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February 15, 2012
by sam
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Employee Benefits Pricing – What your agent may not be telling you…

We had a client go to market and the final results were surprising. What surprised us is how the quoting practices of some major insurance companies have changed in the last couple of months. We would like to let you know what we found as we feel it is important to educate you based on our knowledge and experiences.

To give you some back ground, renewals and marketings are calculated on several factors such as, claims from the last three years, demographics, occupations, administration costs, profit for the insurance company, etc.  The use and requirement of this information varies by insurance company and client.  Our job as your consultant; is to know what factors the insurance companies are using to calculate quoted premiums and renewal premiums.

Health and Dental premiums are calculated using the same industry formulas. When an insurance company is asked to quote, they plug in factors based on their own profit margins, market trends, and whether they are actively seeking business at this time (or as some people would call, “buying business”), etc.

For the client that went to market, a major insurance company showed a savings of 10% off their current rate.

Surprisingly, when we calculated their next renewal using current claims history for Extended health and Dental (as even though you change carriers, your spending typically stays the same), and factors provided by this insurance company  we projected a premium increase of 20%-30% at next renewal.

Although this client would save money by switching insurance companies in the first year, it was evident the insurance company will recover their money come renewal in 2013.

The renewal increase for this client was 3% because they are in a benefit pool, and they are priced properly based on their claims and demographics.  The client decided to keep their benefits with us.

It is important as a broker to educate our clients on the mistake of buying low premiums for short term gain.  Buying your employee benefit plan from a knowledgeable broker can save you time and money in the long term.

 

 

January 10, 2012
by sam
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Why Group Long Term Disability Rates are Increasing…

As private group benefit plans rates are increasing in some markets, we are seeing (at times) substantial rate increases in Long Term Disability. Below are some examples of why this is happening:

The Long Term Disability market is experiencing a significant increase in claims incidence.

The Evolution of new disabilities, advances in medical technologies and aging population have contributed to increasing risk in the LTD market.

The global economy is in recession and this typically leads to higher than expected claims incidence.

Interest rates are at their lowest level in four decades and these low interest rates reduce the reserves to pay claims, which requires additional funding.

Canada Pension Plan has “tightened” their adjudication of disability claims. This shifts liability to the private sector and Long Term Disability plans.

 

Original Post - December 21, 2011

January 10, 2012
by sam
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Health Coverage for Parent and Grandparent Super Visas

As you may have heard, on November 4 Citizenship, Immigration and Multiculturalism Minister Jason Kenney announced phase 1 of an action plan for faster family reunification. Part of the plan includes a new Parent and Grandparent Super Visa. Designed to be issued quickly and valid for 10 years, this new multiple-entry visa is one step the Citizenship and Immigration Canada is taking to help clear up the backlog of permanent residency applications from parents and grandparents of Canadian residents.

When applying for a Parent and Grandparent Super Visa, applicants will be required to obtain private Canadian healthcare insurance for at least 365 days and for no less than $100,000 of coverage. As a result of this prerequisite, beginning December 19, the GMS Immigrants & Visitors to Canada plan will be ready to accommodate Super Visa requirements.

In order to satisfy the Super Visa proof of medical insurance requirement, the Immigrants & Visitors plan will be expanded to offer 365 days of coverage to applicants age 55 and over. Plus, the policy wording will be updated to allow for the requirement that healthcare insurance be continuous throughout the 365 days—regardless of the number of times a parent or grandparent returns to their home country. Other minor updates to the policy wording will also be made to accommodate Super Visa applicants. Rates will not be affected by these changes so the rates published in the existing Immigrants & Visitors to Canada brochure can be used to provide a quote.

On December 19th, the GMS online rate estimator will begin providing quotes for 365 days of Immigrants & Visitors coverage for applicants age 55 and over. In addition, the online Immigrants & Visitors application will be updated to include a “Super Visa” option under the “Visitors to Canada Plan” section. To purchase a plan, simply log into the GMS website and click on the “Immigrants & Visitors” link on the left-hand side of the screen.

