Marsh & McLennan Agency Welcomes Geoff Brieden as Vice President, Health & Benefits

Troy, Michigan – February 11, 2019 – Marsh & McLennan Agency LLC (MMA) recently appointed Geoff Brieden as a vice president with the health and benefits practice in Troy, Mich. In his new position, Brieden identifies best practices and strategic solutions that optimally fit his clients’ group benefit needs.

Prior to joining MMA, Brieden owned Kane Atwood Group Services for over ten years, assisting employers with their benefits strategies. During this time, he developed a particular affinity for and understanding of the unique needs of the health care industry. Before starting his own firm, Brieden garnered thirteen years of experience with a third party administrator.

As a vice president of health & benefits with MMA, Brieden will leverage his extensive background to help employers design strategic benefits plans that meet their business management goals as well as help achieve their talent recruitment and engagement goals.

“We are honored to welcome Geoff to our team: his entrepreneurial spirit and thoughtful approach are a great addition to MMA. Geoff understands the complex and changing needs of mid-size and larger employers and takes a thorough approach to addressing those challenges,” said Rebecca A. McLaughlan, president & ceo of Marsh & McLennan Agency LLC’s Michigan Health & Benefits operations.

“I chose to join MMA because of the energy and intelligence of the people, and the resources that MMA brings to the table. I am excited for what the future holds,” added Brieden.

Brieden received his BA in Business & Economics from Kalamazoo College and an MBA in Business & Finance from Michigan State University’s Eli Broad College of Business. A competitive sailor, Brieden is also an active supporter of Detroit Rescue Mission Ministries, Wreaths Across America, and the LivLife Foundation.

If you would like more information, or to schedule an interview, please contact Ryan Bowers at (248)822-6231 or rbowers@mma-mi.com.

Faced with Record-Low Unemployment, More Employers Are Investing in Employee Benefits Rather than Reducing Costs

ROLLING MEADOWS, Ill., November 1, 2018 – Attracting and retaining talent remains the number one operational priority of 60 percent of employers according to the forthcoming 2018 Gallagher Benefits Strategy & Benchmarking Survey. That figure has increased two percentage points from 2017, and is in sharp contrast to the 37 percent of employers who ranked controlling benefit costs as the top priority, a figure that declined six percentage points from 2017. And nearly half (45 percent) of employers chose not to increase employee cost sharing of healthcare benefits.

“While keeping a lid on costs is always important, we are seeing a clear shift in the market as employers are having to compete more aggressively for talent in the face of the lowest unemployment rate in nearly 50 years,” said William F. Ziebell, President, Gallagher Employee Benefits Consulting and Brokerage. “Today’s workforce is comprised of five very different generations, meaning it is no longer good enough to simply offer standard medical coverage and a competitive retirement plan. The 2018 Benefits Strategy & Benchmarking Survey uncovered best practices that address employees’ total wellbeing, which will positively impact organizational retention and recruitment efforts.”

Employers Taking a Holistic View of Employee Wellbeing

The Benefits Strategy & Benchmarking Survey found forward-thinking employers are taking a more holistic view of employee wellbeing and developing strategies that both engage and appeal to their team. For example, more than half of employers (55 percent) now provide a telemedicine component, allowing employees to virtually connect with clinicians. That is an increase of more than 100 percent from 2016, when just 24 percent of employers utilized telemedicine. In addition to saving employees time, telemedicine has been shown to reduce expenses for both employers and employees.

The report also found employers are looking for ways to reduce medical expenses by encouraging their employees to live healthy lifestyles. The most popular physical wellbeing benefits include flu shots, tobacco cessation programs, health risk assessments and biometric screenings.

Because financial stressors can negatively affect productivity, financial wellbeing proved to be another area of interest for employers. More than six out of ten employers (62 percent) now offer employees access to financial advisors and nearly half (47 percent) provide financial-literacy education to help employees make better saving and spending decisions. The research also showed 43 percent of employers are taking steps to gauge employee retirement readiness, compared to previous years (33 percent in 2016).

