SAN FRANCISCO, Nov. 11, 2021 – Newfront, a tech-enabled, full-service brokerage based in San Francisco, CA, has brought Jonathan Naranjo on board as a Producer and SVP, National Real Estate Practice Leader. Jonathan joins Newfront from HUB International, where he has been a leader for the past seven years and most recently served as Real Estate Regional Practice Leader, SVP.

SAN FRANCISCO, Nov. 11, 2021 – Newfront, a tech-enabled, full-service brokerage based in San Francisco, CA, has brought Jonathan Naranjo on board as a Producer and SVP, National Real Estate Practice Leader. Jonathan joins Newfront from HUB International, where he has been a leader for the past seven years and most recently served as Real Estate Regional Practice […]

Jonathan Naranjo Joins Newfront as National Real Estate Practice Leader

Last year, a fast-growing unicorn Newfront client faced a non-renewal of their D&O insurance program. Their industry had segmented, and they’d faced unexpected management changes. Unfortunately, they were forced to accept an unfavorable replacement program with a significant price increase. Moreover, the underwriter required a retro date inception, forcing the expiring policy into runoff. 

Erik Stenson, Senior Vice President at Newfront, knew there had to be a better solution.

Throughout the next several months, Erik and his team worked closely with the client to improve the company’s risk profile. At the same time, the team identified and worked with underwriters mid-term to prepare for the upcoming renewal. Through the client’s diligent efforts and development under Erik’s advisement, and underwriter commitment to the process, the policy was recently renewed with 3x the limit at the expiring policy cost, enabling the client to achieve the cost-effective, benchmarked-appropriate limit level that they had originally desired. 

It’s stories like these that explain why Erik, a 30-year insurance and InsurTech veteran, was named a 2023 Financial Services Power Broker by Risk & Insurance. 

“Clients appreciate Erik’s refreshing ability to succinctly explain how and why an insurance solution will work for them and the steps required to achieve it,” says Rod Sockolov, EVP of Property & Casualty at Newfront. “Erik values his ability to meet client requests, prioritizing responsiveness, while proactively connecting throughout the year to provide market updates, check on operations, and help them think around corners to avoid surprises.”

Erik has spent his career focusing on venture capital-backed, high-growth, unicorn, and public companies with an emphasis on the FinTech/Crypto/Web3/NFT and Digital Health segments. To always remain an expert in the rapidly changing field, Erik is a quick study comfortable with frame-breaking business models.

“My clients trust Newfront to understand their business, guide them through their program, and create solutions. I have a strict ‘don’t delay, tell it like it is approach,’” Erik says. “I enjoy partnering with and mentoring colleagues to aid in tough risk situations.” 

Congratulations to Erik, along with Shantelle Cabir, Cameron Lock, and John McCall, who were all named to the 2023 Power Brokers program. Additionally, we want to congratulate our other team members that were finalists for the Power Broker designation:

A Risk & Insurance Power Broker® is an individual who stands out among their peers for the exceptional client work they delivered over the past year. While brokers play many key roles in the insurance industry and risk profession, a Power Broker® award recognizes problem solving, customer service and industry knowledge. The Power Broker awards program is a way to broadly recognize and promote outstanding risk management and customer service among the brokerage community.

Power Brokers are selected by risk managers based on the strength of the testimonials they provide to a team of 15 Risk & Insurance editors and writers.

Risk & Insurance recently named Erik Stenson a leading commercial insurance broker.

Meet Erik Stenson, a Newfront 2023 Technology Power Broker

Newfront, the tech-driven insurance brokerage firm based in San Francisco, welcomes Jennifer Wilson as its new Head of Cyber. Recently named by Insurance Business America as one of the top 100 insurance specialists in the country, Wilson will lead cyber coverage negotiation and claims advocacy at Newfront. She will report to Deirdre Finn, Head of Executive Risk. Wilson is joined by Michele Lepper, Jennifer Kelly, Ellie Hughes, and Arturo Perez-Reyes, Cyber Lead Strategist, who joined Newfront in 2022.

