CEBS Advantage Newsletter December 15, 2015, pages 11 to 12

CEBS Online StudyCourse CornerComputer-Based Testing UpdateCEBS ReflectionGraduate Recognition Ceremonies2015 Symposium HighlightsNew GraduatesNews in BriefResources for You and Your EmployerIn the KnowHealth GoalsQuick LookMental HealthCEBS Information

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Network with peers, get news and updates, apply for courses

CEBS Online StudyEnroll NowSpring Session Classes Start Soon!

CEBS Graduate Recognition

Published for registrants of the Certified Employee Benefit Specialist program.

CEBS Department | December 2015

SANDRA L. BECKER, CEBS | Director, CEBS/ISCEBS

LINDA S. BIELSKI, CEBS | Director, CEBS/ISCEBS Operations

LAURA J. JESKE, CEBS | Administrator, CEBS Operations

SANDy L. TELLEfSoN | Administrator, CEBS/ISCEBS

ERIKA R. TURNER, CEBS | Director, Professional Development

CHRISTINE M. VAZQUEZ | Manager, Professional Development

with the exception of official CEBS announcements, the opinions given in articles are those of the authors.

The International Foundation disclaims responsibility for views expressed and statements made

in articles published.

2015 International Foundation of Employee Benefit Plans, Inc. ISSN: 0895-9226

PDf-1215

18700 west Bluemound Road | Brookfield, wI 53045 Phone: (262) 786-6710, option 3 | Fax: (262) 786-8780 E-mail: [email protected] | website: www.cebs.org

advantageC A N A D I A N C E B S N E w S L E T T E RDecember 2015 | Volume XXXIII | Number 3

ISSUE HIGHLIGHTS

www.ifebp.ca

Symposium HighlightsVancouver 2015

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Exams | Online Study | Study Options | Continuing Education

ISCEBS Membership | Contact Us

advantage | December 2015 | 2

Meet the InstructorPatricia Noble, CEBS, CCP GBA 3(Health Care Economics and Issues) Instructor Manager of Policy and Economic Services Department of Post-Secondary Education, Training and Labour Province of New Brunswick

Patricia Noble graduated in 1999 from the University of New Brunswick with a bachelor of business administration degree. She focused on finance during her studies and completed courses in areas such as investment theory, multinational finance and financial markets and institutions.

Trish began working for the public service of New Brunswick that same year. She started her career as a human resource gen-eralist, providing services in recruitment, job evaluation, atten-dance management, mediation and labour relations manage-ment. In 2005, she joined the Compensation and Employee Benefits division of the Office of Human Resources. During her

time there, she was an active participant on the governments standing committee on in-sured benefits, a committee comprised of union and employer representatives, affect-ing thousands of public service employees and former employees. Trish is now the manager of policy and economic services with the Department of Post-Secondary Education, Training and Labour.

Trish is a Certified Compensation Pro-fessional in addition to being a Certified Employee Benefit Spe-cialist. Shes been instructing online since 2011.

I found the online courses instrumental to achieving my CEBS designation. The ability to network with peers, as well as having access to instructors notes and quizzes, helped in my preparation for the exams. As an instructor now myself, I strive to make sure that students have at least as positive an experi-ence as I did.

Patricia Noble, CEBS, CCP

Online Class ScheduleSpring 2016 February 8-April 15

GBA 1Principles of Group BenefitsGBA 2Applications of Group BenefitsGBA 3Health Care Economics and IssuesRPA 1Retirement Income ProgramsRPA 3Government-Sponsored BenefitsCMS 1Compensation Concepts and PrinciplesCMS 3Human Resource Management

Summer 2016: Tentative June 6-August 12

GBA 1Principles of Group BenefitsGBA 2Applications of Group BenefitsRPA 3Government-Sponsored Benefits

Giving you the flexibility to study whenever, wherever and however you want to!

Has your study motivation been in hibernation this winter? If you have fallen behind, now is the time to spring forward! Ten-week CEBS online study classes are a great way to reinforce your subject knowledge and pre-pare you for exam time. With 24/7 access to class content throughout the ten weeks, you can choose when, where and how to perfectly fit class into your day.

Dont wait until the last minute to study for your CEBS exam! Our online instructors, some of the best in the industry, divide the course content into weekly assignments to keep you on track. Do you have questions or need ex-amples? Our instructors have the knowledge and real-world experience to help you make sense of it all. They are dedicated to helping you comprehend the material and highlighting what is important for passing CEBS exams. You will also have the chance to network with like-minded professionals and share your experiences. Although each instructor has a unique teaching style, you can be assured that each course will include: A structured syllabus to give you an overview of course information Supplemental assignment notes that correspond with the Learning Guide

and textbook readings An audio overview of the material for each assignment Interactive quizzes and learning activities that help you monitor your

progress At least one live interactive review session with your instructor (classes

also include access to recordings of previously held review sessions) A discussion board to allow you to ask your instructor questions and

interact with other students Supplemental course information with additional resources such as

current articles and websites.Experience an online Study Class Website

by Taking a Guided Tour at www.cebs.org/tour.

CEBS Online Study

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Course Corner

RPA 3 Government-Sponsored Benefits

In order to provide the most updated content possible, the RPA 3 course is re-vised annually each fall effective October 15. The schedule helps ensure the course has the latest information affected by legis-lative and regulatory updates.

Readings UpdatesAll readings updates are required reading

and are subject to inclusion on the national examinations. Previously issued readings updates are automatically included with all book orders from Books for Business. Newly issued updates will automatically be sent to candidates who apply for the respective ex-amination this semester.

Fall 2015 readings updates are required reading for the following courses:CMS 2 Executive Compensation ManagementRPA 1Retirement Income ProgramsRPA 2Asset Management

Books for BusinessAll CEBS study materials must be

ordered through the website at www .booksforbusiness.com or by calling (800) 387-1417. See CEBS Study Materials for a list of study material fees.

Interest Rate Tables for ExamsIn those courses requiring them (GBA

1Principles of Group Benefits and RPA 2Asset Management), interest rate tables are available online during the exam. Can-didates are strongly encouraged to use the tutorial before the exam to learn how to ac-cess the online interest rate tables.

Calculator PolicyAll Prometric Testing Centres are

equipped with a supply of nonprogramma-ble, simple, handheld calculators that will be distributed by the test centre administra-tor at the start of the exam and collected at the end of testing. You will not be permit-ted to take your own personal calculator into the testing centre.

Present value and future value tables are

available online to those taking examina-tions for GBA 1Principles of Group Ben-efits and RPA 2Asset Management. The calculator and present value and future value tables will permit you to perform all computations and calculations required for completion of CEBS exams. The handheld calculator is a simple, mathematical calcu-lator with basic arithmetic functions. It does not perform financial calculations. Therefore, it is important for you to know how to compute present and future value calculations using the present value and fu-ture value tables.

CEBS examination questions use short periods and simple interest assumptions that can be solved in the time available using the formulas (using either the ta-bles provided online or by using the cal-culator provided at the exam site).

