The document outlines the agenda for a workshop for plan administrators held on November 27, 2012, covering various topics such as enrolments, terminations, and government benefits. It emphasizes the responsibilities of plan administrators, including timely reporting of changes, proper enrollment procedures, and management of benefits during employee leaves and terminations. Additionally, it highlights the implications of new tax rules on benefits and the importance of communication with employees regarding their coverage.

1. Plan Administrator's Workshop
November 27, 2012

2. Agenda
• 10.00am. Refresh the basics
•Enrolments, Terminations, Troubleshooting
• 11.00am. Beyond the basics
•Maintenance Drugs
•EI Premium Reduction Program
•Government Benefits
•Paramedical Expenditures
•Legal Issues
• 12.30pm Lunch
• 1.30pm Prize Draw
• 1.35pm Martin Walker from Co-operators
• 2.30pm Trends in Fraud, Drug Laws & OHIP Offloading
• 3.00pm Stress-Busting Techniques from Evelyne Mitskopoulos

3. You are an “agent of the
insurance company”
What does that mean?

4. We have seen Murphy’s Law happen
repeatedly.
The rules of insurance are not fun,
convenient, or easy to remember, but
they must be followed.

5. Administration
• As the administrator:
• Inform Beneplan of any new hires, changes and terminations.
•Examples: change in name, marital status, dependents,
beneficiary, addition/removal of Co-ordination of Benefits,
current address ->most important.
• It is important to include the main reasons for any changes made
within 31 days of the effective date.
•Changes reported more than 31 days after the dates of change may
require health evidence of insurability

6. The Plan Enrollment
• It is strongly recommended that you enroll new employees as
soon as they are hired, and then Beneplan will be able to track their
effective date.
• Please avoid enrolling employees or their dependents late.
• Employees are eligible to enroll if they satisfy the following:
- Must be covered under provincial government health insurance plan.
- Must be an active full time employee

7. Accuracy
is
Paramount

8. Choose
only one
option

9. Still must
provide info on
dependents
(spouse/
children) if
have DGL

11. The Enrollment Forms
•The employer must submit the form no later than 31 days of
satisfying employee/dependent’s eligibility requirements to
Beneplan Administration.
Waiving the Waiting Period
- In order to waive the waiting period the employee must have had
previous benefit coverage within 3 months prior to the hire date,
specifically life coverage.
-The “Application to Waive the Waiting Period” form must be
completed by the employee and submitted to Beneplan.
- It is an application, not a request. Do not promise anything to
new employees until you have heard back.

12. Dependents are covered if…
• They are first covered under OHIP or another provincial plan
• If the dependant child is under age of 21 not working more than 30
hours a week.
• If the dependant is over age 21 but under age 25 and registered as a
full time student in Canada.
• If the dependant child is permanently incapacitated at any age, proof
of infirmity must be submitted within 31 days of the child reaching age
21.
• If the dependant’s spouse is a person of the same or opposite sex to
whom you are legally married, or which whom you have lived
continually in a common-law relationship for more than 12 months
and publicly represent as our spouse.

13. Late Applications

14. Late Applications
• If employees fail to enroll in the Plan within 30 days of
meeting the eligibility period, they are deemed to be late
applicants
• The employee and his/her dependents must submit “Health
Evidence Form”
• Original form must be submitted to Beneplan for approval
by the Co-operators
• Additional medical information may be requested
• It is possible that some or all of the requested
benefits are declined temporarily or permanently

15. Late Applications
• This is one of the most common way which P.A.s create
liability for their employers
Enrolment
Form
Submitted
With
Date Effective Health Benefits
of Hire Date evidence Approved
Date of Death
Do you think the insurance company would pay their life insurance claim?

