www.cebs.org
A J O I N T P R O G R A M O F
CEBS.Th e New
2017
2017 | Canadian CEBS Course Catalog2
The new Certifi ed Employee Benefi t Specialist® program has arrived. The curriculum is focused and dynamic. The delivery is engaging. And where you want to go? You’re going to get there faster.
CEBS.Th e New
Table of ContentsWhat’s Your Benefi ts Story? 3
How Does the New CEBS Help You? 4
What Do You Need to Succeed? 6
The Details of the Learning Experience 8
Study Materials 9
GBA 1 10
GBA 2 12
GBA/RPA 3 14
RPA 1 16
RPA 2 18
How to Apply for the Examination 20
Study Options 21
CEBS Conferment Ceremony and Symposium 22
Join ISCEBS 24
CEBS Continuing Professional Education (CPE) 26
Continuing Education Credit (CE) 27
Next Steps for Current Students 28
Principles of Conduct 30
CEBS Pledge 31
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CEBS.
What’s Your Benefi ts Story?
Through career twists and turns, you’ve managed to be the one with the right mix of skills to embrace this challenging fi eld. You’ve shown an appetite for deciphering group benefi ts and pensions, strong judgment, compassion for people and shrewd fi nancial instincts. Now is the time to prove your mettle.
amplify. You’re a certifi able benefi ts pro, ready to tackle the tough stuff .
A strategic thinker. Th e go-to person when an obstacle needs crushing.
Th e new CEBS is quicker but more applicable. More convenient and more relational.
get real. Having knowledge is key to professional success, but when you know how to apply that
knowledge, you begin to soar. Th e new CEBS provides the education you need, delivered how
you want it, and shows you how to put it into action.
elevate. CEBS has kicked it up a notch. It’s ready to meet you on your path to greatness with spot-
on knowledge from an academic institution that is eye-catching on a resumé and with a
community of peers that you’ll want to show off on your LinkedIn connections list.
Four letters that make a statement—past, present, future. Your benefi ts story? It’s just beginning.
2017 | Canadian CEBS Course Catalog4
power up.
How Does the New CEBS Help You?
The secret’s out.
Employee benefi ts pros are having a tremendous impact on organizations. You want in on the action? Of course you do.
CEBS has always provided the university-calibre knowledge you need by partnering with Dalhousie University. Now you also get the application, the connections and the relationships, all career long.
Benefi ts Departments(benefi ts and pension managers, administrators,
executives, generalists and specialists)
Use the CEBS program to build a team of bright professionals ready
to hit the ground running. CEBS curriculum provides the application
elements that allow students to apply their knowledge from day one.
Arm them with the knowledge they need to ask advisors questions
and confi dently answer those they receive each day.
Sales Teams and Professional Services(agents, brokers, producers, account managers,
account execs, consultants, actuaries, lawyers,
accountants, third-party administrators)
CEBS gives your organization a competitive edge with the
“best-of-the-best” staff , resulting in increased business revenue
and client retention. Ramp up your strategy with critical
knowledge to put into action immediately and grow your business.
www.cebs.org | (844) 809-2698 5
Get a credential to set
you apart from the crowd.
The tools you want—
a fl exible schedule, online
delivery, content you can
relate to and knowledge you
can apply from the start.
2017 | Canadian CEBS Course Catalog6
What Do You Need to Succeed?
You want to see the future with the next step of advancement in arm’s reach.
The new CEBS will get you there faster but without losing any of the oomph, the good stuff—knowledge, smarts, real skills. Streamlined core courses, laser-focused content and less breadth and more depth mean now you can learn more in less time.
www.cebs.org | (844) 809-2698 7
accelerate. Get there faster. Jump into the new CEBS.
Your best CEBS journey depends on your experience and your learning style and may even vary from course to course.
Th e new CEBS is designed to fl ex to fi t you.
Required
Each course requires the successful
completion of a two-hour comprehensive
exam containing 100 multiple-choice
questions.
Essential
Exams cover content from the study guide
and readings assigned to each course.
Study Guide
Exam material is based on the content
presented in the study guide. Learning
outcomes detail the concepts covered
and provide questions along the way for
you to check your knowledge. Apply that
knowledge with real-world case studies
introduced throughout each study guide.
Readings
A textbook and/or supplementary readings
are required for each course, providing the
theory and content of the topics covered in
the study guide.
Additional support
Instructor-led online class
Need a little push to stay on track or the
security of expert and peer support? Online
classes are for you. Guided classes provide
access to instructors, a structured time
frame and peer interaction.
2017 | Canadian CEBS Course Catalog8
The Details of the Learning Experience
To earn your CEBS, you will successfully complete all fi ve courses : GBA 1, GBA 2, RPA 1, RPA 2 and GBA/RPA 3. Earn your GBA or RPA designation by completing three courses described below.
It is recommended you start with GBA 1 or RPA 1. Complete all fi ve and you will have an in-depth and well-rounded foundation of employee benefi ts.
y
Navigating the PlanEnvironment
GBA 1Managing Benefit
Plans Part 1
GBA 2Managing Benefit
Plans Part 2
RPA 2Managing Retirement
Plans Part 2
RPA 1Managing Retirement
Plans Part 1
GBA Designation
RPA DesignationCEBS Designation
Group Benefi ts Associate
For those who focus on life, health and other group benefi ts.
Th e courses refl ect up-to-date and relevant information needed
to eff ectively design, fund, administer and communicate group
benefi ts.
To earn the Group Benefi ts Associate designation,
complete:
• GBA 1—Managing Benefi t Plans Part 1
• GBA 2—Managing Benefi t Plans Part 2
• GBA/RPA 3—Navigating the Plan Environment.
(Th is course counts for credit toward the RPA designation.)
Retirement Plans Associate
For those who work with pension plans or government-sponsored
plans or who are involved with the management of plan assets. Th e
courses refl ect the most current and relevant information needed to
eff ectively design and manage retirement plans.
To earn the Retirement Plans Associate designation, complete:
• RPA 1—Managing Retirement Plans Part 1
• RPA 2—Managing Retirement Plans Part 2
• GBA/RPA 3—Navigating the Plan Environment.
