If this is your first time using e-Courier it will ask you for your phone number, simply for account verification purposes. Please make sure the phone number you provide is the same one we have on file for you, so that we can verify your account.
e-Courier is not just for claims, you can send in any sensitive information you would normally send by mail or fax such as VOID cheques for direct deposit, Eligible Claimant Information forms or Pre-Authorized Debit forms.
Claims Submission Process
We can return the original receipts to you of any disallowed expenses, if requested.
You can also include fees such as dispensary fees or any other extra fees charged by a medical professional.
What does 'Medical expenses for which you are reimbursed or are entitled to be reimbursed from other plans' mean?
On the registration application form do you want the postal address of the business, or our personal postal address?
On Appendix A you would put the mailing address for each employee. This is the default address where the reimbursement cheques will be mailed for that employee. If the employee moves or wishes to switch to electronic deposit, please forward another Appendix A to update their information
I am a sole proprietor and I have an expense that will go over the total allowable limit, can I claim the remaining amount next year?
Yes, you can submit an eligible expense over multiple years until it is fully reimbursed.
Our company has some employees and some shareholders and some who are both. How do we ensure our PHSP is set up according to the rules?
A PHSP is designed as an “employee” benefit and not a “shareholder” benefit. All members of the PHSP must be employees, so workers who are “shareholders-only” should establish themselves as employees as well. For businesses who are one-person companies and use dividends for the bulk of their compensation, they should pay themselves at least some salary to meet this definition. Lump sum employment bonuses paid at year end will avoid payroll administration. Consult your accounting or taxation advisor for advice on this matter.
Only “Covered Employees” need to appear on the Appendix A form, although both spouses can be listed if they are both employees. Any expenses for you, your children and your spouse can all be claimed under you as the Covered Employee. It covers any member of your household related by blood, marriage or adoption. Only unincorporated businesses need to list their family members and will use Appendix C for that.
While no employee can be excluded from participating in your PHSP, the Planholder can contain the costs of operating a benefit plan. This is accomplished by assigning your employees into classes of coverage. Those employees which have a key role in the company such as the owner or principal can have a higher limit; middle management or supervisory level employees can be grouped with slightly less coverage. Clerical or labourers can have a class with lower coverage. And temporary, seasonal or part-time employees can be managed with probation periods, minimum hour limits and lower coverage. You can also make your PHSP optional with the choice of opting out.
You can equate $2000 to a one dollar per hour pay raise over a 2000 hour working year for your employees. From our experience, an average family of 4 spends about that much in routine expenses each year. So depending on your generosity and ability of your company to pay the costs of your PHSP you can consider that as your middle level class. Management could be higher and operating staff could be lower. You can operate for some time and determine if that works for you. You, as the Planholder can lower or raise these limits at any time simply by letting us know your intentions.
For the purpose of PHSP eligibility, your total income is the amount from line 150 of your income tax return, (before you deduct any amounts for a PHSP); minus the amounts you entered on lines 207(RPP Deductions), 212(Union Dues), 217(Business Investment Losses), 221(Carrying Charges), 229(Other Employment Expenses), 231(Clergy Residence Deductions), and 232(Other Deductions).
For the purpose of PHSP eligibility, your income from sources other than self-employment is the amount from line 150 of your income tax return, (before you deduct any amounts for a PHSP); minus the amounts you entered on lines 135 to143(Business, Professional, Commission, Fishing, Farming Incomes excluding business losses which reduced the net amount reported on those lines), 207(RPP Deductions), 212(Union Dues), 217(Business Investment Losses), 221(Carrying Charges), 229(Other Employment Expenses), 231(Clergy Residence Deductions), and 232(Other Deductions).
While we are as legitimate as all other PHSP providers in Canada, we will need to earn your trust to keep your business. To be prosperous we need to have a long, positive relationship with your business. Long relationships can only be built on trust.
We’ll protect your privacy. We’ll provide a valuable service at a fair price. We’ll help you reduce your health benefit expenses. We’ll be frank and honest with you. If you can be served better by one of our competitors, we’ll recommend them to you. We’ll succeed when all of our customers succeed. If we continue to do all those things, then we’ll have earned your trust.
Yes, we are an accredited member of the Better Business Bureau. You can click on the BBB icon below the menu on any page on the Brock Health website. That will take you to our BBB Reliability Report. It confirms no complaints have ever been received.
In addition to cost savings, a PHSP has a number of other advantages over traditional benefit plans, including more comprehensive coverage, 100% reimbursement, greater flexibility, and simplicity.
Brock Health has one of the lowest administration fees in Canada (5%) and provides great service with a guarantee of claims processing within 5 days. In addition, if you are transferring a PHSP from another provider, we will waive the $100 registration fee.
I thought you also needed to purchase insurance to have a PHSP. How come Brock Health Administration doesn't sell insurance?
