Showing posts with label dental insurance. Show all posts
Showing posts with label dental insurance. Show all posts
Tuesday, April 26, 2011
Money back guarentee
Equitable Life, a company I have a good relationship with and have enjoyed working with in the past has a new offering I wanted to touch on briefly.
They are calling it Rate Shield, and it is essentially a mini “Refund” plan. Normally Refund is reserved for 100+ member groups, and only one of two carriers still offer it. Equitable will do a Refund plan on your first renewal of a small group starting at 10 members.
It works like this.
If you claim less than your Target Loss Ratio (TLR), you get a refund of the difference. You will recall that the TLR is essentially the ratio of administration expenses and Claims Paid. So an example of a TLR of 80.5% means: 19.5% of your premium is going to admin, and the rest, 80.5% is going to pay claims.
Let’s say your Extended Health Care premium is $30,000 per year, your TLR is 80.5% and at your first renewal you actually claimed 76.5%. You claimed 4% less than budgeted (80.5% - 76.5% = 4%) so in reality you overpaid by 4%. Not any more, Equitable Life will refund you 4% of your premium (4% x $30,000 = $1200).
You get a cheque for $1200, well not quite, they do charge a $100 admin fee so the cheque is for $1100.Still pretty good. It is a shame they will only do it for the first renewal, I would love to see it as a permanent feature.
On a side note, I have always found that Equitable Life's renewal are very fair, the rates they come up with are almost always dead on what I calculate independently. This basically never happens with any other carrier, except possibly Wawanesa.
--
Robert Reynolds, GBA
Certified Group Benefits Advisor
Hendry McKenzie Reynolds Employee Benefits Ltd.
Toll Free: 1-888-592-4614
rob@hmrinsurance.ca
www.hmrinsurance.ca
E.O. E.
Wednesday, June 30, 2010
Group Benefits GST/HST Update
Courtesy of Sun Life Focus Update
#237
PDF version
PDF version
Background
The Department of Finance (Canada) released information on February 25, 2010, called “Place of Supply, Self-Assessment and Rebate Rules for Harmonized Sales Tax” followed by the regulations on April 30, 2010 providing the Place of Supply legislative framework.Now that the regulations are enacted, we can finalize our administration processes based on the general Place of Supply rules regulations.
Sun Life previously communicated with you about the GST/HST and the Place of Supply rules. Here is a link to the most current communication for your review.
General Place of Supply rules
The overall purpose of the Place of Supply Rules is to determine in which province the supply has been deemed to occur and, therefore, which sales tax rate will apply. The new general Place of Supply rules will rely on the location of the service recipient (i.e. the plan sponsor). Previously, the emphasis was on the location of the supplier (i.e. Sun Life) when determining the applicable sales tax rate.How will the GST/HST be applied?
For Group Benefit services where GST/HST will apply on our fees, the regulations released by the Department of Finance, as well as the June 2010 edition of the GST/HST Technical Information bulletin released by CRA (B-103 – Harmonized Sales Tax; Place of supply rules for determining whether a supply is made in a province) were used to determine that the GST/HST be applied based on the contract address of the Plan sponsor – not where the service is performed.For details about the services where GST/HST applies, please refer to the Frequently Asked Questions (FAQ) document attached.
Examples of how the rates will apply:
- If a plan sponsor’s contract address is New Brunswick, the 13% HST rate will be used for all invoices/statements mailed.
- If the plan sponsor’s contract address is Quebec, then the 5% GST and 7.5% QST rates will be used for all invoices/statements mailed.
