There are a number of benefits that can be added to your employee benefit group plan. These benefits may include:

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Group Life Insurance

• May be a flat dollar amount (i.e., $35,000) or multiples of salary (i.e.,1x 2x salary etc).
• Optional life insurance is sometimes offered

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Dependant Group Life

• Flat dollar amount (i.e., $10,000 spouse, $5,000 per child)

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Dental Benefits

May include:

• Diagnostic and Preventative: examinations, cleanings and X-rays.
• Minor restorative: scaling, fillings, extractions, periodontics (gum disease) and endodontics (root canal).
• Major Restorative: crowns, inlays, bridges and dentures.
• Orthodontics: braces, to align teeth. Some plans only cover dependants under the age of 19. Adult orthodontia coverage is uncommon.
• Benefit schedule: minor restorative, major restorative and orthodontic benefits often have a coinsurance to reduce cost and share the responsibility of dental health. Major restorative claims are often reimbursed at 50%-80% up to an annual maximum of $1500 - $3000. Orthodontic claims are often reimbursed at 50% up to a lifetime maximum of $1500 - $3000.

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Short and Long Term Disability

This is income replacement while unable to work because of an accident or sickness. There are various levels of income replacement (i.e., 60%, 66%, 85%, graded formula); different benefit periods (pay for 5 years, 10 years, to age 65); and different definitions of disability (any occupation, own job, 2 year own occupation, 5 year own occupation, 10 year own occupation, own occupation to age 65). The following options can also be included:

• partial disability
• rehabilitation benefit
• inflation benefit, etc.

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Extended Health Care Benefit

May include:

• drug plan with or without co-insurance
• out of country coverage
• private duty nursing
• hospital coverage (private or semi-private)
• medical services and supplies
• paramedical services at various maximum per year. i.e. chiropractic, psychological, etc.
• vision care benefit

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Group RRSP

Payroll Deduction Registered Retirement Savings Plan (GRRSP) can be an important component of total employee benefits packages. It's an ideal, low-cost way to encourage employees to prepare for eventual retirement. A Payroll Deduction RRSP is simply a collection of individual RRSPs, where routine administration is centralized and members benefit from convenience and other advantages of regular monthly or bi-weekly payroll deductions.

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Pension Plans

There are two types of Registered Pension Plans:

• The defined benefit plan is an agreement to provide specific benefits at retirement, based on years of service and earnings. Money Purchase or Defined Contribution plan operates much like an RRSP. Employer and employee contributions are accumulated in the plan and are used to purchase a retirement income, the amount is based on the accrued funds and on interest rates at the time of the employee's retirement.
• The Money Purchase RPP is a simpler, more flexible plan. The Defined Benefit plan, while providing the employee with a guaranteed amount of retirement income, can be complex and expensive. The Money Purchase concept is therefore more popular today, particularly with small to medium size businesses. An important advantage is that the employer can easily control and forecast the cost of the program, which is always a fixed percentage of payroll. Total plan expenses are typically about 5% of the covered payroll, but can start lower if necessary.

The unique features and tax treatment of the plan made an MP-RPP one of the most highly-appreciated benefits an employer can provide. It is an effective way to attract and keep well-trained, motivated employees. An RPP can also be used in conjunction with a Payroll Deduction RRSP or Deferred Profit Sharing Plan.

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International Coverage

Coverage for Employees traveling outside of their home country.

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Global Workers Insurance

Persons of any nationality can typically be insured, in most occupations, in most of the world. For expatriates flexible, comprehensive and cost-effective programmes are available.

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Critical Illness Insurance

Critical Illness Insurance offers financial protection against a series of critical illnesses. Typically, 30 days after a client is diagnosed with a critical illness, the policy pays the total value of the policy in one lump some payment. This insurance benefit was first introduced in South Africa more than a decade ago. Since then, the concept has spread to Great Britain, Ireland, Japan, Canada and most recently to the United States.

Originally sold as a individual policy, it is increasingly becoming a benefit added to an Employee Benefit Plan. The illnesses covered are typically:

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Group Home Insurance *

Similar to your typical home insurance policy, except that it is often less expensive. The power of buying as a group at preferential group premiums makes this benefit attractive to both employees and employers. Some carriers will waive service and interest charges on monthly bills.

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Group Automobile Insurance *

Similar to an individual automobile insurance policy, except that it is often less expensive. The power of buying as a group at preferential group premiums makes this benefit attractive to both employees and employers. Some carriers will waive service and interest charges on monthly bill. others may include emergency auto service.

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Group Legal Insurance *

As litigation has increased in the U.S. so too has legal insurance,which has existed in the U.S. since the early 1970's and is now available in the Canadian market. It can be offered on a group basis as an employee benefit. A Legal Insurance carrier will usually deal with a network of lawyers or a large law firm. There are many different plans and many different levels of coverage but plan benefits may include:

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Payroll Deduction RRSP

A Simple, Low-Cost Benefit to Encourage Employees to Save Systematically for Retirement.
A Payroll Deduction Registered Retirement Savings Plan (GRRSP) can be an important component of your total employee benefit package. It's an ideal, low-cost way to encourage your employees to prepare for eventual retirement.

