We’re Hiring!

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Our significant and steady growth over the past few years has led us to search for a qualified team member to join our growing and enthusiastic firm!

We are:

  • An independent employee benefits, pension and HR consulting firm
  • Headquartered in Kelowna, British Columbia for 30 years, with offices in Abbotsford, Kamloops, Calgary, Winnipeg
  • Dedicated to providing exceptional service to our clients located across Canada
  • Providing support and counsel for employee benefits, group retirement savings plans, HR , and Health & Wellness

 

Employee Benefits Support Specialist

Benefits Support Specialists are the face of ENCOMPASS to our employee benefit and pension clients. In this position, you will:

  • Provide customer service support to clients with respect to day-to-day administration of their employee benefits and pension plans
  • Work with the sales team to commit to the overall success of our business

 

Our ideal candidate will have:

  • Knowledge of group insurance products
  • Experience in employee benefits administration would be an asset
  • Post-secondary education or related work experience
  • Strong analytical and problem-solving skills
  • Work ethic that demonstrates you are service and results oriented
  • Ability to work both independently and as a team member in a deadline-driven environment
  • Shown computer skills using MS Office programs
  • A desire to work with our entire team and clients in a friendly and professional manner

 

What do we offer?

  • Team-oriented work environment
  • Attractive and rewarding compensation – base salary and profit sharing bonuses
  • Progressive employee benefits plan with HSA and CI, matching RRSP, etc.
  • Opportunities for professional development and growth

 

Can’t wait to get started?  Neither can we!  Email resume and cover letter, including why you believe you would fit this role, and salary expectations to: careers@encompassbenefits.com (Reference: Competition #0717 BSS-ENC). Check out our website www.encompassbenefits.com

Candidates who are selected for an interview will be contacted.


Recruiting for Accounting Manager

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Our client, Bricor Mechanical Ltd., dba Ace Plumbing & Heating, has been serving the Okanagan Valley for over 35 years. Their business focus is providing, quality installations and maintenance of mechanical systems for their customers. They are now looking to replace their key leadership position of:

Accounting Manager

Responsible for all areas relating to financial reporting, this position will develop and maintain accounting principles, practices and procedures to ensure accurate and timely financial statements for three distinct business divisions – commercial, residential and service.

Working with tight deadlines and a multitude of accounting activities, they will be responsible for general ledger preparation, financial reports, processing T4’s and other year-end payroll requirements. The Accounting Manger will have contact with Senior Management and the firm’s external advisors.

Principal Duties & Responsibilities

  • Supervises approximately 2-3 staff including AR / AP and payroll/benefits functions
  • Handles Payroll in accordance with Labour Standards and all other Governing Regulatory bodies
  • Ensures the accurate and timely processing of regulatory filing requirements for GST, PST, Payroll, WorkSafeBC and Income tax
  • Oversees maintenance of systems software and hardware
  • Manages the team to ensure that work is properly allocated and completed in a timely and accurate manner
  • Obtains and maintains a thorough understanding of the financial reporting and general ledger structure
  • Provides financial expertise in budgeting and accounting for management team
  • Monitors and analyzes department work to develop more efficient procedures and use of resources while maintaining a high level of accuracy
  • Ensures the monthly and quarterly Bank Compliance activities are performed in a timely and accurate manner
  • Ensures an accurate and timely monthly, quarterly and year end close
  • Responds to inquiries from management and other departmental managers regarding financial results and special reporting requests
  • Supports budget, forecasting and job costing activities
  • Assists in development and implementation of new produces and features to enhance the workflow of the department
  • Provides training to new and existing staff as needed
  • Works with reports to establish goals and objectives for each year and monitors the progress to enhance the performance improvement of the company
  • Provides regular management reporting
  • Assists in developing accounting policies and procedures, with a focus on internal controls
  • Other roles as needed.

 

 Our ideal candidate will have the following:

  • Minimum 3-5 years’ experience in a senior accounting role
  • High level of proficiency in Excel, Word, and Outlook
  • Knowledge of Accounting Programs, Financial Statement preparation and Government Standards
  • Ability to multi-task with a ‘can do’ attitude
  • Strong communication skills both written and verbal
  • Analytical and problem solving skills, with a strong focus on variance analysis
  • Experience with Sage 300CRE (formerly Timberline) would be an asset
  • CPA Designation (preferred but not required)
  • Attention to detail and high level of accuracy
  • The ability to prioritize and thrive in a fast-paced environment

 

Along with a great team environment, our client offers a competitive compensation package and a group benefits plan. (Salary will be doq.)

