If you are an employer in the AIMS system, you may complete your usual hiring processes, and we will be notified through the system automatically of your new employee.

If you are an employer not in the AIMS system, you can complete the NPO New Hire Notification Form and email it to ebp@3sHealth.ca. This form must be completed for all employees, even those who do not yet qualify for benefits, and should be completed as soon as the employee is hired. 

We will determine plan eligibility based on the plan rules and will send information on the benefit plans to plan members at their home address when they become eligible. 

For more information on the plans, go to our employee life event section, which explains coverage for full-time, part-time, casual, and temporary positions.

Once deemed eligible, 3sHealth sends the Employee Welcome Package to their home address. This package includes a benefit statement that lists the benefit plans for which new employees are eligible, an enrolment form for the plan member to complete and return to 3sHealth, and information about the benefit plans.

Employers who are in the AIMS system will receive eligibility reports every second week. These will be placed directly onto the Data Download Server. 

For employers that are not in the AIMS system, prior to determining employee benefit eligibility, 3sHealth will email you to confirm the hours worked for your employees that reach their 26-week or annual measure. For more information on the 26-week or annual measure you can click here. 

After hiring a new employee, please share the 3sHealth website https://www.3shealth.ca/employee-benefit-plans with them as a part of your onboarding process. If you have time, navigate the different Employee Benefits Plans commentaries and Life Events section with your employee. 

Key points:

• Permanent full-time employees and permanent part-time employees are eligible for the Disability Income Plan and the Group Life Insurance Plan on their first day of work. Their health and dental coverage will start after 26 weeks of employment.
  • These employees will be sent out an Enrolment Information Form, a package of information about their benefits, and a Benefit ID Number (BID). After 26 weeks, a permanent full-time, or permanent part-time employee will be eligible for health care and dental benefits if they are actively at work. 
• For a temporary or casual position, the employee must wait 26 weeks to see if they qualify for all their benefits, including Group Life and Disability Income Plan. For temporary employees, only SUN employees can be eligible for the disability plan. 

For detailed information on all the benefits available for different job positions, view the employee life event section: Life Event/New Employee. You can also refer your new employee to this webpage on 3sHealth to give them information and answer any questions they may have.

If the previous employer participates in the benefit plans and you hire the new employee within 30 days after they have left that employer, 3sHealth will transfer their previous benefits to their new employer, effective their date of hire. 

If the previous employer participates in the benefit plans and you hire the new employee more than 30 days after leaving their previous employer: 

• The benefits they had when they left their previous employer will not transfer; and 
• They will gain eligibility in the Employee Benefit Plans based on the benefit plan rules. For more information on benefit eligibility, please see the question under new hire "What if I change positions at my current employer?" Position/Status Change

For employers who are in the AIMS system, you must enter the employee’s position change into the system. 3sHealth will be notified automatically. For employers that do not use the AIMS system, you must complete and submit the NPO Employer Changing Information Form. This form can be used to: 

• change the employment type and position, 
• inform 3sHealth that an employee has been terminated, 
• change the employee’s hire date, or 
• change the employee’s contact information.

The following table shows what happens if your employee had benefits at their last position. 

If your employee did not have benefits at their last position and they move positions at your organization, 3sHealth will measure their eligibility for benefits at the 26-week mark based on the original hire date with your organization.

Under the terms of the Employee Benefit Plans, an unpaid leave of absence is an employer-approved period of 30 days or more when your employee will be away from work and not receiving their regular pay. They must discuss their planned leave with you, their employer, and receive approval according to your workplace policies before starting the leave of absence.

The most common types include maternity and parental, personal, illness, and education leaves.

Your employer will notify 3sHealth when they have approved your leave of absence.

Leaves can be broken up into approved unpaid leaves and paid leaves. The approved unpaid leaves are as follows:

Approved Unpaid Leaves (the employer is not paying the employee)*

• maternity
• parental
• compassionate leave 
• educational leave,
• suspension (unpaid) 
• unpaid illness
• disability

Paid Leaves (the employer is paying the employee)*

• vacation
• suspension
• illness

*Note: These lists are not exhaustive.

