Debbie Liebeskind Videos

Debbie Liebeskind

Ms. Liebeskind is a senior consultant in Towers Watson's Health and Group Benefits practice and is located in the Parsippany, New Jersey, office.

Contact Info

8 Campus Drive, 4th Floor
Parsippany, NJ 07054
(973) 290-2500

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Ms. Liebeskind is a senior consultant in Towers Watson's Health and Group Benefits practice and is located in the Parsippany, New Jersey, office. She has been consulting on the design, pricing, and funding of benefit plans since 2000 and has more than 20 years of experience in the insurance business. Her recent work was mainly focused on life, health, and disability plans. It ranged across broad strategy, detailed analysis, valuation, population health and captive feasibility studies, and plan administration.

She authored "A Three Bears Strategy for DOL Benefits Reinsurance Approval" in Towers Watson’s 2012 Captive Compendium; "Reducing the pain and cost of rheumatoid arthritis" in the January 2006 edition of Employee Benefit News; "The Trend Toward Demutualization" in the December 2001 edition of Benefits & Compensation Solutions; and "Demutualization process could burden benefit plans" in the October 2001 edition of Employee Benefit News. She coauthored "Validation of Employer-Focused Actuarial Model for Measuring the Economic Burden of Chronic Obstructive Pulmonary Disease" in the May 2008 edition of Journal of Health & Productivity; "Employer Benefit Design Considerations for the Era of Biotech Drugs" in the June 2007 edition of Journal of Occupational & Environmental Medicine; "Addressing the Hidden Costs of Rheumatoid Arthritis" in the November 2005 issue of Managed Care; and "Biotech Injectable Drugs: Clinical Applications and Financial Effects" in the September 2004 issue of Biotechnology Healthcare.

Ms. Liebeskind began her consulting career at another major consulting firm following extensive work with a prominent insurer, where she gained broad experience in individual and group life product development, life and health product administration, pricing, underwriting, life sales illustrations, process redesign and implementation, asset/liability management, and project management. Ms. Liebeskind is a Fellow of the Society of Actuaries, a member of the American Academy of Actuaries, a Chartered Life Underwriter, and a Chartered Financial Consultant. She is a grader for the Society of Actuaries' Decision Making and Communication Module and a member of the Professionalism Education Management Committee.

Ms. Liebeskind has a bachelor's degree in statistics from Princeton University.


  • DOL Approval Not Necessary for Medical Stop Loss in Captives

     
    Captive Uses, Trends & Innovations | Employee Benefits in Captives | Debbie Liebeskind | Senior Actuarial Consultant | Towers Watson

    In this video, Debbie Liebeskind of Towers Watson discusses how captive insurance companies, traditionally used for life and disability coverages, are now handling medical stop loss coverages (related to benefits but usually considered a casualty coverage or casualty risk). Thanks to the Affordable Care Act, because medical stop loss coverage is not considered an Employee Retirement Income Security Act (ERISA) transaction, captive insurance companies are actually not required to get permission from the Department of Labor to be able to operate in this arena.



  • History of US Employee Benefits in Captives

     
    Employee Benefits In Captives | Debbie Liebeskind | Actuary, Health & Group Benefits | Towers Watson

    Debbie Liebeskind of Towers Watson discusses in this video the brief history of US employee benefits being put in captive insurance companies. The Employee Retirement Income Security Act (ERISA) prohibits transactions between plans and parties of interest (such as wholly owned captive insurance companies), so companies wishing to manage employee benefits through a captive insurance company must get permission from the US Department of Labor. Requirements for getting this permission include that the company must be domiciled in the United States and must have an “A” rating by A.M. Best, and such an arrangement must create an enhanced benefit to the plan participants (the employees).



  • Feasibility Studies Critical When Considering Employee Benefit Programs in a Captive

     
    Employee Benefits In Captives | Debbie Liebeskind | Actuary, Health & Group Benefits | Towers Watson

    Potential gains from putting employee benefits programs in a captive insurance company may be outweighed by practical concerns. In this video, Debbie Liebeskind of Towers Watson advises that feasibility studies should be undertaken to evaluate such a business decision, including conducting an underwriting review of previous data regarding claims and payments and an actuarial analysis of that underwriting review. Companies having 5,000 employees, $3 million in premium, and an established US-based captive are more likely to succeed with putting their benefits programs into captive insurance arrangements, but even these criteria may not be enough to justify the arrangement for all coverages in all lines, if any.



  • Regulatory Hurdles for Covering Benefits in Captives

     
    Employee Benefits In Captives | Debbie Liebeskind | Actuary, Health & Group Benefits | Towers Watson

    There are typically two regulatory issues to resolve before covering benefits in captive insurance companies. First, the captive domicile regulator must approve expansion of the captive insurance company’s business plan to be able to reinsure the coverages at hand. Also, as discussed in the video “History of US Employee Benefits in Captives” by Debbie Liebeskind of Towers Watson, the company must obtain a prohibited transaction exemption from the US Department of Labor.



  • Reasons To Cover Benefits in Captives

     
    Employee Benefits In Captives | Debbie Liebeskind | Actuary, Health & Group Benefits | Towers Watson

    There are some common reasons for a company to want to cover employee benefits within a captive insurance company. In this video by Debbie Liebeskind of Towers Watson, those reasons are laid out: better cash flow with respect to claim payments, opportunity to earn interest on reserves held for paying future benefits, and sometimes opportunity for accelerated tax deductions on property and casualty coverages within captives. Also, life insurance, accidental death and dismemberment, and long-term disability coverages are the types of benefits that typically are managed through a captive insurance company.