People buy life insurance for the death benefit to help replace income and cover daily expenses. Life insurance can also help protect your financial future with a death benefit you can use for:

• Mortgage payments
• College tuition
• Child care
• Everyday expenses

With many life insurance products available, you can tailor your policy for a living benefit in case of an unexpected illness, or to supplement retirement income with a cash value accumulation product. (note: cash value accumulation Life Insurance products only work for a small portion of the population as part of an overall strategic financial plan, contact your CATALIST ADVISOR to see which Life Insurance products are best for you)

Nearly four in five families in the U.S. are protected … ARE YOU

Individual Life Insurance can serve many different purposes, depending on what your needs are.  Life Insurance is really “Death Insurance” and the most common type of Life insurance is TERM INSURANCE.  This is typically purchased to cover debts and fund other planned items for the insureds family in the event of an un-timely death. To figure out how much TERM life insurance you need CLICK HERE

Once you have determined your need, you should talk to a Licensed Insurance Broker who is able to Shop MULTIPLE CARRIERS and get you the best price monthly premium for your desired death benefit. You may run a few quotes by CLICKING HERE on your own, however to ensure the most competitive rates, let our brokers scour the market for you, just look at all the companies we can research for you:

OUR BROKERS WILL SCOUR & CHECK ALL OF THE FOLLOWING CARRIERS FOR THE BEST PRICING & HELP YOU DETERMINE THE RIGHT NEED:

Obama Promises Made Promises Broken

If you like your health care plan, tough luck – if you’re on a Medicare prescription drug plan:
More than 3 million seniors may have to switch their Medicare prescription plan next year, even if they’re perfectly happy with it, thanks to an attempt by the government to simplify their lives.

The policy change could turn into a hassle for seniors who hadn’t intended to switch plans during Medicare’s open enrollment season this fall.

And it risks undercutting President Barack Obama’s promise that people who like their health care plans can keep them….”As a result of this policy, there are going to be fewer plans offered in 2011,” said Bonnie Washington, a senior analyst with Avalere Health, which produced the study.

If you like your health care plan, better luck next time – if you’re a college student:

Along comes word that the bill “could make it impossible for colleges and universities to continue to offer student health plans.” That’s how the American Council on Education and a dozen other higher-ed lobbies put it in a recent letter to the Obama Administration, warning that the insurance coverage they offer may get junked by ObamaCare’s decrees.

Between 4.5 million to 5.5 million students annually are insured by short-term plans sponsored by their schools, which are tailored to upperclassman who have aged out of their parents’ coverage or to international and graduate students. These plans are very low cost because the benefits are designed for generally healthy young people and often organized around campus health services and academic medical centers.

All of which means these plans aren’t likely to qualify under ObamaCare’s “minimal essential coverage” rules that mandate rich benefit packages, even if colleges have the flexibility to make exceptions for special needs. And given that insurance must now be sold anytime to everyone, colleges may be required to continue to cover students after they’ve graduated-leaving this type of coverage unaffordable.

If you like your health care plan, cross your fingers and hope you’ll like your new one better – if your employer sponsored plan doesn’t meet the law’s strict grandfathering requirements:

While many U.S. companies initially hoped they could preserve much of their existing group health plans under the new grandfather provision, a new survey by Hewitt Associates, a global human resources consulting and outsourcing company, shows that almost all now believe they will not. Ninety percent of companies said they anticipate losing grandfathered status by 2014, with the majority expecting to do so in the next two years.

Under the “grandfather” provision of the U.S. Patient Protection and Affordable Care Act, companies can maintain many of their current health care coverage provisions and are required to make fewer changes to plan documents and administrative procedures in order to comply with the new law. Companies can lose their grandfather status if they take certain steps such as reducing benefits, significantly raising co-payment charges, significantly raising deductibles or changing insurance carriers.

According to Hewitt’s survey of 466 companies–representing 6.9 million employees–most companies expect to lose grandfather status because of health plan design changes (72 percent) and/or changes to company subsidy levels (39 percent).

None of this is exactly surprising—at least if you’ve been paying attention. Any health system overhaul as sweeping as the PPACA was bound to upset existing coverage arrangements, especially given the dominance of insurance in American health care. But given how disastrous the possibility of forced plan changes proved to HillaryCare in the 90s, the law’s supporters couldn’t admit that. So President Obama and congressional leadership and the progressive activist class had to promise, repeatedly, that no one would have to change plans if they didn’t want to.

