribution, besides new partnerships. Fri, 25 Jun 2010 07:53:00 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 06/25/2010 and will not return until 06/30/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Fri, 25 Jun 2010 08:05:12 -0000 1 1 1 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 06/25/2010 and will not return until 06/30/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Fri, 25 Jun 2010 08:05:13 -0000 1 1 1

https://staging.towerswatson.com/netherlands/research/868 Saskia saskia.van.daalen@towerswatson.com 62.172.72.131 testest Thu, 21 Jan 2010 05:24:41 -0000 1 0 1

http://www.towerswatson.com/research/960 Patricia Dudley pdudley@fightblindness.org 65.111.87.114 Survey results indicate, "Pay freezes will be much rarer as well, after a year in which companies reporting a 0% pay increase ranged from 26% (Latin America) to 42% (the U.S.)." Of those companies reporting pay increases, what is the average % budgeted increase? Thank you. Wed, 17 Feb 2010 14:10:53 -0000 3 1 0 Lori Nitschke lori.nitschke@towerswatson.com http://towerswatson.com/ 10.4.227.68 Thanks for your comment. The average merit budget increase for companies reporting an increase for 2010 is 3% for the sample as a whole. You can see the variations across regions in Exhibit 10 in the report (see the column for the 2010 forecast that excludes 0% increases). Tue, 23 Feb 2010 16:26:29 -0000 1 1 1 lorinitschke1 lori.nitschke@watsonwyatt.com 69.25.39.22 Thanks for your comment. The average merit budget increase for companies reporting an increase for 2010 is 3% for the sample as a whole. You can see the variations across regions in Exhibit 10 in the report (see the column for the 2010 forecast that excludes 0% increases). Tue, 23 Feb 2010 16:28:32 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 02/19/2010 and will not return until 02/25/2010. I will be out of the office Feb 19-25. In my absence please contact Lori Nitschke or JoAnn Elias. Thank you. Thu, 25 Feb 2010 03:59:31 -0000 1 1 1

http://towerswatson.ndc.ehr.com/research/740 Shelomo shelomo@gmail.com 146.123.134.20 This is a test please delete Thu, 31 Dec 2009 21:01:33 -0000 1 1 1 towerswatson laura.book@towerswatson.com 146.123.134.20 hdhdhdh Thu, 31 Dec 2009 21:06:42 -0000 1 1 1

http://www.towerswatson.com/research/1339 Shawn Miller miller.shawn@remyinc.com 12.177.154.5 This document / it's title does not let the casual viewer know it is Brazil data. Fri, 12 Mar 2010 13:52:43 -0000 1 0 1

http://www.towerswatson.com/research/1531 Guest laurens.swinkels@planet.nl 145.61.200.14 Belief 6: I wonder why you do not recognize the inflation risk premium. Belief 14: Furhter, I do not understand why past returns are a biased estimator (I do agree that they are not a good estimator). I would like to know which side the bias is, because this seems to imply predictability. Fri, 16 Jul 2010 04:43:55 -0000 1 1 0

http://www.towerswatson.com/united-kingdom/research/645 Alex tapanaris2005@yahoo.gr 195.251.214.184 I would need some advise on a remuneration package that a UK security systems company would offer to a sales manager.Please bare in mind that sales manager is entry level experienced.The potential employer is a world leading company, but the subsidiary started business in UK just in 2008. Thank you in advance. Mon, 11 Jan 2010 08:18:58 -0000 1 0 0

http://www.towerswatson.com/research/2389 Topcat52 topcat52@hotmail.com 207.59.111.26 Any projection under these circumstances is little more than a guess. The best thing we can do for clients is to get them the best path possible for the immediate future and adjust as experience develops. Thu, 22 Jul 2010 14:57:05 -0000 1 1 0

http://www.towerswatson.com/research/521 shaileshdangle shaileshdangle@rediffmail.com 117.195.41.168 The future would be an extensive use of Technology for all Human Resources Management functions. It would be linked with Business Goals and relevant actions required from HR. Looking at the survey results, its important to know the sample i.e. organisations and financial background and growth model which would make the results more relevant. It also matters type of industry and the leadership and expertise as well as the need of the organisation. Tue, 16 Feb 2010 07:53:29 -0000 2 1 0 Karlcongson karlcongson@gmail.com 207.38.222.170 Web 3.0 / Cloud Computing is going to revolutionize the entire HR technology domain with quicker and much more cost effective implementations, elimination of in house system maintenance, multi platform capability, greater integration between departments and more. HR's burden of managing the administrivia of the department will soon become a thing of the past and it's true role of enabling a more productive workforce will take center stage as technology becomes more centralized, accessible and cheaper. Sat, 10 Jul 2010 22:14:18 -0000 2 1 0