(Th is course counts for credit toward the GBA designation.)
If you are a current student, see pages 28 and 29 for more details.
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our timeline.
your path.
Study Materials
CEBS study materials have been designed to prepare you for a successful exam while providing knowledge you can put into action at work right away. Whether you select independent study or enroll in an instructor-led online class, you will need the following resources to prepare for your exam.
Study Guide
Each of the fi ve courses has a Study Guide, created specifi cally to
guide you through the content covered on that exam. You receive a
print copy of the Study Guide and access to an online version with
added digital features.
Th e guide is organized into modules, breaking the content down into
digestible pieces. Several included features will help you organize
your study and master the content.
• Outlined learning outcomes and key terms
• Content review questions with answers and page number
references for the textbook and/or readings
• Online access to all of the study materials
• Practice exam (online)
• Supplemental education and industry resources
• Benefi ts in Action applications and the Capstone Case, which
present a more complex scenario, drawing on themes and
topics from multiple modules
Putting concepts into action
Because the real world of benefi ts does not work in tidy theory, each
Study Guide includes engaging case studies called Benefi ts in Action.
Th ese synopses provide day-to-day examples of how the concepts
you are learning apply to your job responsibilities.
Each case study represents diff erent plan sponsor environments,
problems or scenarios. You have the opportunity to apply your
knowledge (and gauge your understanding) as you determine the
outcome or solution.
Readings
An assigned textbook and/or supplementary readings for each
course provide the theory and content for exploration and
explanation of the topics covered in the Study Guide.
2017 | Canadian CEBS Course Catalog1 0
GBA 1Managing Benefi t
Plans Part 1
Benefi t plans can be designed, funded and administered by plan sponsors in any number of ways. The overall plan management function (e.g., who makes key decisions, legislative requirements that apply, who is accountable for results) varies depending on the plan sponsor as well as on factors such as complexity and comprehensiveness of coverage, group size, whether benefi ts are insured and service providers involved. Regardless of the type of plan sponsor or nature of the benefi ts plan, some common principles and processes apply. This course examines what is entailed in benefi t plan management decisions and factors that impact design, funding and administration options available to plan sponsors. Text-based reading is supported with tax guidance and industry-based practice guidelines.
Topics covered in GBA 1• Managing Risk in Benefi t Plans
• Leveraging the Benefi ts Plan
Management Function
• Applying Functional Analysis
to Benefi t Plans
• Designing Benefi t Plans
• Funding Benefi t Plans
• Administering Benefi t Plans
• Processing Benefi t Plan Claims
• Applying the Time Value of
Money to Group Insurance
• Applying Probability to
Group Insurance
• Initial Pricing of Group
Insurance Products
• Establishing Renewal Rates
for Group Insurance
• Marketing a Group Insurance Plan
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Putting benefi ts into action
Benefi ts in Action and the Capstone Case
apply concepts and principles to a variety
of situations with a focus on decision
making at the benefi t program level.
Numerous samples and illustrative plan
documents are used throughout.
GBA 1 case study topics include:
• Do we need a benefi ts plan?
• What is within my scope of account-
ability as a benefi ts plan sponsor?
• How do I make this plan competitive
and comprehensive?
• My clients want to understand where
underwriters start when pricing their
benefi ts plans.
• How do I prepare for a benefi ts
renewal?
Resources for GBA 1
Required Successful completion of C$540
comprehensive exam
Exam opens October 15, 2017
Essential GBA 1 Study Guide, C$270
including online access to the
guide and practice exam
Available July 2017
Essential Group Benefi ts Plan Management, C$85
2nd Edition
Ann O’Neill, editor, Advocis, 2015
ISBN 978-1-895477-66-5
(Note: Th is text is also used in GBA 2.)
Available July 2017
Supplementary Instructor-led online class C$220
12-week session begins August 2017
Order study materials online at www.booksforbusiness.com.
For detailed information on continung education credit related to this course, visit www.cebs.org/GBA1-Canada.
GBA 1 | Managing Benefit Plans Part 1
Module 13 | 1
13Mod
ule
The Capstone Case exposes you to a more complex benefits plan management
scenario than the cases you completed in Modules 1 through 12. It assumes
completion of the entire MBP1 course. The concepts and principles covered are
drawn from across Modules 5, 6 and 12. It is presented in three parts:
Part A Plan Funding Part B
Plan Administration Part C Plan Marketing
Apply Your Knowledge Questions are posed in each of the three Parts—A, B and C. Hear From a Benefits Professional Suggested responses—not intended to be complete, but rather to offer some
key considerations and/or ways of approaching the answer that build on
the course content knowledge and the case application. Note that optimal
learning will result if you test your knowledge first!Test Your Knowledge Questions are presented at the conclusion of Part C. These are multiple-
choice “BEST”-answer type questions. All responses are partially correct;
however, there is one “BEST” answer for the situation described.
CaseCapstone
Learning the Benefits Management Ropes—From Funding, to Admin, to Marketing
GBA 1 | Managing Benefit Plans Part 1
Module 1 | 21
1Benefitsin
Action
TechLinx
• Ottawa-based
telecommunications start-up
company, single employer.
• Established two years ago by
founders Ross Lane and Jules
Marsden.
• 70 employees; 20% work
contract and less than 20
hours per week. The rest are
full-time permanent and paid
to work 40 hours per week.
80% of workers are
Millennials (Gen Y).
Michele, HR Manager
• Charged with implementing a
competitive and attractive
benefits plan.
• Little knowledge of benefits or
group insurance and new to
her role.
Sherry, Benefits Advisor
• Impartial to any insurance
company.
• Looking to retrieve the best
value for TechLinx to secure
the ethical placement of
coverage.
“We need a benefits plan.”
Michele, a new human resources (HR) manager with
TechLinx, an Ottawa-based telecommunications start-up,
has gone through an extensive hiring campaign after being
awarded a government contract and two international
clients. TechLinx grew from 10 employees to 70 within
eight months. Ross, one of the founding partners, followed
a tweet about attracting talent that led him to follow a blog
about the value of competitive and comprehensive benefit
plans. He quickly texted Michele to pursue the
development of a group benefits program for TechLinx.
