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Wrong Sue Reibel?

Ms. Sue Reibel

Senior Vice President, Consumer Solutions, Canadian Division

Manulife Financial Corporation

Direct Phone: (519) ***-**** ext. ******       

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Manulife Financial Corporation

200 Bloor Street East NT 11

Toronto, Ontario M4W 1E5


Company Description

Manulife Financial Corporation is a leading international financial services group providing forward-thinking solutions to help people with their big financial decisions. We operate as John Hancock in the United States, and Manulife elsewhere. We provide ... more

Find other employees at this company (17,330)

Background Information


Board of Directors and Investment Oversight Committee As Well As Chair of the Pension Committee
Wilfrid Laurier University


Bachelor of Mathematics

University of Waterloo

Web References (47 Total References)

Manulife has announced that ... [cached]

Manulife has announced that Sue Reibel will succeed Charles Guay as executive vice-president and general manager of institutional markets for Manulife Canada.

Reibel will assume her new duties in June 2016. She has 13 years of experience in institutional business and specializes in areas such as pension reform and drug benefits. She currently leads Manulife's consumer solutions team.

Sue Reibel, Senior Vice ... [cached]

Sue Reibel, Senior Vice President and General Manager, Group Retirement Solutions, Manulife Financial

Join this session and bring your questions for what promises to be a lively discussion led by panellists Sue Reibel and James Pierlot.
Sue is a Senior Vice-President of Business Development with Manulife Financial and James is a Principal with Pierlot Pension Law in Toronto.

Sue Reibel, senior ... [cached]

Sue Reibel, senior vice-president of consumer solutions at Manulife, says if you're coming off your parents' group plan or another insurance plan, time is of the essence. You generally have about 60 days when you can roll yourself into an individual plan without going through underwriting.

"You've got an opportunity to get a preferential purchase," she said. "If you pass that time frame, then you're buying (while) taking all of your individual circumstances into account and it may affect your price."
Reibel noted that when insurance shoppers consider what they need, it's important to understand what other coverage they already have and what they need so they don't end up paying for non-essential items or lacking insurance for something they could have anticipated.
"It is understanding where your personal gaps are," she said.

Theresa Norris-Lue of Cowan Insurance ... [cached]

Theresa Norris-Lue of Cowan Insurance Group and Sue Reibel of Manulife Financial at the W100 Idea Exchange. Photo: Arthur Mola

Theresa Norris-Lue of Cowan Insurance Group and Sue Reibel of Manulife Financial at the W100 Idea Exchange.
In a conversation with Sue Reibel, Senior Vice President of Business Development in Group Benefits & Retirement Solutions at Manulife Financial, Norris-Lue drew a comparison between finances and health.
Reibel cited Manulife research studying employees who were "financially prepared" versus ones who were "financially not prepared.
Helping those workers get their finances together isn't just about being a nice employer, Reibel notes. "When people are nearing retirement age but aren't prepared, you can wind up with employees who are 'retired on the job,'" she said.
"When you're stressed, you can't be creative, it dries up," concluded Reibel.

Canadians losing out on as much as $3-billion in ‘free money’ defined-contribution pensions | Feig Financial Services [cached]

"I don't think some [people] even know they're leaving money on the table," said Sue Reibel, senior vice-president of business development at Manulife Financial.

Ms. Reibel cited one Canadian multi-national that redesigned its plan so that employees in the pension plan were automatically enrolled at the maximum optional contribution level, and were required to opt out. Before the change, only 40% of employees made optional contributions.
After the redesign, more than half the employees, 55%, stayed with the maximum optional contribution. A further 20% of workers switched to smaller optional contributions where the employer still kicked in.
"It's a totally behavioural-based outcome," Ms. Reibel said.

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