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Tag Archive: plan

  1. 7 employee benefits that aren’t insurance benefits

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    7 employee benefits that aren’t insurance benefits

    These are changing times. With many employers facing challenges finding and hiring employees, it’s interesting to take a look at the creative tools some of our clients have used to find and keep their new hires. Certainly, insurance benefits are one recruiting tool, but there are many employee benefits that aren’t insurance benefits that are appealing to new prospects.

    The new hiring process

    More employers are hiring employment agencies who specialize in maneuvering online social media platforms and finding the right candidates, before those candidates even apply; social media allows recruiters to find a perfect candidate the first time they recommend a new hire. But once that perfect fit is found, how best to keep them?

    While we often talk about how traditional insurance benefits can be an amazing tool to do just this, there are also other ways to promote employee engagement and a great work environment. So, consider the following benefits — that aren’t benefits — as innovate approaches to improving your work culture.

    Unplug room: Create a place for your employees to relax, rest their eyes, and rejuvenate during the workday. Promote it as a 5-minute time out to refresh.

    Travelling massage therapist: Hire a massage therapist in your workplace to offer staff neck and shoulder massages. It will ease their tension and set you apart. Employees want to work for employers who care.

    EAPs (Employee Assistance Programs): EAPs are more popular now than they ever were. They’ve evolved to offer online and phone fitness training tools for your employees to tap into, promoting healthy living in a way that’s easy to use and helpful. Check with your EAP provider to see if this is offered.

    Virtual doctors: Some providers are embedding this new benefit into their platform. For employees managing a busy life and in need of a medical consult, doctors accessible via video call or phone are a big win. Employers wins too; issues are addressed quickly and efficiently with less time needed away from work.

    A potluck lunch: Bringing your team together through the sharing of food is always a good idea. A greater sense of community can encourage a higher level of engagement, promote a happier environment, and improve employee tenure.

    Take your dog to work day: Dogs are man’s best friend, and your employees with dogs think so too. By allowing them to bring their well-trained dog to work for a day, they get to connect with other employees in a way they may never have before, provided there are no allergy issues to consider. Remember: more engagement means more tenure. Dogs are also known to relieve stress, so there is a dual benefit in promoting dogs in the workplace.

    Lunch and meditation hour: With computers and cell phones so prominent, the need to unplug and turn off our minds has never been more desired. Hire a meditation specialist or use an online meditation tool. You just need a quiet room and someone to organize the event. Turning off our minds is becoming a necessary exercise that will promote calmness and improve creativity and health.

    With the speed of life moving so fast and things changing just as quickly, the need to evolve our ideas surrounding work environments is crucial. It is often said that the more you give, the more you get. Give one or more of these ideas a try and you and your employees are sure to reap more benefits than you never expected.

    If you would like to learn more about the group benefits we offer and what we can do for our clients, please contact Steve Marsh at 905-777-9990, ext. 200, or via email at Our expertise is your advantage!

  2. Thinking of adding a Retirement Plan?

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    Do your group benefits expose you to legal risk?

    If your plan includes a Retirement Plan, congratulations! You’ve given your company a critical competitive hiring advantage; a Retirement Plan is key tool for recruiting and attracting new employees to your organization. And of course, adding a Retirement Plan is a great way to reward your current employees, and helps improve retention and staff tenure levels.

    While only approximately 20% of employers offer a Retirement Program, many employers are now discovering how incredibly important a Retirement Plan can be — especially for those struggling to lure and retain staff.

    Retirement Plans come in many formats, including Defined Contribution Pension Plans, Defined Benefit Pension Plans, GRRSP’s and GRRSP/DPSP Plans. Today most employers lean toward the GRRSP/DPSP plan option, where possible. This style of plan is more flexible and enables the employer to control more of the plan rules and protect the company contribution to the plan. This is done through “vesting” rules. Vesting is a participation timeline requirement the employee must meet in order to receive the company contributions at termination. Rules in a GRRSP/DPSP can stipulate this requirement and protect the company contributions from being accessed by short term employees.

    Most plans offer an Employee/Employer match program where the amount the employee contributes is matched by the employer. Most plans offer between 3 – 5% contribution matches. This means whatever the employee contributes the employer matches, up to a set maximum amount. Typically, there are no direct costs incurred for the Employer to set up a GRRSP/DPSP as the fees for running the program are included in the Investment Management Fees (IMFs) the employee pays through each fund. An employer’s main administrative role is to deduct the employee’s contribution and remit both the employer and employees’ portion on a monthly basis to the carrier.

