Employee Benefits & Executive Health Programs – 2024

Employee Benefits & Executive Health Programs

At SC Insurance, we're dedicated to simplifying the process of managing employee benefits while ensuring a great experience and the very best rates.

As experienced independent advisors, we leverage our strong partnerships with Canada's top benefits providers, negotiating on your behalf to secure the most competitive rates while crafting tailored solutions that perfectly align with your company's objectives.

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.

Employee
Benefits

Plan design changes, renewal negotiations, executive packages, health spending accounts, concern escalation and more.

Complimentary Offering to SC Clients

Access quick, professional support for your HR concerns. Enjoy Free support with your first concern, and reduced ongoing pricing, using our exclusive client code.

Centralized links to your key benefits offerings.

BONUS: access to a discounted market place with cash-back rewards.

Free online pharmacy.

Save employees an additional 10% off prescription drugs.

Reduced dispensing fees at 150+ retail locations across Canada.

Free prescription delivery.

Bonus: 20% off all Rexall branded items.

Additional Tools & Resources

Executive Benefits
Protect your key people with the BYOND Private Health Plan.
Health & Lifestyle Accounts
Health and wellness accounts supplement any great benefits program by offering additional resources for plan members to take care of themselves.
Employee & Family Assistance Programs
Every insurance provide offers an EAP program. Services available through third parties are also available, should you wish a stand-alone service that remains consistent, even if you change carriers.
Virtual Wellbeing
Service offerings that offer convenience and support, while reducing time away from work.
HR & Payroll Integration
Take advantage of powerful tools that streamline your benefits and HR processes
Mental Health Resources
Additional mental health resources for your team to keep everyone functioning at their best, professionally and personally.

Exclusive Private Health Program

Benefit Plan Questions & Answers

When should I enroll a new employee?
Employees should be enrolled as soon as possible. If there is a waiting period on your plan, they will not have access to the benefits until after their waiting period, but this helps to reduce the chance of late enrollment.

There is a 30 day grace period, after the employee’s Date of Eligibility, for them to sign in and complete their enrollment. Beyond this 30 days, they are considered late and will be required to submit Evidence of Insurability in order to join the plan.

Enrolling an employee on time, maintains the guarantee of coverage.
Can I waive the waiting period?
The waiting period can be waived, within reason. If you know when an employee is starting that you will waive benefits this is ok. Once the employee is within the waiting period, they must complete the remainder of time before joining the plan.
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 this should be approved by the insurance provider ahead of time as they are not obligated to extend coverage, but can grant exceptions.
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.
Can I opt out of coverage?
Benefits are mandatory, 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 a spouse.

In this scenario, the employee should be registered for Family coverage, with waived health and or dental.

This provides the necessary pooled benefits for their family, as well as leaving the opportunity to add their families to your benefits plan in the future, should their spouse lose coverage.

In this scenario, the 30 day eligibility period would apply.
Life events that require benefits updates
Update your benefits provider or Plan Administrator within 30 days of the below changes:

1) A Baby is born
2) New marriage/Common Law status
3) New Divorce
4) Changed address

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 form from your Plan Administrator, complete and sign it and mail it into the insurance provider directly.

Since the 30 day grace period has lapsed, you are no longer guaranteed coverage, but should still apply.
Do I 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 support each employee with their financial plans, but may still leave you underinsured, based on your lifestyle, family, desires and plans.

It is always a good idea to review your debts, savings plans, monthly expenses and overall financial goals on a regular basis. This can help you determine if you require additional life insurance or long-term disability insurance.

Useful Links

Workplace Safety Ontario

Link for all issues related to Workplace Safety in Ontario.

Benefits Fraud Information

Information and support related to Benefits Fraud: www.fraudisfraud.ca