COVID19 (Coronavirus) Impact to Company Benefits and Travel Coverage

The recent classification of Coronavirus as a Pandemic and the Government of Canada’s move to increase travel restrictions has been cause for concern for everyone.

The situation continues to evolve rapidly as Governments, Companies and Insurers react to the changing recommendations and requirements.  Given this uncertainty, we wanted to clear up some common concerns regarding your benefits program:

Out of Country Travel:

Canadians on vacation or working abroad have been encouraged to return home and while travel is not banned, it is not recommended that anyone leave the country unless necessary.

·         If you have an employee that needs to leave the country, we recommend that they contact the group benefits provider before leaving to ensure that their group Out of Country Travel benefit will still be in effect.  Given the widespread travel advisories, it is likely that coverage for illness from Coronavirus would not be covered.

·         Please note that if an employee decides to leave without coverage and is an Ontario resident, they will not be covered for out of country expenses incurred under OHIP as coverage for this was removed on January 1, 2020

·         Employees who are not Ontario residents may have some coverage through their provincial health care plans, however, these are generally very limited and almost certainly will not cover the full cost of treatment should an accident or illness occur on their trip.

·         If anyone is away and has not yet returned, all insurers are obligated to provide coverage until their return.  (As long as they adhere to the Government recommendation to return as soon as possible).  This includes anyone in quarantine

Travel Within Canada:

As of the time of this email, there are no insurance restrictions or limitations on coverage when traveling within Canada.

Short Term Disability:

If you do not have an insured Short Term Disability plan, you may want to review your illness policy and determine if there is a need to revise given the current situation.

For those with an Insurer supported plan, encourage employees to submit claims early if they are sick.  Most insurers are adding additional processing capacity with the expectation of higher claims in the next few weeks.

Drug Benefits:

Some in the media have voiced concerns of Drug shortages in light of the virus.  At this time, there are no concerns from insurers, the government or pharmaceutical companies about the supply of drugs.

·         Prescription refill guidelines still apply.

o   If employees would like more than the standard supply of medications, they would be required to pay out of pocket for the additional drugs (as has been the standard for many years)

Below are some additional resources on specific carrier responses and recommended guidelines for prevention in the workplace.

On behalf of the team at HCG, I wish you good health and encourage you to make a Plan To Be Well.

https://www.sunlife.ca/ca/Tools+and+Resources/Health+and+Wellness/Preventing+and+treating+illness/Seven+simple+ways+to+avoid+the+flu?vgnLocale=en_CA

https://www.canadalife.com/about-us/how-canada-life-is-supporting-you-during-covid-19.html

https://www.medaviebc.ca/en/covid19

https://www.sunlife.ca/ca/Tools+and+Resources/Health+and+Wellness/Preventing+and+treating+illness/Coronavirus+COVID-19+self-isolation+What+you+need+to+know?vgnLocale=en_CA

National Pharmacare: How close are we?

National Pharmacare: How close are we?

The idea of National Pharmacare received a lot of media attention in 2019.  While there are advantages, disadvantages and political opinions surrounding this potential expansion of the Health Care system, I hope to put these arguments aside and focus on the most significant and realistic problems that would need to be overcome to put any program in place.

1.       It’s possibly illegal:

While the federal government is responsible for the delivery of health care services in the territories and in some other limited areas, the majority of health care delivery is managed by the individual provinces.  Under the constitution, the federal government sets minimum standards and provides funding while the provinces provide additional funding and delivery.

This means that the federal government cannot simply dictate this type of change but instead must get all provinces on board with the decision.  This leads to the next barrier.

2.       Quebec:

Anyone involved in the decision-making process for a group benefits plan that operates nationally in Canada knows that when it comes to consistency, Quebec causes issues.  For National Pharmacare, there will not be a difference.  RAMQ represents the most developed Provincial Pharmacare system but does not deliver on the political promises being made for the National system.  This means that instead of following RAMQ’s model, the expectation is that it will change to align with the new system.  Given the resurgence of the Bloc Quebecois in the 2019 election, the recent negotiations with the Quebec Pharmacist’s Union and the longstanding and fairly successful and sustainable nature of RAMQ, I feel that it is unlikely that Quebec’s will be quick to embrace this new system

3.       Pharma doesn’t want it:

The biggest selling point for a national Pharmacare system is the ability to pool the buying power of all the provinces to negotiate a more favorable pricing with the pharmacare industry.  As you can guess, the industry is not exactly thrilled with this prospect and had the deep pockets and political leverage to fight it.  The fight has already started.  In August, the Canadian arms of Merck & Co, Janssen Inc, Bayer AG, Boehringer Ingelheim and Servier Inc. launched a complaint in Quebec’s Superior Court.  They argue that the new Patented Medicine Prices Review Board (PMPRB) which will come into effect July 1, 2020 undermines the provinces ability to negotiate pricing and provide Health Care Services. 

The PMPRB is a small step towards a national system, but it is already facing the all three of the major hurdles that a full national system would have to overcome.