http://www.towerswatson.com/united-states/research/1424?sms_ss=facebook Carole Tolla tollaland@optonline.net 69.119.115.197 Thanks for explaining this bill. I don't understand why the Republicans are fighting it. I wish this website was announced to the American people earlier. It would calm many fears and bring a halt to the misleading info and lies being passed around for political purposes. So many people that I know are going to benefit from this bill. Tue, 23 Mar 2010 17:07:17 -0000 1 0 1

http://www.towerswatson.com/press/2129?sms_ss=facebook Ganesh M. g4n3sh@gmail.com 118.101.215.88 “Clearly our index will be a poor predictor of the real World Cup – for example, there is no way France will drop out at the Group stages,” said (Frenchman) Yves Duhaldeborde Hahahaha. The irony. Mon, 21 Jun 2010 23:45:02 -0000 1 1 0

http://www.towerswatson.com/research/1815 Derek Irvine, Globoforce irvine@globoforce.com http://globoforce.blogspot.com 65.215.71.42 This is a very interesting report. I was particularly caught by this statement: "We believe that actively managing engagement provides companies with a similar tool that can influence the overall performance of the organization while working within its strategic and competitive context." We've found the same to be true with employee recognition. As they do with engagement, too many think of recognition as a "soft" business practice. Not true. It can be actively managed, measured, and improved. And if you do it right, you can also actively manage your company culture. It's a complex topic and one we dive into in more depth in our book being released on Monday, Winning with a Culture of Recognition, if you're interested. Wed, 29 Sep 2010 17:02:35 -0000 1 1 0

http://www.towerswatson.com/united-kingdom/research/977 Janet mconnorhome@sky.com 90.209.181.41 As a high earner with a non contributory defined benefit pension scheme how can I find out more about how the budget changes from 2011 will affect me ? Mon, 03 May 2010 04:20:48 -0000 2 1 0 Paul Barton paul.barton@towerswatson.com http://www.towerswatson.com 62.172.72.131 Thanks for your enquiry. Our summary of the latest proposals on the restriction of tax relief to high earners can be seen <a href="http://www.towerswatson.com/assets/pdf/1386/Budget_2010.pdf">here</a>. Our full list of publications covering these proposals as they have unfolded are listed <a href="http://www.towerswatson.com/united-kingdom/budget">here</a>. In addition, HM Treasury's latest consultation on how it is to operate can be viewed <a href="http://www.hm-treasury.gov.uk/d/budget2010_pensionstaxrelief_summary.pdf">here</a>. However, we would not advise anyone to take action on the basis of these documents alone. If you are affected by the changes, we would recommend first speaking to your pension scheme about any plans that it or your employer may have and then, before doing anything, taking independent financial advice. Tue, 04 May 2010 06:59:38 -0000 1 1 0

http://www.towerswatson.com/research/2384 Nimish Parekh nimish.parekh@wellinformed.in 218.186.10.231 This is interesting on a total premium basis but what was the rise in per capita premium for each? Sun, 04 Jul 2010 23:39:13 -0000 1 1 0

http://10.200.199.152/research/render.asp?articleID=120 shelomo shelomo@gmail.com 146.123.134.20 Test Thu, 10 Dec 2009 01:15:14 -0000 1 1 1

http://www.towerswatson.com/united-kingdom/research/2567 Notrackback notrackback@aol.com 79.98.164.106 You may wish to change the title of this page from "2009 Embedded Value Highlights" Wed, 04 Aug 2010 06:31:58 -0000 1 0 0

http://www.towerswatson.com/research/1392 Phil L pcljr53@hotmail.com 66.30.97.163 I believe what I am reading which is not always the case. It is profound how little a person believes the outcome of saving a small amount will add up over time. I know there is an effort by the government for the newest generation to have a certain amount of money invested at birth to aid in either college,home purchase or retirement,totally out of the control of the parents who would spend it not in a childs best interest( everyday expenses). Very interesting. What do you think? Sat, 24 Apr 2010 22:57:06 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/23/2010 and will not return until 04/26/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Sun, 25 Apr 2010 04:03:51 -0000 1 1 1

http://www.towerswatson.com/research/625 InceptingReality inceptingreality@live.co.uk 78.86.92.194 Thank you! Tue, 20 Jul 2010 05:19:06 -0000 1 0 1

http://www.towerswatson.com/research/642 Tyler tyler@gentry.phxcoxmail.com 70.190.192.33 When was it conducted? Tue, 12 Jan 2010 18:06:22 -0000 1 1 0 towerswatson laura.book@towerswatson.com 146.123.134.20 Thank you for your question. The research was conducted over the latter part of 2008 and early 2009. Wed, 13 Jan 2010 10:22:19 -0000 1 1 0