Taking a leave of absence affects your employee’s benefits. Some continue automatically for a period of time if your employee pays premiums, and others, they have the option to elect to continue. For more information, go to Leave of Absence in our Employee Life Events section.

Employees on leave are required to make premium payments for their Basic Life and Basic Accidental Death & Dismemberment (AD&D) insurance. When approved for an unpaid leave of absence, they must make arrangements to pay these premiums with you, their employer. This insurance is mandatory for a period of 18 months from the start date of the leave.

Health and dental benefits automatically continue for 18 months when an employee is on an approved leave of absence. This includes maternity, parental, compassionate, educational, unpaid illness.

Employees have the option to elect to continue Employee Optional Group Life insurance and Disability Income Plan coverage. As their employer, it is your responsibility to provide them with the form used to continue or stop an employee’s optional life insurance and disability coverage.

Notify 3sHealth when an employee returns to work. For employers that are in the AIMS system, simply enter the “return from leave” information into the system. For employers that are not in the AIMS system, complete and submit the NPO Leave of Absence Form. 

You can inform your employee that their benefit plans fully reinstate to their pre-leave levels on the first day they are back to active duty and are receiving pay from you, their employer. This includes Basic Life insurance, Dependent Life insurance, Accidental Death & Dismemberment (AD&D) insurance, disability coverage, and health and dental benefits.

If your employee is part-time, casual, or temporary, 3sHealth will measure their hours worked from January 1 to December 31 each year to determine their eligibility for benefits in the following year. 

3sHealth will measure your employee on December 31 of the year that they returned to work, based on any hours they worked in the year plus any eligible deemed hours for the year. Your employee may gain, lose, or maintain their level of benefits because of the annual measure.

Deemed hours represent the straight-time hours that an employee would have worked had they not been on a leave of absence. You, their employer, report deemed hours for other-than-full-time employees for only the first 12 months of their leave. Deemed hours are part of the calculation of their benefits for the next calendar year.

We do not measure full-time employees because they have guaranteed hours and maintain their full-time level of benefits coverage. 

You can tell your employee to apply to 3sHealth for bridge benefits* within 90 days of the later of: 

• The date of their injury or illness; 
• The end of earnings from their employer (such as paid sick leave or paid vacation); 
• The initial denial of their WCB or SGI application; or 
• The end of employer-paid net top-up benefits while on WCB. 

* Bridge benefits are benefits payable after the expiration of sick time and up to the 119th calendar day of the leave of absence. If approved, employees are eligible for disability benefits effective calendar day 120 of the leave of absence.

As the employer, you will complete and submit to 3sHealth the Employer’s Initial Application Form 

You should provide your employee with:

• Employee’s Initial Application Disability Income Plan Benefits (This form is to be filled out and sent in by the employee to designate into which bank account to deposit disability benefits.)
• Attending Physician’s Initial Statement (The employee is responsible for getting this form filled out by a physician or nurse practitioner. A chiropractor or registered psychologist may also fill out this form if the leave of absence is no longer than eight weeks. A doctor’s note is not sufficient documentation.)

The bridge portion of an approved disability claim lasts up to a maximum of 119 days from the initial date of disability for CUPE and SEIU-West employees only. During this period, the plan member’s benefits will remain active and benefit premiums must continue to be remitted. 

Employees qualify for long-term disability after being off work for 119 days. At the 89th day, you, the employer, should complete and send in the Employer’s Initial Application Form. You should also provide your employee with:

• Employee’s Initial Application Disability Income Plan Benefits (This form is to be filled out and sent in by the employee.)
• Attending Physician’s Initial Statement (The employee is responsible for getting this form filled out by a physician or nurse practitioner. A chiropractor or registered psychologist may also fill out this form if the leave of absence is no longer than eight weeks. A doctor’s note is not sufficient documentation.)

After 119 days, eligible employees will receive disability benefits if their claim is approved. 