A Payroll Deduction RRSP is simply a collection of individual RRSPs, where routine administration is centralized and members benefits from the convenience and other advantages of regular monthly or bi-weekly payroll deductions.

Advantages to the Plan Sponsor

• POPULAR, LOW-COST BENEFIT: No requirement for employer contributions.
• SIMPLE, HASSLE-FREE ADMINISTRATION: Minimum paperwork and problems, plus full-service support , including state-of-the-art record keeping and reporting systems.
• TAX DEDUCTIBLE FEES: The plan can be established on a no-fee basis or administration fees can be paid by the employer. In this case the plans rates of return are immediately enhanced, and the fees are a tax deductible business expense. Fees paid by the employer are not considered taxable benefits to employees.
• WIDE ELIGIBILITY: Any Canadian resident under 69 can participate, including shareholders, sole proprietors and partners whose participation in other tax-favoured plans may be restricted.
• VERSATILITY: Can be used on its own or in a combination with a profit sharing or pension plan.

Advantages to the Employee

• IMMEDIATE TAX DEDUCTIONS: Less tax paid on each pay cheque, instead of waiting for an annual refund.
• POWER AND CONVENIENCE OF REGULAR DEDUCTIONS: Savings is relatively painless with contributions from gross pay. And, compared to one annual contribution, interest earned is considerably greater.
• FLEXIBLE CONTRIBUTIONS: From as low as $25 a month up to a maximum RRSP contribution allowed. Because of group purchasing power, even the small contributions warn full-size rates and return.
• WIDE CHOICE OF INVESTMENTS: Each employee can choose their own investment mix, depending on age and preference, from a wide range of quality funds:
  • Five guaranteed term deposits (1 to 5 years)
  • A full range of investment funds with different risk/reward potentials, looked after by some of the best money managers in the business. A daily interest fund for short-term cash holdings
  • Plus a unique bonus is earned for every member when the average of all assets in the plan exceeds a specified level per member.
  • EXCELLENT GROWTH POTENTIAL: Our guaranteed interest rates regularly outperform banks and trust companies. In addition, our market-related funds cover all the asset classes that can generate exceptional value-added for your employees.
  • PERSONAL CONTROL: Money in each employees plan is not subject to "locking in", is fully portable and can be withdrawn in part or whole any time.
  • INCOME SPLITTING: Contributions can be made to a spousal plan to reduce income taxes even after retirement.

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Registered Pension Plan

The easily managed benefit that helps you attract and keep valued employees.
There are basically two types of Registered Plans:

• The DEFINED BENEFIT plan is an agreement to provide specific benefits at retirement, based on years of service and earnings.
• MONEY PURCHASE or Defined Contribution plan operates much like an RRSP. Employer and employee contributions are accumulated in the plan and are used to purchase a retirement income, the amount based on the accrued funds and on interest rates at the time of the employees retirement.

The Money Purchase RPP is by far the simpler, more flexible plan. The Defined Benefit plan, while providing the employee with a guaranteed amount of retirement income, can be complex and expensive. The Money Purchase concept is therefore more popular today, particularly with small- to medium-size businesses. An important advantage is that the employer can easily control and forecast the cost of the program, which is always a fixed percentage of payroll. Total plan expenses are typically about 5% of covered payroll, but can start lower if necessary.

The unique features and tax treatment of the plan make an MP-RPP one of the most highly-appreciated benefits an employer can provide. It is an effective way to attract and keep well-trained, motivated employees. An RPP can also be used in conjunction with a Payroll Deduction RRSP or Deferred Profit Sharing Plan.

Advantages to the Plan Sponsor

• EASILY CONTROLLABLE COST A fixed percentage of payroll.
• MEMBERSHIP may be compulsory or voluntary, depending on plan sponsor's situation and objectives.
• TAX ADVANTAGES Employer contributions and expenses are tax deductible. Employer contributions and expenses are tax deductible. Employer contributions are NOT added to employee earnings and they do not figure in the calculation of payroll taxes such as C/QPP, UIC, WC.
• WIDE CHOICE IN INVESTMENTS As plan sponsor you choose which of the broad range of investment options will be made available to the membership:
  Five guaranteed term deposits (1 to 5 years)
• A full range of investment funds with different risk/reward potentials, looked after by some of the best money managers in the business
• A daily interest fund for short-term cash holdings. Plus a unique bonus is earned for every member when the average of all assets in the plan exceeds a specified level per member.

Advantages to the Employee

• EMPLOYER CONTRIBUTIONS: A formal promise to contribute a defined amount towards a retirement income for each participating employee. This deferred compensation is tax-sheltered.
• CONVENIENT EMPLOYEE CONTRIBUTIONS: Typically there is provision for mandatory payroll deduction contributions by employees. This ensures that employees save for retirement, thereby taking advantage of tax-sheltered compounding of interest and investment earnings to build up a substantial retirement nest-egg.
• CREDITOR PROTECTION: Utmost protection from creditors, since pension plan monies are exempt from seizure under the Insurance Act.
• PREFERRED GROUP RATES ON RETIREMENT: Members retiring enjoy preferred rates for annuity and RRIF purchases, so their savings buy more pension.