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Meet the Instructor
Patricia Noble, CEBS, CCP
GBA 3—(Health Care Economics and Issues) Instructor
Manager of Policy and Economic Services
Department of Post-Secondary Education, Training and Labour
Province of New Brunswick
Patricia Noble graduated in 1999 from the University of New
Brunswick with a bachelor of business administration degree.
She focused on finance during her studies and completed
courses in areas such as investment theory, multinational
finance and financial markets and institutions.
Trish began working for the public service of New Brunswick
that same year. She started her career as a human resource gen-
eralist, providing services in recruitment, job evaluation, atten-
dance management, mediation and labour relations manage-
ment. In 2005, she joined the Compensation and Employee
Benefits division of the Office of Human Resources. During her
time there, she was an active participant on
the government’s standing committee on in-
sured benefits, a committee comprised of
union and employer representatives, affect-
ing thousands of public service employees
and former employees. Trish is now the
manager of policy and economic services
with the Department of Post-Secondary
Education, Training and Labour.
Trish is a Certified Compensation Pro-
fessional in addition to being a Certified Employee Benefit Spe-
cialist. She’s been instructing online since 2011.
“I found the online courses instrumental to achieving my
CEBS designation. The ability to network with peers, as well as
having access to instructors’ notes and quizzes, helped in my
preparation for the exams. As an instructor now myself, I strive
to make sure that students have at least as positive an experi-
ence as I did.”
Patricia Noble,
CEBS, CCP
Online Class Schedule
Spring 2016
February 8-April 15
GBA 1—Principles of Group Benefits
GBA 2—Applications of Group Benefits
GBA 3—Health Care Economics and Issues
RPA 1—Retirement Income Programs
RPA 3—Government-Sponsored Benefits
CMS 1—Compensation Concepts and Principles
CMS 3—Human Resource Management
Summer 2016: Tentative
June 6-August 12
GBA 1—Principles of Group Benefits
GBA 2—Applications of Group Benefits
RPA 3—Government-Sponsored Benefits
Giving you the flexibility to study whenever,
wherever and however you want to!
H
as your study motivation been in hibernation this winter? If you have
fallen behind, now is the time to spring forward! Ten-week CEBS online
study classes are a great way to reinforce your subject knowledge and pre-
pare you for exam time. With 24/7 access to class content throughout the ten
weeks, you can choose when, where and how to perfectly fit class into your day.
Don’t wait until the last minute to study for your CEBS exam! Our online
instructors, some of the best in the industry, divide the course content into
weekly assignments to keep you on track. Do you have questions or need ex-
amples? Our instructors have the knowledge and real-world experience to help
you make sense of it all. They are dedicated to helping you comprehend the
material and highlighting what is important for passing CEBS exams. You will
also have the chance to network with like-minded professionals and share your
experiences. Although each instructor has a unique teaching style, you can be
assured that each course will include:
• A structured syllabus to give you an overview of course information
• Supplemental assignment notes that correspond with the Learning Guide
and textbook readings
• An audio overview of the material for each assignment
• Interactive quizzes and learning activities that help you monitor your
progress
• At least one live interactive review session with your instructor (classes
also include access to recordings of previously held review sessions)
• A discussion board to allow you to ask your instructor questions and
interact with other students
• Supplemental course information with additional resources such as
current articles and websites.
Experience an Online Study Class Website
by Taking a Guided Tour at www.cebs.org/tour.
CEBS Online
Study
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Course Corner
RPA 3—Government-Sponsored
Benefits
In order to provide the most updated
content possible, the RPA 3 course is re-
vised annually each fall effective October
15. The schedule helps ensure the course
has the latest information affected by legis-
lative and regulatory updates.
Readings Updates
All readings updates are required reading
and are subject to inclusion on the national
examinations. Previously issued readings
updates are automatically included with all
book orders from Books for Business. Newly
issued updates will automatically be sent to
candidates who apply for the respective ex-
amination this semester.
Fall 2015 readings updates are required
reading for the following courses:
CMS 2—Executive Compensation Management
RPA 1—Retirement Income Programs
RPA 2—Asset Management
Books for Business
All CEBS study materials must be
ordered through the website at www
.booksforbusiness.com or by calling (800)
387-1417. See CEBS Study Materials for a
list of study material fees.
Interest Rate Tables for Exams
In those courses requiring them (GBA
1—Principles of Group Benefits and RPA
2—Asset Management), interest rate tables
are available online during the exam. Can-
didates are strongly encouraged to use the
tutorial before the exam to learn how to ac-
cess the online interest rate tables.
Calculator Policy
All Prometric Testing Centres are
equipped with a supply of nonprogramma-
ble, simple, handheld calculators that will
be distributed by the test centre administra-
tor at the start of the exam and collected at
the end of testing. You will not be permit-
ted to take your own personal calculator
into the testing centre.
Present value and future value tables are
available online to those taking examina-
tions for GBA 1—Principles of Group Ben-
efits and RPA 2—Asset Management. The
calculator and present value and future
value tables will permit you to perform all
computations and calculations required for
completion of CEBS exams. The handheld
calculator is a simple, mathematical calcu-
lator with basic arithmetic functions. It
does not perform financial calculations.
Therefore, it is important for you to know
how to compute present and future value
calculations using the present value and fu-
ture value tables.
CEBS examination questions use short
periods and simple interest assumptions
that can be solved in the time available
using the formulas (using either the ta-
bles provided online or by using the cal-
culator provided at the exam site).
Recent Course Revisions—2015
Course Revision Effective New Study Materials Course Assignments
GBA 1—Principles October 15, 2015 Learning Guide, 3rd Edition
of Group Benefits
Group Benefits Plan
Management
Advocis, 2015 Edition
GBA 2—Applications October 15, 2015 Learning Guide, 3rd Edition
of Group Benefits
Group Benefits Plan
Management
Advocis, 2015 Edition
1. Risk Management and
Insurance Concepts for
Group Benefits Plans
2. Benefits Plan Manage-
ment
3. Benefits Plan Design
4. Benefits Plan Design
Continued
5. Plan Funding
6. Plan Administration
7. Claims Processing
8. Mathematics of
Insurance: Time Value of
Money
9. Mathematics of Insur-
ance: Probability
10. Underwriting—Basic Prin-
ciples and Concepts
11. Underwriting—Rate Set-
ting and Financial
Accounting Concepts
12. Plan Marketing
1. Death Benefits
2. Death Benefits Continued
3. Short-Term Income
Replacement Benefits
4. Long-Term Disability
Benefits
5. Absence and Disability
Management
6. Extended Health Care
Benefits
7. Dental Benefits
8. Employee/Member
Assistance and Wellness
Programs
9. Flexible Benefits Plan
Design
10. Flexible Benefits Plan
Design Continued
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With even more CEBS testing sites available, you can schedule
a test within the testing window at a location and time that fit your
schedule. You’ll appreciate instantly knowing your results after
taking the exam.
Only you can take the initiative to commit to your education.
CEBS classes prepare you to better serve your clients, plan partici-
pants and stakeholders. Set yourself apart from the rest by focusing
on your professional development. Order your next set of study
materials and make yourself a weekly study schedule. Apply for an
exam today to be one step closer to earning the CEBS certification.
CEBS is synonymous with your career growth and success.
Policies and Fees
Examinations are administered via computer-based testing
(CBT) at Prometric Testing Centres and locations for on-site test-
ing. Please keep in mind that you need to select from one of the
four CEBS testing windows when you file an exam application.