- If the plan sponsor’s contract address is Alberta, then the 5% GST rate will be used for all invoices/statements mailed
Overview of GST, HST or QST rates by Province:
Province | GST/HST/QST Rate |
British Columbia | 12% |
Ontario | 13% |
Quebec | 7.5% |
New Brunswick | 13% |
Nova Scotia | 13% (effective July 1, 2010, rate increases to 15%) |
Newfoundland and Labrador | 13% |
Other provinces/Territories | 5% GST |
Other Relevant Details
Ontario Retail Sales Tax (ORST) – 8%For invoices/statements where HST will be collected, the Ontario Retail Sales Tax of 8% will not apply on the fees. However the 8% ORST will continue to be collected on:
- ASO claims cost based on provincial distribution plus ASO fees where HST is not collected
- Group insurance premiums
As previously communicated, the new Place of Supply rules became effective on services performed on or after May 1, 2010, in New Brunswick, Nova Scotia and Newfoundland and Labrador.
It is Sun Life’s understanding , based on documents from the Quebec Budget, that the Place of Supply Rules for the QST at 7.5% (8.5% effective January 1, 2011 and 9.5% effective January 1, 2012) will also be effective May 1 , 2010. We continue to monitor this and will update you after the regulations are published.
The new rules will only become effective in Ontario and British Columbia on services performed on or after the July 1, 2010 HST implementation date.
Other Taxes
The only change slated for the other taxes applicable on Group Benefit products and services is in Quebec where the compensatory tax rate has increased from .35% to .55% effective March 31, 2010. This change increased the premium tax rate to 2.55%.More Information
Here is a link to the Frequently Asked Questionsdocument which may be helpful. You should also contact your tax advisor to ensure you have the information you need to be ready for these tax rates changes.Tuesday, May 25, 2010
The Future
I have a new carrier I have been working with for about 6 months or so now. Their name is Benecaid, and I think they have one of the best product offerings availible today. They have a nifty little 7 minute video which I uploaded to Youtube that explains it all really well.
This is the Future of benefit plans.
This is the Future of benefit plans.
Monday, May 10, 2010
A tooth ache can be taxing.
Claims paid through a Dental Plan are Tax Free!
No Dental Plan
Salary $1438
Taxes (30.5%)* ($438)
Net for Dental Claim $1000
Vs.
Dental Plan
Dental Claim (non-taxable) $1000
Taxes (0%) $0.00
Net for Dental Claim $1000
Tax Cost Difference $438
*income of $62,000 average BC combined provincial and federal tax rate 25.22% ($12,485), Employment Insurance Employee and Employer Contribution 4.15% to $43,000 ($1784), Canadian Pension Plan Employee and Employer contribution 9.9% of $47,200, ($4672). Total taxes and deductions, ($12,485 + $1,784 + $4,672 = $18,941) effective average tax rate 30.5%
Wednesday, April 7, 2010
Target Loss Ratio?
In a nutshell a TLR is the ratio of administrative expenses to claims payments. Every plan has expenses, paying claims, paying commissions, printing booklets, etc. These expenses are part of the overall premium you pay. At renewal time the insurance company seperates these expenses from your claims to determine your new premiums. Aside from plan design changes, the biggest impact you can have on premiums is reducing your administrative expenses, this translates into a better or higher TLR.
As a group grows they start to benefit from economies of scale and the TLR improves. A group of 10 members might have a TLR of 70%, which when flipped around means that expenses were 30% of premiums paid. A larger group of 100 might have a TLR of 85%, so expenses were only 15% of premiums. The higher the TLR the better.
Each insurance company has a differnt level of expenses, some of the more "value added" carriers like Great West Life, and Manulife tend to have a lower TLR becuase they provide more services and benefits all of which cost money. Some of the more basic providers such as Wawanesa, who dont have as many bells and whistles, can do things for less and have a better TLR.
For example I often find the big 3 (GWL, Sun, Manulife) will have the same TLR for health care and dental care.But if you actually look at claims settling expense dental care is FAR cheaper to administrate than health care. Furthermore, dental care doesnt require a stop loss charge in the event of a catastrophic claim.
One thing I really like about Wawanesa is they are one of the only carriers I am aware of, that charges a different TLR for Health Care vs. Dental Care. The Target Loss Ratio for Health might be 80%, while the Dental Care TLR is 85%. Most carriers would charge 80% for both, and pocket the difference.