“Michele, we need a benefits plan. Think vision
care, prescription drugs, dental and life
insurance. Make it super easy for employees to
understand. Be sure it offers comprehensive and
competitive coverage that we foot the entire bill
for. Thanks, Ross.”
Michele read Ross’s text to Sherry, the benefits advisor she
contacted. Sherry and Michele kept in touch through
LinkedIn after graduating from the same university.
Michele and Sherry arranged a video conference so they
could begin the preliminary discussions that would lead to
the implementation of TechLinx’s new benefits plan.
“Where do we start?” asked Michele.
GBA 1 | Managing Benefit Plans Part 1 Module 11 | 17
5Benefitsin
Action
“ Help me prepare for my first
benefits renewal.”
Sal read the text he had sent to Doris.
“ Doris, please help me prepare for my first
benefits plan renewal. There are so many
insurance terms, and I find some of them
confusing.
Sal then brought his attention back to the printed copy of
the e-mail that Doris, the benefits advisor assigned to
DevStellar, had just sent. He was reading it over carefully.
Doris had met with him yesterday to walk through the key
steps in the renewal process. Since this was the first
renewal for DevStellar, Sal wanted to make sure he
handled it properly. He fundamentally understood that
the objective of the renewal rating process was to set
future premium rates at a level that supported DevStellar’s
projected claims charges and expenses, yet he knew there
was so much more involved.
During last week’s teleconference, Doris reintroduced Sal
to Grant, the account executive assigned to the account.
Sal recalled Grant’s patient explanation: “Sal, there are
four specific areas underwriters look at when
determining renewal rates: (1) changes in group
demographics, (2) claims experience during the past
year, (3) the credibility factor of the group’s experience
and (4) any external factors that might affect any of the
benefits.”
DevStellar Inc.
• Specializes in custom course
development, course
conversion (classroom to web-
based) and training solutions.
• Currently employs 50 full-time
staff, many of whom work
remotely; hiring rapidly.
• Goal is to become “an
employer of choice.” First
group benefits plan renewal
approaching in three months.
Sal, Payroll Manager
• Knows little about benefits, let
alone the renewal process.
Tom, Chief Financial Officer
(CFO) and Sal’s leader
• Expects Sal to brief him on a
need-to-know and just-in-time
basis.
Doris, Benefits Advisor
• With Atlantic Benefits Inc.,
10 years’ experience as an
advisor, previous experience as
an account executive and a
group underwriter.
• Focused on small to medium-
sized employers and building
up her block of business.
Grant, Account Executive
• With Marine Life Co., has 10
years’ experience as a group
underwriter, now works as an
account executive on small to
midsized accounts.
Navigating the PlanEnvironment
GBA 1Managing Benefit
Plans Part 1
GBA 2Managing Benefit
Plans Part 2
RPA 2Managing Retirement
Plans Part 2
RPA 1Managing Retirement
Plans Part 1
2017 | Canadian CEBS Course Catalog1 2
GBA 2Managing Benefi t
Plans Part 2
With a grounding in overall benefi ts plan management principles and processes, this course drills into design, funding and administration considerations by plan type. It explores unique factors that infl uence options and decision making in life, short-term disability, long-term disability, dental, extended health care and employee assistance program plans. GBA 2 also considers how fl ex design can be used to address diverse plan member benefi ts needs as well as plan sponsor cost and utilization challenges. Text-based reading is supported with tax guidance and industry-based practice guidelines.
Topics covered in GBA 2• Managing Death Benefi ts
• Managing Short-Term Income
Replacement Benefi ts
• Managing Long-Term
Disability Benefi ts
• Managing Disability Plan
Eff ectiveness
• Leveraging the Tax Regime in
Health and Dental Plan Management
• Managing Extended Health
Care Benefi ts
• Managing Dental Benefi ts
• Managing Employee/Member
Assistance and Wellness Programs
• Managing Flexible Benefi t Plans
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Putting benefi ts into action
Benefi ts in Action and the Capstone Case
focus on interpreting, administering and/
or revising plan terms and conditions by
plan type under a variety of situations.
Numerous claim forms and illustrative
plan documents are used throughout.
GBA 2 case study topics include:
• How do I get this group benefi ts death
claim paid quickly?
• How do I best respond to these
extended health care claims inquiries?
• How do I demonstrate that the “right”
dental plan will give this employer an
edge in the talent war?
• How will I implement an eff ective
wellness and employee assistance
program?
Resources for GBA 2
Required Successful completion of C$540
comprehensive exam
Exam opens October 15, 2017
Essential GBA 2 Study Guide, C$270
including online access to the
guide and practice exam
Available July 2017
Essential Group Benefi ts Plan Management, C$85
2nd Edition
Ann O’Neill, editor, Advocis, 2015
ISBN 978-1-895477-66-5
(Note: Th is text is also used in GBA 1.)
Available July 2017
Supplementary Instructor-led online class C$220
12-week session begins August 2017
Order study materials online at www.booksforbusiness.com.
For detailed information on continung education credit related to this course, visit www.cebs.org/GBA2-Canada.
GBA 2 | Managing Benefit Plans Part 2
Module 13 | 1
13Mod
ule
The Capstone Case exposes you to a more complex benefits plan management
scenario than the cases you completed in Modules 1 through 12. It assumes
completion of the entire MBP2 course. The concepts and principles covered are
drawn from across Modules 3 through 6. It is presented in three parts:
Part A: Short-Term Income Replacement Benefits
Part B: Long-Term Disability Benefits
Part C: Disability Plan Effectiveness
Apply Your Knowledge Questions are posed in each of the three Parts—A, B and C. Hear From a Benefits Professional Suggested responses—not intended to be complete, rather to offer some
key considerations and/or ways of approaching the answer that build on
the course content knowledge and the case application. Note that optimal
learning will result if you test yourself first!Test Your Knowledge Questions are presented at the conclusion of Part C. These are multiple-
choice “BEST”-answer questions. All responses are partially correct;
however, there is one “BEST” answer for the situation described.
