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Employer Services

Benefit Communication and Education Strategies

We believe that face to face and employee seminars are still the best way to help employees understand your benefit programs. Our seminars are designed to help employees - and importantly we encourage plan members to "buy in" to their benefit plans to help control costs while maintaining the integrity of the program.

Disability Management

Proactive Disability Management:

Throughout the 90s, organizations have watched their disability costs increase rapidly and now realize they must make every effort to contain them. The simple reality is that no organization can afford to absorb the escalating costs of workplace disability claims. Leading-edge companies are recognizing that it is imperative to act now to cut and control costs through effective new approaches to disability management.

Schuster Boyd McDonald has a Disability Manager on site to begin the early intervention process. Our firms approach helps your company develop a proactive program suitable for everyone. Our program of early intervention is structured to insure that appropriate, timely attention is give to each individual case.

Our early intervention program involves:

  • Contacting the employee within 2 business days of notification
  • Home/phone visits to ensure all health concerns have been addressed
  • Working closely with the medical practitioners to develop a modified/early return to work program
  • Speeding up the process with efficient implementation tools: functional assessments and return to work forms.
  • Coordinating physiotherapy or counselling
  • Monitoring results to ensure a suitable outcome, both for the employee and employer

Our Early Intervention Program is aimed at reducing Long-Term Disability claims. This will ultimately help reduce the direct and hidden costs of employee absenteeism.

Our firm strongly believes that by maintaining contact, we can effectively monitor any changes in an employee's condition, which will help us identify opportunities to successfully reintroduce them into a safe workplace environment.

Health and Wellness

Health and Wellness: Why is it necessary?

Higher health care costs and increased employee health plan utilization are cutting into corporate profits and affecting overall financial growth like never before. Some estimates report that on average, nearly 50 percent of corporate profits are consumed by employee health care costs.

One area of wellness activity that has seen significant growth in recent years is wellness and health promotion at the work site. More and more organizations are beginning to reap the benefits of supporting and facilitating activities to improve the health and well being of their workforce. Some promotions that employers are offering are: a health and wellness newsletter, discounts at local fitness clubs, health centered "lunch-n-learn" sessions, smoking cessation, stress management, or related classes taught at the workplace.

Who is costing your company the most when it comes to health care?

Employees classified as "high-risk" and engage in unhealthy lifestyle behaviors like smoking, alcohol, drug use, and eating a high fat diet. These employees are the main contributors to these astronomical costs. Unfortunately, the average Canadian workforce has more than their fair share of employees who engage in at least one unhealthy, but changeable behavior.

What impact would workplace wellness have on your employees?

Many recent and long-term studies have shown that the implementation of a comprehensive work site health promotion program has had a direct impact and shown significant decreases in health care costs and utilization. Workplace wellness programs have also shown to be effective in lowering absenteeism rates, increasing employee productivity and improving employee morale. These programs generally focus on educating employees (especially those classified as "high-risk") toward a healthier lifestyle.

Schuster Boyd McDonald explores the many dynamics of health promotion at the work site. We work with you to develop a workplace wellness program design to address your specific needs; we will show you the cost effectiveness outcomes of various published studies, and incentive plans to help motivate employees toward better health.

Attendance Management Program

Many organizations do not have formal policies and procedures to deal with absenteeism or disability management.

Schuster Boyd McDonald can assist the employer in developing an Absence Management Program that would help reduce and manage absenteeism through a consistent and open commitment to accommodation and assistance for all employees who experience injury or illness. It is based on cooperation between the employer and the employee. It emphasizes promotion of good and improved attendance by raising awareness of the importance of good attendance given its impact on workforce productivity.

Overview of Program:

  • Program Goal and Objectives
  • Program Focus (What is non-culpable absenteeism)
  • Key Program Elements
  • Key Assumptions and Operating Requirements

Program Structure

  • Program Design
  • Who is eligible to enter the program?
  • How is entry to the program determined?
  • What is the company’s threshold?
  • Attendance Monitoring
  • Attendance Recognition

Roles and Responsibilities of

  • Employees
  • Managers
  • Supervisors
  • Union Representatives
  • Physicians

Schuster Boyd McDonald will provide to both managers and employees training sessions on the structure of the program and how it can help both management and employees reach optimal results.