Group Insurance and Retirement Benefits

Kick turnover to the curb.

Your employees are awesome.  You want them to stay.

We all know that employee turnover is a major issue in the Charitable sector.  In a recent study, 42% of respondents said that access to benefits was a key factor in a decision to stay or move to a new job – second only to salary in importance.

We work with a variety of Employee Benefits providers, and our years of close ties to the charitable sector has given us great insight into what your employees are expecting in terms of benefits.  We also understand the limitations of your budget cycle, and how to ensure that you don’t run into any surprising year-over-year cost changes that can have a direct impact on your crucial programs and services.

Talk to us about benefits plan options for your organization.

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*Please note we currently can only offer this service if your headquarters are in Ontario.

Quiet Legacy's advice on your Benefits Plan RFP


We’ve seen many organizations RFP for benefits providers.  This can be a tricky process.   Here are a few tips to make things go smoother:

Determine your consultant first.

You will need someone to help you shop the benefit plans.  There are different ways to do this – sometimes through an  organization that charges you a flat fee, or a licensed advisory firm that works on commissions paid to them by the benefits provider.   In either case, the consultant should shop the entire market for you.

Needless to say, we’d like to be your partner of choice, but there are lots of great companies out there.  We like to think we have a unique appeal given our speciality is the charitable sector – and, we follow the AFP and CAGP code of ethics, just like you do.

Determine the insurance company second.

Working with your consultant, you will then shop the benefits marketplace to determine the best plan for your organization.  Going with the lowest price may not be the best option.  We cannot overstate this enough –  as a charity, you do not want to have a cheap first  year of plan, only to have a renewal cost substantially higher than expected.  This is an all-too common occurrence we often see.    A far better strategy is to look at the range of quotes you have been given, and discard any outliers that seem far lower or far higher than the majority of quotes.  Then, focus on determining the ease of administration of the plans before making a decision.   In our experience, for most organizations, it is far more likely that your cost increases from the burden on your staff will outway the costs related to the choice of provider.