"In our evolving economy, every business has cyber exposure and vulnerabilities," said Newfront Chief Commercial Officer John Newell. "Our new colleagues will help our clients stay on the cutting-edge of identifying, understanding, and mitigating cyber risk."

Wilson was named to the prestigious Insurance Business Magazine's Elite Women in Insurance list for 2022. She also recently graduated from the prestigious Chubb and Carnegie Mellon's Cyber COPE Insurance Certification (CCIC) Program and is a regular contributor to the Women in Insurance Global Network. Wilson brings more than 25 years of experience in the industry, primarily in specialty coverage, claims, and risk management. Most recently, she was the National Cyber Claims Leader for HUB and the Cyber Leader for New England.

Jennifer Kelly, Senior Cyber Broker, brings 15 years of experience as an attorney in the insurance industry across cyber, property, and casualty. Michele Lepper, Cyber Claims Advocate and Contract Specialist, has almost 25 years of experience with insurance regulations throughout the country. Ellie Hughes, Cyber Broker, is a rising star in the cyber landscape as she also recently graduated from the CCIC program.

At Newfront, the cyber team will deliver a comprehensive service offering in cyber risk, working with clients to identify and scope cybersecurity threats, guiding them to strengthen cyber defenses, and ensuring policy compliance and eliminating coverage gaps. The team will advocate for clients through its extensive carrier relationships and will lead them in data-driven benchmarking, vendor selection, and negotiating policy terms and conditions.

"There has been tremendous change in the tech and cyber space following the pandemic which brought a great deal of chaos to the industry," said Wilson, who is located in Boston. "The onslaught of ransomware claims has created heightened scrutiny from the underwriters who have implemented stringent IT security protocols on their insureds. I am excited to lead our Cyber Practice, and partner with the cyber ecosystem and our trading partners to best combat, protect, and mitigate our clients' ever-evolving risk."

Wilson's hire is the latest in several high-profile additions for the top 40 brokerage by revenue and bolsters an unmatched female risk practice leadership roster that already includes Wendy Cook, Head of Insurance Placement, Finn, Head of Executive Risk, Frannie Epps, Head of Casualty, and Lauren Pratscher, Head of Casualty Placement. With female-led executive risk, casualty, and cyber practices, Newfront is among the most progressive brokerages in the industry.

MEDIA CONTACTS:
Traci Johnson
Newfront
press@newfront.com 

The San Francisco-based brokerage builds out its strong cyber practice group.

Newfront Welcomes Jennifer Wilson to Lead Expanding Cyber Practice

The San Francisco Office of Labor Standards Enforcement (OLSE) has opened the Health Care Security Ordinance (HCSO) Employer Annual Reporting Form (ARF) website. All covered San Francisco employers must submit the ARF by May 1 (April 30 falls on a Sunday).

The ARF website includes the report covered employers must complete as well instructions, previews, and educational video overviews.

Which Employers are Required to Complete the ARF?

A covered employer is defined as an employer who: 

employed one or more workers within the geographic boundaries of the City and County of San Francisco;

were required to obtain a valid San Francisco business registration certificate pursuant to Article 12 of the Business and Tax Regulations Code, and

employed 20 or more persons worldwide (for profit) or a nonprofit organization that employed 50 or more persons worldwide. 

Note: The ARFs for 2019 (April 2020) and 2020 (April 2021) were cancelled because of the pandemic. It returned to normal schedule for the 2021 ARF last year (April 2022).

Where Can Employers Find Information on the ARF?

The ARF is now available on the HCSO website along with instructions, previews of the reporting entries, and a webinar:

What Information Do Employers Need to Complete the ARF?

