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A Message from Selectpath
Effective March 1st, we will be moving:
Selectpath Benefits & Financial Inc.
310-700 Richmond Street
London, ON N6A 5C7
All contact information will remain the same
What To Do?
Corporate Canada under pressure, Reevaluating compensation plans; Potential workforce demographic bottleneck ahead; Salary Budgets are Being Trimmed or Slashed, Bonuses are Down for Most, Equity-Based Incentives are Underwater, Management Challenged To Meet Diverse Shareholder Expectations
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The Future Is Now
So the brutal market conditions have you wondering whether you should sit on the sidelines this tax season instead of making a contribution to your RRSP.
After all, what difference does a year make to your retirement? Rest assured, a lot of folks are in the same boat.
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Phased retirement to become more common
Phased retirement is likely to become more common at Canadian companies over the next few years, according to a recent online survey by Hewitt Associates.
Forty per cent of organizations surveyed see phased retirement as being of "critical" or "high importance" in the quest to retain employees nearing retirement. While only 5% of respondents currently have formal phased retirement programs, over one-third has informal or case-by-case arrangements. A further 33% of survey respondents are interested in developing programs.
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Private Sector Share Rising
The private sector’s share of spending on healthcare will rise to 36 per cent over the next 10 years, says Sal Cimino, manager of pharmacy and professional services at Green Shield Canada.
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Undue Hardship and Accommodation
Most Canadian employers respect the human rights laws and try hard to obey them. Unfortunately, good intentions are not always enough to comply with current regulations. Some parts of the laws are so confusing that violations can occur inadvertently. A case in point is the obligation employers have to make accommodations for employees and job applicants. The rule is straightforward enough: Employers must make accommodations that are reasonable but do not have to make accommodations that would impose “undue hardship.” But how can you tell when an accommodation crosses the line from reasonable to undue hardship?
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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.
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