Administrators

How can I get employee kits for new hires?

To request employee kits, just complete this form and leave the rest to us. We will mail them out to you as soon as we receive the form.

How can I terminate employees?

Terminating employees is simple. You can either log in to your EAS account and proceed with the termination on there or email hr@bccabenefits.ca with the full name and last-day-of-work of the employee to be terminated.

When are notices of employee changes due?

Please provide notification to the BCCA Employee Benefit Trust office prior to the 12th of the month. Changes to an employee’s insurance must be reported within 31 days from the date of the change. To ensure that employee coverage changes are reflected on your next premium statement, complete a BCCA EBT Group Enrollment form or BCCA EBT Employee Change form and forward the original, signed form to the BCCA Employee Benefits office immediately. You can fax a copy, but we must also receive the original. Please keep a copy for your records.

Please advise the BCCA Employee Benefit Trust office of the last day worked for any employee terminations. Employers can email us directly at hr@bccabenefits.ca, or send a fax notice to 604-299-2982.

Terminations will be processed through the emails we receive; no additional paperwork is required.

Should I adjust my monthly premium payment to reflect the changes I am submitting?

No. You should submit changes without adjusting the premium amount due. Your next invoice will indicate the credit or the back charges for the changes submitted.

How many hours must an employee work to be eligible for enrolment?

15 hours for EHC, Vision and Dental, 21 hours for Critical Illness and Life Insurance, AD&D, Dependent Life, and 30 hours for Disability.

Do all of my employees have to enroll in the health and dental insurance plan?

Enrolment in health and dental plans is mandatory for all full-time employees unless they have similar coverage through a spouse‘s plan. This is the only circumstance where an employee would be permitted to waive coverage and they must indicate “Waived” on Part 1 of the BCCA EBT Group Insurance Application form and indicate their spouse’s insurer and policy number in Part 2. The original must be sent to the BCCA Employee Benefits office for processing.

What happens to an employees coverage during a temporary lay-off?

In the event a covered employee is temporarily laid-off, an employer can request for benefits continuation under the BCCA Employee Benefit Trust to a maximum of 3 months from the last day the employee is at work. It is important to note that Short and/or Long Term Disability cannot continue during a lay-off and will terminate on the date of the lay-off.

For all other benefits which are continued, premiums will remain payable. If the employer requests a lay-off extension and the employee has not resumed working at the end of the 3-month period, all benefits coverage will terminate. Please note that coverage terminates effective 3 months from the last day worked and does not extend until the end of the month. As with any termination, if an employee’s last day of coverage is during the middle of the a month, the full month’s premium is due.

If you would like to continue the benefits coverage for an employee during a lay-off period, a written request must be submitted to hr@bccabenefits.ca stating the employee’s name, the date the lay-off begins and the benefits that you are requesting to continue, excluding disability benefits.

When the employee returns to work, please advise the BCCA Employee Benefits Office immediately by fax or email and all benefits will be reinstated on the returned to work date.

What happens to an employees coverage when a severance occurs?

Extension of benefits coverage due to a severance situation is allowed, pending approval, for the minimum notice period required by legislation to a maximum 8 weeks. It is important to note that disability coverage (Short-Term Disability and Long-Term Disability) cannot be extended, and will terminate on the employee’s last day of work. To arrange for the continuation of coverage:

Send a letter/e-mail/fax to the BCCA Employee Benefit Trust Office stating the following:

  • employee’s name
  • date of hire
  • birth date
  • salary
  • life insurance coverage amount
  • occupation
  • date of termination
  • reason for termination
  • requested benefits to continue
  • required severance period

Who is considered a full time student?

An individual can be considered a full-time student up to the age of 25 if they are registered at a high school, university, trade school, college or similar educational institution and attending on a full-time basis.

Where do I go if I have a question or concern about the BCCA Employee Benefit Trust?

If you have a question about how the plan works or how to adjust your coverage, contact Client Services at:

Suite 120-4401 Still Creek Drive
Burnaby, BC V5C 6G9
Phone: 604-683-7353
Toll-free: 1-800-665-1077
Fax: 604-299-2982
Email: hr@bccabenefits.ca

This information is not intended for use without professional advice. While we have attempted to make this site as accurate as possible, it is only a summary. For more information, see our disclaimer.