CaseCapstone
Streamlining the Absence and Disability Management Process—Achieving Better Outcomes
GBA 2 | Managing Benefit Plans Part 2
Module 2 | 31
1Benefitsin
Action
“ How do I get this group
benefits death claim paid
quickly?”
Brooke’s voice quivered when she asked Ray the
question, “How do I get this group benefits death
claim paid quickly?” She struggled to find the right
words but knew she wanted answers immediately.
Ray, the benefits advisor, sounded calm and reassuring
on the other end of the phone. “I know none of this is
easy. Please don’t worry, Brooke. I am here to help
you.” Ray had just finished reading Brooke’s e-mail.
Thompson Design Group (TDG)
• Single employer, graphic design
agency, 20 full-time staff with a
50/50 split between Generations
X and Y
• Has seen steady growth
• TDG benefits plan insured by
Saintsberg Life
Lesley, Owner, TDG
• Minimal knowledge of insurance or
group benefits; leaves office admin-
istration in office manager’s hands
• Focus has been on filling the new
client pipeline and establishing the
agency as a nimble group of
innovative and talented designers
with a client-centric perspective
Brooke, Office Manager, TDG
• Has many roles, including human
resources and benefits
administration, as needed
• Works closely with Lesley and is
main contact for Ray, benefits
advisor, on whom she relies heavily
Ray, Benefits Advisor
• Works for Lucky Benefits Inc., a
boutique benefits advisory firm
• Relatively new to Lucky Benefits
Inc. and his role as an advisor;
previous experience includes
working four years as a group
benefits underwriter
Knowledge you bring to the death claims processing
conversation:
• Types of death benefits
• Reasons for providing basic
life insurance
• Advantages/disadvantages of
group term life insurance
• Earnings schedule of benefits
• Nonoccupational accidental
death and dismemberment
(AD&D)
• Basic AD&D
• Definition of accidental
death
• Principal sum
• Exclusions on AD&D
• Beneficiary designation
• Benefit settlement options
GBA 2 | Managing Benefit Plans Part 2 Module 9 | 23
3Benefitsin
Action
“ How do I demonstrate that
the ‘right’ dental plan will give
this employer an edge in the
talent war?”
Dylan took a moment to note the row of brightly
coloured, low-rise heritage buildings that lined
Duckworth Street before entering the office building of
his new employer, DataWell Advisors Group, or DAG
for short. This was his new route to work each morning.
Still feeling unfamiliar in the city, he wondered when
the sensation of being a stranger would dissipate. It had
been a few months since he and his wife, Josie, returned
to her hometown of St. John’s. He sighed deeply as the
rim of the coffee cup touched his lips. Before entering
DAG’s head office, he savoured the last sip of the brew
he had picked up from his new favourite roaster, Fixed
Coffee and Bakery. He nonchalantly adjusted his tie
before running a free hand through his hair. The light
rain and fog-filled city left him with a slight chill.
He heard the already familiar heavy footsteps of Rod,
DAG’s managing partner, as he made his usual morning
rounds to greet the team. Rod stopped at Dylan’s desk.
“It’s a mausy day.” Dylan agreed that the weather was
indeed quite wet and rainy. “Seems to be typical here.”
He offered.
OceanNomatics
• Single employer based in St. John’s,
Newfoundland and Labrador.
Forty full-time employees. Seeks
to hire the best and brightest
scientists, engineers and marine
and nautical experts worldwide.
Dylan, Benefits Advisor,
DataWell Advisors Group (DAG)
• Hired as an up-and-coming benefits
advisor. Previously worked as
account manager for Saintsberg
Life. Looking to win the confidence
of his new leader, Rod, as well as
the other partners at DAG. A recent
CEBS graduate.
Rod, Managing Partner, DAG
• A founding member of DAG. Hired
Dylan with hopes that he might
become a partner and perhaps even
his successor.
• Just landed the OceanNomatics
account. Wants to foster a
relationship with Richard with
the goal of securing more of the
OceanNomatics benefits business.
Richard, CEO and Founder,
OceanNomatics
• Charismatic and avant-garde
entrepreneur.
• Understands the need for a benefits
plan but thinks dental plans are
poorly designed, with hidden costs
in terms of employee dissatisfaction.
Navigating the PlanEnvironment
GBA 1Managing Benefit
Plans Part 1
GBA 2Managing Benefit
Plans Part 2
RPA 2Managing Retirement
Plans Part 2
RPA 1Managing Retirement
Plans Part 1
2017 | Canadian CEBS Course Catalog1 4
GBA/RPA 3Navigating the
Plan Environment
Sponsors do not make decisions about their benefi t and retirement plans in a vacuum. They are infl uenced by their “context”—various factors, conditions and circumstances in their environment. This course looks at two factors in the plan environment that impact most plan sponsors—the compensation system and the social insurance system. Benefi t plans, regardless of type, are typically developed within the constraints and opportunities inherent in the sponsor’s chosen compensation strategy and in the constraints and opportunities inherent in government-sponsored benefi t programs provided through Canada’s social insurance system. GBA/RPA 3 also introduces tools for building contextual knowledge. Decision-making and risk management models and processes explore how awareness of thinking processes and their resulting biases can improve professional effectiveness in a range of plan contexts and benefi ts roles. Theory-based readings are supported with industry-developed models and guidelines.
Topics covered in GBA/RPA 3• Leveraging Canada’s Social Program
Benefi ts for Health and Financial Security
• Optimizing the Canada Pension Plan/
Quebec Pension Plan Benefi ts in
Retirement Planning
• Optimizing Employment Insurance and
Workers’ Compensation Benefi ts in
Income Protection Planning
• Optimizing Provincial/Territorial
Health Care Insurance Benefi ts in
Health Management
• Aligning Benefi t Design With the Plan
Sponsor’s Strategic Compensation
Framework
• Aligning Benefi t Design With the Plan
Sponsor’s Behavioural Compensation
Framework
• Th inking Th rough a Behavioural
Economics Lens
• Using Behavioural Economics Tools to
Improve Professional Practice Skills
• Th inking Th rough a Risk Management Lens
• Establishing Risk Governance and Culture
• Integrating Risk Management Into Strategy
Setting and Execution
• Optimizing Risk Communication
Reporting and Monitoring to Improve
Decision Making
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Putting benefi ts into action
Benefi ts in Action cases focus on
interfaces between benefi ts professionals
and the variety of players (government
regulators, plan sponsors, providers,
plan members, etc.) impacting benefi ts
plan management decision making.