Seven digit San Francisco Business Account Number

Total number of employees in each quarter (nationwide)

Number of employees covered by the HCSO in each quarter (only employees who work in SF)

Total health care expenditures made for each quarter of 2022 including:
o   Total quarterly payments for health coverage (medical, dental, vision)
o   Total quarterly contributions to the SF City Option
o   Total quarterly employer contributions to HSAs

Fair Chance Ordinance reporting (related to hiring and employment process for individuals with arrest and conviction records) for the 2022 calendar year: 
o   The number of part-time, temporary, seasonal employees and telecommuters who work within the geographic boundaries of San Francisco
o   Information on whether the employment application forms for San Francisco jobs request arrest or conviction information
o   Information on whether the company conducted background checks on conviction and or arrest records before a live interview (including a telephone interview) 
o   Information on whether the company conducted background checks on conviction and or arrest records before making a conditional offer of employment
o   Number of people hired with a conviction history
o   Indicate whether the company is covered by some aspect of the background check provisions of the FCO.  See the instructions for further information.  

Quarterly Expenditures are Also Due by May 1, 2023

Under the HCSO, Covered Employers with 20 or more employees (50 or more employees for nonprofits) in any quarter are required to make a minimum level of health care expenditures for that quarter for any employees:

Who have been employed by the employer for at least 90 days,

Who have performed at least 8 hours of work in San Francisco,

And who do not meet any of the exemption criteria below. 

For more details: 2023 San Francisco HCSO Expenditure Rates Released.

Don’t Forget about Remote Employees Working in San Francisco

Some employees have returned to the office full time, and others are still working remotely. Employers are not required to make expenditures for any employees who work outside of the geographic boundaries of San Francisco. For any employees who have returned to work part-time in San Francisco, employers will need to track the hours worked in San Francisco for the HCSO spending requirement. Employers still are required to make health care expenditures for any remote employees who live in San Francisco and work from home. 

For more details: SF HCSO Compliance in the Work-From-Home Era.

Which Employees are Exempt or Excluded from Eligibility under the HCSO

There are five categories of exempt employees:

Employees who sign a waiver form and voluntarily waive their right to have employers make Health Care Expenditures for their benefit. 

Employees who qualify as Managers, supervisors or confidential employees AND earn more than the applicable salary exemption amount.

Employees who are covered by Medicare or Tricare.

Employees who are employed by a non-profit corporation as a trainee in a bona fide training program.

Employees who receive health care benefits pursuant to the San Francisco Health Care Accountability Ordinance (HCAO)

For more information on all of the HSCO requirements directly from the City, check out the San Francisco OLSE’s official HSCO website. 

For more information from us, see our Newfront San Francisco Health Care Security Ordinance (HCSO) Guide.

Disclaimer: The intent of this analysis is to provide the recipient with general information regarding the status of, and/or potential concerns related to, the recipient’s current employee benefits issues. This analysis does not necessarily fully address the recipient’s specific issue, and it should not be construed as, nor is it intended to provide, legal advice. Furthermore, this message does not establish an attorney-client relationship. Questions regarding specific issues should be addressed to the person(s) who provide legal advice to the recipient regarding employee benefits issues (e.g., the recipient’s general counsel or an attorney hired by the recipient who specializes in employee benefits law).

Newfront's Karen Hooper covers the Health Care Security Ordinance Employer Annual Reporting Form due date and related topics.

HCSO Employer Annual Reporting Form Due May 1

Health Care Security Ordinance Employer Annual Reporting Form Due May 1

Question: What is the employer’s role with respect to the Medicare Form CMS-L564?

Short Answer: Age 65+ employees will often remain enrolled in the employer-sponsored group health plan and delay Medicare enrollment until retirement.  Upon retirement and loss of active coverage, retirees will typically have the employer complete a portion of the Form CMS-L564 to verify key information as part of their Medicare special enrollment period process.

