This company started in 2003 by former executives of other health plan companies for whom I had worked. I was requested to join the staff to develop business logic, process manuals and Excel Spreadsheet tools to analyze claims to determine individual record validity to appeal to level 1; as well as escalation to level 2 Compliance Officer or level 3 CEO/COO of vendor companies. Responsibilities include: determining which records should be appealed to the respective vendors through analysis of the data submission by the client, maintenance and update of processes to comply with HIPAA as well as changes implemented by client or company requirements; development of models for projects as requested by Sr. Management; and training of employees in claims appeals policies and procedures .

Employee benefits consultant through which innovative solutions were developed to provide Fortune 100 and Fortune 500 companies with an employee plan of benefits within the financial objectives established by the client. This was accomplished through financial analysis of medical claims; fixed administration charges; benefit plan analysis and hard-pressed negotiations with vendors. In addition, my responsibilities included: development and analysis of Request For Proposal (RFP) to current and prospective vendors; ERISA Compliance; Summary Plan Description (SPD) assessment and review; HIPAA Training of Human Resource Personnel; medical claim audit;

Developed and trained team of large group financial underwriting analysts for clients with 50 to 2500 employees. Working with both actuarial and sales/marketing representatives, designed and instituted new business practice protocols which successfully increased the book of business while reducing the per member per month cost to the company.

Having obtained all licenses required to sell securities and such products; i.e. Series 7, 3, 31,65, and 63 built a block of business whereby I analyzed existing portfolios of clients for balance and provided investment advice geared to maximize the portfolio return on historical trends. With new clients who were investing for the first time, provided investment advice in keeping with their budget, timelines, financial goals and risk-taking competency. In my practice used asset allocation models to provide guidance and minimize risk to principle.

Sell to senior citizen market, Medicare Supplement, Long Term Care Insurance, Life Insurance and other products for senior citizens.

John Alden hired me to establish underwriting protocols to expand their business model from intermediate group sized of 10-50 employees to employer based clients of 51 employees and above. This entailed coordinating a committee comprised of division heads from actuarial, compliance and contracts, claims, provider contracting, marketing, and IT. To implement a new funding vehicle and plan products required new actuarial tables and rate filings, system changes to adjudicate the claims, training of sales/marketing and account management personnel to adapt to large group implementation, contracts and compliance required upgrading to fit the new plans being offered.

Financial underwriting of large group health, dental and life insurance . Analysis of claims and benefits to include establishing reserves and determining stop loss premiums and administrative services only rates to self-funded groups of 50 employees and more.

Initially under the Equitable Group Life and Health Division. developed and maintained employee plan booklets and Summary Plan Description (SPD) for employer groups. These provided the details of the employee plans and copy of the contractual liabilities between the employer and Equitable. Later the company became Equicor which was a merger between Equitable and Hospital Corp of America (HCA). In 1992 the entire acquistion of Equicor was finalized and the NYC Adminiistraive Operations closed.In 1989 moved from Contracts and Compliance to Large Group Financial Underwriting. This entailed benefit and claims analysis to determine the employer rates need to fund their health, dental, life and disability insurance premiums.

Working for a partner's team, duties included: organizing files, fact-finding meetings with clients, working with attorneys and other paralegals as well as investigators. Research case-law vis-a-vis the library, Shepardize case law, analyze and identify legal issues, review and summarize depositions, attend with client medical examination depositions, develop preliminary briefs for motions. The work facilitated by the partner to whom I was assigned was predominantly intentional torts. However, we also had some clients involved in employment and labor practice, general liability practice, insurance services and entertainment law

Having completed my basic training at Ft Jackson Sc, My military career started as a Field Radio Repair Technician and then moved to Military Intelligence Analyst/Interrogator. During my service attended: Primary Leadership Course and Electronic Radio Repair School at Fr Gordon Ga, NCO Academy at Bad Tolz Germany, Intelligence School at Ft Huachuca AZ, Korean Language Program at Defense Language Institute (DLI) Monterey CA.Once training at DLI was completed was assigned to live mission duty in the DMZ 8th Army; 2D Infantry Division,102 MI Battalion, Camp Casey South Korea. At that time I was the first US Army woman interrogator to be assigned in a combat zone.

Teacher of Health and Physical Education. Start-up and coached girl's track team. Developed a model curriculum program for the department which was later expanded throughout the school. The program was for Cooperative Work Study Students who worked one week and attended school the next week. It was based upon a contract pyramid where the student would choose assignments based upon their assessment of their own grade goals. For example, if a student only wanted a passing grade of 65-70 they would complete fewer assignments and projects. If a student wanted a passing grade of 90-100 it would consist of a heavy and more complex homework completion and tasks. Overwhelmingly the students elected in the 85-90 range, with none selecting the lowest tiers and few taking the the higher level. Once implemented in the entire school the matrices demonstrated such success that the Board of Education considered implementing it system wide.My department chairwoman at the time described me on my teacher review as a "dynamic and developmental teacher." In 1975 the City of New York defaulted and as part of the 12,000 teachers laid off based upon date of license, I was able to continue to find occasional substitute teaching assignments in 1976.