Numerous samples and illustrative plan
documents are used throughout.
GBA/RPA 3 case study topics coming soon!
Th e cases for GBA/RPA 3 are currently
under development. Watch for more
details in June 2017. GBA/RPA 3 does
not feature a Capstone Case.
Resources for GBA/RPA 3
Required Successful completion of C$540
comprehensive exam
Exam opens October 15, 2017
Essential GBA/RPA 3 Study Guide/ C$385
Required Readings,
including online access to
the guide and practice exam
Available July-August 2017
Supplementary Instructor-led online class C$220
12-week session begins August 2017
Order study materials online at www.booksforbusiness.com.
For detailed information on continung education credit related to this course, visit www.cebs.org/GBA-RPA3-Canada.
Navigating the PlanEnvironment
GBA 1Managing Benefit
Plans Part 1
GBA 2Managing Benefit
Plans Part 2
RPA 2Managing Retirement
Plans Part 2
RPA 1Managing Retirement
Plans Part 1
2017 | Canadian CEBS Course Catalog1 6
RPA 1Managing
Retirement Plans Part 1
Retirement plans can be designed, funded and administered by plan sponsors in any number of ways. The overall plan management function (e.g., who makes key decisions, legislative requirements that apply, who is accountable for results) varies depending on the type of vehicle used to provide pensions—registered or nonregistered, defi ned benefi t or defi ned contribution, or a hybrid. Regardless of the type of retirement plan, some common principles and processes apply. RPA 1 examines what is entailed in retirement plan management decisions and factors that impact design, funding, administration options available to plan sponsors and governance requirements. Text-based reading is supported with regulatory guidance and industry-based practice guidelines.
Topics covered in RPA 1• Designing Registered
Pension Plans
• Designing Registered
Retirement Savings Plans and
Deferred Profi t-Sharing Plans
• Leveraging the Tax Regime
in Plan Design
• Complying With Pension
Standards Legislation
• Establishing Eff ective Governance
• Administering Retirement
Arrangements
• Optimizing Plan Funding
• Complying With Financial
Accounting Requirements
• Managing Retirement Plan Assets
• Managing Special Provisions—
Multi-Employer Pension Plans
• Managing Special Situations—
Corporate Reorganizations, Plan
Terminations and Surplus
• Nonregistered Plans
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Putting benefi ts into action
Benefi ts in Action and the Capstone Case
apply plan management principles and
concepts to a variety of situations, with a
focus on design, compliance, governance
and administration across a range of
retirement plan types. Numerous plan
documents, fi nancial statements and
graphic illustrations are used throughout.
RPA 1 case study topics include:
• Should we implement a registered
pension plan?
• What should you know about
governance before introducing a
workplace pension plan?
• What do fi nancial statements reveal
about pension costs and obligations?
• What type of supplementary
retirement arrangement will attract
and retain senior-level talent?
Resources for RPA 1
Required Successful completion of C$540
comprehensive exam
Exam opens October 15, 2017
Essential RPA 1 Study Guide, C$270
including online access to the
guide and practice exam
Available July-August 2017
Essential Th e Morneau Shepell Handbook of C$170
Canadian Pension and Benefi t Plans,
16th Edition
LexisNexis, 2016
ISBN 978-0-433-48981-8
Available July-August 2017
Supplementary Instructor-led online class C$220
12-week session begins August 2017
Order study materials online at www.booksforbusiness.com.
For detailed information on continung education credit related to this course, visit www.cebs.org/RPA1-Canada.
RPA 1 | Managing Retirement Plans Part 1
Module 8 | 27
3
BenefitsinAction
Bernie, Entrepreneur• Owner of a successful specialty ice cream company, Bernie’s Best, in Vermont. Has a DC pension plan for
its 75 employees. • No experience as a business owner outside of the United States. Con-sidering buying LeClair Confections to secure a career for his 25-year-old son, Daniel, and going through the due diligence process.LeClair Confections, Ottawa, Ontario
• A high-quality manufacturer of chocolates, truffles and baked goods.• Provides a comprehensive group benefits plan and a DB pension plan for its 100 employees. 40 retirees are eligible for a benefit in the company pension plan.Anthony (Tony), CEO and Founder of LeClair Confections• Looking to sell his business and retire; is open to a transition strategy followed by consulting on a part-time basis.
Claudine, Pension Consultant, DeLuc Inc.• Specializes in pension consulting and global benefits. Holds CEBS designation.
• DeLuc staff have an in-house actuarial team and work closely with various Ottawa-based accounting firms.
“ What do financial statements reveal about pension costs and obligations?”Bernie smiled as he opened an e-mail attachment of
a photo of Tony and himself shaking hands on the
green of the 18th hole at Vermont National Country
Club. Bernie looked closely at the image he downloaded and remembered that both of them had
birdied four holes on the back nine that day. A stellar
day for golf and for business. The two men met for the first time that morning. As
Bernie and his son Daniel checked in for their round
at the clubhouse, the attendant asked if they would
mind a third joining their party. Always eager to
meet new people, Bernie readily agreed. Little did he
know that he would soon enter into a conversation
about Tony’s Ottawa-based business and his plans for
retirement. Nor had he any idea that two months
after that initial golf game, he would find himself in
serious negotiations to buy LeClair Confections, the
business Tony founded 30-plus years earlier.Bernie printed off Tony’s e-mail and the other
attachments and reviewed them until he felt a
headache forming.