The Employer’s Role: Medicare Form CMS-L564 

Age 65+ employees who follow the common path of delaying Medicare enrollment until retirement generally will apply for Medicare in the special enrollment period (SEP) upon retirement.  As described below, retirees should complete this process for Medicare enrollment immediately after loss of active coverage to avoid any potential coverage gaps.

The Application for Enrollment in Medicare Part B: Form CMS-40B

Retirees applying for Medicare Part B in the SEP will generally do so via Form CMS-40B either by paper (pdf or html) or online through the Social Security Administration.

As part of the application process for the SEP, the retiree will also need to complete the Form CMS-L564 “Request for Employment Information.”  This form is used to document proof of active employer-sponsored group health plan coverage that has ended as a result of the retirement (or other termination of employment/reduction in hours).  

CMS describes the need to complete the Form CMS-L564 with the Form CMS-40B as follows:

If you’re signing up for Part B using a Special Enrollment Period (SEP) because you were covered under a group health plan based on current employment, in addition to this application, you will also need to have your employer fill out and return the “Request for Employment Information” form (CMS-L564/CMS-R-297) with your application. The purpose of this form is to provide documentation to Social Security that proves that you have been continuously covered by a group health plan based on current employment, with no more than 8 consecutive months of not having coverage. 

Medicare.gov includes a useful basic overview of this enrollment process on its “Enrollment Forms” site.

The Request for Employment Information: Form CMS-L564

Retirees applying for Medicare Part B in a SEP after loss of active employer-sponsored coverage will complete the Form CMS-L564 at the same time as the Form CMS-40B.  The Form CMS-L564 is used for proof of group health plan coverage based on current employment (i.e., active coverage), which is needed to process the Medicare enrollment application.

Section A: The retiree completes the first section (Section A) of the form so that the employer can find and complete the information about the retiree’s employment and coverage periods.

Section B: The employer is then responsible for filling in the information in the second section (Section B) and returning to the employee.

Section B asks the employer to answer the following basic questions:

Whether the individual was covered under the employer’s group health plan;

The timeframe that the employee worked for the company.

In the rare situations where the application is based on disability (as opposed to age) or tied to an hours bank arrangement, additional questions apply.

The end of Section B the form directs a “Company Official” to sign the form, including date, title, and phone number.  

The step-by-step instructions at the end of the form itself state that “An official representative of the company needs to sign this document.”  However, the “Special Instructions” section on the page housing the form states “Your employer doesn’t need to sign Section B of the CMS L564 form.”  It’s unclear why this discrepancy exists, but employers generally would want to sign the form in any case to avoid issue.

What Happens if the Employer Does Not Complete Section B of the Form CMS-L564?

In some cases, employers will be inaccessible (e.g., out of business), unable, or unwilling to complete the Form CMS-L564.  While there are no apparent penalties or other avenues of enforcement against the employer for such failures, employers that do not cooperate will place additional burdens and hardship on the retiree.

SSA materials direct retirees to handle this situation as follows:

If your employer is unable to complete Section B of the CMS-L564, please complete that portion as best as you can on their behalf and submit one of the following forms of secondary evidence: 

Income tax returns that show health insurance premiums paid. 

W-2s reflecting pre-tax medical contributions. 

Pay stubs that reflect health insurance premium deductions. 

Health insurance cards with a policy effective date. 

Explanations of benefits paid by the GHP or LGHP. 

Statements or receipts that reflect payment of health insurance premiums.

Ultimately, the Medicare application process is daunting enough for retirees without the need to independently prove the loss of active coverage.  Employers should make all efforts to timely complete Section B of the Form CMS-L564 for the retiree to facilitate the enrollment process for the retiree as much as possible.

General Rule: Medicare Enrollment at Age 65 or Upon Retirement

Employees who continue working beyond age 65 often face the choice of whether to enroll in Medicare, stay in the employer-sponsored group health plan, or both. 

One option would be for employees who reach age 65 to enroll during the seven-month Initial Enrollment Period (IEP) upon first becoming eligible for Medicare based on age.  This IEP begins three months before the month of reaching age 65, includes the month of the 65th birthday, and ends three months after the month of reaching age 65.