http://www.towerswatson.com/india/research/2552 Suganthi suganthi@exide.co.in 117.194.235.193 its a good initiative ..very informative.. the best part is crisp communication.. i liked it ..I hope the good work continues.. Sun, 15 Aug 2010 08:29:26 -0000 1 1 0

http://www.towerswatson.com/netherlands/research/1637 M. Raaijmakers martijn.raaijmakers@unie.nl http://www.unie.nl 62.58.32.100 Kellerman heeft dit overigens op een symposium van Syntrus Achmea op 13 april j.l. behoorlijk genuanceerd. Zij heeft daar aangegeven dat er geen actief beleid van de DNB gevoerd zal worden om terug te gaan naar die 100. DNB ziet de teruggang meer als een natuurlijk verlopend proces. De vraag is natuurlijk is dit desondanks of juist dankzij het gevoerde beleid????? Wed, 21 Apr 2010 07:36:28 -0000 1 1 0

http://www.towerswatson.com/research/1394 anonymous anony@gmail.com 124.107.30.226 Interesting article Fri, 19 Mar 2010 00:18:51 -0000 1 1 0

http://www.towerswatson.com/united-states/press/2789 Stephen C. George stephencgeorge@bellsouth.net 99.56.103.254 8.2% expected increase is a fantasy with over 50% of them expecting to voluntarily lose their grandfathered status/plan and therefore be mandated to implement plans offering the 4 added federal reform mandates. These definitely increase costs beyond the expected. Several other known forecasters of cost have the increase for PPO related Group over 10%. What of the other 50% of market purchasing health insurance? You can bet on individual and small group rates increasing more than large group. Stephen C. George Provider Risk www.providerrisk.com 305-234-9877 Specialists in Self Funded, and fully insured medical plans Mon, 27 Sep 2010 13:58:24 -0000 1 1 0 Steven Nyce steven.nyce@towerswatson.com 66.65.179.159 Thank you for your interest in our most recent research. The majority of respondents to our Health Care Trends Survey (http://www.towerswatson.com/research/2884) are large companies (with at least 1,000 or more employees), who tend to have a high percentage of members covered under self-insured medical plans. As such, our estimates reflect average cost increases across all plans (self-insured and fully-insured) and for all plan types (e.g., PPOs, POS, ABHPs). Our research shows that companies with self-insured plans have been aggressively changing their plan designs over the last year by raising deductibles, out-of-pocket limits, and copays/<br>coinsurance to help control cost increases. After these changes, we anticipate the average increase in costs for 2011 to be 8.2% -- up from 7% in 2010. However, without these changes to plan designs, average cost trends would have been 9.5% for the upcoming year. We believe that health care reform is a contributing factor to the higher cost trends. In fact, our research indicates that 86% of companies don’t believe PPACA will contain health care costs. However, the changes that self-insured plan sponsors have made should help to abate these cost increases. In addition, companies remain committed to improving the health of their workforce by investing in wellness and care management programs, which can improve employees’ well-being and control employer and employee costs. For more information about the steps companies are taking in response to higher PPACA, please visit our special Health Care Reform section at http://www.towerswatson.com/microsites/health-care-reform/ Sun, 03 Oct 2010 21:33:54 -0000 1 1 1 Steven Nyce steven.nyce@towerswatson.com 66.65.179.159 Thank you for your interest in our most recent research. The majority of respondents to our Health Care Trends Survey (<a href="http://www.towerswatson.com/research/2884" rel="nofollow">http://www.towerswatson.com/research/2884</a>) are large companies (with at least 1,000 or more employees), who tend to have a high percentage of members covered under self-insured medical plans. As such, our estimates reflect average cost increases across all plans (self-insured and fully-insured) and for all plan types (e.g., PPOs, POS, ABHPs). <br> <br>Our research shows that companies with self-insured plans have been aggressively changing their plan designs over the last year by raising deductibles, out-of-pocket limits, and copays/<br>coinsurance to help control cost increases. After these changes, we anticipate the average increase in costs for 2011 to be 8.2% -- up from 7% in 2010. However, without these changes to plan designs, average cost trends would have been 9.5% for the upcoming year. <br> <br>We believe that health care reform is a contributing factor to the higher cost trends. In fact, our research indicates that 86% of companies don’t believe PPACA will contain health care costs. However, the changes that self-insured plan sponsors have made should help to abate these cost increases. In addition, companies remain committed to improving the health of their workforce by investing in wellness and care management programs, which can improve employees’ well-being and control employer and employee costs. <br> <br>For more information about the steps companies are taking in response to higher PPACA, please visit our special Health Care Reform section at <a href="http://www.towerswatson.com/microsites/health-care-reform" rel="nofollow">http://www.towerswatson.com/microsites/health-care-reform</a>/ Sun, 03 Oct 2010 21:41:23 -0000 1 1 0