Identifying and Changing Benefits Based on Employee Preferences

Because the tightening labor market has made it easier for top employees to leave their jobs voluntarily, more employers are tweaking existing benefits or adding new offerings. The goal is to provide employees with more choices that will better fit their own lifestyles and needs. Examples include:

• Health Benefits Choice: More than one in five employers (22 percent) now offer employees three medical insurance plans, and 13 percent offer four or more options.

• Tuition Assistance: Nearly half (46 percent) of employers provide tuition assistance, which is up from 42 percent in 2017. The most common tuition reimbursement amount totaled $5,250 annually per employee.

• Life Insurance: Nine of ten (89 percent) employers said they now offer employees life insurance, which is a five percent increase from 2017.

• Employee Assistance Programs (EAPs): 70 percent of employers provide access to EAPs, which is an 11 percent jump from 2017.

Small Segment of Employers Fully Engage Employees around Workplace Benefits

Given many employee rosters include a multigenerational workforce, it has become increasingly important for employers to offer benefits that appeal to each segment of their workforce. Surprisingly, just 13 percent of employers said they have a comprehensive communication strategy to guide how they collect and share benefits information with employees, and most (74 percent) noted they have a communication strategy for just some of their benefits and wellbeing offerings.

“More than half of employers (59 percent) expect to increase their headcount over the next two years. That will be a challenge considering there are currently more job openings than individuals to fill those positions,” Ziebell said. “As a result, employers must get smarter about working within their budgets to offer benefits and compensation packages that engage their teams. At the same time, it will be imperative for organizations to clearly communicate the offerings and measure their effectiveness. The days of ‘set it and forget it’ in regards to compensation and benefits are over.”

For more information about the 2018 Benefits Strategy & Benchmarking Survey, visit: www.ajg.com/NBS-2018.

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ABOUT GALLAGHER
Arthur J. Gallagher & Co. (NYSE: AJG), a global insurance brokerage, risk management and consulting services firm, is headquartered in Rolling Meadows, Illinois. The company has operations in 34 countries and offers client service capabilities in more than 150 countries around the world through a network of correspondent brokers and consultants.

ABOUT THE BENEFITS STRATEGY & BENCHMARKING SURVEY
Gallagher Benefit Services, Inc., the employee benefits consulting and brokerage operation of Arthur J. Gallagher & Co., developed the Benefits Strategy & Benchmarking Survey to provide employers with insights into how their peers are addressing benefit and human capital challenges. The 2018 survey, conducted from January to April of this year, aggregates responses from 4,241 organizations across the U.S. Additional survey results can be found at www.ajg.com/NBS-2018.

American Society of Employers (ASE) Releases 2017 Healthcare Insurance Benefits Survey Findings

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, has released its 2017 Healthcare Insurance Benefits Survey. The annual survey, covering Michigan employers, examines the premiums, deductibles, and co-pays of employer-sponsored health plans as well as wellness benefits and cost control measures.

Highlights of the ASE 2017 Healthcare Insurance Benefits Survey:
• Participants are reporting an average annual premium increase for the 2017 plan year of 5%. This adjustment represents the increase to premiums after plan design changes and is up slightly from 4.5% in 2016 and 4.25% in 2015. Projected increases for 2018 are anticipated to be flat at 5%.

• At 84%, the most widely used plan type among non-union organizations continue to be Preferred Provider Organization (PPO) plans, these plans offer employees greater provider options. Just 38% of surveyed non-union organizations offered a Health Maintenance Organization (HMO) plan.

• The median employer premium percentage among non-union organizations for PPO plans for employee only and employee plus family coverage has remained constant at 80% for both Consumer Driven Health Plans and Traditional plans.

• In 2017, the median in-network PPO plan deductible (in high deductible plans) for employee-only coverage among non-union organizations was $1,775, down from $1,875 in 2016. Median deductibles for employee plus family coverage decreased to $3,300 from $3,750 in 2016. In-network deductibles among traditional PPO plans increased for employee only and employee plus family coverage. Increases for those plan types were $100 and $200 for employee-only and employee plus family coverage respectively.