However, the Medicare Secondary Payer (MSP) rules provide significant flexibility for employees in this decision.  The MSP rules for Medicare entitlement based on age (i.e., reaching age 65) apply to employers with 20 or more employees for each working day for at least 20 calendar weeks in either the current or preceding calendar year.

In general, the MSP rules prohibit the employer-sponsored group health plan from taking into account the Medicare enrollment of a current employee or a current employee’s spouse or family member.

There are a number of basic rules that flow from this general principle, including:

For any active employee or family member covered by the employer-sponsored group health plan and Medicare, the employer-sponsored group health plan pays primary.

The employer-sponsored group health plan must provide the same benefits under the same conditions to employee and family members who are Medicare-eligible.

The MSP rules prohibit offering employees or family members eligible for Medicare any additional financial or other incentives (e.g., opt-out credits) beyond those made to other pre-65 employees to waive the employer-sponsored group health plan.

As a result, most age 65+ employees choose to remain in the employer-sponsored group health plan and delay Medicare enrollment until retirement.

Medicare Secondary Payer Employer Size Requirements

MSP Prohibition of Incentives for Active Employees to Enroll in Medicare

Another factor motivating many age 65+ employees to delay Medicare enrollment until retirement is the ability to make and receive HSA contributions.  Enrollment in any part of Medicare is disqualifying coverage that causes an individual to lose HSA eligibility.  Even enrollment in only the (generally premium-free) Medicare Part A hospital coverage component will block HSA eligibility.  However, many employees age 65 and older who are enrolled in the HDHP continue to be HSA-eligible by delaying Medicare enrollment.

Avoid COBRA: Age 65+ Retiree Medicare Enrollment Without Coverage Gap or Penalties

When age 65+ employees follow the more common approach of delaying Medicare enrollment until retirement, they generally will need to enroll in Medicare immediately following the loss of active employer-sponsored coverage to avoid multiple issues.

The Eight-Month Medicare Special Enrollment Period is Not Extended by COBRA Enrollment

Medicare-eligible employees qualify for an eight-month Medicare special enrollment period (SEP) upon retirement (or any termination of employment) that begins the earlier of the month after employment ends or the month after active coverage ends.  

COBRA Does Not Qualify to Avoid Part B Late Enrollment Penalties

To align with the eight-month SEP, retiring employees also have an eight-month period to sign up for Medicare Part B without a late enrollment penalty.  Failure to enroll in Part B during the eight-month special enrollment period after losing active coverage will result in a late enrollment penalty of up to 10% for each full 12-month period late.  In most cases, this late enrollment penalty increase to the Part B premium will remain in effect for as long as the individual maintains Part B coverage.

There are a number of key points to be aware of with respect to the eight-month SEP and avoiding late enrollment penalties, including:

COBRA coverage (including subsidized COBRA) does not extend the start date of the eight-month SEP.  The SEP begins to run regardless of COBRA enrollment.

COBRA coverage (including subsidized COBRA) also does not qualify to avoid late enrollment penalties after the eight-month SEP.

Failure to enroll in Part B during the eight-month SEP—regardless of COBRA enrollment—will therefore result in a late enrollment penalty for as long as the individual has part B, and the inability to enroll in Part B until January 1 – March 31 (which may cause a significant coverage gap).

Medicare Pays Primary (COBRA Assumes Primary Medicare Payment—Even If Not Enrolled!)

Perhaps the most significant reason a post-65 retiree should avoid relying solely on COBRA for any period is that COBRA will likely provide only secondary coverage.  In general, the MSP rules require that the employer-sponsored group health plan always pay primary to Medicare for individuals in “current employment status,” which applies to active coverage.  

However, retirees enrolled in COBRA are not receiving employer-sponsored coverage based on “current employment status.”  In other words, they are not enrolled in active coverage.  This means that Medicare pays primary for anyone enrolled in COBRA.