16. Late Applications
Enrolment
Form
Submitted
With
Date Effective Health Benefits
of Hire Date evidence Declined
You must
tell the
employee
that he/she
does not
have
benefits

17. Expatriate Coverage:
Your employees abroad
• Consider if you need to obtain expatriate coverage for them
• OHIP is not interrupted when a Canadian leaves country under
180 days
• Possible to obtain an extension from OHIP under some
circumstances
• OHIP does not pay for drugs and dental (unless emergency)
• Neither OHIP nor your Out-of-country coverage will pay for
routine items (doctors’ visits, etc)
• Out-of-country coverage only covers “emergencies” only and lasts
90 days (60 if over 65)

18. Inpatriate Coverage:
Foreign employees coming to work for you
• Group health insurance plan only covers employees who
have OHIP or provincial HIP
• When people arrive to Canada, they must wait 3 months
before OHIP is effective
• If you want to provide health insurance to them in that 3
month window, you must purchase it from a separate
company
• http://www.travelinsurance.ca/plans/visitorsGeneral.php
• 1-800-379-9628

19. Out of Country Coverage
• Absolutely critical to call the
number on their out of country
card before paying the any foreign
medical provider
• Upon calling, the insurance
company negotiates a fair market
price with the medical provider
• If they are not called, it is possible
the employee will be overcharged
and not be able to claim the full
amount upon return to Canada
• Communicate this to all employees

20. Many Hospitals are For-Profit
$70,000 4-night hospital stay in PA
(motorcycle accident)
$15,000 1-day hospital visit in LV
(ear infection)
$30,000 4-night hospital stay in India
(Owner of company said, “What? I am from that
part of the world. I can buy a hospital for $30,000”).
Fair market pricing applies
Canadians are frequently overcharged

21. Terminations / Non Active
Employees
• The employee quits or resigns with notice
- The termination date would be the last day worked.
• The employee is being fired for cause
- Terminate the coverage on the day the employee is fired.
• Voluntary leave of absence
- The company may choose to suspend or extend benefits during the
absence.
- Let us know before you offer to extend benefits.
- Your decision must be communicated in writing to the employee.
- If the company chooses to extend benefits, the company must apply for
a Letter of Agreement (LOA).

22. Terminations / Non Active
Employees
• Company Lay off – the layoff expected to be less than 13 weeks
• The Employment Standards Act (ESA) states that companies that lay
employees off temporarily up to 13weeks, are not deemed to have
terminated these employees;
• In this case, the company may choose to suspend benefits during such
layoff or may choose to extend benefits during the layoff.
• If the company chooses to extend such coverage, the company must
apply for a Letter of Agreement (LOA).
• All benefits, with the exception of short/long-term disability, out-of-
country coverage and weekly indemnity can be continued, up to 13 weeks.
After 13 weeks, only health & dental may be covered, up to 35 weeks.
• This must be documented by the way of LOA.

23. Terminations / Non Active
Employees
• Company Layoff – the layoff expected to be more than 13 weeks
- The Employment Standards Act (ESA) states that companies that lay
employees off for longer than 13 weeks, the employees are not deemed
terminated if the company extends all their benefits.
- In this case the company must apply for a Letter of Agreement (LOA).
- All benefits, with the exception of short/long-term disability and out-of-
country coverage can be continued, for a period of up to one year. This must
be documented by the way of LOA.

24. Terminations
6. Benefits during the notice period
The ESA requires that all benefits, including disability, must continue,
whether the employee is actively working or not, for the number of
weeks, set out by the Employment Standards Act (ESA)
For Ontario:
Working for 3 months or more; less than 1 year (1 week)
1 year or more; less than 2 years (2 weeks)
3 years or more; less than 4 years (3 weeks)
4 years or more; less than 5 years (4 weeks)
5 years or more; less than 6 years (5 weeks)
6 years or more; less than 7 years (6 weeks)
7 years or more; less than 8 years (7 weeks)
8 years or more (8 weeks)

25. Terminations / Non Active
Employees Ask us before you
offer a package!
• Severance
- Extension of benefits beyond the “Notice Period” requires legal
documentation between the employer and the insurance carrier.
- All benefits would be extended, with the exclusion of any disabilities (short or
long) and out-of-country coverage (on health).
- The employer must inform Beneplan if they wish to extend benefits beyond
the termination date or notice period.
- An LOA is required in this case.
• Survivor Benefits
- In the event of an Employee's death, the coverage for an insured dependent
with respect to extended health care and dental benefits will continue for usually
two more year.
- Premiums are paid entirely by the employer.

