[RiceIntegraRS]

Can a company force you to pay for your Benefits when you didnt want them anymore? Ive been working for my company for almost 5 years now and 2 years ago ive came to the conclusion that my benefits were completely useless to me. I brang it up to my boss that i didnt want it anymore but he said that everyone in the company must have it. A year after i paid another $1600 a year to it, and i only used it once for a teeth cleaning. I demanded to my boss that wanted off the plan, but he said that everyone in the company must have it and if i go off it, everyone in the company must be off it aswell. (At the time, 2 of my coworkers/friends needed dental work for there kids coming up so i kinda held off it) Until today, when i got my paycheque and they paid me 1.5Hrs for my christmas stat just because i took a 3 week vacation a week prior to christmas.

I was pretty livid about this, so i wanna know if i can cancel my benefits and if i can actually recoup the money i was force to pay over the years

I know this is sorta a revenge thing, but i made them a pile of money over the years, and for them to not give me my full Holiday pay is not sitting well with me. There are other reasons aswell i am doing this, but i dont need to discuss that right now

[Ludepower]

SUCK IT UP.
If you dont like your workplace. Just move on...it aint worth the drama.
Secretly look for a new job. Be professional and hide your emotions.
You'll go further in the long run.

[unit]

its your company benefit plan. its not up to your boss whether or not you can be on it.
if you have a problem with it try contacting your benefit company and see what they say, but i think you'll just be wasting your time.

[Eff-1]

well you really should be going to the dentist every six months.

[Mr.HappySilp]

really @@ coz my work pays for all that stuff....... werid that your work makes u pay for it.

[MindBomber]

A year after i paid another $1600 a year to it, and i only used it once for a teeth cleaning. I demanded to my boss that wanted off the plan, but he said that everyone in the company must have it and if i go off it, everyone in the company must be off it aswell. (At the time, 2 of my coworkers/friends needed dental work for there kids coming up so i kinda held off it)

It doesn't matter if you held off.

The company won't drop the benefit plan, because one person doesn't want to pay for it.


Until today, when i got my paycheque and they paid me 1.5Hrs for my christmas stat just because i took a 3 week vacation a week prior to christmas.

Stat holiday pay is based on the work you did during the month prior to the date. You weren't entitled to a full day of stat pay, the company didn't wrong you, they fulfilled their requirements as an employer.


I was pretty livid about this, so i wanna know if i can cancel my benefits

Your boss already told you, one person cannot go off benefits, only the entire company. Somehow, I doubt you have the authority to make that decision.


and if i can actually recoup the money i was force to pay over the years

No one forced you to pay, you chose to work at the company, there's not a chance in hell you'll get any money back.

[winson604]

really @@ coz my work pays for all that stuff....... werid that your work makes u pay for it.

It's actually common that people pay for them. Mind you it's usually at a discounted rate.

Rice - $1600 a year? I hope you have crazy benefits, I'm talking about 100% coverage shiet because that averages to $61 a pay check and that's pretty wack. If you can't get off it then you should milk it. Ever thought about getting massages? Sunglasses?

[babyv]

you should be thankful to be honest. some companies don't even offer such benefits to their employees. you should be getting a check up and cleaning at the dentist atleast every 6 months or even every 3 months anyway.. but i see how you'd be livid about it. like winson604 says, just milk it.

[604nguyen]

1600 a year for benefits ......?

thats ass rape :fuckthatshit:

[twitchyzero]

so glad i'm a student...i pay $200ish a year for mediocre coverage
1600...shit i'd try to get out myself lol

[Gridlock]

Man, enjoy that its there. I had a wicked extended benefits package at my old job, and they paid my MSP premiums, and those of my SO.

Then I quit to start my own biz, and now get to pay through the nose for everything.

Was in the dentists office for 45 minutes having not even a cavity repaired and it was $350.

I've been thinking about that, and I'll take my 350 back, and live with the slight sensitivity on one tooth.