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Please watch this… some insight on what is going on in Healthcare.

As you may know, the health care reform law includes a provision requiring health insurers to cover preventive services with no member cost sharing. Recently-published interim final regulations clarify this provision. Non-grandfathered plans issued or renewed on or after September 23, 2010, will not include member cost sharing or copays for the following preventive care provided in-network:

- Evidence-based items or services that have a rating of A or B in the current recommendations of the United States Preventive Services Task Force.

- Immunizations for routine use in children, adolescents, and adults that are recommended by the Advisory Committee on Immunization Practices of the Centers for Disease Control and Prevention.

- For infants, children and adolescents, evidence-informed preventive care and screenings provided for in comprehensive guidelines supported by the Health Resources and Services Administration.

- For women, to the extent not otherwise addressed by the United States Preventive Services Task Force recommendations, evidence-informed preventive care and screenings provided for in comprehensive guidelines supported by the Health Resources and Services Administration.

Other key points:

- This impacts non-grandfathered plans issued or renewed on or after September 23, 2010.

- This applies to in-network services. Out-of-network services will have the same cost-sharing requirements as they do today.

- Most of the recommended screenings, immunizations and exam services are already on our preventive services list. We are adding the new, required preventive services to this existing list.

- An example of a new preventive service is counseling related to aspirin use, tobacco cessation, obesity and alcohol use.

- Some services currently covered as medical/maternity will now be considered preventive services. This includes several recommended screenings for pregnant women.

As with the other provisions in the health care reform law, we’re committed to implementing this provision in a manner that helps members have access to quality health care services. If you have any questions, talk with your sales representative.

Grandfathering allowed for most standard and non-standard plans

As we recently communicated with you, the federal government has issued Interim Final Regulations for the grandfathering provision. Because there are advantages to grandfathering, we will grandfather most standard and non-standard plans in our portfolio. To help you better understand what this means to you, we’ve put together this Grandfathering Fact Sheet. It explains:

£ More about grandfathering

£ What changes can be made without losing grandfathered status

£ What changes will result in losing the grandfathered status

This is an important provision for many individuals and group policyholders. You can expect more information about grandfathering, including how we will implement it. As always, please talk with your consultant if you have any questions.

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Grandfathering Fact Sheet

Under the recently enacted federal health care reform legislation, health plans can be grandfathered. Interim Final Regulations have been published to provide further clarification on grandfathering. These rules are designed, according to the Obama administration, to allow grandfathered plans to “innovate and contain costs by allowing insurers and employers to make routine changes without losing grandfather status.” In general, grandfather status will be lost if there are significant reductions to benefits or increases in out-of-pocket spending for consumers, such as deductibles or co-pays.

We believe there are benefits to grandfathering for our groups and individual members who wish to maintain their existing health benefit coverage. For this reason, we will grandfather most group and individual plans. In a continued effort to simplify our plan offerings, we are reviewing our current options by state to determine which ones we will offer as grandfathered plans. More information explaining how we will implement grandfathering for our individual and group customers will be provided in the near future.

Additionally, in limited situations, the legislation allows clients that made benefit changes after March 23, 2010, that would not meet the grandfathering rules to regain grandfathered status at the next renewal in 2011. We are working to determine how to help plans possibly regain grandfathered status.

What is grandfathering?

Grandfathering allows groups and individual members that keep their existing plan from March 23, 2010, to January 1, 2014, to be exempt from the new product and rating framework that is effective in 2014. To maintain grandfathered status, a client must continue to keep the plan and the plan’s benefits essentially the same. Grandfathering also exempts plans from some of the requirements of the plan-related provisions effective September 23, 2010.

The following changes can be made without impacting grandfathered status:

 Changes in premiums of a policy or plan
 Changes required to comply with federal or state law
 Changes to increase benefits, or voluntarily comply with provisions of the Patient Protection and Affordable Care Act
 Changes to plan structure, for example, switching from a health reimbursement arrangement to major medical coverage, or from insured to self-funded coverage
 Changes to a provider network
 Changes to a prescription drug formulary
 Changes to accommodate mergers and acquisitions (as long as the merger or acquisition is not done solely to allow a group to move from one grandfathered plan to another when the plan change would reduce benefits or increase cost sharing in excess of that allowed by the regulations)

