We offer you the combined resources of a professional staff with experts in every aspect of employee benefits. We are dedicated to delivering quality service, to creatively solving problems, and to helping our clients provide benefit plans that balance corporate objectives and employee needs in a cost-effective manner.

People buy for their own reasons, and there must be a clear understanding of your needs before the right solution(s) can be achieved. Today, many employers are avoiding short-term, minor changes to their benefit plans in favor of re-assessing the position employee benefits have within the context of the employers business opportunities, financial constraints and corporate culture. We are eager to demonstrate our value to your firm.

Our independent review provides you with an excellent opportunity to make the changes necessary to keep pace with competitive practices; the emergence of new benefits, legislative compliance and government cost shifting. A key feature of our service is a comparative analysis with industry peers, or with similar-size organizations in your community.

Our initial involvement can be limited to a confidential review of your benefit plan arrangements. We do NOT charge a fee for this service, and you are not obligated to accept any recommendations emanating from our review. Our organization reviews hundreds of benefit plans every year, with many employers subsequently asking us to negotiate coverage terms on their behalf. 

We guarantee results!
 

A drug utilization review (DUR) is an essential part of every benefit audit. DURs produce useful information and generally point to areas where health promotion can yield valuable returns for employers. Health promotion means disease management for the afflicted, and prevention for the unaffiliated. As our population ages, employers will be looking for ways to manage benefit plan costs and maintain a healthy, productive workforce. The key is to tackle emerging health issues today. Health Risk Assessments are an excellent place to start. 

Cost is a key factor in evaluating the relationship you have with your current insurance company. Our independent audit establishes an appropriate and sustainable premium level for your benefit plan. We analyze your plans financial results, reserve levels and operating expenses, and compare our findings with the insurers Underwriting Agreement and normative data. Where appropriate, we recommend alternative funding arrangements that might be considered.

The complexity of financial, administrative and legal arrangements for employee benefits has increased as employers continue to pursue ways/means to manage risk and reduce costs. Most benefit plans are underwritten on, what is referred to as a prospectively rated, non-refund basis. Under this method, an insurer establishes premium rates for the upcoming year, based on projected claims. There is no year-end reconciliation with respect to operating deficits or surpluses. If you've paid too much, your insurer retains any surplus generated during the year. Conversely, the insurer bears all the risk when there are deficits.

Historically, most employers gravitate to fully pooled underwriting arrangements. However, there has been a growing trend towards non-insured, Administrative Services Only (A.S.O.) arrangements. These arrangements are characterized by self-funding of low cost, high frequency claims such as prescription drugs and dental services. An independent audit of your plans performance will indicate if a more appropriate funding arrangement might be considered. 

Litigation against employers stemming from their failure to provide, or their mismanagement of, employee benefits are on the rise. As a result, employers are exposed to areas of liability in the handling of employee benefit plans that were probably never contemplated when the plans were first implemented. New types of benefit plans, errors & omissions in plan administration or communication, and the fact that plaintiffs are much more willing to bring suit translates into greater potential for loss from these evolving liabilities.

A Fiduciary Liability Policy offers protection against both EBL exposures and Breach of Fiduciary Duty. Examples of allegations include benefit disputes, claims arising from mergers or spin off activity, claims arising from plan termination, imprudent use of funds or imprudent investments, misrepresentation or a reduction in benefits. Defense costs can be staggering.

Our intervention improves your effectiveness in this area, due to our strong relationships with Canada's leading insurers. The strength of our market relationships, coupled with our technical expertise, enables us to be a particularly forceful and credible advocate on your behalf. At no time will your employees feel that they are fending for themselves.

One of the most underrated factors that contribute to the success of a benefit program is employee awareness and understanding. To achieve long-term cost-containment, employers must help employees become better consumers of health care. Once employees understand the relationship between utilization and cost, lifestyle may become an economic issue. Employees may decide to quit smoking, consider the benefits of good nutrition, or participate in a regular exercise program. 

Our involvement will maximize the return you get for your investment in a benefit plan. 

The diversity of employee needs and the advent of technology have contributed to a growing trend towards more flexible benefit arrangements. Flexible benefits are a natural choice for employers seeking to "partner" with employees in managing benefit plan costs. A multitude of choices available, with the majority of plans designed within four major themes:

• Modular Plans
• Core Plus Options
• Private Health Services Plans
• Cafeteria Plans