Waiver of Group Life premium

When an employee is on an approved long-term disability claim, their Group Life coverage is locked in at the pre-leave level of coverage and the plan waives the need for the employee and employer to pay premiums. 

Extended Health Care and Enhanced Dental Plan

Your employee’s Extended Health Care and Enhanced Dental Plan coverage remains in effect while they are on an approved long-term disability claim for up to two years and 119 days from their date of disability. If the plan member remains on an approved disability claim after two years and 119 days, they have the option to join the GMS 3sHealth Retiree Benefits Plan. If the plan member applies within 90 days of their Extended Health Care and Enhanced Dental coverage ending, they will be guaranteed entry without medical evidence of insurability. The plan member pays premiums directly to GMS.

Disability Income Plan 

Contributions by the employee or employer are not required while on an approved long-term disability claim.

Employer provides a net pay top-up

• Some employers provide a “net pay top-up” for the first year an employee is on an approved WCB claim. This net pay top-up is an amount you, the employer, pay in addition to your employee’s WCB benefits to provide them with 100 per cent of their pre-disability net pay. During this period of net pay top-up, employees continue to receive payments from you, the employer. The employee continues to receive their benefit coverage, and premiums stay the same as when they were actively at work. After one year, WCB will pay the employee directly if their disability claim is still active. 
• Disability income plans state that WCB benefits are an offset of the Employee Benefit Plans disability benefit payment, meaning that WCB income reduces any benefit payment your employee receives from 3sHealth.

You should still encourage your employee to submit a disability claim to 3sHealth 90 days before the end of the net pay top-up period and before one year after the date of disability.

After employer provided net pay top-up has ended, or in the case of no net pay top-up

If your employee remains on a WCB claim and you are not providing a net pay top-up, you should complete and submit the Employer’s Initial Application Form and provide your employee with the necessary long-term disability application forms. An approved disability claim allows them to receive a ‘waiver of premiums.’ This waiver means that, while on an approved long-term disability claim, the employee’s Group Life insurance coverage is locked in at their pre-disability level and neither the employer nor employee have to pay premiums for their Group Life insurance. Their Extended Health Care and Enhanced Dental Plan benefits would remain in effect for up to two years and 119 days from their date of disability. After two years and 119 days, the employee has the option to join the GMS 3sHealth Retiree Benefits Plan to get coverage. 

If your employee’s leave of absence is due to a motor vehicle accident, they may be eligible to apply for disability coverage under their Employee Benefit Plans. 

Like for Worker’s Compensation Benefits, SGI benefits are an offset of the Employee Benefit Plans disability benefit payment, meaning that SGI income reduces any benefit payment your employee receives from 3sHealth. 

It is still important that you encourage your employee to apply for disability coverage, however, as they may qualify for a waiver of premiums. This waiver means that, while on an approved disability claim, your employee’s Group Life insurance coverage is locked in at their pre-injury level and neither the employer nor employee have to pay premiums for their Group Life insurance. Their Extended Health Care and Dental insurance would remain in effect for up to two years and 119 days from their date of disability. After two years and 119 days, their health and dental benefits end, and they have the option to join the GMS 3sHealth Retiree Benefits Plan to get coverage.

Please complete and send in this form Group Life Waiver Basic Information Form for non-3sHealth LTD Plans and a copy of the non-3sHealth long-term disability approval letter to ebp@3sHealth.ca. This form is used to obtain a waiver for Group Life premiums while the employee is on a long-term disability claim not administered by 3sHealth.  

• 3sHealth will send a confirmation of benefits letter to the employee. 

The employee’s Extended Health Care and Enhanced Dental Plan coverage will remain in place for up to two years and 119 days while on an approved long-term disability claim. If they remain on an approved disability claim beyond that period, they will be provided with the option to join the GMS retiree benefit plan. 

You must notify 3sHealth immediately if your employee returns to work or their non-3sHealth long-term disability claim closes.

