1. Catholic Independent Schools of Vancouver Archdiocese
Benefits Workshop
Presented by: Stephanie Bird, Benefits Administrator
April 13, 2018

2. Overview Pension: Benefit Class structure: Benefit website:
Pension Plan Sponsor/Policy
New Pension Default Fund
Contribution levels, etc.
Vesting period
Group Benefits:
Plan Sponsor
Group Benefit update
Disability Leave:
STD/LTD Benefit
“Own job” definition
Duty to Accommodate
Maternity Leave:
Maternity/STD Benefit
EI and Top-Up
Maternity Leave Calendars
Benefit Class structure:
Benefit Class 2 restructured
Benefit website:
Announcements/ Reminders
Use of updated forms
Benefit Package:
How we send packages – will give instruction and information on the re-enrollment .
Re-enrollment:
Important Dates
Review of requirements
Need for Annual salaries

3. Pension Plan – Archdiocese of Vancouver (RCAV) 35169
Our Plan Sponsors:
Pension Plan – Archdiocese of Vancouver (RCAV) 35169
Registered Pension Plan
Voluntary Pension
Other Pension Services
Individual and/or Spousal RRSP
TFSA

4. Pension : Eligibility Review
Who is eligible to join our Registered Pension Plan (RPP)?
Any CISVA employee who works minimum of 20 hours per week
on a permanent basis.
Under Benefit Class 100 (Pension Only), any CISVA employee who has worked for two consecutive years earning 35% of the Year Maximum Pensionable Earnings (YMPE).
2015: $53,600 * 35% = $18,760
2016: $54,900 * 35% = $19,215
2017: $55,300 * 35% = $19,355
2018: $55,900 * 35% = $19,565
When can employee leave the Registered Pension Plan (RPP)?
An employee can leave the plan only upon termination of his employment (resigned, retired, laid off). Once an employee is in the Plan he cannot opt out even if his work hours fall below 20 hours per week. If it happens, the employee’s benefit class is reclassified to Class 100 (pension only).
***Note: You can check the annual YMPE amount on the CRA website.

5. Pension: Contribution
Contribution levels are based on the following
percentages of gross annual earnings for RCAV/CISVA, CISKD and CISPG employees:
new or existing employees 3% or 7%
For RCAV/CISVA and CISPG employees:
employees in the 15th year of service 8%
employees in the 20th year of service 9%
Pension can only be changed at the beginning of the new fiscal year. In our case, September 1st.
Remove 10th year 7.5%
Note:
For employees participating in the pension plan, percentage contribution to the plan will be based on the benefits offered by the employer in the contract, the amount will be paid by payroll deduction.

6. Pension: Employee option
Upon new hiring, the employer is expected to explain to the new employee how the pension plan works and his/her options for pension investments.
Please remember: Once on pension, always on
pension!
NOTE: Vesting Period was removed from our Pension Plan as per federal law implemented effective September 30, 2015.

7. Plan update: What’s new to group registered pension plan?
Default funds for pension will be changed from the current Conservative Continuum Target Risk Fund to GLC Continuum Target Date Funds effective September 1,

8. TARGET DATE FUNDS
Target Date Funds are portfolios that minimize the employee’s involvement in investing their pension money.
An employee determines his/her date (year) of retirement, usually 65.
The employee’s pension contributions are put into the closest TDF of his/her retirement.
For the next X number of years, the employee’s contributions go into that TDF, until retirement.
As time goes on, the asset mix of that fund automatically changes, towards stability just before retirement.

9. TDF Glide Path

10. Target Date Funds
Only used as a Default option if member does not give specific investment instructions.
TDFs are available in 5-year increments, for example:
Continuum 2020
Continuum 2025
Continuum 2030
Continuum 2035, etc.
A member can change his/her investment choice at any time.
For existing members, any previous investment instructions will be followed as usual (No change).