Recent Course Revisions2015

Course Revision Effective New Study Materials Course Assignments

GBA 1Principles october 15, 2015 Learning Guide, 3rd Editionof Group Benefits Group Benefits Plan

Management Advocis, 2015 Edition

GBA 2Applications october 15, 2015 Learning Guide, 3rd Editionof Group Benefits Group Benefits Plan Management Advocis, 2015 Edition

1. Risk Management and Insurance Concepts for Group Benefits Plans

2. Benefits Plan Manage-ment

3. Benefits Plan Design 4. Benefits Plan Design

Continued 5. Plan funding 6. Plan Administration 7. Claims Processing

8. Mathematics of Insurance: Time Value of Money

9. Mathematics of Insur-ance: Probability

10. UnderwritingBasic Prin-ciples and Concepts

11. UnderwritingRate Set-ting and financial Accounting Concepts

12. Plan Marketing

1. Death Benefits 2. Death Benefits Continued 3. Short-Term Income

Replacement Benefits 4. Long-Term Disability

Benefits 5. Absence and Disability

Management 6. Extended Health Care

Benefits

7. Dental Benefits 8. Employee/Member

Assistance and Wellness Programs

9. flexible Benefits Plan Design

10. flexible Benefits Plan Design Continued

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With even more CEBS testing sites available, you can schedule a test within the testing window at a location and time that fit your schedule. Youll appreciate instantly knowing your results after taking the exam.

Only you can take the initiative to commit to your education. CEBS classes prepare you to better serve your clients, plan partici-pants and stakeholders. Set yourself apart from the rest by focusing on your professional development. Order your next set of study materials and make yourself a weekly study schedule. Apply for an exam today to be one step closer to earning the CEBS certification. CEBS is synonymous with your career growth and success.

Policies and feesExaminations are administered via computer-based testing

(CBT) at Prometric Testing Centres and locations for on-site test-ing. Please keep in mind that you need to select from one of the four CEBS testing windows when you file an exam application.#1January 15-March 15 #3July 15-September 15#2April 15-June 15 #4October 15-December 15

Payment of the examination application fee establishes eligibil-ity for one testing window. Schedule your exam early on to ensure that you get the date and time that you prefer.

Please click here for additional information on CBT policies and fees.

Get on track for being your personal best. Order your study materials and apply for your next exam today!

Computer- Based Testing

Update

Prometric SiteS

British columbiaVancouverAlbertaEdmontonCalgarySaskatchewanReginaSaskatoonmanitobaWinnipeg

ontarioHamiltonLondonMississaugaOttawaTorontoQuebecMontrealNova ScotiaHalifaxNewfoundlandSt. Johns

Additional Locations in the United StatesPresque Isle, MaineSault Ste. Marie, MichiganTroy, MichiganBuffalo, New YorkEast Syracuse, New York

Rochester, New YorkErie, PennsylvaniaPittsburgh, PennsylvaniaWilliston, VermontSpokane, Washington

For complete address information, visit the Prometric site at www.prometric.com.

oN-Site teStiNg LocAtioNS

emPLoYer oN-Site teSt ceNtreS (Not open to Public)WCN38 Border Paving Ltd. Red Deer, ABWCN39 Boyer & Associates Ltd. Fredericton, NBWCN41 Cabot Canada Ltd. Sarnia, ONWCN46 Connolly Group Charlottetown, PEIWCN84 Co-operators Life Insurance Co. Regina, SK WCN79 Empire Life Insurance Co. Kingston, ONWCN80 Equitable Life of Canada Waterloo, ONWCN30 FaithLife Financial Waterloo, ONWCN63 Hudbay Flin Flon, MB WCN82 Medavie Blue Cross Moncton, NB WCN42 Morneau Shepell Fredericton, NBWCN57 Northern Employee Benefits Services Yellowknife, NTWCN47 Ontario Teachers Insurance Plan Waterloo, ONWCN83 Pacific Employee Benefits Smithers, BCWCN40 Tembec Kapuskasing Kapuskasing, ONWCN31 Wilson Insurance Ltd. Fredericton, NBPUBLic oN-Site teSt ceNtreSWCN56 Aurora College Yellowknife, NTWCN71 Cambrian College Sudbury, ONWCN37 College Boreal New Liskeard, ONWCN58 College of New Caledonia Prince George, BCWCN48 Community Living Fort Frances & District Fort Frances, ONWCN51 Confederation College Thunder Bay, ONWCN61 Crandall University Moncton, NB WCN44 Fleming College Peterborough, ONWCN73 Grande Prairie Regional College Grande Prairie, ABWCN45 Great Plains College Rosetown, SKWCN81 Keyano College Fort McMurray, ABWCN70 KLC College Kingston, ONWCN64 Lethbridge College Lethbridge, ABWCN29 Michael T. Owen and Associates Collingwood, ONWCN35 Nipissing University North Bay, ONWCN43 NorQuest College Whitecourt, ABWCN49 Northern College Haileybury, ONWCN67 North Island College Port Alberni, BCWCN69 Nova Scotia Community College Stellarton, NSWCN34 Orillia Learning Centre Orillia, ONWCN53 PowerConcepts Computer Training Kelowna, BCWCN33 Red Deer College Red Deer, ABWCN77 Selkirk College Castlegar, BCWCN60 SIAST Regina, SK WCN68 Thompson Rivers University Kamloops, BCWCN55 Timmins Learning Centre Inc. Timmins, ONWCN72 University of Victoria Victoria, BCWCN75 Vancouver Island University Nanaimo, BCNotes: On-site test centres are not affiliated with Prometric, and appointments must be made directly with the on-site test centre. Information on who to contact at the on-site test centre will be included on your exam confirmation letter. If this information is not provided on your letter, please contact the CEBS Department.

oN-Site teStiNg oPtioN

If you are not located within 130 km (80 miles) of a Prometric or on-site testing centre, as shown below, CEBS will work with you to set up testing within your organization. There are certain technology and administration requirements that need to be met. Please contact the CEBS Customer Service Department at (844) 809-2698 for more information.

New Prometric Testing SiteTaking a CEBS exam is now more convenient than ever be-

fore for those living in or near Mississauga with the opening of a new Prometric Testing Centre there. The following is the address information for the new site.

TorontoON (Mississauga) 1290 Central Parkway west, Suite 104 Mississauga, ON L5C4R3 Phone: (905) 803-9845

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CEBS ReflectionSusan Strelioff, CEBSDirector Total Compensation VON Canada Ottawa, Ontario

I attended the fabulous ISCEBS Em-ployee Benefits Symposium in Vancouver in August 2015, my first ISCEBS event and my official CEBS graduation. It caused me to reflect on how I went from knowing nothing about CEBS three years ago to being a proud CEBS enthusiast.

My CEBS saga began in late 2012 when I was transferred into a director role with responsibility for pension, benefits and compen-sation at Victorian Order of Nurses (VON) for Canada, which em-ploys more than 6,000 home health care providers across Canada. A few weeks after I started, one of my senior staff members was jumping up and down with excitement because she had just passed one of her CEBS exams. Our benefits specialist was also enrolled in the CEBS program. I thought, If my experienced team is continu-ing their education, and I am the new kid (aged 61 at the time!) on the block, I have some learning to do. I declaredout loudthat I would earn my CEBS designation in two years, having no idea what an ambitious and interesting journey I was embarking on. And I did it!

