rami m alzahrani - thegrahamcompany.fall2011

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Benefits Analysis:

The Graham Company

Part 1: Benefits Matrix

Part 2: Inventory of Benefits

Team Members:

(911348328)

(914892722)


2/24The Graham Company

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Benefits Matrix:

Loss Exposure Covered? Coverage/Benefit Provided

Medical Expenses

Hospital/Physician Yes Independence Blue Cross: Personal Choice HSA, Personal

Choice PPO; Healthcare FSADental Yes *Aetna Freedom of Choice Dental, FSA

Vision Yes *Independence Blue Cross - Davis Vision, FSA

Prescription Yes *Independence Blue Cross: Personal Choice HSA, PersonalChoice PPO; FSA

Long Term Care NoRetiree Health Care Yes Medicare, COBRA

Loss of Income Due to Death

Non- Accident, Not-Occupational Death

Yes Prudential: Basic Life Insurance , Supplemental LifeInsurance; Fidelity Investments- 401(k) Profit Sharing Plan;

OASDIAccident Death Yes Prudential: Basic Life Insurance, AD&D Insurance,Supplemental Life Insurance; Fidelity Investments- 401(k)Profit Sharing Plan, , OASDI

Occupational Death Yes Prudential: Basic Life Insurance, Supplemental Life Insurance;Fidelity Investment: 401(k) Profit Sharing Plan, OASDI,Workers Compensation

Loss of Income Due to Unemployment

Unemployment Yes Unemployment Insurance, Severance Pay

Loss of Income Due to Disability

Not-Occupational,

Short-Term

Yes Paid Time Off, Fidelity Investment: 401(k) Profit Sharing

Plan; OASDI; Prudential: AD&D InsuranceNot-Occupational,Long-Term

Yes UNUM: LTD; Fidelity Investment: 401(k) Profit Sharing Plan;OASDI, Prudential: AD&D Insurance.

Occupational, Short-Term

Yes Paid Time Off, Fidelity Investment: 401(k) Profit SharingPlan; OASDI, Prudential: AD&D Insurance; WorkersCompensation

Occupational, Long-Term

Yes UNUM: LTD; Fidelity Investment: 401(k) Profit Sharing Plan;OASDI, Prudential: AD&D Insurance; Workers Compensation.

Loss of Income Due to RetirementRetirement Yes Fidelity Investment: 401(k) Profit Sharing Plan, OASDI

Other ExposureEducationalAssistance

Yes Tuition Reimbursement

Work/Life Exposure Yes Adoption Assistance FSA, Prudential: Supplemental Term LifeInsurance, Soft benefits, TransitChek & Freedom Card

Dependent Care Yes Dependent Care FSA

Property/Liability No

Legal Expenses No*= Employees are automatically enrolled in the program with low OOP expenses



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Introduction & Company Summation:

The Graham Company may have started as a small family business with only six

employees, but their true growth began once Bill Graham took over the firm. Through his

leadership the firm has grown steadily, increasing their book of business, and becoming

one of the largest agency/brokerage firms in the United States based on revenue size. The

company recognizes the value that their employees provide to the business and its clients,

and thus when they created the current benefits offering they used the unique talents of

their employee benefits team to design and present the benefit offerings for the entire

company. Recognizing that happy and healthy employee are key to future success, the

employee benefits team created a plan that is perfectly balanced between the wants of the

employees and the financial concerns of the company. Full-time and part-time employees

are eligible for these benefits as long as they work at least three days a week or a minimum

20+ hours a week. These benefits are also available to an employees spouse or domestic

partner and their children upon the employees date of hire.

Medical Expenses:

Medical Plans:

The Graham Company offers two choices of medical plans that as part of their health

benefits, a Personal Choice HSA, and a Personal Choice PPO. The employees are

automatically enrolled in both the vision plan and dental plan upon meeting the eligibility

requirements, as well as being given the option to enroll in either the Healthcare or

Dependent Care Flexible Spending Account (FSA). This will allow them to use their FSA in

any medical plan offered with the exception of the Personal Choice Health Savings Account

(HSA).