If an employee is collecting pension earnings and has to go on a disability claim, those earnings will be deducted from their disability benefits payments. This may result in very little or no disability benefits payments for some individuals when they are on a disability claim. 

As such, some employees returning to work may decide to opt out of disability coverage. Provide your employee with this form if they decide to opt out. Opting Out of Disability Income Plan Benefits for Retired/Rehired Employees

If an employee has resigned from work voluntarily or has been terminated, you must let 3sHealth know that the employee is no longer with your organization. Employers in the AIMS system may complete their usual processes and we will be notified through the system. Employers who do not use the AIMS system must complete and submit the NPO Employer Changing Information Form. For both cases, ensure that you submit the information in a timely and accurate manner to avoid potential overpayments. 

Overpayments occur when an employee receives benefit payments for which they were not eligible. This can occur if claims are sent in after an employee is no longer eligible for benefits, but the records were not up to date. 3sHealth has a responsibility to recover all overpayments. If an employee does not repay an overpayment, it is ultimately the employer who is responsible to pay it back if the overpayment was the result of an employer not updating records in a timely fashion. 

When an employee’s employment ends, their benefits end at the same time. 

The employee has the option to convert the amount of their Basic Life insurance and/or Employee Optional Life insurance to an individual insurance policy. The employee has a 31-day period from the date their coverage ended to apply. The application to convert is subject to the benefit provisions of the 3sHealth Group Life insurance contract with the insurer. The employee will not be required to provide evidence of insurability. Their spouse may elect to convert his/her insured amount of Dependent Life insurance to an individual policy as well.

To convert any amount of Basic Life or Employee Optional Life insurance coverage to an individual policy, the employee should consult with a financial security advisor. Consulting with a financial security advisor will ensure that they receive the professional advice required to make an informed decision. The Group Life Conversion Option form must be completed by the employee as their application for conversion. You can provide this form to your employee, or they may obtain it from 3sHealth.

 To find out when an employee’s retirement date is, they must contact their pension provider. 

Available below are the links to some pension providers’ contact web pages:

• Saskatchewan Healthcare Employees' Pension Plan (SHEPP) 
• Public Employees Pension Plan (PEPP) 
• Regina Civic Employees' Superannuation & Benefit Plan
• All Other Pension Plans: Contact their pension plan provider or employer for details

When you know an employee is planning to retire, you can share what advance notice you require, as well as the forms and other documents you may need them to complete. You can also discuss their options regarding their accrued vacation and suggest they contact Service Canada for information regarding Canada Pension Plan (CPP) and Old Age Security (OAS) benefits. To avoid delays, you can also suggest they file their application at least six months prior to their planned retirement date. 

Note: If they tell you verbally, please ask them to provide you a written notice that includes their retirement date.

Once you have received the written notification, please forward the request to your human resources and/or payroll departments, depending on the requirements of your organization.  

Employers who do not use the AIMS system must complete the NPO Employer Changing Information Form. Employers who use the AIMS system may complete their usual processes, and we will be notified through the system.

Employers who use the AIMS system may complete their usual processes, and we will be notified through the system. Employers who do not use the AIMS system must complete the NPO Employer Changing Information Form. It is important that employers are specific when indicating that their employee has retired so that 3sHealth knows to send out the retirement package in a timely fashion. It will tell the retiree what to expect, give them options for their benefits, and tell them who to call if they have questions.

 Active benefits, such as health and dental, life insurance, and disability income all end on the date of retirement. Once the employer notifies 3sHealth of the retirement, a retirement package outlining the coverage options available to your employee will be mailed to their home address.

Health and dental 

The GMS 3sHealth Retiree Benefits Plan is available to retirees who previously had health and dental coverage.

The GMS 3sHealth Retiree Benefits Plan offers an affordable solution for continued benefit coverage. Employees may elect to enroll in health only, dental only, or both health and dental. This plan offers single, couple, or family plan options. 

