{"id":1875,"date":"2023-04-22T17:14:43","date_gmt":"2023-04-22T21:14:43","guid":{"rendered":"https:\/\/johnstonesbenefits.com\/clients\/ila\/?p=1875"},"modified":"2023-03-22T17:14:57","modified_gmt":"2023-03-22T21:14:57","slug":"taxation-of-group-benefits","status":"publish","type":"post","link":"https:\/\/johnstonesbenefits.com\/clients\/ila\/taxation-of-group-benefits\/","title":{"rendered":"Taxation of Group Benefits"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_heading-2d9bbcf79d50a3601923aa8844f713a6\">\n#top .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6{\npadding-bottom:10px;\nfont-size:4vw;\n}\nbody .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-special-heading-tag{\nfont-size:4vw;\n}\n.av-special-heading.av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-av_heading-2d9bbcf79d50a3601923aa8844f713a6 av-special-heading-h2 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first  av-inherit-size'><h2 class='av-special-heading-tag'  itemprop=\"headline\"  >The Journal<\/h2><div class='av-subheading av-subheading_below'><p>Solid Group Plans Made Simple<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-av_hr-f04ef840c2b66cff6c43fead44ee8d66 hr-default  avia-builder-el-1  el_after_av_heading  el_before_av_heading '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-lfk6mm58-d30131a13c7cc18aba3f878f522ff3c7\">\n#top .av-special-heading.av-lfk6mm58-d30131a13c7cc18aba3f878f522ff3c7{\npadding-bottom:10px;\ncolor:#c4a106;\nfont-size:3vw;\n}\nbody .av-special-heading.av-lfk6mm58-d30131a13c7cc18aba3f878f522ff3c7 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-lfk6mm58-d30131a13c7cc18aba3f878f522ff3c7 .av-special-heading-tag{\nfont-size:3vw;\n}\n.av-special-heading.av-lfk6mm58-d30131a13c7cc18aba3f878f522ff3c7 .special-heading-inner-border{\nborder-color:#c4a106;\n}\n.av-special-heading.av-lfk6mm58-d30131a13c7cc18aba3f878f522ff3c7 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-lfk6mm58-d30131a13c7cc18aba3f878f522ff3c7 av-special-heading-h2 custom-color-heading blockquote modern-quote  avia-builder-el-2  el_after_av_hr  el_before_av_hr  av-inherit-size'><h2 class='av-special-heading-tag'  itemprop=\"headline\"  >Taxation of Group Benefits<\/h2><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_hr-8ddc7023771561a08c2d1878cbb01bdc\">\n#top .hr.hr-invisible.av-av_hr-8ddc7023771561a08c2d1878cbb01bdc{\nheight:30px;\n}\n<\/style>\n<div  class='hr av-av_hr-8ddc7023771561a08c2d1878cbb01bdc hr-invisible  avia-builder-el-3  el_after_av_heading  el_before_av_one_full '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-av_one_full-7688609b370c0fc22d37f41de2668996\">\n.flex_column.av-av_one_full-7688609b370c0fc22d37f41de2668996{\nborder-radius:0px 0px 0px 0px;\n-webkit-border-radius:0px 0px 0px 0px;\n-moz-border-radius:0px 0px 0px 0px;\n}\n<\/style>\n<div class='flex_column av-av_one_full-7688609b370c0fc22d37f41de2668996 av_one_full  avia-builder-el-4  el_after_av_hr  avia-builder-el-last  first flex_column_div av-zero-column-padding '   ><section  class='av_textblock_section av-lfk6ng6p-d6ff81f58cf3d531405232d619ea77a0'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/johnstonesbenefits.com\/clients\/ila\/wp-content\/uploads\/2023\/03\/2023_04-Taxation-of-Group-Benefits.pdf\" target=\"_blank\" rel=\"noopener\">Click here to download pdf<\/a><\/p>\n<p><strong>Effectiveness of good plan design and cost sharing strategies<\/strong><\/p>\n<p>A well-designed group benefits plan offers many advantages to plan sponsors. It is a great strategy for attraction and retention of your staff resources. It can be structured to be financially sustainable for the long-term through cost containment measures including cost-sharing. The benefits plan can also be set up to manage taxation, to optimize tax advantages available through Canada Revenue Agency (CRA) for both employers and employees.<\/p>\n<p>Plan sponsors who have chosen Johnstone\u2019s Benefits to be their company\u2019s \u201coffsite group benefits department\u201d benefit from our package of comprehensive services. Our third party administration (TPA) system \u201cBridge\u201d offers the ability to administer the benefits on one system, with one invoice, and the use of potentially multiple insurers (if advantageous for the client). It can also be set up to offer the employer and their employees optimal tax advantages.