I chose self-study. When material for each course arrived, my first step was to take the practice exam. It was sometimes reassur-ing: WhewI already know some things, and sometimes not. When I did poorly on a test examwell, on a few of the test exams, actuallyit spurred my determination: I need to find out what all these questions mean.

The second step was booking my exam date. Having that date out there was motivating for me. I was too proud to change the date just because I hadnt done the work. My third step was writ-ing down a study schedule, including booking a couple of vacation days to study just before each exam date. I am not saying I always

stuck to the schedule (there was the time I watched an entire sea-son of Breaking Bad over two study days), but it was a reality check on where I was in each course.

The content was what kept me going back to the books week af-ter week during 2013 and 2014. Without exception, what I learned in each course was interesting in itself and, more importantly, al-lowed me to be more effective at work. The material was practi-cal and timely, and I could put the knowledge to use almost im-

mediately. I was able to work with my internal team, our external consultants and benefits providers in a more informed way. I am confident that led us to make better decisions.

Being at the 2015 Symposium only confirmed the value of the CEBS program. In our increasingly complex work environment, what we do in benefits affects everyone in our workplace. Having a network of CEBS colleagues, the support of ISCEBS experts and the opportunity for continuing education gives me confidence that I can continue to support the amazing staff at VON.

And yes, my next step is to register for the ISCEBS Fellow pro-gram.

Susan Strelioff, CEBS

. . . what we do in benefits affects everyone in our workplace. Having a network of CEBS colleagues, the support of ISCEBS experts and the opportunity for continuing education gives me confidence that I can continue to support the amazing staff at VON.

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August 23, 2015 Vancouver, British Columbia ISCEBS Symposium

New CEBS graduates were honoured at this years confer-ment ceremony. All new graduates of the Canadian and U.S. programs were invited to attend this annual event, which is held along with the ISCEBS Employee Benefits Sympo-sium. Those earning a specialty credential and new ISCEBS Fel-lows were also recognized at this event. International Foundation President and Chair of the Board Tom Holsman; Ann ONeill, Ca-nadian CEBS Academic Director; Dr. Peter Cappelli, U.S. CEBS Academic Director; and ISCEBS President Ron Krupa made con-gratulatory remarks.

october 21, 2015 Toronto, ontario

New Canadian CEBS graduates as well as GBA, RPA and CMS designees and new ISCEBS Fellows had the op-portunity to be honoured at the CEBS graduate recogni-tion event that was held at the Hilton Toronto Hotel in Toronto, Ontario on October 21, 2015.

Linda Bielski, CEBS, Operations Director of CEBS/ISCEBS of the International Foundation and the Inter-national Society, led the celebration with her opening re-marks. Ann ONeill, Canadian CEBS Academic Director, added her congratulations to the distinguished guests as well as her thoughts on what this accomplishment means and the impact they will have on the employee benefits profession.

Ann oNeill, Canadian Academic Director, welcomes the gradu-ates.

Special guest speaker Sandra Edwards, CEBS, addresses the group.

Graduates and their guests enjoy good food and conversation.

Brenda Lock, CEBS, Toronto Chapter Presi-dent, and new graduate Sarah Ballam, CEBS.

Graduate Recognition Ceremonies

New CMS designee Mary Grace Guevara and Ann oNeill.


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2015 Toronto Area Chapter President Brenda Lock, CEBS, led all of the graduates in the CEBS pledge. A special invitation was made to all new graduates to become involved with the local chapter and to net-work with other graduates.

The special guest speaker was Sandra Edwards, CEBS, a current member of the ISCEBS Governing Council and Past Presi-dent of the Southwest Ontario Chapter. Ed-wards congratulated the group and talked about her personal story of how and why she became motivated to pursue the CEBS designation, something which all graduates could relate to. Looking back, discovering your WHY provided you with a purpose in which it fueled a determination, which we are celebrating today. Reaching this per-sonal goal ignites a spark which can truly inspire those around you, Edwards com-

mented. What motivates you to better yourself? Perhaps you have ac-cepted a new position or taken on new responsi-bilities like Edwards did when she first started her studies. Is it your desire to invest in yourself and be of value to your employer? What-ever your why is, the CEBS designation is how you can tell the industry you are a true expert in your field with the knowledge base and skills to perform your job du-ties and serve others better. Edwards also encouraged graduates to find inspiration to continue their education and growth. Today your journey doesnt end. Start that conversation. Share your accomplishments and educate those around you about being a CEBS professional. Engage in the oppor-

tunities by becoming more involved in your local ISCEBS chapter, she stated. She add-ed that attending the 2016 Symposium in Baltimore and maintaining CPE (continu-ing professional education) compliance are ways to stay connected with like-minded professionals and up to date with current topics.

After the recognition event, new gradu-ates, chapter members and their guests connected and celebrated their success with great food and beverages. Congratulations to everyone!

(Back row) Michael Small, CEBS, Manulife; Andrew MacKay, CEBS, Goodyear Canada Inc.; Norman Steele, CEBS, Mcfarlan Rowland Insurance Brokers; Lesley Pate, CEBS, Great-West Life; Sasi Kulasingam, CEBS, Great-West Life. (front row) Sarah Ballam, CEBS, Manulife; Lea Stewart, CEBS, Corporate Benefits Analysts Inc.; Elinor Wang, CEBS, Northam Realty Advisors Ltd.

New fellow Daniel Napier, CEBS, is congratulated by Ann oNeill.

Networking is always a must during the reception.

Graduate Recognition CeremoniesToronto


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Governing Council member Lisa Kaiser, CEBS, shared her thoughts about finding your Awesome with the new CEBS graduates.

New CEBS graduate Kimberlee Eken, CEBS, receives congratulations from Tom Holsman, International foundation President and Chair of the Board.

Graduates stand to recite the CEBS pledge.

Celebrating is always a must after the conferment ceremony.

New CEBS graduate Linda Pedigo, CEBS (center), joined fellow Texans Dixie Gray, CEBS (left), and Lynne Jones, CEBS (right), during the Graduation Reception on Sunday evening.

Graduate Recognition CeremoniesSymposium


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HIGHLIGHTS

The wellness Trifecta: Using Engagement, Accountability and Incentives to Create a Culture of Healthby Chris Vogel, CEBSSenior Editor International Foundation of Employee Benefit Plans Brookfield, Wisconsin

The following is based on Thora Khademazads presentation at the 2015 Symposium.

When patients come to one of Tenet Healthcares 80 acute-care hospitals, 18 short-stay surgical hospitals or 400 outpatient centers, Tenet wants them to feel surrounded by healthy doctors, nurses and other staff in a culture that values and delivers health.

But developing that culture has been an evolving ten-year ef-fort that moved from wellness as a way to lower health care cost to wellness because it is the right thing to do for employees, Thora Khademazad, Tenets director of culture programs, told her audi-ence at the 34th Annual ISCEBS Employee Benefits Symposium.

Tenet has more than 125,000 employees79% women with an average age of 44 and 21% men with an average age of 54. Its facilities are coast to coast in the United States and in the United Kingdom.

Tenets first health risk assessment in 2005 revealed employees had the same health problems as most employee groups. People didnt eat enough fruits and vegetables or exercise enough. Stress levels were high. Medical claims cost was rising about 5% annu-ally, exacerbated by employees being overweight and having high blood pressure or diabetescontrollable risk factors that could be improved with a healthy lifestyle.