    All retirement providers offer a host of funding options, but the key to a well-run plan is simplicity. Employees are not typically investor-savvy, as a result most providers offer simplified solutions to as an option. A common simplified choice is a Target Date Fund, which is often referred to as an autopilot fund. This style of fund requires little effort from an employee, as the employee makes one choice by selecting their target retirement year, which in turn determines the Target Date fund best suited to them. Once selected this fund automatically addresses the changing risk needs as the employee ages and will automatically make fund changes to reflect their evolving needs.

    For employers thinking about introducing a retirement plan, be sure to use a qualified broker to assist you through the right design decisions and help manage the program on an ongoing basis. A good broker will assist you in your CAP Compliance requirements and provide you with an annual summary to help you meet and protect your organizations interests, and build a sound CAP file to be referred to in future years should past efforts and diligence need to be confirmed.

    Business Insurance Services offers a wide range of services to guide and assists clients through the steps of implementing and maintaining a Retirement Plan. For assistance please contact Rosemary Marsh at 905-777-9990, or via email at if you’d like to discuss any of the above. Our expertise is your advantage.

  3. Is cheating your group insurance plan fraud?

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    You bet it is, and carriers are — understandably — doing more than ever to educate employees that cheating your group insurance plan is fraud and will not be tolerated.

    In fact, these more aggressive actions by carriers have resulted in employees being charged, and employers in turn are terminating employees who cheat their group plans. In other words, there are real, and severe, consequences for cheating.

    Never before has the industry put more focus on insurance plan fraud prevention than what you’re seeing today. Ads appear on television, in magazines and in publications educating employees that any fraud is unacceptable and illegal. Carriers are investing heavily in fraud prevention as well, through the programing of algorithms in their claims systems to detect unusual activity.

    Many carriers have increased their staff in this area as well; in some carrier operations, staffing in insurance plan fraud departments has jumped from 4 to 80 employees over the past five years. Add to this more sophisticated hiring practices where past police and investigative personnel form part of the insurance carriers’ team, and you can see how seriously carriers are taking their efforts to reduce fraudulent claims usage.

    What does this mean to you as an employer? Fraud costs your plan money and while your carrier is doing everything they can to ensure they address all that fraud does to your plan, there are actions you can take as an employer to protect the financial interests of your plan. The three key areas of focus are as follows:

    Time – take the time to treat your group plan like the important budget item it is. Too often employers don’t have or take the time to even review their plan as an important budgetary cost item. This is one of the costliest ways to manage your benefits program. As with any unaddressed budgetary item in your organization, costs will rise, and group benefits are no different.

    Expertise – finding the right partner to help you manage through the tumultuous group benefits arena will save you time and money. A qualified broker partner will know how a group plan works both in underwriting and in practice and will be able to delve into what your plans drivers are, to manipulate the outcomes, and align it with the goals of your organization. A good broker partner will be nimble in offering creative solutions that will address the long-term impact of your plan financially as well as competitively.

    Communication – never has communication been more important to group benefits than it is today. It’s really the key to your benefit results. Communicating between all stakeholders can greatly influence outcomes. Add to that the importance of communicating well to your employees from the onboarding stage and ongoing. Doing this right and in a format that suits your organization and your employees will domino the effects of offering a group benefits program and can improve your financial outcomes.

    For more information on how to trump up your group benefit experience, please contact Rosemary Marsh at 905-777-9990, ext. 202 or via email at Our expertise is your advantage!

  4. As an employer, do your group benefits expose you to legal risk?

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    Do your group benefits expose you to legal risk?

    Technological innovations have made group plan administration easier than ever. With online enrolment and online claims processing and billings, both you and your employees can interact and manage your benefits plans anytime, anywhere.

    But with this evolution, there has been a shift in where the burden of responsibility and liability lies. While employers have empowered their people to self-manage many aspects of their benefits plans, employers still maintain responsibility should any issues arise, and naturally, there can be legal implications. The shift to a do-it-yourself model has been great, but you are still responsible for ensuring your people know how to use their benefits plans and what their coverage entails.

