Group Benefits

Customized Solutions: We tailor our benefits plans to meet individual organizational needs
Plan Options: Traditional or Pooled Benefit Plans, Health Care Spending Account, Self-Funded Plans
Future Focused: Not only securing the present but also fortifying the future by creating sustainable plan designs.
Proactive Approach: Keeping clients informed about market trends and legislative changes
Adaptability: Annual renewal reviews to ensure plan evolution in line with changing needs
Value Commitment: Maximizing value without compromising benefits for financial well-being

Traditional Health and Dental

Builds upon government sponsored plans to offer improved prescription drug, paramedical coverage (ex. massage therapy, chiropractic, physiotherapy, etc.), enhanced vision and dental care.

These plans are experience-rated plans where rates are determined by your company’s usage.

Pooled Health and Dental

Similar to Traditional plans in terms of offered plan design. However, these plans may offer additional stability as claims are pooled among other companies within an insurers book of business.

These plans are experience-rated plans where rates are banded among other companies with similar usage levels.

Group Disability

From Short-Term absences to Long-Term absences. These plans help support your employees when they experience time away from work due to illness or injury.

These plans can be either non-taxable or taxable.

Group Critical Illness

Lump-sum benefits payable to your employees upon diagnosis of a life-threatening illness (ex. Cancer, Stroke, Heart Attack, etc.).

This benefit is intended to help employees cover costs associated with additional medical expenses or lifestyle and mobility changes that may have resulted from occurrence.

Healthcare Spending Account (HSA)

Employees are given an annual allocation of funds that can be used towards any CRA eligible medical expense. These plans can either work as a standalone offering for your employees, or act as a supplementary benefit.

Similar to an ASO plan, as you are only paying for administrative services rendered.

Wellness Spending Account (WSA)

Employees are given an annual allocation of funds that can be used towards non-health related expenses (ex. Fitness Equipment, Cosmetic Procedures, Spa treatments, etc.)

Similar to an HCSA, however the benefits are taxable to the employees upon usage.

Self-Funded/Administrative Services Only (ASO)

Similar to Traditional plans in terms of offered plan design.

Rather than paying a premium to the insurer, these plans are funded by the company, and the insurer charges and administrative fee for adjudicating and paying out the claims.

Employee and Family Assistance Plan (EAP)

Designed to provide confidential support for a wide-range of personal or family problems (ex. Mental health, substance abuse, marital & legal issues, etc.).

This benefit may also include training and learning modules, Internet-based Cognitive Behavioural Therapy (iCBT), and crisis response services.