So aside from the cost of expenses, what does a Target Loss Ratio mean to you the client? It can mean lower premiums.
Lets assume that we had a group with $50,000 of health care claims. Their current carrier has a Target Loss Ratio of 75%, in other words they require 25% to administrate the plan.
We can work backwards from the claims, and the Target Loss Ratio to find the premium the group would pay. The Total Premium for the group would actually be (50,000 / 0.75) = $66,666
75% of the premium is $50,000 in claims, and 25% of the premium is $16,666 in admin.
Given the same claims of $50,000 how much could the client save if they had a better TLR of 82%?
($50,000 / 0.82) = $60,975.60
By switching to a carrier with a better Target Loss Ratio the client would save $5,691
A trick I sometimes see inolves this same princple but working backwards. I will get a quote from a competing insurance company, which is cheaper than the existing coverage, however, the TLR is far poorer than the current carrier. Even though the premium looks cheaper, there are be fewer dollars directed to paying claims. This often results in a higher renewal next year.
Example:
Current premium $10,000
Current TLR = 72%
Dollars directed to claims = $7,200
Competing premium $9,500
Competing TLR = 65%
Dollars directed to claims = $6,175
So while the competing quote looks to save 5% over the current plan, the drop in TLR actually results in fewer dollars being used to pay claims, assuming the claims were actually the $7,200 budgeted in the current plan, the competing plan would need to raise rates by $1025 (ignoring trend etc) which makes the new carrier actually MORE EXPENSIVE than the current plan.
Take a look at your Target Loss Ratio and what you are getting for your premium dollars. If you don't need all the bells and whistles you might want to look into a more budget carrier who charges less.
Tuesday, March 30, 2010
Renewal Reports
I think I have some of the best Renewal Reports around. I have never once run into a more detailed renewal report from another adivisor. I produce a 21 page reviwing past claims, future trends, and specifics of each group. This is all above and beyond the base report that the insurance companies always produce. I include industry news, health care surveys, taxation worksheets, important reminders and a wealth of other information.
Sample Renewal (PDF)
This is an actual renewal from this month, I have redacted the name of the client for obvious reasons.
Examples of inserts
Cost Saving Plan Design Tips
Health Care Trend Survey 2009
Benefits Plan Taxation
If you want MORE information in your renewal, so you can make better decisions regarding plan design, carrier, usage etc.; Give me a call
/sales pitch
Monday, September 28, 2009
Benefits Plan Taxation
Benefits are typically tax preferred, the government likes private insurance because it takes strain off of the public plans. Canada Revenue encourages businesses to provide benefits by making them cheaper thanks to tax writeoffs and exemptions.
I have a handy article I include in all my group renewals, which provides all the taxation info you might need for your benefits plan. Taxation of Benefits
*Critical Illness is currently being treated as a "Health Care" benefit Canada Revenue has not ruled on its official tax status and while we believe this tax treatment will be honored Canada Revenue could change their mind in the future.
Life Insurance and Disability Insurance benefits are considered Taxable by CRA, because they are paid as income. If an employer paid any portion (even 1 cent) of a disability premium, the benefit becomes taxable. For this reason we always recommend that the employee pay 100% of their Life and Disability premiums. This is usually fine if there is a 50/50 cost sharing arangment unless health and dental waivers are involved, see example C in the attached article. In that case you can add the required amount to an employees T4 as "extra income" and make the benefit non-taxable.
In cases where benefits are 100% employer paid, we will increase the disability benefit to adjust for taxation. Usually this means increasing the benefit formula from 66.7% of pre-disability income to 75% of pre-disability income. The after tax benefit amount will be similar, however, this is a more expensive method as it involves higher insurance volumes therefore higher premiums.
Taxation of Benefits
E.O.&E.