If the employee previously had coverage under the health and dental plans that 3sHealth administers, we send them an application to the GMS 3sHealth Retiree Benefits Plan in their retirement package. They will also receive rate options and a brochure. If they make an application for coverage within 90 days after their retirement date, the plan does not require them to answer any medical questions or complete a medical exam.

On the application they will also have the option to choose the start date of their benefits with GMS. They can backdate the start date with GMS to when they retired so there is no break in coverage.

For more information on the GMS 3sHealth Retiree Benefits Plan, visit this page Information on the GMS 3sHealth Retiree Benefits Plan. 

Disability Income Plan

Existing disability coverage will end on your employee’s retirement date. There is no option to purchase additional coverage.

Group Life insurance

If your employee has existing Group Life insurance coverage, that coverage ends the day they retire. If your employee retires on or before their 65th birthday, they have 31 days to convert their coverage to an individual policy with Canada Life. For additional information, including eligibility guidelines, see Group Life Insurance Plan, Options upon Termination or Retirement.

Group Life Insurance

If your employee retires prior to turning 65 and they meet eligibility requirements, they can continue the following coverages they had at the time of their retirement: 

• Basic Life insurance 
• Basic Accidental Death & Dismemberment (AD&D) 
• Employee Optional Life insurance 
• Voluntary AD&D

To be eligible, employees must be members of the plan and under the age of 65. 

The amount of insurance they elect to continue must be equal to or less than the amount of coverage they had in force upon their retirement. 

Premium rates are the same as for active plan members. They are paid directly to 3sHealth through a monthly bank withdrawal on the first business day of each month to age 65.

Health and Dental

Your employee’s coverage under the 3sHealth health and dental plans ends on the date of their retirement. They have the option to apply for GMS 3sHealth Retiree Benefit Plan if they previously had coverage under the 3sHealth Employee Benefit Plans. If they were covered under a 3sHealth health and dental plan and make an application for coverage within 90 days of retirement, they will not be required to answer any medical questions or to complete a medical exam. Their enrolment is assured in the plan of choice.

Disability Income Plan

Existing disability coverage will end on their retirement date.

For early retirement, the employee can continue their Group Life insurance to age 65 if they meet one of the following conditions:

• They are age 55 or older and have worked for their participating employer continuously for at least 10 years and are enrolled in the Group Life Insurance Plan on the date of their retirement.
• They are age 55 or older and have been a member of the 3sHealth Group Life Insurance Plan continuously for at least 10 years (continuously means that they have not had a break in plan membership for more than six months). 
• They are a member of the Saskatchewan Healthcare Employee’s Pension Plan (SHEPP) and are entitled to an immediate unreduced pension on the basis that their age, when added to their credited service, equals 80 or more. 
• They are a member of the Public Service Superannuation Plan, the Public Employees Pension Plan, or the Regina Civic Employees’ Pension Plan and are entitled to an immediate unreduced pension.

In order to apply for Group Life Continuation upon early retirement, the employee must complete the 3sHealth Group Life Continuation form. 3sHealth Employee Benefits will forward the Group Life Retirement Option form to the employee once we have received notification of their retirement from their participating employer. The employee must advise 3sHealth of their decision to continue their Group Life Insurance within 60 days of their retirement.

If the employee has been in the Group Life insurance plan for 10 or more consecutive years, 3sHealth will issue them the $5,000 “Retired Plan Member Life Insurance Benefit” (RIB) certificate at no cost. 

If they have continued their Group Life insurance to age 65, their coverage will end on their 65th birthday and we will issue a RIB to them automatically. 

If your employee is eligible to continue their Group Life insurance to age 65 but chooses not to, we will issue a RIB automatically. 

If your employee is age 65 or older when they retire and are eligible, we will issue a RIB automatically.

Upon their passing, 3sHealth will pay the proceeds of their RIB to their named beneficiary(ies).

Group Life insurance

If your employee had existing Group Life insurance coverage, that coverage ends the day they retire. If they retire on or before you 65th birthday, they have 31 days to convert their coverage to an individual policy with Canada Life.

If an employee retires after the age of 65, then they are not eligible to convert to an individual policy.

