This blog is written by Debra Walker, a corporate culture specialist from Chemistry Consulting. They are an executive search and human resource consulting firm in British Columbia.

There are many reasons why diversity in the workplace is something we actively seek to build. By definition, a diverse workforce encompasses the individuals protected by the Canadian Human Rights Act. In force since 1977, the act ensures equal opportunity to workers in Canada regardless of race, sex, gender identity, marital status, religious belief, disability and age.

 If any of your employees have a chronic condition such as arthritis or diabetes, certain biologic drugs that are currently covered under BC PharmaCare will be transitioned to equivalent less-costly drugs as the province expands the use of “biosimilars.”

This is part 2 of our series on Hidden Liabilities for employers. You can find part 1 here.

While part one discussed liabilities associated with day to day administration of Canadian benefit plans, part two outlines structural pitfall decisions related to plan structure. These decisions are often made when a plan is first established and may not have been reviewed or updated recently. Best practices suggest that the following items be considered annually.   

Congratulations! You’ve implemented an employee benefit plan to attract and retain staff. You’ve designated someone in your office as the plan administrator and you feel confident that the administration of that plan is easy, and you are good to go.

Or are you? Even in the most straightforward scenarios, there are hidden liabilities which can cost a firm money and its reputation.

This blog is written by our friends at Optimal Performance Clinic, a multidisciplinary clinic located in Downtown Vancouver.

You work hard to prevent workplace accidents but what happens when an employee gets injured away from the job? It makes good business sense to support an injured team member to return safely to work as quickly as possible.

This blog is written by our friends at Fringe Benefit Analysts, an employee benefits firm based in Layton, Utah.

Are you familiar with that weary feeling of a long commute?

You’ve been on the road since 6:30 a.m. You’ve already listened to two episodes of CANADALAND; the paper cup sitting in the centre console now outweighs the liquid inside—and you’re still 15 minutes from the office.

As an employer, you know that you need to offer a great benefits package to attract and retain great employees. But do you understand the difference between taxable and non-taxable benefits?

The rules around taxable benefits in Canada are constantly changing, and staying up-to-date is no easy task. If you’re not aware of the most recent guidelines, it can cost your company dearly.

In this article, we’ll take a look at what is and isn’t taxable, so that you can rest easy knowing your money is well-spent.

You know that you and your employees are all savvy shoppers but when it comes to using your benefit plans, this consumer mentality doesn’t always hold true. 

Do your employees know how much you value them?

If you want to retain an engaged, hardworking team, learning how to make employees feel valued is an absolute must. Not only do staff who feel appreciated work harder and take more ownership of their work, they are also more loyal and tend to stay with their company for longer.

With the arrival of warmer weather, the last thing we want to do is be stuck with a cold. While colds peak during the fall, spring ushers in a second peak season for common colds. Experts cite several factors at play for this second seasonal spike.