Financial problems don't seem to discriminate against whom they decide to trouble. Worries about money are sited as the number one source of stress for Canadians. After the economic downturn and lessons post 2008, financial education has a long journey ahead given more than 68 percent of Canadians report worrying a lot about their financial situation. It causes us to lose sleep, become distracted at work, as well as lie to ourselves and others regarding the degree of our worries, spending habits and state of our financial situation.
Who's stressed about money?
According to a survey conducted by the Financial Planning Standards Council (FPSC), women worry more than men about financial stress. Contributing factors that influence their stress are attributed to women living longer, earning more and becoming more involved as the primary manager of household finances.
Regrets, we have a few.
This same FPSC survey revealed that 87 percent of Canadians wish they had made better financial decisions. Top money regrets listed are wishing we'd:
- saved more or started saving earlier;
- invested more, earlier or wiser;
- spent less;
- bought a house, condo or property; and
- acquired a better education.
Who lies about money?
Now that Millennials represent the largest demographic in the Canadian and US labour force, this powerhouse cohort finally overshadows Baby Boomers who were the primary workplace influencers for the previous few decades. As per the FPSC survey, Millennials are more likely than any other generation to lie about personal finances with 33 percent admitting dishonesty with friends, 25 percent to family and 15 per cent to coworkers. The national average reports 17 percent as being dishonest about money to friends, 14 percent to family and 9 percent to coworkers.
Who has a financial plan?
The results of an FPSC international board global study of 19,000 adults in 19 countries, including Canada reveal that young people (at 37 percent) are more likely to have a financial plan than those over age 50 (at 27 percent).
Why do Millennials plan more? With frequent job changes more the norm and less likelihood of being part of a defined benefit pension plan, this cohort might feel more pressure to plan and save.
Stepping stones to financial health
Increasingly, there is a need to educate and inform Canadians about the value in taking greater accountability for their financial future. While it might be tedious to put together a financial plan or stick to a budget and pay down debt, these priorities can become more top of mind if information, tools and support is made readily available.
....At work, you say?
Where better to provide and share financial literacy tools and resources to help employees understand the importance of addressing financial priorities such as building emergency funds, being credit-card and/or line of credit debt free than where they spend the majority of their daily waking hours -- at work.
While some employers stick to providing resources to inform about education savings or inheritance planning, stepping stones to financial health start with the basics, an area of financial literacy that many Canadians have yet to embrace and champion.
Start with money management.
According to a survey by Interac Association, Canadians have a list of financials goals, but have difficulty with money management preventing them for reaching these goals. While they'd like to repay loans, purchase a vehicle, pay off a mortgage and save for their children's education, many don't have as little as $2000 available in their emergency or rainy day fund.
Keep in simple and stick to the basics
1) Offer resources, online or otherwise to help employees examine their spending habits monthly and create a budget they can get behind and stick to.
2) Consider credit free challenges and best ways to save money. Help make talking about finances safe and stigma-free.
3) Offer access to a certified financial planner who will work with employees to create a financial plan that's tailored to their financial situation, needs and goals.
4) Remind employees about how to use their benefit plan wisely and regularly share information in tangible, plain language. Explain in easy to understand ways why saving for their retirement while paying down consumer debt can and should happen simultaneously.
Increasing pension plan participation rates and topping up employer matching might be the overarching goal from a corporate perspective, but often, and especially when it comes to finances, we benefit most from remembering to walk before we run. This means keeping the basics of financial planning and developing skills to deal with conflicting financial priorities at the strategic and communication forefront.
Building the stepping stones for success is something we'd love to explore with you as we tailor a plan to meet your specific needs. We invite you to contact us today. Whether it involves your human resources strategy, benefits plan or retirement savings program, we're here to help so that you can focus on what you do best.
Some may wonder how much an employer should be expected to take on when it comes to educating employees. The question should also include -- what is the cost of not seizing the opportunity to educate where it benefits the overall well-being and productivity of their workforce?
With November marking Canada's financial literacy month, it is a great time to be reminded of so many important financial best practices that everyone should keep top of mind -- not just when November rolls around.
What the season brings...
November is the gateway to a season of spending and perhaps some overindulgences with festive celebrations, decorating, shopping and entertaining. It all takes its toll on the ability to stick to a monthly budget. It also may create tension when folks recognize that they didn't build up enough savings to prepare for the costs they incur at this time of year. Perhaps now, more than ever, it is important to be reminded of the value of knowing more about financial best practices and what it means to the security and comfort of one's future.
