FAQ

As we work with companies to build them better employee benefits plans, the Revolution team hears some common threads in the questions employers ask. We know you have questions - here are answers to a few.

A Dental Fee Guide is updated annually by each province’s Dental Association. These guides outline suggested customary rates for each dental service. It is used as standards however, dentists are not obligated to match their service fee to the suggested pricing on the guideline. Because each province has its own fee guide, some of the codes are the same with exception to Quebec which has distinctly different codes than Ontario or British Columbia.
For details on the expenses covered by OHIP, check out Ontario.ca
In a perfect world, being able to maintain an ideal work-life balance would be a walk in the park. But how often do we end up struggling to achieve it? Issues that come up out of the woodwork – be they financial worries, emotional well-being or even finding child care – make the impossible task that much more difficult. Although these might sound like common problems, the reality is that they take a toll on our minds and bodies.
Families are putting up their Christmas trees and decorating their homes with poinsettias. Offices around Toronto are full of colour, Secret Santa exchanges, and holiday parties. During the holidays many people go away on vacation with their families and friends – getting away from the concrete jungle and enjoying some well-deserved R&R. Don’t forget your employee benefits plan may cover their out-of-country medical emergencies!
Revisiting your group benefits plan design every 3-4 years is a good idea to ensure you are getting the benefit of what you are paying for and are keeping up with changing needs of employees.
At Revolution, we often advise our clients to implement a 100% employee paid Long-Term Disability benefit to maximize efficiency. Here's why.
We definitely urge employer to offer Critical Illness (CI) coverage as a mandatory or at least an optional benefit.
When it comes to making an informed decision about the drug portion of an employee benefits plan, employers need to know the difference between generic and brand name drugs.
Finding a benefits consultant with expertise in the health care industry will be the first step as they can help you understand and navigate the Canadian health care system.
A poorly designed plan can add cost, while also not protecting employees against the most serious medical risks. Here are some areas that can go 'off-track'.
Definitely! While some benefits consultants may sell cheaper and more attractive plans without a Long-Term Disability (LTD) benefit, a LTD benefit is very important in protecting the financial well-being of employees, since there are differences to the long-term disability benefits. Read on to learn more.
The best way to evaluate the effectiveness of your employee benefits is to analyze the available data.
When employer see prescription drug costs rising steadily in their Claims Experience reports, it's not often clear why it's happening. Fortunately, there are multiple strategies that can be employed get them under control.
You can divide your employee base into as many classes or divisions as you require and have can different levels of coverage and even waiting periods for each of these classes.
Yes! Our Revolution Combination Plan for employee benefits challenges the industry and redefines the century-old definition of a group benefits plan.
Revolution provides benefits plan solutions for all sizes of companies. Our Toronto-based team will work closely with you to evaluate the needs of all your employee groups and guide you towards solutions that work.
At Revolution, we take the time to work with small business owners, including single employee owner-operators, to build plans that have the same advantages as bigger companies, providing security and peace of mind.
We get this question all the time from business owners who want a more customized benefits plan for themselves, different from what they offer their employees. We'll work with you to optimize your tax efficiency, and build a plan that works for you.
It is normal to see benefits plans rise in cost every year due to the current inflation rate of 11.81%* in the overall healthcare industry. This is another area where your Revolution Benefits experts will help you think long-term – so your benefits plan works for today and is sustainable for the future.
Specialty drugs are usually expensive drugs that are meant to treat rare conditions of severe ailments such as multiple sclerosis or rheumatoid arthritis. This means they can have a serious impact on your claims experience and renewal if your benefits plan is not designed effectively. Revolution can help you design a plan that will reduce their impact.
The Canada Revenue Agency (CRA) provides a list of medical expenses eligible for the medical tax credit.
When you are embarking on setting up an employee benefits plan for your company there are a few key goals and objectives you should consider to help guide the way the plan is built.
For any sized business, an employee benefits plan is a big spend which should be considered carefully within the context of your entire financial picture.
In a perfect world, being able to maintain an ideal work-life balance would be a walk in the park. But how often do we end up struggling to achieve it? Issues that come up out of the woodwork – be they financial worries, emotional well-being or even finding child care – make the impossible task that much more difficult. Although these might sound like common problems, the reality is that they take a toll on our minds and bodies.
Families are putting up their Christmas trees and decorating their homes with poinsettias. Offices around Toronto are full of colour, Secret Santa exchanges, and holiday parties. During the holidays many people go away on vacation with their families and friends – getting away from the concrete jungle and enjoying some well-deserved R&R. Don’t forget your employee benefits plan may cover their out-of-country medical emergencies!
Anyone in business wants to focus on growing their own business – not getting pulled down into the weeds on a topic such as employees who defraud and abuse the company’s benefits plan. So is there a way to sow measures into your benefits plan that will reduce chances of fraud and deter abuse of benefits? Yes, there is.
Stories of fraud and abuse of group benefits have recently rocked the Toronto Transit Commission, York Regional Police and Toronto’s St. Michael’s Hospital. If these large organizations cannot prevent employee benefits fraud, what chance do small and mid-size companies have?
