To our valued customers,
Our team is taking determined action to protect the health and safety of our employees so that we can continue to deliver best-in-class service, expert advice and support to our customers.
We have implemented a work-from-home schedule, with fewer staff working in our office. To further safeguard our employees, we are following the guidelines and advice from the Public Health Agency of Canada (PHAC). We are also encouraging employees to reach out for assistance when needed.
We’re in this with you.
While we meet the challenges of a global […]
Dehoney Financial Group (DFG) is pleased to announce Alain Bergeron has joined our team in the role of Chief Operating Officer as of November 12, 2019. Alain joins DFG with a wealth of experience working in the group benefits and insurance industries, predominantly with a large Canadian insurer where he was instrumental in its growth throughout Western Canada.
Building on a successful business and customer service model, Alain will focus on strategic business improvements and their execution. Alain will help bring to life the vision of DFG President and Founder Jim Dehoney by aligning the firm’s resources and applying […]
Recently, the Government of Ontario and insurer Industrial Alliance (IA) prepared some helpful information related to the upcoming changes to OHIP+. Our team assembled those details below to help our clients and plan administrators manage the transition.
APRIL 1, 2019 OHIP+ WILL NO LONGER COVER INDIVIDUALS 24 YEARS OLD AND UNDER WITH DRUG COVERAGE THROUGH A PRIVATE INSURANCE PLAN.
This is a major change to OHIP+ which impacts all youth aged 24 years and under covered by a private group insurance plan. Effective April 1, 2019 prescription drug claims must be submitted to a […]
Gender Identity and Expression
More than a year ago, the Government of Canada amended the Canadian Human Rights Act (Bill C-16) to add gender identity and gender expression to the list of prohibited grounds of discrimination. As Kathryn Bird of the law firm Hicks Morley wrote at that time, this amendment would bring “greater awareness of a person’s right to be accommodated, and of the importance of ensuring employers/service providers create an atmosphere conducive to the promotion and productivity of – and delivery of service to – all persons, regardless of gender identity and gender expression.”