Returning to the question of why should employers feel a sense of responsibility for educating employees about financial literacy, it comes down to who has the best ability to positively influence the people they connect with for several hours a day, several days a week. The answer is clear -- an employer. The workplace provides the venue to offer key financial information about budgeting, saving, investing and debt management at a time when employees need it most. It is quite similar to what schools are able to do with students -- offer the right education at the right time.
Some employers have more of an ability and an appetite to provide financial education than others. The good news is that it doesn't have be costly or resource draining to build an employee's financial awareness arsenal. Also promising is that employees have a readiness to grow their financial understanding. Study after study reinforces employees' level of stress and the negative consequences that result by way of reduced engagement and productivity,
Employees want the information and the workplace provides an easy way for them to learn without necessarily needing to even leave their desks.
Over the course of the last few years, I've written several blogs on financial literacy in the workplace. While there are endless resources available, I thought it helpful to include 5 links so you don't have to spend any time searching.
How to deliver financial education?
There are many ways to share information from free online tools to worksheets, lunch 'n learns seminars and virtual meetings and recorded webinars. Everyone will have a different way to absorb information best, so it is helpful to provide different education methods that also factor in demographic differences. Someone in their 20s might not have any interest in saving for retirement, but they certainly might pay attention if there is an ability to learn new ways to repay student loans or save for a vacation.
One area that often tends to be overlooked is the financial coaching offered through Employee Assistance Programs as well as free education sessions offered through some insurance providers. Several providers offer free online tools and resources where they will come into the workplace and provide free financial education sessions.
Who is leaving money on the table?
One of the biggest challenges employers face involves employees not taking advantage of employer matching within defined contribution pension plans. Employees have various reasons for not voluntarily contributing to their pension plan, but whatever the reason, they are leaving free money on the table and walking away from a gift their employer is offering them. Financial education sessions targeted at helping employees think about their future can make a tremendous difference. It comes down to making information easy to understand and relatable to each audience.
For employers who jump in and embrace the opportunity to educate employees about financial literacy, the return on investment is 3 to 1. We know money problems affect stress and stress impacts productivity and absenteeism. Where no formal financial education exists in the school system, employers can seize the opportunity to make a much needed difference.
We focus on more than just retirement product education, we think about the things that matter most to you and are well positioned to help employers support their employees achieve financial success. We invite you to contact us. As always, we're here to help so that you can focus on what you do best.
Are Canadians overestimating their level of financial literacy? If recent studies are any indication, the answer is, yes.
Before we get to the survey results, let’s define financial literacy. It is the ability to understand how money works in the world. It is also defined as one’s know-how when it comes to managing money in ways that will help achieve short and long-term financial goals.
According to a LowestRates.ca survey conducted in partnership with IPSOS, 78% of respondents said their financial literacy was excellent and 64% reported it as being good. Yet another recent survey, this one sponsored by the Canadian Bankers Association, revealed that a large portion of Canadians appear not to have a basic understanding of simple financial concepts. Of the five questions asked, only 13% of Canadians aged 18 and over were able to answer all five questions correctly. Only 25% were able to answer 4 of the 5 questions right and over one-third answered less than 2 questions correctly.
What were these questions asked by Abacus for the Canadian Bankers Association and how difficult are they?
The questions are:
Demographics, socio-economic differences and gender appear to have an impact on level of financial knowledge. For this survey, those that answered all the questions correctly were more likely to be male (58%), older (over age 45) and have a university education. Additionally they had incomes over $75,000 (54%) and had a financial advisor (44%)
Conversely, the survey revealed that those who answered only one or no questions correctly tended to be female (61%), under age 35 (54%) and only had a high school education or less (57%). Many didn't have a financial advisor. They also live in households making less than $50,000 per year (48%).
What demographic cohort scored the lowest? From the Abacus survey, Millennial responses reveal that they are less financially knowledgable than Generation X and Baby Boomers.
According to the LowestRates.ca 15 question financial literacy survey, Millennials self-reported at the most confident that their financial knowledge was excellent (18%) compared to the rest of Canadians at 14%.