26. Other Leaves-per the Employment
Standards Act (ESA)
Compassionate Leave (Family Medical Leave)
• Under the ESA the employee is eligible to family medical
leave up to eight weeks job-protected leave.
• The coverage will be extended for all benefits in effect prior to
the leave. Employers must continue paying their share of
benefits premiums.

27. Other Leaves-per the Employment
Standards Act (ESA)
Pregnancy/Maternity/Paternity Leave
• Under the ESA where an employee takes maternity/paternity leave, the employer
must keep all of the benefits that were in force prior to the leave.
• If premiums for WI and LTD are paid during maternity/parental leave, the
employee will be eligible for disability coverage.
• If premiums are not paid, there would be no disability coverage.
• No letter of agreement is required here.
What if the employee pays a portion of the benefits?
• Employee must continue to pay during leave
• Usually done by sending cheques to the order of the Employer
• If he/she does not pay, send 2-3 letters of warning before cutting off the benefit
• However, we recommend you continue paying the premium anyway, and thus
continuing the disability benefit, to protect against the worst case scenario

28. Other Leaves-per the Employment
Standards Act (ESA)
• Emergency Leave
- Under the ESA if the employee is entitled to personal emergency leave then
the employee will be on an unpaid, job-protected leave of up to 10 days
each calendar year.
- The employer must continue benefits while an employee is on personal
leave.
• Vacation Periods Extended
- If the employee on vacation (either in or out of country) and the employer
decides to allow the employee to extend the employee’s vacation, then
coverage for all benefits would continue to be in force, depending upon the
duration.
- No letter of agreement is required here.

29. Sick Leave
Sick Leave
- Under the ESA if the employee is on sick leave or short term disability then
he/she has the right to continue with their employment contract.
When an employee needs to take extended time off:
1. Notify Beneplan
2. Fill out an ROE for EI sickness benefits – select the appropriate box
3. While the employee is on STD, start to apply for LTD – get forms from Beneplan
4. LTD waiting period is 4 months (usually)
5. If sick leave is extended, apply for Life Waiver of Premium – ask Beneplan
6. If they come back to work, notify Beneplan again
7. Keep him/her on benefits for the first 6 months – refer to your booklet to see
how long they stay on benefits
8. While they’re on benefits, they’re required to continue to keep paying their
portion of the premium
1. If they fail to do so, you can terminate them from benefits, but must
give ample notice first (similar to maternity leave)

30. ...but it’s the employer’s choice

31. Not Actively At Work
• “NAAW” employees are not covered for benefits
• If an employee dies while NAAW, insurance
company declines life claim
• Spouse usually sues all parties and usually wins a
settlement
• Prevent this by letting us know as soon as someone
goes off work

32. What to do with unusual situations
1. Let us know as soon as possible
2. Ask us before you offer a benefit package in severance
3. Communicate clearly with employee the risks in writing
4. Follow the rules of insurance

33. New Rules for AD&D and CI
• The federal budget presented on March 29th, 2012, outlines a new
rule which requires employers to include Accidental Death &
Dismemberment (AD&D) and Critical Illness (CI) premiums
with employee’s taxable incomes.
• If the employer is paying for the AD&D and CI benefit, employee
must pay tax on premiums
• Starts in 2013 – so the T4s you prepare for 2013 in late
2013/early 2014 must include these amounts under ‘taxable
benefits’
• Includes contributions you make from March 29-Dec 31/2012
for benefit coverage in 2013 (to avoid loophole)
• For Quebec employees, this only impacts federal income tax.
There is already a provincial rule which considers these benefits.

