An interesting article, mainly because the survey was done by STAPLES (the office supply company).
Around 80 per cent of Canadian employees surveyed feel their employer has a responsibility to keep them mentally and physically healthy, according to findings from a survey released by Staples Inc.
I know we often talk about fraud at renewal time, but as I review a mid-year claims report for one of my great long-term clients, I am reminded of how quickly claims can jump up. Time will tell if this is a case of; higher usage, misuse, abuse or fraud, but thought a good time to provide some links to remind employers to remain vigilant. Often the “great deals” that staff are offered, make it around the office and can be addressed quickly to protect the plan and avoid having to cut benefits.
Here is an article on the TTC issue as well as an undercover video that shows just how big (and easy) an issue fraud can be.
Massaging receipts | CBC News
Toronto-area beauty spas are offering esthetic treatments that are paid for through health insurance fraud…
The true story of the fraudsters that fleeced the TTC for $6 million and counting
This is a good, short note on the cost of high cost drugs and the effect that the employees and families claims have on plans. Amongst our Mainstay clients, we see about 15% of our customers have claims over $10,000 a year
Representing 20 per cent of claimants, members with high-cost chronic conditions drive almost 80 per cent of plan costs with an average annual drug spending that is 15 times that of other claimants, says the report.
In December 2017, Benefits Canada invited a group of benefits plan advisors to the Canadian Leadership Council on Drug Plan Partnerships in Toronto to discuss the impact of national pharmacare on the private health benefit industry. We didn’t have all the answers but did identify more of the issues our industry is facing…
Canada is one of three developed countries in the world with a universal health-care program that does not include prescription drugs and, as such, medication needs have been met with a patchwork of public and private drug coverage. Although the federal government’s current focus is to reduce the cost of prescription drugs, there seems to be renewed discussion on the development of a national pharmacare program. This is likely due to reports by the House of Commons standing committee on health and the parliamentary budget officer on national pharmacare.
Dear Mainstay Clients,
You often tell us that you need HR, that you don’t know where to start, who to call, what to do. And too often, you do nothing.
You’ve been heard! Mainstay has entered into a program with ConnectsUs HR ™ so you can take advantage of the proven HR package made for Canadian small business and compliant for Ontario, Alberta and BC.
The best part? There’s no cost to you – we’ve picked up the tab! You won’t even have to provide a credit card. Simply enter your unique program code. Either:
Get started on your HR today!
This is a webinar hosted by Littler LLP which is one of the largest Employment Law firms in the world. George is a great speaker and the topic covers many of the areas we discuss with clients to try and keep you out of trouble. If you’re interested, please book your spot as these fill quickly.
PLEASE NOTE THAT, WHEN YOU REGISTER, PLEASE CLICK THAT YOU ARE NOT DAVE PATRIARCHE.
PLEASE DO NOT CLICK ON UNABLE TO ATTEND
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Managing Group Insured Benefit Risks: Employment Law Considerations This webinar will examine various benefit issues that arise during the employment life cycle and the potential liability for employers that can lead to significant damages. This will include an overview of employer obligations in relation to benefits and benefits administration in the context of constructive dismissal; LTD absences; frustration of the employment contract; statutory leaves; and common law notice. Practical advice will be offered up for avoiding trouble before it becomes a reality! Please note, content is geared toward Canadian law. |
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An article that gives some good and pointed suggestions for handling terminations.
Don’t forget that all benefits must be extended during the legislated Pay In Lieu of Notice (PILON) period (unless “for cause” termination) and any extension beyond that (severance) MUST be pre-approved by the benefit provider.
This is a great article around the employer responsibilities of Long-Term Disability cases. It is one of the tricky areas that small employers often have little experience with, are not appropriately staffed (with HR people etc) to handle, and as a result find it difficult to deal with. This article gives you a few of the biggest misconceptions one needs to consider in a short concise read.
Article by: Devan Marr
Once an employee is injured and in receipt of disability benefits, misconceptions regarding the parties’ respective roles can expose them to increased risk and liability.
This is a great article around the employer responsibilities of Long-Term Disability cases. It is one of the tricky areas that small employers often have little experience with, not appropriately staffed (with HR people etc) and as a result find it difficult to deal with. This gives you a few of the biggest misconceptions one needs to consider in aa short concise read.
This is a great reference document for employers that deals with workplace impairment. it also contains a sample Workplace Policy Regarding Substance Dependence/Impairment you may wish to use and a sample Incident Report that could come in handy.
This White Paper presents information and recommendations for employers, employees, and others interested in workplace health and safety including how to:
• address the potential for impairment as part of a hazard assessment,
• establish a concise policy and program on the use of any substance that can cause impairment,
• determine the actions the workplace will take regarding impairment,
• implement accommodation practices where necessary (including for therapeutic needs, and substance dependence), and
• create a supportive healthy and safe workplace.