Perhaps creating opportunities for more Canadians in the workforce to conduct financial literacy surveys to gain a bit more perspective about their financial knowledge would be helpful. It begs the question — if we believe we have a high degree of financial knowledge, how eager or willing might we be to seek the help of a financial advisor or be open to learning more wither online or via workshops?
Increasingly, employers are reporting their employees are showing signs of being financially stressed. What are the warning signs to watch out for? Accordingly to TalkAboutDebt.co.uk, they include:
Answers to questions:
Monday, April 3, 2017 is National Employee Benefits Day. It is a day that was introduced by the International Foundation of Employee Benefit Plans eight years ago. Over time, employers, administrators, trustees, and service providers throughout North America began embracing the idea of celebrating a day for employee benefits recognition. After all, isn't increasing awareness and appreciation of employee benefits an ongoing goal for anyone working in the benefits industry?
Communication is the Word.
This year's theme is "Benefits Communication". For everyone's ease of reference, the IFEBP aggregated all of their content related to employee benefits communication into one website.
On April 3, the IFEBP will be offering a free webcast: Making the Connection: How to Make Your Benefits Communications Work. This webcast is open to members and non-members alike. They've also created checklists and sample communication materials to support the work being done to ensure the health and financial security of workforces in Canada and the US.
Over the years, we've shared a lot of information, tips and resources to support employee engagement, productivity and benefits appreciation. Guided by over a quarter century of experience in employee benefits, we know that communicating effective can help effectively reduce the cost of group benefits by as much as 20 percent (source: McKinsey& Company)
Is a rebranding of the benefits message necessary?
Communicating well about a benefit program also helps with employee attraction and retention efforts. If, and when, there are engagement issues, simply throwing more dollars at the benefit program might not be the solution. First, look at how the messages about the benefits offering are communicated and consider if more of a marketing or rebranding exercise is warranted. Perhaps there are other communication methods better suited to a particular workforce or a specific demographic within it.
Benefits are only good if they are valued.
Benefits, as good as the design was intended to be, are truly only great if they are understood, valued, and meet employee needs. Really knowing your workforce demographics and asking the tough questions to determine if you are properly and effectively reaching your audience is helpful.
Ask yourself or your communication team:
Many employees continue to generate employee survey results revealing that poor communication acts as a barrier to employee engagement and unfortunately, the trend for success in this area isn't where employers or employees need it to head.
We work with our clients on benefit program design and communication efforts that everyone can be proud of. We understand that clear and simple messages help tell outcome-based success stories and also speak to the motivating influencers that happen during an employee's life journey. The right message at the right time for the right audience builds employee benefit program awareness, understanding and value.
It is an ongoing exercise in strategic thinking, consistency and transparency, but one that is worth the effort in the short and long run. We invite you to contact us for ways to celebrate Employee Benefits Day. We're here to help so that you can focus on what you do best.
Registered Retirement Savings Plan (RRSP) season is upon us. Canadians have until 11:59PM on March 1 to make an RRSP deposit in order to reduce their 2016 taxable income.
As challenging as it may be for employers to educate their workforce about the benefits of saving, budgeting, and putting away funds to maximize their tax efficiency, RRSP season is the perfect time to reinforce key messages that may have been already communicated throughout the year.
RRSP season creates a need-to-know, just-in-time strategy that may be just enough to drive home some key savings tips. RRSP season also creates a window to educate, inform, and motivate employees.
Tips and Reminders
Reminding employees that RRSP season can be a great time to save even if it means taking an RRSP loan. Their return can be used to pay off the RRSP loan quickly. If employees find themselves in a RRSP loan situation, remind them of easy ways to make monthly contributions in order to avoid finding themselves in the same position next year.
Sprinkling RRSP tips throughout the year and creating opportunities for employees to learn ways to pay themselves first through monthly deductions will reduce the last minute RRSP contribution deadline dash. We have several tips and resources to support your financial literacy and RRSP season communication campaigns. Please contact us, we're here to help so that you can focus on what you do best.
With November known as Financial Literacy Month (FLM), it is a meaningful time to write on the topic of retirement preparedness particularly for many Canadians facing decisions about whether to continue working or make the transition into retirement.
For some, they might be standing on solid footing with their plans well established and investments well managed. For others, it is a time of increased stress and anxiety as their inability to make financial choices earlier in life has finally caught up with them. They didn't win the lottery, and there was no wealthy estranged relative who bequeathed them a tidy inheritance. They now find themselves in need of a Plan C.