34. New Rule for Weekly Indemnity
• Starting in 2013, benefits paid out for self-insured short term
disability (weekly indemnity) plans will now be subject to CPP
and EI deductions in addition to the income tax it is already
subject to.
• If you have STD/WI with Beneplan, we will take care of that for
you

35. Don’t Forget…
• Life insurance (including DGL*) is a taxable benefit – add to T4s
• Employees must pay if LTD benefit is non-taxable upon
collection
• If LTD benefit is non-taxable, and you do not charge employees
for their portion of the premium, you must add the premium
onto T4s
• New dependents, beneficiaries, etc
*Dependent Group Life

36. Update salaries immediately
• If you have a plan where benefits such as Life or LTD are
calculated as a % of income (e.x. Life is 2x income; LTD is
66.67% of salary), you must report new salaries
• There have been cases where the plan administrator forgets to
update salaries, an employee becomes disabled, and the salary
on file is $50,000 – but he is actually now making $80,000.
• The insurance company paid based on what is on file. Further,
LTD premiums are dependent on volume of coverage.
• The employee sued for the difference.

37. While on Long Term Disability (LTD) - No premium for LTD
• In case an LTD claim is approved or in case of total disability of an
employee as a result of accident, sickness or disease where no LTD
coverage is available, the employee maybe eligible for premium waivers
of life, AD&D and/or DGL if covered.
• Your employer should have a benefit coverage policy that allows the
disabled employee to continue health and dental benefit for a particular
period of time as spelled out in the policy. Beneplan inserts this
automatically, but you have authority over this clause.
Applying for Life Insurance Conversion
• Within 31 days of group life insurance termination, the employee may
obtain an individual policy with The Co-operators without providing
evidence of good health.
• The employee has to call a Co-operators agent to do so.

38. Troubleshooting Claims
• It is important to note here that no claim will be accepted or
processed if submitted after 12 months of service date.
• Has the pharmacist entered the Carrier Code instead of the
Group Policy #?
•The carrier code means the insurance company
•The carrier code for dental is 606258; for drugs, it’s 97
•These are not the group policy #s

39. Troubleshooting Claims
• What is the error message?
•“This person is not covered”
•Are all names spelled correctly?
•Is the address the same?
•Has your dependent recently turned 21?
• “This benefit is not covered”
•Call 1-800-667-8164 or log online to Cooperators.ca to
find out maximums
• If you still experience issues, have the pharmacy call 1-866-
394-3648 or have the dentist call 1-800-667-8164 for help.
• Pay and submit a Claim Form to be reimbursed.

40. Maintenance Drugs
• When you begin a new drug, insurance companies dispense 30-
day-supply for the first 2 dispenses, then a 90-day supply
• Reason: they anticipate drug switching
• This eliminates wastage
• If you’d like a 90-day, call 1-800-667-8164
• They’ll adjust your record
• Tell your pharmacist how much of a supply you want

41. EI Premium Reduction Program
Employment Insurance (EI)
EI is second payer to any employer-sponsored wage loss
replacement plan.
The wage loss replacement plan may be either insured or self-
insured.
The government recognizes that utilization will be less under EI
when an employer plan is in place, therefore they introduce the
Premium Reduction Program.

42. EI Premium Reduction Program
A program which is designed to reduce the employer’s EI
premiums payable if that employer provides wage loss
replacement coverage that meets Human Resources and Skills
Development Canada’s requirements
To be considered for premium reduction, a plan that
provides short-term disability benefits must:
- provide at least 15 weeks of benefits;
- match or exceed the level of benefits provided by EI;
- pay benefits to employees after 14 days of illness or injury;
- be accessible to employees within 3 months of hiring;
- cover employees on a 24-hour-a-day basis.
- pass on the savings to employees for their portion

45. This amount must be passed on
to employees
Company Party / Cash / Benefit Plan …
Src: http://www.servicecanada.gc.ca/eng/cs/prp/0200/0200_020.shtml#a020-4

46. How EI Sickness and WI programs interact
• The WI program is a replacement for EI sickness benefit
• You elect to have one or the other
• If you wish to keep the EI sickness program, but you don’t like their
maximums, or their waiting periods, it’s possible to co-ordinate both
benefits by using the supplementary unemployment insurance sickness
benefit (SUB)
• The SUB plan must be registered with EI
• The SUB plan needs to be drafted to indicate exactly what’s offered
• EI requires a 2-week waiting period, the SUB plan can make payments
during these 2 weeks without interfering with EI sickness plan
• EI would offset some payments from the employer, however, if a SUB
plan is in place, EI will not offset any top-up payments to improve the
maximum