 Changes to an ASO plan’s third-party administrator

The following changes would cause a loss of grandfathered status:
 Eliminate all (or substantially all) benefits to diagnose or treat a particular condition.
 Increase coinsurance (or another percentage cost-sharing requirement) above the level at which it was set on March 23, 2010. In other words, any increase in an insurer or plan’s coinsurance will result in a loss of grandfathered status.
 Increase fixed-amount cost-sharing requirements other than copayments, such as a deductible or an out-of-pocket limit, by a total percentage (measured from March 23, 2010) that is more than the sum of medical inflation plus 15%.
 Increase copayments above the level in effect on March 23, 2010, by an amount that exceeds the greater of (a) the sum of medical inflation plus 15%, or (B) $5 increased by medical inflation.
 Reduce employer contributions (calculated by cost or formula, such as hours worked) toward any tier of group health insurance coverage or a group health plan by more than 5% below the contribution rate on March 23, 2010.
 Impose an annual limit on the dollar value of benefits if an annual or lifetime limit had not been previously imposed on all benefits or, for plans that previously imposed a lifetime limit of all benefits, impose an overall annual dollar limit that is lower than the lifetime limit, or, for plans that
previously imposed an annual limit on all benefits, decreases the dollar value of the annual limit.
 Issuer or plan sponsor does not disclose to participants and beneficiaries that the plan or coverage is a grandfathered health plan.
 Change from one insurer to another

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New government website lets consumers compare insurance plans

The U.S. Department of Health and Human Services (HHS) has just launchedHealthCare.gov, a website designed to help individuals and small businesses compare both private and public health insurance plans. Through HealthCare.gov, consumers can find information on literally thousands of private and public health care products.

Important note about how some products appear on the site

Please note that the products are listed under the legal entities – not their brand names, which may cause confusion. Companies currently working with HHS to correct this matter, and they hope to have their familiar brand names appear on the website soon. Until then, please be aware of how our products are listed on the website, state by state:

£ California: Blue Cross of California, Anthem Blue Cross Life & Health Insurance Company

£ Colorado: Rocky Mountain Hospital and Medical Service, Inc.

£ Connecticut: Anthem Health Plans, Inc.

£ Georgia: Blue Cross and Blue Shield of Georgia, Inc., Blue Cross Blue Shield Healthcare Plan of Georgia, Inc.

£ Indiana: Anthem Insurance Companies, Inc.

£ Kentucky: Anthem Health Plans of Kentucky, Inc.

£ Maine: Anthem Health Plans of Maine, Inc.

£ Missouri: RightCHOICE® Managed Care, Inc. (RIT), Healthy Alliance® Life Insurance Company (HALIC),

£ Nevada: Rocky Mountain Hospital and Medical Service, Inc.

£ New Hampshire:  Anthem Health Plans of New Hampshire, Inc.

£ New York: Empire HealthChoice HMO, Inc., Empire HealthChoice Assurance, Inc.,

£ Ohio: Community Insurance Company

£ Virginia: Anthem Health Plans of Virginia, Inc.

£ Wisconsin: Blue Cross Blue Shield of Wisconsin, Compcare Health Services Insurance Corporation

In October, HealthCare.gov will also start including rate estimates for private insurance plans. Insurance companies are working with the government to determine how small group information will appear in states with no community ratings.

HealthCare.gov can be a valuable tool for you, which is why Insurance Companies are working hard to have their recognizable names appear on it soon. We’ll keep you posted as more information becomes available to us. If you have any comments or questions, please talk with your sales representative.

Getting to the bottom of health care costs

Did you know: Only three cents of every premium dollar is profit?

On average, 87 cents of every premium dollar you pay is spent covering medical care and services that members receive like doctor visits, hospital costs, prescription drugs and more according to a PriceWaterhouseCoopers medical cost trend report for 2009. Another 10 cents funds services we provide like claims processing, enrollment and billing and provider credentialing. That leaves 3 cents of every premium dollar for profits. Kaiser Health news has reported that the combined annual profits of the top 10 health insurers are equal to just two days work of national health care expenditures or just 0.5% of the estimated $2.5 trillion the nation spent on health care in 2009.

Motorcycle Safety and Awareness Month

May 1, 2010 — Governor, and motorcyclist, Mitch Daniels has proclaimed May to be Motorcycle Safety and Awareness Month in the State of Indiana. The Governor joins ABATE of Indiana in urging motorists to check twice in looking for the motorcyclists with which they share Hoosier highways.