http://www.towerswatson.com/united-states/research/1258 Steve Reichenstein summit.advisors@gmail.com 74.105.193.177 Quite interesting!!! A few questions for more info from the survey: - What are the mode average curve health care cost increases? - What wellness program availability by employers, again, in mode average curve? - What is mode average wellness program participation among employees? - What are the most popular currently used wellness programs for improving patient positive behaviors? - Will you post the actual survey results -- question by question -- and your interpretation of each result? Thanks. Steve Tue, 23 Feb 2010 12:55:28 -0000 2 1 0 Steve Reichenstein summit.advisors@gmail.com 74.105.193.177 Is there a change or connected interest in mental health benefits as a part of the wellness programs to change employee behaviors? Obviously, much of the overeating is related. Stress is a cardiovascular nightmare due to induced behaviors. Stress also contributes significantly to inflammation in multiple organs, which is a multi-condition killer. Without a more outcomes research, coordination-of-care, and expansion of care investment in mental health screening, prevention, and primary counseling ... as well as diagnosis and treatment of acute mental health problems ... I believe that changing behavior has limited chance for success and, consequently, significant reductions in behavior-related chronic conditions will not actualize. Postulus Tue, 23 Feb 2010 13:07:51 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 02/19/2010 and will not return until 02/25/2010. I will be out of the office Feb 19-25. In my absence please contact Lori Nitschke or JoAnn Elias. Thank you. Tue, 23 Feb 2010 16:05:38 -0000 1 1 1 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 02/19/2010 and will not return until 02/25/2010. I will be out of the office Feb 19-25. In my absence please contact Lori Nitschke or JoAnn Elias. Thank you. Tue, 23 Feb 2010 16:05:38 -0000 1 1 1 Shelly Wolf shelly.wolf@towerswatson.com http://towerswatson.com/ 69.25.39.22 You raise important points about the relationship between mental health benefits and wellness programs. We do see employers offering links from wellness sites to their Employee Assistance Programs and/or Behavioral Health benefits, but it would certainly make sense for them to shine more of a spotlight on the interplay between physical and mental health. Organizations could also rebrand their EAP and Work/Life services to focus less on the counseling aspect and more on how to recognize and use benefits to help during difficult periods. Unfortunately, it is quite likely that plan sponsors will need to address any compliance issues raised by the updated Mental Health Parity regulations first. Due to the complexity of that task alone, it is unlikely that connections to Employee Assistance, Work/Life and Stress Management Programs will grow significantly in the short term. Our Staying@Work 2009/2010 research (http://www.towerswatson.com/united-states/research/648)addresses the current state of stress in the workplace and employers' response. Our findings highlight the gap in programs to reduce stress despite the recognition that this and many other workplace issues, when effectively addressed, deliver improved medical and work-loss costs and better business results. Wed, 03 Mar 2010 13:35:01 -0000 1 1 1 Randy Abbott randall.abbott@towerswatson.com http://towerswatson.com/ 69.25.39.22 We appreciate your interest in more detailed findings on health care cost trends and wellness program participation. The Towers Watson/NBGH Employer Survey on Purchasing Value in Health Care will be released and posted online later this month. We invite you to check back then to read full findings and analysis. You may also be interested in viewing our 2010 Health Care Cost Survey (http://www.towerswatson.com/research/1265). According to this survey — which profiles 552 of the nation’s largest employers, representing over $57 billion in annual spend on medical and dental benefits to approximately 10.3 million employees, retirees and dependents — average health care costs will increase 7% in 2010. Wed, 03 Mar 2010 13:38:00 -0000 1 1 0 Shelly Wolff shelly.wolff@towerswatson.com http://towerswatson.com/ 69.25.39.22 You raise important points about the relationship between mental health benefits and wellness programs. We do see employers offering links from wellness sites to their Employee Assistance Programs and/or Behavioral Health benefits, but it would certainly make sense for them to shine more of a spotlight on the interplay between physical and mental health. Organizations could also rebrand their EAP and Work/Life services to focus less on the counseling aspect and more on how to recognize and use benefits to help during difficult periods. Unfortunately, it is quite likely that plan sponsors will need to address any compliance issues raised by the updated Mental Health Parity regulations first. Due to the complexity of that task alone, it is unlikely that connections to Employee Assistance, Work/Life and Stress Management Programs will grow significantly in the short term. Our Staying@Work 2009/2010 research (http://www.towerswatson.com/research/648) addresses the current state of stress in the workplace and employers' response. Our findings highlight the gap in programs to reduce stress despite the recognition that this and many other workplace issues, when effectively addressed, deliver improved medical and work-loss costs and better business results. Wed, 03 Mar 2010 13:53:17 -0000 1 1 0

