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In the present scenario, employees are quite curious about the medical benefits that an organization provides. While other benefits are mostly under the control of an organization, the mediclaim benefits are dependent upon a third party service provider, i.e., the insurance company. Hence, the medical benefits got by employees depend upon the HR department’s understanding of the various insurance plans available in the market. Lipika Verma, Head – Compensation and Benefits, Nokia India Pvt. Ltd., says “Medical security is the key thing while assessing insurance coverage and a seamless benefit on the medical side is something which an employee expects these days”. In the present times, Group Mediclaim Policy provides the best option for providing a medical cover to the employee and his/her family. This policy comes under the category of non-life insurance and takes care of an individual’s hospitalization expenses up to a certain limit that is based upon the policy.

Hospitalization may occur owing to ill health or on account of injuries sustained due to an accident, so long as it is for a period more than 24 hours. Hospitalization expenses generally include: • Doctor’s fees and nursing expenses. • Surgical fees and operation theatre expenses. • Expenses on medication. • Room and boarding – subject to limits.

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Following are some primary benefits of group mediclaim policy: Covers Pre-existing Diseases: Group mediclaim policy provides complete cover even for pre-existing diseases while the individual policies offer no or limited cover for such diseases. Maternity benefits are an added advantage in the group policy, which were never included in individual policies. Floater Option: This option allows a company to choose to insure an employee along with his dependents (parents and children) under a single cumulative amount. For instance, if the floater amount for an employee in an organization is Rs. 3,00,000/-, then the employee can avail hospitalization up to maximum three lakh rupees for himself and his family. Corporate Buffer: Organizations usually choose to opt for a corporate buffer over and above the maximum limit fixed for each employee.

This buffer proves very helpful for employees. Suppose, the maximum limit for an employee is Rs. 3 lakh while his hospitalization cost comes to Rs. 4 lakh; in such a scenario, the organization may provide the remaining one lakh from the buffer amount it has fixed with the insurance provider. "MOBILE PAYMENTS – TEN YEARS ON, WHAT HAS CHANGED?

" Mobile Payments – Ten Years on, What Has Changed? Introduction When in 2004 Globe Telecoms of the Philippines launched its G-CASH product as a competitor to the successful money transfer launched in 2000 by Smart, the other mobile operator in the Philippines, it seemed clear that it was only a matter of time before mobile payments and mobile banking became a major part of the way in which poor people received financial services. The MicroSave-Microenterprise Access to Banking Services (MABS) M-Banking Dialogue 2009 held in Manila, prompted some reflection on what has changed in ten years in the m-banking environment. This Briefing Note considers some of the key developments.

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Platform / Protocol In the early days of mobile payments, two main issues concerned potential providers. Would there be coverage in the areas where the unbanked and potential users will be located? And what applications / communications could the handsets support? It turns out that they should have been more worried about business models, and customer value propositions. The coverage issue has largely disappeared, at least for global system for mobile communication (GSM) services.

Few would-be mobile payment service providers now seem concerned over coverage. In most low income markets general packet radio services (GPRS) services are now available and 3G has been launched or is anticipated.

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