#1—January 15-March 15 #3—July 15-September 15
#2—April 15-June 15 #4—October 15-December 15
Payment of the examination application fee establishes eligibil-
ity for one testing window. Schedule your exam early on to ensure
that you get the date and time that you prefer.
Please click here for additional information on CBT policies
and fees.
Get on track for being your personal best. Order your study
materials and apply for your next exam today!
Computer-
Based Testing
Update
Prometric SiteS
British columbia
Vancouver
Alberta
Edmonton
Calgary
Saskatchewan
Regina
Saskatoon
manitoba
Winnipeg
ontario
Hamilton
London
Mississauga
Ottawa
Toronto
Quebec
Montreal
Nova Scotia
Halifax
Newfoundland
St. John’s
Additional Locations in the
United States
Presque Isle,
Maine
Sault Ste. Marie,
Michigan
Troy, Michigan
Buffalo,
New York
East Syracuse,
New York
Rochester,
New York
Erie,
Pennsylvania
Pittsburgh,
Pennsylvania
Williston,
Vermont
Spokane,
Washington
For complete address information, visit the Prometric site
at www.prometric.com.
oN-Site teStiNg LocAtioNS
emPLoYer oN-Site teSt ceNtreS (Not open to Public)
WCN38 Border Paving Ltd. Red Deer, AB
WCN39 Boyer Associates Ltd. Fredericton, NB
WCN41 Cabot Canada Ltd. Sarnia, ON
WCN46 Connolly Group Charlottetown, PEI
WCN84 Co-operators Life Insurance Co. Regina, SK
WCN79 Empire Life Insurance Co. Kingston, ON
WCN80 Equitable Life of Canada Waterloo, ON
WCN30 FaithLife Financial Waterloo, ON
WCN63 Hudbay Flin Flon, MB
WCN82 Medavie Blue Cross Moncton, NB
WCN42 Morneau Shepell Fredericton, NB
WCN57 Northern Employee Benefits Services Yellowknife, NT
WCN47 Ontario Teachers Insurance Plan Waterloo, ON
WCN83 Pacific Employee Benefits Smithers, BC
WCN40 Tembec Kapuskasing Kapuskasing, ON
WCN31 Wilson Insurance Ltd. Fredericton, NB
PUBLic oN-Site teSt ceNtreS
WCN56 Aurora College Yellowknife, NT
WCN71 Cambrian College Sudbury, ON
WCN37 College Boreal New Liskeard, ON
WCN58 College of New Caledonia Prince George, BC
WCN48 Community Living Fort Frances District Fort Frances, ON
WCN51 Confederation College Thunder Bay, ON
WCN61 Crandall University Moncton, NB
WCN44 Fleming College Peterborough, ON
WCN73 Grande Prairie Regional College Grande Prairie, AB
WCN45 Great Plains College Rosetown, SK
WCN81 Keyano College Fort McMurray, AB
WCN70 KLC College Kingston, ON
WCN64 Lethbridge College Lethbridge, AB
WCN29 Michael T. Owen and Associates Collingwood, ON
WCN35 Nipissing University North Bay, ON
WCN43 NorQuest College Whitecourt, AB
WCN49 Northern College Haileybury, ON
WCN67 North Island College Port Alberni, BC
WCN69 Nova Scotia Community College Stellarton, NS
WCN34 Orillia Learning Centre Orillia, ON
WCN53 PowerConcepts Computer Training Kelowna, BC
WCN33 Red Deer College Red Deer, AB
WCN77 Selkirk College Castlegar, BC
WCN60 SIAST Regina, SK
WCN68 Thompson Rivers University Kamloops, BC
WCN55 Timmins Learning Centre Inc. Timmins, ON
WCN72 University of Victoria Victoria, BC
WCN75 Vancouver Island University Nanaimo, BC
Notes: On-site test centres are not affiliated with Prometric, and appointments
must be made directly with the on-site test centre. Information on who to contact
at the on-site test centre will be included on your exam confirmation letter. If this
information is not provided on your letter, please contact the CEBS Department.
oN-Site teStiNg oPtioN
If you are not located within 130 km (80 miles) of a Prometric or on-site testing
centre, as shown below, CEBS will work with you to set up testing within your
organization. There are certain technology and administration requirements that
need to be met. Please contact the CEBS Customer Service Department at (844)
809-2698 for more information.
New Prometric Testing Site
Taking a CEBS exam is now more convenient than ever be-
fore for those living in or near Mississauga with the opening of
a new Prometric Testing Centre there. The following is the
address information for the new site.
Toronto–ON (Mississauga)
1290 Central Parkway West, Suite 104
Mississauga, ON L5C4R3
Phone: (905) 803-9845
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CEBS Reflection
Susan Strelioff, CEBS
Director Total Compensation
VON Canada
Ottawa, Ontario
I
attended the fabulous ISCEBS Em-
ployee Benefits Symposium in
Vancouver in August 2015, my
first ISCEBS event and my official CEBS “graduation.” It caused me
to reflect on how I went from knowing nothing about CEBS three
years ago to being a proud CEBS enthusiast.
My CEBS saga began in late 2012 when I was transferred into a
director role with responsibility for pension, benefits and compen-
sation at Victorian Order of Nurses (VON) for Canada, which em-
ploys more than 6,000 home health care providers across Canada.
A few weeks after I started, one of my senior staff members was
jumping up and down with excitement because she had just passed
one of her CEBS exams. Our benefits specialist was also enrolled in
the CEBS program. I thought, “If my experienced team is continu-
ing their education, and I am the ‘new kid (aged 61 at the time!) on
the block,’ I have some learning to do.” I declared—out loud—that
I would earn my CEBS designation in two years, having no idea
what an ambitious and interesting journey I was embarking on.
And I did it!
I chose self-study. When material for each course arrived, my
first step was to take the practice exam. It was sometimes reassur-
ing: “Whew—I already know some things,” and sometimes not.
When I did poorly on a test exam—well, on a few of the test exams,
actually—it spurred my determination: “I need to find out what all
these questions mean.”
The second step was booking my exam date. Having that date
out there was motivating for me. I was too proud to change the
date just because I hadn’t done the work. My third step was writ-
ing down a study schedule, including booking a couple of vacation
days to study just before each exam date. I am not saying I always
stuck to the schedule (there was the time I watched an entire sea-
son of “Breaking Bad” over two “study” days), but it was a reality
check on where I was in each course.
The content was what kept me going back to the books week af-
ter week during 2013 and 2014. Without exception, what I learned
in each course was interesting in itself and, more importantly, al-
lowed me to be more effective at work. The material was practi-
cal and timely, and I could put the knowledge to use almost im-
mediately. I was able to work with my internal team, our external
consultants and benefits providers in a more informed way. I am
confident that led us to make better decisions.
Being at the 2015 Symposium only confirmed the value of the
CEBS program. In our increasingly complex work environment,
what we do in benefits affects everyone in our workplace. Having
a network of CEBS colleagues, the support of ISCEBS experts and
the opportunity for continuing education gives me confidence that
I can continue to support the amazing staff at VON.
And yes, my next step is to register for the ISCEBS Fellow pro-
gram.
Susan Strelioff, CEBS
. . . what we do in benefits affects everyone
in our workplace. Having a network of CEBS
colleagues, the support of ISCEBS experts
and the opportunity for continuing education
gives me confidence that I can continue to
support the amazing staff at VON.