[dachinesedude]

you should really be asking why you are paying $1600 a year for benefits

[TheNewGirl]

By law your company can NOT deduct anything from your payroll besides government mandated tax withholdings with out your direct written permission.

Write and date a letter to your company asking them to cease withholding for your benefits, keep a copy for yourself. If they do not cease within 30 days, do it again. IF they still do not, contact the Employment Standards Board.

The company will be forced to either pay for you or they can tell the benefits company to terminate you, but they may not continue to withhold from you against your wishes.

As for stats, you get paid an average days work of and only if you have worked at least 20 of the last 30 days. So your vacation would have put you largely out of the right for stat pay as you were gone for at least 21 of the last 30 days and wouldn't have worked enough to meet the threshold.

[murd0c]

Your company should be paying for your benifits and not you. The only thing they can actually make you pay for is MSP which not all companies cover. I would raise a stink cause $1600 a year for benifits on top of MSP is a complete joke.

That being said if you are paying it use that shit, get any denta work done just use it up rather then sitting on it complaing.

[fsy82]

You need to contact the company that your benefits are with and see if they can remove you.

[Gridlock]

I will say its hard to say "we offer benefits!" when its you picking up the tab.

[604nguyen]

what kind of coverage are you getting anyways for $133 a month?

[SpartanAir]

...

[MG1]

Extended health, my god. Where would I be without it? There are five people in my household and the money I have saved over the years is unbelievable. Company pays for part of it and I cover the rest. If you have a family, you cannot live without it. Braces, hospital stay (private room), massages, chiropractor, dental work, etc. Not to mention the many other benefits. One of my children is no longer covered due to age and the other is finishing up school. I have no idea how they are going to manage. The one with no coverage was quoted over $2, 000.00 for the dental work he needs done. The bugger never went to the dentist, damn it. I should have dragged him to the dentist while he was still covered.

[taylor192]

well you really should be going to the dentist every six months.

My plan allows every 4 months, its great.

[taylor192]

The OP will think very differently when he has a family and the young single guys footing the bills for his benefits want to drop out.

Its just how socialism works. Everyone pays in, and it pays for the few that use it. Just cause you're not using it now doesn't mean you won't. In 10 years of working I hadn't used anything besides dental, and this past year I maxed out my chiro/physio cause I fucked up my back - I was very glad I had the benefits.

[Great68]

I have friends with full health benefits from work and yet they never go to the dentist.

I tell them that they're idiots.

If you work gives it to you, use it. Especially if it leads to better health for you.

[MG1]

^^I can't believe I just thanked you...... LOL.

[Lomac]

Depending on the company that does your third party coverage, there may be an option to opt out. Barring that, there may be a basic plan that you may not have to pay for. Sunlife is my provider and I have both those options (though the $40 I pay every month for 90% coverage is more than worth it).

edit: And as stated, what the company paid you for the holiday is standard for anyone not on salary.
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[taylor192]

OP, I had the same complaint about LTD (long term disability). I used to opt out of it to save a few bucks a month, until our company merged and the new rule was the employer paid it. You'd think that would be great, employer paid benefits, yet they are taxable so now I had to pay more income tax.

I asked if I could opt out, the answer was no for the same reason, all employees must be in. Oh well, at least I have LTD coverage now. :)

[RiceIntegraRS]

I pay $1600 a year for my benefits and $750 for my msp. I get 80% on dental for minor work and 50% for major. For prescriptions i get 70%. I also have a $50,000 for life insurance. Thats basically all i get. I even broke my finger on my dominant hand which made my hand useless yet my benefits didnt wanna cover it. Saying i could still use my left. Pretty difficult being a painter in the automotive field.
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[RiceIntegraRS]

No, i dont have any discounts on sunglasses or eye exams glasses ect. Massages are only covered 70%. The way i see it, i have to pay more money out of my own pocket to take advantage of my benefits.

