Express Authority

In insurance, express authority refers to the authority given to an agent or broker in writing to perform specific acts or duties on behalf of the insurer. This type of authority is explicit and clearly stated, and it outlines the scope and limits of the agent's or broker's responsibilities.

Here are some key features of express authority:

• Written documentation: Express authority is given in writing, such as through a contract or agreement between the insurer and the agent or broker.

• Specific duties: The authority given is specific to certain duties or acts that the agent or broker is authorized to perform on behalf of the insurer.

• Limits and scope: The express authority outlines the limits and scope of the agent's or broker's responsibilities, making it clear what actions they are authorized to take and under what circumstances.

• Binding on insurer: Any actions taken by the agent or broker within the scope of their express authority are binding on the insurer.

Example: An insurer may grant an agent express authority to negotiate and sell insurance policies to customers within a certain geographic region. The agent would be authorized to conduct these activities, but their authority would not extend to making policy changes or settling claims on behalf of the insurer.

Next Up

Vision is the most commonly offered ancillary benefit in employer-sponsored plans — 89% of employers offer it nationally, higher than dental, higher than life insurance, and higher than any voluntary benefit. And yet vision is also one of the most underfunded benefits in the market.
Dental benefits are not your largest cost center. For most employers, dental represents a fraction of what medical costs per covered employee annually. But dental is one of the highest visibility benefits in your package: employees use it, notice it, and talk about it. When it’s good, it builds goodwill. When it’s inadequate (low maximums, no orthodontia, zero employer contribution) it registers as a signal that the employer isn’t invested in the total package.
How an employer funds its health plan sits quietly in the background of every benefits decision. Most CHROs and CFOs know their premium cost. Fewer understand the mechanics of how their plan is actually structured: who holds the risk, who administers the claims, how costs flow, and what flexibility, if any, they have to change any of it.