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Personal Choice - Health Savings Account:

This benefit option is a combination of a High Deductible Health Plan (HDHP) and

Health Savings Account and is provided through Independence Blue Cross (IBC). They are

offered on a non-contributory basis with The Graham Company covering the deductible for

employees ($1500 for individual and $3000 for family) as well. Eligible employees can

participate in this program on the date of hire. Under this plan, employees also have the

option to stay within IBCs provider network or they can go out-of-network. If an employee

decides to stay in the network, they will be covered at 100% after deductible for office

visits and only pay minor co-pays for prescription drugs. On the other hand, if they decided

to go out-of-network, they will have a very high deductible, $4,000 for individual and

$8,000 for family, and higher co-insurance contribution of 30% after deductible.

Personal Choice - Preferred Provider Organization:

This plan is a fully insured plan that is offered through Independence Blue Cross,

and eligible employees can also participate on this program on the date of hire. In this plan,

employees make weekly contributions. The employees weekly contributions range from

about $20 for an individual to about $85 for family. Employees also have the option to stay

in-network or they can go out-of-network of the PPO. If an employee decided to stay in

IBCs provider network, then they pay small co-pays (under $15) for office visits and

prescription drugs with no deductible. On the other hand, if they decided to go out-of-

network, they will have larger deductible, $500 for individual and $1000 for family, and

higher co-insurance contribution of 20% for office visits and 50% for prescription drugs

after deductible.



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Vision Plan:

The Graham Company offers a fully insured, comprehensive vision plan to its

employees. The plan is provided by Independence Blue Cross and is administrated through

Davis Vision. Coverage under this plan is paid at 100% on a non-contributory basis and

employees are eligible for this plan on their date of hire for both individuals and family.

Dental Plan:

The Graham Company allows employees to choose between two fully insured dental

plans through AETNA Dental, an A rated provider by AM Best *, as part of their health

benefits. These plans are a Dental Maintenance Organization (DMO) and Passive Preferred

Provider Organization (P-PPO). Employees can move between these plans on a monthly

basis. Contributions by employees under these plans are $0 for individual and about $7 for

family and are offered to eligible employees on their date of hire.

Under the DMO plan, there is no annual benefit maximum and employees do not pay

a deductible. This plan provides employees and their dependents 100% coverage on

diagnostic and basic services. However, as dental services get more complicated, it

provides 75% coverage on major services and 50% coverage on orthodontic services.

Under the Passive PPO plan, employees have the option to stay in-network or they

can go out-of-network. The deductible is the same for in-network or out-of-network

providers: $25 per individual, with 100% coverage on preventive/diagnostic services. The

amount of coverage is reduced as the services get more extensive or complex: 80% for

basic services, 60% for major services, and 50% for orthodontic services. Employees are

also capped at an annual benefit maximum of $2,500 and lifetime orthodontic maximum of

$1500.



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Loss of Income Due to Death:

If an employee of The Graham Company passes away after the first of the month

following their date of hire, then their family would be entitled to receive a benefit from the

company provided basic life insurance coverage, as well as any supplemental term life

insurance purchased. The basic life insurance policy would pay 2x the employees annual

earning with a maximum of $1,000,000 and includes accidental death and dismemberment

coverage equal to 1x the life insurance benefit. These benefits are non-contributory to the

employee and provided through Prudential, who has A+ rating through AM Best *. If the

incident had occurred after the employee had been with the firm for over a year, then the

family would be entitled to their contribution to the companys 401(k) profit sharing plan

as well, which is provided through Fidelity Investment, rated A+ through AM Best **.

Loss of Income Due to Unemployment:

Severance Package:

The Graham Company provides a severance package to employees who are laid off, or

have their services terminated by the company. The package is determined by the title,

salary, and length of and can vary from employee to employee. This is given in addition to

unemployment insurance to alleviate the loss of income until a new job is secured.