Alil update, my boss found out that i wasnt paid my stat and fired the accountant today because apparently im still supposed to be paid a full day for it.
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[Jermyzy]

Alil update, my boss found out that i wasnt paid my stat and fired the accountant today because apparently im still supposed to be paid a full day for it.
Posted via RS Mobile (http://www.revscene.net/forums/announcement.php?a=228)

That seems kind of extreme. :suspicious: My stat/holiday pay has been messed up before, but they just fix it for the next paycheque

[mb_]

Sounds like it's not the first time his boss had an issue with his accountant lol

[RiceIntegraRS]

I think its really extreme to be fired over that. Im just assume that he fucked up in the past and this was his final straw
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[604nguyen]

No, i dont have any discounts on sunglasses.........


Posted via RS Mobile (http://www.revscene.net/forums/announcement.php?a=228)

IIRC....medical benefit plans Ive been in don't cover sunglasses because they're non-prescription items...








......but you CAN get them 'covered'................:ilied:

[DsZ24]

For $1600/year hopefully they're throwing in massages with happy endings every few months.

[Hehe]

I am not sure I get it, do they take 1600/yr off your paycheck to cover the coverage (shown as a deduction to your declared wage in your paystub) or they offer the coverage and you just somehow figured out it's 1600 a year for your coverage and wants out to get the $1600?

The first scenario is illegal and you can sue your employer down to their asses.

The second scenario, there's nothing you can do about. They decided to cover everyone and it is a benefit or incentive for the job. That money is not for you to keep and you can't make your employer to opt you out and pay you that money.

I have seen an account statement on how much it costs for my employer to keep me on the job. It can cost them up to 11K/yr if I exercise all the benefits, but it doesn't mean I can ask my employer for another 11k a year if I tell them I would opt out all the benefits.

[twitchyzero]

it's sounds like it's the first scenario...and no, it's not illegal i dont think unless the employer downright refuses his requests after formal letters.

OP please go talk to the HR

[Hehe]

^

If that's the case, the OP's extended health care should be a health saving account rather than benefit.

As far as my experience goes on setting payrolls, I am not suppose to deduct/withhold anything besides the items allowed by law like CPP, EI... etc

[B!tch]

Long-time lurker, first post. So after lurking on this thread and seeing all the misinformation, I felt it necessary to sign up for a revscene account. (btw….that is a lot of useless questions for an account. Why do you need to know my ethnicity? Is there a quota? ) but I digress....

Since I have letters after my name and deal with these types of questions everyday, I found it painful to see what has been posted and hopefully I can help out some of you kids.

Employers cannot make deductions from your pay unless you have given written authorization. (ie. You break something or your till is short….can’t take the money from your cheque) However, at some point you signed benefit enrollment forms, provided your care card number, etc. This was probably when you were first hired. They said welcome to the company, fill out these forms so you gave them authorization.
Can they continue to ‘force’ you to be enrolled in the benefit plan? Possibly yes for a few related reasons.

The first falls under the term “Condition of Employment”. Restaurants - it is a condition of employment that all staff where skimpy black dresses. Construction - it is a condition of employment you have a tool belt and basic tools. It is a condition of employment that you are enrolled in the benefit program.

Based on what I have read I am going to assume you are single, and as already mentioned, as a single person you don’t use the plan or draw from the plan like a family does, so it can be in the policy that ALL employees must be enrolled in order to keep the costs down. Your premiums are covering the cost of the plan.

It is also could because there are only certain times of the year you can make changes to your plan. The reason for this is so employees don’t sign up for benefits for two months, get dental work and then cancel your plan increasing the cost of the plan. Insurance companies are not about to lose money on plans so if they write conditions into the policy and I can assure you’re the next year’s premiums will be increased.

Your boss is a bit of an idiot for explaining it to you by saying if you go off it everyone will go off it. Not possible to terminate the plan due to one person.