Send resume, references and cover letter identifying Competition #BRI-05/17-BLO. Highlight relevant experience/knowledge & salary range expectations to:

careers@encompassbenefits.com, Fax: (250-763-4688) or Mail: ENCOMPASS Benefits & HR Solutions Inc., #100-215 Lawrence Ave., Kelowna, BC V1Y 6L2

All inquiries will be maintained in the strictest of confidence.

Only those candidates selected for an interview will be contacted.


Retail giant to offer medical marijuana coverage

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About 45,000 employees of Shoppers Drug Mart and parent company Loblaws based in Canada will have medical marijuana coverage as part of their work benefits, reports said.

An internal memo released last week said this will cover a maximum of CAD$1,500 a year. Claims to insurance provider Manulife “will be considered only for prescriptions to treat spasticity and neuropathic pain associated with multiple sclerosis and nausea and vomiting in chemotherapy for cancer patients,” said Basil Rowe, Loblaw senior vice-president of human resources, in the memo as reported by The Star.

Last February, a human rights board ruled that a Nova Scotia man’s cannabis treatments must be covered by his employee insurance plan.

The man, Gordon “Wayne” Skinner, of Head of Chezzetcook, was prescribed marijuana to treat the chronic pain he suffers from an on-the-job motor vehicle accident. Skinner claimed that he faced discrimination when he was denied coverage.

Inquiry board chair Benjamin Perryman concluded that since medical cannabis requires a prescription by law, Skinner’s policy should not have the treatment in its exclusion. Perryman ruled that Canadian Elevator Industry Welfare Trust Plan breached the province’s Human Rights Act and must cover Skinner’s cannabis treatment expenses” up to and including the full amount of his most recent prescription.” “More clinical evidence supporting the use of medical marijuana as a treatment for some conditions has emerged,” said Loblaw spokesperson Tammy Smitham in an email to Global News.

“We regularly review our benefit plans to ensure they continue to meet the needs of our employees while also adapting to changes in the area of drug therapies.”

Marijuana is currently legal only for medical purposes, subject to provisions in the “Access to Cannabis for Medical Purposes Regulations.” The drug is not an approved therapeutic product, according to Health Canada.  The government plans to fully legalize the drug on July 2018, CBC News reported. The legislation is expected to be announced next week.

Source: by HRM 05 Apr 2017


Alberta to Create Fee Guide in Response to Soaring Dental Costs

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Alberta’s Health Minister, Sarah Hoffman, announced on December 8, 2016 that it will create a dental fee guide to try to take a bite out of skyrocketing dental costs. This decision was based on results of a provincial review of the dental industry, launched more than a year ago, which showed Alberta’s overall dental fees can be as much as 44% higher than in neighboring provinces. To give a specific and fairly extreme example, the review established that fees for checkups in Alberta are 146% higher than British Columbia, 112% higher than Ontario and 106% higher than Saskatchewan – over two (2) times more in cost compared to other provinces!

Alberta is currently the only province without a dental fee guide, since it was abolished in1997. Alberta’s dentists argued that getting rid of it would stimulate competition and lower prices for patients, however, patients say it’s hard to shop for the best prices because dentists are reluctant to reveal their fees until they have you in the chair. As a result, Albertans make up a large percentage of Canadians making the trip to Mexico for cheap dental procedures, according to Jann Lee in her November 15th Benefits Canada article. One clinic in Los Algodones, in fact, appears to be targeting Albertans looking for cheaper services by marketing itself through the website albertadentalclinic.com.

There are risks, however. While Alberta Blue Cross covers out-of-country dental claims, some insurance companies may choose not to do so, says Joan Weir, director of health and dental policy at the Canadian Life and Health Insurance Association (CLHIA). Reimbursement, she notes, depends on the insurer and the agreement with the plan sponsor.

It was misuse of the guide as a schedule that led to abolishing it in the first place, says Dr. Harry Ames, membership services co-ordinator for the Alberta Dental Association and College. But, as Lee states in her article, it’s complicated in Alberta, because when the oil and gas economy was booming, “not only do we have dental plans with very unstructured fee guides that are higher than average but we also have a whole bunch of plans that have health spending accounts and dentists have caught onto that additional source of revenue”.

