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November 2018 Bulletin

News from The Benefit Specialists Corp.

From: The Benefit Specialists Corp. <>
Subject: News from The Benefit Specialists Corp.

Dear Ann,


We hope you enjoy the November 2017 edition of our bulletin.  Please feel free to contact us if you ever have any questions or concerns, we are here to help!

 The Benefit Specialists Corp. Newsletter



                                                                      November 2017

In This Issue
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The Benefit Specialists Corp. is more than willing to answer any questions you or anyone you know may have had.  If you know someone who has questions regarding the insurance industry or anyone who wants to join our mailing list please contact me, or forward this email to them and get them to click the join our mailing list button below. 



A Health Spending Account (HSA)  is an innovative way

 to complement your group benefit plan. HSAs provide the

 ultimate blend of flexibility and cost containment, while enabling

 your employees to pay for medical and dental expenses not

 otherwise covered by your plan-with non-taxable dollars. Offering

an HSA to your employees not only helps maintain a healthy,

 productive workforce, but gives you an edge for attracting

 and retaining high-calibre employees.


 For .62 cents a day, your employees can prepare their wills, obtain unlimited phone consultations, 3 letters or phone calls per quarter, 5 (10) page documents reviewed, emergency access if arrested or detained and preferred member discount for complex issues.

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Interested in Implementing Contractor Coverage? 




An Insurance carrier provides standard coverage for permanent employees who are on a client's payroll and covered for EI and WCB.


If we were to cover Independent Contractors, it would be necessary to set up a separate division for them to clearly separate the employees from non-employees should Canada Revenue Agency want to look at financial experience.


Insurance carriers are concerned from a risk point of view to the extent to which the connection between the policyholder and the contractor is considered permanent. Should you wish to set up a contractor class, please answer the questions below and contact our office so that we can approach the carrier for approval.

  • How is the contractor compensated? (On client payroll, or are invoices prepared for work done?)
  • How is the contractor employed? (As jobs come up or guaranteed so much work over a certain period)?
  • Is there an employment contract obligating the two parties for the duration of a given term? If so, what are the terms of the contract?
  • Does the contractor work 100% for the client or is the contractor free to seek work elsewhere in addition to the work done for the policyholder? If not, why?


Participation on your Group Benefit Plan.



 Mandatory Contracts and Non Mandatory/Mandatory Contracts require 100% Participation of all eligible employees who are actively at work and satisfying the hourly requirements outlined in the booklet. Non Mandatory requires either 75% or 85% of all eligible employees. The plan administrator in this case is responsible for ensuring that 75% or 85% of all eligible employees are on the plan at all times.


This also means that when an employee is hired, and the participation is either 75% or 85%, and they choose to refuse benefits, they refuse all benefits. The employee cannot pick and choose what benefits they want. It is all or nothing.


The employee can waive health and dental if they have a spouse who is covered under a plan through their employer, he/she would then take the Pooled Benefits (Life, Accidental Death and Dismemberment, Dependent Life (if common-law or married) Disability, Critical Illness (if employer has taken this option). In fact if the member waives the health and dental, it is mandatory that they take all other benefits.


Even though your contract may state non mandatory, meaning it is only required for 75% or 85% of all eligible employees working 20 hours a week, it is important to explain to the employee why they should be on the plan.


Example - You have an employee who you have just recently hired and your policy has a three month waiting period to enroll the employee. This employee is adamant that they do not want coverage at all. In this situation you can have this person fill out a refusal of all benefits form, with dates and signatures of both parties involved for the personnel file.  They have now agreed that they do not want to be part of the plan.  If down the road, the member then states they want to be a part of the plan, they then fill out a detailed medical form. This is called the late applicant process.  If single they answer medical questions about them, if married or common-law they answer medical question about themselves, their spouse and any dependent children. Once they send this in to the medical underwriting department, a couple of things might happen.  


1) the employee gets approved, but because they are a late applicant they are subject to basic dental of $250 for one full year from the date of approval, but are put on the plan for all other benefits.  


2) the employee gets declined all together - this means they are not approved for any benefits for themselves or family members when they need the plan the most.  


The bottom line is that so many employees indicate that they do not need the benefit plan because they feel healthy and that nothing serious will happen to them. What they need to understand is that the vast majority of people who have become sick or disabled have felt healthy at one point or another in their life.





The information contained in this bulletin is for general information purposes only. The articles published in this bulletin have been collected by The Benefit Specialists Corp. (TBSC) and we make no representations or warranties of any kind, express or implied, about the completeness, accuracy, reliability or availability with respect to the information, products, services, or related graphics contained.  Any reliance you place on such information is therefore strictly at your own risk.  In no event will we be liable for any loss or damage including without limitation, indirect or consequential loss or damage, or any loss or damage whatsoever arising from loss of data or profits out of, or in connection with, the use of the information contained in this bulletin.  Through this bulletin you are able to link to other websites which are not under the control of TBSC.  We have no control over the nature, content and availability of those sites. The inclusion of any links does not necessarily imply a recommendation or endorse the views expressed within them.
Ann Hauk
The Benefit Specialists Corp.
(403) 547-5236

The Benefit Specialists Corp., 339 Tuscany Estates Rise NW, Calgary, Alberta T3L 0C6 Canada
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