Expanding the Canada Pension Plan will help address the continuing decline of workplace pensions, said the national president of the Canadian Union of Public Employees.
Over the last few years, a lot of time has been spent enticing employees to become more engaged in retirement planning. While engagement is still an important issue in the capital accumulation plan (CAP) space, an aging workforce nearing retirement is bringing other priorities to the forefront. De-accumulation and “emotional readiness” for retirement are becoming hot discussion topics.
Target benefit plans may be the answer to many problems facing pension plan design, according to a white paper.
Late summer to early fall is when a number of HR consulting firms and associations release the results of their annual salary increase surveys, with projected increases for the coming year. Human resources professionals responding to these surveys indicated that they expected average raises of between 2.6% and 3.1% for 2014, taking into account all industries, positions and locations.
Absenteeism cost the Canadian economy more than $16 billion last year and an effective disability management program can help mitigate those costs.
Bird flu was headline news in 2009. That year tested Paula Allen’s resolve in a way that would shape her approach to workplace mental health and disability management.
Controlling healthcare costs is the top benefits priority of Canadian employers for 2014—along with addressing mental health issues, a survey reveals.
Healthy employees can lead to a healthy—and wealthy—organization. At Benefits Canada’s Healthy Outcomes Conference in June, plan sponsors and industry experts came together to focus on connecting their bottom line with wellness and benefits programs.
While the income protection of short- term disability (STD) benefits is an essential component of group benefits programs, there is growing concern whether these benefits will be sustainable in the future. But there is a solution: change the way the benefit is administered.
Only a few years ago, it was standard practice for Canadian employers to spread the love around when it came to working with HR consultants. They would have different providers for pension and health benefits consulting, as well as for employee communication, administration, compensation and other services. More recently, organizations have demonstrated an increased willingness to partner with a single consultancy for multiple services.