Our Advisors

EMPLOYEE BENEFITS
TEAM

John D. Harkins
Employee Benefits & Pensions
Partner

Gordon R. Hart
Employee Benefits & Pensions
Partner

Kevin L. Routley
Employee Benefits & Pensions
Partner

Leanne Bayley
Employee Benefits Consultant

J. Wayne Koch
Employee Benefits & Pensions Specialist

Carson J. Oudman
Employee Benefits Consultant

About Us

Private coverage for retirees can seem expensive to those who are used to employers sharing the costs

After 15 years working in the University of Toronto's history department, Rae Pemberton discovered that leaving an employer - and its excellent benefits plan - can be a painful experience.

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Most employers are aware that when an employee has an injury or a disability, the employer has to try to accommodate them. Many employers, however, even very large and presumably sophisticated ones, are misinformed about the extent of their obligation.

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For Canadian employees with health benefit plans, a majority (59 per cent) think highly of their plan's quality; especially those who feel their employers do a very good job communicating their plans, says the 2010 edition of 'The sanofi-aventis Healthcare Survey.'

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Total spending on healthcare in Canada is expected to reach $191.6 billion this year, growing an estimated $9.5 billion, or 5.2 per cent, since 2009, says the Canadian Institute for Health Information (CIHI). This represents an increase of $216 per Canadian, bringing total health expenditure per capita to an estimated $5,614.

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Incidents that happen before or after an employee's termination shouldn't count

If an employer wants to avoid paying a severance package after a termination, it has to establish just cause. That is no easy feat.

A man we will call Mark worked in a furniture warehouse for 20 years assembling furniture from the factory and carrying out other duties. In his 18th year, another employee complained Mark was making jokes that made the employee uncomfortable.

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No communication, article, information or advice on this web site constitutes or implies in any way a solicitation of business. Please remember that while strategies outlined within this newsletter may be appropriate for some employers, you should always consult a benefits specialist to determine if they are appropriate for your company.