Contact us at 250-861-1006 or email questions@telus.net for a free quote!

 

Original Post - December 13, 2011

January 10, 2012
by sam
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Prepare your plan for the price of Biologic Drugs

From the state of the economy to the implementation of drug reform legislation and prolific genericization of branded products, there has been much speculation about the impact that biologic drugs will have on private plans. Less than five years ago, most of this discussion took place in the future tense. Long development times in the pipeline—combined with a heavy degree of media attention on the “futuristic” nature of newer, more complex agents—instilled in many plan sponsors a lingering feeling that biologics were just a distant blip on the radar.

Many plans now realize that biologics are growing significantly as a percentage of the total drug spend in Canada for both private and public payers. While it is difficult to get a good picture of biologic trends in Canada, we can look to the U.S. for some context. According to a 2011 Thomson Reuters–Newport report, sales of the top 12 biologics in the U.S. reached roughly $30 billion in 2010. The issue for plan sponsors and employers today is managing coverage of these agents, knowing that many are both effective and pricey. To do that with authority, plan sponsors need to understand what biologics are, as well as what to expect in terms of their use and cost.

History lesson
The use of biologics is not a recent development. Insulin (which has been used in Canada to control diabetes since the early 20th century) and vaccines (first developed in the late 19th century) are part of this group, as are drugs derived from bacteria and micro-organisms (excluding antibiotics) or developed through specialized methodologies such as recombinant DNA procedures. Health Canada also considers blood and blood products, as well as other agents that span a number of therapeutic categories, as biological products.

One of the key differences between traditional pharmaceutical medications and biologics lies in how each is manufactured. The former are chemically synthesized in a process that is relatively easily replicated—think of these as recipe-based products. The latter are derived from living cells, tissue or micro-organisms using much more complex, highly controlled manufacturing processes that are unique to each drug. They are more expensive to research, manufacture, store and deliver than pharmaceuticals—and, as a result, they can cost the plan sponsor much more.

Biologics grew from 8.3% of the total share of drug spending in 2005/06 to 11.3% in 2009/10

One class of biologics has come to dominate the field of drug benefits. This class—called the immunomodulators and antineoplastics—includes a number of products used to treat severe rheumatoid arthritis (RA), juvenile RA, Crohn’s disease, ulcerative colitis, psoriasis, psoriatic arthritis, ankylosing spondylitis and cancer. These drugs first appeared in Canada in 2001 with the introduction of Enbrel for the treatment of RA. The number of drugs on the market and the scope of indications for use have grown significantly over the past 10 years.

While the pace of approvals for new biologics in Canada and the U.S. has slowed somewhat in recent years, the number of indications for existing agents has increased. As biotechnology-driven product development becomes an attractive focus for research-based pharmaceutical companies, plan sponsors can expect to see more products and higher sales in the near future.

The Thomson Reuters–Newport report also notes that fewer than 1,200 clinical trials for biologics were under way between 2000 and 2005. Over the next five years, that number swelled to nearly 6,000 trials. In 2009, the U.S. think tank EvaluatePharma suggested that in 2014, six of the top 10 drugs will be biologics.

Also under the “future-is-now” theme is the concept of therapeutic vaccines (used to treat a disease instead of preventing it), some of which are tailor-made for patients using their own DNA. InEmerging Cancer Vaccines: Forecasts, Developments and Pipeline Analysis, 4th Edition, healthcare market research publisher Kalorama Information in the U.S. estimates that the cancer vaccine market alone could be worth US$7.7 billion by 2015. The new therapeutic vaccine Provenge (marketed in the U.S. for treating prostate cancer) is thought to add approximately four more months of overall survival; however, it costs almost $100,000 per patient.