• More significant increases to plan deductibles (among PPO plans) were seen in out-of-network coverage. Increases to those deductibles were as high as $1,500 year-over-year, suggesting employers are making greater efforts to encourage plan participants to stay in-network where costs can be better managed.

• Median annual contributions to Health Savings Accounts were flat. Median employer contributions in non-union organizations for employee only coverage was $500 in 2017 and 2016. Similarly, median annual contributions to employee plus family coverage was $1,000. Contributions at the 75th percentile of all firms were $700 and $1,300 respectively for employee only and employee plus family coverage.

Employers continue to take steps to control costs:
• Most significantly, 48% of organizations surveyed have either implemented or plan to implement telemedicine services in 2017.

• 46% have increased, or plan to increase, employee education around plan features and costs.

• Other notable cost containment strategies include implementing or expanding wellness programs (31%), implementing a Consumer Driven Health Plan (30%), and making generic prescriptions mandatory (28%).

The ASE 2017 Healthcare Insurance Benefits Survey findings were announced by ASE President and CEO, Mary E. Corrado.

“Plan design changes as a means to control costs continue to be the norm. However, we are seeing strong evidence that employers are looking more long-term and are working to change the behaviors of their employees through increased education, wellness initiatives, and by implementing and offering consumer driven health plans,” stated Corrado. “It’s also interesting to see how technology is playing a role in healthcare cost control with the rise of telemedicine.”

Background information on the ASE 2017 Healthcare Insurance Benefits Survey:
• 236 organizations from across Michigan participated.

• Organizations with 50 to 499 employees nationally made up more than 56% of the survey sample, while organizations with more than 500 employees nationally represented nearly 27% of the sample. The remaining 17% of the sample come from organizations with fewer than 50 employees nationally.

• A variety of industries are represented, with manufacturing or goods producing organizations representing 50% of the survey sample. The remaining 50% are represented by trades and services organizations.

To obtain a copy of ASE’s 2017 Healthcare Insurance Benefits Survey, contact ASE’s Compensation and Benefits Surveys department at surveys@aseonline.org or 248.353.4500. This survey is available free of charge to ASE-member survey participants, $225 to ASE member non-participants, and $1,350 for non-members.


About the American Society of Employers (ASE) – a Centennial Organization
The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

Arthur J. Gallagher & Co. Named a World’s Most Ethical Company

Arthur J. Gallagher & Co. (Gallagher) (NYSE:AJG), one of the world’s largest insurance brokerage and risk management services providers, has been recognized by the Ethisphere Institute, a global leader in defining and advancing the standards of ethical business practices, as a 2017 World’s Most Ethical Company®.

Gallagher has received this recognition for six consecutive years and is the only insurance broker to have been so recognized, underscoring their commitment to leading ethical business standards and practices.

“Our company is highly focused on operating with integrity and adhering to the highest standards of moral and ethical behavior, and we are deeply honored to have once again been recognized as a World’s Most Ethical Company by the Ethisphere Institute,” said J. Patrick Gallagher, Jr., Chairman, President and CEO. “This designation is a true testimony to the integrity, professionalism and client-service focus of our global team, and to the strength of our company’s culture and core values.”

Twenty-seventeen is the eleventh year that Ethisphere has honored those companies who recognize their role in society to influence and drive positive change, consider the impact of their actions on their employees, investors, customers and other key stakeholders and use their values and culture as an underpinning to the decisions they make every day.

“Over the last eleven years we have seen the shift in societal expectations, constant redefinition of laws and regulations and the geo-political climate. We have also seen how companies honored as the World’s Most Ethical respond to these challenges. They invest in their local communities around the world, embrace strategies of diversity and inclusion, and focus on long term-ism as a sustainable business advantage,” explained Ethisphere’s Chief Executive Officer, Timothy Erblich. “Congratulations to everyone at Arthur J. Gallagher & Co. for being recognized as a World’s Most Ethical Company.”

Methodology & Scoring
The World’s Most Ethical Company assessment is based upon the Ethisphere Institute’s Ethics Quotient® (EQ) framework which offers a quantitative way to assess a company’s performance in an objective, consistent and standardized way. The information collected provides a comprehensive sampling of definitive criteria of core competencies, rather than all aspects of corporate governance, risk, sustainability, compliance and ethics.

