For this reason and many more, University of Manitoba employees can now benefit from culturally sensitive counselling services through a new Employee & Family Assistance Program (EFAP) Kii by CloudMD. Kii offers mental health supports for the BIPOC and 2SLGBTQIA+ communities, along with Elder and Knowledge Keeper supports for Indigenous employees.

“As a community committed to equity, diversity, inclusion and accessibility, the University of Manitoba recognizes the impacts these lived experiences can have on our employees’ mental health and well-being,” said Rene Ouellette, Associate Vice-President (Human Resources). “We’re proud to enhance this commitment and offer UM employees mental health supports that suit their individual needs and identities.”

Employees can look forward to working with counsellors and therapists from diverse backgrounds who have experience working with BIPOC or 2SLGBTQIA+ individuals or have lived experiences as members of these communities.

Elder and Knowledge keeper supports for First Nations, Métis and Inuit employees involves a specific intake process that first pursues the client’s requested Elder/Knowledge Keeper. If you don’t have a specific Elder/Knowledge Keeper in mind, the intake nurse care coordinator at Kii will attempt to connect you with a counsellor who has lived experience or therapeutic experience working with Indigenous Peoples.

UM employees who have questions about the intake process or the services Kii provides can call Kii at 1-866-814-0018 or log into the Kii online portal.

These changes mean new and improved mental health services for employees, including extended coverage for everyone in their immediate family or household.

“We are excited to continue the recent enhancements made to employee benefits at UM and to be able to provide even more mental health resources to the UM community and its families,” said Jamie Gerlach, Director, Total Compensation and HR Systems.

Here are some highlights of the additional services employees will have access to starting May 1:

• Culturally sensitive counselling, with counsellors experienced in numerous issues affecting the BIPOC and LGBTQ2S+ communities
• Up to 14 counselling sessions per year (up from six)
• Elder and Knowledge Keeper Indigenous mental health supports
• Therapist-led internet-based cognitive behavioral therapy
• Enhanced family coverage

All UM employees, whether supplemental health plan members or not, will be able to register for Kii services on May 1 using our organization access code, which will be shared via email. Until then, employees can continue to use their TELUS Health One EFAP benefits. If an employee contacts TELUS Health One on or up to April 30, they will continue to work with a TELUS Health One counsellor until their issue is resolved or session cease.

Benefits information session webinar

Ahead of these new changes, the Benefits Teams will host an info session on April 24 at 2 p.m. via Teams, where they will discuss the EFAP changes and the recent enhancements to the supplemental health plan enhancements.

This session is open to UM employees only. Please check your email for the registration link.

Webinar recording

If you cannot attend the info session, a recording will be made available shortly after the webinar for all who register (you’ll receive an email). For those not wishing to register, a link to the recording will be provided in an email announcing the launch of the new EFAP on May 1.

Also keep an eye on UM Today for a forthcoming story all about the new Indigenous mental health supports available through Kii.

These enhancements come thanks to the hard work of the Staff Benefits Committee, who worked tirelessly on behalf of all UM employees to further improve benefits and expand coverage for the UM community and its families.

A full list of changes and details on each plan item can be found on the Benefits enhancements 2024 Intranet page. Some highlights include:

• Mental health: $1,000 annual coverage for full-time staff and $700 for part-time.
• Paramedical: Four paramedical categories each with a $500 FT /$350 PT annual limit.
• Vision: 100% reimbursement for vision, including eye exams and eyewear (limits apply).
• Drug plan: Removal of deductibles and annual limits; added diabetic supplies and insulin.
• Health Care Spending Account: Annual limits increasing by $40.

“We’re thrilled to share these expanded benefits with all plan members at UM,” said Jamie Gerlach, Director, Total Compensation and HR Systems. “These benefits enhancements reflect UM’s commitment to the whole health of all employees, and we hope they provide even more opportunities for our community members to prioritize their well-being.”

Benefits changes are reflected in the full-time, part-time and geographic full-time staff benefits booklets. Information sessions will also be held throughout April if anyone has questions. Keep an eye on your inbox for an invitation.

Employee-paid premiums will slightly increase to cover the costs of these enhancements, but, as before, can be reimbursed through your Health Care Spending Account (HCSA).