In the COBRA context where the MSP rules do not apply and Medicare is primary, the plan can assume the Medicare payment rate and pay only as secondary coverage for any individual who is eligible for COBRA.  This is true regardless of whether the individual is actually enrolled in Medicare.

For example, if an individual’s services would have been covered primary by Medicare if the participant were enrolled in Part B, COBRA coverage can pay only the amount that a secondary plan would pay.  For individuals not enrolled in Part B, that leaves the amount that would have been paid by Part B as a coverage gap for which the participant is responsible.

Medicare-eligible retirees will therefore never want to be in a position where they fail to enroll in Medicare while enrolled in COBRA under a plan that assumes the Medicare primary payment rate regardless of actual Medicare enrollment.

The COBRA/Medicare Timing “Geissal” Rule

In the rare situation where a retiree is interested in maintaining both Medicare and COBRA, the retiree needs to be aware the COBRA can terminate early if the retiree enrolls in Medicare after electing COBRA.

The timing piece means that a retiree who enrolled in Medicare prior to electing COBRA will not be subject to early termination of COBRA because of the Medicare enrollment.  In other words, retirees who want to have Medicare and remain on COBRA must be careful to enroll in Medicare prior to electing COBRA.

This timing rule stems from the 1998 U.S. Supreme Court case Geissal v. Moore Med. Corp., which is the only U.S. Supreme Court case to address COBRA rights.  Since the U.S. Supreme Court’s ruling, the IRS has updated the COBRA regulations to confirm that only enrollment in Medicare after electing COBRA can cut short the qualified beneficiary’s COBRA rights (Treas. Reg. §54.4980B-7, Q/A-3).

Summary: Employers Complete a Portion of the Form CMS-L564 Upon Age 65+ Retirement

Employees who do not enroll in Medicare upon reaching age 65 should enroll in Medicare upon retirement.  This enrollment during the SEP will include the Form CMS-L564 that is used for proof of group health plan coverage based on current employment (i.e., active coverage).  The retiree will have the employer complete Section B with some basic information addressing the retiree’s periods of employment and health plan coverage, which is needed to process the Medicare enrollment application.

Post-65 retirees not already enrolled in Medicare will in almost all situations want to enroll in Medicare immediately upon losing active coverage because COBRA coverage alone typically is not a viable option.  COBRA enrollment has multiple downsides, highlighted by that fact that it generally will provide only secondary coverage (regardless of Medicare enrollment).  Furthermore, COBRA will not extend the eight-month Medicare special enrollment period or qualify to avoid late enrollment penalties.  

In some rare situations a retiree may consider enrolling in both Medicare and COBRA.  That would generally not be the financially prudent approach compared to enrollment in Medicare with a Medicare Supplement plan (or Medicare Advantage), but there may be network-driven reasons why a retiree would consider it.  In that situation, the retiree should keep in mind that the Medicare enrollment must occur prior to electing COBRA.

How COBRA and Medicare Interact for Retirees

Early Termination of COBRA Upon Enrollment in Other Group Health Plan or Medicare

Can I enroll in Medicare instead of COBRA continuation coverage after my group health plan coverage ends?

In general, if you don’t enroll in Medicare Part A or B when you are first eligible because you are still employed, after the initial enrollment period for Medicare Part A or B, you have an 8-month special enrollment period to sign up, beginning on the earlier of

The month after group health plan coverage based on current employment ends.

If you don’t enroll in Medicare Part B and elect COBRA continuation coverage instead, you may have to pay a Part B late enrollment penalty and you may have a gap in coverage if you decide you want Part B later.  If you elect COBRA continuation coverage and then enroll in Medicare Part A or B before the COBRA continuation coverage ends, the Plan may terminate your continuation coverage.  However, if Medicare Part A or B is effective on or before the date of the COBRA election, COBRA coverage may not be discontinued on account of Medicare entitlement, even if you enroll in the other part of Medicare after the date of the election of COBRA coverage.