The Green Shield Canada 2010 Drug Trends Study, conducted in partnership with Brogan Inc., analyzed more than 56 million drug claims across Green Shield’s entire client base from 2005 to 2010 to assess trends in drug spending and utilization. The data in this survey represent the entire amounts paid out for each claim, including what Green Shield pays on behalf of the plan sponsor and what the plan member pays out of pocket. Following are some of the study findings as they relate to biologics.

  • Biologics grew from 8.3% of the total share of drug spending in 2005/06 to 11.3% in 2009/10. This increase was led by immunomodulators (biologics such as Humira, Remicade and Enbrel) and antineoplastics.
  • The total spend on biologics increased from 2005/06 to 2009/10, with an average compounded annual growth of 12.1%. That growth rate is now slowing due to a plateau in new indications and agents within the biologics class (immunomodulators and antineoplastics) that drives most of the costs for this category.
  • The most expensive 5% of claimants are driving more than 40% of plan costs. Those numbers may not be surprising, but what’s driving that spending is enlightening: almost 50% of those costs are directly attributable to biologics.
  • Digging deeper into this finding, analysts found that the 35- to 44-year-old age group had the highest annual growth in costs, at 3.4%—again, due to biologics use.

Costs under the microscope
As biologics ramp up their dominance of private payers’ drug spend, what can plan sponsors do to balance the clinical use of biologics with cost containment?

Understand what’s going on in your plan
Robust data are the cornerstone to setting a flexible policy that captures maximum savings today while positioning you to make efficient course corrections when they’re required. Even a small percentage point change in costs with these pricey drugs can make a significant dent in your plan’s drug spend.

Cover the most cost-effective product
Any major price differentials within therapeutic classes of biologics are due primarily to price competition. All plans should default to covering the most cost-effective agent within a class first, allowing a plan member to move on to other agents in the class only when he or she experiences an undesired response to the first drug.

Typically, when we think of lower-cost agents, we think of generic drugs. The correct terminology is subsequent entry biologics (SEBs), and they will offer fewer potential savings than traditional generic drugs as compared to brand name drugs.

Since biologics are susceptible to therapeutic differences caused by even slight changes in manufacturing processes—and since those processes themselves are protected intellectual properties—manufacturers of SEBs essentially have to invent their own processes to “imitate” the original drug. This will keep costs high. Although savings on SEBs may be only in the 15% to 20% range compared with innovator products, they are still worth considering as mandatory substitutions as they become available. Setting a plan policy that automatically reaps potential savings requires sound research and analysis, as well as a high degree of engagement with consultants who can reliably assess relative efficacy and determine cost-effectiveness.

Communicate your policy
Plan members often view drug benefits as a simple customer value proposition: a yes or no on a drug’s coverage tells them whether or not their drug plan is a worthwhile benefit. Clearly communicating your plan’s policy on biologics so that members can understand why certain drugs are covered can help reinforce the value of a benefits package. It can also help to ensure that a drug covered under the plan will be prescribed at the outset, which removes the need for claim denials at the pharmacy level.

Biologic drugs represent a new vista of treatment options for a wide range of diseases. Many of them are effective in getting people back to work—and keeping them there. The time has come to make biologics an active part of the conversation on drug plan philosophy, design and policy. Applying sound logic and careful measurement to your biologics policy can help to ensure that plan members get the right drug at the right time—and at the best possible price.

Original Post - December 6, 2011

January 10, 2012
by sam
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6 ways to improve your benefits communication

Communicating your benefits plan to employees in a way they understand and will act upon can be challenging. And if employees feel their employers don’t understand or appreciate their needs, that disengagement can be costly—according to a Gallup survey, the cost of disengaged workers is estimated to be more than $300 billion annually in lost productivity for U.S. businesses, reports Buck Consultants. The good news: improving communication can increase employee engagement and an organization’s bottom line.

“Research demonstrates that engaged employees are more productive, more customer-focused, more profitable, safer and less likely to leave. That translates into millions of dollars for companies that communicate in a way that keeps employees engaged,” says Scot Marcotte, managing director of talent and HR solutions for Buck Consultants.

To effectively communicate with employees, employers need to be flexible and creative and take a personalized approach to their message. Here are six ways to improve your communications.

1. Know the audience
Take the time to learn about your employees’ life stages, attitudes, needs and preferences, and collect and track this information. It can then be used to tailor your communications.

2. Get personal
Most communications are targeted to a mass audience; however, employees are more likely to act if the company personalizes documents, e-mails, etc. Use variables such as the employee’s name and life events like marriage or the birth of a child.

3. Be creative
Experiment with virtual benefits fairs and training courses to allow employees to connect with benefits representatives and learn about options when it’s convenient for them.

4. Mind the channel
Not all employees prefer to receive information in the same way, so deliver information through a variety of channels (direct mail, e-mail, online, mobile, etc.).

5. Educate
Wellness programs are key to reducing healthcare costs for both employers and employees, while improving productivity and reducing absenteeism. These programs should be clearly communicated to employees, who may not be aware such resources exist.

6. Keep it simple and relevant
Too many choices and too much information can actually impair an individual’s decision-making ability. Simplify by providing relevant examples and incorporating individualized data to explain employees’ options.

 

Original Post - November 29, 2011

January 10, 2012
by sam
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Canadians financially unprepared for illness

How financially prepared are you for a serious illness? According to Sun Life’s Canadian Health Index, most of us are woefully unprepared.

The survey found that nine out of 10 Canadians anticipate a negative financial impact if they were to experience a major or chronic illness, with 53% saying that impact would be significant or perhaps permanent.

Yet, despite Canadians’ awareness, only 58% said they are preparing or are currently prepared to deal with the financial ramifications of illness. And only 8% of respondents said they have a written financial plan that includes insurance and risk management.

“Canadians’ understanding of the connections between health and personal finances are hard-earned,” says Kevin Strain, senior vice-president, individual insurance and investments with Sun Life Financial Canada. “We found the majority of Canadians have either personally experienced or have had someone close to them suffer a serious health issue. However, fewer than one in five said they had evaluated or re-visited their finances following the experience.”

Of those surveyed, 86% said they will need to purchase health insurance to help fund their healthcare needs and that the public system will not be able to maintain current funding levels as the population ages and costs rise.

 

Original post - November 18, 2011

January 10, 2012
by sam
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Tailor Your Benefits to Attract Gen Y

If you’re looking to hire and retain generation Y workers, you might want to reconsider your benefits and communication plans.

As more gen Ys (typically, those born after 1979) enter the workforce—and more baby boomers leave—employers will need to understand gen Y’s preferences and communication styles, especially with respect to workplace benefits.

“The ability to recruit and retain younger workers is quickly becoming essential for employers to ensure long-term business success, especially as baby boomers begin to retire in increasing numbers,” says Stephen Bygott, director of marketing programs and research at Colonial Life, which recently released a white paper on the topic, “Pump Up Productivity from the Next Generation.”

“But gen Y has different needs, expectations and preferences than previous generations, so companies need to take a different approach when it comes to designing and communicating their benefits packages. Those who don’t consider changes could risk losing their competitive edge and may be left behind.”

Colonial Life’s white paper offers factors and tips for employers to keep in mind when tailoring their benefits plans to gen Y.

Gen Y tends to be less financially stable 
“Relatively few gen Ys have accumulated enough assets or personal wealth to carry them through bad times,” says the paper. “They are the least likely of any generation to own their homes, and a majority of millennials recognize that they are not saving as much as they should.”

The study reports that only 58% of gen Ys pay their bills on time, 43% have high credit card debt, and 70% aren’t building a cash cushion for emergencies.

What’s more, gen Ys are worried about their financial future. According to the study, 67% of gen Ys believe government plans will not be available to them when they retire and that they will have to rely more on employer-sponsored retirement plans and personal savings.

Gen Y values benefits plans yet often fails to take advantage
“One common employer misconception is that older employees value benefits more than younger employees,” says Anita Potter, assistant vice-president of group research with the Life Insurance Marketing and Research Association. “In fact, when it comes to benefits, younger employees value benefits nearly as much as older employees.”

However, gen Y is also the least likely to take advantage of workplace insurance, according to the study. This includes major medical plans, as well as voluntary coverage such as life, disability and accident insurance.

So why the disconnect between what gen Ys want and what they actually do?

“There appears to be an information gap in terms of the types of insurance they have and what they might actually need,” says the paper. “Gen Y employees might want protection, but they also want to be able to meet their financial obligations comfortably. They need alternative benefits solutions, such as voluntary insurance, that reduce their risk and give them the security and peace of mind they need.”

Gen Y may be “wired,” but it also wants personal communication
Gen Y’s reputation as being constantly connected to computers and mobile devices has encouraged some plan sponsors to embrace Web-based, self-service programs. While gen Y is likely to respond to such initiatives, the value of face-to-face communication should not be underestimated.

“Something as complex as insurance can’t be effectively communicated by relying totally on technology and ‘self-education,’” says the paper. “For the first time in their lives, many gen Y workers are responsible for making personal benefits decisions. They’ll find it invaluable to have access to a trained benefits specialist who can talk to them.”

Opportunity to improve benefits communication
“Benefits communication emerged in the research as a clear opportunity for employers to more strongly engage gen Y workers,” Bygott says. “These workers give employers low marks for the effectiveness of their benefits communication, and gen Y women in particular are much more likely to say the communication they receive about their benefits is not at all informative, including cost, what’s covered and what they need.”

The white paper outlines numerous tactics and tools employers can use to communicate benefits more effectively with gen Y workers, including the following:

  • implementing one-to-one counselling;
  • using appropriate technology for the message;
  • using multiple communication methods; and
  • making content more interactive.

“As benefits decision-making continues to shift more toward employees, gen Y workers will become more eager for the products and information they need to manage their personal financial security,” says Bygott. “Employers have a tremendous opportunity right now to create a greater return on investment by evaluating their benefits offerings and communication methods to appeal to gen Y. The result will be a more loyal, engaged and productive workforce.”

The complete white paper is available at coloniallife.com/Newsroom/WhitePapers.aspx.

To read from source:

http://www.benefitscanada.com/benefits/other/tailor-your-benefits-to-attract-gen-y-20379

 

Original Post – October 10, 2011

January 10, 2012
by sam
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Is it smart to take early CPP benefits?

A few weeks back, MSN readers weighed in on the merits of earning possibly increased benefits from the Canada Pension Plan. The consensus: Good idea, but who’s going to end up paying for it?

But for middle-aged Canadians struggling to figure out just what pension income they can count on, that conversation is way in the future. Their more immediate question: How much can I anticipate from CPP and when can I get at it?

Generally speaking, you can expect to receive about 25 per cent of the earnings you put into the plan for life, providing you wait until 65. But most Canadians – about two thirds of us – don’t wait that long, jumping on board at age 60 for the most part.

And that’s not going to be as easy as it once was.

Starting in 2012, the early-retirement discount is going to gradually increase to 7.2 per cent a year. In other words, applying for CPP on your 60th birthday will ultimately mean losing 42 per cent of the amount you would have received at 65, rather than the current 30 per cent penalty.

This haircut better balances the overall payout equation, gradually eliminating the slight head start that early retirees have been receiving up until now.

These new rules will be phased in over a five-year period from 2012 to 2016. This means that in 2012 the initial penalty for taking CPP early will actually be 6.24 per cent annually.

You’ll also now be required to continue making contributions to the plan if you keep working past 60, although the amount of your pension will be increased to reflect these additional contributions.

No mention though of the self employed (they pay double premiums) or widows (there’s a cap on how much a surviving spouse can earn).

 

Original Post - October 5, 2011