47. Government Benefits
Other Ontario Health Programs
Trillium Drug Program (TDP):
- Was designed to assist Ontario residents who have high prescription
drug costs in relation to their net household income.
- Eligible drugs are listed in the Formulary.
- Additional drugs may be eligible if approved through the ministry’s
Exceptional Access Program.
New Drug Funding Program for Cancer Care (NDFP):
- Was formally approved in May 1997.
- It is administered by Cancer Care Ontario, on behalf of the ministry,
and provides about 75% of the overall funding for new and approved
intravenous cancer drugs administered in hospitals.
- The other 25% is for older drugs which were approved prior to the
creation of the NDFP and is covered by the hospitals’ budgets.

48. What if Trillium rejects me for
coverage?
1. Make an appeal to the Exceptional Access Program (EAP)
2. If that doesn’t work, call the drug manufacturer to explain your plight
and ask to help subsidize the cost. This sort of ‘negotiation’ happens
more often than you’d think.
3. If all else fails, write to the Toronto Star and hope that your exposure, or
response from an editor, can help get you an exception from the EAP

50. Legal Issues
Risks which fall under your scope of
responsibility as plan administrator

51. #1 Rule: Let Beneplan Know
• There is an infinite amount of unusual and technical
situations which could put you on the hook
• Always double-check everything with Beneplan
• It’s our job to know the fine print of your 100-page
contract inside & out
 “Someone we laid off in February just died. I forgot to
tell you but I’m telling you now. What do we do?”
 “We want to lay some people off – before we do, what
are the rules of benefits around layoffs?”

52. Case: Disabled Employee vs. Employer
• Employee developed MS slowly over a period of 3 years
• Employee asked employer “should I start applying for
LTD?” * Employer said “Don’t worry about it right now.”
• Employee continued to pay LTD premiums
• Employee got worse and could no longer work full time.
• Employee submits the LTD claim form but is rejected on
grounds of “partial disability”
• Employee sues employer, Manulife, Unum, Beneplan
• Judge placed blame on Employer (plan administrator)
• Manulife and Unum were not at fault, but Judge said
“yeah, but…you’re the insurance company.” Implying, ‘in
reality, you have money, and you can afford to help out.’
• We’ve seen this mentality with judges countless times
applied to employers as well
* Here is where the P.A. could have called Beneplan to avoid the suit

53. Your Duty of Care
• If an employer sees than an employee is about to do
something legal under normal circumstances, but indeed
that employee could be causing harm to themselves, the
employer has a duty of care to warn the employee

54. “Ought to have known”
• If an employee is acting in a certain fashion that under
normal circumstances indicates that they’re facing a
problem then the employer, then the employer, having the
duty of care to inform, cannot hide behind the expression
“I did not know.”
• In the common law, employers “ought to have known” if
there is enough circumstantial evidence.

55. Lesson
• Plan administrators have a positive duty to accurately
and fully disclose to plan members all info that might
reasonably be expected to affect employee’s benefits
• Silence can be held against you

56. Refusal of Benefits
• Life insurance and Long Term Disability should be
mandatory or a condition of employment
• We’ve seen:
•An employee opt out of all benefits (incl Life)
•…Pass away
•…Spouse sues employer
•…Spouse wins settlement

57. Refusal of Benefits
• Some new law firms are targeting these cases specifically
• Intent to go after the plan sponsors (not insurers) for
failing to perform duties as plan administrators
• Make these benefits mandatory and avoid refusals
altogether
Source: Dave Patriarche, Mainstay Insurance Brokerage Inc.