Should the definition of a PHSP in section 248(1) of the Income Tax Act be interpreted in a casual way, one could be confused in thinking insurance is required to qualify as a PHSP. However, that confusion became apparent to Canada Revenue Agency and that is why the Interpretation Bulletin IT-339R2 was released in August 1989 to address the matter. This Interpretation Bulletin is entitled “Meaning of private health services plan” specifically to clear up this confusion. Section 3 of this document clearly states a PHSP is a “plan in the nature of insurance” and it goes on to enumerate five sub-points of which the Canada Revenue Agency believes describe that “nature”. Furthermore, Section 6 specifically illustrates how the “cost plus” model of a PHSP should function.
You will find the bulk of the PHSP service providers in Canada, including Brock Health Administration operate under this exact “cost plus” model. The ‘Why Choose Brock‘ page will point you to all the major PHSP providers where you can compare and confirm this fact.
Yes, references are available by simply calling our office.
Brock Health Administration is an established PHSP provider in Canada. The business was started in late 2005 after observing the Private Health Service Plan market could be served by a low cost, yet fully comprehensive PHSP product offering. We spent about 8 months in research, staffing and development. We launched the company, the business, the website and our sales efforts in late 2006 with zero customers. We now have over 4000 customers from coast to coast to coast in every province and territory.
Our family has significant health care costs and writing such a big cheque will affect my business cash flow. How can I handle that?
You do not need to wait until the end of your fiscal year to make a claim submission. If you are concerned about the effect of delays in turnaround on the reimbursement cheque on your business cash flow, we suggest you submit smaller claims more frequently; say quarterly or monthly. We do not have minimum amounts or charge anything extra for multiple claim submissions.
Some of the major advantages of a PHSP include:
• Tax Effective – Make your health and dental expenses 100% deductible by your business and tax-free to the employee to reduce your taxes
• Broader Coverage – Get a comprehensive range of coverage that is often excluded by traditional benefits plans
• 100% Reimbursement – 100% of eligible benefits claims are reimbursed up to the limit you set
• Works with Other Plans – Deduct any eligible expenses not covered by a spouse’s plan or submit premiums from insured plans to your PHSP to make them deductible and reduce taxes
• Greater Flexibility – You can allocate your benefit dollars to where you need them most. Each employee uses the particular benefit that is needed not the insurance company.
• Simple. Benefit plans have become increasingly complex. A PHSP is an easy way to manage your Health and Dental costs. Pay for only what you use.
By establishing a PHSP, you are able to deduct your Health and Dental costs as a business expense in a similar fashion to phone, office supplies, or parking expenses. This will save you a significant amount of money by making your health and dental expenses 100% tax-deductible through your business.
Families typically spend between $1,500-$3,000 on Health and Dental per year. For an individual with a 30% marginal tax rate this would mean a savings of $450-$900 per year versus compared to using post-tax dollars.
Your savings will depend on the many factors that make up your marginal tax rate, how much you spend in a year and your tax rate. Ask your tax advisor about a PHSP.
Yes. You can use your PHSP as a “top-up” plan. Any eligible Health & Dental expenses not covered by your traditional benefits plan are eligible to be claimed under your PHSP. For example, if your spouse has an employer sponsored benefits plan, submit any non-reimbursed amounts from that plan as eligible expenses for your PHSP. Simply submit a copy of the Explanation of Benefits statement received from your other plan in place of the receipts to Brock Health. Insured premiums from other benefit plans such as travel medical insurance, health or dental benefit premiums, and catastrophic insurance are also eligible for reimbursement through a PHSP.
No. A Brock Health Administration PHSP is a service sold to the business (Planholder) for one single $100 fee regardless of the number of Covered Employees. Furthermore, we do not charge any fees to adjust your list of Covered Employees or their Coverage Classes. You can make any changes to your plan free of charge at any time. In fact, if you open a second plan for a related business we will even waive the second registration fee!
No. You can simply send us an email with the changes on an Appendix A form or include your changes with your next claim and we will update the records at no charge.
No. The $100 registration fee is “one time only” to cover the costs of setting up the plan in our systems. There are no annual fees at Brock Health Administration.
We have no unadvertised charges of any kind. There are no annual renewal fees at Brock Health Administration. Similarly, we do not charge any fees for you to terminate your plan. Our $100 registration fee and our 5% administration charge are the only two costs you will ever have at Brock Health Administration.
How come Brock Health Administration doesn't charge GST/HST on the Application Registration Fee like some other providers?
Services to arrange the issuance of health benefit policy are exempt from GST/HST. The discussion of this subject by Canada Revenue Agency is under “Exempt Supplies” in GST/HST Memorandum 17.9 -Insurance Agents and Brokers.
