MP Benefits Perspective
Since 2001, MP Benefits Inc. has operated as an independent group benefit consultant, specializing in designing strategic employee group benefit plans to align with the corporate, compensation, culture, and wellness policies of each corporation.
Productivity
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Consulting
Employers Duty to Disclose
It’s all about risk and risk mitigation How about getting that new hire onto the benefit plan? A failure to properly advise a new employee regarding enrolment on the benefit plan can place the corporation in a liability situation. In Grams v. Maple Leaf Metal, an...
Some Answers ARE NOT the solution
In meeting with a prospective client, I was reminded sometimes receiving an answer in no way offers the solution they needed. How many times do we face a situation where: We didn’t know what we didn’t know? Don’t know how to ask the right question to get to the...
Where’s the Lather?
Imagine you are wherever you purchase toiletries. In the aisles there are rows, upon rows of shampoos. Every make is available. Prices vary. Colour and bottle configuration help to market and catch the buyer’s eye. How does the consumer decide? And once they decide,...
Benefits
When the employer inadvertently assumes the insured risk
In benefits, we are all familiar with self-insured benefits and the assumption of risk by the employer. This will typically apply to the day-to-day claims for health, vision, dental care, sometimes pharmacy, up to a prescribed limit of liability. This kind of coverage...
Pharmacy Reform
When government proposes that they have the fix for rising pharmacy costs for the average Canadian within the next decade, color someone who works in the employee group benefit arena skeptical. Why? History. According to Fraser Institute, the median waiting time for a...
The Impact of Chronic Illness/Disease/Pain on benefits
Year over year, as the workforce changes with age, economic trends, and health issues, benefits too must transform to match the dynamic evolution of the corporate structure, forming a significant part of the overall compensation of employees. These changes are...
Compensation
Life Insurance On A Group Plan
DEATH IS TRAGIC. When the bereaved have to take care of the deceased last expenses: funeral costs, debts, taxes—that is when death becomes cruel. People purchase insurance to soften or eliminate this financial burden for those left behind. … BUT … there are many types...
Culture
The Enduring Relationship of Time and Money
Recently the discussions around the boardroom table have delved into the deeper “why”. Why do we do what we do? Start with the why, rather than the what and how. Studies of sustainable sales cycles show the relationship between time and money impacts how those hidden...
Deciding on goals
The challenge is to change the conversation focus. To improve the benefit plan, attention has to switch from premium to the benefits gained—the reward to the employee…understanding the claims. By doing this, employers are able to: Make the benefits a reward program,...
Benefits? Why Bother?
Though often referenced as if “benefits” are a single entity—one form of “insurance”—Employee Group Benefits—is, in fact, a GROUP of individual insurance products, GROUPed together for a GROUP of employees LINKED through common employment. Like building a home,...
Wellness
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