Many small to mid-size companies rely on their benefits plan to help them attract and keep good employees. Here are a few tips to consider.
The acquisition of skilled and dedicated employees is an ongoing priority in any business – and in today's employment landscape, top talent can be hard to attract. Your benefits plan can help.
A poorly designed plan can add cost, while also not protecting employees against the most serious medical risks. Here are some areas that can go 'off-track'.
When employer see prescription drug costs rising steadily in their Claims Experience reports, it's not often clear why it's happening. Fortunately, there are multiple strategies that can be employed get them under control.
Yes! Our Revolution Combination Plan for employee benefits challenges the industry and redefines the century-old definition of a group benefits plan.
Revolution provides benefits plan solutions for all sizes of companies. Our Toronto-based team will work closely with you to evaluate the needs of all your employee groups and guide you towards solutions that work.
At Revolution, we take the time to work with small business owners, including single employee owner-operators, to build plans that have the same advantages as bigger companies, providing security and peace of mind.
A Health Care Spending Account (HCSA) is a great option for employee benefits plans. It acts like a personal bank account for each employee's health care spending.
Some companies will entice you with initial discounts. At Collins Barrow, we build your plan from the ground up to provide long-term sustainability, and to protect against surprises when renewal time comes around.
An employee benefits plan is a big spend. That's why Revolution brings a team of financial, tax and accounting experts to the table, no matter what the size of your business.
As we work with you to build your customized benefits plan, we will highlight some of the strategies that will help you manage your costs while empowering your employees to make choices that work for them.
The Canada Revenue Agency (CRA) provides a list of medical expenses eligible for the medical tax credit.
When you are embarking on setting up an employee benefits plan for your company there are a few key goals and objectives you should consider to help guide the way the plan is built.
In a perfect world, being able to maintain an ideal work-life balance would be a walk in the park. But how often do we end up struggling to achieve it? Issues that come up out of the woodwork – be they financial worries, emotional well-being or even finding child care – make the impossible task that much more difficult. Although these might sound like common problems, the reality is that they take a toll on our minds and bodies.
Families are putting up their Christmas trees and decorating their homes with poinsettias. Offices around Toronto are full of colour, Secret Santa exchanges, and holiday parties. During the holidays many people go away on vacation with their families and friends – getting away from the concrete jungle and enjoying some well-deserved R&R. Don’t forget your employee benefits plan may cover their out-of-country medical emergencies!
Like many small, growing businesses dependent on attracting and retaining top talent, the founders of this tech startup felt an attractive compensation package was vital.
A medical doctor in private practice needed a simple, easy-to-manage benefits plan for herself and her spouse which allowed them to focus on providing good patient care, without worrying about distraction and expense from unexpected medical costs.
A Health Care Spending Account (HCSA) is a great option for employee benefits plans. It acts like a personal bank account for each employee's health care spending.
In a perfect world, being able to maintain an ideal work-life balance would be a walk in the park. But how often do we end up struggling to achieve it? Issues that come up out of the woodwork – be they financial worries, emotional well-being or even finding child care – make the impossible task that much more difficult. Although these might sound like common problems, the reality is that they take a toll on our minds and bodies.
Families are putting up their Christmas trees and decorating their homes with poinsettias. Offices around Toronto are full of colour, Secret Santa exchanges, and holiday parties. During the holidays many people go away on vacation with their families and friends – getting away from the concrete jungle and enjoying some well-deserved R&R. Don’t forget your employee benefits plan may cover their out-of-country medical emergencies!
Revolution provides benefits plan solutions for all sizes of companies. Our Toronto-based team will work closely with you to evaluate the needs of all your employee groups and guide you towards solutions that work.
At Revolution, we take the time to work with small business owners, including single employee owner-operators, to build plans that have the same advantages as bigger companies, providing security and peace of mind.
Some companies will entice you with initial discounts. At Collins Barrow, we build your plan from the ground up to provide long-term sustainability, and to protect against surprises when renewal time comes around.
An employee benefits plan is a big spend. That's why Revolution brings a team of financial, tax and accounting experts to the table, no matter what the size of your business.
We also believe it’s time small and medium businesses like yours benefited from the same advantage that large corporations get through better negotiated rates. Here's how.
As we work with you to build your customized benefits plan, we will highlight some of the strategies that will help you manage your costs while empowering your employees to make choices that work for them.
Like many small, growing businesses dependent on attracting and retaining top talent, the founders of this tech startup felt an attractive compensation package was vital.
A small-sized events management firm that recently completed an incubator program is now growing by leaps and bounds, currently employs 5 events specialists, and has taken on a new office space. The owner has signed a big contract and wants to keep her staff healthy and happy.
A medical doctor in private practice needed a simple, easy-to-manage benefits plan for herself and her spouse which allowed them to focus on providing good patient care, without worrying about distraction and expense from unexpected medical costs.
A Toronto pharmacy is expanding to a second location and needs to cover its staff with employee benefits. However, because of the size of the business, they can't find an insurer to talk to them directly.
A medium-sized company established in 2010 is operating in the landscaping and reclamation business with about 150 employees. The company is unhappy with the current rate increase of 20% on their benefits plan they have just been served.