Scores are generated in five key categories: ethics and compliance program (35%), corporate citizenship and responsibility (20%), culture of ethics (20%), governance (15%) and leadership, innovation and reputation (10%) and provided to all companies who participate in the process.

­­Honorees
The full list of the 2017 World’s Most Ethical Companies can be found at http://worldsmostethicalcompanies.ethisphere.com/honorees/.

Best practices and insights from the 2017 honorees will be released in a series of infographics and research throughout the year (view or download the 2016 insights). Organizations interested in how they compare to the World’s Most Ethical Companies are invited to participate in the Ethics Quotient.

About Arthur J. Gallagher & Co.
Arthur J. Gallagher & Co., an international insurance brokerage and risk management services firm, is headquartered in Itasca, Illinois, has operations in 33 countries and offers client service capabilities in more than 150 countries around the world through a network of correspondent brokers and consultants.

About the Ethisphere Institute
The Ethisphere® Institute is the global leader in defining and advancing the standards of ethical business practices that fuel corporate character, marketplace trust and business success. Ethisphere has deep expertise in measuring and defining core ethics standards using data-driven insights that help companies enhance corporate character. Ethisphere honors superior achievement through its World’s Most Ethical Companies recognition program, provides a community of industry experts with the Business Ethics Leadership Alliance (BELA) and showcases trends and best practices in ethics with the publication of Ethisphere Magazine. More information about Ethisphere can be found at: http://ethisphere.com.

Media Contacts

Arthur J. Gallagher & Co. Media Contact
Linda J. Collins
VP-Corporate Communications
630.285.4009

Ethisphere Media Contact
Clea Nabozny
480.397.2658
Clea.Nabozny@ethisphere.com

To view the original version on PR Newswire, visit:http://www.prnewswire.com/news-releases/arthur-j-gallagher–co-named-a-worlds-most-ethical-company-by-the-ethisphere-institute-for-the-sixth-consecutive-year-300422454.html

American Society of Employers (ASE) releases 2016 Healthcare Insurance Benefits Survey findings

The American Society of Employers (ASE), one of the nation’s oldest and largest employer associations, has released its 2016 Healthcare Insurance Benefits Survey. The second annual survey, covering Michigan employers, examines the premiums, deductibles and co-pays of employer-sponsored health plans as well as wellness benefit offerings.

Highlights of the ASE 2016 Healthcare Insurance Benefits Survey:

• At 91%, the most widely used plan type among respondents was a Preferred Provider Organization (PPO), which offers employees greater provider options. Only 33% of surveyed companies offered a Health Maintenance Organization (HMO) plan.
• In 2016, the median in-network PPO plan deductible (in high deductible plans) for employee-only coverage in non-unionized companies was $1,875, up from $1,750 in 2015. Median deductibles for employee plus family coverage increased by $250 to $3,750. Changes in health deductibles among traditional plans (i.e. those without high deductibles) were mixed. In-network deductibles among traditional PPO plans decreased slightly for employee only and employee plus family coverage. Decreases for those plan types were between $100 and $200 for employee-only and employee plus family coverage respectively. However, among HMO plans, the median deductibles increased $250 for employee-only coverage and $500 for employee plus family coverage.
• Among non-union firms, the average employer premium percentage for employee only and employee plus family coverage for consumer-driven health plans (CDHPs), plans that typically combine high-deductible health insurance with tax-advantaged accounts, was 80%, down slightly from 82% in 2015. For traditional PPO plans, the median employer premium for both union and non-union organizations was consistent with 2015 at 82%. For traditional PPO plans, the median employer premium for both union and non-union organizations was maintained at 80%.