58. Prize Draw

59. Martin Walker
The Co-operators Life Insurance Co.

60. OHIP Offloading
How to protect your plan against spikes in claims

61. Cancer drugs becoming Oral
Please put in a cap on your prescription drugs

62. Prescription Drug Fair Market Pricing
• Pharmacists lost a significant amount of profit when Ontario
Minister of Health Deb Matthews outlawed kickbacks for generic
drugs
• The government left unregulated the amount which pharmacists
can mark up drugs to the general public
• We’ve seen a steady increase in the mark-up of prescription drugs
• If there was no mark-up, the pharmacy would have to charge $20
dispensing fees. That’s the true cost of running that business.

63. Prescription Drug Fair Market Pricing
• Your plan members are only reimbursed the fair market price by
The Co-operators
• Solutions
•Educate employees to negotiate or switch pharmacies
•Preferred pharmacies (Alliance Pharmacy Group)
•Custom drug formularies (In the works with Beneplan & Co-
operators)

64. 2012 Fraud Trends
• 10-30% of claims are fraud / ‘innocent’ gaming the ‘system’
• We hear your employees call and ask “how can I alter this claim so
that it’s paid even though I don’t have coverage?”
• Mentality of ‘oh well, insurance companies have tons of money.’
• It’s important that your employees realize that your employer is
footing the bill – not the insurance company.
• If they are taking advantage of anyone, it is their employer.
• Escalating benefit costs are not sustainable, and will only lead to
benefit cuts.
• We are willing to conduct info-sessions to communicate this &
also encourage people to use, but not abuse

65. 2012 Fraud Trends
• Dental receptionists submitting false claims
• Dentists up-coding for treatment
• Pharmacists fabricating claims – RCMP gets involved if it’s ODB
• Head of fraud detection at OHIP told us off the record that they’ve
uncovered more fraud as a result of new pharmacy regulations
• Paramedicals rife with fraud, especially compression hose &
orthotics
• Entire mafia rings dedicated to paramedical fraud
•White collar crime is more lucrative, less physically dangerous,
and lower penalties if caught

66. How Fraud Starts
I can get you a $400 store credit for free. Just get
a prescription from a chiropractor for
compression hose. I’ll give you a receipt for
compression hose, which you claim through
your benefits. Then you can buy $400 worth of
products from me.
Drug Store
We have an
If you put RMT on staff. If
through $2,500 you put
in claims from through a $500
my wellness claim for
centre, I’ll give massage, we’ll
you a $500 cash give you a $500
kickback. spa credit.
Chiropractor Spa

67. How to combat Paramedical fraud?
• Request the benefit(s) you are concerned about to be subject to
pre-approval
• This cuts down paramedical expenditures by 2/3rds
• This leaves room for you to grant more money to the people who
truly need it vs. those who use it “just because”
• 2 pairs of custom orthotics for $60 at Costco
• Can direct Beneplan to pay these claims for you

68. Narcotic Abuse • Narcotics
Monitoring System
implemented by the
government in May
2012
• Sends red flag
immediately to
pharmacist if there
was poly-pharmacy
or double-doctoring
• Generic OxyContin
has been allowed for
sale, and we will
monitor claims
usage

69. Questions?
1.800.387.1670
x226 Evelyne Mitskopoulos paramedicals@beneplan.net
x249 Vincenza Principato vinenza@beneplan.net
x252 Yafa Sakkejha yafa@beneplan.net
Twitter @Beneplan

70. Natural Stress
Remedies
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

71. Definition of Stress
The confusion created when one’s mind
overrides the body’s basic desire to choke the
living daylights out of somebody who
desperately needs it.
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

72. “Stress” refers to any reaction to a physical,
mental, or emotional stimulus that upsets the
body’s natural balance.
People, bills, work, noises, extreme
temperatures, pain, illness, traffic
Stress is an unavoidable part of life.
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

73. 2/3 of doctor visits are for stress-related
ailments
90% of diseases are stress related
If you control your stress, you control
your immunity to disease
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

74. Stress Symptoms
• Fatigue • GI disorders
• Low energy • Headaches
• Mood swings • Tooth-grinding
• Appetite changes • Need alcohol to calm down
• Insomnia • Shallow breathing
• Lowered sex drive • Nervous twitches
• Heart palpitations • Cold hands
• Memory problems • High blood pressure
• Lack of concentration • Muscle aches or back
problems
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