With 10,000 North American Baby Boomers continuing to retire each day, surveys on the topic for retirement readiness become more prevalent. Consistency in the survey results is not surprising. The majority of people worry about whether they've done enough to plan effectively for that big day. While these worries are personal, there are many reasons why employers should care.
1) Worries about having enough saved for retirement inhibits productivity for those actively still at work. Anxiety about finances impacts energy, focus and confidence in the workplace.
2) If an employee can't retire based on his current savings, he may stay in the workplace longer than others producing greater results as highly effective contributors. Staying only because one can't afford to leave creates disengagement and the potential for an unhealthy succession bottleneck that may cause a ripple effect for younger workers who don't believe they have a clear path for advancement.
3) The cost of benefits increase with an aging workforce as the potential for chronic disease and other health issues puts more strain on costs associated with employer sponsored benefit programs.
While there are many studies targeting retirement preparedness, I'm highlighting two -- the 2014 Conference Board of Canada Study and the Ontario Securities Commission, Retirement Readiness, Canadians 50+.
In 2014, The Conference Board of Canada study polled over 2000 people. The results revealed that more than 40% of respondents had no clear understanding of exactly how much they needed to save for retirement.
Other highlights of this survey reveal:
a) 60% of respondents feel they haven't saved what they need for their retirement years;
b) More than 1/3rd of Canadians don't know when they will be in a financial position to retire;
c) More than 40% of employers think their workers are overly optimistic about when they will be in a position to retire;
d) 60% of existing retirees think they have enough retirement savings to meet their needs, but believe they might have financial difficulties over time.
The second survey was commissioned by the Ontario Securities Commission (OSC). Polling over 1,471 Canadians aged 50 or older, it found that 22% of these surveyed Canadians hadn't started to save for retirement and 31% of those who had started saving, felt they were behind in their retirement plan. Similar to the Conference Board of Canada Study, 38% of the OSC survey respondents reported they had no idea how much money to save for retirement.
When asked how they are saving for retirement, 36% of respondents shared that they rely on an employer-provided pension plan and 25% said that they will rely on the Canada Pension Plan or Quebec Pension Plan as well as Old Age Security as their primary post-retirement income stream. Of the pre-retirement survey respondents, 40% believe they will be in worse financial shape in retirement and that their standard of living would be compromised.
This human capital issue remains an individual one, yet with employees spending so much of their waking hours in the workplace, employers have the ability to influence the information and resources made readily available to their teams.
Helping workers feel more confident and well informed about retirement planning is in everyone's best interest. There are increasingly more free tools available to support retirement preparedness and we invite you to contact us to explore what might best apply to your workplace. As always, we're here to help so that you can focus on what you do best.
With all the discussion about the need for enhancements to CPP, the reason behind it is the motivation for this blog topic. It is widely believed that many Canadians struggle with financial literacy and don't take an active role in effectively managing their finances or saving enough to meet their retirement needs.
What is surprising is that Canada's average debtor may not be who we think. New data released by Statistics Canada and highlighted in the infographic associated with this post, suggest that those most in debt are well educated and think of themselves as quite financially literate. They aren't those with low income or little education. The data reveals that they understand the debt they have taken on and they believe they can afford to pay it off.
Canadian debt is on the rise with savings not in a place that has the feds or the provinces feeling that they couldn't help but intervene in the form of forced savings through the CPP enhancement. With November being Financial Literacy Month (FLM), it is an timely opportunity to remember that it is never to early to start discussions about the importance of money management and what financial preparedness entails.
When considering the money landscape, it has been reported that 1 out of 3 Canadians struggle to keep up with their finances and when we zero in on youth and money, 60% of youth report carrying some debt and one third owe more than $10,000. Credit card debt and student loans are the top two categories for Millennials.
The Financial Consumer Agency of Canada (FCAC) has a national strategy to help Canadians become more aware of the importance of financial literacy. They are inviting us to join the conversation on social media using the hashtag #CountMeInCA to share tips and to tell them what we're doing or what resources we're using to manage our money and debt responsibly as well as how we're saving for the future.
The FCAC offers a 4 step process for improving financial literacy:
1) Take the self assessment quiz. This short and free quiz helps to test one's financial literacy skills and reveals how you compare to other Canadians based on their responses.
