Many organizations are looking for new benefits to extend to employees to either enhance HR's abilities to offer competitive benefits or to be innovative and extend new programs that could be aimed at Wellness or other corporate objectives. The following highlights some other benefits which may be considered new in the marketplace and might be just right for certain organizations.

Critical Illness

This is an optional benefit growing in popularity. It is designed to pay out lump sums in the event an insured individual contracts a life threatening illness. Employees can choose the amount of coverage they want and pay premiums according to the coverage level through payroll deductions. If the employee contracts one of the specified diseases or medical conditions the plan pays the employee corresponding amount. Designed to assist employees in time of need, Critical Illness can be adopted into any benefits plan.

Optional Life Insurance

As mentioned above, many plans offer amounts of life insurance on the employee, the employee's spouse or dependent children with the premium paid by the employee through payroll deduction. Rates usually vary by age band, gender and smoking status and the insurance is effective only after satisfactory evidence of good health has been submitted and approved by the insurer.

Optional Accidental Death & Dismemberment

Usually offered in conjunction with the Optional Life Insurance and paid through payroll deduction.

Group Home and Auto Insurance

The mass buying power of a large employer or even a medium sized employer can produce premium reductions for employees home and auto insurance. The premium is paid through payroll deduction but is seen as a benefit by those employees who choose to participate because they obtain insurance at a reduced cost. Usually, the only contribution by the employer is the payroll administration.

Prepaid Legal

Although not as popular in Canada as it is in the U.S. a few employers offer a plan of Prepaid Legal expenses with premiums paid by the employee. Again, the only contribution by the employer is to provide the payroll deduction.

Executive Wellness

An Executive Health Management program is designed to provide the executive team accessibility to personal health evaluation services, above and beyond those traditionally offered through the Provincial Health Plan and through the employee benefits plan. These services help executives keep their work-life and their outside of work life in an effective state of equilibrium. The services should be aimed at raising their health awareness, promote wellness and prevent early disease. Usually defined as:

• A customized medical program that goes beyond our general health care system to maintain or re-gain optimal health;
• It will be a comprehensive medical program to detect illnesses which can be byproducts of age and stress;
• Design it as preventive care intended to detect health issues before symptoms appear;