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August 23, 2015
Vancouver, British Columbia
ISCEBS Symposium
N
ew CEBS graduates were honoured at this year’s confer-
ment ceremony. All new graduates of the Canadian and
U.S. programs were invited to attend this annual event,
which is held along with the ISCEBS Employee Benefits Sympo-
sium. Those earning a specialty credential and new ISCEBS Fel-
lows were also recognized at this event. International Foundation
President and Chair of the Board Tom Holsman; Ann O’Neill, Ca-
nadian CEBS Academic Director; Dr. Peter Cappelli, U.S. CEBS
Academic Director; and ISCEBS President Ron Krupa made con-
gratulatory remarks.
October 21, 2015
Toronto, Ontario
New Canadian CEBS graduates as well as GBA, RPA
and CMS designees and new ISCEBS Fellows had the op-
portunity to be honoured at the CEBS graduate recogni-
tion event that was held at the Hilton Toronto Hotel in
Toronto, Ontario on October 21, 2015.
Linda Bielski, CEBS, Operations Director of CEBS/
ISCEBS of the International Foundation and the Inter-
national Society, led the celebration with her opening re-
marks. Ann O’Neill, Canadian CEBS Academic Director,
added her congratulations to the distinguished guests as
well as her thoughts on what this accomplishment means
and the impact they will have on the employee benefits
profession.
Ann O’Neill, Canadian
Academic Director,
welcomes the gradu-
ates.
Special guest speaker
Sandra Edwards,
CEBS, addresses the
group.
Graduates and their guests enjoy good food and conversation.
Brenda Lock, CEBS,
Toronto Chapter Presi-
dent, and new graduate
Sarah Ballam, CEBS.
Graduate Recognition Ceremonies
New CMS designee Mary Grace Guevara and
Ann O’Neill.
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2015 Toronto Area Chapter President
Brenda Lock, CEBS, led all of the graduates
in the CEBS pledge. A special invitation
was made to all new graduates to become
involved with the local chapter and to net-
work with other graduates.
The special guest speaker was Sandra
Edwards, CEBS, a current member of the
ISCEBS Governing Council and Past Presi-
dent of the Southwest Ontario Chapter. Ed-
wards congratulated the group and talked
about her personal story of how and why
she became motivated to pursue the CEBS
designation, something which all graduates
could relate to. “Looking back, discovering
your ‘WHY’ provided you with a purpose
in which it fueled a determination, which
we are celebrating today. Reaching this per-
sonal goal ignites a spark which can truly
inspire those around you,” Edwards com-
mented. What motivates
you to better yourself?
Perhaps you have ac-
cepted a new position or
taken on new responsi-
bilities like Edwards did
when she first started her
studies. Is it your desire to invest in yourself
and be of value to your employer? What-
ever your why is, the CEBS designation is
how you can tell the industry you are a true
expert in your field with the knowledge
base and skills to perform your job du-
ties and serve others better. Edwards also
encouraged graduates to find inspiration
to continue their education and growth.
“Today your journey doesn’t end. Start that
conversation. Share your accomplishments
and educate those around you about being
a CEBS professional. Engage in the oppor-
tunities by becoming more involved in your
local ISCEBS chapter,” she stated. She add-
ed that attending the 2016 Symposium in
Baltimore and maintaining CPE (continu-
ing professional education) compliance are
ways to stay connected with like-minded
professionals and up to date with current
topics.
After the recognition event, new gradu-
ates, chapter members and their guests
connected and celebrated their success with
great food and beverages. Congratulations
to everyone!
(Back row) Michael Small, CEBS, Manulife; Andrew MacKay, CEBS, Goodyear
Canada Inc.; Norman Steele, CEBS, McFarlan Rowland Insurance Brokers;
Lesley Pate, CEBS, Great-West Life; Sasi Kulasingam, CEBS, Great-West Life.
(Front row) Sarah Ballam, CEBS, Manulife; Lea Stewart, CEBS, Corporate
Benefits Analysts Inc.; Elinor Wang, CEBS, Northam Realty Advisors Ltd.
New Fellow Daniel Napier, CEBS, is congratulated
by Ann O’Neill.
Networking is always a “must” during
the reception.
Graduate Recognition Ceremonies–Toronto
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Governing Council member Lisa
Kaiser, CEBS, shared her thoughts
about “Finding Your Awesome”
with the new CEBS graduates.
New CEBS graduate Kimberlee Eken, CEBS, receives
congratulations from Tom Holsman, International
Foundation President and Chair of the Board.
Graduates stand to
recite the CEBS pledge.
Celebrating is
always a “must”
after the conferment
ceremony.
New CEBS graduate Linda Pedigo, CEBS (center),
joined fellow Texans Dixie Gray, CEBS (left), and
Lynne Jones, CEBS (right), during the Graduation
Reception on Sunday evening.
Graduate Recognition Ceremonies–Symposium
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HIGHLIGHTS
The Wellness Trifecta: Using Engagement, Accountability
and Incentives to Create a Culture of Health
by Chris Vogel, CEBS
Senior Editor
International Foundation
of Employee Benefit Plans
Brookfield, Wisconsin
The following is based on Thora
Khademazad’s presentation at the
2015 Symposium.
W
hen patients come to one of Tenet Healthcare’s 80 acute-
care hospitals, 18 short-stay surgical hospitals or 400
outpatient centers, Tenet wants them to feel surrounded
by healthy doctors, nurses and other staff in a culture that values
and delivers health.
But developing that culture has been an evolving ten-year ef-
fort that moved from wellness as a way to lower health care cost
to wellness because it is the right thing to do for employees, Thora
Khademazad, Tenet’s director of culture programs, told her audi-
ence at the 34th Annual ISCEBS Employee Benefits Symposium.
Tenet has more than 125,000 employees—79% women with
an average age of 44 and 21% men with an average age of 54. Its
facilities are coast to coast in the United States and in the United
Kingdom.
Tenet’s first health risk assessment in 2005 revealed employees
had the same health problems as most employee groups. People
didn’t eat enough fruits and vegetables or exercise enough. Stress
levels were high. Medical claims cost was rising about 5% annu-
ally, exacerbated by employees being overweight and having high
blood pressure or diabetes—controllable risk factors that could be
improved with a healthy lifestyle.
“That’s who we were,” Khademazad said, “and we wanted a
wellness strategy that would help bring health care costs down
and improve the quality of life for our employees.”
In 2006, Tenet launched its first off-the-shelf program using
an outside vendor. The activity-based program used a wellness
credit system to encourage participation, and “it worked well
because our people liked it,” she said. They enjoyed earning
credits that added up to an incentive. However, “we wanted to
customize the program and content to fit our population. After
three years, we decided to do it ourselves, and we brought the
wellness program in-house.”
In 2009, Tenet launched a popular, interactive HealthyatTenet
website. Previously, wellness was separate from Tenet’s other ben-
efit and retirement plans. Now, wellness and benefits were com-
bined, with one website for easy access and to reinforce the idea
that a person’s health and wellness affect his or her benefit costs.
Employees liked the user-friendly wellness website so much that
in 2011 the website incorporated all wellness and health benefits
together with the retirement and financial benefits.
The move in-house decreased administrative costs consider-
ably (with no more per-member-per-month pricing) and allowed
for a flexible program design with custom content. Incentives in-
creased over the next few years to a maximum of $600 annually
in the form of a contribution to a health savings account. The new
program offered improved communications and created a robust
network of more than 400 wellness champions with a coordina-
tor at each facility. Also, facilities with strong participation in the
program could earn awards and money that could be used to en-
courage a culture of wellness—at their facilities. Award money
was used to create on-site fitness facilities, for walking trails and
for massage chairs for the staff lounge.
