312 results for enter portal now PROBLEMGO.COM hire cops to arrest someone

1. Update: Improved Employee Assistance from Homewood Health

   As we announced in June, we are expanding our relationship with Homewood Health to help you meet the mental health and wellness needs of your employees and their families. Beginning Oct. 1, 2019, Homewood will be the new provider of both our Employee and Family Assistance Program (EFAP) and our online health and wellness services.

   Following the transition to Homewood, plan members will benefit from added features:

   • Signing in to Homewood Health online allows the platform to customize content unique to your interests.
   • All plan members will have access to a Health Risk Assessment to help identify health and wellness barriers.
   • i-Volve, Homewood's online cognitive behavioural therapy program is available for all plan members to help them manage anxiety and depression.

   Learn more about Homewood Health and how they will be providing your plan members with exceptional EFAP and online health and wellness resources.

   What does the transition to Homewood mean for you and your plan members?

   We will be working with you in the coming months to facilitate the transition and support your employees. Most importantly, there will be no disruption of service delivery to employees who are currently in short-term counselling with our current EFAP provider.

   The transition timeline

   Groups without an EFAP

   Online health and wellness resources will be available through EquitableHealth.ca just as they are now. Here's what you can expect in the coming months.

   September   

   • We will send plan administrators an email with more details about the resources available to assist in the transition, including:
     • How to register for Homewood Health online
     • A video orientation for plan members

   October

   • October 1^st – plan members can access the Homewood online resources! They simply need to visit homeweb.ca/Equitable to sign up and create their unique login.

   The transition timeline

   Groups with an EFAP

   We’ve created a helpful infographic that outlines the steps involved in the transition to the Homewood Health EFAP over the coming months. Please save or print it for easy reference. Below are some of the highlights.

   August

   • We will send plan administrators an email with official notice that the enrolment certificate for our current EAP provider, LifeWorks, will terminate on Sept. 30, 2019, and that Homewood Health Inc. will be our new Employee Assistance Program provider as of Oct. 1.

   September   

   • Homewood will send you a welcome email, including how to access the EFAP, who to contact for support and where to find resources to help share the news with plan members.
   • Homewood will follow up directly to answer any questions you may have.
   • Homewood will begin offering orientation and training sessions for both plan administrators and plan members. These will be running throughout the fall so you can attend at your convenience. 

   October

   • October 1^st – plan members can access the Homewood EFAP and online resources! They simply need to visit homeweb.ca/Equitable to sign up and create their unique login.
   • Orientation and training sessions will continue to be available for both plan administrators and plan members throughout October.

   Learn More

   The resources listed below answer common questions about Homewood and our EFAP transition:

   • EFAP Transition Infographic
   • Homewood Health - Improving Life
   • EFAP Transition FAQ
   • About Homewood

   If you have a question that is not addressed here, please contact your Group Account Executive or myFlex Sales Manager.

2. Equitable Life Group Benefits COVID-19 Update

   The test of a great partner is one who stands tall when you and your clients need to rely on them most. As the COVID-19 pandemic continues, we thought you might find it helpful to have a summary of where we are during this crisis.

   You can download this PDF version to refer to when meeting with your clients.

   We are here with you and for you

   We’ve taken several steps to support you, your clients and their plan members during this crisis, including:

   • Providing premium refunds for insured, non-refund Health and Dental benefits;
   • Waiving the waiting period for short-term disability claimants who tested positive for COVID-19;
   • Extending out-of-country travel coverage for plan members who were unable to return to Canada;
   • Providing increased flexibility for premium payments; and
   • Keeping you and your clients informed with timely Q&As and announcements, webinars, and insights into the impact of COVID-19 on benefits plans.

   As well, to commemorate our 100^th Anniversary this year, we donated $4.5 million to purchase and install a new MRI for Grand River Hospital. And we donated $50,000 – $10,000 each – to five charities in British Columbia, Alberta, Manitoba, Ontario and Quebec. For more information about our celebrations, check out our website at www.equitable100.ca.

   We have adjusted our business to become digital

   Our business is near 100% digital, so the vast majority of our employees are now working remotely from home and are fully functional.  Since the pandemic began, our IT and operations teams have digitally enhanced more than 20 different processes and services to make it easier for us to integrate with our distribution partners in this new reality.

   We pride ourselves on our customer service

   In 2019, our dedication to customer service was recognized with outstanding survey results.

   • In a 2019 survey of customers from 15 life insurance companies,¹ Equitable Life ranked #1 on the Net Promoter Score, a measure used across industries to gauge the loyalty of a firm's customer relationships; and
   • A survey of Group consultants, brokers and third-party administrators ² ranked Equitable Life in the top two insurers across all categories.

   For 2020, we continue to deliver service at the same level with no disruptions during this crisis. Our Customer Care Centre remains open to support plan members and can be reached at 1.800.265.4556. And our Client Relationship Specialists are available for Plan Administrator questions and support.

   We are financially strong and stable

   We remain financially strong and continue to focus on meeting the needs of Canadians. At the end of the first quarter, our Life Insurance Capital Adequacy Test (LICAT) ratio is at 152.5%, well above our goal and the regulatory requirement.

   As the global situation continues to evolve, rest assured that Equitable Life is unwavering in our commitments to you and the communities we serve. We are here with you and for you. Please contact your Group Account Executive or myFlex Sales Manager if you have questions or need assistance.