2) Search on the Canadian Financial Literacy Database. It holds a range of financial topics related to budgeting, money management, saving, investing and more.
3) Take action and build a financial literacy "to do" list.
4) Participate in Financial Literacy Month.
Learning more about financial literacy and creating breathing room to save for the future starts with gaining knowledge and confidence through good money management and a strategic approach to debt reduction. With so many Canadians struggling to make end meets with pressing financial obligations, the idea of saving for the future often doesn't seem like a realistic priority.
As with anything that seems too much for one person to manage alone, seeking help and guidance with financial preparedness is no different. The FCAC website provides a list of questions to ask when looking for professional advice.
We're ready to answer your questions. For over two decades, we've been helping companies with their retirement savings programs along with ways to improve financial literacy in the workplace. We invite you to contact us. We're here to help so that you can focus on what you do best.
*source - Finance Consumer Agency of Canada
Even prior to the recent CPP enhancement announcement, the emphasis on saving and financial management has been a topic of conversation in the Canadian benefits arena for several months now. It is generally understood that aside from what Canadians may have picked up as students in a high school or college course, there are limited opportunities for adults to formally receive financial education training. This absence of education creates a notable gap in financial literacy levels. As a result, workplaces are filling up with workers who are stressed about their finances and who struggle to concentrate.
While there has been debate about what, if any, role employers should take regarding financial education, the reality remains that financial knowledge is lacking. As a result, employers find themselves in a position where they are called upon to close the gap and support their workers.
Employers who offer financial education in the workplace offers employees an environment where they can develop greater financial literacy and build confidence in areas that might be a source of great anxiety. Educated employees who've learned financial basics are better able to manage their financial future by taking control of their money matters today.
Financial basics look to address knowledge gathering in areas such as:
Perhaps the entire financial education conversation should include more focus on goal setting and understanding one’s financial value system. Providing employees with a list of questions to walk through either alone or with their partner might uncover some otherwise unsurfaced areas of concern when it comes to debt, savings and living with one’s means. Example of debt-management questions include:
Another way to facilitate financial education involves the use of online gamification where employees visualize themselves in retirement thereby allowing them to more realistically see their future selves. This allows them to practically consider the financial choices they make today.
Now with all of the available resources, can there be too much of a good thing? What if financial education turns to financial advice? Employers look for ways to ensure they don’t create scenarios that cross the line from education to advice.
Financial education can be separated from financial advice by taking a look at their respective definitions. Financial education is described as providing resources to help employees learn general financial terms and best practices. This type of information doesn't constitute advice. Widely available online, financial education is frequently offered through links to website resources. There are many reputable sources for free information on the home or landing pages of major Canadian banks. Financial education is also commonly offered via in-person workshops and worksite lunch ’n learns. These sessions are frequently supplemented by accompanying print material that offers general terms and unbiased resources.
Financial advice, on the other hand, involves providing a recommendation about a specific financial scenario. As employees start to internalize their own financial situations, there may be a tendency for questions to surface where specific recommendations are sought. This is where it pays to engage the services of an independent, certified financial planner who is qualified to work with employees on an individual basis. The point must be made to separate general financial education services from those that fall in the realm of advice giving. It must be made clear that the services of a financial planner or investment specialist are completely separate from that of the employer.
Once employers have established their parameters for offering financial education, there are many ways to creativity support employees’ ability to plan for financial success. We offer expert guidance in the realm of financial education and have a strong sense for what resources support greater workplace satisfaction. Don't let employee distractions and anxiety about their personal finances hinder productivity while increasing stress-related absenteeism in your workplace. Please contact us today. We’re here to help so you can focus on what you do best.
At one time, defined benefit pension plans were the norm. This might have been considered the post World War II golden age when workers stayed with one employer their entire career, had retirement farewell gatherings, were given a company watch and were reassured that their retirement annuity cheque would arrive monthly for the rest of their lives as a reward for their long years of service and dedication. According to Stats Canada, back in 1971, almost 50% of company pension plans for male workers were defined benefit arrangements. Fast forward to 2011 and that percentage drops to 25. Aside from the public sector, the shift away from defined benefit pension plans has been strong and steady. Many existing plans have also introduced grandfathering for retiree benefits.
It seems that the topic of pension reform has been much talked for almost a decade now. It is also well recognized that a widening gap exists for what public sector pension arrangements are able to offer Canadians workers during their golden years.