According to Dan Healing of The Canadian Press, thousands of layoffs that have hollowed out many of Calgary’s downtown office….have forced dentists to cut staff and get by with lower profits as they wait for the economy to turn around and employment levels to bounce back. “Our business is tied to benefits programs, whether it is people being laid off and losing those benefits or the benefit programs being rejigged by the companies,” he said.

At Alberta Blue Cross, spokeswoman Sharmin Hislop said the non-profit company is selling more individual health- and dental-care packages as Albertans lose group benefits due to the economy. Statistics Canada reports Calgary’s unemployment rate rose to 10.2 per cent in October, the highest it has been since March 1994.

“It’s clear something needs to be done about soaring dental fees in this province,” said Alberta’s health minister, Sarah Hoffman, and her recent announcement is the government’s first step in an attempt to make dental costs more affordable to Albertans.

Summarized from the following articles: Jann Lee – Benefits Canada (November 15, 2016), Dan Healing – The Canadian Press – (November 21, 2016)

 

 

 

 

 

 


Prime Minister Justin Trudeau said Wednesday that he will not enact a tax on health and dental benefits.

Benefits, ENCOMPASS News, Government Announcements, Taxation Comments Off on Prime Minister Justin Trudeau said Wednesday that he will not enact a tax on health and dental benefits.

We lobbied to our MPs on behalf of our clients on this.  This is great news.

Prime Minister Justin Trudeau said Wednesday that he will not enact a tax on health and dental benefits, after days of refusing to rule out the option.

“We are committed to protecting the middle class from increased taxes and that is why we will not be raising [those] taxes,” he said during question period.

Earlier Wednesday, the Liberals wouldn’t say whether they intended to tax employer-sponsored health and dental benefits as a means to increase revenue while the government runs deficits.

READ MORE: Canadian taxes: Here’s what will be more expensive in 2017

When asked whether Canadians could expect to see that measure in the upcoming budget, Finance Minister Bill Morneau said only that the middle class’s wellbeing and prosperity is top of mind for the government.

Though Trudeau ruled out the option Wednesday in response to a question from interim Conservative Leader Rona Ambrose, similar questions from her earlier in the week were met with much murkier answers.

READ MORE: Liberals not willing to touch $1B tax break that mainly benefits rich households

“People rely on these [benefits] for prescriptions and much-needed health programs,” Ambrose said earlier this week. “This would leave millions of people potentially without insurance and vulnerable. Is he seriously going to put a tax on the health and dental plans of millions of Canadians?”

Trudeau avoided answering the question directly, saying only the 2017 budget will focus on helping families, and waiting until Wednesday to rule out the option.

His denial Wednesday was met with applause after Ambrose said his decision was “good news” for the middle class.

© 2017 Global News, a division of Corus Entertainment Inc.


ENCOMPASS Benefits & Big White Ski Pass Contest Announcement

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This past Friday we were able to make this Christmas season very special for one great student – Raven Larsback.

This year, one special way that we wanted to give back to our great community is to offer, with our long term client Big White Ski Resort, an amazing gift for one incredible youth. This package included one Youth Pass with Equipment & Group Lesson, and Bus Pass for the 2016/2017 season!

The contest ran in November 2016. Nominations were judged based on: personal character and community commitment!

We spent a few days reviewing the many Nomination Forms with Big White Ski Resort staff. On December 8, 2016 and ENCOMPASS Benefit’s Principal, Bret Loge presented this incredible youth with a Christmas surprise of his life! Big White Ski Resort’s Michael J & Loose Moose were not able to make it due to road conditions.

We arranged with his teachers to present this prize to him at school. Bret announced him winning in front of his peers and had everyone stand together for a group photo. He was nominated by two people – unbeknownst to either of them; once by Paul Kelly (Principal) and once by Sandra Weening-Pauling (Teacher) of Heritage Christian School.

Congratulations Raven for being a remarkable youth in our community and enjoy your winter ski season!

ENCOMPASS Benefits & HR Solutions is a Benefits and HR Consulting firm that provides strategic counsel to clients in the areas of Group Benefits, Retirement Savings, Human Resources and Health & Wellness initiatives. Giving back to the local community is a core value in their business.


