Employee group benefit plans have a lot of moving parts, for a lot of different people.
· Life Insurance
· Disability
· Health Care
· Dental Care
A typical plan will include no less than four different insurance coverages and can include more than twelve very distinct coverage options. These have been “grouped” for a variety of very different people who have nothing else in common other than their employer.
On any given day one employee may have questions on the life insurance, another may only be interested in pharmacy, and so on. That doesn’t even take into account their covered family members who may have completely different needs. These usually filter through the plan administrator who’s main day-to-day job is not keep track of benefit insurance policies and how they interact with various levels of legislation, corporate contracts and Canada Revenue Agency (CRA).
Thank you in advance for asking us for assistance.
· What do I do about payroll deductions for the benefit plan while an employee is off on disability claim?
· Can I continue benefits while on maternity/paternity leave?
· What’s the best way to file a claim?
· There’s been a premium adjustment on one of the employees, what does that mean?
· I have an employee who wants to waive coverage, but the plan is mandatory.
· How can I best communicate the non-evidence maximum to employees?
· Do employees need to inform the insurer when they are travelling out of country?
· Both spouses work for the same company, are they both eligible for coverage?
Just in time benefit education
We know all of the answers to these questions will only matter when they matter in the moment.
Because service is a TOP PRIORITY, we have developed a “Just-in-Time” benefit education library. In this, we strive to empower business owners/plan administrators to reach out when you have questions on your benefit plan and we will not only provide you with the answer, or source the correct answer for you, but also equip you with the material to effectively share this with your staff and their covered family members. It is our goal to make the benefit plan not only accessible and performing as it should, but also easily understood by all who will be impacted.
The essence of effective communication
Plain language, common sense graphical information pieces that support the values commonly shared by our clients in aligning benefits to compensation, productivity and safety.
We want plan administration to be easy, not a hassle. This is where opportunity meets need. When a team member has a question on coordination benefits, as an example, the plan administrator can highlight the excellence of their flexible health spending account developed to enhance the employee’s overall compensation on a non-taxable basis.
Snippets from our library:
· Plan administration checklists
· Common liability issues
· Administrative Services Only (ASO)
· Cost Plus
· Benchmarking
· Corporate Policies
· Fee guides verses reasonable and customary limits
· Travel Insurance reminders
· Remote workers
· Contractors’ verses Contracted Employees
· Severance
If you have questions on your benefit plan, reach out. Let’s have a conversation.
· Why working with a benefit consulting working your best interest matters.
· Where flexibility meets efficiency and cost containment.
· Can a Group RRSP be linked to a health spending account.
Note: this was written without the aid of Artificial Intelligence (AI)
Disclaimer: Please note that the information provided, while authoritative, is not guaranteed for accuracy and legality. The site is read by a world-wide audience and employment, taxation, legal vary accordingly. Please seek legal, accounting and human resources counsel from qualified professionals to make certain your legal/accounting/compliance interpretation and decisions are correct for your location. This information is for guidance, ideas, and assistance.