Open enrollment

Normally, those who have waived the Supplemental Health Plan must undergo a review prior to enrolling should they change their mind. Due to the substantial changes to our plan, however, Canada Life is allowing those employees to enroll during an open enrollment period of April 1 to April 30, 2024.

If you previously waived coverage and would like to enroll, send an email to benefits@umanitoba.ca with the subject line “OPT IN: OPEN ENROLLMENT” prior to April 30, 2024.

These are questions to discuss with your supervisor when considering the vacation purchase plan (VPP). If your area’s operational needs are covered, you may be eligible to benefit from the program.

The University will offer this popular program for the fourth year, says Darlene Smith, acting associate vice-president, human resources.

“The vacation purchase plan allows our staff to create flexible work arrangements and promotes work-life balance, which is a priority defined in our university’s Strategic Plan .”

The vacation purchase plan provides eligible employees with an opportunity to purchase five to 10 days of vacation in addition to their current vacation allotment. While unpaid leaves already exist, they impact seniority and  service accrual, vacation accrual, pension contributions and other benefits, whereas these consequences do not occur with VPP.

Last year the vacation purchase plan attracted a total of 410 employees.

The vacation purchase plan will run concurrently with the voluntary days off program. The VPP  allows salary deductions to be distributed throughout the year, whereas the voluntary days off program deducts from earnings within the pay period that the leave is taken.

The two options provide maximum flexibility for employees; however, the combined total of days between the two programs cannot exceed 10 days per fiscal year.

Application forms should be submitted to supervisors by February 15, 2019.

Questions? Call the HR Help Desk at 204-474-9400 or contact your HR consultant.

To provide any feedback, email hrfeedback [at] umanitoba [dot] ca

These are questions to discuss with your supervisor when considering the vacation purchase plan (VPP). If your area’s operational needs are covered, you may be eligible to benefit from the program.

“Human resources is pleased to offer this popular program,” says Gregory Juliano, associate vice-president (human resources). “In its second year, the vacation purchase plan attracted 380 employees, a 27 percent increase from the previous year.”

“Many participants have provided positive feedback, and asked us to continue the program.”

The vacation purchase plan provides eligible employees with an opportunity to purchase five to 10 days of vacation in addition to their current vacation allotment. While unpaid leaves already exist, they impact seniority/service accrual, vacation accrual, pension contributions and other benefits, whereas these consequences do not occur with VPP.

Similar to previous years, the vacation purchase plan will run consecutively with the voluntary days off program. The plan allows salary deductions to be spread throughout the year whereas the voluntary days off program deducts salaries within the pay period that the leave is taken.

The two options provide maximum flexibility for employees; however, the combined total of days between the two programs cannot exceed 10 days per fiscal year.

Juliano adds, “We want to provide flexible working arrangements, a benefit to our employees who aim for work-life balance. The plan gives community members more control over their time off in pursuit of healthy living options, an objective highlighted in the university’s Strategic Plan.”

Application forms should be submitted to supervisors by February 16, 2018.

For more information about the program and updated eligibility requirements, visit the human resources website.

Questions? Call the HR Help Desk at 204-474-9400 or contact your HR Consultant.

To provide any feedback, email hrfeedback [at] umanitoba [dot] ca

These paid premiums can be claimed by employees under the Healthcare Spending Account (HCSA) for 100% reimbursement if employees have not exceeded their limit. HCSA limits are $725 per year for full-time faculty and staff and $510 for part-time faculty and staff. 

Employees who make a claim for reimbursement must submit a copy of the statement along with a claim form to Great West Life. If either document is missing, reimbursement will be denied.

Any unreimbursed amount from the Health Care Spending Account may be eligible to be claimed under the medical expense tax credit on an individual’s annual income tax return. 

For a small group of employees, those who have been on an unpaid leave of absence from April 1, 2017 to September 30, 2017, a separate dental statement for premiums paid will be provided. 

To access the online statements, go to Employee Self Service through JUMP. Click on the tab ‘Staff’ or ‘Faculty’ and then the top link ‘Employee Self Service.’ Once re-directed to Employee Self Service, click on the top tab ‘My Benefits’ and then you will see the ‘Premium Confirmation Statements’ at the bottom left of the page.

The HCSA claim forms can be obtained from the Compensation and Benefits website.

Any questions can be directed to the Compensation and Benefits office, SB-GROUP-INSURANCE [at] lists [dot] umanitoba [dot] ca or (204) 474-7428.