Several previous attempts at CPP reform failed. Now, with 8 of 10 provinces on board — excluding Manitoba’s Tory government who is still too new, and Quebec, with its separate approach through QPP — we appear to be moving ahead at full steam.
Something needed to be done given household debt in Canada leads the industrialized world. Perhaps we’ve been lulled into a false sense of predictable low interest rates allowing us to carry even higher amounts of debt.
In Ontario, the ORPP was set to launch in 2019 and if nothing else, it created more motivation for the feds to try again and seek the support of at least 7 of the 10 provinces representing at least 2/3 of the country’s population. In Ontario, we are ready to put ORPP plans on the shelf as CPP expansion was always the preferred approach to foster Canadians’ ability to save for retirement.
While not able to address those close to retirement or those who didn’t contribute much or anything and are now retired or quickly facing retirement, CPP reform will more fully support the savings needs of younger workers as well as those earners in the middle category who are earning in the range of $50,000 to $80,000.
Workers under age 45 and at these middle income levels appear to be most at risk. There are a number of possible contributing factors that result in an incapacity to save due to stronger competing forces vying for a limited pool of funds. Whether it is lingering student debt, mortgage payments, credit card bills or simply keeping up with The Joneses, the reality remains that many middle class workers aren’t saving enough for retirement and without the help of CPP reform, they might not easily find a way to change their behaviour in order to create favourable savings outcomes.
Major CPP reform changes at-a-glance:
Employers play a key role in the savings scenario too as many seek to educate employees and raise their level of financial literacy. We’ve been working with group pension plans and employers for over 2 decades now and invite you to contact us. We’re here to help so that you can focus on what you do best.
Following the ebbs and flows of the Baby Boomer generation (born between 1947-1964) can be an interesting and insightful experience whether you are of this generational slice of the workforce pie or not. Baby Boomers continue to be studied, surveyed, and analyzed for their preferences, buying habits, and saving patterns. Regardless of the industry, the behaviours of this demographic makeup of our society simply can't be overlooked and particularly not with 10,000 North American Boomers celebrating their 65th birthday every day for the next 20 years. (Source: Pew Research Center).
In the pension and benefits world, the life event milestones of Boomers demand greater attention and strategic thinking. More focus is being placed on what benefits coverage will be appropriate as well as how to best to draw down on investment income in their post workforce participation world. With decumulation, the question becomes not whether a person saved enough for retirement, but how best to draw down regular income post workforce participation and not run out of money before death. It comes down to balancing acceptable risk versus a sustainable withdrawal rate.
There are various methods to help people draw down on their investment assets. Looking at the cost, risk and flexibility as well as understanding the person's personal preferences related to their finances is important. As this topic heats up, some questions to consider when planning a withdrawal from workforce participation include:
1) Are there any debts that should be paid off so there are no payments taken from retirement income?
2) How much if any of a "rainy day" emergency fund is needed?
3) Are there any funds to be set aside for specific bequests?
4) What other assets should be factored in (e.g. house)?
5) What type of expenses exist and how should they be broken down based on essential (necessary for survival), basic (ability to travel south each winter) and discretionary (like make charitable donations)?
When addressing the decumulation strategy, thought should also be given to one's 1) private pension, 2) government sponsored benefits, 3) any continued workforce participation, 4) taxation, 5) investment costs, interest rates and the rollercoaster ride given by stock markets.
There are several decumulation methods and each varies when it comes to cost, risk, and flexibility associated with them. They include:
1) working with a financial advisor
2) lifetime annuity or term annuity
3) draw down pension and/or target date funds with a decumulation feature
4) home equity release
5) Shifting investments to TFSAs
6) RRSP "meltdown" - making RRSP withdrawals earlier in life if you'll face tax at a lower rate than anticipated in the year of your death.
Increasingly, approaches to addressing decumulation will take center stage where accumulation discussions previously dominated. There is much to unbundle and address on the decumulation topic particularly as it pertains to what can be withdrawn on a tax-free basis and the different age limitations related to annuitizing or converting assets. We invite you to contact us to discuss what decumulation strategies would work best for your corporate pension plan arrangement as well as best practices related to educating your plan members.
We're here to help so you can focus on what you do best.
Dave Dickinson, B.Comm, CFP, CLU, CHFC
Experienced Benefits Specialist ready to optimize your group benefits and pension plans.