11. Why Continuum TDF?
Inclusion of 3rd party managers expands and improves the opportunity set
Simplifies ongoing due diligence:
Consistent with current Target Risk series offered to members
Underlying funds remain the same throughout glide path (only weights change)
Risk-adjusted option is available in future
Lengthy and successful track record of return and volatility management

12. Pension: Application for Increase Pension Contribution
An employee’s length of employment determines his eligibility and benefit levels for participation in the pension plan. (only after 15 or 20 years of service)
Any application for an increase to employee’s pension contribution will not be considered unless the Application for Increase to Pension Contribution Form and Verification of previous teaching experience form (for teachers/principals ONLY) is completed in full. Group change form is no longer needed for this change.
(Please use the updated form from our CISVA Benefits website)

13. Pension: Allowable Contributions to the Pension Plan
Total employer and employee contributions to an RPP (including Voluntary RPP contributions) are limited to the lesser of the current year’s contribution limit (as set by CRA) and 18% of the employee’s pensionable earnings for the current tax year.
For 2018, Revenue Canada has set the contribution limit at: $26,500
This does not mean that you can contribute up to $26,500. It’s the lesser of 18% of your earnings or $26,500.
Important: It is the employee’s responsibility to track their RPP contribution. Overcontribution will lead to penalties.

14. ALL Group Benefits - CISVA
Our Plan Sponsors:
ALL Group Benefits - CISVA
Extended Health
Global Medical Assistance (Travel Insurance)
Employee Assistance Program (EAP)
Dental 56565
Critical Illness
Accidental Death and Dismemberment
Optional Life Insurance
Voluntary Critical Illness

15. Plan update: What’s new to our extended health plan?
As of December 1, 2017, the Extended Health plan will now pay for the direct services of a registered clinical psychologist or a clinical counsellor up to a combined total of $1,000 per insured person in a calendar year. The clinical counsellor MUST be registered and treatment must be provided in the Province of British Columbia.

16. Reminder: EI Waiting Period as of January 1, 2017
Effective January 1, 2017 the EI waiting period is 7 calendar days (it used to be 10 working days).
Effective September 1, 2017 the Short Term Disability waiting period of our Plan was change to 7 consecutive calendar days (including weekends and holidays).
For Maternity Leaves the EI waiting period is *unpaid.

17. Reminder:
EI Parental Benefit as of December 3, 2017
There are two options available for receiving parental benefits: standard or extended as of December 3, 2017
Standard parental benefits can be paid for a maximum of 35 weeks and must be claimed within a 52 week period (12 months)
Extended parental benefits can be paid for a maximum of 61 weeks and must be claimed within a 78-week period (18 months)
Please note that this does not affect our top-up calculation for teachers/principals.

18. Disability: Things to Note! Effective September 1, 2017
If an employee is going to be away from work for 7 consecutive calendar days (5 business days), he MUST apply for disability.
Only 5 sick days (if applicable) should be paid out. After this, disability payments will kick in
For employees who have pension, you (the employer) need to the benefits office of the employee’s last paid day and the gross salary for that month.

19. Disability: Things to Note! Effective September 1, 2017
It is important NOT to pay past 5 sick days.
It may seem that the disability will only last for a few days over the new waiting period.
However, when and if the employee needs to be away for longer than this, GWL payments will begin after the 7 days and the employer will need to get the money back from the employee since they were overpaid.

20. Short-Term Disability (STD)
What is the definition of disability
Disabled means being unable to perform the essential duties of your own job (less than 60%) for your employer due to illness or injury.
Waiting period
There will be a waiting period of 7 consecutive days before
you receive your benefit payment; this will include the
5-day paid sick leave, if applicable.
How much you will be paid
66.67% of your weekly earning rounded to the next dollar, up to a maximum of $2,600/week for 16 weeks (payment will be received weekly).
Benefit amt = Annual salary/no. of weeks/year * 66.67%
No. of weeks used for calculations:
43, 45, 48 or 52 weeks is used for disability benefit amount
EI benefit calculation is always based on 52 weeks

21. STD Defined - Own Job
When used in our Short Term Disability policy, disabled means being unable to perform the essential duties(less than 60%) of your actual job for your employer due to an illness or injury.
The availability of work is not considered when assessing disability.
After 24 months on disability (long-term disability) the definition changes to essential duties of any occupation.

22. Long-Term Disability (LTD)
LTD is for Class 1 and Class 4 (Priests) employees only
There is a waiting period of 119 days before you are eligible to receive LTD payments.
The employee will receive 67% of monthly earnings rounded to the next dollar, up to the maximum of $12,000/month (payment will be received monthly).