    

    

   ¹  LIMRA CxP Customer Experience Benchmarking Program, Life Insurance In-Force Experience 2019

   ² NMG Consulting’s Canadian Group Benefits Survey 2019

3. Equitable Life Group Benefits Bulletin – January 2022

   Short-term disability coverage for plan members with COVID-19*

   Please note: This announcement applies only to groups with short-term disability coverage through Equitable Life
    
   As the COVID-19 pandemic continues, and the situation evolves, we continue to adjust our practices to ensure ongoing support for our plan members.
    
   PCR tests no longer required for COVID-related STD claims
    
   Some provinces have recently restricted access to COVID-19 PCR testing to only high-risk individuals. To ensure your clients' eligible plan members receive their short-term disability benefits in a timely manner, we no longer require a positive PCR test for plan members submitting COVID-19-related STD claims.
    
   Plan members who are experiencing symptoms of COVID-19 or who have tested positive for the virus (either with a PCR test or with an at-home rapid test) and are unable to work from home should complete the Short Term Disability Plan Member COVID-19 Claim Form (#421A). 
    
   They should indicate the date of the onset of symptoms or date of their positive test result. Where applicable, they should also indicate the date they have been cleared by public health to end their self-isolation. The form includes an attestation that the information they have provided is accurate.
    
   The employer needs to complete the Short Term Disability Employer COVID-19 Claim Form (#421B). They should indicate the expected return-to-work date according to their provincial health guidelines, or using the date provided by a public health official.
    
   Waiting periods for COVID-related STD claims
    
   To support your clients' plan members during the initial stages of the pandemic, we waived the STD waiting period if a plan member’s absence was due to symptoms or a diagnosis of COVID-19.  Now that COVID-19 has become the “new normal,” we are returning to our standard practices and treating the virus as we would any other illness.
    
   Effective Jan. 1, 2022, standard waiting periods will apply for COVID-related STD claims, according to the terms of the Group policy. This ensures that all plan members submitting a STD claim are treated fairly, no matter what the cause of the claim.
    
   Eligible plan members will receive STD benefits up to a maximum of 10 days from the date of the onset of symptoms or a positive COVID-19 test result, minus the waiting period.
    
   For example, if the plan has a five-day waiting period, and the plan member returns to work nine days after a positive test result, they would be eligible for four days of benefits payments.
    
   If the claimant is still unwell after 10 days, then the standard Short Term Disability Claim Form (#421) needs to be completed.  
    
   If a plan member is admitted to hospital, benefits will be paid following the waiting period applicable to hospital claims. 
4. NEW MARKETING MATERIAL! Flexibility for supplemental income with Equimax Equitable has created a new piece to help you understand our new Equimax^® illustration feature, Paid-Up Additions (PUA) to Cash Dividends, now available!
   
   Did you know Equimax clients can switch from the PUA dividend option to the cash dividend option by simply requesting a dividend option change?^1,2
   
   You can illustrate this for paid-up 10 pay and 20 pay Equimax plans! Show clients how they can build in added flexibility and use their policy to create a source of future supplemental income by simply changing the dividend option to cash.³
    
   Illustration Considerations:
   ● Works with Equimax Estate Builder^® or Equimax Wealth Accumulator^®.
   ● Illustrate the Excelerator Deposit Option (EDO) to help build the policy values while the PUA dividend option is in effect. EDO payments can’t be made once the policy is switched to the cash dividend option.
   ● If a client needs temporary insurance coverage – like mortgage protection - illustrate term riders for how long they are needed to meet the specific goal.³
   ● If critical illness coverage is needed our competitively priced 20 pay critical illness riders are a great fit to provide paid-up critical illness coverage.³ 
   
   Clients should apply for the coverage they need. This concept is about flexibility to create a future source of supplemental income.
   
   Want to learn more? Check out our new marketing piece: Flexibility for supplemental income with Equimax (2077).
   
   For more information, reach out to your local wholesaler.
    
    
   ^® and ^TM denote trademarks of The Equitable Life Insurance Company of Canada.
   ¹ Dividends are not guaranteed and are paid at the sole discretion of the Board of Directors.  Dividends may be subject to taxation. Dividends will vary based on the actual investment returns in the participating account as well as mortality, expenses, lapse, claims experience, taxes, and other experience of the participating block of policies.
   ² To request a change to the dividend option complete and submit form 558 (Request for Withdrawal of Dividends, Change in Option, or Premium Offset). A client can request a change to the cash dividend option from any other dividend option regardless of the premium type or whether premiums continue to be payable, subject to our current administration rules and guidelines. Some dividend option changes are subject to underwriting. Underwriting is not required to change from the PUA to cash dividend option, however, underwriting is required to change from the cash dividend option to the PUA dividend option.
   ³ This concept is intended to illustrate a one-time switch to cash dividends once premiums are no longer payable for the policy (including premiums for riders). Premiums are paid with after-tax dollars and dividends paid in cash are subject to taxation.  If premiums are payable there will be tax savings for the client to use the before-tax cash dividend to reduce the premium instead of taking it entirely as a cash payment.  This concept is intended for longer term planning, not to meet short term cash needs by switching back and forth between the PUA and cash options. Clients should consider a policy loan or a cash withdrawal to meet short-term cash needs; policy loans and cash withdrawals may be subject to taxation.
    
5. [pdf] Pivotal Select Application - Registered/Non-Registered
6. [pdf] Daily/Guaranteed Interest Account Application - Registered/Non-Registered
7. [pdf] B2B Loan Application Tips
8. EZcomplete Training and Resources
9. [pdf] Payout Annuity Application
10. [pdf] Do you know Darren