Accident data indicates that in multiple-vehicle accidents, the driver of the other vehicle violated the motorcyclists’ right-of-way and caused the collision in two-thirds of those crashes. Statistics show that multiple-vehicle accidents account for approximately 75 percent of all motorcycle accidents. Cooperation between all road users is essential to successful traffic management and roadway safety.

92 percent of accident-involved riders are self-taught and have no formal training. Motorcycle rider courses supply riders with the skills and strategies to prepare for riding, deal with hazards and avoid accidents. Nearly 100,000 people have benefited from such classes in Indiana. ABATE of Indiana is the largest provider of rider education in the state.

Indiana registered more motorcycles than ever before in 2008 and 2009. In excess of 200,000 in each year. Yet in 2009, Indiana recognized a decrease in motorcycle fatalities of greater than 14 percent. The state has not introduced any substantial changes in laws pertaining to motorcycles during that time.This points toward rider education and motorcycle awareness campaigns as the only significant, proactive measures responsible for this reduction in crashes in Indiana.

The continued efforts of Hoosiers, on two or more wheels, is required if we intend to maintain the trend in decreasing accidents and making Indiana safer for everyone. So remember to “Save A Life – Save A Life – Motorcycles Are Everywhere”.

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INSURANCE NOTES:

Many Individual policies will rate up or Rider their policies if you are a motorcycle rider, this is also true for accident, disability, and Life Insurance policies.  One way to avoid extra costs associated with an accident is to make sure that you are properly insured.  A good advisor or agent will make sure that all your policies dovetail nicely to make sure that you are not paying too much, but that you are also minimizing financial loss in the event of an accident, injury, or death.

The most common policies to buy and dovetail are:

1. Automobile / Motorcycle comprehensive coverage – talk to your P&C Agent about the coverages for health care and related costs, get quotes from multiple carriers with and with out this extra coverage and look at the difference.  we work with a list of pre-approved brokers that we suggest you use, call our office for a good P&C Referral depending on where you live and what you have to insure.

2. Supplemental ACCIDENT INSURANCE: this can be purchased to cover one person or an entire family and may be used to dovetail with an existing Health Insurance  policy to cover MEDICAL EXPENSES that may apply toward your DEDUCTIBLE.  This is a great Strategy to use when keeping costs down is to adjust your DEDUCTIBLE to dovetail with your ACCIDENT and CRITICAL ILLNESS insurance to lower your monthly premiums and minimize the risk of you actually having to pay for your deductible out of pocket.

3.  DISABILITY INSURANCE is highly recommended for anyone, not just motorcycle riders to help replace the loss of income due to missed work relating to an accident or illness or injury.  If your injury or illness is not related to a work related cause, it  may put you in big financial trouble if you are unable to produce income.  Many employer GROUPS offer some DISABILITY INSURANCE, if they do, we recommend that you take it, even if you have to pay for it, GROUP Disability Insurance is often cheaper than purchasing and individual policy.  Many people don’t realize that their GROUP DI might not be enough to meet their needs and only replace 50 or 66% of their income, in order to make sure that you are adequately insured, you might want to consider purchasing an INDIVIDUAL DISABILITY POLICY that will augment your GROUP policy if available, also it will ensure that you have coverage in the event of job transition, job loss, or you become un-insurable down the road.

4. LIFE INSURANCE many times offer an accidental death and dismemberment rider for no additional cost to the policy.  This typically will DOUBLE the amount of the DEATH BENEFIT of the policy if the death was related to an ACCIDENT.

If you would like to get some FREE QUOTES on LIFE INSURANCE, CLICK HERE

or

for a FUN and INTERACTIVE PLANNING TOOL with a FREE walk through Tutorial CLICK HERE for a powerful tool developed by National Brokerage and ING.

There are no silver bullets or quick fixes but there is a recipe and it tastes good and is healthy.  Even if the feds take over insurance there is a role for leaders to lead.

If you would like to see some eye popping data on the value of work-site clinics, just contact BILL CRIMMINS (see below)

The root problem in health care costs defined is lifestyle:  thinking and actions by membership.  It’s the same old stuff…think right, eat right, exercise, don’t do certain behaviors, sleep enough.  All the things your mom told you. Your heart told you.

Any solution will incorporate a system and people that can influence membership to the extent that they take responsibility for their own life and health and do the right things.  It may have simplistic characteristics but in reality it will be a well orchestrated effort and balance of simplistic tools synced with timing tools like a finely tuned engine or orchestra.