RPA 1 | Managing Retirement Plans Part 1
Module 12 | 23
4Benefitsin
Action
Carter-Jones-Davis (CJD)
• Security consulting and engineering
services firm in business for over
30 years and boasting an elite
international clientele.
• Has a company-matching DC
pension plan and a deferred profit-
sharing plan with contributions
based on accumulated profits for all
full-time employees.
Chuck Carter,
Senior Principal, CJD
• A founding member who wants a
solid succession of senior leaders
to keep the CJD legacy alive and
thriving. Concerned about
attracting senior-level talent for a
highly skilled and highly paid
security engineering profession.
Blaise Davis,
Senior Principal, CJD
• A founding member considering
retirement. Wants to bring in a
pension advisor who specializes in
executive compensation and
nonregistered pension
arrangements beyond current
pension plan offering.
Gloria Estrada, Pension Advisor,
Euclid Klaus Consulting
• CEBS graduate with 15 years of
industry experience. Has expertise
in executive compensation and
pension plans and reputation for
exceptional customer service.
“ What type of supplementary
retirement arrangement will
attract and retain senior-level
talent?”
Blaise sat in the back room at Buchanan’s Chophouse.
He quietly raised his glass to the empty leather
wingback chair, offering a private toast to acknowledge
the one-year anniversary of Gordon Jones’ tragic death.
“Miss you Jonesy. Blast you for leaving us,” Blaise
whispered before taking a long sip. He wasn’t left alone
to brood for long before his partner, Chuck, arrived.
Placing a hand on Blaise’s shoulder so as not to startle
him, Chuck pronounced, “I trust you ordered one for
me too.” Blaise smiled as he signalled for his only living
partner to join him.
“I ordered one for both of you.” In that moment, Blaise
recalled the shock of Gord’s unexpected death. “Ah,
here comes the waiter now.” Both men remained briefly
silent, looking at the empty chair. The three men had
celebrated every major milestone of CJD’s here in
Buchanan’s back room. It felt like the right place to
celebrate landing its largest security engineering
contract with an internationally based mega client in
Dubai.
Navigating the PlanEnvironment
GBA 1Managing Benefit
Plans Part 1
GBA 2Managing Benefit
Plans Part 2
RPA 2Managing Retirement
Plans Part 2
RPA 1Managing Retirement
Plans Part 1
RPA 1 | Managing Retirement Plans Part 1 Module 2 | 33
1Benefitsin
Action
DITAPP Manufacturing
• Ontario-based corporation
providing quality dies, stamped
parts and assembled parts for the
automotive industry. Offers a health
plan but not a retirement plan.
• Employs 150 full-time employees.
George, CEO and Founder,
DITAPP Manufacturing
• Built a highly successful company
with specialized tradespeople.
Hands on with the business.
• Highly competitive and protective
of what he’s created with DITAPP.
Looking to retain and recruit top
talent, he is considering some form
of retirement savings arrangement
for employees.
Rick, CFO, DITAPP Manufacturing
• With DITAPP for four years and
works closely with George
• Charged with exploring the pros
and cons of implementing a
registered pension plan and
recommending a plan type that
would best meet company and
employee needs.
Darshana, Pension Advisor,
PenCan & Associates (PC&A)
• With PC&A for five years and has
her RPA designation
• PC&A is a boutique consulting
practice specializing in the manu-
facturing sector with nonunion
small to midsize retirement plans.
“ Should we implement a
registered pension plan?”
Rick heard the familiar sound of a text message
notification on his smartphone. He quickly turned away
from his computer screen to read the incoming text he
knew would be from George, DITAPP’s CEO. He
frowned as he read the message. This was the first
vacation his boss had taken in years, and he worried
that George just couldn’t let go and unwind.
Rick, I caught a swordfish today—amazing! Exhausted
but loving it! Been talking to Adi about our employee
retention issue & he says we need a registered pension
plan. Look into it.
For years, George and his friend Adi, another business
owner who also emigrated from Poland, had been
planning a Caribbean fishing trip. While Adi was the
founder of a food manufacturing company in
Scarborough, he understood George’s business concerns
and told him about the pension plan he introduced
earlier in the year. It intrigued George, and he had
questioned Adi in great detail about why he took this
step and what he hoped it would do for employee
engagement, productivity and retention.
2017 | Canadian CEBS Course Catalog1 8
RPA 2Managing
Retirement Plans Part 2
Investment of plan assets is a critical component of retirement plan management. Decision making is context-driven; investment performance objectives are set to refl ect a plan’s unique funding requirements. With the plan’s performance objectives as a guide, and with awareness of which classes of assets can best facilitate their attainment, investments and investment managers can be selected. Once selected, they can be monitored and evaluated. Investment theory presented is transferable to management of assets in any type of plan. Investment environment, fi nancial markets and instruments, risk and return, asset allocation, performance measurement, and portfolio management techniques are addressed. Examination of investment-specifi c legislation and regulations, roles and responsibilities of key stakeholders, management of issues in each step of the investment cycle, reporting and communication practices, and industry tools and guidelines that support sound plan investment management bring a practical application. Text-based reading is supported with regulatory guidance and industry-based practice guidelines.
Topics covered in RPA 2• Navigating the Investment Market
• Contrasting Financial Instruments
• Analyzing Investment Risk and
Expected Return
• Allocating Capital Between the
Risky Portfolio and Risk-Free Assets
• Applying Portfolio Management
Techniques
• Accounting for Behavioural Dynamics
in Investment Decision Making
• Applying Active Management and
Performance Monitoring
• Implementing Portfolio Management
Techniques
• Complying With Legislative and
Best Practices in Plan Asset Investment
• Establishing a Statement of Investment
Policies and Procedures
• Implementing a Statement of Investment
Policies and Procedures for a Defi ned
Benefi t Pension Plan
• Implementing a Statement of Investment
Policies and Procedures for a Defi ned
Contribution Pension Plan
www.cebs.org | (844) 809-2698 1 9
Putting benefi ts into action
Benefi ts in Action and the Capstone Case
apply concepts and principles to a variety
of situations with a focus on the factors
shaping sound investment management
of retirement plan assets. Numerous
samples and illustrative plan documents
are used throughout.
