Provides coverage in the event of an employee’s death, 24 hours a day, seven days a week. Coverage options include flat benefit amounts or amounts linked to annual earnings. Group life insurance coverage ranges from a flat $25,000 payout to as much as 5 times annual earnings.
Benefits are paid in the event that an employee’s death is the result of an accident, or if an employee suffers the loss of use of any one of a number of limbs or body parts. Coverage amounts typically mirror those amounts offered by a group life insurance policy.
In the event of the death of an employee’s spouse and/or dependent children, this benefit provides peace of mind for an employee. Benefits are payable in a fixed amount, depending on the coverage level chosen.
This benefit pays an income during an employee's short term absence from work due to illness or injury. It pays a weekly income of a percentage of gross earnings for employees under age 65. Your company chooses from a range of options, deciding how long employees must be off work before they can collect benefits, and the length of time benefits are payable. Options are designed specifically for classes of employees.
This benefit pays a salary to employees who face longer term absences from work because of an illness or injury. The LTD option you choose sets out how long employees must be off work before they can collect benefits and the length of time benefits are payable to disabled employees.
Benefits can be payable of a set number of years, or to age 65. LTD coverage provides 24 hour protection due to illness or injury.
Health care plans can provide from 50% to 100% coverage of eligible expenses. There are no overall maximums, but some specific items or services have annual or lifetime maximums.
Employees use health benefits most frequently to cover prescription costs. We offer traditional paper claim plans as well as drug card plans, which provide benefits instantly at the pharmacy. Our health plans also cover major medical expenses like paramedical services (chiropractors, massage therapist, physiotherapists, etc.), nursing care, semi-private hospital, and medical appliances.
Health options can include emergency medical assistance. Each plan is specifically tailored to the needs of your Company and its employees.
Dental programs are available to companies of all sizes. Basic coverage can include exams, basic restorative procedures, periodontal and endodontic services (including root canals), and repairing, rebasing and relining dentures.
Major dental benefits include crowns, on-lays and major restorative services. Children's orthodontics can be covered as well. Each plan is specifically tailored to the needs of your Company and its employees.
One of the hardest things to hear is that you or someone you love has been diagnosed with a critical illness. This benefit pays a flat sum to an employee and/or Spouse & Dependant in the event that they are diagnosed with any one of several major critical illnesses.
Cost Plus (Medical Reimbursement Plan) is not insurance, but an administrative service that allows employers to pay for additional health and dental expenses incurred by executives and their families in a tax effective way.
As part of a traditional or flexible benefits plan, a Health Spending Account (HSA) is an easy way to offer health and dental benefits choice and self-service to plan members.
Plan sponsors allocate HSA credits into each plan member's account every year. The plan member may use the allocated credits as needed for eligible health-related expenses not covered by provincial health plans or by the organization's regular benefits plan. This can include, but is not limited to expenses such as:
With flexible benefits, plan members are able to choose the benefits and the level of coverage that's right for them.
Rather than provide a defined (one size fits all) package of benefits under a traditional benefits plan, a plan sponsor supplies plan members with benefit options. Plan members use credits allocated by the plan sponsor to purchase their benefits coverage, with different levels of coverage provided for each benefit type. Plan members can reduce or opt out of coverage they don't need and enhance coverage they do need.
They can also deposit leftover credits into a Health Spending Account.
Whether it's a full-choice flex plan or a modular package, plan sponsors are able to accommodate the variety of lifestyles and priorities of their plan members.
We work with several options including, but not limited to: