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This was previously brought forward at the Employee Benefits Advisory Committee in 2015/2016. Any change in coverage comes with a rate change for every plan member, as usage increases.

Plan changes must be approved by all employee groups (DPMG, NSGEU 77 and 99, and DFA) who are affected by the change.

мÓÆÂÁùºÏ²Ê¿ª½±Ö±²¥â€™s Benefit Consultants were asked to analyze the projected increase in cost. These increases were merely an estimate, as usage and trends are reviewed annually. These increases would impact the monthly cost as follows:

Vision (80% reimbursement)

·  Up to $250 – increase in cost – 6.30%
·  Up to $300 – increase in cost – 7.70%
·  Up to $500 – increase in cost – 11.50%

Massage (80% reimbursement)

·  Up to $250 – increase in cost – 8.10%
·  Up to $500 – increase in cost – 10.80%

Cumulatively, if these benefits were both introduced the rates would be substantially impacted

·  Up to $250 – increase in cost – 14.40%
·  Up to $500 – increase in cost – 22.30%

Orthodontic coverage
If implemented would see an increase of 8.70%
For a maximum coverage amount of $3,000 per person per lifetime. 

The committee members were asked to circulate this information to their members. After discussion with their members, it was decided not to implement changes due to the increase of initial cost and potential future cost.

If these costs had been added previously to the recent increases, the plan would see a significant increase in the monthly premiums.    

A flexible plan option was discussed at the Employee Benefits Advisory Committee in recent years.  мÓÆÂÁùºÏ²Ê¿ª½±Ö±²¥â€™s Benefit Consultants met with union executives as well as held focus group sessions to obtain feedback.

A detailed analysis occurred integrating all aspects of implementing a plan design change. It was determined not to implement a flexible benefit option, to ensure stability of мÓÆÂÁùºÏ²Ê¿ª½±Ö±²¥â€™s plan. 

Every member is entitled to a health spending account (non-taxable benefit) which provides members with flexibility and choice. Decisions on how the health spending account is used is up to the member and can vary year to year at the member’s discretion.  

There are many factors and variables with respect to long-term disability durations. Forms of many measures are being conducted regularly.

These measures include:

·  Continuous communication updates with LTD case     managers and rehab specialists.
·  Monthly meetings with the carrier
·  Collaborative working relationships with departments
·  Conversation with Benefit Consultants in collaboration     with the carrier to focus on cost saving measures

мÓÆÂÁùºÏ²Ê¿ª½±Ö±²¥ is actively engaged with the Rehab Specialist at Manulife on returns to work as soon as the employee is medically able.