Yes. Brock Health collects HST on transactions with businesses located in Nova Scotia, Newfoundland & Labrador, New Brunswick, and Ontario. We collect GST in the remaining provinces and territories.
Can a PHSP be set up for my employees to help them save money while still providing comprehensive coverage?
Absolutely! You can easily provide your employees with a PHSP having a pre-set spending amount for the various classes of employees, from a few hundred to several thousand dollars per year. The amount is your choice. Like traditional benefits plans from insurance companies, all payments from a PHSP are tax free. However, unlike a bonus or pay increase, a PHSP reimbursement payment to the employees is not deemed as a taxable benefit to the employees. This can save your employees significant dollars compared to providing them with additional earnings (in after tax dollars) to cover their benefits.
A PHSP provides employees the ultimate flexibility, broad coverage and optimizes benefit dollars. While for employers it is a simple way to provide employee benefits and have cost certainty on your benefits plan. A PHSP is a great way to attract and retain employees!
Prepaid Plan FAQs
Some of the major advantages of a Prepaid PHSP Plan include:
- Competitive Advantage – A PHSP offers coverage for substantially more services than typical insurance. Putting the more comprehensive coverage of a PHSP in your benefits package broadens your ability to attract and retain employees you need to make your business succeed.
- Non-Taxable – PHSP is a fully deductible business expense to you. Furthermore it is not considered a taxable benefit to your employees. It is an effective part of a competitive compensation package that helps dollars go further.
- Cost Control – You decide the amount you allocate to employees each year, not your insurance company. You do not have to worry about premiums increasing on an annual basis and you can forecast and budget with certainty. Set up payment plans that work for the cycles of your business.
- Simple – Benefit plans have become increasingly complex. This is an easy, simple way to cost effectively outsource this non-core activity while actually increasing the variety of coverage to your employees. Choose between monthly or annual reporting.
Some of the major advantages of a Prepaid PHSP to employees include:
- Privacy – Employees submit claims confidentially direct to Brock Health. The employer does not see your health details.
- Direct Deposit – Employees can choose to have reimbursements paid directly into their bank accounts or receive printed cheques in the mail.
- Great Flexibility – Employees have the flexibility to allocate benefit dollars to specific areas of eligible health services that meet their needs.
- 100% Reimbursement – 100% of eligible benefits claims are reimbursed and there are no exclusions for pre-existing conditions.
- Comprehensive Coverage – A greater range of health and dental services are eligible than with traditional benefits plans. Some examples include massage therapy, laser eye surgery, physiotherapy, naturopathy, chiropractic, orthodontics, and travel emergency health insurance premiums.
- PHSP Can Be Used as a “Top-up” Plan – For example, if an employee’s spouse has insured plan benefit coverage from the spouse’s employer, then any non-reimbursed amounts can be submitted to your PHSP.
- Works in Combination with Insured Benefit Plans – If employees want an insured benefit plan they can purchase a plan that is right for them and submit the premium amount to their PHSP for reimbursement.
- Non-Taxable – A PHSP reimbursement is a tax-free payment to employees.
If my employees are submitting directly to Brock Health and being reimbursed immediately how is Brock Health being paid?
Brock Health has introduced an easy way to fund your Prepaid PHSP. It is called the Threshold Plan. Your business provides an initial advance to Brock Health when the plan is opened. You can decide how much of a deposit your business will make. We suggest about 10% – 15% of your annual benefit cost. That corresponds roughly to what your employees might claim in a month. As your employees make claims against your account, they draw down that amount. When it drops below the threshold amount that you establish we will issue an invoice to you. You refill your account with a payment to Brock Health and the cycle continues. Your business can determine how much that refill amount will be. That in turn determines how often you will receive refill invoices from us. Our Threshold Plan is fully under your control. If you prefer to avoid correspondence throughout the year, you can prepay the entire annual amount at the start of each benefit year.
You will receive monthly statements from us outlining all the Planholder transactions that month. In addition, we include individualized employee statements showing their remaining balances. These are suitable for distribution to your employees. We do not offer online access to employee or Planholder information.
Each year the account simply rolls over to continue operation in the subsequent year. You do not lose the money it will be simply used to fund employee benefits in the following year. Any unclaimed “room” on each of your employee accounts is dropped so those “lost” amounts are no longer a liability to your business. You may choose to customize your plan if you wish to offer any sort of unused balance carry-forward.
Those unused funds on account remain an asset to your business. Since you only receive tax receipts for the funds used by your employees in health benefits, the cash balance of the account remains the property of your business. If for any reason, you choose to close your account with us, we will refund your cash balance within 10 business days.
Unfortunately, the answer is no. Brock Health is not a deposit taking institution and we do not reinvest your funds. Those funds are permanently available to pay claims. That is why we recommend you maintain only the absolute minimum balance to simply address our credit risk. We do not want to adversely impact your operating capital.