While the idea has merits and potential, we are still several years away from implementing a national pharmacare plan.  In the meantime, the government will likely continue to take small steps towards a program while facing strong opposition from other political parties, provincial advocates, existing programs and the pharmaceutical industry.

2020 Legislative & Financial Update – Important News For Group Pension Plans!

2020 saw small incremental changes in legislation little of which has an immediate impact on Group Benefits and Retirement programs.  With that said, there are some important changes that you need to know about:

1:  The Financial Services Regulatory Authority of Ontario (FSRA formerly FSCO) announced on December 11, 2019 that it would increase the audit threshold for Pension Programs in Ontario from $3,000,000 to $10,000,000.  This means:

·       Any plans with less than $10,000,000 will not be required to file an auditor’s report along with their plan financial statements for any plan with filing due after December 11, 2019

·       Financial Statements along with applicable forms and SIP&P must still be filed for all plans

·       Plans with a year end of September 30, 2019 would still be able to take advantage of the reduced requirements as their filing is not due until March 2020

2:  OHIP Travel Coverage changed on January 1, 2020.  As a result, OHIP will no longer cover most medical expenses incurred while traveling outside of Canada.  This means:

·       If your Group plan has group Out of Country Travel:

o   There is no change for your employees

o   Additional costs will be taken on by your insurance company

o   Your large claim pooling premiums are likely to increase at renewal due to these additional costs

o   If your pooling agreement does not include Out of Country from the first dollar, the plan may also take on additional expenses up to the pooling threshold

·       If your Group plan does not have group Out of Country Travel:

o   There will be no impact to your plan or pooling charges

o   If you fund individual travel policies for key employees, you should review these policies to ensure that these employees are not out of pocket should a claim occur

o   If the company does not provide travel coverage for any employees, you may still wish to encourage staff to review their policies and ensure there are no surprises while they travel

3:  Deduction limits increased for 2020.  A summary of these adjustments can be found below:

 If you have any questions on the topics above, please reach out to us!

Men's Breakfast for Mental Health 2020

We’re very excited to announce our 4th annual Men’s Breakfast for Mental Health on June 16th 2020.

This event is design to raise awareness for, and stimulate conversation and change toward the ‘silent killer’, men’s mental health.

The StatsCan Canadian Community Health Survey on Mental health and well-being found that 10% of men experienced symptoms of the surveyed mental health disorders and substance dependencies.  Among Canadians of all ages, four of every five suicides are male.

Along with genetics and stress, MaleHealth.com points out that social and psychological factors can contribute to men’s depression. Men’s focus on competition and feeling powerful can have an adverse affect on stress and mental well-being. Physical illness, in particular a life-threatening condition, is another trigger for depression, since it directly impacts a man’s sense of strength and status.

We have seen this event grow considerably over the years, each year showcasing a slightly different line-up, from workshop offerings to keynote speakers. This year we will host another line up sure to inspire and inform. Please watch our social media feeds for ticket announcements!

Mental Health Support and Return on Investments

First-of-its-kind Canadian research has found that “positive returns on investment (ROI) of workplace mental health initiatives are within reach for Canadian businesses,” says Deloitte Canada.

Backed by this research, our wellness-led benefits model has been substantiated yet again.  At HCG we’ve flipped the traditional benefits model on its head by leading with wellness first, supported by benefits.  Mental health support is at the top of our list, as we recognize that the cost to the Canadian economy of poor mental health in our workplace is estimated to be $50 billion annually. 

This analysis reveals that “companies with mental health programs in place for one year had a median annual ROI of $1.62 for every dollar invested.  For companies with programs in place for three or more years, the median annual ROI is more than double, valued at $2.18 for every dollar spent.” Such a gain is substantial, and should not be overlooked. And yet, it is.

Deloitte Canada continues: “there is an economic and moral imperative for Canadian employers to take action, noting that the ROI in workplace mental health programs translates into: Good for people, Good for Business.”  This means that employers could achieve greater program ROI by prioritizing investing in higher-impact areas such as leadership training and preventive intervention, including psychological care benefits.

The fact of the matter is that many organizations might already realize that they either have benefits or could easily shift their current model to strengthen workplace mental health; putting in place mechanisms to measure performance can enable organizations to achieve desired programming to benefit employees and support productivity. 

This is our very specialty. 

St. Joe's Spirit of Hope Award

Congratulations! Brian Hansell, President of Hansell Consulting Group, leads the Paul Hansell Foundation (PHF) team to win the St. Joseph’s 2019 Spirit of Hope Award.  This award honours and celebrates those that have overcome mental health or addiction challenges or made impactful contributions to the mental health care or addiction field. 

Hansell’s non-for-profit is recognized primarily by its flagship pass-it-forward initiative, the #Convoplate.  With 100s of passes and 1,000s of conversations globally, #Convoplates are handmade ceramic plates designed by youth with messages of hope and inspiration on the umbrella topic of mental health. The donations received are then used to support programs aimed at the mental well-being of children and youth.

A #Convoplate. Plates are designed typically at the Burlington Art Gallery, where they are fired and glazed.

Brian Hansell with Prime Minister Justin Trudeau, presenting the leader with a #Convoplate.