Loss of Income Due to Disability:

If an employee of The Graham Company should happen to suffer a loss of income due

to a disability either on-the-job or off, then they would first be provided a short term

disability income equal to two weeks of sick time. If they continue to be out due to the

disability then they would be provided 60% of their base salary through long term



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disability coverage that became active 30 days after their date of hire. This coverage is

provided through UNUM, which is A rated by AM Best *, and will continue until the

employee either returns to work or reaches the age of 70 if the disability is permanent.

Retirement Benefits:

401(k) Profit Sharing Plan

The Graham Company employees are encouraged to participate in the companys

401(k) offering for their retirement. The plan is administered through Fidelity Investments,

which is rated A+ by AM Best **, and employees are allowed to make discretionary

contributions into the 401(k) up to the stated IRS limits, with the firm matching 10% of the

contribution starting on the first of the month following their hire date. In addition, The

Graham Company makes weekly discretionary contributions to the plan equal to 9% of the

employees taxable wages outside of the weekly contributions to the employees 401(k)

and employer match after one year of employment. Employees are allowed to borrow

against the plan with deductions being taken from their paychecks, and rollovers from a

prior 401(k) are accepted immediately. Included in this is a vesting period of the

percentage of the shares owned by an employee. Incentives like this reward employee

retention and only build upon the belief that a successful firm is the sum of the efforts of its

people.

Percentage Anniversary of Membership Anniversary of employment20% 1st Anniversary 2nd Anniversary40% 2nd Anniversary 3rd Anniversary60% 3rd Anniversary 4th Anniversary80% 4th Anniversary 5th Anniversary

100% 5th Anniversary 6th Anniversary



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Other Exposures:

Educational Expenses:

The Graham Company is very supportive of its employees expanding their education

in, and understanding of their professional fields. After being with the firm for 2 years,

employees are allowed up to $7500 per semester in job related courses. If they decide to

pursue education in insurance courses, then the costs are paid entirely, even going so far as

to include the costs of books, and exam fees. Since the majority of their employees never

came into the industry with degrees in Risk Management and Insurance, this benefit allows

for them to become experts in their professions and fosters the idea of always learning and

utilizing that knowledge to provide the best services to their clients.

Work/Life Exposures:

The Graham Company offers several different options to their employees to manage

the work/life exposures that may arise during their employment with the firm, such as

adoption assistance FSA, supplemental term life insurance, a variety of soft benefits, a

service called Health Advocate, and public transportation vouchers.

30 days from the date that they are hired, employees can elect to withhold up to

$13,170 from their paychecks on a pre-tax basis to pay for qualified adoption expenses

only. The plan operates with a use-it or lose-it provision, and does not include a grace

period; plan reimbursements are made on a pay as you go basis. This benefit allows for

employees to be able to set aside a portion of their weekly income for the expansion

of their family and to take advantage of the government program.



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The Graham Company also allows employees to purchase additional term life

insurance for themselves, their spouse, and their children. Employees are allowed to

purchase anywhere from one to five times their annual earnings with a maximum of

$1,000,000, while their spouse is allowed anywhere from $5000 to $100,000 in coverage as

long as it doesnt exceed 50% of what the employee has elected. Their dependent children

are allowed anywhere for $5000 to $10,000 in coverage as long as it doesnt exceed 50% of

what the employee has elected as well as long as they fall within the age range of 14 days to

19 years old, with an extension of this policy to 25 if they are full time students. This

benefit is elective, 100% contributory by the employee and available at the first of the

month following their hiring date through Prudential, which is rated A+ by AM Best *.

The Graham Company also offers a variety of soft benefits to its employees that help

to nurture and develop the corporate culture, as well as improve their health and welfare.