Federal CPP and EI maximums for 2017

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2015  2016 2017
Employment Insurance
Maximum weekly benefit 523.36 537.56 542.59
Maximum annual employee contribution 930.60 955.04 836.19
Maximum annual employer contribution 1,302.84 1,337.06 1,169.64
Maximum insurable earnings 49,500.00 50,800.00 51,300.00
Canada Pension Plan
Maximum employee contribution to plan 2,479.95 2,544.30 2,564.10
Maximum annual contributory earnings 53,600.00 54,900.00 55,300.00
Registered Retirement Savings Plan*
Contribution limit 24,930.00 25,370.00 26,010.00
E&OE
*Contributions towards 2016 can be made until March 1, 2017
For more information, contact our office or visit   www.cra-arc.ca

Change in smoker status criteria – Marijuana users can apply for non-smoker rates

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November 3, 2016 – News from Great West Life

Effective immediately, plan members who use marijuana won’t automatically be considered smokers on insurance applications, unless they also use tobacco, e-cigarettes or nicotine products.

This change applies to all coverage that requires medical underwriting. Great West Life has updated their Evidence of Insurability Coverage Detail form to reflect the new criteria. If you have a customized version of the form, please update it with these changes.

 How this affects existing plan members

If plan members would like their smoker status to be reconsidered on the basis of this change, they can apply for non-smoker rates, using an Application for Non-Smoker Rate.

 Great-West Life and the key design are trademarks of The Great-West Life Assurance Company.

©The Great-West Life Assurance Company (Great-West Life), all rights reserved.


2016/2017 Big White Ski Pass Contest

ENCOMPASS News Comments Off on 2016/2017 Big White Ski Pass Contest

Welcome to the ENCOMPASS Benefits Youth Ski Pass Contest!

ENCOMPASS Benefits & HR Solutions is a well-established Benefits and HR Consulting firm that serves clients across Canada. As a team we provide strategic counsel to our clients in the areas of Group Benefits, Pension, Human Resources and Health & Wellness initiatives. This year, one special way that we want to give back to our great community is to offer, with our long term client Big White Ski Resort, an amazing gift for one incredible youth. This package includes one Youth Pass with Ski/Snowboard Equipment and Bus Pass (if needed) for this year’s 2016/2017 season!

The contest will begin on November 1, 2016 and Nomination Deadline is 11:59pm on December 5, 2016. The winner will be announced and contacted early December 2016. Below are the criteria for Nominations:

Youth must:

  1. be between the ages of 13-17,
  2. have experience skiing 3 or more times,
  3. have good character,
  4. have a financial need,
  5. have community commitment,
  6. be nominated.

Nominator must complete the Nomination Form and submit it by email to bigwhitecontest@encompassbenefits.com by December 5th.

For qualifying nominations, ENCOMPASS and Big White Ski Resort staff will receive and review your application and will announce the winner early December 2016.

We are excited to offer this amazing contest in partnership with Big White Ski Resort!

We are looking forward to hearing from you.

The ENCOMPASS Benefits Team
bigwhitecontest@encompassbenefits.com

2015 Recipient

Pic-3


Compassionate Care Leave changes

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Compassionate care leave is available to employees who provide care for a family member who has a life-threatening illness. Effective January 3, 2016, the federal government made changes that extended the time period of compassionate care leave. These changes have been reflected in both the Employment Insurance Act and the Canada Labour Code.

The Employment Insurance Act

Employment insurance will provide eligible employees with compassionate  care benefits for a maximum of 26 weeks (increased from six), following a two-week waiting period. This change also allows multiple family members caring for the same person, to share the increased maximum number of weeks.

The Canada Labour Code

Employees subject to the Canada Labour Code are now entitled to a maximum of 28 weeks of compassionate care leave.

How your employees are affected

Refer to the Compassionate care leave legislation by jurisdiction for details on the legislated length of compassionate care leave and benefit coverage that applies to your employees.*

*Employers can grant more leave than is legislated, at their discretion.

 British Columbia – Employment Standards Act, RSBC 1996, C 113

The employer must continue to make premium contributions for all benefits coverage, if the employer pays the total cost of the plan. If both the employer and employee pay the cost of the plan and the plan member chooses to continue to pay his or her share of the cost, the current premium contribution arrangement will continue.

The maximum length of leave is 8 weeks.