Disappointingly few Canadians are participating in their workplace retirement savings plans. Those who do aren’t paying much attention. So capital accumulation plan (CAP) sponsors are constantly searching for ways that inspire employees to save enough for retirement. One potential solution involves signing employees up by default.
Chronic conditions such as depression, cancer, heart disease, stroke and diabetes cost employers big dollars in declining productivity due to increased absenteeism and presenteeism rates, as well as soaring drug costs and claims for short- and long-term disability. Speakers at the 12th annual Solutions in Drug Plan Management conference held on October 11, in Mississauga, […]
"Engage, engage, engage” is an apt mantra for the capital accumulation plan (CAP) industry. With disappointing levels of employee engagement in Canadian retirement savings plans, plan sponsors continue to search for ways that inspire employees to save enough for retirement. One potential solution is automatic enrollment with automatic escalation—features that some believe could boost participation rates, particularly among younger workers, and address the engagement issue, too.
For years Cheryl Lundrigan has taken a prescription drug to treat chronic depression. Although she had started out taking Zoloft when first diagnosed, once the drug became available in the less expensive generic format, she switched to Sertraline. But recently she suffered a relapse and the medication didn’t seem to be help any more. Rather than switch to another anti-depressant, Lundrigan’s physician suggested that she go back to the original brand version of the drug to see if it would have a more positive effect than the generic.
Workplace absenteeism is a major concern these days––and with good reason. Even casual absenteeism costs Canadian employers billions of dollars a year. And that doesn’t take into account disability costs, lost productivity or the demoralizing impact on the workplace.
Just a year after the Ontario government gave the green light to remote dispensing machines, the fate of the controversial technology is up in the air with the bankruptcy of PharmaTrust.
It can easily be said that Randy McGlynn, CEO of the Ontario Teachers Insurance Plan (OTIP) based in Waterloo, Ont., has a way with people.
Five years ago, Halifax Professional Firefighters took a big step with their benefits plan when they chose to begin actively managing the plan themselves.
Campbell Company of Canada truly walks the wellness talk, says Veronica Marsden, president of Tri Fit Inc.
With an aging employee base and benefits costs rising, Marine Atlantic Inc. decided to really get serious about workplace wellness back in 2004.