http://www.towerswatson.com/united-states/research/2106 twitter-39137360 http://twitter.com/richandcom 68.164.5.232 Is there data on actual losses for plans, say '07 thru current? We have posted on contrary data: Reality Check: Portfolio Management Worked for Retirement Accounts?! - http://richandco.tumblr.com/post/729073682/reality-check-portfolio-management-worked-for We know these are gross numbers and not in any way the whole story but if the retirement plans "failed" investors shouldn't it show up in them as well? Wed, 30 Jun 2010 14:02:38 -0000 1 1 0 Mike Spicci mike_spicci@praxair.com 198.190.156.119 this is great data. I'd love to see it for a larger sample size though. I know the F500 would be tough, but maybe F200? Wed, 30 Jun 2010 14:24:47 -0000 1 1 0

http://www.towerswatson.com/research/1864 kylifeinsurance kyhomelife@gmail.com http://www.kyhomelife.com 12.54.77.129 Best of luck to you guys! Tue, 27 Jul 2010 08:22:44 -0000 1 0 1

http://www.towerswatson.com/global-workforce-study Anonymous penguinpizza@yahoo.com 63.251.57.1 Where can people view the complete study, not just the Executive Summary? Tue, 16 Mar 2010 16:36:53 -0000 1 0 0 MaryEDetra Reynolds mreynolds6719@gmail.com 64.107.32.130 Traditionally, stress claims were denied because their validity could only be established by a job description and inclusion of personal business circumstances which contribute to stress. The secretary and administrative assistant having no job description other than to do whatever is necessary, whenever possible, went without the advantage of time study engineers' documentation of workload, time required to perform the tasks and peer organizations to collaborate with and progress through. The need for technology to smoothe the flow of work has been satisfied within the scope of the employment, but what has been done to reduce the powers that affect all workers to a mathematical equation of cost effectiveness, timeliness, and clarity of intent and purpose with regard to the workforce, rather than the bureauracracy? Fri, 19 Mar 2010 14:01:01 -0000 17 1 0 Helanie Scott helanie@align4profit.com http://www.align4profit.com/ 76.183.173.135 Embracing Leadership Intimacy® is a new way to attain a higher level of performance. Rather than being something to be feared,social scientists and laymen agree that intimacy promotes overall well being and that the absence of it has toxic effects and is huge financial burden on business. When will leaders realize that when you touch someone e-motion-ally, you have the influence to help them take Action! • Action to make a difference • Action to influence • Action to own the responsibility • Action to drive profit • Action that leads to high-performance Thu, 01 Apr 2010 07:20:30 -0000 1 1 1 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 04/01/2010 and will not return until 04/05/2010. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Thu, 01 Apr 2010 08:04:07 -0000 1 1 1 Wendy Warnecke wendy.warnecke@gmail.com 76.127.131.22 Workforce Communications and HR professionals have a strategic leadership opportunity to help organizations and the employees who work there understand and agree on the "exchange of value" that each offers the other. Connecting the dots is critical in "employment at will" markets and an important foundation in all job markets worldwide. This is the basis for creating a workforce that is engaged and creating needed business growth. The insights from the Towers Watson study provide needed starting points. Wed, 23 Jun 2010 20:25:16 -0000 6 1 0 Theresa Barton theresa.barton@siemens.com 64.46.248.204 Agree Tue, 06 Jul 2010 08:53:57 -0000 3 1 0 Brigt Erland Nersveen brigten@gmail.com 84.209.101.112 Anone else having problem opening the PDF? From page 4 there seem to be problems with picture and text. :( Brigt Erland Sat, 10 Jul 2010 10:50:53 -0000 1 0 1 Tony tony@coachfree.com 41.57.132.152 The reality is leadership has to become true leadership, rather than greedership. The “business as usual” model is changing daily. Even Corporate team building is moving from group activities to a true team building and trust building process. Human sigma and competitive business pressures will force managers to become more accountable for results. They will have to take up a role as coach and facilitator of optimal performance. Effective Teamworking will become vital for sustained results. Namaste' Tony Dovale www.lifemasters.co.za South Africa Team Transformation & Results Coach Sat, 11 Sep 2010 11:11:47 -0000 2 1 0 Tony tony@coachfree.com 41.57.132.152 Managers will have to become more effective in unleashing engagement and teamwork with effective coaching and real team building. Namaste' Tony dovale www.lifemasters.co.za Sat, 11 Sep 2010 11:55:43 -0000 1 0 0 micro head fgalt1@gmail.com 76.109.195.120 The problem with leadership is that those who are leading are not particularly good at anything. In businesses outside of tech, most of the company leaders are chimps who brown nose the right folks, keep their head low, and glorify their accomplishments (or usurp them from someone else). Then, they are dumb enough to higher folks smarter than themselves. They do this thinking these folks are naive and will yield results the manager can later appropriate as his own for the purpose of his advancement. So, unless you were sleeping during the intro game theory lecture in Microeconomics, the employee will perform just what is needed to remain employed and not offer the manager a cent more. Thu, 30 Sep 2010 03:38:17 -0000 1 1 0 John john.tse@nobledenton.com 80.254.147.84 I think the first paragraph has a typo: "From the global recession and financial defaults to changes in business models and strategic priorities, both employers and employees are being forced to revisit some fundamental assumptions about their implicit and explicit "compact" with one another". ....don't you mean: "contract" rather than "compact"? Thu, 30 Sep 2010 06:07:00 -0000 1 0 0

