Employee Benefits & Executive Health Programs
Prioritizing your people, elevating your vision: SC Insurance delivers cost-effective, customized employee benefits for an enhanced employee experience.
At SC Insurance, we're dedicated to simplifying the process of managing employee benefits. As experienced independent advisors, we leverage our strong partnerships with Canada's top benefits providers to craft tailored solutions that perfectly align with your company's objectives at competitive rates.
With our personalized, hands-on approach, we're committed to providing you with the support and guidance you need every step of the way. From selecting the right coverage to helping with claims and administrative challenges, we've got you covered. Let us help you reimagine your benefits programs with confidence, knowing you're getting the very best experience, service and value.
Complimentary Offers for SC Clients
Professional HR support for your HR practices, legislation and employment issues. Contact your advisor for your Exclusive Access.
Available via Phone or Email 9am to 6pm EST.
Available via Phone or Email 9am to 6pm EST.
Powerful Discount Marketplace where your Employees can get cash back and discounts on products and services they use every day.
Customize your home page to help your employees easily access their benefits plan and other services.
Customize your home page to help your employees easily access their benefits plan and other services.
Digital Pharmacy Solution, offering free medication delivery, reduced fees, and convenient access to pharmacists.
Ask us about the 10% Bonus Coverage available to SC Clients.
Ask us about the 10% Bonus Coverage available to SC Clients.
In-Store Discount Program, offering 20% Off Rexall brand items, reduced dispensing fees, and prescription delivery.
Collect points and get exclusive personalized offers through the Be Well app.
Additional Tools & Resources
Executive Benefits
Our expertise in Executive Benefits helps identify top-tier coverage and perks for key personnel within your organization, ensuring they receive the level of support and care commensurate with their role and contribution.
Our most popular option is BYOND; one of the finest executive insurance solutions available in Canada. BYOND can provide your key people with access to Annual Executive Health Assessments as well as ongoing primary care from local clinics including MedCan, Cleveland Clinic, La Vie, and more. Should a health issue arise, BYOND also provides up to $1 Million per year to access elevated private medical care anywhere in the world.
Click HERE to learn more, and contact our team for a personalized quote.
Our most popular option is BYOND; one of the finest executive insurance solutions available in Canada. BYOND can provide your key people with access to Annual Executive Health Assessments as well as ongoing primary care from local clinics including MedCan, Cleveland Clinic, La Vie, and more. Should a health issue arise, BYOND also provides up to $1 Million per year to access elevated private medical care anywhere in the world.
Click HERE to learn more, and contact our team for a personalized quote.
Health & Lifestyle Accounts
At SC Insurance, we recognize that traditional Health and Dental Plans don’t always meet the needs of each employee and organization. We can provide Health & Lifestyle Accounts that offer additional resources and perks to complement your existing benefits program.
Health Spending Account (HSA) HSAs provides employees with control and flexibility over their healthcare expenses, allowing them to use their pre-tax HSA funds toward medical services, prescriptions, dental care, and other eligible healthcare expenses that may not be covered by their benefits plan.
To learn more about this concept, click HERE.
Wellness Spending Account (WSA) Also known as a Lifestyle Spending Account (LSA), WSAs are specifically designed to promote and support employees’ overall well-being by incentivizing healthy lifestyle choices. They provide funds for employees to use toward almost any employer-approved expenses such as; gym memberships, fitness trackers, home fitness equipment, personal development courses, etc.
It is important to note that unlike an HSA, funds from a WSA are considered taxable income for employees.
Health Spending Account (HSA) HSAs provides employees with control and flexibility over their healthcare expenses, allowing them to use their pre-tax HSA funds toward medical services, prescriptions, dental care, and other eligible healthcare expenses that may not be covered by their benefits plan.
To learn more about this concept, click HERE.
Wellness Spending Account (WSA) Also known as a Lifestyle Spending Account (LSA), WSAs are specifically designed to promote and support employees’ overall well-being by incentivizing healthy lifestyle choices. They provide funds for employees to use toward almost any employer-approved expenses such as; gym memberships, fitness trackers, home fitness equipment, personal development courses, etc.
It is important to note that unlike an HSA, funds from a WSA are considered taxable income for employees.
Employee & Family Assistance Programs
Employee & Family Assistance Programs (EFAPs) are confidential, short-term counseling and referral service. They are designed to help employees and their dependents address personal or work-related issues that may impact their well-being, productivity, and overall performance and have become increasingly vital in today’s workplace.
Through our curated selection process, SC Insurance ensures that only the finest and most cost-effective solutions are offered to our clients. From value-driven base programs, to premium products that provide deeper support in certain areas, we will ensure you find the best fit for your organization.
Contact us to learn more.