Some of these benefits are that employees are given the day off before their wedding, the

celebration of employee birthdays, tickets to sporting and entertainment events, time off to

volunteer for charities, and employees are given champagne and balloons when they get

promoted or reach anniversary dates. The company also provides beautiful, modern work

environments that feature ergonomic chairs and workstations, as well as offering nutrition

and stress management courses to create a healthy balance between an employees

personal life and work. The Graham Company also offers a $150 fitness club

reimbursement to employees who go to the gym 120 time or more in a year, a $200 award

if they enroll in Weight Watchers or a similar program, $200 for a smoking cessation

program which can be used for nicotine patches or gum, and even $25 for each bike helmet

they purchase for themselves and members of their family. Benefits like these give



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employees a financial incentive to change their lives for the better, helping those who may

have been on the fence about taking these steps, and improving the insurability of the risk

pool to potential carriers for better pricing in the insurance market.

Since healthcare benefits are usually the most daunting for employees to understand,

The Graham Company provides its employees access to the Health Advocate service.

Employees call the service, provide identifying information, and the service is able to offer

the employee guidance and assistance when scheduling appointments, finding doctors,

disputing billing errors, and navigating the costs and options. This service is accessible 24

hours a day, 7 days a week, and is made available to employees, their spouses, dependents,

their parents, and parents-in-law from the employees date of hire.

Since the offices of The Graham Company are located in the Graham Building, just off

of Penn Square in Center City, traffic and parking are a considerable issue for the

companys employees. In an attempt to alleviate this, the company allows employees the

ability to purchase vouchers for SEPTA through TransitChek, or fund PATCOs Freedom

Card via payroll deductions on a pre-tax basis starting on their date of hire. This

encourages them to utilize public transportation and reduce the impact that their commute

has on the environment, themselves, their vehicles, and their wallets.

Dependent Care

This benefit is contingent on the fact that the employee selected this Section 125 FSA

over the Healthcare FSA and is made available to them 30 days after their date of hire. The

terms of this benefit allow, for individual or married employees who file separate tax

returns to put aside up to $2500 into their accounts, while married employees who file



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joint tax returns can put aside up to $5000. This can be used for child care for children

under the age of 13, children of any age who are incapable either physically or mentally of

self-care, and elderly dependents over the age of 65 who live with the employee.

Legal Expenses

Though this is not a benefit offered to employees in the manner that would be

specified on the companys summary plan description, The Graham Companys corporate

culture is one in which employees are able to seek the advice and help of other employees

within the firm. During our interview, Karen Boyle spoke about her own experiences and

how employees have gone to speak with the companys vice president and legal counsel A.

Peter Prinsen about any legal issues they may have. Her experience had her asking him for

legal advice on the lease of her apartment, but Mr. Prinsen has been known to speak with

employees on a variety of legal issues.

Sources:

* www.ambest.com** www.fidelity.com



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Benefits Analysis:

The Graham Company

Part 3: Benefits Analysis

Team Members:

(911348328)

(914892722)


13/24



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Design Considerations & Objectives in Offering Employee Benefits:

Chairman and CEO William A. Graham, IV has always wanted to provide his

employees with the highest level of benefits possible with little to no contribution on their

part. To do this, The Graham Company utilizes the expertise of its employee benefits team

in its yearly evaluations of the plan, taking employee requests that are given during an

employees yearly performance review and answers to employee satisfaction surveys very

seriously. These requests are explored thoroughly during the yearly evaluation of the

benefits offering and those that are seen to be potentially beneficial to the entire company

are immediately included into the benefits summary. We can see this in The Graham

Companys current plan with the incorporation of the adoption assistance FSA into the

benefit summary. Through this type of open communication between the firm and its

employees, The Graham Company is able to create a benefits package that will attract and

retain the best talent for its needs and compete with its rivals in areas other than just

salary.

Design Considerations & Objectives of Health Benefits:

The input from the employee benefits team is a key aspect to the current benefits

plan because the teams expertise and ability to underwrite the various aspects of the plan

with such efficiency is the reason why the firm is able to afford to do as much as it does.