“It’s an honour for myself, my team, and my community supporters,” says Brian Hansell. “I believe wholeheartedly that by encouraging connected conversations at the youngest possible age we can successfully support the mental and emotional well being of children and youth. We all have mental health. We should talk about mental health regularly and do something daily to support and exercise our mental health. This award means very much to us as it helps to keep the conversation going.”

The #Convoplate has journeyed throughout all kinds of businesses and organizations as well, an ideal spark for a mental health awareness campaign or wellness in the workplace initiatives.  Contact the PHF team today to receive a plate and join the conversation. www.paulhansellfoundation.com

The Importance of Communication

Effective communication is the biggest difference-maker for organizations aiming to improve their employees' engagement, health, and productivity. Keep these timeless truths in mind as you design and implement your wellness program.

Offering health-related programs that align with corporate strategies and employee goals is smart, but those programs should be considered the icing. The cake - the foundation for behavior change and real progress - is creative, persuasive communication that gets people to notice the programs in the first place. But rather than receive spotlight treatment, communication is often an afterthought.  

A better strategy is to embrace a basic tenet of communication: No information can be absorbed, learned, used, or shared without a connection between two sides - a sender and a receiver. Organizations typically spend time thinking about the sender (their own wellness strategies) and about the receiver (what employees need to hear).

But they generally don't consider ways to maximize links between the two - how, when, and where to deliver targeted messages that resonate with each employee. The primary axiom to effective communication is Less is more. Think "telegraph message."

Our average attention span is roughly the time it has taken you to read this sentence. "You only have a minute to gain their attention" is an incorrect maxim. You have about 2.7 seconds. And then you have to keep their interest so they can act upon your communication? That's not easy, to say the least.  

You're trying to reach employees at the same time they're updating some files while instant messaging with co-workers while straightening up their desks while listening to a conference call. Do they have a minute? Actually, no. So how can you get employees to view - let alone read - your workplace communication?

Many employees turn a deaf ear to anything involving topics they don't understand fully. So when they see an email about important changes to the company's healthcare plan, for example, their tendency is to delay reading it until they absolutely must. (Example of a teaser that would get attention:  "Are your prescription prices changing next month?")

More companies and communities are realizing the antidote is a one-two combination - brevity and clarity. Think teasers. Think billboard. Make your messages easy and scannable.  Cut your articles to 100 words. Get your videos down to one minute, max. Stick to one concept.

Of course there are more ways in which to maximize on employee communications. Using plain language, being creative up front, and clarity help design an effective strategy.

Wellness: Evolved

I recently read a couple of articles stating that Workplace Wellness is dead.  Both authors then went on to discuss the new trend, Employee Well-Being, which is a collaborative approach to creating Engaged, Energetic, Enthusiastic and Effective employees that uses components of Workplace Wellness programs in ways that are effective for the specific needs of your employees.

I’m glad that what HCG has been doing for the last 4 years is finally catching on.

Call it what you want, an effective Wellness Program has to be designed for the needs of the group.  Often, we find that management has great ideas, but doesn’t know what programming will work best and how to properly engage employees.  Sometimes, the best way to figure this out is just to ask.

Several industry studies as well as employee surveys conduced for our clients consistently show Wellness resources and programs are increasingly important to employees.  Using this data, we have helped our clients enhance programs that are important to employees while adding new programming that will have the highest levels of engagement and impact.  For clients that conduct employee surveys, we have also shown increased employee satisfaction and regard for the quality of their Wellness Programming.

Whether you have a Wellness Program, or otherwise support Employee Well-Being, a targeted and data informed program will provide the most value for your employees. 

One thing is certain.  If you’re not working to retain your most effective employees, your competitors are working to attract them.

Brian Hansell

President

Hansell Consulting Group Inc.

Genetic Testing

The idea that a small sample of my saliva can tell someone how I will handle certain drugs or even determine my risk for developing some conditions seems like something from science fiction.  However, it is now science fact.

As genetic testing becomes more accurate and less expensive, it is already becoming financially feasible to include these tests on a limited basis in benefit plans.  Insurers are currently involved in pilot programs to explore the use of these test for:

·         Increasing the safety of Heart Medication

·         Ensuring the proper dosage of Depression drugs

·         Shortening Disability claims

There are still some issues to work out including privacy concerns and portability of information, but overall, insurers are confident that these can be worked out and that Genetic Testing will start to become a normal part of benefits programs in the future.

Brian Reynolds

Principal

Hansell Consulting Group Inc.

New Webinar Series Announced

Interested in delivering Employee Wellness programming that has a lasting impact on your work culture?  HCG is excited to be hosting a Webinar Series on Innovation in Employee Wellness, focusing on programs and delivery. Our series provides you with industry knowledge as well as insight into new and innovative ways that providers are helping companies deliver employee Wellness Programs that support Physical, Mental or Financial well-being.

Our first webinar will take place on January 15th, 2019, and features Mr. Matthew Butters from RBC Insurance speaking on Benefits Innovation in Response to Wellness.

Claim your free spot today while they last: https://goo.gl/JHxZF8