The most significant tool available today that creates an environment for change and potentially creates a win/win situation for all involved if managed by the most appropriate team without conflict of interest…Work Site-Clinics.  It’s not the be all by itself but it may be the Keystone that can be a dynamic and central part of the solution.

It appears from all the data that by itself even if not carefully managed that the work-site clinic model saves money significantly.  Like many strong foundational tool’s it has the potential to significantly impact all the players positively.  However if not carefully laid (managed) it can become another reproduction of the current system and may prove to be a passing phase.

So…how can you help make your work-site clinic pay off for the long term?  Really make a difference?

Make sure it’s managed by people who have a mission and vision to positively influence change in membership and the provider community.  They must want to play a role in creating a win/win for all involved.

Make sure they have no conflict of interest beyond being a reasonably profitable business with staying power.

Make sure they charge you enough to do the job correctly.  You really do get what you pay for.  Don’t be penny wise and pound-foolish.  The work-site clinic can be done within your clients current benefit budget but the base pricing may not be enough to really orchestrate the kind of strategy needed to take advantage of the possibilities.

Some examples of tools that will compliment work-site clinic efforts include but are not limited to: A powerful and cooperative benefit administrator, a willing and cooperative provider community partner(s), a reasonably discounted network, a reporting engine that captures clinical and financial data that becomes actionable, a wellness and disease management firm that syncs and is integrated into the medical practices of the provider community and work-site clinic and coaches members visiting the clinic and even those not visiting the clinic, an independent data base that helps members distinguish the highest quality providers within your network of providers, a communications company that reaches out to your membership in their homes not only telephonically but via mail and email so that members are reached where they live out the behaviors we need them to embrace.

Make sure they have reporting tools that will hold you, your membership and all the players accountable.

Don’t be afraid to pay for these services.  I can assure you, even if you pay’s the full retail price for these services you will be paying less than every company not using these services.

All these tools independently have impact but synchronized and integrated will powerfully influence members to do the right things.  This will have long-term productivity and cultural dividends for employers who want to win over the long haul.

Let me know how I may assist.

Warmly,

Bill Crimmins - Ambassador (Ofc:  765-720-0392)

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Bill Crimmins is an experienced consultant serving national markets with a wide array of wholesaling services, he works with brokers, consultants, vendors, TPA’s and Employers to facilitate the changes needed for cost reductions for employers and employees by helping create happy, healthy cultures espcially as it relates to integrating wellness programs with insurance benefits.

[UnitedHealthCare] will launch a national direct-mail campaign in early April to support Generations of Wellness^®, a program created to serve the health needs of African-American small businesses and families. This campaign is directed to African-American small-business owners and companies with large percentages of African-American employees.

The Generations of Wellness direct-mail piece above provides recipients with resources on how they can reduce their health care costs by directing them to a toll-free number and Web site address. Prospects have the option of receiving a complementary guide to Health care management solutions for business or Product Portfolio (California only).

As a reminder, interested parties can also access health-tip fliers, family health history tree, a physician directory, a health care glossary and many other helpful tools via uhcgenerations.com.

CLICK HERE TO VIEW MAILER / FLYER

Contact your Consultants at Catalist Health for more information.

The Federal Mental Health Parity Act requires our fully-insured employers with 50-2,999 employees, as well as self-funded customers, to offer the same level of coverage for mental health and substance use disorder services as that offered for medical and surgical services through their plan.

The 154-page Federal Mental Health Parity Interim Regulations and comments, were published in February in the Federal Register. Highlights of new/updated information from the interim  regulations are as follows:

Effective Date/Applicability

• Regulations published as the Interim Final Rule are effective on the first day of the plan year beginning or renewing on or after July 1 and must be complied with even though it is not the Final Rule.
• The U.S. Department of Labor (DOL), Department of The Treasury and Centers for Medicare and Medicaid Services (CMS) are seeking feedback on the interim final regulations via an open comment period which ends May 3.
• Regulations are not applicable to Medicaid Managed Care Plans. Separate regulations will be provided from CMS for those plans, but they are still subject to the law.