Through our curated selection process, SC Insurance ensures that only the finest and most cost-effective solutions are offered to our clients. From value-driven base programs, to premium products that provide deeper support in certain areas, we will ensure you find the best fit for your organization.
Contact us to learn more.
Virtual Wellbeing
We are passionate about being on the cutting edge of technology and wellness, ensuring that our clients have access to the very best solutions available. Our Virtual Wellbeing partnerships go beyond traditional offerings to provide a comprehensive suite of services designed to address every aspect of our clients’ lives. From the convenience of 24/7 primary care, to direct access to legal, mental, and physical support services for your entire family – including children, parents, pets, and even your home – we’ve got a solution for everyone.
Rather than relying on a one-size-fits-all approach, our carefully curated network of providers each offer significant value and support in their respective areas of expertise.
Contact us for a demo or more information about these programs.
Rather than relying on a one-size-fits-all approach, our carefully curated network of providers each offer significant value and support in their respective areas of expertise.
Contact us for a demo or more information about these programs.
HR & Payroll Integration
At SC Insurance, we have arrangements with cutting-edge HR & Payroll Integration tools that streamline data transfer between insurance carriers, HR software, and payroll systems; vastly reducing manual data entry and reducing the risk of errors.
With our advanced tools, clients can efficiently manage employee benefits, track employee data, automate payroll processing, and generate reports, all from a single platform. By leveraging the latest technology and best practices in HR and payroll management, we help our clients save time, reduce their administrative burden, and ensure compliance with regulatory requirements.
With our advanced tools, clients can efficiently manage employee benefits, track employee data, automate payroll processing, and generate reports, all from a single platform. By leveraging the latest technology and best practices in HR and payroll management, we help our clients save time, reduce their administrative burden, and ensure compliance with regulatory requirements.
Mental Health Resources
At SC Insurance, we recognize the importance of prioritizing mental health in the workplace and beyond. While a standard EFAP will offer 3-4 counselling sessions per issue, this may not be enough to address some more complex situations that your employees may be facing.
To help these employees, we have access to exceptional mental health resources that can offer more robust support through: access to unlimited counseling sessions, outpatient/inpatient programs, mental health awareness programs, and/or self-help resources and educational workshops.
By prioritizing mental health in the workplace, we help create a positive and supportive environment where employees feel valued, respected, and empowered to reach their full potential.
To help these employees, we have access to exceptional mental health resources that can offer more robust support through: access to unlimited counseling sessions, outpatient/inpatient programs, mental health awareness programs, and/or self-help resources and educational workshops.
By prioritizing mental health in the workplace, we help create a positive and supportive environment where employees feel valued, respected, and empowered to reach their full potential.
Benefit Plan Questions & Answers
When should I enroll a new employee?
Employees must be enrolled within 30-days of becoming eligible on the plan, in order to be guaranteed coverage.
Beyond the 30-day window, they are considered a late applicant and they (and their dependents) will be required to be medically underwritten in order to determine if they are still able to join the plan. To avoid this complication, employees should be enrolled as soon as possible.
Beyond the 30-day window, they are considered a late applicant and they (and their dependents) will be required to be medically underwritten in order to determine if they are still able to join the plan. To avoid this complication, employees should be enrolled as soon as possible.
Can I waive the waiting period?
The waiting period can be waived entirely so that benefits begin on an employee’s first day of work. However, a waiting period cannot be partially waived. Once the employee has started work and is within the waiting period, they must complete the remainder of the waiting period before their benefits become active.
If you waive the waiting period, the employee must enroll within 30 days of their start date. Please see the answer to the above question “When should I enroll a new employee?” for additional information.
If you waive the waiting period, the employee must enroll within 30 days of their start date. Please see the answer to the above question “When should I enroll a new employee?” for additional information.
How long after an employee leaves can we terminate benefits?
When an employee provides notice: benefits can be terminated on the final day of their notice period.
When you initiate termination: benefits must be offered through the government-mandated notice period. Any extension beyond the mandated period should be approved by the insurance provider ahead of time, as carriers are not obligated to extend coverage.
Note: Certain benefits, such as LTD, will not be eligible for extension. It is crucial to know which benefits are approved for extension, and for how long, before any promises are made to the leaving employee.
When you initiate termination: benefits must be offered through the government-mandated notice period. Any extension beyond the mandated period should be approved by the insurance provider ahead of time, as carriers are not obligated to extend coverage.
Note: Certain benefits, such as LTD, will not be eligible for extension. It is crucial to know which benefits are approved for extension, and for how long, before any promises are made to the leaving employee.
Can I extend benefits for a termination?
Benefits can be extended beyond the statutory timeframe. However, as this is not a guarantee, it must be requested and approved by the insurance provider, prior to making promises to the employee in question.
Please see the answer to the above question “How long after an employee leaves can we terminate benefits?” for additional information.
