Benefits

Focusing on individual employee needs boosts your retention

By Chris Bruce

 

Employee loyalty is harder to secure now than ever before – especially amongst younger generations joining the workforce.

A clear definition is needed before proceeding

By Helen Stevenson

Calls for national pharmacare, which have long been simmering, have boiled over as of late. The federal government has taken the first step toward a national strategy with the release of the 2018 Federal Budget. Dr. Eric Hoskins, the former Minister of Health and Long-Term Care in Ontario, will chair an advisory council to review options and establish ideas for the framework for a national pharmacare program. 

Why employers need to embrace change as drug spending increases

By Helen Stevenson

Benefit plans are a zero-sum game: there are a finite number of resources to go around. As drug spending in Canada increases, the sustainability of drug plans is at risk.

Can a homegrown model for pension management change the course of retirement funding and HR administration?

By Joel Kranc

Many of Canada’s largest pension funds have gained much success and adoration on the global financial stage. Not so far in the past, Canadian public pensions were relatively conservative investment vehicles focusing mainly on investments such as government bonds, and were funded on a “pay-as-you-go” basis.

The next class action?

By Kathleen Chevalier and Alex Lemoine

Historically, class actions have proven to be a challenge in employment law. Employees are thought to be a poor target for class action lawyers as they are notoriously difficult to access and organize, and individual claims tend to be of relatively low value. Most problematic, however, is that the claims tend to lack the required “common issues” between employees to permit a court to certify a class action. By their nature, the claims advanced are often inherently

Employer-sponsored benefit plans at risk

By Anthea Gomez

The employee landscape continues to change, and because of our vastly improved health care, people are living longer lives. Companies are experiencing the period of the aging worker, and this time of social change is forcing employers to restructure and rethink the cost implications of providing wellbeing support and benefit plans to workers so that they can stay healthy and fit while on the job.