Thats who we were, Khademazad said, and we wanted a wellness strategy that would help bring health care costs down and improve the quality of life for our employees.

In 2006, Tenet launched its first off-the-shelf program using an outside vendor. The activity-based program used a wellness credit system to encourage participation, and it worked well because our people liked it, she said. They enjoyed earning credits that added up to an incentive. However, we wanted to

customize the program and content to fit our population. After three years, we decided to do it ourselves, and we brought the wellness program in-house.

In 2009, Tenet launched a popular, interactive HealthyatTenet website. Previously, wellness was separate from Tenets other ben-efit and retirement plans. Now, wellness and benefits were com-bined, with one website for easy access and to reinforce the idea that a persons health and wellness affect his or her benefit costs. Employees liked the user-friendly wellness website so much that in 2011 the website incorporated all wellness and health benefits together with the retirement and financial benefits.

The move in-house decreased administrative costs consider-ably (with no more per-member-per-month pricing) and allowed for a flexible program design with custom content. Incentives in-creased over the next few years to a maximum of $600 annually in the form of a contribution to a health savings account. The new program offered improved communications and created a robust network of more than 400 wellness champions with a coordina-tor at each facility. Also, facilities with strong participation in the program could earn awards and money that could be used to en-courage a culture of wellnessat their facilities. Award money was used to create on-site fitness facilities, for walking trails and for massage chairs for the staff lounge.

The program really took off over the next three years, Khademazad said. We said, This is working really wellLets change it!

Actually, we looked at the high participation but could not correlate participation back to an improvement in health risk or a decrease in health care costs. It was difficult to measure the pro-grams effectiveness. So in 2013 we changed the program to an outcomes-based design.

Incentives were lowered to a maximum of $400 for achieving healthy measures in four categories: blood pressure, cholesterol, body mass index (BMI) and nicotine use. The tests included a finger prick and nicotine cheek swab conducted at on-site events, local labs or doctors offices. I strongly suggest giving people options, to make getting their screenings as convenient as pos-sible, Khademazad said.

It was a very different program than what we were used to, she said. We provided online and telephone coaching as a rea-sonable alternative to earn incentives.

Thora Khademazad


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HIGHLIGHTS

The program rewards people who are healthy or are making an effort to be healthy. But who we were trying to catch were the people we dont know anything aboutthe ones who dont go to a doctor or get annual screenings.

At the same time, Tenet expanded its view of wellness. Pre-viously, there was a big emphasis on nutrition and fitness. But definitions of wellness are extremely broad, Khademazad said. There is more to it than just the physical aspects. So we changed our program to reflect six dimensions of wellness. Now, seminars and challenges also cover topics on emotional, social, environ-mental, financial and learning . . . The message was that we want to make sure were supporting you in all aspects of your life, not just at work but also at home with your families.

The new, expanded program launched in January 2013 with a Random-Acts-of-Kindness challenge, and people loved it. Participants earned entries into drawings for valuable prizes like iPads, Apple Watches and gift cards by participating in the well-ness challenges and seminars.

Khademazad added, People like prizes. It amazes me what they will do for a granola bar, let alone an iPad.

Tenets wellness trifecta is: 1. Get people engaged. 2. Make them accountableHave them own it. 3. Use incentives.Khademazad credits the wellness champion network with get-

ting employees engaged. They know their local people, she said. They come up with some of the best challenges we have had. We have over 400 champions now, and we have a call with them each month.

A local challenge might be something like a group of nurses challenging each other not to eat any jellybeans for two weeks. The nurses make up their own challenges, and they love it.

Among Khademazads tips: Make websites fun. Weve noticed that everyone, across all

demographics, wants to have fun. (In keeping with efforts to keep the program fresh, Tenet is coming out with a new web-site she thinks will be exceptional.)

Interactive monthly newsletters and video graphics allow Tenet to send messages that are fun rather than predictable.

For example, one e-mail about incentives used the subject line cha-ching.

Keep e-mails short and sweetno more than three or four lines.

A quarterly newsletter featuring a little eggplant as a well-ness guru has articles on things like sleep and the need to take a break as well as healthy recipes.

Khademazad said the goal has been to change the way employ-ees think and feel about work, which has required understanding the beliefs, values and assumptions that influence behaviors and looking at attitudes and lifestyles.

Creating a culture of health at Tenet has meant recognizing people dont like corporate programs and would rather do things their own way. Khademazad said her staff recognized that em-ployees tend to work in packsespecially nurses. Reaching them meant figuring out who the influencers are and having team com-petitions. Among this competitive group, nobody wants to be at the bottom of the leader board.

Khademazad suggested an organization considering a wellness program ask itself if the program is trying to achieve a return on investment (ROI), where saving money is the most important objective, or a value of investment (VOI) that tries to create a culture where people want to work.

If you want ROI, it is important, but very hard, to keep the variables in your program consistent. You need consistency with your definition of wellness, with program design, benefit plan design, incentive structure, vendors and employees. We had just about all of those elements change during the last five years.

Although an ROI had been hard to achieve, Tenet has seen good trends with its program participants. Employees who have participated consistently year over year have had fewer emergen-cy room visits and shorter hospital stays.

Participants in our program are improving their health. We have employees who are climbing Mount Kilimanjaro, doing runs and walks on their own, changing their eating habits and estab-lishing work-life balance. Our culture is changing. Magic hap-pens when you set up a platform that makes it fun for people to improve their health.


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HIGHLIGHTS

Dental wellness: The Approach to Deliver Better Dental Care at a Lower Cost Donald McGowan, CEBSPresident McGowan Insurance Services, Ltd. Oakville, Ontario

This article is based on the authors presentation at the 2015 Symposium.

Employers faced with significant increases in their dental costs might consider a dental wellness approach to their dental benefits.The dental wellness approach:

Allocates dental spending within a group of employees ac-cording to their risk of oral diseases

Pays for more preventive care for those at high risk of poor oral health. Care is in the form of approved antimicrobials and antibiotics to treat the bacterial infections or dysbiosis that cause poor oral health.

Engages the plan member in shared diagnosis (via risk as-sessment) at the start of the patient journeya proven method to get buy-in and a procedure most plan members strongly endorse

Reimburses for procedures with good evidence of efficacy and safety in controlled studies.

New Truisms About Group Dental Care

Most plan members who have high dental costs have bacterial infections in their mouths causing cavities or gum disease. Con-ventional surgical dental care and hygiene procedures do little to alleviate this condition called dysbiosis, or an unbalanced biofilm of microbes on the teeth and under the gum line.

Most members of a benefit group have good oral health and few if any risk factors for poor oral health. The 80/20 rule of chronic diseases applies to dental care too. Among our clients, 15% of plan members represent more than 60% of dental costs. These are the employees at high dental risk, and studies show that more preventive care is needed to manage their condition.

How often a plan member visits the dentist should be based on risk factors, not a one-size-fits-all approach.

Lastly, it is certainly evident that the traditional dental plan and dental procedures, along with traditional measures to contain

costs (i.e., copays, deductibles and risk transference), are not de-livering better care at a lower cost. New approaches are needed and, fortunately, new dental and medical research provides guid-ance on what is both effective and safe.