RPA 2 case study topics are currently under development. Watch for more details in January 2018.
Resources for RPA 2
Required Successful completion of C$540
comprehensive exam
Exam opens April 15, 2018
Essential RPA 2 Study Guide, C$270
including online access to the
guide and practice exam
Available January 2018
Essential Investments, C$115
8th Canadian Edition, Special CEBS Edition
McGraw-Hill Ryerson
Available January 2018
Supplementary Instructor-led online class C$220
12-week session begins January 2018
Order study materials online at www.booksforbusiness.com.
For detailed information on continung education credit related to this course, visit www.cebs.org/RPA2-Canada.
Navigating the PlanEnvironment
GBA 1Managing Benefit
Plans Part 1
GBA 2Managing Benefit
Plans Part 2
RPA 2Managing Retirement
Plans Part 2
RPA 1Managing Retirement
Plans Part 1
2017 | Canadian CEBS Course Catalog2 0
How to Apply for the Examination
Now that you’ve selected a course, keep yourself motivated by choosing your exam window. Use the online form at www.cebs.org, or use the order form in this catalog. Select the testing window that best meets your business, personal and study schedules. If you are enrolled in the instructor-led online class, it is recommended that you choose an exam window that allows you to complete the class with adequate time to review. Choosing a testing window establishes your exam eligibility as shown below. Computer-based exams are available at testing centres throughout Canada and provide immediate results.
How to schedule your exam
Once you have submitted the exam application
and fee and received a confi rmation letter, you
can make your exam appointment during your
chosen testing window at the Prometric testing
centre of your choice or at an on-site testing
location. See the enclosed order form or
cebs.org for a listing of available test centres.
Testing windows
January 15-March 15
April 15-June 15
July 15-September 15
October 15-December 15
Please refer to www.cebs.org for scheduling
procedures.
Exams
Testing opens October 15, 2017 for GBA 1,
GBA 2, GBA/RPA 3 and RPA 1. Testing for
RPA 2 opens April 15, 2018.
www.cebs.org | (844) 809-2698 2 1
learn.Study Options
A full portfolio of study tools will set you up for success. Consider your professional and educational experience with the content of each course—You may need more support for some courses and less for others. You’ll fi nd a path that fi ts your needs for each course.
Independent study
CEBS courses are designed for independent
study to prepare for the examination. You
can create your own study schedule to
accommodate your business and personal
obligations.
Instructor-led online class
Online CEBS classes are an optional
educational tool designed to complement the
self-study approach. Off ered over a 12-week
period during the spring, summer and fall,
online classes give structure to your study and
are taught by established and experienced
CEBS professionals.
With an online class, you get:
• Instructor notes
• Audio overview of each module
• Quizzes, interactive games, discussion and
activities based on the Benefi ts in Action
cases
• Live review sessions
• Opportunity to ask questions and network
with others in the class.
Th e class is available 24/7 online, giving you
the fl exibility to study wherever and whenever
you need to.
How to enroll in an online class
Submit the enrollment form found at
www.cebs.org along with the online class fee.
You must be enrolled in the corresponding
exam in order to participate in the online
class. Choose an exam window that will give
you ample time to study during the online
class and to review aft er the class concludes.
Visit www.cebs.org/cdonlineclass for the
online class schedule.
2017 | Canadian CEBS Course Catalog2 2
be reco
CEBS Conferment Ceremony
Shout it from the rooftops! You’ve earned your designation.
Th e annual Conferment Ceremony honours
new CEBS graduates, as well as new GBA
and RPA designees. It’s your opportunity
to be publicly applauded for your academic
achievements and formally ushered into the
community of benefi ts professionals.
At the conferment, you’ll be welcomed
by many who have shaped the CEBS
program and the benefi ts profession.
You’ll walk across the stage and be
personally congratulated by International
Foundation leaders and the Dalhousie
University academic team.
Th e Conferment Ceremony off ers a
formality that honours the signifi cance
of your accomplishment. Transition to
the Conferment Reception, immediately
following, for a celebration with your
CEBS peers, eager to congratulate the new
graduates and designees who join their
ranks.
Learn more at www.cebs.org/cdconferment.
Set your completion goals and start picturing your conferment!As you prepare your study plan, set a goal for your favourite city on the list to celebrate and reward yourself, learn and connect with other graduates and enjoy a world-class conference.
CEBS Conferment Ceremony and Employee Benefi ts Symposium
September 17, 2017Hyatt Regency DenverDenver, Colorado Symposium: September 17-20
August 26, 2018Westin Copley Place BostonBoston, Massachusetts Symposium: August 26-29
September 8, 2019Hyatt Regency New OrleansNew Orleans, Louisiana Symposium: September 8-11
August 23, 2020Hilton San Diego BayfrontSan Diego, California Symposium: August 23-26
September 19, 2021Hilton MinneapolisMinneapolis, MinnesotaSymposium: September 19-22
August 7, 2022Sheraton Centre Toronto HotelToronto, OntarioSymposium: August 7-10
CEBS Conferment Ceremony and Symposium
www.cebs.org | (844) 809-2698 2 3
ggnized.
ISCEBS Employee Benefi ts Symposium
Come to celebrate your achievement.
Stay to advance your professional prominence, your industry relationships, the benefi ts profession.
The people
Th e Employee Benefi ts
Symposium is a secret club
of sorts. Here, you’ll fi nd
your people. Th ey speak
your language. Th ey’ll
understand why you get
excited over the latest
benefi ts legislation. Th ey’ll
love to hear your stories
and have a few of their
own to share with you.
The education
Th e meat, the substance
you crave—Th e
Symposium packs 2½ days
with solution-oriented
sessions, case studies and
strategic topics. Choose
from group benefi ts,
retirement, employee
engagement and retention
and, of course, compliance
topics.
The venue
Th e Employee Benefi ts
Symposium is held at
varying locations across
the United States and
Canada. Locations
chosen off er the best
blend of travel ease,
premier meeting and
guest room off erings,
and local entertainment
opportunities for your
down time.
