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What if an employee has coverage under their spouses group plan through their employer?

An employee may ‘waive’ Health and Dental benefits if they have this coverage through their spouses employer.  In this case they would apply for Life Insurance, AD&D, and Disability only.  Alternatively, an employee may ‘double up’ on coverage if they have coverage through their spouses employer.  This is common under Dental where both plans may have 50% coverage for major services, and the employee wishes to be 100% covered.

How are costs share between the employer and employees?

The employer decides how costs are shared, however, there is a minimum employer contribution. The most typical cost share is a 50/50 split.  Employees should pay for at least their Life Insurance, Dependant Life and Long-Term Disability for taxability purposes.

Is there any waiting period in order to claim for coverage?

No.  Members are active for all benefits from the implantation date of the plan.  A waiting period only applied for new hires.  The waiting period is typically 3 months, but can be adjusted to match your own probation period.

Who is eligible for the plan?

Most plans stipulate that in order for an employee to be eligible for coverage, they must work a minimum of 20 hours per week, for at least 45 weeks out of the year.  This level can be adjusted based on employer requirements.  If an employee is not actively at work, but expected to return, (layoff), benefits can usually be extended for up to 4 months as long as premium are paid.

Do members have to submit medical evidence in order to be covered for any of the benefits?

No. Most carriers will quote levels of coverage that do not require members to apply medically to receive coverage. 

Can employees top up their coverage on an individual basis?

You may apply for Optional Life and Critical Illness coverage over and above what is quoted.  You may apply for additional Disability insurance to the plan maximum.  In both situations medical evidence of insurability would be required.

Are group RRSP’s available as well?

Yes. They do not cost the employer anything to start up, and they have some significant differences from personal RRSPs that make them quite attractive to all employees.  This is a perk that we strongly encourage you to offer your employees.

Is BC Health Care included in this plan?

No.  BC Health Care is not included in your group insurance plan; it is a government program which covers basic health-related expenses, such as a physician's fee and standard ward accommodation in a hospital. The benefit plan is meant to provide coverage for many expenses not covered through the Provincial plan.

Can I have my common-law spouse covered as a dependant?

Yes. There is a 12 month cohabitation for domestic partners (i.e. common-law spouses) that must be met.

 

Please feel free to contact us directly with any further questions or concerns you may have.

   
 
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