The Medical Model of Improving Dental Benefits

Much of health care reform is about preventing chronic disease by treating its underlying cause. For example, statins are used to manage a significant risk factor for coronary disease. Lifestyle modification is needed to mitigate diabetes. Antibiotics are now the proven approach for gastric ulcers. And for better oral health, pharmaceutical treatments can benefit high-risk plan members who have oral dysbiosis.

Randomized controlled studies have shown that two preventive procedures for correcting oral dysbiosis improve oral health. For cavity prevention, Canadian regulatory authorities have approved a topical, slow-release, high-strength antiseptic called Prevora. This new, painless and invisible coating has reduced cavities by up to 70% in the highest risk adult compared with a placebo. For gum disease, several studies show that mechanical scaling by the hygienist should be supplemented with a short regimen of antibi-otics to get the inflammation significantly under control.

Just like medicine is rethinking the recall interval for the phys-ical exam for healthy patients, dental research shows that low-risk plan members need their cleanings far less often than every six to nine months. For example, the U.K.s National Institute of Clini-cal Evidence recommends a 24-month recall for the majority of adult dental patients.

The Mouth Is Part of the Body, and the Body Is Part of the Mouth

The science is increasingly clear that chronic diseases, such as diabetes, arthritis, mood disorders and hypertension, along with their associated comorbidities and multiple medication use, give rise to more cavities, crowns and scaling. A diabetic, for example, has twice the level of dental decay as a healthy peer. So why not deliver more prevention to the diabetics?

Likewise, the bacteremia (bacteria entering the bloodstream) and inflammation attributed to dental decay and gum disease are now considered major risk factors for heart disease, stroke and other significant medical problems. So why not manage the oral


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HIGHLIGHTS

Is 75 the New 65?Michelle Oram, CEBS, ISCEBS FellowDirector, Product Development Group Benefits and Retirement Solutions Manulife Waterloo, Ontario

This article is based on the authors presentation at the 2015 Symposium.

Throughout their lives, baby boomers, the generation born between 1946 and 1964, have had the biggest impact on the workforce and society at large of any generation. The first of the boomers reached 65 in 2011. Every day between 2011 and 2030 will see 10,000 American baby boomers turn 65. In Canada, one-quarter of workers will turn 65 in the next de-cade. In recent years, weve heard about the repercussions of baby boomers exiting the workforce in large numbers. Evidence indicates, however, that many boomers have no plans to retire anytime soon.

Societys view of retirement continues to evolve. In the 2015 Allianz Generations Apart study of baby boomers and Generation

X, eight in ten respondents felt that a retirement starting at the age of 65 spent doing exactly what you want is a romantic fantasy of the past. Other studies in Canada and the United States support the trend toward delaying retirement, working part-time in retire-ment or, in some cases, not retiring at all.

The reasons for working past the traditional retirement age vary. Some work because they want to, but others work for finan-cial reasons.

Financial reasons for delayed retirement: The shift from defined benefit to defined contribution retire-

ment plans has made early retirement less affordable for many. Defined contribution plans dont encourage early re-tirement because the employee pays the full cost of retiring early.

Increased life expectancy means that savings need to last longer. In the 1930s, the average time spent in retirement was less than five years. For many people, a retirement pe-riod of 20 or more years without work isnt practical, desir-able or affordable.

Many employers no longer offer the same medical coverage to retirees as in the past, causing employees to continue to work to access those benefits.

Government pension changes have increased the eligibility age for some benefits or provided increased incentive for delayed retirement.

Michelle oram, CEBS

biofilm in plan members experiencing poor oral health via antimi-crobials and antibiotics? Connecting these dots between the drug plan and the dental plan is not only necessary, it is an important new value proposition for benefit consulting.

Will the Dentist Get on Board the Wellness Movement?

The benefits profession has often feared organized dentistrys response to changing reimbursementThat is one reason why the risk of poor oral health is increasingly transferred to plan members. Let them deal with the dentist has been the approach taken by many consultants and HR.

But now is a good time to introduce wellness to dental benefits. With dental income down about 20% since 2006, many dentists need more patients and a new service that significantly appeals to the community like proven prevention does.

Choosing Health Over DiseaseBenefit consultants have made the right choice in updating

medical and drug plans. Now there is an opportunity to do the same in dental plans.

Much of the dental plans original purpose was to attract and retain good employees by improving oral health and reducing dental costs.

Somehow, much of that founding purpose got lost along the way. Group dental benefits have not been modernized with the new knowledge in oral microbiology, dental epidemiology and behavioral economics. The simple truth is that drilling and filling is ineffective in addressing the cause of poor oral health. Another simple truth is that these concepts of dental wellness can deliver better oral health and thereby lower dental costs.


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HIGHLIGHTS

Nonfinancial reasons for delayed retirement: Fear of change is a factor for many. For a generation that has

to a large extent defined itself by its work, the prospect of leaving the workforce and having to fill 2,000 or more hours can be scary.

With life expectancy on the rise, some people dont feel the need to retire at 65.

Some employees enjoy working and just arent ready to re-tire.

Others want to keep working to stay mentally and physically active or for the social connections they enjoy through their work.

What Does This Mean for Employers?

Whatever the reasons for delayed retirement, this trend has the potential to create challenges for employers. Fewer job opportuni-ties for younger workers can lead to low morale, absenteeism and declining productivity. There may be conflicts as younger supervi-sors manage older workers or as generational differences affect working relationships. A higher incidence of chronic medical con-ditions amongst older workers can put a strain on productivity and benefit plan costs. And, as older workers prepare to retire, finding ways to transition knowledge will be essential to ensuring business continuity and preventing skill shortages.

What Employers Can Do

An aging workforce creates the need to rethink the current tal-ent strategy from attraction right through to the transition to re-tirement. Key areas of focus include:

Flexible work arrangements such as part-time employment, phased retirement, telecommuting and additional vacation time will enable boomers to exit the workforce smoothly and alleviate some of the stress of not having enough re-sources.

Improving communication and culture in the workplace by equipping managers and all employees with the information they need to understand issues around aging

Providing training for older workers to help them keep their skills current and remain productive, along with training for all employees on the value of working in a multigenerational workforce

Mentorship programs can go a long way toward improving job satisfaction for older workers while keeping younger employees engaged and ensuring business continuity. Some organizations have made mentorship programs a require-ment for older workers who are participating in flexible work arrangements.

Maintaining and enhancing benefit plans and ensuring older workers are aware of services that are of value to them: Em-ployee assistance program services, wellness programs and on-site clinics are of particular interest to this age group.

Although many employees plan to continue working beyond the traditional retirement age, it is not always possible. Edu-cation programs and advice services that prepare employees for retirement will help to increase confidence and support the transition to retirement. The most effective programs fo-cus not just on the financial aspects of retirement but also on the health and social needs of retirees.

Retirement is changing for many reasons. For many employ-ees, retirement will be a process that spans many years rather than a single moment in time. Organizations that do a good job of succession planning and talent development will be ahead of the game and may experience higher retention rates, increased productivity and greater employee satisfaction.

