The SC Hub: Your Benefits Administration Portal

By | Business Services, Employee Benefit Plans, Group Services | No Comments

Rapid change has become a theme in Group Benefits in recent years, and as an employer, it can be difficult to keep up with all the advances in new policies and products, as well as changing legislation and regulations. Despite all the change and innovation, one of the key themes that our clients have expressed is the hassle of dealing with enrolments, changes, and the endless paperwork that is still required by insurance companies.

Our role as advisors is to help you navigate through the confusion related to selecting and managing your benefit plan. In addition to maximizing the value for your benefits spend, we are always looking for ways to make the experience as simple and efficient as possible for employees and administrators. That is why SC Insurance has invested in a powerful new resource that will empower our clients to manage their plans more efficiently and cost-effectively than ever — all while keeping employee health and wellness top of mind.

Our SC Hub and Benefits Administration Portal will streamline your plan administration and new enrolments, providing a streamlined paperless process. At the same time leveraging technology to bring you and your employees access to the newest advances that allow them to engage and maximize the value of your benefits program.

The SC Hub will make your benefits program a positive part of your employee experience, a differentiator in attracting and retaining talent.

Old School meets New School

Insurance is an old industry still hampered with endless stacks of paper.

Paper and manual record keeping means accuracy decreases and errors add up, which can be quite a challenge for plan administrators — and the last thing you need is added complexities to further add stress to your days.

We’re marrying benefits in the industry with the current generation of technology, where the new school model can have the entire process initiated with one email, linking to all carriers and plans, and even the ability to integrate with HR software and payroll systems.

As a client, you want to know that your needs are being taken care of, and that your advisors are up-to-date on the latest — but you don’t want progress to be a burden on you when it comes to managing your benefits program.

That’s why it’s not about completely changing the way we do business, it’s about readjusting to the times and finding innovative ways to translate this value onto you.

Introducing the SC Hub – Paperless. Seamless. No cost.

Our customer-centric approach means we focus on your overall experience by making your life easier. The Benefits Admin Portal is available to all SC clients at no cost and integrates your existing benefits plan.

In addition, we have negotiated special pricing for a selection of additional resources in the SC Toolkit. This is a collection of resources and solutions that is constantly being cultivated, and can be bundled into your program, integrating seamlessly with your companies’ own Portal.

By unlocking your SC Hub, you can provide your new employees with an innovative and impressive introduction to your company — all bundled into a convenient, paperless, all-in-one platform.

How Digital Enrollment works:
  1. Plan Administrator enters basic info about new employee(s), initiating an email inviting them to enroll in your benefits program
  2. New employee(s) receives a link via email to complete their enrollment online. Automated follow-ups are sent as needed to guarantee accuracy and timeliness
  3. The SC Hub will sync their data with all of your plans, ensuring seamless enrollment and 100% accuracy

The SC Hub provides information and access to all elements of your Benefit program with live assistance only a click away!

Leveraging technology to make your life easier

What the benefit to your business looks like:

Convenience: The portal becomes your own admin team, regardless of your plan or carrier. Whether you have one insurer, or several plans, or if your needs evolve and we need to switch carriers, everything is done behind the scenes – with NO new forms or paperwork!
Accuracy: The process of filling out forms, and scanning and faxing documents is still fraught with errors. Leveraging this new technology will reduce errors, redundancies, timing issues, and other hassles. Automating plan updates, coverage increases and notifications will reduce your workload and the risk to your organization.
Paperless enrollment and administration: Eliminate the headaches of messy paper forms, issues when people work remotely or in different offices. Say goodbye to all the excess forms and paperwork for good!
Simplifying the clutter: Enhance the profile of your company and your benefit program by creating a smoother on-boarding process for new hires. Engage your employees with a clear and simple online experience that maximizes the investment you have made in your benefits program.