23. Disability: Important Things to Note!
The employer has a duty to accommodate a gradual
return to work by the employee once approved by the employee’s physician and the disability office.
The employer needs to inform the benefits office of the return to work date and the gross salary
For status update regarding an employee on disability please contact Stephanie at the Benefits Office.

24. Disability: Things to Note!
When submitting a disability claim please make sure to the benefits office of the employee’s gross salary for the month. This also applies to maternity leave.
Example:
If the employee’s last paid day is the 20th of the month, we will need to know his earnings from the 1st to the 20th to calculate pension.
The employer is responsible for giving the information to the benefits office if the employee has returned to work full-time or to their pre-disability position.

25. Maternity: Benefits EI Benefits Top Up benefits (if applicable)
Things to keep in mind when an employee goes on maternity leave:
EI Benefits
Top Up benefits (if applicable)
Short Term Disability (STD)Benefits
Informing the benefit office whether the employee is keeping, reducing or waiving pension
Employees on Maternity Leave is eligible for salary increase

26. Maternity: STD Maternity Benefit under GWL
Childbirth by normal delivery: 4 weeks benefit
(1 week waiting period, 3 weeks payable)
Childbirth by c-section delivery: 6 weeks benefit
(1 weeks waiting period, 5 weeks payable)
Note:
An employee who was previously on STD due to pregnancy related complications will not be required additional forms for this benefit. The disability office will continue to pay the employee for a 4 or 6 week period, as of the date of birth of the child.

27. Maternity: STD Maternity Benefit
These post delivery claims are handled in the same
manner as any other STD claim:
The employee (including physician’s statement) and employer statements must be completed.
The 7 consecutive day waiting period still applies.
Claims are still adjudicated in the same manner (ie: 66.67% of their gross earnings).
Note: Top Up is not payable when an employee is receiving this GWL Benefit. If both Top Up and the STD benefit were paid, the employee would receive over 100% of their salary.

28. Maternity: Important things to note!
Sick days paid and vacation pay MUST (if applicable) be reported on the Record of Employment (ROE).
The EI waiting period will start from the last day paid. Maternity EI benefit can be applied prior the childbirth.
Top-Up benefits are for CISVA teachers/principals only.
Top-Up benefits are between 6-15 weeks depending on what the doctor reports on the Maternity Medical Leave Report.

29. Maternity: Scenario 1 Employee has baby on scheduled due date
Employee decides to begin Maternity Leave 3 weeks before due date
Employee decided to apply for EI benefits 3 weeks before due date (EI maternity benefits can be applied 12 weeks before the due date)
Employee has a natural childbirth.

30. April Sun Mon Tue Wed Thu Fri Sat 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15
Last day worked / Last day paid
EI waiting period begins
EI waiting period 9 10 11 12 13 14 15
EI benefit payment begins
EI payable 16 17 18 19 20 21 22 23 24 25 26 27 28 29
Baby born: STD waiting period start – Top-up can be paid
STD waiting period begins
EI Payable
STD waiting period 30

31. May
Sun
Mon
Tue
Wed
Thu
Fri
Sat 1 2 3 4 5 6
STD payable
EI and Top-up must be suspended 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27
EI and Top Up payable starts again 28 29 30 31
For Normal delivery, STD benefits will only pay up to 2 weeks right? Two weeks will serve as a waiting period?
STD payment will end on the 21st?

32. Maternity: Scenario 2
Employee needs to go on disability due to pregnancy related illness in January.
Employee has a C-Section birth in February.

33. January Steph – why 15 days of waiting period? 1 2 3 Last day worked 4
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday 1 2 3
Last day worked 4
STD Wait Period Begins 5
STD Wait 6
Sick Day 7 8 9 10 11 12 13
STD Payable 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 31
Steph – why 15 days of waiting period?

34. February 1 2 3 STD Payable 4 5 S 6 7 8 9 10 11 Baby Born: C-section
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday 1 2 3
STD Payable 4
5 S 6 7 8 9 10 11
Baby Born: C-section
EI Wait period begins
No Top-Up while on STD
STD payable 12
EI waiting period 13 14 15 16 17
18 EI Wait period ends. STD still payable (EI cannot be collected while on STD) 19 20 21 22 23 24 25 26 27 28

35. March 2014 Top-up Starts 1 2 3 STD Payable 4 5 6 7 8 9 10 11 12 13 14
Sunday
Monday
Tuesday
Wednesday
Thursday
Friday
Saturday 1 2 3
STD Payable 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26
EI Payments begin now that STD Maternity benefit has ended. Top-Up can be paid. 27 28 29 30 31
Top-up Starts

