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  • Plan for Now & for the Future

    Plan for Now & for the Future

    We Make Benefits Easy! By providing services to help you plan for your needs now and into the future.
  • Investment & Insurance Providers

    Investment & Insurance Providers

    We work with some of the largest and most experienced financial services and investment solution providers to help ensure there is a program that fits you.
  • Personal Financial Planning

    Personal Financial Planning

    There are many aspects to personal financial planning and with our team of experienced associates we will help meet your goals.
  • Group Health Insurance

    Group Health Insurance

    From group plan insurance to individual health plans, Canwest Group Benefits has a program for everyone.
  • Performance Management

    Performance Management

    Our team of professionals will continue to review the products and services we offer to ensure our clients have the most up to date information.
  • Online Claim Forms

    Online Claim Forms

    We provide easy access to the most up to date forms you may require from our Insurance providers.  One online location to help serve you better.
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Stay Informed

  • About Us
  • Newsletters
  • FAQ's

Canwest Group Benefits is a dynamic company, providing group benefits to western Canada.

We currently represent cost plus and traditional group benefit plans throughout Alberta and British Columbia. Our emphasis is on pursuing a level of excellence within the group benefits profession, offering unrivalled client care and attention with a culture of high ethical standards.

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Here at Canwest Group Benefits Inc., we strive for exceptional service. One of our goals is to keep our Plan Administrators up to date and informed.

To help us keep our promise, we have developed quarterly newsletters with helpful tips and important information.

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There are many questions that clients and people like yourselves have asked in the past. 

We try and answer those questions for you and should there be some information you need but don't find on our site, please contact our representatives.

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Products & Services

  • Cost Plus Benefit Plan Information Package +

      Cost Plus is a Private Health Services Plan (PHSP) that provides 100% health and dental and vision coverage. This plan can be a “stand Read More
  • Group Plan RRSP +

    Canwest Group strives to provide you with the very best in Group Plan RRSP programs. We work with you and our business partners to find Read More
  • Group Saving Plans +

    For those everyday financial decisions Canwest provides piece of mind with their expert services. Payroll deduction (saving made easy) Tax-Free Savings Accounts - never pay tax Read More
  • Health Care Spending Accounts +

    A Health Spending Account allows an employer to offer an effective benefit solution while working within a budget. For ease you may wish to think Read More
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Client Testimonials

Information Plan for Administrators

INFORMATION PLAN ADMINISTRATORS SHOULD KNOW

 

  • ENROLLING EMPLOYEES ON TIME


    An employee is eligible for benefits upon completion of the waiting period as outlined in your group policy. Your insurance carrier must receive the employee’s enrollment form within 31 days of their effective date to avoid late applicant status. **TIP: At the time of hire have the new employee complete the group benefit forms along with regular employment forms, especially for companies in the oilfield and construction industry when employees leave for work for extended periods of time. Enrollment forms can be sent in early to the insurance company. If the employee is terminated or his status changes the insurance company can be notified to terminate or request changes for the employee.

 

  • LATE APPLICANTS


    Plan members will be considered late applicants if:
    • They apply for coverage under your Group Benefits plan later than 31 days after the date they and/ or their dependents are first eligible
    • They waive or cancel coverage under your Group Benefits plan and then re apply for coverage at a later date.
    • They apply for health and dental coverage that was previously refused due to similar coverage under a spouse’s plan 31 days after the termination of the spouse’s coverage
    • They currently have single coverage and are applying for family coverage due to common law spouse, marriage, or birth of child and they apply 31 days after the date of change the dependents are considered late applicants

 

  • REPORTING CHANGES FOR EMPLOYEES: 31 DAYS TO MAKE CHANGES

    • Marriage
    • Birth of child
    • Adding health and Dental coverage previously waived
    • Changing from Single to Family coverage: -Common law relationship ( usually considered after 12 months check group policy )

    If any of the above changes are not submitted to the insurer with in 31 days of the change dependents will be considered late.