I have a handy article I include in all my group renewals, which provides all the taxation info you might need for your benefits plan. Taxation of Benefits
Employer paid premiums | Benefits received by Employee | ||
Health Care | Tax Deductible | Non-Taxable | |
Dental Care | Tax Deductible | Non-Taxable | |
Critical Illness* | Tax Deductible | Non-Taxable | |
Life Insurance/ AD&D | Tax Deductible | Taxable | |
Short and Long Term Disability | Tax Deductible | Taxable |
*Critical Illness is currently being treated as a "Health Care" benefit Canada Revenue has not ruled on its official tax status and while we believe this tax treatment will be honored Canada Revenue could change their mind in the future.
Life Insurance and Disability Insurance benefits are considered Taxable by CRA, because they are paid as income. If an employer paid any portion (even 1 cent) of a disability premium, the benefit becomes taxable. For this reason we always recommend that the employee pay 100% of their Life and Disability premiums. This is usually fine if there is a 50/50 cost sharing arangment unless health and dental waivers are involved, see example C in the attached article. In that case you can add the required amount to an employees T4 as "extra income" and make the benefit non-taxable.
In cases where benefits are 100% employer paid, we will increase the disability benefit to adjust for taxation. Usually this means increasing the benefit formula from 66.7% of pre-disability income to 75% of pre-disability income. The after tax benefit amount will be similar, however, this is a more expensive method as it involves higher insurance volumes therefore higher premiums.
Taxation of Benefits
E.O.&E.
Tuesday, September 15, 2009
To pool or not to pool - Small group insurance economics
Pooling is essential for insurance, a large group of people pitch in a little bit of money each, and the result is a large reservoir of cash. Any claims are paid out of this pool, the water level drops a little but soon rises back to the high water mark with the many added contributions.
Group insurance typically pools Life, Accidental Death, Disability and Critical Illness Insurance. Because these claims are so unpredictable, and so large in value there is no way a small group can absorb their cost on their own. Sometimes for small groups, usually 10 or less, Health and Dental Insurance are pooled as well. A more common way of pricing health and dental insurance though, is called prospectively rated, or experience rated. Just like if you are constantly in car accidents or regularly set your house on fire, your insurance rates increase. The same can also be true for health insurance, if you are constantly in the hospital or have higher than normal claims your rates go up. The opposite can also be true, if you claim less you pay less.
Health and Dental expenses are different because they are more predictable than a death or disability claim. You can fairly accurately predict that the average person will go to the dentist twice a year approximately 6 months apart. You can predict that a prescription for the birth control pill will be filled once a month. Because we have a pretty good idea of what is going to happen we start budgeting rather than insuring. The wonderful thing about a budget is that you can come under budget and bank the difference.
I normally like experience rated health and dental benefits because it lets me and the client set out a budget for their claims, if they are over or under budget we have that information and can react accordingly. The client knows that they are paying for only as much as they are claiming. Under a fully pooled plan the client might be paying far more than they are actually claiming, they have no idea if they are getting a good deal or not, the insurance company doesn’t tell them.
A pool is big, stable, and predictable, a small group is just the opposite, volatile, unpredictable. The pool is safe and calm, what little ripples there are you can see coming from across the water. Small groups can seem like river rapids; rates and claims wildly gyrating, swirling constantly changing and never knowing what is coming around the next bend.
I instinctively gravitate towards the river rapids, as I think it is the best value. However, the wild rate changes a group can experience can easily backfire against me. When I have to tell a group their rates are going up 30% next year it is never a good day for anyone. On the other hand, a large pooled plan might only go up 6% that same year, with the same claims from that same member group. It doesn’t mean that group doesn’t deserve a 30% increase it just means other member groups in the pool paid too much and offset my groups high claims.
Fully pooled plans are, by nature, unfair. Some groups pay more than their share, while others profit from it. But in the end everyone gets the same rates. I think as a first step a pooled plan can be good for a client, if they don’t want to worry about the plan, and just want it in place and they can think about it as a true insurance sunk cost. Then a pooled plan will probably be alright, but I will still feel like I’m not getting them the best value, and I lie awake at night worrying that they might be spending too much (seriously, I lose sleep over this stuff, it's a good thing I have those psychologist benefits). On the other hand they could go experience rated and see their rates fly through the roof, that doesn’t help them either as it means their benefits now cost more than the pooled plan would have. That client also can’t get the better pooled rate anymore since they have to disclose their experience to the pool before they join, so even if they did try and go into the pooled plan they will get a higher rate which reflects their past experience.
