GROUP BENEFITS CONSULTING
We specialize in designing and optimizing benefit plans that are sustainable, competitive, and aligned with your organization's goals.
Whether you're managing rising costs, shifting workforce needs, or simply looking for better support -
we deliver objective, needs-based advice, fully documented for compliance and risk mitigation.
EMPLOYER SUPPORT
SERVICES
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Plan Design Benchmarking
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Funding Arrangement Solutions
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Financial & Risk Tolerance Evaluations
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Carrier Comparisons & Market Surveys
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Implementation Structure & Process Leadership
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Claims Experience Reporting
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Cost Containment Strategies
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Renewal Analysis, Negotiations & Reporting
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Administration Optimization & Assistance
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Disability Claims Advocacy & Guidance
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DEI Solutions & Integration
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Industry Insights & Market Trend Updates
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Tailored Employee Communications & Education
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Proactive Plan Oversight & Support
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Total Compensation & Reward Statements - fee for service
EMPLOYEE SUPPORT
"Positioning employers to protect their people and reduce their risk
- with the strategy, structure, and confidence that comes from expert guidance."
SPENDING ACCOUNTS
Spending accounts give employers a defined, controllable budget to extend coverage in a way that is flexible, inclusive, and tailored to the diverse needs of their workforce. Employers can offer these as a standalone solution, or layer them alongside insured benefits to enhance overall value.
HEALTH CARE
SPENDING ACCOUNT
(HCSA)
A CRA-regulated, non-taxable benefit that allows employers to allocate a fixed annual amount for employees to use toward eligible expenses as defined under the Income Tax Act.
Employer contributions are a tax-deductible business expense, and reimbursements received by employees are tax-free.
Eligible Expenses:
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Prescription Drugs and Medications
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Dental Care
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Paramedical Services
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Vision Care
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Medical Equipment & Supplies
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Other expenses such as fertility treatments, mental health services, smoking cessation programs, and vaccinations.
FLEXIBLE
SPENDING ACCOUNT
(FSA)
Combines an HCSA and LSA.
Employees choose at the beginning of each benefit year how they want to allocate their credits between the HCSA and LSA,
based on their personal needs and priorities.
HCSA
+
LSA
LIFESTYLE
SPENDING ACCOUNT
(LSA)
An employer-funded account that covers a broad range of wellness and personal expenses defined by the employer.
Employer contributions are a tax-deductible business expense, and reimbursements are considered a taxable benefit to the employee and must be reported as income.
Customizable Eligible Expenses:
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Fitness & Active Living
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Mental & Nutritional Wellness
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Childcare & Family Support
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Personal & Professional Development
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Wellness Technology & Devices
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Personal & Pet Care
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Alternative & Holistic Wellness
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Individual Insurance Plan Premiums: Life / Disability / Critical Illness
“We have been working with Christine Leskun since 2020, and the experience has been remarkable. Her expertise, professionalism, and dedication to ensuring we always come first consistently exceed our expectations.
Our company as a whole has utilized the various channels of support and the vast insurance solutions for our business and personal needs.
We are extremely pleased with the exceptional service Christine provides and look forward to continuing our partnership for years to come.”
- CLIENT TESTIMONIAL -