Depression in the Workplace

By Craig Hewson

There has certainly been a lot of communication about the increased prevalence of poor mental health in Canada and the impact it is having on the productivity of the Canadian workplace.  As reported in a 2007 Ipsos Reid study, the average annual cost to Canadian businesses for an employee suffering from depression and other mental issues equals $9,920.  Depression we are told is poised to be the 2^nd most common disabling condition (behind heart disease) by the year 2020.  However we are also told by the Canadian Mental Health Association that 80% of people with depression can recover if they seek and receive help. 

What can be done about this?  If the mental health issue that a person has is so severe that a psychiatrist is required, most provincial government health care plans will fund the cost of the coverage.  If the issue is less severe, the resources available to employees are short term counseling provided through the employer’s EAP/EFAP (employee/family assistance plan), visits to a counseling psychologist covered by the employers group insurance plan paramedical coverage or the individual’s own resources for counseling services. 

Recently we were introduced to a new service offered by an EAP/EFAP provider.  The program is based on cognitive behavioral therapy (CBT) and offers 8-30 minute telephone counseling sessions lead by a Master’s level counselor.  The program includes a workbook that has exercises to complete in between sessions to reinforce what has been discussed in each session. Although the program would pose an additional cost for the employer, the hope is that there will be a decrease in presence and severity of depression, decrease in absenteeism, and reduced costs for employers in the long term.

Disability

By: Tina Coon

Short term disability (STD) benefits. What are they? Do you need them? If your benefit plan is not governed by a unionized agreement, these questions may be a bit harder to answer. As employers, you know that employees have the option of applying for Employment Insurance (EI) Sickness Benefits if they are temporarily unable to work due to illness or injury. The maximum someone will receive on EI is $485 per week. Which isn’t very much when some STD plans can pay up to $1,000 per week. If your company is considering adding this benefit or already has a STD program, there are a few important areas to consider.

Health and Wellness

By: Queenie Yeung & Brent Delveaux

Employers always wrestle with how they can get higher levels of productivity from employees without burning them out. Employees, on the other hand, are faced with how they can complete their work but still enjoy a work life balance. A recent study indicated that 76% of employers agree that taking care of employees make them work harder for the company (1). While every employer’s definition of “taking care of employees” differs, there is no dispute that a positive work environment in which an employee enjoys spending time in is important. In fact, this past decade has been marked with plenty of focus on workplace cultures which has manifested into recognition of “Top Employers”  (2). Creating a positive work environment is an involved process; it is not as simple as placing plants in every corner of the office or having a staff appreciation day.

What is a Health Care Spending Account

By Robert Bogress

A Health Care Spending Account (HCSA) is generally used to enhance a traditionally designed group insurance plan. As the name implies, it is a flexible spending account established by the plan sponsor where credits or a specified dollar amount is deposited at the beginning of each year. The amounts can vary, however, they are typically funded  with deposits of $300 to $500.  The amount deposited can be used to pay for medical and dental expenses incurred by the member or the member’s dependents that are not reimbursed by the provincial health insurance or the private group insurance plan. Every time the account is used to claim eligible expenses, your HCSA balance is reduced accordingly.

Benefits, pension plans face sustainability issues

By Greg Pallone

Canadians are genuinely worried about their financial security as they face potential age-related health issues combined with the prospect of retirement at possibly the worst time in history.

Continued health benefits for retirees and healthy generous pensions are from another era. The retiree of today faces an uncertain future. This is what the second half of life looks like, folks. Generation X should pay attention.