    There are many responsibilities to consider, but for this article we have focused on the following three main areas:

    • Enrolment forms
    • Life events
    • Staying current

    Always get complete, accurate enrolment forms

    It may sound simple, but having every employee complete an enrolment form is a critical piece of the administration puzzle. This one document ensures the employee is enrolled, registers a legal beneficiary in the event of death, and binds the carrier to insure all those listed in the document. Without this document properly completed and submitted within 31 days of being eligible for the group plan, there can be carrier denials that may cause the employee to pursue legal action, depending on the situation.

    Stay on top of life events

    A “life event” is a term insurance carriers use and is a key rule within a group insurance plan. Life events allow an employee to make changes without any medical questions asked, such as a change in marital status, an addition to the family, or when a spouse has a job change that affects benefits. Carriers will allow these changes to be made as long as they are considered a life event, by the carrier’s definition, and they were advised within 31 days of the change. Failure to provide proper notice can result in denial. When this occurs, the employer can be at fault and could be legally liable. It’s for this reason that employee education is important: it ensures that employees are aware of the requirement, and protects employers as it confirms that they have done their part to assist employees in managing this detail.

    Keep employee and beneficiary information current

    Enrolment forms include both the beneficiary and the income, two key pieces of information that should be updated regularly. The income reported on group insurance plans can affect the level of insurance for life insurance, AD&D and short- or long-term disability, if applicable, and requires regular updates to ensure there are no errors concerning employee information. Errors can cause an issue at claim time that is easily avoided if administration updates are part of the employer’s process. All employee beneficiary designation forms should be updated regularly to ensure they reflect the employee’s current intent. Making this a part of an annually scheduled process to remind employees of their responsibility to update their beneficiary goes a long way in reducing any legal liability for an organization.

    It’s surprising just how important that enrolment form is! If you’d like to discuss this or any of the other due diligence items we regularly review with our clients, please contact Steve Marsh at Business Insurance Services or 905.777.9990, ext. 200.

  5. Three reasons why group benefits are so costly — and how you can address them

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    Group benefit costs continue to rise, but that’s not something you don’t already know. What you might not realize is why.

    Naturally, there are many varying reasons for general rate adjustments, and we don’t need to discuss the various justifications for why health and dental costs are on the rise. But it is worth reviewing the deeper-seeded components that factor in to plan costs — especially because, as an employer, you have some measure of control over these costs.

    Let’s take a look at three of them:

    Plan Design. This could be the greatest factor in why your costs are going up. If your plan is above industry norms, you will be attracting more claims from employees but also from their dependents, as under coordination of benefits (where a couple both have coverage), you will pay what other plans wouldn’t. Have you safeguarded against abuse and over-utilization in your plan? We are living in changing times, so if your group plan hasn’t changed, you are going to have more financial pressure than you can may be able afford. The changes we are talking about are not the typical benefit cutbacks, but rather a more forensic approach to benefit design that explores what your employees truly need. This type of review will reinforce the sustainability of your group plan.

    Claims Usage. The cost of your plan is directly correlated to claims paid. This requires us to focus on specific benefits, such as your health and dental, as these typically represent 60% of your total group benefit budget. And while this ties directly into the plan design you offer, it is also impacted by the mindset of your employees. Some employees will treat their group plan as an entitlement, with little regard for how the plan is used as it is company money, not their own. For this reason, engaging employees in the relationship between claims and costs and arming them with knowledge about why it is in their best interest to always be an aware consumer, even when it concerns their benefits, is critical to improving the results of your group plan. Corporate culture can have a significant bearing on your ability to partner with your employees and impact your bottom line.

    Carrier Costs. Have you noticed how complicated group benefits are getting? This confusion can frustrate employers and encourage rash decision-making over detailed analysis. However, a carrier’s costs can absolutely be an important factor in the group benefit cost conundrum, and avoiding it can quickly exacerbate the costs. Only through in-depth analysis by a group insurance expert/advisor can you confirm if you are paying too much for your plan. You can always market your group plan to test for competitiveness, but unless your advisor knows how the pricing of a plan works, you are likely boomeranging back to the same scenario, with a bad first renewal. So scrutiny of all the components of your plan’s costs is required to ensure you are obtaining real savings and can avoid the costly process of switching carriers cyclically.