If you are enrolled in both COBRA continuation coverage and Medicare, Medicare will generally pay first (primary payer) and COBRA will pay second.  Certain COBRA continuation coverage plans may pay as if secondary to Medicare, even if you are not enrolled in Medicare.

For more information visit https://www.medicare.gov/medicare-and-you.

Disclaimer: The intent of this analysis is to provide the recipient with general information regarding the status of, and/or potential concerns related to, the recipient’s current employee benefits issues. This analysis does not necessarily fully address the recipient’s specific issue, and it should not be construed as, nor is it intended to provide, legal advice. Furthermore, this message does not establish an attorney-client relationship.  Questions regarding specific issues should be addressed to the person(s) who provide legal advice to the recipient regarding employee benefits issues (e.g., the recipient’s general counsel or an attorney hired by the recipient who specializes in employee benefits law).

Newfront's Brian Gilmore explores employers' roles with respect to the Medicare Form CMS-L564.

The Medicare Form CMS-L564 for Employers

For Newfront’s John McCall, innovation is key when it comes to complex situations for his client—and his bespoke solutions have had an impact across the insurance industry, especially for companies going through de-SPAC transactions.

That’s why Risk & Insurance® named John, Financial Institutions & Fintech Practice Leader for Newfront, a 2023 Financial Services Power Broker®. The Power Broker awards are an annual selection of the most effective and influential commercial insurance brokers.

“John has a reputation for identifying and building novel options that meet clients’ needs and lead the broader insurance industry forward in a positive way,” says Deirdre Finn, the Practice Leader of the Executive Risk Solutions (ERS) team at Newfront.

This summer, John worked with a multi-billion-dollar valuation client that went public via merger with a de-SPAC. John and his public Directors & Officers (D&O) team heard about excess carriers taking coverage positions that were contrary to the primary carrier’s position, even stating that there was no coverage for the claims when they were deemed covered under the primary policy. John and his team created an industry-driven solution, collaborating with every head of underwriting, legal, and claims at each of the 25+ carriers on the program over the course of three months. The work underwent 30+ iterations as they built true industry consensus and partnership on the issue they were trying to solve for the sake of all clients and carriers in a de-SPAC claim scenario. This resulted in a solution that ultimately transformed coverage and claims handling for D&O insurance that can be applied to any de-SPAC transaction going forward.

John’s solution-driven thinking has actually changed outcomes for other Newfront clients, too. “We've already repeated it for another client that I have zero involvement with,” John says. “That's the beauty of how we're set up as an organization: we can take good work, and then repeat it ten more times for another ten clients down the road.”

This network effect led to tangibly better outcomes for scores of clients dealing with de-SPAC claim scenarios. John’s approach is one that resonates. “Not only are we saving our client millions of dollars on the front end every day, but most importantly, we are saving our client millions of dollars when it comes to recovery,” he says. “We're not waiting for a bad situation to happen and learning the hard way. We're learning proactively by listening to our environment and leveraging our relationships with our network.”

Culture-focused, John prides himself on developing a world-class team to provide thoughtful guidance and individualized programs to meet and support the goals of his clients. 

“He knows that no client is the same as the next,” Deirdre says.

Congratulations to John, along with Shantelle Cabir, Cameron Lock, and Erik Stenson, who were all named to the 2023 Power Brokers program. Additionally, we want to congratulate our other team members that were finalists for the Power Broker designation:

Risk & Insurance recently named John McCall a Power Broker. Read more about his innovative approach.

Jonathan Naranjo Joins Newfront as National Real Estate Practice Leader

Newfront

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Health Care Security Ordinance Employer Annual Reporting Form Due May 1

The Medicare Form CMS-L564 for Employers

Meet John McCall, a Newfront 2023 Financial Services Power Broker