“The program really took off over the next three years,”
Khademazad said. “We said, ‘This is working really well—Let’s
change it!’
“Actually, we looked at the high participation but could not
correlate participation back to an improvement in health risk or a
decrease in health care costs. It was difficult to measure the pro-
gram’s effectiveness. So in 2013 we changed the program to an
outcomes-based design.”
Incentives were lowered to a maximum of $400 for achieving
healthy measures in four categories: blood pressure, cholesterol,
body mass index (BMI) and nicotine use. The tests included a
finger prick and nicotine cheek swab conducted at on-site events,
local labs or doctors’ offices. “I strongly suggest giving people
options, to make getting their screenings as convenient as pos-
sible,” Khademazad said.
“It was a very different program than what we were used to,”
she said. “We provided online and telephone coaching as a rea-
sonable alternative to earn incentives.”
Thora Khademazad
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HIGHLIGHTS
The program rewards people who are healthy or are making an
effort to be healthy. But “who we were trying to catch were the
people we don’t know anything about—the ones who don’t go to
a doctor or get annual screenings.”
At the same time, Tenet expanded its view of wellness. Pre-
viously, there was a big emphasis on nutrition and fitness. “But
definitions of wellness are extremely broad,” Khademazad said.
“There is more to it than just the physical aspects. So we changed
our program to reflect six dimensions of wellness. Now, seminars
and challenges also cover topics on emotional, social, environ-
mental, financial and learning . . . The message was that ‘we want
to make sure we’re supporting you in all aspects of your life, not
just at work but also at home with your families.’ ”
The new, expanded program launched in January 2013 with
a “Random-Acts-of-Kindness” challenge, and “people loved it.”
Participants earned entries into drawings for valuable prizes like
iPads, Apple Watches and gift cards by participating in the well-
ness challenges and seminars.
Khademazad added, “People like prizes. It amazes me what
they will do for a granola bar, let alone an iPad.”
Tenet’s wellness trifecta is:
1. Get people engaged.
2. Make them accountable—Have them own it.
3. Use incentives.
Khademazad credits the wellness champion network with get-
ting employees engaged. “They know their local people,” she
said. “They come up with some of the best challenges we have
had. We have over 400 champions now, and we have a call with
them each month.”
A local challenge might be something like a group of nurses
challenging each other not to eat any jellybeans for two weeks.
“The nurses make up their own challenges, and they love it.”
Among Khademazad’s tips:
• Make websites fun. “We’ve noticed that everyone, across all
demographics, wants to have fun.” (In keeping with efforts to
keep the program fresh, Tenet is coming out with a new web-
site she thinks will be exceptional.)
• Interactive monthly newsletters and video graphics allow
Tenet to send messages that are fun rather than predictable.
For example, one e-mail about incentives used the subject
line “cha-ching.”
• Keep e-mails “short and sweet”—no more than three or four
lines.
• A quarterly newsletter featuring a little eggplant as a well-
ness guru has articles on things like sleep and the need to
take a break as well as healthy recipes.
Khademazad said the goal has been to change the way employ-
ees think and feel about work, which has required understanding
the beliefs, values and assumptions that influence behaviors and
looking at attitudes and lifestyles.
Creating a culture of health at Tenet has meant recognizing
people don’t like corporate programs and would rather do things
their own way. Khademazad said her staff recognized that em-
ployees tend to work in packs—especially nurses. Reaching them
meant figuring out who the influencers are and having team com-
petitions. Among this competitive group, “nobody wants to be at
the bottom” of the leader board.
Khademazad suggested an organization considering a wellness
program ask itself if the program is trying to achieve a return
on investment (ROI), where saving money is the most important
objective, or a value of investment (VOI) that tries to create a
culture where people want to work.
“If you want ROI, it is important, but very hard, to keep
the variables in your program consistent. You need consistency
with your definition of wellness, with program design, benefit
plan design, incentive structure, vendors and employees. We
had just about all of those elements change during the last five
years.”
Although an ROI had been hard to achieve, Tenet has seen
good trends with its program participants. Employees who have
participated consistently year over year have had fewer emergen-
cy room visits and shorter hospital stays.
“Participants in our program are improving their health. We
have employees who are climbing Mount Kilimanjaro, doing runs
and walks on their own, changing their eating habits and estab-
lishing work-life balance. Our culture is changing. Magic hap-
pens when you set up a platform that makes it fun for people to
improve their health.”
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and updates, apply for courses
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HIGHLIGHTS
Dental Wellness: The Approach to Deliver
Better Dental Care at a Lower Cost
Donald McGowan, CEBS
President
McGowan Insurance Services, Ltd.
Oakville, Ontario
This article is based on the author’s presentation at the
2015 Symposium.
E
mployers faced with significant increases in their dental
costs might consider a dental wellness approach to their
dental benefits.
The dental wellness approach:
• Allocates dental spending within a group of employees ac-
cording to their risk of oral diseases
• Pays for more preventive care for those at high risk of poor
oral health. Care is in the form of approved antimicrobials
and antibiotics to treat the bacterial infections or “dysbiosis”
that cause poor oral health.
• Engages the plan member in shared diagnosis (via risk as-
sessment) at the start of the patient journey—a proven
method to get buy-in and a procedure most plan members
strongly endorse
• Reimburses for procedures with good evidence of efficacy
and safety in controlled studies.
New Truisms About Group Dental Care
Most plan members who have high dental costs have bacterial
infections in their mouths causing cavities or gum disease. Con-
ventional surgical dental care and hygiene procedures do little to
alleviate this condition called dysbiosis, or an unbalanced biofilm
of microbes on the teeth and under the gum line.
Most members of a benefit group have good oral health and
few if any risk factors for poor oral health. The “80/20 rule” of
chronic diseases applies to dental care too. Among our clients,
15% of plan members represent more than 60% of dental costs.
These are the employees at high dental risk, and studies show that
more preventive care is needed to manage their condition.
How often a plan member visits the dentist should be based on
risk factors, not a one-size-fits-all approach.
Lastly, it is certainly evident that the traditional dental plan
and dental procedures, along with traditional measures to contain
costs (i.e., copays, deductibles and risk transference), are not de-
livering better care at a lower cost. New approaches are needed
and, fortunately, new dental and medical research provides guid-
ance on what is both effective and safe.
The Medical Model of Improving Dental Benefits
Much of health care reform is about preventing chronic disease
by treating its underlying cause. For example, statins are used to
manage a significant risk factor for coronary disease. Lifestyle
modification is needed to mitigate diabetes. Antibiotics are now
the proven approach for gastric ulcers. And for better oral health,
pharmaceutical treatments can benefit high-risk plan members
who have oral dysbiosis.
Randomized controlled studies have shown that two preventive
procedures for correcting oral dysbiosis improve oral health. For
cavity prevention, Canadian regulatory authorities have approved
a topical, slow-release, high-strength antiseptic called Prevora.
This new, painless and invisible coating has reduced cavities by
up to 70% in the highest risk adult compared with a placebo. For
gum disease, several studies show that mechanical scaling by the
hygienist should be supplemented with a short regimen of antibi-
otics to get the inflammation significantly under control.
Just like medicine is rethinking the recall interval for the phys-
ical exam for healthy patients, dental research shows that low-risk
plan members need their cleanings far less often than every six to
nine months. For example, the U.K.’s National Institute of Clini-
cal Evidence recommends a 24-month recall for the majority of
adult dental patients.
