Aurora Workplace FAQ

We get asked questions all the time, so it is likely we have come across your inquiry before.  We have compiled a list of our most frequently asked questions.

We are able to offer group benefit plans to businesses with only 1 employee; these are called 1-person firms. A few of our benefit providers offer competitive plans for 1-person firms, either through health qualification or with guaranteed issue options. 

Typically, there is a minimum % of employees that need to enroll in the plan, depending on the company size. Group benefits operate on a principle called “anti-selection”.  This principle maintains that all eligible employees must enroll for benefits in order to distribute the risks among the group.

It is possible to offer benefits to a particular segment of employees, like Managers, for example. Length of time with the company may not qualify as a segment. We would always clarify with the benefit provider first.

Due to privacy restrictions and sensitive medical information, we are not privy to the claims history or usage within a company’s group plan. We can, if you engage us, inquire on the status of a claim and provide you with next steps or a contact in the Claims Department.

We find most claims are not paid because it is an ineligible service or benefit maximums have been reached.

First, we discuss your business and what features of a benefit plan are most important to you.  Next, we compile your data and send it off to various providers. Once we hear back, we analyze the proposals and summarize the most competitive offers.

Our knowledgeable team presents the offers to you. We prepare the final enrolment forms and submit them to the carrier. Once the plan is effective, we provide benefit booklets to the employees and Plan Administrator training.

Yes, we work with both Benefit and Retirement plans for businesses. Retirement plans include Retirement Savings Plans (RRSPs), Deferred Profit Sharing Plans (DPSPs), and Pension Plans.

Whether you are retiring or just leaving your existing employment, you will have an option to convert your Group Benefits to an individual plan.

Whether you are retiring or just leaving your existing employment, you will have an option to convert your Group Benefits to an individual plan.

Yes, if they choose to do so. Depending on the provider, the employee can stay on the benefit plan while on leave. The benefit provider still needs to be notified of the change in employment status and whether or not the employee is remaining on the plan. It is at the discretion of the employer as to who pays for the benefits while the employee is away.

Yes, but only if you are covered under your spouse’s plan. Your provider will need the details of this coverage in order for you to opt out. Alternatively, you can both remain on your respective employers’ plans. Your provider will also need to know this information in order to determine which plan is “first payor”.  Claims can be submitted under both plans, with one plan paying first and the other covering the balance.

Sometimes employers choose to waive the waiting period for an employee who is new to the group plan. The benefits provider would require this detail to be submitted in writing, from the employer.

Certain benefits need to be paid by the employee (usually as a pay deduction) in order to maintain their tax-preferred status, as outlined by CRA. For example, life insurance proceeds are paid to the beneficiary tax-free, and disability benefits are paid to the claimant tax-free, as long as the employee has paid for those premiums.

Ready to talk?

If you are interested in setting up a group benefit or retirement plan, or just want to learn more about our services, we would be happy to connect!

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