It is a tough choice, be ignorant of your actual cost but maintain stability in rates, or have transparency and volatility. I am an open information kinda guy, so I choose transparency and freedom of information over closed systems and being in the dark. I know of some clients who would have been better in a pool. But I have just as many that are far better off being experience rated. The choice ultimately comes down to what the client wants and their risk tolerance, If they are willing to accept some volatility in the name of potential savings. Or if they are willing to possibly pay too much to reduce their risk.
Group insurance typically pools Life, Accidental Death, Disability and Critical Illness Insurance. Because these claims are so unpredictable, and so large in value there is no way a small group can absorb their cost on their own. Sometimes for small groups, usually 10 or less, Health and Dental Insurance are pooled as well. A more common way of pricing health and dental insurance though, is called prospectively rated, or experience rated. Just like if you are constantly in car accidents or regularly set your house on fire, your insurance rates increase. The same can also be true for health insurance, if you are constantly in the hospital or have higher than normal claims your rates go up. The opposite can also be true, if you claim less you pay less.
Health and Dental expenses are different because they are more predictable than a death or disability claim. You can fairly accurately predict that the average person will go to the dentist twice a year approximately 6 months apart. You can predict that a prescription for the birth control pill will be filled once a month. Because we have a pretty good idea of what is going to happen we start budgeting rather than insuring. The wonderful thing about a budget is that you can come under budget and bank the difference.
I normally like experience rated health and dental benefits because it lets me and the client set out a budget for their claims, if they are over or under budget we have that information and can react accordingly. The client knows that they are paying for only as much as they are claiming. Under a fully pooled plan the client might be paying far more than they are actually claiming, they have no idea if they are getting a good deal or not, the insurance company doesn’t tell them.
A pool is big, stable, and predictable, a small group is just the opposite, volatile, unpredictable. The pool is safe and calm, what little ripples there are you can see coming from across the water. Small groups can seem like river rapids; rates and claims wildly gyrating, swirling constantly changing and never knowing what is coming around the next bend.
I instinctively gravitate towards the river rapids, as I think it is the best value. However, the wild rate changes a group can experience can easily backfire against me. When I have to tell a group their rates are going up 30% next year it is never a good day for anyone. On the other hand, a large pooled plan might only go up 6% that same year, with the same claims from that same member group. It doesn’t mean that group doesn’t deserve a 30% increase it just means other member groups in the pool paid too much and offset my groups high claims.
Fully pooled plans are, by nature, unfair. Some groups pay more than their share, while others profit from it. But in the end everyone gets the same rates. I think as a first step a pooled plan can be good for a client, if they don’t want to worry about the plan, and just want it in place and they can think about it as a true insurance sunk cost. Then a pooled plan will probably be alright, but I will still feel like I’m not getting them the best value, and I lie awake at night worrying that they might be spending too much (seriously, I lose sleep over this stuff, it's a good thing I have those psychologist benefits). On the other hand they could go experience rated and see their rates fly through the roof, that doesn’t help them either as it means their benefits now cost more than the pooled plan would have. That client also can’t get the better pooled rate anymore since they have to disclose their experience to the pool before they join, so even if they did try and go into the pooled plan they will get a higher rate which reflects their past experience.
It is a tough choice, be ignorant of your actual cost but maintain stability in rates, or have transparency and volatility. I am an open information kinda guy, so I choose transparency and freedom of information over closed systems and being in the dark. I know of some clients who would have been better in a pool. But I have just as many that are far better off being experience rated. The choice ultimately comes down to what the client wants and their risk tolerance, If they are willing to accept some volatility in the name of potential savings. Or if they are willing to possibly pay too much to reduce their risk.
Labels:
claims experience,
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