| If Benefits Aren't in Sight
Source: Globe Advisor (October 28, 2011)
I started a new position almost six months ago. At the time, I received a written offer of employment
that stated several benefits including health and dental benefits after three months and employer-paid
RRSP contributions after six months...
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Canada: The HR Space: Post-Termination Disability Benefits Reduce Severance Pay
Source: Fasken Martineau (November 2, 2011)
Hadiya Roderique
Severance obligations can of course be costly for employers.
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2011 TD Waterhouse Canadians and Retirement Report
Source: Canada NewsWire (May 31, 2011)
Lessons learned: Top tips Canadian retirees wish they knew before they retired.
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What the changes to IPPs mean
Source: Small Biz Advisor (June 20, 2011)
On June 6, 2011, the Minister of Finance, the Honourable James M. Flaherty, reintroduced the Government of Canada's "Budget 2011, the Next Phase of Canada's Economic Action Plan—A Low-Tax Plan for Jobs and Growth".
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Lowest Earners Benefit From DB
Source: Benefits and Pensions Monitor (September 2, 2011)
Baby Boomer and Generation X households that have a Defined Benefit pension plan accrual at retirement age are overall almost 12 percentage points less likely to be "at risk" of running short of money for basic needs ...
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Members Prefer Their Benefits
Source: Sanofi (June 17, 2011)
Fifty-nine per cent of group health benefit plan members in Canada would rather keep their health benefit plan than receive $10,000, says the 'sanofi-aventis Healthcare Survey.'
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Arbitrator's decision sheds light on responding to workplace threats under Bill 168
Source: Stikeman Elliott LLP (October 17, 2011)
Randall Boessenkool and Michael D. Smith -
In June 2010, Bill 168 introduced significant amendments to the Occupational Health and Safety Act (OHSA) as it relates to violence in the workplace.
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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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