Recouping what you have paid into the plan is highly unlikely. It is difficult to back date, enrollment and terminations from benefit plans. It is possible but enrollment usually means a visit from the nurse to be considered late-enrollment:eek: and terminations requires ensure you have never made a claim during that period and knowing your policy and insurance company.

The majority of the time, employers offer benefits to employee and employees pay for them is because it is at discount. You can get private Extended Health and Dental coverage through BCAA, Pacific Blue Cross and London Drugs to name a few. It will cost you more than $1,600 a year.

I am interest to know who your provider is. One of the big players or smaller underwriters. It doesn’t matter as there should be a contact number for you to call and ask questions and discuss opting out of some of the benefits. If you can provide proof you are covered by another policy, you can usually opt out. (ie. You have private insurance, life insurance or LTD coverage elsewhere)

MSP premiums, just increased Jan 1 for the 3rd consecutive year. Usually an employer pays your premiums and deducts a portion, shared costs 50/50, pay for employee but not dependents, or after working a certain time period. I don’t know why your employer would want the hassle of administering your MSP account as it is a BC resident cost not an employer cost. (In other provinces, MSP is funded by employers) As a single person, you pay $64 per month. If your employer pays it, it is a taxable benefit and should be on your T4 in box 40.

Paying tax on $64 is usually cheaper than paying the $64 with your after-tax income but it all depends on your earnings situation so even if your employer is deduction 100% from your pay, you are still coming out ahead.

While I am rambling about taxable benefits….whoever said that their employer pays their LTD and now it is a taxable benefit, ask your employer what happens if you need to claim LTD in the future is the money you receive taxable? LTD is treated differently than other benefits and if your employer pays LTD, any LTD benefits you receive are taxable. Would you rather pay tax on the premium or the amount you receive. (ie; ball park maybe your LTD is $50 a month and you receive 66.6% of your salary if you have to make a claim. Which figure would you rather pay tax on?

Short and Long Term Disability: these benefits can be set up in one of two ways: taxable or non-taxable.
1. Taxable: It the benefit is set up as taxable, premiums paid by the employer do not confer a taxable benefit upon the employee. However, when an employee becomes disabled, the benefits received from the insurance company are deemed taxable income.
2. Non-Taxable: it the benefit is set up as non-taxable, the employee should pay for the entire premium. If an employee becomes disabled, any benefit received would be non-taxable.

As far as breaking you finger, if you lost your finger entirely or the use of it permanently, you would have had a claim but breaking it just means you have to suck it up for a few weeks.

If you don’t have STD (short-tem disability) and injury yourself that you can’t work, ie: broken leg and you are a truck driver, you apply for EI through Service Canada, get your doctor to sign a note, jump through some hoops and once the EI runs out, you can apply for LTD. LTD usually starts after 17 weeks.

80/20 for basic is pretty standard dental coverage. Major is usually 50/50 with set limits depending on the procedure. 70% prescription if they cover the dispensing fee is not bad.

I cannot figure out how you could possibly pay $750 for MSP. Last year it was $60.50 times 12 would be $726. Why the $24 difference?

To give you all an example of premiums for a ‘rich’ plan, meaning 100% dental, 100% prescriptions, $500 for an assortment of each paramedical (chiro, physio, massage, etc), orthotics, eyeglasses
Health Single $80 Family $198
Dental Single $60 Family $188
LTD based on salary of $50,000 $35 based on a salary of $300,000 $80
Life based on a salary of $50,000 $23 based on a salary of $300,000 $98

The math on that is about $2,400 a year for benefits for the $50,000 single person and $6,800 for the family with upper tax bracket earner.

I would ask to see a reconciliation of your benefits to see what the monthly premiums are, especially in light of the MSP not adding up and call the benefits company and ask about options as far as policy restrictions. If you have an HR department, or payroll and benefits person, see them instead of your manager.