 

  • UPDATING SALARIES


    A change in employee’s earnings can affect his or her benefit amount under the group benefit plan. Providing up to date salary information to the insurance company ensures that the employee will receive the coverage they are entitled to. If the employees new benefit amount exceeds the non evidence limit specified in your group policy the plan member must submit evidence of insurability for the amount over the limit.

 

  • OPTIONAL BENEFITS


    The only benefits that are optional on a group benefit plan are the Health and Dental benefits. An employee can choose to opt out of these benefits providing they have Health and Dental coverage through a spouse. Life, Dependent Life, Critical Illness and Disability benefits are mandatory.

 

  • REFUSAL OF COVERAGE


    If your group plan is a non mandatory plan and the employee is refusing all coverage, please have employee complete a Refusal of all Coverage form. Submit the original to the insurance company and keep a copy on file. If an employee wishes to join the Group Benefits Plan at a later date the employee and any dependents will be considered late applicants.  MOST COMMON MISTAKE Employees refuse all coverage because they are covered for health and dental through their spouse.  In the event the spouse looses coverage or the employee decides they want disability coverage they are considered late applicants and have to be medically approved for coverage.

            

  • BENEFICIARY DESIGNATION


    Keep beneficiary information current, when submitting changes for employees due to common law, marriage or birth of children check with employee to see if the beneficiary designation needs to be changed. Please make sure that the beneficiary designation is completed on new enrollment applications.

 

  • RE INSTATEMENT


    Employees can be re instated back on to the group plan without having to satisfy the probation period providing they have been re hired with in the specified re instatement period outlined in your group benefits policy.

 

  • WAIVE WAITING PERIOD


    The employer can waive the waiting period for an employee as a condition of employment. The employee’s effective date will be the date of hire. To waive the waiting period a letter requesting to do so must be submitted with the employee’s application, this must be done within 31 days of the date of hire.

 

  • MATERNITY LEAVE


    Employees going on Maternity Leave have the option to keep their benefits enforce while they are on Maternity Leave. It is the employer’s responsibility to continue to pay their portion of the premium while the employee continues to pay their portion.

 

  • MEDICAL LEAVE


    A disabled employee is eligible to remain on the group benefit plan. Full premiums must continue to be remitted during the disability until waiver of premiums is applied for applicable benefits. Re payment or payment of premiums should be dealt with as soon as the employee goes on claim. The employer should notify the employee of the costs for their benefits. Once the LTD claim is approved, waiver of premium will apply except for the health, dental and CI benefits. Employees should be kept on the benefit plan until their claim has been approved or declined. It is recommended that an employer have a Human Resource provision that outlines how long employees would remain on the benefit plan in the event of a STD/LTD claim. That way employee’s know the provision and there are no surprises.

 

  • PAYROLL DEDUCTIONS: Taxable / non taxable benefits.


    INSURANCE COVERAGE

    ARE EMPLOYER PAID “PREMIUMS” TAXABLE TO THE EMPLOYEE

    ARE “BENEFITS” TAXABLE FOR THE EMPLOYEE

    LIFE INSURANCE

    YES

    NO

    AD&D

    YES

    NO

    DEPENDENT LIFE

    YES

    NO

    WEEKLY IDEMNITY

    NO

    YES IF EMPLOYER PAID

    LONG TERM DISABILITY

    NO

    YES IF EMPLOYER PAID

    HEALTH

    NO

    NO

    DENTAL

    NO

    NO

    EAP

    NO

    NO

    CRITICAL ILLNESS

    YES

    NO

    OPTIONAL LIFE

    YES

    NO


     

 

  • CONVERSION OF LIFE INSURANCE & HEALTH AND DENTAL BENEFITS


    Employees terminated off of group plans have the option to convert their life insurance and health and dental benefits.  They have 31 days to convert life insurance and 60 days to convert health and dental benefits.  Please have employee contact Canwest Group Benefits if they are interested in converting.