36. Benefit Class 2: EE on 1 year Contract & All new hired Teachers
Life Insurance (2 x salary)
AD&D Insurance (2 x salary)
Short-term disability (STD)only
Extended Health (Single or Family coverage)
Reduced Dental coverage (Single or Family coverage)
No major coverage (ie: crowns, bridges)
No orthodontic coverage
Reduced dental rate compared to class 1 employee
Critical Illness
Pension
Voluntary Critical Illness (EE and spouse)

37. Benefit Classification & Mandatory Participation
20 hour minimum work-week requirement enforced for Benefit Class 1, 2, 4 and 8
Class 1: Permanent (FT/PT) Employees
Class 2: 1-year contract employees
This is not intended to be used as a “probation” class
Class 3: Employees on an approved Leave of Absence
Class 4: Priests
Class 5: Retirees
Class 8: All Other Participants (ie: non-salary)
Class 100: Pension only

38. Benefit Class 2 - continued
Important to note:
If you are hiring an employee (except new hired teachers) on a 1-yr period contract, with no intent to rehire him, the employee’s benefits would be categorized as Class 2.
However, if you are hiring an employee (i.e. EA in schools) for a 1-year contract but you intend to rehire him on ongoing basis, then for all intents and purposes you are considering him to be a permanent employee.
Regardless of funding, the employee’s benefits should be re- categorized to Class 1.

39. Benefits Website https://cisva.bc.ca/benefit-plan/
Important information can be found on our website:
Benefit coverage and eligibility
Benefits/Pension Booklets
Group Benefits application and change forms
Pension forms
Claim Forms
Top-up Calculators
Announcements, important dates, etc. are available on the website
Benefit Reps have their own section is available online!
NOTE:
Please USE the forms from our website. Please download a new form whenever you need to fill it out.

40. Reminders :
Please submit ALL of your adjustments on or before the cut-off time and date. Adjustments received after the cut- off date will be added on the next billing adjustment!
If you have employees who are covered under the Welcome Plan, please, please, please, remind them to let you know as soon as they are being covered by MSP. .
We are NO longer sending reminder of the due dates, so please make sure that you check our website!

41. Reminders cont’:
If you choose to continue sending us Cheque for the benefits payment, please make sure that we will receive the Cheque on or before the stated due date. Late payment will incur the 1% late fee chargers.
For salary and contact number, changes, there is NO need to fill out the group change form (GCF). You can send us an or a spreadsheet with the salary or contact number update.
** RCAV and CISVA employees must fill out the Application for Increase to Pension Contribution for the 8% and 9% increase.

42. Reminders cont’:
All other changes – termination, benefit class, address, name change, transfer of employment, re-instatement, addition of benefits, late applicant, refusal of benefits, life beneficiary changes, pension level changes (**except increase to 8% and 9% for RCAV and CISVA employees), and add/remove dependents, employees MUST fill out the GCF.
Applicable pension form must also be completed when changing the address, name, and beneficiary.
Both the employee and the employer must sign the Group Change Form (GCF)

43. Retroactive Service Charges
Reminders cont’:
Effective March 1, 2013, the Benefits Administration office had introduced the new Retro Active Service Charge.
Previously, we never charged for any Disability, Maternity or Welcome Plan retroactive adjustments. We will now be charging for these if they are over 1 month retroactive.
Refunds for terminations will occur to a maximum of 4 months retroactive prior to the current date, even though the notification may be older than 4 months.
Retroactive Service Charges
Tier
Amount
Tier 1: 1 month
$25 – first 2 adjustments
Tier 2: 2-3 months
$50 – first 2 adjustments
Tier 3: 4 months and up
$75 – first 2 adjustments

44. BENEFITS WORKSHOP Presented by: Stephanie Bird, Benefits Administrator
RE-ENROLLMENT PROCEDURES

45. Re-enrollment Process:
The Benefit Administration Office will be ing you two documents:
(1) Employee Data Sheet (DO NOT return to the Benefits Office)
(2) Re-enrollment spreadsheet. The Excel spreadsheet is not PDF protected; therefore, you can make changes accordingly.
The later document (excel spreadsheet) is to be completed in full, with supporting ORIGINAL document(s) (if applicable) – there is NO need to complete the Group Coverage Change Form (“GCF”) for a SALARY UPDATE – and returned to the Benefits office before the submission deadline.
These information will be sent by May 28th, 2018.

