1. Choose the Right Frame: Consider the style, colour, and material of the frame. It should complement the artwork or photo while also fitting with the overall aesthetic of the room where it will be displayed. It’s main purpose is to protect the artwork or the object that you are framing

2. Matting: Adding a mat can enhance the presentation of your artwork it also lets your artwork or needle work breath. When you use matting it lifts the glass off of the artwork of needle work.Use acid-free mats to prevent yellowing and damage over time. The designer will help and advise you on the size of the mat in poportion to the artwork and the size of the finished piece. Mounting: Use acid-free mounting materials, such as archival photo corners or acid-free tape, to attach the artwork to the backing board. This helps to keep it in place without causing any damage.

3. Conservation Framing: If you have valuable or irreplaceable artwork, consider conservation framing. This involves using acid-free and UV-protective materials to prevent fading, discolouration, and deterioration over time.

4. Proper Handling: When framing, we make sure to handle the artwork with clean hands or wear cotton gloves to avoid leaving fingerprints or smudges. Be gentle and avoid touching the surface of the artwork directly.

5. Hanging Hardware: We ensure that your frame has appropriate hanging hardware, such as D-rings and wire or wall buddies that are securely attached to the back. This will make it easier to hang the frame evenly on the wall.

6. Display Location: Consider the lighting conditions and environment where the framed picture will be displayed. Avoid direct sunlight, as it can cause fading. Also, keep the artwork away from areas with high humidity or extreme temperature changes.

7. Level and Placement: Use a level to ensure that your frame is straight when hanging it. Consider the height and placement of the picture on the wall, keeping in mind the surrounding decor and furniture.

8. Grouping and Arrangement: If you have multiple frames to hang, experiment with different arrangements to create an appealing display. You can try arranging them in a grid pattern, a gallery wall style, or in a staggered formation.

9. Cleaning and Maintenance: Never spray a glass cleaner onto the glass in the frame. Spray your cloth and then wipe the glass. Regularly dust your framed artwork with a soft, lint-free cloth to keep it clean. If needed, use a non-abrasive cleaner specifically designed for frames or glass.

When most people think about what it takes to help protect their loved ones’ financial security, they tend to think about life insurance – and it makes sense. Owning insurance that pays out a lump sum benefit to your beneficiaries in the event of your untimely death is the most effective way to ensure that even when you’re no longer here to contribute to them financially, they’ll be looked after. When an individual wants or needs to purchase life insurance, he or she typically contacts a financial advisor or insurance representative who then conducts a needs analysis to determine the individual’s life insurance needs, applies to one or more insurance companies for it, and then if the individual’s insurance application is approved (including potentially a medical questionnaire and tests), begins paying insurance premiums to keep it in-force.

What a lot of people don’t realize is that as important as it is to purchase sufficient life insurance to protect their loved ones’ financial security after their gone, the group benefits plan you provide your employees likely includes a number of benefits that are also important in helping. Your company’s benefits plan, for example, likely includes a life insurance benefit that amounts to a flat amount or a multiple of each employee’s gross annual income, and that is partly or entirely guaranteed regardless of the employee’s health. This can amount to a relatively significant benefit, though for most people, it is not enough on its own to adequately look after their loved ones financially. A qualified advisor will want to include a person’s group life insurance benefit in a thorough analysis of how much insurance he or she has, and how much is still needed.

But beyond the life insurance you likely provide in your company’s group benefits plan are other benefits that directly or indirectly help care for your employees’ loved ones. Most plans, for example, include short and long-term disability insurance for employees that pay out a benefit each week (in the case of short term disability) or each month (in the case of long term disability) when an employee becomes disabled and is unable to work for an income. This is as beneficial for your employees as it is for their families, given that most families cannot sustain the loss of an income for even a short period of time. When you consider that group disability insurance – unlike Workers’ Compensation Insurance – covers disabilities sustained both on and off the job, the financial security it affords your employees and their families becomes even more apparent.