The Mouth Is Part of the Body,
and the Body Is Part of the Mouth
The science is increasingly clear that chronic diseases, such as
diabetes, arthritis, mood disorders and hypertension, along with
their associated comorbidities and multiple medication use, give
rise to more cavities, crowns and scaling. A diabetic, for example,
has twice the level of dental decay as a healthy peer. So why not
deliver more prevention to the diabetics?
Likewise, the bacteremia (bacteria entering the bloodstream)
and inflammation attributed to dental decay and gum disease are
now considered major risk factors for heart disease, stroke and
other significant medical problems. So why not manage the oral
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HIGHLIGHTS
Is 75 the New 65?
Michelle Oram, CEBS,
ISCEBS Fellow
Director, Product Development
Group Benefits
and Retirement Solutions
Manulife
Waterloo, Ontario
This article is based on
the author’s presentation at
the 2015 Symposium.
T
hroughout their lives, baby boomers, the generation born
between 1946 and 1964, have had the biggest impact on
the workforce and society at large of any generation. The
first of the boomers reached 65 in 2011. Every day between
2011 and 2030 will see 10,000 American baby boomers turn 65.
In Canada, one-quarter of workers will turn 65 in the next de-
cade. In recent years, we’ve heard about the repercussions of
baby boomers exiting the workforce in large numbers. Evidence
indicates, however, that many boomers have no plans to retire
anytime soon.
Society’s view of retirement continues to evolve. In the 2015
Allianz Generations Apart study of baby boomers and Generation
X, eight in ten respondents felt that a retirement starting at the age
of 65 spent doing exactly what you want is a romantic fantasy of
the past. Other studies in Canada and the United States support
the trend toward delaying retirement, working part-time in retire-
ment or, in some cases, not retiring at all.
The reasons for working past the traditional retirement age
vary. Some work because they want to, but others work for finan-
cial reasons.
Financial reasons for delayed retirement:
• The shift from defined benefit to defined contribution retire-
ment plans has made early retirement less affordable for
many. Defined contribution plans don’t encourage early re-
tirement because the employee pays the full cost of retiring
early.
• Increased life expectancy means that savings need to last
longer. In the 1930s, the average time spent in retirement
was less than five years. For many people, a retirement pe-
riod of 20 or more years without work isn’t practical, desir-
able or affordable.
• Many employers no longer offer the same medical coverage
to retirees as in the past, causing employees to continue to
work to access those benefits.
• Government pension changes have increased the eligibility
age for some benefits or provided increased incentive for
delayed retirement.
Michelle Oram, CEBS
biofilm in plan members experiencing poor oral health via antimi-
crobials and antibiotics? Connecting these dots between the drug
plan and the dental plan is not only necessary, it is an important
new value proposition for benefit consulting.
Will the Dentist Get on Board the Wellness Movement?
The benefits profession has often feared organized dentistry’s
response to changing reimbursement—That is one reason why
the risk of poor oral health is increasingly transferred to plan
members. “Let them deal with the dentist” has been the approach
taken by many consultants and HR.
But now is a good time to introduce wellness to dental benefits.
With dental income down about 20% since 2006, many dentists
need more patients and a new service that significantly appeals to
the community like proven prevention does.
Choosing Health Over Disease
Benefit consultants have made the right choice in updating
medical and drug plans. Now there is an opportunity to do the
same in dental plans.
Much of the dental plan’s original purpose was to attract and
retain good employees by improving oral health and reducing
dental costs.
Somehow, much of that founding purpose got lost along the
way. Group dental benefits have not been modernized with the
new knowledge in oral microbiology, dental epidemiology and
behavioral economics. The simple truth is that drilling and filling
is ineffective in addressing the cause of poor oral health. Another
simple truth is that these concepts of dental wellness can deliver
better oral health and thereby lower dental costs.
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HIGHLIGHTS
Nonfinancial reasons for delayed retirement:
• Fear of change is a factor for many. For a generation that has
to a large extent defined itself by its work, the prospect of
leaving the workforce and having to fill 2,000 or more hours
can be scary.
• With life expectancy on the rise, some people don’t feel the
need to retire at 65.
• Some employees enjoy working and just aren’t ready to re-
tire.
• Others want to keep working to stay mentally and physically
active or for the social connections they enjoy through their
work.
What Does This Mean for Employers?
Whatever the reasons for delayed retirement, this trend has the
potential to create challenges for employers. Fewer job opportuni-
ties for younger workers can lead to low morale, absenteeism and
declining productivity. There may be conflicts as younger supervi-
sors manage older workers or as generational differences affect
working relationships. A higher incidence of chronic medical con-
ditions amongst older workers can put a strain on productivity and
benefit plan costs. And, as older workers prepare to retire, finding
ways to transition knowledge will be essential to ensuring business
continuity and preventing skill shortages.
What Employers Can Do
An aging workforce creates the need to rethink the current tal-
ent strategy from attraction right through to the transition to re-
tirement. Key areas of focus include:
• Flexible work arrangements such as part-time employment,
phased retirement, telecommuting and additional vacation
time will enable boomers to exit the workforce smoothly
and alleviate some of the stress of not having enough re-
sources.
• Improving communication and culture in the workplace by
equipping managers and all employees with the information
they need to understand issues around aging
• Providing training for older workers to help them keep their
skills current and remain productive, along with training for
all employees on the value of working in a multigenerational
workforce
• Mentorship programs can go a long way toward improving
job satisfaction for older workers while keeping younger
employees engaged and ensuring business continuity. Some
organizations have made mentorship programs a require-
ment for older workers who are participating in flexible
work arrangements.
• Maintaining and enhancing benefit plans and ensuring older
workers are aware of services that are of value to them: Em-
ployee assistance program services, wellness programs and
on-site clinics are of particular interest to this age group.
• Although many employees plan to continue working beyond
the traditional retirement age, it is not always possible. Edu-
cation programs and advice services that prepare employees
for retirement will help to increase confidence and support
the transition to retirement. The most effective programs fo-
cus not just on the financial aspects of retirement but also on
the health and social needs of retirees.
Retirement is changing for many reasons. For many employ-
ees, retirement will be a process that spans many years rather
than a single moment in time. Organizations that do a good job
of succession planning and talent development will be ahead of
the game and may experience higher retention rates, increased
productivity and greater employee satisfaction.
History is filled with significant accomplishments by people
who have surpassed what we now consider to be the traditional
retirement age. The evidence is clear that older workers can make
a significant contribution. It is time for companies to put policies
in place to facilitate that contribution.
SAVE THE DATE
Make sure you mark your calendar now because you will not want to miss the
2016 ISCEBS Symposium, the “must-attend” event for benefits professionals.
The Hilton Baltimore in Baltimore, Maryland will host this event, which will be
held September 18-21, 2016. New CEBS graduates, as well as new GBA, RPA
and CMS designees, will be honoured during the conferment ceremony on Sun-
day, September 18. See future issues of Advantage for more information.
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14. www.iscebs.org
It’s All Here!
The services and education that help you get the information you need, when you need it and where you want
it, are available with membership in the International Society of Certified Employee Benefit Specialists. These
services are available now for current and new Society members. See what your peers are saying about the
offerings, and renew/join today!
“This was the first live webcast I’ve attended. It
was timely and relevant to the work I do and was
included with my Society membership. I had not
previously attended webcasts as there was usually
a significant price tag and I was not sure of the
value I’d be getting. Registering was a very simple,
straightforward process, as was logging into the
seminar at the start.”