History is filled with significant accomplishments by people who have surpassed what we now consider to be the traditional retirement age. The evidence is clear that older workers can make a significant contribution. It is time for companies to put policies in place to facilitate that contribution.

SAVE THE DATE

Make sure you mark your calendar now because you will not want to miss the 2016 ISCEBS Symposium, the must-attend event for benefits professionals. The Hilton Baltimore in Baltimore, Maryland will host this event, which will be held September 18-21, 2016. New CEBS graduates, as well as new GBA, RPA and CMS designees, will be honoured during the conferment ceremony on Sun-day, September 18. See future issues of Advantage for more information.


www.iscebs.org

Its All Here!The services and education that help you get the information you need, when you need it and where you want it, are available with membership in the International Society of Certifi ed Employee Benefi t Specialists. These services are available now for current and new Society members. See what your peers are saying about the offerings, and renew/join today!

Th is was the fi rst live webcast Ive attended. It was timely and relevant to the work I do and was included with my Society membership. I had not previously attended webcasts as there was usually a signifi cant price tag and I was not sure of the value Id be getting. Registering was a very simple, straightforward process, as was logging into the seminar at the start.

Kerry Lawson, CEBS, ISCEBS Fellow, CPE-CompliantManager GTA Life Insurance Practice

CGIToronto, Ontario

Off ering access to live webcasts at no charge to ISCEBS members represents a signifi cant enhancement to the value of membership. Attending just two of these webcasts in a year will easily equate to the cost of membership. Th e webcasts allow me to embrace as many sources of information on various subjects as possible. Because the Foundation and the Society are respected sources, it seemed obvious to access their insights. Participating in the webcast confi rmed that this new service is something of great value to me in 2016.

Doug Feltz, CEBS, CPE-CompliantClient Service ConsultantArthur J. Gallagher & Co.

Carmel, Indiana

Todays Headlines e-mails are very benefi cial and pretty much the only non-client-specifi c e-mails I actually bother reading.

Leslie N. Radcliffe, CEBS, ISCEBS Fellow, CPE-CompliantAssociate Consultant

Segal ConsultingSan Francisco, California

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CEBS GraduatesCanadaJuly through September 2015

ALBERTAKatherine Danielle Connell-Lane,

CEBSManager Total RewardsFT ServicesCalgary, ABCathy Theriault, CEBSManager Pensions and BenefitsFortisAlberta Inc.Calgary, ABKelly A. Wills, CEBSGroup UnderwriterSun Life FinancialCalgary, ABRobin Wilson, CEBSService Delivery ManagerIntuit Inc.Edmonton, AB

BRITISH CoLUMBIAChristopher P. Bloodoff, CEBSGroup Benefits SpecialistIntegris Financial Planning

Services Ltd.Prince George, BC

MANIToBAAndrea L. Cooper, CEBSGroup UnderwriterGreat-West Life Assurance Co.Winnipeg, MBJaclyn Girouard, CEBSWinnipeg, MBDawn M. McGill, CEBSBenefits SpecialistHEB ManitobaWinnipeg, MBJames M. McGill, CEBSGroup Insurance UnderwriterGreat-West Life Assurance Co.Winnipeg, MB

NEWfoUNDLANDJeffrey M. Cross, CEBSService RepresentativeThe PBAS GroupSt. Johns, NL

NoVA SCoTIAMichael J. MacDonald, CEBSManager Health ServicesJazz Aviation LPDartmouth, NSHeather C. Selig, CEBSTeam Lead Benefits AdministrationSobeys Inc.Stellarton, NS

oNTARIoSarah E. Ballam, CEBSFinancial Education SpecialistManulife FinancialToronto, ONNicole L. Craven, CEBSEast York, ONWendy W. Li, CEBSSenior Pension AnalystWorkplace Safety

and Insurance BoardToronto, ONXiang Li, CEBSBenefit Plan AnalystACS, a Xerox CompanyToronto, ONAndrew A. W. MacKay, CEBSPension Administration

Systems AnalystGoodyear Canada Inc.Toronto, ONAdam D. Peros, CEBSMississauga, ONJames H. Ritchie, CEBSBenefits and Disability AssociatePLASP Child Care ServicesBrampton, ON

QUEBECBrooke A. Verville, CEBSMontreal, QC

SINGAPoREChiu Thi Kim Tran, CEBSSingapore


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Group Benefits Associates (GBAs)July through September 2015

ALBERTANicholas A. Adcock, GBAGroup Marketing AssistantEquitable Life CanadaEdmonton, ABTaraneh Azadeh, GBACalgary, ABRalph H. Boyce, GBAGroup UnderwriterSun Life FinancialCalgary, ABHongMing Chen, GBAMercerCalgary, ABCrystal D. Cowell, GBABenefits AdministratorAlberta Medical AssociationEdmonton, ABJason Fleury, GBAIT Administration AnalystACAW Trust FundsEdmonton, ABKimberley Kirk, GBAPlan AdministratorMercon Benefit ServicesEdmonton, ABDiyao Liu, GBACalgary, ABTracy M. Mazar, GBAGroup Service RepresentativeEquitable Life of CanadaCalgary, ABJarom L. Moriyama, GBAAssociateKeyser Benefits CorporationCalgary, ABRobin Wilson, CEBS, GBAService Delivery ManagerIntuit Inc.Edmonton, ABKimberly Y. F. Wong, GBACalgary, AB

BRITISH CoLUMBIACarlene M. Campbell, GBAClient Relationship SpecialistEquitable Life of CanadaBurnaby, BCJ. Scott Holmes, GBAAccount ExecutivePacific Blue CrossBurnaby, BCElaine Hsu, GBARichmond, BC

Nicole Knabe, GBACase ManagerGreat-West Life AssuranceLangley, BCLaura Elizabeth Liden, GBAHealth and Benefits AnalystMorneau ShepellVancouver, BCLauren K. Metcalf, GBAEmployee Benefits Specialist SeniorGreat-West Life Assurance Co.Vancouver, BCMadhulika Saxena, GBAPayroll and Benefit AdministratorEminata GroupVancouver, BC

MANIToBATamara E. S. Beauchemin, GBABenefits AdministratorHEB ManitobaSt. Andrews, MBNathan J. Chidwick, GBAGroup UnderwriterGreat-West Life Assurance Co.Winnipeg, MBKimberly D. Gerbinski, GBAEmployee Benefits SpecialistGreat-West Life Assurance Co.Winnipeg, MBRichard H. P. Li, GBAAssociateAon HewittWinnipeg, MBMatthew A. Stephens, GBAPension SpecialistHEB ManitobaWinnipeg, MB

NEW BRUNSWICKTerri-Lynn Reed, GBAAccount ExecutiveWilson Benefits Ltd.Fredericton, NB

NoVA SCoTIAKelsie Lempen, GBAHalifax, NS

oNTARIoSami Adnan, GBAToronto, ONTressa-Ann Alleyne, GBASun Life FinancialToronto, ON

Joanne Cheng, GBASenior AnalystMorneau Shepell Ltd.Newmarket, ONDylan J. Clark, GBASales AssociateBenefits Direct CorporationLondon, ONDejana Corovic, GBABurlington, ONPaul Martial Djiometio, GBACSAAon HewittNorth York, ONDominique Donkor, GBASenior Employee Benefits

