We know the road is long and winding, but in terms of economic recovery, there are also a few potholes.
Chronic conditions have become the norm in the workplace and, according to the World Health Organization, chronic disease is expected to account for 89% of all deaths in Canada. But what can plan sponsors do to keep employees healthy and engaged?
At Legg Mason Canada’s Global Investment Forum luncheon in Toronto on Monday, Patrick Kaser, managing director and portfolio manager with Brandywine Global Investment Management, LLC, said investors are motivated by one of two factors: fear or greed. Guess which one is keeping investors from investing in U.S. equities?
Many Torontonians remember the confusion, the masks and the fear. For Dr. Alain Sotto, chief physician with the Ontario Power Generation (OPG), the SARS (severe acute respiratory syndrome) outbreak in March 2003 was a particular challenge—perhaps the biggest of his career.
We asked four plan sponsors for their views on the investment management industry. Here’s what they had to say.
While volatility is an ordinary, and expected, part of financial markets, its latest incarnation has been extraordinary.
Many biologic drugs have a high price tag but they also provide employees a much healthier life and, in some cases, an easier return to work. So how does an employer balance the cost and benefit of biologics on its drug plan?
Rob Vanderhooft was just six months into his first job out of university as a U.S. equities investment analyst at Great-West Life (GWL) when stock markets around the world crashed on Oct. 19, 1987.
DB plan administrators and fiduciaries are responsible for executing pension plans, but where does that responsibility lie?
Technology is a way to drive talent engagement in these days of disgruntled employees. That was the message from Buck Consultants at its “Click. Connect. Engage. The Future of HR Technology” presentation, held Nov. 17 in Toronto.