Please see the answer to the above question “How long after an employee leaves can we terminate benefits?” for additional information.
Can an employee opt out of coverage?
Benefits plans are mandatory contracts, meaning everyone must participate in the plan.
Waiving Health and/or Dental coverage is possible only where the plan member already has this coverage through their spouse’s plan. In this scenario, the employee should still enroll in the plan for family coverage, but indicate that they are waiving the health and/or dental benefits for themselves and their dependents.
This will provide the employee with all the pooled benefits offered by the plan, such as Life and/or Long-Term Disability coverage, which they are not covered for through their spouse. It will also provide the employee the opportunity to activate the health and dental benefits in the future, should their spouse lose their coverage; as long as they apply within 30-days of the date that coverage is lost.
Waiving Health and/or Dental coverage is possible only where the plan member already has this coverage through their spouse’s plan. In this scenario, the employee should still enroll in the plan for family coverage, but indicate that they are waiving the health and/or dental benefits for themselves and their dependents.
This will provide the employee with all the pooled benefits offered by the plan, such as Life and/or Long-Term Disability coverage, which they are not covered for through their spouse. It will also provide the employee the opportunity to activate the health and dental benefits in the future, should their spouse lose their coverage; as long as they apply within 30-days of the date that coverage is lost.
What life events require me to update my insurance?
Update your benefits provider or Plan Administrator as soon as possible, no later than 30 days of the below changes:
1) A Baby is born
2) New marriage/Common Law status
3) New Divorce
4) Changed address
5) New Banking Information
It is important to also amend your beneficiaries, if needed, for life events 1, 2 and 3.
1) A Baby is born
2) New marriage/Common Law status
3) New Divorce
4) Changed address
5) New Banking Information
It is important to also amend your beneficiaries, if needed, for life events 1, 2 and 3.
I forgot to complete my enrollment and now I can't make claims, what do I do?
If you did not complete your enrollment within 30 days of either:
– Your first day of work, or
– Your first day after your benefits waiting period ended
Then you will need to request an Evidence of Insurability (EOI) form from your Plan Administrator. Be sure to complete it in full, sign it, and mail it directly to the insurance provider.
Since the 30-day grace period has lapsed, you are no longer guaranteed coverage, and the insurer will need to medically underwrite your application. It is very important to apply as soon as possible, to give you the best chance of getting approved.
– Your first day of work, or
– Your first day after your benefits waiting period ended
Then you will need to request an Evidence of Insurability (EOI) form from your Plan Administrator. Be sure to complete it in full, sign it, and mail it directly to the insurance provider.
Since the 30-day grace period has lapsed, you are no longer guaranteed coverage, and the insurer will need to medically underwrite your application. It is very important to apply as soon as possible, to give you the best chance of getting approved.
Do I have enough Life and LTD coverage through my group plan, or do I need more?
Group benefits plans provide a helpful, but modest, benefit amount that is intended to help each employee achieve their financial goals, even through unexpected health events. These are wonderful options, but may still leave you underinsured based on your lifestyle, family needs, desires and plans.
It is a good idea to regularly review your debts, savings plans, monthly expenses and overall financial goals to highlight if you require additional coverage throughout your life.
Contact us to schedule a no-obligation coverage review.
It is a good idea to regularly review your debts, savings plans, monthly expenses and overall financial goals to highlight if you require additional coverage throughout your life.
Contact us to schedule a no-obligation coverage review.
What is the difference between Long-Term Disability (LTD) and Critical Illness (CI) Insurance?
Long-Term Disability (LTD) provides a monthly income replacement if an employee is unable to work due to an illness or injury. Depending on the structure of an LTD policy, a claim could be paid up to the employee’s age 65, replacing significant income that would have otherwise been lost.
Critical Illness (CI) provides a one-time, tax-free lump sum payment to an employee if they are diagnosed with of one of the covered health conditions; even if they are able to continue working. A CI policy can cover anywhere from 3 – 28 conditions, (ex. cancer, heart attack, stroke, Parkinson’s, Alzheimer’s etc.), and there is often a 30 day waiting period, so be sure to read your policy documentation to confirm what is covered.
To learn more about these options, and to better understand how they can help your situation Click Here.
Critical Illness (CI) provides a one-time, tax-free lump sum payment to an employee if they are diagnosed with of one of the covered health conditions; even if they are able to continue working. A CI policy can cover anywhere from 3 – 28 conditions, (ex. cancer, heart attack, stroke, Parkinson’s, Alzheimer’s etc.), and there is often a 30 day waiting period, so be sure to read your policy documentation to confirm what is covered.
To learn more about these options, and to better understand how they can help your situation Click Here.
We have a new employee. What do they need to know?