Kerry Lawson, CEBS, ISCEBS Fellow, CPE-Compliant
Manager GTA Life Insurance Practice
CGI
Toronto, Ontario
“Offering access to live webcasts at no charge to ISCEBS
members represents a significant enhancement to the value of
membership. Attending just two of these webcasts in a year will
easily equate to the cost of membership. The webcasts allow
me to embrace as many sources of information on various
subjects as possible. Because the Foundation and the Society
are respected sources, it seemed obvious to access their insights.
Participating in the webcast confirmed that this new service is
something of great value to me in 2016.”
Doug Feltz, CEBS, CPE-Compliant
Client Service Consultant
Arthur J. Gallagher Co.
Carmel, Indiana
“Today’s Headlines e-mails are very beneficial and pretty much
the only non-client-specific e-mails I actually bother reading.”
Leslie N. Radcliffe, CEBS, ISCEBS Fellow, CPE-Compliant
Associate Consultant
Segal Consulting
San Francisco, California
IT’S ALL
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advantage | December 2015 | 15
CEBS Graduates—Canada
July through September 2015
ALBERTA
Katherine Danielle Connell-Lane,
CEBS
Manager Total Rewards
FT Services
Calgary, AB
Cathy Theriault, CEBS
Manager Pensions and Benefits
FortisAlberta Inc.
Calgary, AB
Kelly A. Wills, CEBS
Group Underwriter
Sun Life Financial
Calgary, AB
Robin Wilson, CEBS
Service Delivery Manager
Intuit Inc.
Edmonton, AB
BRITISH COLUMBIA
Christopher P. Bloodoff, CEBS
Group Benefits Specialist
Integris Financial Planning
Services Ltd.
Prince George, BC
MANITOBA
Andrea L. Cooper, CEBS
Group Underwriter
Great-West Life Assurance Co.
Winnipeg, MB
Jaclyn Girouard, CEBS
Winnipeg, MB
Dawn M. McGill, CEBS
Benefits Specialist
HEB Manitoba
Winnipeg, MB
James M. McGill, CEBS
Group Insurance Underwriter
Great-West Life Assurance Co.
Winnipeg, MB
NEWFOUNDLAND
Jeffrey M. Cross, CEBS
Service Representative
The PBAS Group
St. John’s, NL
NOVA SCOTIA
Michael J. MacDonald, CEBS
Manager Health Services
Jazz Aviation LP
Dartmouth, NS
Heather C. Selig, CEBS
Team Lead Benefits Administration
Sobeys Inc.
Stellarton, NS
ONTARIO
Sarah E. Ballam, CEBS
Financial Education Specialist
Manulife Financial
Toronto, ON
Nicole L. Craven, CEBS
East York, ON
Wendy W. Li, CEBS
Senior Pension Analyst
Workplace Safety
and Insurance Board
Toronto, ON
Xiang Li, CEBS
Benefit Plan Analyst
ACS, a Xerox Company
Toronto, ON
Andrew A. W. MacKay, CEBS
Pension Administration
Systems Analyst
Goodyear Canada Inc.
Toronto, ON
Adam D. Peros, CEBS
Mississauga, ON
James H. Ritchie, CEBS
Benefits and Disability Associate
PLASP Child Care Services
Brampton, ON
QUEBEC
Brooke A. Verville, CEBS
Montreal, QC
SINGAPORE
Chiu Thi Kim Tran, CEBS
Singapore
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advantage | December 2015 | 16
Group Benefits Associates (GBAs)
July through September 2015
ALBERTA
Nicholas A. Adcock, GBA
Group Marketing Assistant
Equitable Life Canada
Edmonton, AB
Taraneh Azadeh, GBA
Calgary, AB
Ralph H. Boyce, GBA
Group Underwriter
Sun Life Financial
Calgary, AB
HongMing Chen, GBA
Mercer
Calgary, AB
Crystal D. Cowell, GBA
Benefits Administrator
Alberta Medical Association
Edmonton, AB
Jason Fleury, GBA
IT Administration Analyst
ACAW Trust Funds
Edmonton, AB
Kimberley Kirk, GBA
Plan Administrator
Mercon Benefit Services
Edmonton, AB
Diyao Liu, GBA
Calgary, AB
Tracy M. Mazar, GBA
Group Service Representative
Equitable Life of Canada
Calgary, AB
Jarom L. Moriyama, GBA
Associate
Keyser Benefits Corporation
Calgary, AB
Robin Wilson, CEBS, GBA
Service Delivery Manager
Intuit Inc.
Edmonton, AB
Kimberly Y. F. Wong, GBA
Calgary, AB
BRITISH COLUMBIA
Carlene M. Campbell, GBA
Client Relationship Specialist
Equitable Life of Canada
Burnaby, BC
J. Scott Holmes, GBA
Account Executive
Pacific Blue Cross
Burnaby, BC
Elaine Hsu, GBA
Richmond, BC
Nicole Knabe, GBA
Case Manager
Great-West Life Assurance
Langley, BC
Laura Elizabeth Liden, GBA
Health and Benefits Analyst
Morneau Shepell
Vancouver, BC
Lauren K. Metcalf, GBA
Employee Benefits Specialist Senior
Great-West Life Assurance Co.
Vancouver, BC
Madhulika Saxena, GBA
Payroll and Benefit Administrator
Eminata Group
Vancouver, BC
MANITOBA
Tamara E. S. Beauchemin, GBA
Benefits Administrator
HEB Manitoba
St. Andrews, MB
Nathan J. Chidwick, GBA
Group Underwriter
Great-West Life Assurance Co.
Winnipeg, MB
Kimberly D. Gerbinski, GBA
Employee Benefits Specialist
Great-West Life Assurance Co.
Winnipeg, MB
Richard H. P. Li, GBA
Associate
Aon Hewitt
Winnipeg, MB
Matthew A. Stephens, GBA
Pension Specialist
HEB Manitoba
Winnipeg, MB
NEW BRUNSWICK
Terri-Lynn Reed, GBA
Account Executive
Wilson Benefits Ltd.
Fredericton, NB
NOVA SCOTIA
Kelsie Lempen, GBA
Halifax, NS
ONTARIO
Sami Adnan, GBA
Toronto, ON
Tressa-Ann Alleyne, GBA
Sun Life Financial
Toronto, ON
Joanne Cheng, GBA
Senior Analyst
Morneau Shepell Ltd.
Newmarket, ON
Dylan J. Clark, GBA
Sales Associate
Benefits Direct Corporation
London, ON
Dejana Corovic, GBA
Burlington, ON
Paul Martial Djiometio, GBA
CSA
Aon Hewitt
North York, ON
Dominique Donkor, GBA
Senior Employee Benefits
Service Representative
Great-West Life Assurance Co.
Kanata, ON
Kaitlin A. Georges, GBA
Associate Account Manager
Great-West Life Assurance Co.
Ottawa, ON
Michael C. Jan, GBA
Mississauga, ON
Lydia R. Kinsman, GBA
E-Commerce Control Auditor
Manulife Financial
Waterloo, ON
Sasi Kirubhakaran, GBA
Group Contract Specialist
RBC Insurance
Mississauga, ON
Noriko Kusaka, GBA
Payroll and Pension Specialist
Town of Halton Hills
Halton Hills, ON
Leslie K. Monteyne, GBA
Manulife Financial
Waterloo, ON
Dianna Ospina, GBA
Advisor HR Core Services
Healthcare of Ontario Pension Plan
Toronto, ON
Douglas G. Rickard, GBA
Life and Health Insurance Advisor
Individual and Group Benefits
Toronto, ON
James H. Ritchie, CEBS, GBA
Benefits and Disability Associate
PLASP Child Care Services
Brampton, ON
Gabriele J. Romano, GBA
Retirement Account Specialist
Penmore Benefits
Concord, ON
Kelly L. Ryan, GBA
Director of Benefit Services
Labourers L 493 Welfare Trust Fund
Sudbury, ON
Auriel A. Smith, GBA
Mississauga, ON
Lynne Vandal, GBA
Service Representative
Employee Benefits
Great-West Life Assurance Co.
