Do all insurers pay claims the same? To find out, Mercer conducted a survey of insurers to drill down into claims adjudication capabilities and differentiators. The survey turned up some surprises.
Canada's provincial pharmacare systems have flaws not found in other developed countries that could be addressed by integrating prescription drug coverage into the broader healthcare system, according to a report.
Plan sponsors need to know the basics—and the cold hard facts—of selecting a benefits plan provider. Sift through the options by following this guide.
Every year, plan administrators are faced with the unique challenge of finding creative ways to control benefits costs and enhance employee value.
In the past few years, government actions have positively impacted private health care plans by saving them money, a truly unique situation. However, it’s important to recognize that this has been an exceptional circumstance, one not likely to be repeated in the next round of government healthcare changes.
Sonia Mak, a partner with Borden Ladner Gervais, LLP, identifies key considerations for administrators of pension and benefits plans that help to evaluate potential outsourcing partners. The weight each point carries will vary with the nature of the mandate and the expectations of the administrator.
When global HR consulting firm Mercer decided in November 2012 to transfer much of its Canadian pension and group benefits outsourcing business to competitor Morneau Shepell, it surprised many industry watchers. It also got them thinking. What prompts one consulting firm to invest in outsourcing and another to focus elsewhere? Bill Morneau, executive chairman of […]
Chronic illnesses cost employers big dollars in declining productivity and soaring drug costs. One-third of Canadians are diagnosed with one of seven chronic diseases, many of which co-occur, according to Chris Bonnett, president of H3 Consulting.
As employers look for ways to provide the best benefits at an acceptable cost, one option growing in popularity in Canada is administrative services only (ASO) plans. But what is an ASO plan, what makes it different from conventional fully insured benefits plans, and most importantly—is it a good fit for your organization?
By the early ’80s, flexible benefits had really taken off in the U.S., but it was still a relatively unknown concept north of the 49th parallel. “With such a different environment in Canada, a lot of people thought Canadians really didn’t need choice in healthcare, because it’s not the same issue,” says Bob McKay, retired last year from Aon Hewitt (formerly Hewitt Associates).