Summer 2017 Newsletter

Summer 2017 Newsletter 

In this month's employee newsletter:
  • Cutting Your Cancer Risk
  • Three Common Myths About your Brain
  • What to do ifSomeone is having a Seizure

Employee Newsletter

A PDF of this document is here if you would like to email/post for your staff

New Staff:

We've had two new staff members join our team Laura Bonney will be assisting clients with group changes and Aly Rehmat will be supporting the client consulting and development teams. We're excited to have them on board, both come with benefits experience and a drive to make the world a better place. Please feel free to reach out and say hello.



Do we have the most current information on your employees?

Please take a moment to review your last invoice to ensure all employees are accurately reflected. Alllisted employees must continue to meet the eligibility requirements listed below:

  • Is a permanent full or part-time, regular employee
  • Works the minimum required number of hours per week (15 hours per week for Extended Health, Vision, and Dental Care; 21 hours per week for Life, Accidental Death & Dismemberment, Dependent Life and Critical Illness Insurance; 30 hours per week for Short and Long Term Disability)
  • The employee falls under the class description as defined by your benefit plan
  • The minimum number of employees meets participation rules (10 and under eligible employees 85% participation, Employers with more than 10 eligible employees 75% participation)
  • The employee is not a contractor or retiree

If you have any changes to your employees or the percentage of premiums paid by the employer, please email us.

Annual Client Satisfaction Survey

Thank you to everyone that took the time to participate in our annual survey. We're very pleased with the results and would like to congratulate Sue Cosquer, Janice Stark, Mike Hodges, Christine Czuba and Kitty Taylor on winning a Fitbit activity tracker. Here are some of the highlights:

79% agree that the benefits plan provides value for money to their company

83% agree that benefits are an important tool for recruiting and retaining quality employees

97% are satisfied with the overall quality of service provided

90% are willing to recommend us to others

92% reported overall satisfaction

Is Sun Safety Part of your Occupational Health and Safety Program?

If your workers are at risk for sun exposure throughout the day, you may want to consider developing and implementing a plan to reduce exposure. Sun exposure is the leading cause of skin cancer in Canada and is a workplace hazard. The rates of skin cancer are rising and outdoor workers are more at risk than indoor workers. Learn more about developing a sun safety program and facts on sun exposure, skin cancer and heat stress at

New Genetic Non-Discrimination Act

Genetic discrimination is now illegal.

Bill S-201 is an act to prohibit any and all genetic discrimination that could affect an individual's eligibility for receiving a good or service. The law states that no genetic testing, regarding the individual, is required by the person or company providing the good or service. This means employers and insurers are not allowed to ask or require any type of genetic testing in order for an individual to receive employment or insurance. Great West Life (GWL) has continuously followed protocol and will continue to do so and will not ask patients for any genetic test. Here is more information in English or French oryou can email

New Saskatchewan PST on Group Insurance Premiums

Saskatchewan has a new 6% provincial sales tax applied to group insurance premiums effective August 1, 2017. If you have employees in Saskatchewan, you will see the tax applied to your August invoice. If you have any questions, please don't hesitate to contact our team.

BC Wildfires

The Vancouver Regional Construction Association is hoping to raise $1 Million to help those affected by the wildfires in BC. If your organization would like to make a pledge to help reach the goal, please go to You can also support the cause by getting word out on social media using the tag #Here4BC.