The most important first step is for them to complete their enrollment form on time to avoid late-applicant restrictions, enrollment issues, coverage interruptions or other challenges. Once they are on the plan, they will need to ensure that any new family members are added within 30 days of joining the family; whether that is through co-habitation, marriage, birth, adoption, etc. They will also need to be sure to update the insurance company about changes in address, banking information, beneficiaries, and more.
Here is a link that you can share with your employees that goes over their roles and responsibilities in more detail: https://scinsurance.ca/plan-employee-responsibilities/
Here is a link that you can share with your employees that goes over their roles and responsibilities in more detail: https://scinsurance.ca/plan-employee-responsibilities/
An employee has been terminated or has given notice. What do we need to tell them about losing their group benefits plan?
If an employee is losing their group benefits coverage for any reason (termination, retirement, etc.), it does not mean that they have to leave this valuable coverage behind entirely.
As long as they apply in a timely fashion (usually within 30 days of the last day of work), there can be options to convert some of their previous coverage into an individual policy, without health questions or underwriting.
It is important to let employees know about these options as soon as possible, so that they are able to apply on time. Our team can also help review options with your employees and identify opportunities to help maintain coverage.
Here is a link that you can share with your employees that goes over some important things to consider when they are facing losing their group benefit coverage: https://scinsurance.ca/losing-group-benefits/
As long as they apply in a timely fashion (usually within 30 days of the last day of work), there can be options to convert some of their previous coverage into an individual policy, without health questions or underwriting.
It is important to let employees know about these options as soon as possible, so that they are able to apply on time. Our team can also help review options with your employees and identify opportunities to help maintain coverage.
Here is a link that you can share with your employees that goes over some important things to consider when they are facing losing their group benefit coverage: https://scinsurance.ca/losing-group-benefits/
We have an employee who is new to Canada and/or does not have Provincial Health Coverage, can they qualify for our benefits plan?
In order to be fully eligible for coverage on a group plan, all Canadian benefits providers require plan members to have underlying provincial health coverage. Depending on the carrier, they may require a Provincial Plan Replacement (PPR) policy be purchased to cover the employee until their provincial plan is active, or they may be willing to offer partial benefits in the meantime.
Talk to your advisor about your specific situation to determine the best course of action.
Talk to your advisor about your specific situation to determine the best course of action.
Will our group Travel Insurance always cover all of our employees for any trip they take?
Group travel insurance is designed to cover most people, under most circumstances. This means that an employee on a short-term business or personal trip, to a low-risk location, who does not have any risky activities planned, will likely be fine.
However, it is always wise to have employees check the booklet, and reach out to the carrier to confirm that their trip will qualify. Some things for them to check:
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- – How long will they be away? They should confirm the max trip duration on the plan to be sure they do not exceed it
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- – Are pre-existing conditions covered? Many policies include wording that will invalidate part or all of the coverage if you have a condition that is not considered “stable” for a period of time prior to departure. This could mean a new health event (even if you haven’t seen a doctor about it yet), a change in medication, an increase or decrease in a medication that you are already taking etc.
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- – Read the fine print: many plans will not cover you for dangerous activities while you are away or injury while intoxicated
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- – Will this trip render their provincial coverage inactive? For longer term absences, such as a student studying abroad, or a long-term project abroad, they may find that their provincial coverage will expire. This is a bigger concern because provincial coverage is required in order to qualify for the plan at all. In some cases, an extension can be applied for before the plan member leaves the country, but this is something that should be considered, and addressed before departure.
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- – Coverage may be restricted or cancelled depending on your destination’s current travel advisory status.
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- – BEFORE YOU FLY: Always check Here and confirm with your insurance provider that they can still provide coverage in your intended destination.
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Useful Links
Uselink links on CRA website
- Medical expenses: Full listing of items that can be claimed under your health care spending account.
- T4 Slips: Detailed instructions for filling in T4 slips
- Parental Leave: Detailed about EI benefits available for maternity and parental leave
- Employment Insurance Sickness Leave: A starting place for employees going on short-term leave if your plan does not provide Short-Term Disability (STD) benefits
- Terminations, layoffs, dismissals: Guidelines from the Canada Labour Code
- Travel Advisories, Check Before you Fly: your group benefits travel insurance may not be able to cover you depending on the safety of your destination
Benefits Fraud Information
Learn what constitutes benefits fraud and how to empower your employees to help avoid Benefits Fraud
Ontario Programs
- OHIP: Learn the rules and application processes for Ontario’s Provincial Health Coverage
- Trillium Drug Program: You may qualify for provincial support with your high-cost drug needs
- Workplace Safety Ontario: A helpful resource for issues related to Workplace Safety in Ontario.
- Assistive Devices Program: Learn how you can get help paying for equipment and supplies through the Assistive Devices Program
- Health811: speak to a registered nurse, 24/7, and explore additional services through provincial programs