Employees

If I am presently charged a smoker rate for Optional Life or Optional Spouse Life Insurance, can this rate change to a non-smoker rate at a later date?

Yes. If the Insured has abstained from the use of tobacco products for at least the past 12 consecutive months, he or she may apply for the preferred non-smoking rate by completing the Application for Optional Life Non-Smoker Rates Form

What happens if I make a false statement concerning my smoking habits or my spouse's smoking habits?

If an Optional Life or Optional Spouse Life insurance claim is filed and the smoking habits have been misrepresented, the claim will be denied. Any premiums which have been paid will be refunded.

 

Where do I go if I have a question or concern about the BCCA Employee Benefit Trust?

If you have a question about how the plan works or how to adjust your coverage, contact Client Services at:

Suite 120-4401 Still Creek Drive
Burnaby, BC V5C 6G9
Phone: 604-683-7353
Toll-free: 1-800-665-1077
Fax: 604-299-2982
Email: hr@bccabenefits.ca

This information is not intended for use without professional advice. While we have attempted to make this site as accurate as possible, it is only a summary. For more information, see our disclaimer.

COVID-19

Are my travel benefits still in effect?

Due to the travel ban, employees should not partake in non-essential travel. Travel benefits are active and available for employees performing an essential service or those who are unable to return home.

If I get stuck outside Canada, what happens to my coverage?

Your benefits will continue for as long as premiums are paid by your employer.

 

How can an employee make an STD claim related to COVID-19?

In order to make an STD claim we need a Consent FormEmployer StatementEmployee Statement, and Plan Member Confirmation of Illness. Once completed, email these forms to hr@bccabenefits.ca.

We have laid-off our employees. What happens to their benefits?

There are two options. We can either:

  • Terminate employee benefits as of their last day worked or
  • Extend benefits for one, two, or three months. Employee benefits are automatically terminated if the employee is no longer employed by the date of extension. The employee’s coverage can be fully reinstated if they are employed after the date of extension.

We are unable to pay next month's premiums. What happens to our benefits plan?

We offer a 30-day grace period. Premiums for April are due April 1st. However, until April 30th your plan will not be affected. Your plan will be suspended if premiums have not been paid after April 30. The plan will remain active, but no claims can be made. If this happens, employees can hold onto receipts until premiums have been paid, after which the plan would be reactivated. They can submit those backdated receipts after reactivation.

We need to close our business for the time being. Can we keep employees on the benefit plan?

We see this situation as similar to a layoff. We can:

  • Terminate employee benefits as of their last day worked,
  • Extend benefits for one, two, or three months. Employee benefits are automatically terminated if the employee is no longer employed by the date of extension. The employee’s coverage can be fully reinstated if they are employed after the date of extension, or
  • Your employee benefit plan can remain active until your business reopens.

An employee was at risk and has decided to self-isolate. Do their benefits continue?

Yes. Employees should apply for EI in the absence of an internal Sick Leave policy.

How can I continue to pay my premiums?

You have three options to help you pay your premiums:

  • We can set your account up for Pre-Authorized Debits (PAD). Email hr@bccabenefits.ca to set up PAD. This can be set up temporarily or you can choose to leave it in place moving forward.
  • Set up Electronic Fund Transfers (EFT)
  • You can mail a cheque to our address:

BCCA Employee Benefit Trust
Suite 120-4401 Still Creek Drive
Burnaby, BC V5C 6G9

How will I receive my invoices?

The fastest way to receive your monthly invoices is to sign up for access to our Electronic Administration System (EAS). EAS allows you to view the information on record for each employee, make changes, view your benefit summary, and download new and previous invoices. Contact hr@bccabenefits.ca to set up EAS and access your invoices.

My employees will work less than 30 hours per week. Can we continue to extend all benefits to them?

Canada Life (formerly Great West Life) has relaxed their minimum hours worked requirement for plan member eligibility until May 31st. Therefore, if employees are working at least 15 hours per week, they may remain on the plan for all benefits.

With respect to their benefit amount eligibility, Canada Life has committed to cover the higher benefit amounts. This means that even though employees may only be working 15 hours per week and their salaries may go down, employees may continue to keep their regular benefit amounts for Life and LTD. However, if you do not want to have employees covered for their standard Life and LTD benefits, we can make salary adjustments and have those benefits reflect the new lesser amount.