BC Employer Health Tax begins January 1, 2019

Posted onOctober 17, 2018AuthorDave Patriarche

A note for BC employers that have payrolls over $500,000.

EHT LEGISLATION INTRODUCED

The British Columbia government has introduced legislation – Bill 44, Budget Measures Implementation (Employer Health Tax) Act, 2018 – which sets out the Employer Health Tax (EHT) announced in the province’s 2018 budget. The EHT is an annual tax on remuneration paid to British Columbia employees and former employees in a calendar year. It will eventually replace Medical Services Plan premiums in the province, which have traditionally been borne by individual British Columbians, although such payments are often covered by employer benefit plans. Subject to exemptions targeted largely to small businesses, employers will be required to register for the EHT in January 2019 and begin remitting that year. The legislation will apply differently to employers with smaller British Columbia remuneration above $500,000, employers who establish or cease having a permanent establishment in British Columbia, and to charitable and non-profit employers.

https://www2.gov.bc.ca/gov/content/taxes/employer-health-tax/employer-health-tax-overview/eht-register

Keeping up with the changes to employment and labour law (and the changes to those changes)

Posted onOctober 11, 2018AuthorDave Patriarche

Blaney McMurtry is an employment law firm that I have had speak at many of my broker education events over the years and they always provide great information, and are also a great resource if you ever need legal assistance on this type of issue. This seminar is available free of charge. Click on the link below for details or to register.

2018 and 2019 were already shaping up to be a period of major change in employment and labour law in Ontario and across Canada. With the recent political developments in Ontario, employers now face the prospect of tracking whether the new laws they have been planning for are being maintained, modified, or even repealed.

This seminar will provide participants with an update on recent developments in the law, including practical strategies and tips on managing the impact and challenges of an uncertain regulatory environment. Topics include:

Legislative updates to laws relating to employment standards (e.g. Bill 148), pay transparency, occupational health and safety, and human rights
Cannabis in the workplace, including immigration-related risks for employers and their employees following the legalization of cannabis
Mental health and the workplace, including updates on the WSIB’s new Chronic Mental Stress policy

WHEN Thursday November 8, 2018 8:00am – 10:00am

WHERE Blaney McMurtry LLP 2 Queen Street East, Suite 1500, Toronto, Ontario M5C 3G5

REGISTRATION Please register by Thursday November 1, 2018

https://www.eventbrite.ca/e/shifting-winds-keeping-up-with-the-changes-to-employment-and-labour-law-and-the-changes-to-those-registration-51266204598?

The End Of Bill 148?

Posted onOctober 9, 2018AuthorDave Patriarche

Over the past year or so, we shared the changes to the Ontario Employment Standards Act (ESA) that Bill 148 was intended to implement. Then we then passed along the legislative changes as they came into effect late last year and early this year (with more scheduled for 2018). Now we have to report that it looks like these changes may be rolled back. We’ll follow the situation and report as we hear more.

There is a short article below as well, as a City TV web post with videos.

With the election of a new Government in Ontario, many employers wondered what would become of Bill 148. As we have reported previously, Bill 148 was considered transformational legislation passed by the previous Government aimed at assisting precarious and vulnerable workers, which included such provisions as increasing the minimum wage, increased vacation, paid sick time and equal pay for part time employees performing substantially similar work to full time employees. A few months after the election, and given recent statements to the media, we know that changes are coming.

Ford government prepares to drop the axe on labour reforms

If in Doubt, SHOUT !

Posted onSeptember 26, 2018AuthorDave Patriarche

I just shared this with many of the brokers I work with, but thought a great time to also share it with Mainstay clients and those that follow our blog.

As a client, you know, I have an “If in Doubt, Shout” policy. I’d prefer dozens of calls to avoid a problem, rather than just one call after the fact, to try and fix what may be unfixable.

If you have an unusual hire, something out of the ordinary, a situation you have not run into before (or lately), please give us a call or drop a note and we’ll try and and get it resolved before something happens.

One more reason to have employment agreements

Posted onSeptember 14, 2018September 13, 2018AuthorDave Patriarche

This is an interesting case as it awarded a ONE year employee, 5 months of severance. I hate to think what may have happened if their health conditions had turned into a disability claim during this time. Having employment agreements can help reduce this risk and expense.

B.C. Court of Appeal upholds 5 months’ notice for 12 months of service

Dismissed employee’s age and experience deserved 5 months’ notice, but additional 3 months because of health concerns not warranted

Are your Independent contractors really employees?

Posted onSeptember 13, 2018September 13, 2018AuthorDave Patriarche

This is an assessment tool, that I found on the web, that asks a series of questions similar to those that CRA use to determine if someone is an independent contractor versus an employee. The questions themselves will likely help you to understand the variety of “tests” that the CRA or others may use.

Employee Versus Independent Contractor Status

Tax Assessment Tool

https://mcmillan.ca/Tax_Assessment_Tool

Dave Patriarche counters CLHIA’s stance

Posted onAugust 31, 2018August 30, 2018AuthorDave Patriarche

Well, it looks like I stepped into a(nother) battle in an attempt to ensure that the insurers provide correct information to the industry and specifically, to brokers and our clients. Only by pushing to get the right information, can we ensure that clients get Fair Pricing of their insured benefit plans, that is our goal.

I hesitated to share this industry article, wondering if clients would be interested, but an associate encouraged me to do so because…

I think it’s about reminding folks about the value of ‘truth, transparency and trust’ in a world where there is way too much fake news and fabricated ‘fact’ which is not really fact at all, but rather a convenient repositioning of statistics that are actually not at all relevant (the point you make about premium vs claims). – Howard Kettner – Benefits Genius

Dave Patriarche, President of the group insurance firm Mainstay Insurance, has taken issue with the comments made by the Canada Life and Health Insurance Association (CLHIA) critiquing a recent report on rising drug claim costs.

Patriarche argues that the critique of the report published by Innovative Medicines Canada (IMC) lacks transparency. He says he wanted to set the facts straight in response to the comments by CLHIA President Stephen Frank.

Benefits being reviewed by CRA? Here’s what your employees need to know

Posted onAugust 30, 2018August 29, 2018AuthorDave Patriarche

If an employee receives a letter from Canada Revenue Agency (CRA) saying they are reviewing their benefits, it could just be a routine check.

CRA says they send hundreds of thousands of these letters each year to ensure that people get the proper benefits they are entitled to.

Benefits being reviewed? Here’s what you need to know

How will I know my benefits are being reviewed?

You’ll get a letter and questionnaire from us. This letter will ask you to provide information so we can check to make sure the benefits or credits you’re receiving are correct.