The implementation of the high deductible health plan (HDHP) into the offering, and

making it non-contributory to encourage steerage, was key to reducing the rising costs that

The Graham Company was facing as a result of providing coverage exclusively through the

Personal Choice PPO. It was able to also maintain its relationship with Independence Blue



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Cross (IBC) as a result of this and that allowed them to keep costs lower as well, since IBC is

such a big player in this regional market. Right now less than 1% of the employees of The

Graham Company are still enrolled with the PPO, with that number expected to drop off

entirely once contribution levels are increased in relation to the cost of the plan rising for

the company.

Medical & Prescription Drugs & Healthcare HSA:

The main consideration when choosing how to elect the healthcare options for

employees of The Graham Company was to find a way to continue to provide rich benefits

to those employees and their dependents, while still managing the costs associated by

doing so. The Graham Company was able to do this by giving employees the choice

between a HDHP and the current PPO that it has. The HDHP would provide significant

savings for the firm, compared to the growing costs of maintaining the PPO. As a result, the

steerage strategies of now requiring a weekly contribution from employees who elected to

stay with the PPO, and providing full coverage of the deductible for those who elected the

HDHP by the company, were put into place. Since the covered lives were limited to

Philadelphia, The Graham Company was able to maintain the savings they were able to get

through IBC by electing to use them for both plans, and employees werent affected in

terms of changing doctors because their network stayed the same and they still had their

BlueCard if they needed coverage while out of IBCs coverage area. This cost mitigation

strategy also added value to the benefits that the company offered because it showed that,

unlike other firms that have elected to add a HDHP to reduce their health plan costs, The

Graham Company was willing to cover the additional expense that was expected to be put

on employees, improving its ability to attract and retain employees. This strategy was



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ingenious because it allowed for The Graham Company to have a calculated maximum risk

to assume per employee, $1500 for an individual and $3000 for a family, that it could

commit from its general assets while still being afforded all the tax and risk shifting

benefits of having a fully insured plan. This especially is true for The Graham Company in

this instance since the average HDHP participant never exceeds $500 on their medical

expenses3. This means that on average, an individual who is covered under the HDHP

would save the company $1000 in its general assets, as well as save it the difference in cost

of coverage for the same medical services under the PPO while still providing the employee

the same level and type of coverage.

Dental Plan:

The choice of using Aetnas Freedom of Choice Dental Plan allowed for The Graham

Company to provide comprehensive benefits to its employees with only a minor weekly

contribution of $7.21 from employees who elect for family coverage while those who elect

individual paid none. This allows for employees to receive the coverage needed so they

could schedule their annual check-up and teeth cleaning without any cost to them if they

stayed within the Dental Maintenance Organization (DMO) and $25 deductible per

individual, no matter what doctor they chose in Aetnas Passive PPO (P-PPO). Though not

encouraged, employees also have the ability to switch between the DMO and P-PPO at the

beginning of each month. The DMO would be ideal for younger individuals who may only

want this as a covered option, as well as for families who may elect to use the plan to

contain and reduce costs, while the P-PPO would be idea for families or individuals who

may have a preferred dentist and value the coverage.



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Vision Plan:

This part of the healthcare benefit is offered through IBC and administered through

Davis Vision, but without any employee contribution for both individuals and families.

Coverage that is provided through Davis Visions contracted providers is very high in

quality as verified by the National Committee for Quality Assurance, and it even contains a

retail allowance so the cost of eye wear is either partially or completely covered, depending

on employee choice. This just expands upon the comprehensive and extensive benefits

offering by The Graham Company to current and potential employees and showcases the

value in an area that may easily be neglected by other competitors.