46. Deadline:
Deadline for submitting the 2018/2019 re-enrollment documentation is Friday, June 29th, 2018. 
All ORIGINAL document(s) (IF applicable) must be forwarded to the Benefit Administration Office. 
PLEASE send the electronic copy of the Excel spreadsheet to the Benefits Office. Please do not change the format to PDF.
Please retain copies for your own records.

47. Re-enrollment Process cont’ Second document = Re-enrollment Form
IMPORTANT: please note that every employee that will be listed on your June billing statement must appear on your upcoming re-enrollment excel spreadsheet. Their employment status with you may have changed (or ended for that matter), but clear documentation needs to be recorded to support that change.

48. Re-enrollment Process cont’ Second document = Re-enrollment Form cont’
The Excel spreadsheet needs to be returned to our office for processing of the upcoming September billing statement. The following required columns need to be completed in full, in alphabetical order (by last name):
Division No.
Name (already done for you)
ID Number (already done for you)
Annual Salary
Benefit Class
NOTE: it is imperative that you indicate how many weeks per year your employee works and how many hours per week they work. This information is required for disability claim purposes. This figure is used to accurately calculate the STD benefit amount & required premiums.

49. Re-enrollment Process cont’ Second document = Re-enrollment Form cont’
Occupation
Hours Worked Per Week
No. of Weeks Worked per Year (min: 43, 45, 48 or max: 52 only)
Change required (Y/N)
NOTE: it is imperative that you indicate how many weeks per year your employee works and how many hours per week they work. This information is required for disability claim purposes. This figure is used to accurately calculate the STD benefit amount & required premiums.

50. Reporting MINOR Changes – where a change form is NOT required:
A GCF is NOT needed for the following changes to existing employees:
Correction of spelling to existing Employee’ name (first or
last name)
Correction to existing date of birth information
Straight-forward salary change (increase or decrease)
Weeks worked per year
Hours worked per week (min: 43, 45, 48, or max: 52)
Minor address change (example: only part of the Postal Code is wrong or only a digit of a house # is wrong)
For these (specific) aforementioned changes, simply report the changes/details on the Excel spreadsheet. NO back-up paperwork is required! The Benefits Office will take this information as being true and benefits for next year will be based on the information provided by you.

51. Re-enrollment Process cont’
Employees off on Maternity Leave: if you have a staff member off on mat leave, please remember that they are ELIGIBLE for the salary increase as if they were physically/actively at work. Please note the salary change accordingly.
If you have an employee going off on maternity leave or returning from maternity leave, as of September 1st, please ensure that you advise if changes to the pension plan is required (example: reinstating/waiving pension contributions).

52. Re-enrollment Process cont’
Employees off on disability or an approved leave or absence (LOA): if you have a staff member off on either one of these leaves, please note that they are NOT eligible for a salary increase at this time.
If you have an employee going off or from either of these leaves, as of September 1st, please ensure that you advise if changes to the pension plan and benefits are required (example: reinstating or suspending pension contributions, reinstating or waiving extended health and/or dental while on LOA).

53. Re-enrollment Process cont’
The Benefits office will NOT manually calculate the earnings for you. We will simply process the figure that you have supplied us with.
If a change to any of these columns has been applied, please indicate “Yes” ( or ☒) in the Change required column.
In the “Notes” field, specify the change to assist our office in recognizing the change. We want to ensure that we don’t overlook anything.

54. Reporting significant Changes – where a form IS REQUIRED:
A GCF IS needed for the following changes to existing employees:
Change to employee surname (example: EE married over the summer)
Full Address change
Change to dependent coverage (example: adding/removing dependent)
Revising Extended Health or Dental benefits (example: Single- Family or vice versa)
Revising pension contribution levels (example: 3% to 7% and vice versa)
If a change is requested for existing employees, indicate “Yes” ( or ☒) in the Change Required field. In the Notes field, specify the changes and include the applicable documents (originals only) to support the requested change.
For changes in address, pension beneficiary/contingent beneficiaries applicable PENSION FORM MUST BE COMPLETED TOO!