Service RepresentativeGreat-West Life Assurance Co.Kanata, ONKaitlin A. Georges, GBAAssociate Account ManagerGreat-West Life Assurance Co.Ottawa, ONMichael C. Jan, GBAMississauga, ONLydia R. Kinsman, GBAE-Commerce Control AuditorManulife FinancialWaterloo, ONSasi Kirubhakaran, GBAGroup Contract SpecialistRBC InsuranceMississauga, ONNoriko Kusaka, GBAPayroll and Pension SpecialistTown of Halton HillsHalton Hills, ONLeslie K. Monteyne, GBAManulife FinancialWaterloo, ONDianna Ospina, GBAAdvisor HR Core ServicesHealthcare of Ontario Pension PlanToronto, ONDouglas G. Rickard, GBALife and Health Insurance AdvisorIndividual and Group BenefitsToronto, ONJames H. Ritchie, CEBS, GBABenefits and Disability AssociatePLASP Child Care ServicesBrampton, ON

Gabriele J. Romano, GBARetirement Account SpecialistPenmore BenefitsConcord, ONKelly L. Ryan, GBADirector of Benefit ServicesLabourers L 493 Welfare Trust FundSudbury, ONAuriel A. Smith, GBAMississauga, ONLynne Vandal, GBAService Representative

Employee BenefitsGreat-West Life Assurance Co.Kanata, ONElizabeth Van Rooy, GBAThorold, ONMelissa C. Veigas, GBABenefits AnalystAon HewittToronto, ONNicholas G. R. Walsh, GBAEmployee Benefits SpecialistGreat-West Life Assurance Co.Kingston, ONRyan Warner, GBAGroup Benefits

and Pension ConsultantBencom Financial Services

Group Inc.Kitchener, ONAmy M. Willms, GBAGroup Client Service CoordinatorBencom Financial Services

Group Inc.Waterloo, ON

QUEBECMelanie Hazel, GBAAccount CoordinatorManulife FinancialSt.-Jean-Sur-Richelieu, QC

SASKATCHEWANCandace C. Bigoraj, GBASenior Specialist Pension

and BenefitsCameco CorporationSaskatoon, SKSusan L. Bristow, GBARelationship ManagerThe CUMIS Group LimitedRegina, SK


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Retirement Plans Associates (RPAs)July through September 2015

ALBERTAAdesina O. Akinsanya, RPACalgary, ABJason J. Lorencz, RPARelationship ManagerRBC Royal BankCalgary, ABMelissa Priestley, RPAAccount ManagerManulife FinancialEdmonton, AB

BRITISH CoLUMBIAMark V. Costales, RPABenefit AnalystJohnson Inc.Langley, BC

MANIToBAAnna C. Lauchlan, RPATeam Leader CADA UnitGreat-West Life Assurance Co.Winnipeg, MB

NEW BRUNSWICKMarc Bourque, RPASenior Pension AnalystMorneau ShepellFredericton, NB

NoVA SCoTIABradley D. Wilson, RPABenefit ConsultantBelmont Health and WealthDartmouth, NS

oNTARIoOvidiu Ciocan, RPAToronto, ONAli Fallahziarani, RPAFinancial AdvisorSun Life FinancialToronto, ONNancy Filippetti, RPABenefits ManagerGeorgia-Pacific Canada LPMississauga, ONPatrick Glanville, RPAGeorge Weston Ltd.Toronto, ONNicole S. M. Ritch, RPAAssociate Underwriter

Group BenefitsRBC InsuranceToronto, ONJames H. Ritchie, CEBS, RPABenefits and Disability AssociatePLASP Child Care ServicesBrampton, ON

QUEBECMarie-Elaine Poirier, RPACustomer Relationship ManagerManulife FinancialMontreal, QC

Compensation Management Specialists (CMSs)July through September 2015

ALBERTAKatherine Danielle Connell-Lane,

CEBS, CMSManager Total RewardsFT ServicesCalgary, ABCathy Theriault, CEBS, CMSManager Pensions and BenefitsFortisAlberta Inc.Calgary, ABPatrick A. Tiffany, CMSAnalystMercerCalgary, ABWendy L. Tkaczuk, CMSAnalyst Benefits and PensionUniversity of CalgaryCalgary, ABKelly A. Wills, CEBS, CMSGroup UnderwriterSun Life FinancialCalgary, ABKevin Wong, CMSCalgary, AB

BRITISH CoLUMBIAAllan H. F. Du, CMSSpecialist Compensation

and SystemsBritish Columbia

Automobile AssociationBurnaby, BCDeborah Sheryll Foster, CMSTeam ManagerGreat-West Life Assurance Co.Delta, BC

NoVA SCoTIADevon M. Forshner, CEBS, CMSSenior AnalystMorneau ShepellHalifax, NS

oNTARIoJanice R. Clarke-Sinclair, CMSHuman Resources ManagerThe Home Depot CanadaMississauga, ONNicholas J. Landry, CMSPartner, Life and Benefits PracticeJones BrownToronto, ONXiang Li, CEBS, CMSBenefits Plan AnalystACS, a Xerox CompanyToronto, ONKim H. Pearson, CMSAccount CoordinatorManulife FinancialLondon, ONAdam D. Peros, CEBS, CMSMississauga, ONAgnes Polonska, CMSClient Implementation Coordinator

Group Ins.La Capitale InsuranceMississauga, ON

QUEBECBrooke A. Verville, CEBS, CMSMontreal, QC

SINGAPoREChiu Thi Kim Tran, CEBS, CMSSingapore


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News in BriefCurbing Workplace Absenteeism

In 2014, Canadian employees averaged 8.8 days absent from work, with mental health issues being the major contributor, representing 30-40% of disability claims and 70% of disability costs. Chronic job stress, usually from work overload, is viewed as a workplace injury and the target of the National Standard of Canada for Psychological Health and Safety in the Workplace. After recognition of the prob-lem, access to quality care becomes the challenge. Online mental health tools are available for self-help, risk assessment, treatment planning and referrals. Virtual physician visits and advances in personalized medicine improve access and efficiency of care. Ab-sence management programs help reveal absenteeism trends and drivers, and feedback from employee surveys shows how workers view mental illness. A peer support program and leadership invest-ment in an employee health culture help employees dealing with mental illness feel more engaged at work.

Julie Holden and Joseph Ricciuti | Benefits and Pensions MonitorAugust 2015 | pp. 34-35 | 0167299

An Employee Is overpaid: Now What?

When an employee is paid for services not performed, the em-ployers response depends on where the fault lies, the province and the type of compensation. If the employee is at fault, the employee should be told when and why the overpayment was made and re-quested to repay the amount of pay plus contributions made by the employer for income taxes, Canada Pension Plan and employment insurance. If the employer is at fault, the company can let the over-payment pass but add the amount to the employees taxable income for the year. If the employer arranges for repayment, differences apply based on whether repayment happens in the same year. The employer must change payroll records and fix and reissue T4 slips. Many jurisdictions require the workers formal consent to deduct overpayments.

wisam Abdulla | Canadian HR ReporterSeptember 7, 2015 | p. 21 | 0167355

Growing Ranks of Expats forcing Re-Evaluation of Programs

The numbers of internationally mobile employees reached 96.2 million, according to analytics firm IDC, and McKinsey & Co. projects 45% of Fortune 500 firms will have workers in emerging countries by 2025. Assignment durations and details multiply, but expectations for productivity remain high, buttressed by the need for strong communications and streamlined transitions. Though many may be unclear on details, expats expect topnotch health care benefits. Human resources (HR) is responsible for continually ad-justing plans and policies in a global market to ensure secure and accessible health services. To develop an expatriate health plan, HR must understand local markets, options for specialized care and paths to provide expats the support they need. Planning must eval-uate access to a full range of health services and proactively plan for emergency services and evacuation.