http://www.towerswatson.com/research/629 test test@test.com 68.50.1.14 test Sun, 03 Jan 2010 10:47:14 -0000 1 1 1 leadtoexcel rlm@planleadexcel.com 97.119.142.165 Excellent report. Does your research break out responses by age of employees and supervisors? Bob Thu, 18 Mar 2010 14:53:43 -0000 2 1 0

http://www.towerswatson.com/research/2609 Sig sig@s.com 84.57.187.153 Amaysing post, thank you. Tue, 31 Aug 2010 08:53:53 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 08/20/2010 and will not return until 09/01/2010. I will be back in the office Sept 1, but will check messages periodically while away. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Tue, 31 Aug 2010 12:05:36 -0000 1 1 1

http://www.towerswatson.com/united-states/research/2603 Eder eder@nkl2.com.br 187.105.255.20 Interesting to observe how that result colides with all the social responsability talk coming from companies. The decrease in the level of savings for retirement shows that future retirees will need to concentrate their spendings in survival and consume less. In other words, projected retirement earning will not sufficient to make the economy grow and as a boomerang effect will impact the same companies cutting retirement contributions today.... Mon, 30 Aug 2010 11:08:47 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 08/20/2010 and will not return until 09/01/2010. I will be back in the office Sept 1, but will check messages periodically while away. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Mon, 30 Aug 2010 12:06:11 -0000 1 1 1

http://www.towerswatson.com/united-kingdom/research/1331 Colin Bell colingbell555@btinternet.com 194.72.156.26 There's no doubt that the demand drivers are all in place for this market, the only dark clouds on that side being the decline in house prices (and risk of further near-term falls) and the emotional desire to pass on the family house to heirs. The main issue holding back this market recently has been that of funding. Writers of lifetime annuities (historically banks and building societies) are no longer the obvious sources of funds. Not only have securitisation markets and other sources of institutional lending dried up in the financial crisis, there are also tax reasons why its less efficient for a bank to be providing funding compared with an insurance company. One by one, the banks and building societies have been pulling away from the market, leaving a few life offices with annuity books as the primary writers of equity release business. The demand side may still be there but, until an answer can be found to the funding problem, this market looks likely to continue to tread water. Wed, 17 Mar 2010 09:28:29 -0000 2 1 0 Julian Ellacott julian.ellacott@justretirement.com 85.158.137.195 Closely linked to the funding problem is the regulatory treatment of equity release products, both in terms of diffferences between their treatment under current banking and insurance regimes and also as a result of Solvency 2. The treatment of equity release products under Solvency 2 is particularly unclear at the moment, both in terms of the basic value to be attributed to such assets and the method of calculating capital requirements arising from them. There could also be restrictions on holding them in any significant quantity, depending on your reading of specific Articles. These factors will probably further restrict the supply side for a while yet. Mon, 22 Mar 2010 07:51:11 -0000 1 1 0

http://www.towerswatson.com/hong-kong/newsletters/distribution-debrief/2711 Guest a@a.com 202.167.233.250 Interested in how the new format is working. Tue, 31 Aug 2010 22:15:59 -0000 1 0 0

http://www.towerswatson.com/press/1738 wowonline ostanley@hotmail.com http://onlineinvestingfordummies.net/ 208.30.96.214 I think that the best opportunities for profits are in emerging markets. Mon, 19 Jul 2010 20:45:13 -0000 1 0 1

http://www.towerswatson.com/canada-english/research/2526 Roto parsupp@rogers.com 208.64.105.2 Unfortunately the companies put themselves at significant risk and then blame the DB plan design as at fault and to be eliminated needing reform to address the problem created. Had plan sponsors understood the risk and took action when they should have, some benefit improvements may not have been granted, contributions would have been higher in the good times leaving the plans in a better position when the downturn occurred. Who is at fault or should have been looking more closely are a number of stakeholders/providers from the plan sponsors themselves, to their consultants/advisors to the regulators. Wed, 11 Aug 2010 15:11:18 -0000 1 1 0