<\/p>\n<p><strong>Cost Sharing Options<\/strong><\/p>\n<p>As part of a well-designed plan, our system offers the following cost-sharing options:<\/p>\n<ul>\n<li>Fixed percentage on the total premium cost: ie. $200 total premiums &#8211; 50% employer-paid \/ 50% employee-paid<\/li>\n<li>Fixed dollar amount on the total premium cost: ie. $200 total premiums &#8211; $60 paid by employee leaving $140 to be paid by employer<\/li>\n<li>Fixed percentage by benefit (cost share is set up as a fixed percentage at the benefit level): ie. life insurance and AD&amp;D 100% employer-paid; LTD 100% employee-paid; EHC and dental premiums shared 50\/50<\/li>\n<\/ul>\n<p><strong>Tax Effective Allocation of Premiums <\/strong><\/p>\n<p>Once the cost sharing option has been defined, our TPA system has the ability to allocate EMPLOYEE-paid premiums based on the cost share option (as shown above) in the most tax effective manner, using the following order for benefits:<\/p>\n<ul>\n<li>Long Term Disability (LTD)<\/li>\n<li>Short Term Disability (STD\/WI)<\/li>\n<li>Life Insurance<\/li>\n<li>Critical Illness (CI)<\/li>\n<li>Dependent Life Insurance<\/li>\n<li>Accidental Death &amp; Disablement (AD&amp;D)<\/li>\n<\/ul>\n<p><strong>Taxation of Group Benefits<\/strong><\/p>\n<p><strong>Life Insurance, AD&amp;D and Critical Illness Premiums<\/strong><\/p>\n<p>Premiums paid by the employer for group life insurance (including dependent life insurance), accidental death &amp; disablement (AD&amp;D) and critical illness (CI) are treated as a taxable benefit to employees. Employers will include the taxable benefit in Box 14 \u201cEmployment Income\u201d and in the \u201cOther Information\u201d area of the T4 slip as Box 40 \u201cGifts and Awards\u201d.<\/p>\n<p><strong>Disability Plan Premiums<\/strong><\/p>\n<p>If an employer is deemed to have contributed any amount to an employee\u2019s disability plan (referred to by CRA as \u201cwage loss replacement plan\u201d), the disability benefit received by a disabled employee will be deemed as taxable income.<\/p>\n<p>If 100% premiums are paid by the employee (ie. deducted from an employee\u2019s gross income and remitted to the insurer), the plan is deemed \u201cemployee pays all\u201d according to CRA, and disability benefits received by a disabled employee will be deemed non-taxable income.<\/p>\n<p>CRA will not accept a retroactive change to the tax status of the disability plan; the employer cannot add the equivalent of the employer contributions to a disability plan to the employee\u2019s income at year-end. HOWEVER, the employer can pay the employee\u2019s premiums to the plan by accounting for them in the same manner as wages or salary throughout the year and include the amount in Box 14 \u201cEmployment Income\u201d.<\/p>\n<p><strong>Extended Health &amp; Dental Premiums <\/strong><\/p>\n<p>Premiums paid by the employer for extended health and dental benefits are NOT treated as a taxable benefit to the employee. Claims paid are also tax-free to the employee.<\/p>\n<p><strong>NOTE:<\/strong> All group benefit premiums paid by employers in Quebec are treated as a taxable benefit for their employees.<\/p>\n<p><strong>FREE PRESCRIPTON CONTRACEPTION &#8211; APRIL 1, 2023<\/strong><\/p>\n<p>The latest British Columbia budget was released on February 28th entitled \u201cStronger B.C. for everyone\u201d, the BC government touted progress \u201cto deliver better healthcare for everyone in BC (and) lays out a plan to build a stronger health care workforce and deliver better services for people and families\u201d.<\/p>\n<p>Approximately $1.3 billion in new investments over three years will help support reduced costs for BC residents.\u00a0 This includes giving free prescription contraception, BC being the first jurisdiction in Canada with this coverage.\u00a0 This program intends to cover prescription contraception options, including most oral hormone pills, contraceptive injections, copper and hormonal intrauterine devices (IUDs), and subdermal implants and Plan B (morning-after pill).<\/p>\n<h1><\/h1>\n<h1><\/h1>\n<\/div><\/section><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"class_list":["post-1875","post","type-post","status-publish","format-standard","hentry","category-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - 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