Benefit Requirements
Establish six classifications of benefits: Parity for treatment limits and financial requirements defined by the regulations, is to be applied classification by classification:

1. Inpatient In-Network
2. Inpatient Out-of-Network
3. Outpatient In-Network
4. Outpatient Out-of-Network
5. Emergency
6. Prescription Drugs

• The definitions of what constitutes Inpatient, Outpatient and Emergency are not defined by the regulations but instead defined by the plan or applicable state law. However, the terms cannot be defined differently for mental health/substance use disorder than for medical/surgical.
• Benefits for mental health and substance use disorder are not mandated, but to the extent benefits are provided in one of the six classifications, they must be in parity with that classification’s medical benefits. Plans are not required to cover all mental health conditions or all substance use disorders but may define which they will or will not cover.  Fully-insured plans are still subject to state mandates which may require certain mental health or substance use disorder benefits.
• Financial requirements and quantitative treatment limitations must be in parity with the requirements and limitations applied to substantially all benefits for the applicable classification on medical benefits. “Substantially all” means the requirement/limitations apply to at least two-thirds of the benefits in that classification.
• Regulations do not allow recognition of distinction between primary and specialty financial requirements/treatment limitations for parity purposes.
• Regulations prohibit separate cost sharing, e.g., no separate but equal deductibles or out-of-pocket maximums.
• Parity applies to non-quantitative limits and specifically lists the following classifications and specifies these mustbe in parity:
  • Medical management standards, such as medical necessity
  • Formulary design for prescription drugs
  • Standards for provider admission to network, including reimbursement rates
  • Plan methods for determining usual and customary rates Fail-first or step therapy requirements (e.g., must try certain treatment before obtaining approval for another treatment
  • Exclusions for failure to complete a course of treatment   These limits must be comparable to and applied no more stringently for mental health/substance use disorder benefits than they are for medical benefits.

Product Requirements

• Employee Assistance Program (EAP) gatekeeper models are prohibited.
• A plan sponsor cannot avoid parity requirements by establishing a separate group health plan for mental health/substance use disorder benefits.
• Plan sponsors with multiple medical benefit plans but a single mental health/substance use disorder plan must ensure compliance for parity purposes between the mental health/substance use disorder benefit plan and eachmedical plan.
• No guidance is available yet on cost exemption. (This remains under development.)

Parity Relevance
Federal Mental Health Parity is relevant to all group health plans (fully insured and self-funded) with few exceptions, such as self-funded non-ERISA government (non-federal) plans that have expressly opted out under existing law and groups with 50 or fewer total employees.

Reference Materials
The Federal Mental Health Parity — A Summary of the Interim Final Rules: What You Need to Know brochure (available upon request) provides an overview of the new Federal Mental Health Parity regulations. The document highlights the key provisions, including implementing parity regulations for financial requirements and treatment limitations.

For more information please contact your Catalist Health Representative

Dear Hoosier Employers and Employees:

The January/February 2010 edition of the Indiana Department of Labor’s bi-monthly newsletter, INdiana Labor Insider, has been attached to this email.  This newsletter was created to inform employers and employees about the latest information about the department, health and safety and labor related issues.  To read past editions of the INdiana Labor Insider, please visit the Indiana Department of Labor’s website at http://www.in.gov/dol/2366.htm.

Inside this Edition:  CLICK HERE

• The IDOL is Here to Serve You – Commissioner of Labor Lori A. Torres
• Indiana OSHA Reminds Employers to Post Injury and Illness Summaries
• Safety Alert:  Amputations
• It Happened Here:  Elkhart County
• IDOL Recovers Nearly $10K for Two Hoosier Employees
• Indiana’s Wage & Hour Division Launches New Online Wage Claim Form
• Ask Our Expert:  Indiana Common Construction Wage
• Mock Mine Disaster Drill Conducted in Carlisle, Indiana
• IN Review to be Released March of 2010
• Free Child Labor Trainings Offered
• Recognizing Excellence:  Indiana VPP and the Indiana Safety and Health Achievement Recognition Program
• Don’t Forget!  2010 Indiana Safety and Health Conference & Expo. (March 1-3, 2010)

Please enjoy this edition of the newsletter and feel free to forward it to anyone who might wish to stay informed on the most up to date worker safety and health information.  If you have any questions, ideas for upcoming stories or would like to have others added to this mailing list, please send an e-mail to insafe@dol.in.gov.

_____________________________

Sean M. Keefer

Deputy Commissioner of INSafe

Indiana Department of Labor

402 West Washington Street, Room W195

Indianapolis, Indiana 46204

Email:  insafe@dol.in.gov

Phone:  (317) 232-2655

Website:  www.in.gov/dol