http://www.towerswatson.com/newsletters/india-market-non-life-insurance/1900 Carissa Hickling carissahickling@gmail.com 115.118.154.53 The link for the February 2010 India Non-Life 13th newsletter provides a PDF of the February 2010 India Life 37th newsletter. Wed, 28 Jul 2010 06:13:26 -0000 1 0 0

http://www.towerswatson.com/health-care-reform/ shelomo shelomo@gmail.com 146.123.134.20 te Wed, 21 Apr 2010 19:02:10 -0000 1 0 1

http://www.towerswatson.com/research/1935 James jd34@gmail.com 74.12.127.47 Interesting! Tue, 25 May 2010 11:16:49 -0000 1 1 0 Alonialanderson alonialanderson@gmail.com 99.149.74.48 Okay! This is certainly something to think about. But, the bottom line is the large corporation will have to pay health coverage insurance for their employee. Yes, health incentives/wellness programs are good. I know that Whole Foods Market include this in their health benefit package. Alonia @alonialanderson@gmail.com or @andsalonia Sat, 05 Jun 2010 07:22:14 -0000 1 0 1 Alonialanderson alonialanderson@gmail.com 99.149.74.48 Yes, it is interesting especially when big companies offer in their benefit package health/wellness incentives. That has a cost-saving impact for a company on healthcare coverage. Sat, 05 Jun 2010 07:27:03 -0000 1 0 1 Anderson_alonia anderson_alonia@yahoo.com 99.149.74.48 Yes. this is interesting especially when the larger companies are offering in their health benefit package health.wellness incentives as a cost-saving to the company on health care coverage for employees. Sat, 05 Jun 2010 07:33:13 -0000 1 1 0 Kamagra Online araceli.halberstam@zipmail.biz http://www.samrx.com/buy-kamagra.aspx 122.170.15.131 Well... I think there is more advantages from employees point of view.. Mon, 04 Oct 2010 03:32:10 -0000 1 1 0

http://www.towerswatson.com/press/2679 Pmeyer pmeyer@the-alliance.org 66.170.10.142 Did I miss something? You are talking about additional costs because of pent up demand, but you didn't talk at all about the potential downstream savings of preventive care. Thu, 09 Sep 2010 18:13:07 -0000 1 0 0

http://www.towerswatson.com/united-states/research/1170 London Office sosplc@yahoo.com http://www.searchofficespace.com/uk/ 80.83.159.18 Great article, very interesting and useful. Thanks Thu, 10 Jun 2010 06:12:17 -0000 1 1 0

http://www.towerswatson.com/research/2494 Shleibowitz shleibowitz@optonline.net 68.194.253.50 It is refreshing to read the acknowledgement of the role of cultural alignment as an important success factor in M&A transactions. All too often only financial due diligence is considered and the result is a dysfunctional organization. It should be noted that differentiators, as you mention, are integrally tied to cultural alignment. Therefore if one critically evaluates the cultural alignment from the beginning of the process, the identification, assessment, and selection of the new brand's differentiators will result in success. Stephanie Leibowitz, MA, Business Anthropologist, Cultural Insight http://communicatewithpurpose.blogspot.com Thu, 26 Aug 2010 13:54:07 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 08/20/2010 and will not return until 09/01/2010. I will be back in the office Sept 1, but will check messages periodically while away. For tw.com questions, please contact Lori Nitschke. For Vantage, please contact James Lewis. For email, Diliana Villamar. Thu, 26 Aug 2010 16:05:59 -0000 1 1 1

http://www.towerswatson.com/germany/research/1705 Sekretariat Marion Dreier sekretariat@personalmeyer.de http://www.personalmeyer.de 213.182.109.86 Auf den Punkt gebracht ! So ist es, so wird es kommen. Als Entwickler von Personal- konzepten können wir diese Studie bestätigen. Beste Grüße Volker Meyer HR Management & Consulting aus Detmold. www.personalmeyer.de Thu, 10 Jun 2010 05:18:29 -0000 1 0 0

http://www.towerswatson.com/united-kingdom/research/1989 Joe joe@net.com 128.178.183.157 no good, really Wed, 09 Jun 2010 17:16:18 -0000 1 1 0

http://www.towerswatson.com/united-kingdom/research/916 philgreen1 greenphil@fsmail.net 10.4.227.68 I recently took voluntary redundancy from my employer. I decided to place the taxable element into an AVC which I subsquently drawn as part of my pension. My normal earnings are in the region of £65k per annum - however my redundancy payment takes me above the Chancellors threshold and therefore I have been caught by the "anti-forstalling" process. Just not fair! Making prudent pension arrangements - not really a high earner - but nonetheless caught by this unfair tax. Mon, 01 Mar 2010 11:06:08 -0000 1 1 0