Next post to clean up stat info……..

[murd0c]

I think that is one of the best first posts I have seen....

[MG1]

Isn't it great when a long time lurker pops his cherry with a post like that?

[B!tch]

Any of you who aren’t self employed bookmark the link below.

Government of B.C., Ministry of Labour, Employment Standards Branch, Government of B.C., Factsheet Index, Employment Standards in B.C. (http://www.labour.gov.bc.ca/esb/facshts/welcome.htm)

There are easy to understand factsheets for an assortment of employment issues and in nine languages.

So stats….the other poster was close, but close doesn’t count when it comes to $$$$

To be eligible for statutory holiday pay and employee must:
• Have been employed for 30 calendar days before the statutory holiday and,
• Have worked or earned wages on 15 of the 30 days immediately before the statutory holiday.


No pay for ineligible employees
An employee who is not eligible for statutory holiday pay is not entitled to be paid an average day’s pay. If an ineligible employee works on a statutory holiday he or she may be paid as if it were a regular work day.

Exclusions
Specific regulations exclude certain groups such as managers, agriculture workers, some commission salespersons, and high technology professionals from the statutory holiday provisions of the Act. Please see the factsheets relating to these groups.

Statutory holiday on a day off
When an employee is given a day off on a statutory holiday, or it falls on a regular day off, an eligible employee is entitled to be paid an average day’s pay.
An average day’s pay is calculated by dividing “total wages” earned in the 30 calendar days before the statutory holiday by the number of days worked.Vacation days taken during this period count as days worked.

“Total wages” includes wages, commissions, statutory holiday pay and vacation pay but does not include overtime pay.

Working on a statutory holiday
An eligible employee who works on a statutory holiday is entitled to be paid:
time-and-a-half for the first 12 hours worked and double-time for any work over 12 hours; plus
an average day’s pay.

Substituting statutory holidays
An employer and a majority of employees can agree to substitute another day off for a statutory holiday. The Act and Regulation apply to the substitute day as if it were the statutory holiday.

[B!tch]

her cherry:hotbaby:

[MG1]

Damn...........

[murd0c]

I think MG1 needs some Kleenex

[B!tch]

her cherry:hotbaby:







back to lurking until some calls me out after find the factsheet on deductions from wages....remember...."condition of employment"

(I know benefit but not how to edit a post) :failed:

[RiceIntegraRS]

Im with Empire Life and for the $750 MSP, i was just rounding up. I believe i paid $726. Im alil unclear about the MSP thing. My company has nothing to do about paying my MSP, but ur saying its cheaper if they pay it, and i pay tax on it?

As for my broken finger, the Doctor wouldnt sign off on it. Told me i had to find a way to work with one hand. So i couldnt go on EI, and my benefits wouldnt pay for it either. I even went through the insurance company thru the Dodgeball league where i actually broke my finger and they wouldnt pay me the $500 i was entitled to when someone breaks a bone. After alot of letters being sent back and forth they told me they dont cover phalanges and i just gave up.

And i think that could be the most informative first post ive seen on RS

[B!tch]

A broken finger would be difficult to get any kind of disability benefit. It is a suck it up buttercup situtation.

Empire Life isn't one of the big guys (Great West Life, SunLife, Pacific Blue Cross) so your policy premiums would be more expensive before there are any calculations due to number of employees covered by the plan, age and sex (male vs female not yes or no)

Sorry I misunderstood. I thought your employer was covering the cost of your MSP.

A 'generous' employer can enroll their employees in a group plan and pay the premiums for the employee. As I mentioned they can pay 100%, split it 50/50 or cover just the employee and deduct the cost of the employee's dependents.

Any portion the employer pays is considered a taxable benefit so you pay more income tax.

[mikemhg]

That's the other thing. The employer likely forces all employees for coverage in order to make the pool larger, which makes rates lower for everyone if the claims experience is low.