Health and Dental

Your employee’s coverage under the 3sHealth Dental and Health Plans ends on the date of their retirement. They have the option to apply for GMS 3sHealth Retiree Benefits Plan for retirees who previously had coverage under the 3sHealth Employee Benefit Plans. If they were covered under the 3sHealth Dental and Health Plan and make an application for coverage within 90 days of retirement, they will not be required to answer any medical questions or to complete a medical exam. Their enrolment is assured in the plan of choice.

Disability Income Plan

Disability coverage will end on your employee’s retirement date.  Long-term disability coverage will end the month your employee turns 65. If they continue to work beyond 65, then they will continue to have bridge disability (short term disability) for members of CUPE or SEIU-West. When they retire any 

They can contact 3sHealth. You can also point them to the “Retirement” life event section. 

They can contact their pension provider.

Available below are the links to some pension providers’ contact web pages:

• Saskatchewan Healthcare Employees' Pension Plan (SHEPP).
• Public Employees’ Pension Plan (PEPP).
• Regina Civic Employees' Superannuation & Benefit Plan.
• All Other Pension Plans: Contact their employer or pension plan provider for details.

3sHealth administers your Employee Benefits Plan. We are happy to answer any questions you have. This page contains our contact information. 

Available below are the links to some pension providers’ contact web pages:

• Saskatchewan Healthcare Employees' Pension Plan (SHEPP).
• Public Employees’ Pension Plan (PEPP).
• Regina Civic Employees' Superannuation & Benefit Plan.
• All Other Pension Plans: Contact their employer or pension plan provider for details.

Available below are the links to different disability plan administrators: 

• Regina Civic Employees' Long-Term Disability (LTD)
• SGEU Long-term Disability Plan

If an employee returns to employment after retirement, the eligibility rules are the same as for any rehire except, they are no longer eligible for Employee Optional Life insurance. If the plan member returns from retirement within 30 days of leaving employment, 3sHealth reinstates the same coverage they had before. If the employer rehires them 30 or more days after their retirement date, the plan member is subject to the same eligibility rules as any new employee.

If an employee retires and then gets a new job at an employer who subscribes to the Employee Benefit Plans, they must meet eligibility requirements to get re-enrolled in the Extended Health Care and Enhanced Dental Plans. 

We are sorry for your loss. 

If an employee passes, or if an employee’s dependent passes away, we encourage the employer to inform 3sHealth. If 3sHealth is made aware, we can help guide either the plan member or their beneficiaries through the claim process. 

Employers who use the AIMS system may complete their usual processes. Employers who do not use the AIMS system must also complete the NPO Employer Changing Information Form. 

Once we have confirmed that the plan member was eligible, we will reach out to the named beneficiary(ies) directly. We will then send a package outlining the documents and a claim form that each beneficiary must complete. Once the beneficiary(ies) have returned the documents to us, we will process the claim and pay the proceed to the beneficiary(ies). 

If the employee had active health and dental coverage, it will continue for the surviving spouse and eligible dependent children for up to two years from the plan member’s date of death or until the surviving spouse remarries, whichever is earlier.

 If the retired plan member was collecting their pension, you can inform their loved ones to contact your employee’s pension provider directly. Available below are the links to some pension providers’ contact web pages:

• Saskatchewan Healthcare Employees' Pension Plan (SHEPP).
• Public Employees Pension Plan (PEPP).
• Regina Civic Employees' Superannuation & Benefit Plan.

We are sorry for their loss. If they are enrolled in the Group Life Insurance Plan, they have coverage for an eligible spouse in the amount of $10,000.

To start the process of making a life insurance claim, they may contact 3sHealth. We will send them forms to complete and will be here to support them through the full process of making the claim.

Your employees may also want to make changes to their beneficiary(ies) for their Group Life insurance coverage. They can do this simply by completing the Group Life Beneficiary Designation Form and sending the completed form to ebp@3sHealth.ca.