http://www.towerswatson.com/india/research/2529 Shukla Yasha shukla.yasha@gmail.com 149.111.176.13 Hi, As a lay man what could is that I should be looking at when buying a new policy. Regards Yasha Thu, 19 Aug 2010 04:18:52 -0000 1 0 0

http://www.towerswatson.com/united-states/research/2755 ap anthro.pinckney@yahoo.com 208.82.1.19 I was wondering if you can provide me with example of a Limited Medical Benefit Plan Waiver Application. Wed, 29 Sep 2010 11:00:17 -0000 1 0 0

http://www.towerswatson.com/research/972 sam kloppers@gmail.com 203.206.52.110 if you're going to use contractions in an article, you need to define them AT LEAST once for the layman. WTF are DC and DB? They appear 81 times without definition. Fri, 05 Mar 2010 17:34:26 -0000 1 0 1

http://www.towerswatson.com/research/1698 Neelam Koyande neelam.koyande@rathi.com 203.196.249.242 hi, My name is neelam Koyande and i look after Gen Ins Business at dewan housing finance. i am interested in any a ny reseach /eports on the GI industry going forward. . my email id is neelam.koyande@dhfl.com. thanks & regards Wed, 23 Jun 2010 00:39:48 -0000 1 0 0

http://www.towerswatson.com/research/1345 Karen Cargill karen.cargill@yahoo.com 205.172.134.23 Iwould like to see employer groups "walk the talk". Have some of the executives especially the HR people participate in wellness programs so they can speak knowledgeably about them to members. Thu, 10 Jun 2010 09:45:27 -0000 1 1 0

http://www.towerswatson.com/research/975 celiaesteves celia.esteves@axa-seguros.pt 194.65.57.37 On the risk/return defintion what is the role of shareholders,regulatores? In the end of the day who will determine the best risk return profil of a issurance company? Wed, 24 Feb 2010 04:15:06 -0000 1 1 0 welshms melinda.snow.welsh@towersperrin.com 207.37.65.156 I will be out of the office starting 02/19/2010 and will not return until 02/25/2010. I will be out of the office Feb 19-25. In my absence please contact Lori Nitschke or JoAnn Elias. Thank you. Wed, 24 Feb 2010 20:06:36 -0000 1 1 1 Ian Farr ian.farr@towerswatson.com http://towerswatson.com/ 69.25.39.22 The role of the regulators is to ensure a minimum threshold level of financial security for all insurance companies. This is typically achieved through controls on the individuals running the company, the way the company is managed and the level of capital it must hold (together with powers of intervention). It is then the role of management, acting on behalf of shareholders, to assess whether it is advantageous to capitalise the company to a stronger level than the minimum required by regulators. Additional capital will allow the company to attract more risk-averse policyholders and consequently achieve higher returns. However, there becomes a point where the costs of additional capital outweigh the potential benefit of additional returns. Having established the optimum level of capitalisation, often quantified by way of a target claims paying or credit rating, this can be embedded within the company's risk appetite statement. For more on this subject, see past articles in our series on Embedding ERM in the Insurance Industry (http://www.towerswatson.com/research/625), particularly the article, "Risk Appetite: The Foundation of Enterprise Risk Management" (http://www.towerswatson.com/assets/pdf/625/ERM_Risk_Appetite_02-15-10.pdf). Wed, 10 Mar 2010 14:12:06 -0000 1 1 1 Ian Farr ian.farr@towerswatson.com http://towerswatson.com/ 69.25.39.22 The role of the regulators is to ensure a minimum threshold level of financial security for all insurance companies. This is typically achieved through controls on the individuals running the company, the way the company is managed and the level of capital it must hold (together with powers of intervention). It is then the role of management, acting on behalf of shareholders, to assess whether it is advantageous to capitalise the company to a stronger level than the minimum required by regulators. Additional capital will allow the company to attract more risk-averse policyholders and consequently achieve higher returns. However, there becomes a point where the costs of additional capital outweigh the potential benefit of additional returns. Having established the optimum level of capitalisation, often quantified by way of a target claims paying or credit rating, this can be embedded within the company's risk appetite statement. For more on this subject, see past articles in our series on Embedding ERM in the Insurance Industry (http://www.towerswatson.com/research/625), particularly the article, "Risk Appetite: The Foundation of Enterprise Risk Management" (http://www.towerswatson.com/assets/pdf/625/ERM_Risk_Appetite_02-15-10.pdf) Wed, 10 Mar 2010 14:17:20 -0000 1 1 0

http://www.towerswatson.com/about/test.asp test sdlkjf@dljasf.com 12.47.223.8 test comment Fri, 23 Apr 2010 14:43:37 -0000 1 1 1