In response to a survey question regarding healthcare cost containment strategies, the following are among those noted:

• Increase the employee’s cost share of health insurance: Nearly 40% of organizations responding either increased the employee’s share prior to 2016 or plan to do so this year.
• The implementation of additional formulary tiers for prescription drug coverage: In looking at a traditional PPO in 2015, 22% of union organizations used four or five tiers; in the 2016 survey findings, that number rose to almost 24%. In non-union organizations, 94% of organizations reported using three tiers and above in the 2016 survey, up from 88% in 2015.
• The creation or expansion of wellness programs: Union organizations offering screening activities, preventative interventions and health promotion activities increased more than 10% from 2015; there was also an overall increase in the percentage of union organizations offering cash or cash equivalent incentives for wellness activity participation as opposed to a premium discount or contribution to an HSA/HRA.

The ASE 2016 Healthcare Insurance Benefits Survey findings were announced by ASE President and CEO, Mary E. Corrado.

“This survey serves as a resource employers can use to ensure they are effectively competing in the marketplace,” Corrado said. “Healthcare remains a substantial investment for both employers and employees. Employers are adjusting their health plans and associated premium, co-pay and deductible expenses in a manner that ensures affordability for both the employer and the employee.”

Background information on the ASE 2016 Healthcare Insurance Benefits Survey:

• 229 organizations from across Michigan participated.
• Organizations with 50 to 499 employees nationally made up more than 60% of the survey sample, while organizations with more than 500 employees nationally represented nearly 22% of the sample. The remaining 18% of the sample come from organizations with fewer than 50 employees nationally.
• A variety of industries are represented, with manufacturing or goods producing organizations representing 51% of the survey sample. The remaining 49% are represented by trades and services organizations.

To obtain a copy of ASE’s 2016 Healthcare Insurance Benefits Survey, contact ASE’s Compensation and Benefits Surveys department at surveys@aseonline.org or 248.353.4500. This survey is available free of charge to ASE-member survey participants, $225 to ASE members and $1,350 for non-members.

About the American Society of Employers (ASE) – a Centennial Organization

The American Society of Employers (ASE) is a not-for-profit trade association providing people-management information and services to Michigan employers. Since 1902, member organizations have relied on ASE to be their single, cost-effective source for information and support, helping to grow their bottom line by enhancing the effectiveness of their people. Learn more about ASE at www.aseonline.org.

Dickinson Wright’s Insurance Practice Named to BTI Power Rankings 2016

Dickinson Wright PLLC is pleased to announce that the firm was named to the “Honor Roll of Core Firms in Insurance” in the latest edition of BTI Power Rankings 2016. Only 10% of law firms in the insurance industry are included in this ranking.

Dickinson Wright’s Insurance team handles virtually all matters related to insurance. Whether an organization faces an industry-specific regulation or a level of uncertainty caused by a recent decision, Dickinson Wright is at the ready. Our clients include health insurers, stock and mutual insurers, title insurers, guaranty associations, governmental entities, malpractice insurers and captive insurers, and they participate in the life, health, disability, property, casualty, professional liability and alternative insurance fields, among others. The firm’s legal team understands the industry and the unique business challenges that come with it – which is what organizations need.

The BTI Power Rankings is the only law firm ranking based solely on direct, unprompted feedback from corporate counsel. The strength of client relationships in 16 industries is based on in-depth interviews with more than 320 corporate counsel at the world’s leading organizations.

BTI is the leading provider of strategic research to the legal community – performing more market research about law firms than virtually anyone. BTI has helped more than 200 law firms and professional services firms improve client service through compelling research and advice. They conduct the only continuous benchmarking market study in the legal services industry, now in its 16th year.

About Dickinson Wright PLLC
Dickinson Wright PLLC is a general practice business law firm with more than 400 attorneys among more than 40 practice areas. Headquartered in Detroit and founded in 1878, the firm has sixteen offices, including six in Michigan (Detroit, Troy, Ann Arbor, Lansing, Grand Rapids and Saginaw) and nine other domestic offices in Columbus, Ohio; Ft. Lauderdale, Fla.; Lexington, Ky.; Nashville, Tenn. (2); Las Vegas, Nev.; Phoenix, Ariz.; Reno, Nev.; and Washington, D.C. The firm’s Canadian office is located in Toronto.