75. Results in “fight or flight” response due to
increased production of adrenal hormones.
Body steps up its metabolism of proteins, fats
and carbs to quickly produce energy.
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

76. •Increased secretion of adrenaline
•Elevation of blood pressure
•Acceleration of heartbeat
•Greater tension in muscles
•Digestion slows down or stops, fats and
sugars are released from stores
•Cholesterol levels rise
•Composition of blood changes slightly
(clotting)
•Release of cortisone and cortisol (suppresses
immune system)
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

77. Parasympathetic
Nervous System
Puts the body at rest
so that it can
stimulate sexual
arousal, salivation,
urination,
lacrimation (tears)
and digestion
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

78. Don’t worry, be happy
(Yeah, right)
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

79. Nutrient Deficiency
Response causes excretion of amino acids,
potassium and phosphorus, depletes Mg in
muscle tissue, stores less calcium & more
•Poor nutrient absorption, and unable to
replace them adequately
• Free radical damage, slows healing, wears
out body, increases susceptibility to illness

80. Daily rituals to beat stress
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

81. Exercise – vigorous walk is all you need

82. Meditate &
Breathe
Deeply.
Set the day’s
tone first
thing in the
morning.

83. Diet of 7 servings of fruits & vegetables takes
the stress off your digestive system

84. Lots of Hydration
to support brain
function & for
kidneys to rid the
body of waste &
toxins

85. Sleep – less than 6 hours leaves you slower
& irritable (7-9 is ideal)
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

86. Laugh
It releases
endorphins
which is a
natural stress
buster and gives
the heart muscle
a good workout.
Don’t take life
too seriously!

87. Have an
“attitude of
gratitude” –
living
thankfully
every day
reduces stress

88. Recommendations
•Don’t ignore hunger, thirst or exhaustion
•Eat diet of 50-75% raw foods
•Avoid processed foods, artificial sweeteners,
preservatives, carbonated soft drinks, chocolate,
fried foods, junk foods, sugar, white flour
products, limit red meat
•Limit or eliminate caffeine, alcohol, tobacco
•Have a regular time out → solitude
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

89. Brain-Gut Connection
•We're now discovering that the composition of this
microflora has a profound impact on your health. For
example, we now know that your intestinal bacteria
influences your:
•Genetic expression
•Immune system
•Brain development, mental health, and memory
•Weight and chronic & acute diseases
•Take probiotics daily to balance gut flora
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

90. Supplements
•GABA – 600 to 750 mg, 2X daily
•Complex B Vitamins – 100 mg daily
•Plus extra pantothenic acid B5 – 500 mg daily
•Vitamin C – 3,000 mg daily
•Calcium – 2,000 mg daily
•Magnesium – 600-1,000 mg daily
•Zinc – 50-80 mg daily
•Sleep: Melatonin – 1.5 mg daily, taken 2 hours before
bedtime. If not effective, increase gradually to 5 mg.
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

91. Herbs
Holy Basil
1,000 mg daily
Kava kava
Relaxes the mind and body
Passionflower
Calming
Skullcap
For nervous disorders
Valerian
Keeps nervous system from being
overwhelmed and powerful sleep aid
Chamomile
Nerve tonic, sleep aid
(do not take if allergy to ragweed)
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

92. “We’ve got 1000 different diagnoses and diseases
out there. They’re just the weak link.
They’re all the result of one thing: stress.
If you put enough stress on the chain and you put
enough stress on the system, then one of the links
will break.”
-Dr. Ben Johnson
Evelyne Mitskopoulos, Director of Wellness, Beneplan Inc. 1-800-387-1670 X 226 paramedicals@beneplan.net

93. Request Evelyne to visit your office for
wellness presentations and speak to
employees
Evelyne Mitskopoulos C.N.P.
Director of Wellness
1.800.387.1670 x226
paramedicals@beneplan.net