Impact of Regulatory Compliance in Benefit Plan Design and Operation:

PPACA:

The Graham Company is not worried about failing to be compliant with the Patient

Protection and Affordable Care Act(PPACA) because the employee benefits team has been

designing plans for its clients around these constraints for some time now. PPACA

regulation and compliance was a key consideration in the healthcare aspect of the benefit

plan offering since 2009, when the major change was made to include the HDHP and the

limits were set for the FSA at $2500, as well as coverage being extended for dependents

until age 26. The issue of PPACA compliance is addressed during the yearly plan evaluation

and the necessary changes are made and communicated to employees. The future of

employee healthcare benefits is going to be even more complicated once all the parts of

PPACA take effect, but The Graham Company has taken the stance that it will be ready for

them as they come and to make sure that it will continue to provide its employees with the

richest employee benefits offering while doing so.



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HIPAA:

Since the companys employee benefits team is responsible for the entire benefits

offering, this can usually create a tense scenario in regards to the Health Insurance

Portability and Accountability Act of 1996 (HIPAA) when dealing with most healthcare

carriers. This though is not that big of an issue for The Graham Company because IBC uses

demographic rating for their underwriting purposes. Therefore, only limited amounts of

sensitive information must be collected and processed for their premium to be determined.

If the instance should arise that The Graham Company should decide to change to a

national carrier or self-insure in the future though, close attention must be made to handle

this sensitive information with care since the information could be compromised as a result

of involvement from the companys own employee benefits department.

ERISA:

Because of the Employee Retirement Income Security Act (ERISA), The Graham

Company is responsible for maintaining fiduciary responsibility, communicating plan

changes, and conducting discrimination testing on its benefit plan offerings so it will

continue to enjoy favorable tax treatment. The Graham Company currently maintains its

fiduciary responsibility by making sure that the coverage provided through the HDHP

matched, if it was not better than, that provided through the existing PPO, before

implementing the steerage strategies that caused the majority of employees to switch

plans. The big switch for employees from their PPO to the HDHP was a bit slow at first, but

picked up once the firm conducted mandatory meetings where employees received



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informational plan material, were explained the difference in plans, and employees were

given the opportunity to ask any questions that they had. The Graham Company followed

this up by allowing employees to speak with a plan specialist about the HDHP and the

differences between it and the PPO, during scheduled blocks of time during the first couple

of months of introducing the plan. Discrimination testing has never been an issue for the

Graham Company since employees have always been given a non-contributory option for

the healthcare benefit, and coverage does not differ between the average worker and

upper-level management. This also is true with its 401(k) plan since The Graham Company

is matching employee contributions and offering profit sharing for eligible employees in a

market where most other companies have stopped, and thus has encouraged employees to

participate in large numbers.

Problems, Concerns, and Considerations in the Design of Health Benefits:

Since most of the issues with this plan are addressed yearly based on the feedback

that employees give during their performance reviews, any concerns and shortfalls are

quickly resolved. But The Graham Company will have to constantly weigh cost in

relationship to its offerings, and may have to offer specific carve outs for benefits that are

too expensive to offer as a whole single entity. Figuring out what those are, how they will

affect employees, and how much the savings will reduce the amount of cost that will be

shifted onto the employee will be critical aspects to balancing future cost containment and

rich benefit offerings.



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Design of Other Types of Non-Retirement Benefits:

Employees are offered non-retirement benefits as part of the attract and retain

methodology. Through our analysis, we divided these benefits into two parts: wellness

programs and soft benefits. Wellness programs offer incentives and discounts to

employees of The Graham Company once they meet certain criteria. For example,

employees at The Graham Company have stress and nutrition brown bag lunches where

they can learn about way to reduce stress and have a healthy lifestyle. To further the focus

on a healthy lifestyle, The Graham Company also offers $150 fitness club reimbursement to

employees who go to the gym 120 or more times in a year, as well as $200 to an employee

who participates in a weight management program like Weight Watchers. Employees who

smoke are also eligible for up to $200 to enroll in smoking cessation programs and if the

program costs less than this, they can use the money for smoking cessation aids like

nicotine patches or gum. Initiatives like these within the wellness program are designed to

give employees a financial incentive to better their lives, in turn increasing their

productivity, and lowering their impact on the company provided health plan.