    If you would like to explore the unique tools we use to address these key group benefit factors, please contact Steve Marsh at Business Insurance Services or 905.777.9990, ext. 200, today.

  6. Virtual Doctor Services: Are You Ready to Offer This Benefit to Your Employees?

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    We’re living in an era where things change fast! We’ve seen it as technological advances are made in so many areas, from home appliances and automobiles to communications. Medical services are no exception, as we’re currently seeing the emergence of virtual doctor services.

    The concept is just as you’d surmise, given the name. Where offered, an employee has access to a doctor, via video, on their phone or using their computer. Some insurance carriers have aligned themselves with a specific provider, but where a carrier does not offer this option, it can be purchased direct from a provider of virtual doctor services. There are many different options, and pricing for this new benefit can be just as varied, ranging from $3.00 to $15.00 per employee, per month.

    Ultimately, the level of service and attention to detail will differentiate one virtual provider from another. However, when looking to add this new benefit to your plan, the key is knowing what services a provider offers and how they impact an employee’s current medical provider. Only private virtual doctor services work outside of the Ontario Health Insurance Plan (OHIP) and as a result, virtual visits to a doctor have no impact on the employee’s family doctor OHIP billing. This type of provider is more costly, but also seems to provide the highest level of service.

    With hospital emergency room wait times ballooning and some geographical regions having wait lists for family doctors, it’s no wonder this benefit evolution has occurred. One provider’s experience shows 40-50% of employees with this benefit will use a virtual doctor app on their phone. Those who have used the service love its convenience and found the level of care excellent. They found it easy, timely and efficient to get an answer, and appreciated the convenience of having their prescriptions sent right to their local pharmacy for quick pick-up. In many cases, easily resolvable health issues that previously required taking time off work and a longer duration of suffering were quickly addressed and remedied. The service is quick to refer employees when situations require more direct medical attention, but many needs can be addressed using this application.

    This kind of virtual service will have a profound impact where family doctors are not readily available and should also reduce employee absenteeism and improve productivity. Some employers even look at this as a hiring benefit to attract new talent. The key is to fully understand the services offered to your employees to ensure the cost/benefit analysis is aligned with your corporate philosophy. For more information on what your options are, contact Rosemary Marsh at Business Insurance Services today.

  7. If you have travel coverage in your group plan, do you need to buy individual travel coverage for your trip?

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    Travel coverage has evolved of late. This is in part due to the world becoming a smaller place and many of us travelling more frequently. We are often asked whether employees should buy individual travel coverage or rely on the group plan’s travel coverage. All plans differ and so the key is to know what your plan provides and what the stability clause is in any travel plan.

    Stability Clause: This terminology refers to what criteria a carrier uses to access if an employee is medically safe to travel. The most common stability clause requires that an employee must be medically stable for the 90 days prior to travelling. This sometimes means no substantial change in medication, no unconfirmed test results, no health conditions not yet fully diagnosed. If an employee cannot meet the carrier’s definition of medically stable, he or she will not pass the stability clause and will not have travel coverage for any pre-existing condition.

    For the above reason, there is no straight answer to the travel question, Should you or shouldn’t you buy extra coverage? It all depends on your medical situation and the restrictions within your group travel policy.

    Please note, should an employee have a pre-existing condition that disallows his/her group travel coverage, there is an individual travel policy where stability is measured in the 7 days prior to travel. So be sure to inquire by contacting your travel carrier to better understand your plan’s medical limitations, should you be concerned. Better to know up front what you are and are not covered for to allow you to explore your travel coverage options.

    If you’d like more information on options to consider when you have a pre-existing condition, please contact Steve Marsh at or 905-777-9990, ext. 200

  8. New Hepatitis C treatment

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    A new Hepatitis C treatment (Solvaldi), approved for use by Health Canada in December 2013, will have a significant impact on all insurance carriers and policyholder plans. This drug is reported to cure 90 of those suffering with Hepatitis C; an amazing medical breakthrough! But it comes at a cost to group plans with the expected cost for a minimum 12-week course treatment at $1,000 per pill, representing a total cost of $84,000. Having the right plan design, financial arrangement and advocate in place will be critical to how this evolution in medicine will impact your group plan.


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231 Main Street West, Main Floor
Hamilton, ON
L8P 1J4
Phone: (905) 777-9990