Most group benefit plans include more than just insurance, though, that benefits the employees’ families. Plans that include Health, Prescription Drug and/or Dental benefits, for example, almost always include coverage (or the option for coverage) for each employee’s dependent spouse and/or children. And in cases when an employee dies when he or she still has coverage under a group benefits plan, there is usually a survivor benefit that continues to afford the employee’s dependents with coverage for one or two years following the death with no insurance premiums required.

In order to really stand out as an employer who cares, you have options to take your benefits plan beyond what’s become standard and, in the process, help improve your competitive position in the war on talent. As just one example, you can supplement your company’s benefits plan with a Health Spending Account and/or Personal Spending Account as a means to providing your employees and their families with the flexibility to choose how to spend wellness dollars. You can add an Employee and Family Assistance Plan (EAFP) to provide a number of important services, including but not limited to counselling. You can add Critical Illness Insurance coverage to your plan – either as a mandatory or voluntary benefit – that provides a lump sum financial benefit to an insured person diagnosed with a covered critical illness. There are other benefit options too that your group benefits advisor should recommend or at least advise you about so you can make the most informed and impactful decision for your own team.

Really, then, by helping to take care of your employees with a group benefits plan, you’re helping take care of their families too. At a time when employees are in the position to choose who they want to work for, and when working for an employer who actively demonstrates care and concern for his or her employees is non-negotiable, it’s important that you make clear what you do for your team. To learn more, please speak with your benefits advisor.

Amanda Getzlaf
Benefits Account Manager, Wiegers Financial and Insurance Planning Services Ltd.

The opinions expressed are those of the author and may not necessarily reflect those of Manulife Securities Investment Services Inc.

Taylor Szeto, B.Comm.

Insurance Representative, Wiegers Financial and Insurance Planning Services Ltd.

Account Representative, Manulife Securities Investment Services Inc.

The opinions expressed are those of the author and may not necessarily reflect those of Manulife Securities Investment Services Inc.

Mutual funds are offered through Manulife Securities Investment Services Inc. Insurance products and services are offered through Wiegers Financial & Insurance Planning Services Ltd. Banking products and services are offered by referral arrangements through our related company Manulife Bank of Canada.

[1] If you want to add segregated funds to your RRSP, you must be 16 years of age (18 in Quebec). If you want to add segregated funds to your RRSP, you must be 16 years of age (18 in Quebec).

[2] Dollar cost averaging means investing smaller amounts at regular intervals, rather than saving up to invest in one lump sum. It can help you avoid jumping into the market at peak times by purchasing more fund units when values are low and fewer fund units when values are high.

[3] While borrowing to invest has many potential benefits (investing an initial lump sum creates greater potential for compound-growth compared to making smaller regular investment purchases), leveraging also has potential risks (market volatility may result in poor investment returns and the possibility of owning more on the loan than the investments are worth).

[4] RRSP loan proceeds cannot be used to fund TFSA contributions

WHAT IS THE EI PREMIUM REDUCTION PROGRAM?

The Employment Insurance (EI) Premium Reduction Program is a government incentive that allows employers to pay EI premiums at a reduced rate if their employees are covered by group Short-Term Disability insurance.  The intention of the Program is to reduce the EI premiums of both the employer and the employees (though, for administrative reasons, legislation reduces only the employer’s premiums).  Consequently, the Program requires that the employer return a portion of the savings to all the employees for whom the reduced rate applies.  Some of the more popular means of doing this include providing employees a cash rebate (to be considered taxable income), paying for new or enhanced employee benefits, or hosting a staff party – each of which typically has a direct and positive impact on employee morale.  Note that only written mutual agreements which identify how the employees will benefit from the reduction will be accepted.

Your company qualifies for the EI premium reduction if it:

• Provides at least 15 weeks of benefits for Short Term Disability
• Matches or exceeds the level of benefits provided under EI
• Pays benefits to employees within 8 days of illness or injury (the elimination period cannot exceed 7 consecutive days)
• Is accessible to employees within three months of hiring
• Covers employees on a 24-hour-a-day basis

Debra L. Wiegers, GBA, CLU, Ch.F.C.
Managing Principal, Benefits Division