SC Toolkit: A full suite of Optional Resources

We are continually identifying and cultivating a list of services and solutions that you can implement as part of your program. We have negotiated preferred pricing for our clients on the services listed below:

HR Software

Your SC Hub already contains an employee profile. Take the next step, and let this populate your own HR Software, complete with the following benefits:

> New hire management and digital on-boarding
> Time off tracking
> Employee records
> Recruiting platform
> Performance management
> Complete digital records

Payroll Integration

Whether you need full payroll management, or simply want the SC Hub to integrate with your existing payroll system provider, maximize efficiency while minimizing errors, double entries and stay compliant!

Choose from the following payroll services:

> Sync benefits and HR data with your payroll provider
> Payroll processing by a CPA certified expert
> Taxable benefits and pension reports
> CRA/WSIB remittances and calculations
> Year-End T4s,T4As & R-L1s and Record of Employment (ROEs)

Virtual Care providers

One of the hottest new trends in Canada and around the world, Virtual care provides affordable, on-demand access to medical professionals via smartphone or computer for your employees and their families. Get more out of your health and wellness spend and reduce time away from the office with this very convenient solution.

> On-demand chat with Doctors, nurses or care co-ordinators
> Consultations via text, video or phone at your convenience
> Care navigation and seamless specialist referrals
> Prescriptions, renewals, and medication delivery

HR and Employment Support 

One of the fastest growing new sectors in Human Resources is unlimited access to HR professionals and even legal support, for HR and Employment matters. For a reasonable fixed fee, you receive unlimited access to a team of professionals.

We have established strong relationships with leaders in this field, negotiating preferred rates for our clients, and VIP treatment and support for SC Clients. Protect your business and effectively manage your employee relations, HR and legal costs with this valuable new resource.

Services include:

> Unlimited 24-hour professional HR Consulting & Representation
> On-Site Consultation
> Employee Contracts & Employer Documents
> Health & Safety Training, Documentation, and Protection
> Unique Insurance Protection in case of disputes or claims

Making your life easier with the next level of support and advocacy

Change is inevitable in all facets of life.

As advisors, it’s our job to be able to adapt and anticipate these changes that play out in the market to better predict your needs, personalize the entire experience, and simplify life for you so that you can focus on your business.

Welcome to the new world of benefits and HR management.

To receive more information and talk to an advisor please click here and someone will reach out to you within one business day.

Estate Planning

Your Estate Plan: Creating a Legacy, While Preserving Your Wealth

By | FAQ, Group Retirement Programs, Group Services, Retirement Income Solutions | No Comments

Many of our clients are reaching a new phase in their lives where they are thinking about their own estate plans. The reality is that many of us will live as long in retirement as we’ve spent in our working lives. Even for those considering semi-retirement, this can have a direct impact on your retirement income and lifestyle, and what you leave as a legacy for your children and grandchildren.

Based on recent statistics, living to age 100 is more likely than you might have expected.

Is 100 the new 85?
Probability at 65 of living to the following ages:

80 Yrs Old


85 Yrs Old


90 Yrs Old


95 Yrs Old


Retirement today is different from the traditional ideas of retirement in the past. There has been a shift away from Defined Benefit Pension Plans, and reductions to Government Programs. The burden has shifted back to individuals to generate their own income in retirement. Even if you are prudent enough to have saved over the years, traditional investing does not allow you the certainty that your money will last, and there will be something left for future generations.

How would you like to spend all of your assets in retirement and still leave a legacy to the next generation?

An ideal retirement plan is one that allows you to maximize your retirement income and still provide the legacy that you hope to leave for your loved ones. A simple strategy that is often overlooked is the use of permanent life insurance. Life insurance can act as ‘Retirement Insurance’, allowing you the flexibility to maximize your retirement income during the living years, with the comfort of knowing that a guaranteed benefit is always there to complete your estate plan.