Kanata, ON
Elizabeth Van Rooy, GBA
Thorold, ON
Melissa C. Veigas, GBA
Benefits Analyst
Aon Hewitt
Toronto, ON
Nicholas G. R. Walsh, GBA
Employee Benefits Specialist
Great-West Life Assurance Co.
Kingston, ON
Ryan Warner, GBA
Group Benefits
and Pension Consultant
Bencom Financial Services
Group Inc.
Kitchener, ON
Amy M. Willms, GBA
Group Client Service Coordinator
Bencom Financial Services
Group Inc.
Waterloo, ON
QUEBEC
Melanie Hazel, GBA
Account Coordinator
Manulife Financial
St.-Jean-Sur-Richelieu, QC
SASKATCHEWAN
Candace C. Bigoraj, GBA
Senior Specialist Pension
and Benefits
Cameco Corporation
Saskatoon, SK
Susan L. Bristow, GBA
Relationship Manager
The CUMIS Group Limited
Regina, SK
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advantage | December 2015 | 17
Retirement Plans Associates (RPAs)
July through September 2015
ALBERTA
Adesina O. Akinsanya, RPA
Calgary, AB
Jason J. Lorencz, RPA
Relationship Manager
RBC Royal Bank
Calgary, AB
Melissa Priestley, RPA
Account Manager
Manulife Financial
Edmonton, AB
BRITISH COLUMBIA
Mark V. Costales, RPA
Benefit Analyst
Johnson Inc.
Langley, BC
MANITOBA
Anna C. Lauchlan, RPA
Team Leader CADA Unit
Great-West Life Assurance Co.
Winnipeg, MB
NEW BRUNSWICK
Marc Bourque, RPA
Senior Pension Analyst
Morneau Shepell
Fredericton, NB
NOVA SCOTIA
Bradley D. Wilson, RPA
Benefit Consultant
Belmont Health and Wealth
Dartmouth, NS
ONTARIO
Ovidiu Ciocan, RPA
Toronto, ON
Ali Fallahziarani, RPA
Financial Advisor
Sun Life Financial
Toronto, ON
Nancy Filippetti, RPA
Benefits Manager
Georgia-Pacific Canada LP
Mississauga, ON
Patrick Glanville, RPA
George Weston Ltd.
Toronto, ON
Nicole S. M. Ritch, RPA
Associate Underwriter
Group Benefits
RBC Insurance
Toronto, ON
James H. Ritchie, CEBS, RPA
Benefits and Disability Associate
PLASP Child Care Services
Brampton, ON
QUEBEC
Marie-Elaine Poirier, RPA
Customer Relationship Manager
Manulife Financial
Montreal, QC
Compensation Management Specialists (CMSs)
July through September 2015
ALBERTA
Katherine Danielle Connell-Lane,
CEBS, CMS
Manager Total Rewards
FT Services
Calgary, AB
Cathy Theriault, CEBS, CMS
Manager Pensions and Benefits
FortisAlberta Inc.
Calgary, AB
Patrick A. Tiffany, CMS
Analyst
Mercer
Calgary, AB
Wendy L. Tkaczuk, CMS
Analyst Benefits and Pension
University of Calgary
Calgary, AB
Kelly A. Wills, CEBS, CMS
Group Underwriter
Sun Life Financial
Calgary, AB
Kevin Wong, CMS
Calgary, AB
BRITISH COLUMBIA
Allan H. F. Du, CMS
Specialist Compensation
and Systems
British Columbia
Automobile Association
Burnaby, BC
Deborah Sheryll Foster, CMS
Team Manager
Great-West Life Assurance Co.
Delta, BC
NOVA SCOTIA
Devon M. Forshner, CEBS, CMS
Senior Analyst
Morneau Shepell
Halifax, NS
ONTARIO
Janice R. Clarke-Sinclair, CMS
Human Resources Manager
The Home Depot Canada
Mississauga, ON
Nicholas J. Landry, CMS
Partner, Life and Benefits Practice
Jones Brown
Toronto, ON
Xiang Li, CEBS, CMS
Benefits Plan Analyst
ACS, a Xerox Company
Toronto, ON
Kim H. Pearson, CMS
Account Coordinator
Manulife Financial
London, ON
Adam D. Peros, CEBS, CMS
Mississauga, ON
Agnes Polonska, CMS
Client Implementation Coordinator
Group Ins.
La Capitale Insurance
Mississauga, ON
QUEBEC
Brooke A. Verville, CEBS, CMS
Montreal, QC
SINGAPORE
Chiu Thi Kim Tran, CEBS, CMS
Singapore
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and updates, apply for courses
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ISCEBS Membership | Contact Us
advantage | December 2015 | 18
News in Brief
Curbing Workplace Absenteeism
In 2014, Canadian employees averaged 8.8 days absent from work,
with mental health issues being the major contributor, representing
30-40% of disability claims and 70% of disability costs. Chronic job
stress, usually from work overload, is viewed as a workplace injury
and the target of the National Standard of Canada for Psychological
Health and Safety in the Workplace. After recognition of the prob-
lem, access to quality care becomes the challenge. Online mental
health tools are available for self-help, risk assessment, treatment
planning and referrals. Virtual physician visits and advances in
personalized medicine improve access and efficiency of care. Ab-
sence management programs help reveal absenteeism trends and
drivers, and feedback from employee surveys shows how workers
view mental illness. A peer support program and leadership invest-
ment in an employee health culture help employees dealing with
mental illness feel more engaged at work.
Julie Holden and Joseph Ricciuti | Benefits and Pensions Monitor
August 2015 | pp. 34-35 | 0167299
An Employee Is Overpaid: Now What?
When an employee is paid for services not performed, the em-
ployer’s response depends on where the fault lies, the province and
the type of compensation. If the employee is at fault, the employee
should be told when and why the overpayment was made and re-
quested to repay the amount of pay plus contributions made by the
employer for income taxes, Canada Pension Plan and employment
insurance. If the employer is at fault, the company can let the over-
payment pass but add the amount to the employee’s taxable income
for the year. If the employer arranges for repayment, differences
apply based on whether repayment happens in the same year. The
employer must change payroll records and fix and reissue T4 slips.
Many jurisdictions require the worker’s formal consent to deduct
overpayments.
Wisam Abdulla | Canadian HR Reporter
September 7, 2015 | p. 21 | 0167355
Growing Ranks of Expats Forcing
Re-Evaluation of Programs
The numbers of internationally mobile employees reached 96.2
million, according to analytics firm IDC, and McKinsey Co.
projects 45% of Fortune 500 firms will have workers in emerging
countries by 2025. Assignment durations and details multiply, but
expectations for productivity remain high, buttressed by the need
for strong communications and streamlined transitions. Though
many may be unclear on details, expats expect topnotch health care
benefits. Human resources (HR) is responsible for continually ad-
justing plans and policies in a global market to ensure secure and
accessible health services. To develop an expatriate health plan, HR
must understand local markets, options for specialized care and
paths to provide expats the support they need. Planning must eval-
uate access to a full range of health services and proactively plan for
emergency services and evacuation.