Robyn Cameron | Benefits and Pensions MonitorAugust 2015 | pp. 32-33 | 0167301

Keeping New Mothers onboard

A survey of more than 3,200 women in the United Kingdom by the Equality and Human Rights Commission projects that about 54,000 new mothers left their jobs due to poor treatment or were dismissed or made redundant. With the high cost of employee turnover, employers should try to accommodate new parents to facilitate their return to work. Canadas 12-month maternity leave can present a challenge, but job sharing, rotations and cross train-ing can help avoid having to hire a replacement. Employers must balance the cost of finding, hiring and training a replacement against losing a valued longer time employee. Edelman Canada has had success with an informal maternity buddy program, encourag-ing a woman going on maternity leave to connect and stay in touch with another worker on a social level. The ongoing connection to the workplace makes the return and onboarding process easier.

Sarah Dobson | Canadian HR ReporterSeptember 7, 2015 | p. 16 | 0167358


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Resources for You and Your Employer

Canadian Health and Wellness Innovations Conference February 14-17, 2016 | Phoenix, AZ

Health and wellness programs are becoming increasingly impor-tant for curbing rising health care costs in Canada and globally. The Canadian Health and Wellness Innovations Conference con-tinues the legacy of offering targeted and timely health and wellness sessions on topics relevant to plan sponsors and plan participants. Explore new trends, share experiences and discover strategies to promote a complete culture of health. Click here to view sample topics from last years conference.

Key Takeaways:

Learn firsthand about the latest trends in health and wellness that could be important to your plan design.

Find out how others have successfully introduced wellness initiatives to their members.

Discover ways to motivate plan participants to take part in the shared responsibility of their health.

Interact directly with speakers of your choice with followup workshops.

Virtual Conference: Open February 18-May 13

Registration to attend the Canadian Health and Wellness Innova-tions Conference includes access to the Virtual Conference. Access recorded sessions, handouts and documents 24/7 after attending the conference. [Click here to learn more about the Virtual Confer-ence.]

featured E-Learning Course Retirement Plan Sponsor Responsibilities Members: $45 | Nonmembers: $60

Retirement Plan Sponsor Responsibilities outlines the intent and application of the Capital Accumulation Plan (CAP) Guidelines and the Canadian Association of Pension Supervisory Authorities (CAPSA) Guidelines. It reviews the significance of CAP Guide-lines and CAPSA Guidelines for plan sponsors, plan members and insurers and highlights key differences between the two sets of guidelines. Steps taken by the plan sponsor, advisors and service providers when setting up, operating and terminating a CAP are reviewed.

Course OutlineLesson1:ImplicationsofCapitalAccumulationPlan(CAP)

Guidelines for CAP Stakeholders Lesson2:LifeCycleofaCAPPlanSponsorPerspectiveLesson3:LifeCycleofaCAPPlanSponsorPerspective

(Continued) Course Audience: This course is designed for those who want

to learn more about the Capital Accumulation Plan (CAP) Guide-lines and the Canadian Association of Pension Supervisory Au-thorities (CAPSA) Guidelines.

from the BookstoreEmployee Benefits in Canada, fourth Edition

Mark Zigler, D. Cameron Hunter, Murray Gold, Michael Mazzuca and Roberto Tomassini | 2015 International Foundation of Employee Benefit PlansUS$190.00 (Members: US$145.00) | Item #7518 Order from the International Foundation Bookstore at www.ifebp.org /employeebenefitsincanada.

This book is an introduction to and overview of public and private employee benefit plans in Canada. Both novice and seasoned pro-fessionals will find this a useful reference on the legal and adminis-trative aspects of pension, health and other benefit programs. Top-ics include regulatory compliance, fiduciary responsibility, investment fundamentals, member communications, taxation and the handling of delinquencies in multi-employer plans.

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knowin the health goals

Source: 2015 edition of The Sanofi Canada Healthcare Survey.

About 85% of health plan members have one or more health or fi tness goals, but does their workplace help or hinder their efforts to reach those goals?

According to the 2015 edition of The Sanofi Canada Healthcare Survey:

How does your workplace affect your ability to reach your goals?

Supportive

Neutral

Barrier

38%

41%

21%

What are your health or tness goals?

57%Eat healthier foods

43%Achieve a

certain weight

41%Get more sleep

30%Reach a certain

tness level or goal

13%Reach a certain body

fat percentage

11%Reach a certain

BMI number

Workplace supports

Workplace barriers

Worksite programs/seminars/classes

On-site gym or gym membership discount

Availability of time due to exible hours or adequate breaks

23%

Encourages physical activity/tness during the workday

Availability of healthier foods

20%

17%

6%

5%

Heavy or stressful workload

Desk job or too much sitting

Does not encourage/support physical activities

Irregular meal times/poor eating habits

No time/long or inexible hours

46%

26%

10%

8%

5%


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lookquick

mental health

Nine in ten Canadians describe their personal mental health as being good or better than good, but a recent survey also shows that 33% are classifi ed as being at high risk for mental health issues.

According to the Ipsos Reid poll:

Source: Ipsos Reid.

35%Excellent

Canadians description of their mental health:

35%Very good

20%Good

7%Fair

2%Poor

1%Very poor

How mental health has affected life:

Have takenmedication to help

Missed social gatheringsor family events

Took time off workor school

Took time off workor school to help family

or close friends

18% 12%

11% 5%

Several times At least once Never

Felt sad or hopeless almost every day 15% 17% 67% for two weeks or moreFeeling stressed affected how 30% 22% 48% they live daily lifeStressed to the point of being unable 17% 20% 63% to cope or deal with things

Experiences with stress and depression over the last year

Based on these denitions, Canadians scored as: High risk by generations

High risk

Moderate risk

Low risk

33%

26%

42%

Millennials

Generation X

Babyboomers

53%

35%

14%

A respondent who answered several times to two or three of these scenarios is at high risk for mental health issues, and someone who said never to all three scenarios is classied as low risk.


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CEBS Registration Information

Registration, Examination and Online Study Application

Readings Updates

CEBS | Experience the Benefits2015-2016 Course Catalog

CEBS News and Help

CEBS CPE Information

CEBS Catalog Request

CEBS Information

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CEBS Online StudyCourse CornerComputer-Based Testing UpdateCEBS ReflectionGraduate Recognition Ceremonies2015 Symposium HighlightsNew GraduatesNews in BriefResources for You and Your EmployerIn the KnowHealth GoalsQuick LookMental HealthCEBS Information

contents: contents 1: contents 2:

Documents

CEBS Advantage Newsletter December 15, 2015, pages 11 to 12