Soft benefits are open to all employees and develop the friendly, family-like

environment that employees are encouraged to feel. Employees are given the day off before

their wedding, offered soft pretzels and water ice as in office treats during hot days, and are

given sports/concert tickets as rewards for their hard work and contribution to the overall

success of the company. These small rewards may not seem like a key piece in the

employee attraction/retention puzzle, but these soft benefits are reminders to the



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employees that they are a part of an organization that cares about their welfare without the

expectation of achievement.

Conclusion:

The Graham Company is an exemplary example of a company that values its

employees and has shown it through its benefits plan. Through the companys stance of

wanting to provide the richest benefits without much contribution from employees, the

firm has used its expertise to implement unique strategies that provide the best value with

the least cost. The benefit plan is often brushed aside as something that must be composed

so that firms are able to stay competitive with each other when attempting to lure and

acquire the best talent, but for The Graham Company this is the embodiment of who they

are. The firm is the product of hard work and effort by employees who see the impact that

their work has on the lives of their clients, and so they excel and exceed expectations.

Employees are not confined to the way that the industry looks at things, but rather have an

incredibly creative and supportive structure throughout the company that is willing to

listen to and evaluate employees ideas. This benefit plan reflects this by giving employees

the most for the least cost to them, while also showing that not everything must be

sacrificed in order for a business to continue to thrive in this economic climate, just that

creative solutions must be implemented.



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Works Citied

1- "William A. "Bill" Graham IV: Chairman of the Board/Chief Executive Officer, CPCU, CLU."

The Graham Company. The Graham Company. Web. 08 Dec. 2011.

.

2- "Awards." The Graham Company. The Graham Company. Web. 07 Dec. 2011.

.

3- The Bancorp Bank Health Savings Account. The Bancorp Bank HSA, 2011. Web. 08 Dec.

2011. .



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23 November 2011

A. Peter Prinsen, Esquire, CPCU, RPLU, ASLI, AIC

Vice President and General Counsel

The Graham CompanyOne Penn Square West

Philadelphia, PA 19102

Dear Mr. Peter Prinsen

On behalf of my partner, Rejo Mathew, I am writing to thank you for all the help you havegiven us with our project in your company.

I especially appreciate the contacts you have shared with us. Your assistance has been veryvaluable to us while do this project. My partner and I are certain that the experience thatwe will gain by doing this project and the contacts that we will make at the end willincrease our educational knowledge and skills and that it will impact us positively in ourfuture carrier.

Again, thank you so much. We greatly appreciate your time and consideration.

Sincerely,

Rami M. AlzahraniPresident, Saudi Students Association

Risk Management & Insurance - Healthcare Management

Fox School of Business

Temple University, Philadelphia, PA

Tel: 310.779.1666

E-mail: [email protected]

*This is a copy of the Thank you letter that we have sent to Mr.A. Peter Prinsen
mailto:[email protected]:[email protected]:[email protected]


24/24

08 December 2011

Karen Boyle

Human Resources Specialist

The Graham CompanyOne Penn Square West

Philadelphia, PA 19102

Dear Ms. Boyle,

We are writing to thank you for all the help and advice that you have given us with

our project on The Graham Company. The information that you provided was crucial to the

project, and we sincerely appreciate all that you have done to assure our success. Welearned a great deal from this experience, and it allowed us a more in depth understanding

of the course material, the services that The Graham Company provides its clients, and how

those two were interrelated. We will make sure to stay in contact with you in regards to

any developments with this, as well as send you a hard copy of the entire assignment.

Kindly feel free to contact us with questions, concerns, or feedback that you may have, as

we believe that it will help us improve our future work.

Again, thank you so much. We greatly appreciate your time and consideration.

Sincerely,

Rami M. Alzahrani

Rejo Mathew

*This is a copy of the Thank you letter that we have sent to Ms. Karen Boyle

rami m alzahrani - thegrahamcompany.fall2011

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