As one of the few law firms with ISO/IEC 27001:2013 certification, the firm offers clients a distinctive combination of superb client service and exceptional quality. Dickinson Wright lawyers are known for delivering commercially-oriented advice on sophisticated transactions and have a remarkable record of victories in high-stakes litigation. Dickinson Wright lawyers are regularly cited by Chambers, Best Lawyers, Super Lawyers, and other leading independent law firm evaluating organizations.

Cornish, Zack, Hill & Associates account partnership with Aon Risk

Cornish, Zack, Hill & Associates, Inc. forms a Strategic Alliance with Aon Cornerstone

Detroit, September 1, 2015 — Cornish, Zack, Hill & Associates, Inc. announced a strategic partnership with Aon Cornerstone, a business unit of Aon plc (NYSE:AON) that focuses on fostering strategic alliances with Minority & Women-owned Business Enterprises (MWBE). Headquartered in Detroit, Michigan, Cornish, Zack, Hill & Associates, Inc. is a Women Owned Firm with extensive experience in the Insurance & Contract Surety Industry. Aon plc is the leading global provider of risk management, risk and reinsurance brokerage, and human resource consulting and outsourcing solutions.

Aon Cornerstone unites the global risk management and human resource solutions of Aon with the local presence and functional knowledge of Cornish, Zack, Hill & Associates, Inc. to deliver distinctive value to clients. By leveraging the specialized expertise, broad resources, global network, intellectual capital and best practices of the two firms, this partnership is positioned to deliver strategic, integrated strategies and solutions for managing risk and human resource demands while meeting important diversity and inclusion imperatives in an increasingly complex global environment.

Through a rigorous vetting process, Cornish, Zack, Hill & Associates, Inc. was chosen by Aon Cornerstone as a new addition to their exclusive network of partners seeking to care for existing clients’ needs surrounding diversity and exploring new endeavors that would afford global corporations, Fortune 100 companies, and large public entity clients the opportunity to work with a woman owned firm, while simultaneously giving them the comfort of Aon’s extensive global network of resources, support and service.

For more information on Aon Cornerstone, log onto http://www.aon.com
For more information on Cornish, Zack, Hill & Associates, Inc., log onto http://www.cornishzack.com

Marsh & McLennan Agency Welcomes Kim Clark as Account Director

Troy, Michigan – April 27, 2015 – Marsh & McLennan Agency LLC (MMA) recently appointed Kim Clark as an account director for the health and benefits practice in Troy, Mich. In her new position, Clark identifies best practices and products that optimally fit her clients’ group benefit needs.

Prior to joining MMA, Clark was an account director with Gallagher Benefit Services, assisting mid-sized employers with their benefits strategies. She also has over 15 years’ experience working for carriers, including Sun Life, Prudential, and Mid America Associates, on ancillary, stop loss, retiree solutions, multi-national pooling, and voluntary benefits.

As an account director with MMA, Clark will leverage her diverse background and extensive carrier knowledge to help employers design strategic benefits plans to help them reach their business and talent management goals.

Clark received her Bachelor of Arts in Business from Michigan State University. She is also a Registered Health Underwriter through the American College and was named a 2014 Power Broker by Risk and Insurance magazine.

“We are excited to welcome Kim to our team. She understands well the unique challenges facing mid-size employers and takes a thoughtful and thorough approach to addressing those challenges,” said Thomas P. McGraw, CEO of Marsh & McLennan Agency LLC’s Michigan operations.

Allstate Recognizes Local Entrepreneur for Top Performance in Serving Business Owners

Agency owner Ray Moulden honored for exceptional business insurance sales and customer service

Oak Park, Mich.,( April 23 2015) – Allstate Insurance Company has named Allstate exclusive agency owner Ray Moulden a Top Agency in Allstate Business Insurance sales. The award recognizes Agent Moulden for top sales in writing business insurance and for setting high standards in serving the protection needs of fellow business owners.

“As a small-business owner myself, I understand how much hard work goes into building a successful business. I also know how important it is to protect what you’ve built and earned,” said Moulden, “I am proud to accept this award and remain committed to serving other entrepreneurs and this entire community.”