Robyn Cameron | Benefits and Pensions Monitor
August 2015 | pp. 32-33 | 0167301
Keeping New Mothers Onboard
A survey of more than 3,200 women in the United Kingdom by
the Equality and Human Rights Commission projects that about
54,000 new mothers left their jobs due to poor treatment or were
dismissed or made redundant. With the high cost of employee
turnover, employers should try to accommodate new parents to
facilitate their return to work. Canada’s 12-month maternity leave
can present a challenge, but job sharing, rotations and cross train-
ing can help avoid having to hire a replacement. Employers must
balance the cost of finding, hiring and training a replacement
against losing a valued longer time employee. Edelman Canada has
had success with an informal maternity buddy program, encourag-
ing a woman going on maternity leave to connect and stay in touch
with another worker on a social level. The ongoing connection to
the workplace makes the return and onboarding process easier.
Sarah Dobson | Canadian HR Reporter
September 7, 2015 | p. 16 | 0167358
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and updates, apply for courses
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advantage | December 2015 | 19
Resources
for You and Your Employer
Canadian Health and Wellness Innovations Conference
February 14-17, 2016 | Phoenix, AZ
Health and wellness programs are becoming increasingly impor-
tant for curbing rising health care costs in Canada and globally.
The Canadian Health and Wellness Innovations Conference con-
tinues the legacy of offering targeted and timely health and wellness
sessions on topics relevant to plan sponsors and plan participants.
Explore new trends, share experiences and discover strategies to
promote a complete culture of health. Click here to view sample
topics from last year’s conference.
Key Takeaways:
• Learn firsthand about the latest trends in health and wellness
that could be important to your plan design.
• Find out how others have successfully introduced wellness
initiatives to their members.
• Discover ways to motivate plan participants to take part in
the shared responsibility of their health.
• Interact directly with speakers of your choice with followup
workshops.
Virtual Conference:
Open February 18-May 13
Registration to attend the Canadian Health and Wellness Innova-
tions Conference includes access to the Virtual Conference. Access
recorded sessions, handouts and documents 24/7 after attending
the conference. [Click here to learn more about the Virtual Confer-
ence.]
Featured E-Learning Course
Retirement Plan Sponsor Responsibilities
Members: $45 | Nonmembers: $60
Retirement Plan Sponsor Responsibilities outlines the intent and
application of the Capital Accumulation Plan (CAP) Guidelines
and the Canadian Association of Pension Supervisory Authorities
(CAPSA) Guidelines. It reviews the significance of CAP Guide-
lines and CAPSA Guidelines for plan sponsors, plan members
and insurers and highlights key differences between the two sets
of guidelines. Steps taken by the plan sponsor, advisors and service
providers when setting up, operating and terminating a CAP are
reviewed.
Course Outline
• Lesson 1: Implications of Capital Accumulation Plan (CAP)
Guidelines for CAP Stakeholders
• Lesson 2: Life Cycle of a CAP—Plan Sponsor Perspective
• Lesson 3: Life Cycle of a CAP—Plan Sponsor Perspective
(Continued)
Course Audience: This course is designed for those who want
to learn more about the Capital Accumulation Plan (CAP) Guide-
lines and the Canadian Association of Pension Supervisory Au-
thorities (CAPSA) Guidelines.
From the Bookstore
Employee Benefits in Canada,
Fourth Edition
Mark Zigler, D. Cameron Hunter,
Murray Gold, Michael Mazzuca and
Roberto Tomassini | 2015
International Foundation of Employee
Benefit Plans
US$190.00 (Members: US$145.00) | Item #7518
Order from the International Foundation Bookstore at www.ifebp.org
/employeebenefitsincanada.
This book is an introduction to and overview of public and private
employee benefit plans in Canada. Both novice and seasoned pro-
fessionals will find this a useful reference on the legal and adminis-
trative aspects of pension, health and other benefit programs. Top-
ics include regulatory compliance, fiduciary responsibility,
investment fundamentals, member communications, taxation and
the handling of delinquencies in multi-employer plans.
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20. www.JobsInBenefits.com
JobsInBenefits.com
Find Benefits, HR and Compensation Staff
Post your job opening on JobsInBenefits.com, the
longest running jobs board dedicated to professionals
working in the benefits and HR industry. Accessed by
thousands of daily visitors, JobsInBenefits.com is the
perfect place to find your next:
• Benefits administrator
• Retirement plan manager
• Group health plan manager
• Administrative support
• Sales representative
• Claims processor
• And any other benefit-related position.
Expand Your Reach
Upgrade your posting to a featured job and
receive added exposure on our website and social
networks!
Post your next opening on
JobsInBenefits.com!
21. Connect with us
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and updates, apply for courses
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ISCEBS Membership | Contact Us
advantage | December 2015 | 21
know
in the
health goals
Source: 2015 edition of The Sanofi Canada Healthcare Survey.
About 85% of health plan members have one or more health or fitness goals, but does their workplace
help or hinder their efforts to reach those goals?
According to the 2015 edition of The Sanofi Canada Healthcare Survey:
How does your workplace affect
your ability to reach your goals?
■ Supportive
■ Neutral
■ Barrier
38%
41%
21%
What are your health or fitness goals?
57%
Eat healthier foods
43%
Achieve a
certain weight
41%
Get more sleep
30%
Reach a certain
fitness level or goal
13%
Reach a certain body
fat percentage
11%
Reach a certain
BMI number
Workplace supports
Workplace barriers
Worksite programs/seminars/classes
On-site gym or gym membership discount
Availability of time due to
flexible hours or
adequate breaks
23%
Encourages physical
activity/fitness
during the workday
Availability of healthier foods
20%
17%
6%
5%
Heavy or stressful workload
Desk job or too much sitting
Does not encourage/support
physical activities
Irregular meal times/poor
eating habits
No time/
long or
inflexible
hours
46%
26%
10%
8%
5%
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22. Connect with us
Network with peers, get news
and updates, apply for courses
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ISCEBS Membership | Contact Us
advantage | December 2015 | 22
look
quick
mental health
Nine in ten Canadians describe their personal mental health as being good or better than good, but a
recent survey also shows that 33% are classified as being at high risk for mental health issues.
According to the Ipsos Reid poll:
Source: Ipsos Reid.
35%
Excellent
Canadians’ description of their mental health:
35%
Very good
20%
Good
7%
Fair
2%
Poor
1%
Very poor
How mental health has affected life:
Have taken
medication to help
Missed social gatherings
or family events
Took time off work
or school
Took time off work
or school to help family
or close friends
18%
12%
11%
5%
Several times At least once Never
Felt sad or hopeless almost every day
15%
17%
67%
for two weeks or more
Feeling stressed affected how
30%
22%
48%
they live daily life
Stressed to the point of being unable
17%
20%
63%
to cope or deal with things
Experiences with stress and depression over the last year
Based on these definitions,
Canadians scored as: High risk by generations
High risk
Moderate risk
Low risk
33%
26%
42%
Millennials
Generation X
Baby
boomers
53%
35%
14%
A respondent who answered “several times” to two or three of these scenarios is at high risk for
mental health issues, and someone who said “never” to all three scenarios is classified as low risk.
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and updates, apply for courses
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advantage | December 2015 | 23
CEBS Registration Information
Registration, Examination
and Online Study Application
Readings Updates
CEBS®
| Experience the Benefits
2015-2016 Course Catalog
CEBS News and Help
CEBS CPE Information
CEBS Catalog Request
CEBS Information
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