Download Canadian handbook of flexible benefits by Robert J. McKay, Hewitt Associates PDF

By Robert J. McKay, Hewitt Associates

This booklet serves as a complete reference on versatile advantages, one of many quickest growing to be layout techniques for providing worker merits and repayment. Designed for either the amateur and the specialist, it solutions one of the most commonly asked questions about versatile advantages. It covers varied possible choices for the layout of versatile merits courses, within which components selection making is pretty much brought and the way to degree the fee impression of a application. New fabric on pricing and credits constitution, the criminal framework of versatile gain application operations, monetary research and new case reviews arrange readers for the way forward for versatile advantages.

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Sample text

How can a flexible benefit structure improve Pat’s tax situation? The answer is by reversing who purchases the coverage, Pat can maximize the tax-effective use of ABC’s benefit expenditures. A flexible plan could allow Pat to pay the $540 cost of group life through payroll deductions and direct ABC’s savings of $540 to buy upgraded medical ($340) and dental ($200). Pat is still paying $540 in payroll deductions; however, ABC’s expenditure no longer generates a taxable benefit for Pat.

Comprehensiveness: Medically necessary hospital and physicians’ services must be covered by public health insurance. Public Administration: The public insurance plan must be operated on a non-profit basis and be accountable to the province. Source: Health Canada By the early 1980s, the federal government found that its universality principle was eroding, because some hospitals were charging extra user fees for hospital beds, and some physicians were extra-billing above the scheduled fees. As a result, the Canada Health Act outlawed extra-billing and user fees.

By the 1970s, large corporations typically provided a final-average-pay pension plan, with many also offering a supplemental savings plan. Medical coverage included semi-private hospital accommodation and major medical coverage, with a small deductible and 80 to 100 per cent co-insurance. Company-paid life insurance provided at least one year’s salary. 1 Origins and Objectives 10 Long-term disability benefits replaced 60 per cent of pay, inclusive of Canada or Quebec Pension Plan (C/QPP) benefits.

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