“Every small business deserves a chance to thrive,” said Michael Barton, president of Allstate Business Insurance. “Ray’s dedication to customers and businesses in his community is exemplary. He takes pride in helping business owners get off on the right foot and protect what matters to them.”

Ray Moulden Allstate is located at 26013 Coolidge Hwy in Oak Park, Michigan and can be reached at (248) 691-5530 or by visiting: http://agents.allstate.com/ray-moulden-oak-park-mi.html.

For more information about small business insurance log on to Allstate’s website: http://www.allstate.com/business-insurance.aspx

The Allstate Corporation (NYSE: ALL) is the nation’s largest publicly held personal lines insurer, protecting approximately 16 million households from life’s uncertainties through auto, home, life and other insurance offered through its Allstate, Esurance, Encompass and Answer Financial brand names. Allstate is widely known through the slogan “You’re In Good Hands With Allstate®.” The Allstate brand’s network of small businesses offers auto, home, life and retirement products and services to customers in the United States and Canada. In 2014, The Allstate Foundation, Allstate, its employees and agency owners gave $34 million to support local communities. Allstate employees and agency owners donated 200,000 hours of service across the country.

McGRAW WENTWORTH AND CAMBRIDGE PROPERTY & CASUALTY COMBINE UNDER ONE BRAND, FORMING MARSH & MCLENNAN AGENCY MICHIGAN

Michigan-based Marsh & McLennan Agency offices to operate under one name, two locations.

Troy, Michigan, January 5, 2015 – McGraw Wentworth and Cambridge Property & Casualty, both Marsh & McLennan Agency LLC companies, announced that they are now operating under one name: Marsh & McLennan Agency Michigan. The two insurance consulting firms maintained separate identities for a time after being acquired by Marsh & McLennan Agency (MMA). The two offices will now operate under the single brand to reflect the collaborative relationship that has developed, as well as the resulting growth in expertise and resources available in Michigan and nationally.

MMA established its presence in Michigan with the acquisition of employee group benefits firm McGraw Wentworth in December 2012. Troy-based Great Lakes Employee Benefit Services joined MMA in February 2014, combining resources with and becoming a part of McGraw Wentworth shortly after. MMA acquired Cambridge Property & Casualty in November 2013.

Marsh & McLennan Agency Michigan now has 132 employees and serves more than 250 mid-size organizations headquartered in Michigan and nationwide. MMA Michigan continues to operate out of two locations: the Health & Benefits team is based in Troy and the Property & Casualty team in Livonia. All leadership remains in place but some executives’ titles have changed to reflect broader organizational responsibilities.

“Changing our name to Marsh & McLennan Agency Michigan is the natural next step for our respective agencies. We are taking the same path forward in providing new resources and expertise for our clients, while building on our history of and continued commitment to providing thoughtful, thorough and proactive service,” said Thomas P. McGraw, CEO, Marsh & McLennan Agency | Michigan, formerly president of McGraw Wentworth.

To learn more about the name change, visit www.mma-mi.com.

About Marsh & McLennan Agency- Marsh & McLennan Agency LLC, a subsidiary of Marsh, was established in 2008 to meet the needs of midsize businesses in the United States. MMA operates autonomously from Marsh to offer employee benefits, executive benefits, retirement, commercial property & casualty, and personal lines to clients across the United States.

About Marsh- Marsh is a global leader in insurance broking and risk management. Marsh helps clients succeed by defining, designing, and delivering innovative industry-specific solutions that help them effectively manage risk. Marsh’s approximately 26,000 colleagues work together to serve clients in more than 130 countries. Marsh is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), a global professional services firm offering clients advice and solutions in the areas of risk, strategy, and human capital. With 55,000 employees worldwide and annual revenue exceeding $12 billion, Marsh & McLennan Companies is also the parent company of Guy Carpenter, a global leader in providing risk and reinsurance intermediary services; Mercer, a global leader in talent, health, retirement, and investment consulting; and Oliver Wyman, a global leader in management consulting. Follow Marsh on Twitter @MarshGlobal, or on LinkedIn, Facebook, and YouTube.