We ask that employees also complete the Employee Benefits Dependent Change Form” to remove their spouse from their health and dental plan. The completed form can be sent to ebp@3sHealth.ca. 

We are sorry for their loss. If they are enrolled in the Group Life insurance plan, the plan includes coverage for eligible children in the amount of $5,000.

To start the process of making a life insurance claim, the employee should contact 3sHealth. We will send them the forms to complete and will be here supporting them through the full process of making the claim.

Your employees may also want to make changes to their beneficiary(ies) for their Group Life Insurance coverage. They can make this update easily by completing the Group Life Beneficiary Designation Form. They can send the completed form to ebp@3sHealth.ca.

We ask that they also complete the Employee Benefits Dependent Change Form to remove their child from their health and dental plan. They can send the completed form to ebp@3sHealth.ca. 

We are sorry for your loss. 

If the employee retired prior to Jan 1, 2015, they may have received a $1,500 “Paid-up Life Insurance Policy” certificate, payable to their beneficiary(ies) upon the plan member’s passing. Their family can contact 3sHealth to confirm if we issued a certificate and to start the claim process, if applicable.

If the employee retired after Jan 1, 2015, they may have received a $5,000 “Retired Plan Member Life Insurance Benefit” (RIB) certificate, payable to their beneficiaries upon the plan member’s passing. Their family can contact us to confirm if we issued a certificate and we will start the claim process, if applicable. 

Once we have confirmed that the plan member was eligible, we will reach out to the named beneficiaries directly. We will then send a package outlining the documents and a claim form that each beneficiary must complete. Once the beneficiary(ies) have returned the documents to us, we will process the claim and pay the proceeds to the beneficiary(ies). 

Helpful tip: If the retired plan member was collecting their pension, you can inform their loved ones to contact your employee’s pension provider directly. Available below are the links to some pension providers’ contact web pages:

• Saskatchewan Healthcare Employees' Pension Plan (SHEPP).
• Public Employees Pension Plan (PEPP).
• Regina Civic Employees' Superannuation & Benefit Plan.

In the event your employee’s physician diagnoses them with a terminal illness, they may request an “Early Death Benefit” payment of up to 50 per cent of their basic Group Life insurance coverage or $50,000, whichever is less. To be eligible, your employee must have a terminal diagnosis with a life expectancy of less than 24 months. Employees can contact 3sHealth to advise that they will be applying. We will provide forms for them and their physician to complete. 

An approved Early Death Benefit application reduces the Basic Life insurance amount payable to their beneficiaries by the advanced amount. 

If they survive past the 24-month life expectancy, they do not need to pay back the advance; the advanced payment amount will reduce the Basic Life insurance amount payable to beneficiaries upon their death.

We are sorry for their loss. The plan’s disability benefits end on the day the plan member passes away. For this reason, it is important to inform 3sHealth as soon as possible to ensure no overpayment occurs. 

There may also be Group Life insurance coverage in place. Once we have confirmed the eligible life insurance coverage, we will reach out to the named beneficiaries directly. We will then send a package outlining which documents the beneficiaries must submit. When the beneficiaries have returned the documents to us, we will process the claim and Canada Life will pay the proceeds directly to each beneficiary.

If the plan member had active health and dental coverage, it will continue for the surviving spouse and eligible dependent children for up to two years from the plan member’s date of death or until the surviving spouse remarries, whichever is earlier. The surviving spouse can contact 3sHealth to have this coverage arranged.

Have the executor contact 3sHealth to confirm eligible life insurance policies for the deceased plan member. 

Once we have confirmed the eligible life insurance coverage, we will reach out to the named beneficiary(ies) directly. We will then send a package outlining which documents the beneficiary(ies) must submit, as well as which forms beneficiary(ies) need to complete and sign. When the beneficiary(ies) have returned the documents to us, we will process the claim and then Canada Life will pay the proceeds directly to each beneficiary.

If the employee had active health and dental coverage it will continue for the surviving spouse and eligible dependent children for up to two years from the plan member’s date of death or until the surviving spouse remarries, whichever is earlier.