Consider this: A healthy couple aged 60 could allocate less than $14,000 per year from their estate or other assets in order to guarantee a legacy of $1,000,000 tax-free to their heirs. You can also allocate a larger amount over a fixed period of 10 or 20 years, with a guaranteed benefit locked in and assured to be there for your family.

What is your tolerance for outliving your money?

To secure your plan even further, many people are allocating a portion of their retirement assets into an Annuity, or an investment fund that provides a guaranteed income for life. These solutions can provide a tax-efficient, guaranteed lifetime income, with the potential for growth if the investment markets perform well. Combined with life insurance, this combination allows you to enjoy your retirement knowing that you will never outlive your money, and there will always be a significant estate for your loved ones.

Contact us to find out how we can help you to create an estate plan that is designed to meet the needs of your family, your heirs, your business interests as well as any philanthropic considerations.


Losing Group Benefits

By | Employee Benefit Plans, Group Retirement Programs, Group Services, Individual Health Plans | No Comments
Important information for employees and employers to know whenever someone is leaving a group plan.

Whether it is due to leaving for a new venture, taking contract work, retirement, or other reasons, more and more people are going through changes that result in a loss of group benefits coverage. However, leaving an employer does not mean one has to leave this valuable coverage behind. The following is an explanation of some of the things that employees and employers should all understand in order to properly identify the options that are available at this critical point in time.

Health and Dental Coverage

There are 2 types of Health & Dental Plan options – Conversion Plans and Traditional Plans

The easiest solution to deal with the loss of health and dental coverage is to extend coverage using a Conversion Plan. Acceptance is guaranteed, and coverage is uninterrupted, as long as an application is made within 60 days of losing group coverage. These plans are available from several carriers, and each company offers different levels of coverage to choose from. There are no medical questions, and coverage can be provided for the same items that were provided on the group plan, and for anyone who was covered on the group plan.

The other type of Health Plan is referred to as a Traditional Plan. These plans require a medical questionnaire in order to be eligible, and they offer flexible and comprehensive coverage. In many cases, these plans will offer higher coverage limits than a Conversion Plan. Once a Conversion Plan has been secured, it may be worth investigating to see if a Traditional Plan is an option.

Conversion Plans
  • Guaranteed Coverage if you apply within 60 days of your group coverage terminating
  • No medical requirements
  • Pre-existing conditions are covered
  • Most plans include Prescription Drugs, Hospital Benefits, Vision Care, Paramedical Specialists, Dental Care, and more
  • Emergency Medical Travel Insurance may be available on some plans
Traditional Plans
  • A Medical Questionnaire is required in order to be eligible
  • Typically provides higher coverage limits
  • Flexible coverage to meet your needs
  • No restrictions based on employment status or prior coverage
  • Most plans include Prescription Drugs, Hospital Benefits, Vision Care, Paramedical Specialists, Dental Care, Travel Insurance and more

Group Retirement Plans

  • There are several options available at this point in time
  • A Group RRSP plan will offer an individual account that looks to mirror the existing investments where possible
  • You can transfer to an individual plan with another financial institution
  • You can transfer to another group plan if available
  • These transfers can be done between institutions, and without any tax implications
  • If you are leaving a Defined Benefit Pension Plan, you may require additional analysis in order to take advantage of your available options

Long Term Disability Insurance

  • There may be an option to extend coverage without a medical
  • Coverage would be extended for a period equal to any severance period
  • Financial underwriting and coverage limits based on former salary
  • There are specific terms and conditions which apply to these policies

Life Insurance & Critical Illness Insurance

If your plan included this coverage, it may be wise to investigate whether there is an option to convert any of this coverage

Application typically required within 30 days of losing coverage

Understanding your options is the first step to making a wise decision.

Identifying and selecting the right coverage for you and your family is a process that is based on many factors. By taking advantage of the conversion options available within your policy, you are in a stronger position to assess your situation, obtain the advice that you need in order to make the right decisions to protect yourself and your family.