The maximum Withdrawal Charges for B Class Deferred Annuities. The amount of this fee will be no greater than $25 per transfer. Your exercise of the “free look” is the only circumstance under which the bonus will be retrieved (commonly called a “recapture”).Ĭurrently charged, we reserve the right to limit transfers and we reserve the right to impose a transfer fee. Look” period, we will retrieve any bonus amount paid. If you select a class with a bonus feature and you exercise your right to cancel during the “free The purchase payment credits (“Bonus”) may be more than offset by the higher expenses for these classes. It should be noted that the expenses for the B, L, and e Bonus Classes of the Deferred Annuity may be higher than similarĬontracts without a bonus. The e Bonus Class Deferred Annuity we also credit 3% to each of your purchase payments made during the first contract year. Payments which consist of money from eligible rollover distributions or direct transfers from an investment vehicle (such as an annuity or a mutual fund) that was not sold by MetLife or one of its affiliates. Subject to certain limitations, during the first two Contract Years, for the B and L Classes, we currently credit 3% (2% in New York State) to each of your purchase We do not currently charge a fee for transfers of cash value among Divisions or between the Divisions and the Fixed Account, We reserve the right to impose a transfer fee of $25.Ĭlass with a 7 year withdrawal charge and higher ongoing fees than the e Class. More information about the Company, including its financial strength ratings, is available upon request by visiting Will be able to meet our claims paying obligations there are risks to purchasing any insurance product. MetLife is regulated as an insurance company under state law, which generally includes limits on the amount and type of investments in its general account. Payments, and are not guaranteed by any other party. Any obligations (including under the Fixed Account), guarantees, or benefits are subject to the claims-paying ability of the Company, and our long term ability to make such These changes will impact the economy, but they will also lead to outsized disruptions in employee perceptions of work-life balance, caretaker obligations, personal stress and financial worries.īusinesses that adopt financial wellness programs and have strong benefit programs will help build a resilient workforce where their employees can handle these new economic challenges - and boosting overall engagement, productivity and talent retention in the process.Investment in the Contract is subject to the risks related to the Company.

A Crucial Time for SupportĪs the economic crisis continues, both employers and their employees face continued challenges in the months - and perhaps years - to come. Communications now will be key to helping employees better protect themselves from financial risk and to enabling them to manage their short- and long-term goals. Step 2: Increase communications around benefits and financial wellness programs to improve awareness and utilization. From hospital indemnity insuranceies to critical illness insurance, it's essential to consider adding new benefits, especially ones that are more relevant in the wake of COVID-19. Step 1: Review your current employee benefit offering to see if it is meeting employees new needs. As the COVID-19 pandemic has placed new financial stress on employees, now is the time for companies to re-asses their employee benefit and financial wellness programs to ensure they are providing employees with timely, high-impact support.

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