55. Reporting significant Changes – where a form IS REQUIRED cont’:
A GCF IS needed for the following changes to existing employees:
Addition of a contingent beneficiary to the Life and Pension benefits – pension form must be completed
Transfer of employer information (example: EE moving from one school to another or employee moving from one parish to another)
Benefit class change
If a change is requested for existing employees, indicate “Yes” ( or ☒) in the Change Required field. In the Notes field, specify the changes and include the applicable documents (originals only) to support the requested change.
For changes in address, pension beneficiary/contingent beneficiaries applicable PENSION FORM MUST BE COMPLETED TOO!

56. Reporting significant Changes – where a form IS REQUIRED cont’:
A GCF IS needed for the following changes to existing employees:
Pension Level Change (employees who are on their 15th or 20th year of service must fill out the
APPLICATION FOR INCREASE TO PENSION CONTIBUTION FORM; and
VERIFICATION OF PREVIOUS TEACHING EXPERIENCE - for CISVA teachers/principals ONLY.
If a change is requested for existing employees, indicate “Yes” ( or ☒) in the Change Required field. In the Notes field, specify the changes and include the applicable documents (originals only) to support the requested change.
For changes in address, pension beneficiary/contingent beneficiaries applicable PENSION FORM MUST BE COMPLETED TOO!

57. ORIGINAL DOCUMENTS ONLY!
New Employees:
For new employees, please add them to the employee listing on the Re-enrollment spreadsheet, in alphabetical order.
New employees should not be added to the bottom of the re-enrollment listing.
Please “insert” a new line accordingly, and enter the employee data.
Indicate that the individual is a new employee in the Notes column and include the following forms
Application for Group Coverage and
Application for membership to RPP (pension application form will be required if they're participating in our RPP).
ORIGINAL DOCUMENTS ONLY!
Optional/Voluntary Benefits are also available for new/existing employees:
Voluntary Critical Illness
Optional Life Insurance
CLASS 2 Employees are ELIGIBLE for pension!!

58. Other changes that REQUIRES the GCF
Termination of employment. Always indicate the effective date of the termination.
Retiring employee – the Benefit Representative must let the retiring employee knows that they are entitled to join the Benefit plan as a Retiree Member (100% of the premiums will paid by the retired member). Please indicate on the form if the employee would like to join the plan or not.
Note: The employee have 31 days from the date of retirement to decide whether they would like to join the retiree plan.

59. Payment Option for the Retired Member
Retired members will now have the option to pay the benefits premium through direct debit! Just let us know of your desired deduction frequency and we will do it for you!
Retired member can choose to pay their premiums
on a month to month basis, quarterly, semi-annual,
or annual lump sum.

60. Late Applicant Rule:
Employee who previously waived their Extended Health and/or Dental benefits (due to spousal coverage), and now decides that they want dual insurance (ie: maybe they want to double-up on coverage due to children's expenses) - he/she would be considered a late applicant.
The Evidence of Insurability form will need to accompany the Application for Group Coverage (new employees not enrolled within the 31 days after the actual hire and eligibility date) or the Group Coverage Change (existing employees) form when someone is deemed to be a late applicant.
For those individuals approved as a late applicant, Dental benefits are restricted to the following:
For the first 12 months of coverage the Dental Maximum for Routine, Major and Orthodontic expenses will be $250 combined

61. Sending Information
Please note that the benefits office no longer have a fax machine. You can send documents by and mails ONLY.
Please make sure that you send all the original documents (if applicable) after sending the scanned copy to our office.
Please send all documents to:
Benefits Administration Office
Catholic Independent Schools
of Vancouver Archdiocese
4885 Saint John Paul II Way
Vancouver, BC
V5Z 0G3

62. Benefits Office: 604-683-9310 CISVA main line: 604-683-9331
For questions regarding:
Disability
Maternity leave
Benefit/Pension policy interpretation
Escalated claim issues
Monthly Billing statement (Adjustments on billing statement, premium payments)
Optional Life
Welcome Plan (application and cancellation)
Benefits Issues (Denied Claim, Deferred Drug Card issues)
Information changes (adding/removing dependents, change of address/contact information, Beneficiary Changes for Life and Pension)
Retiree Benefits
Employees Benefit Packages
Student Recertification
Stephanie
April

63. Thank you for coming!!!