2017 | Canadian CEBS Course Catalog2 4
Join the International Society of Certifi ed Employee Benefi t Specialists (ISCEBS)
As an organization serving the ongoing education needs of CEBS graduates and students, ISCEBS brings together benefi ts professionals who are among the best and brightest in the industry. Connect with other graduates and students, and get involved in your local chapter to grow your professional network.
Society members share a common goal to
deliver the best service to plan participants
by staying abreast of legislative and legal
requirements, industry trends and the needs
of an evolving workforce.
Th e Society off ers educational and
networking resources at national and local
levels. Meet local professionals at one of
the Society chapters or professionals from
across Canada and the United States at the
annual Employee Benefi ts Symposium.
Society and chapter membership are open
to those who have passed at least one exam.
Benefi ts professionals represent a wide
range of specialties, industries and roles.
Why not tap into that experience to support
your studies and help you meet your
professional goals?
What’s in it for you?
• ISCEBSLink—an online community
where you can ask questions, get insights
and share documents.
• Unlimited Webcasts—timely updates on
emerging trends and compliance issues.
Available live or on demand.
• Legislative Tracker/Scorecard—a
listing of recently proposed and enacted
legislative bills related to employee
benefi ts.
• Local Chapters—provide local
education and networking opportunities
– Alberta
– British Columbia
– Halifax Area
– Montreal
– Southwestern Ontario
– Toronto
• Information Center—unlimited
access to the most complete collection
of resource and reference materials
available anywhere. A staff of
information specialists provides
personalized research relevant to your
specifi c questions.
• Employee Benefi ts Symposium—a
comprehensive 2½-day program with
timely and relevant topics focused on
health, retirement and global issues and
with a special track devoted to Canadian
benefi ts issues. See page 23 for more
information. Special rates for members
and new graduates.
Visit www.iscebs.org to learn more about membership and this community of benefi t professionals.
www.cebs.org | (844) 809-2698 2 5
The International Foundation of Employee Benefi t Plans is privileged to partner with Dalhousie University in offering the CEBS program.
About the International Foundation
The International Foundation of
Employee Benefi t Plans—a nonprofi t
educational organization dedicated
to providing the diverse employee
benefi ts community with objective,
solution-oriented education, research
and information—established the
CEBS program in 1977.
About Dalhousie University
With more than 18,000 students,
Dalhousie is a world-renowned
academic institution. Dalhousie
combines the prestige of a big-
name university with a hands-on,
collaborative education.
2017 | Canadian CEBS Course Catalog2 6
CEBS Continuing Professional Education (CPE) Requirement
Fuel your fi re for knowledge by continuing to learn the latest in employee benefi ts.
Once you’ve earned your CEBS designation, validate your ongoing
industry commitment. CPE compliance sets you apart as a committed,
knowledgeable professional dedicated to lifelong learning. Th e CPE
program is benefi cial for all CEBS designees from recent graduates to
longtime designation holders at every level of their career.
Stay CEBS CPE-compliant by earning a minimum of 30 hours
of CPE credit for each two-year period. Earn the required credit
hours, and you will be listed and recognized on www.cebscpe.org
in a publicly available and searchable listing of all graduates whose
CPE compliance is current.
Visit www.cebscpe.org for more information on eligible activities,
reporting guidelines and policies.
COMPLIANT
Dalhousie University—Earn an M.B.A.
Delivered online, using cutting-edge virtual classroom tools and
a capstone on-site element, the Dalhousie University M.B.A.
(Financial Services) is widely recognized as a career builder in
fi nancial circles across Canada. Build on your CEBS knowledge,
complement your industry expertise and earn a respected degree
to further advance your career. If you hold the CEBS designation
or one or more of the specialty credentials, you may have already
earned credits toward the M.B.A. (FS) degree.
Learn more at www.dal.ca or call the Centre for Advanced Management Education at (800) 205-7510.
www.cebs.org | (844) 809-2698 2 7
Continuing Education Credit (CE)
Licensing and other professional credit
Participation in the CEBS program may help you meet your continuing professional education and licensing requirements. CEBS courses have been accepted in many provinces as continuing education credit for insurance agents and other professions.
Credit hours and fi ling procedures vary by
discipline and by province. In most cases, the
grade notice received from Dalhousie University
upon successful completion of a CEBS exam can
be used as proof of completion. To document
your credit, sign the grade notice and indicate the
number of hours approved before forwarding it to
your provincial insurance council or commission.
Detailed reporting procedures are available from
each province.
If you are licensed in Alberta or Manitoba,
complete the Continuing Education Credit section
of the CEBS order form to request the International
Foundation to automatically confi rm credit for the
exams applied for on that application.
For additional CE information,
visit www.cebs.org/canCE.
Questions and requests on continuing education credit
E-mail: [email protected]
Call: (262) 786-6710, option 3
2017 | Canadian CEBS Course Catalog2 8
go forward.
Next Steps for Current Students
What exam credit will transfer to the new CEBS?
Have you already passed one or more exams in the former curriculum? Keep the momentum going!
All students who have passed GBA 1,
GBA 2, RPA 1 and/or RPA 2 will be given
credit for these courses in the new tracks.
All other CEBS courses are no longer part
of the redesigned CEBS model. In order
to earn your CEBS credential, you can
complete courses in the former program, or
you can choose to take courses in the new
track.
Keep in mind these important points as you make your next move:
• If you have credit for GBA 1 and GBA 2,
you can earn your GBA designation by
completing the GBA/RPA 3 course in the
new curriculum.
• If you have credit for RPA 1 and RPA 2,
you can earn your RPA designation by
completing the GBA/RPA 3 course in the
new curriculum.
• If you elect to fi nish your GBA, RPA or
both under the former curriculum, you
will still need to take GBA/RPA 3 if you
want to complete your CEBS under the
new CEBS model.
• Testing on courses in the former program
will end on December 15, 2017.
• To retain credit (pass grade) for any of
the GBA and RPA courses transferred
into the new track, you will need to pass
any course in the new track by December
14, 2018. Aft er that time, if you have
not completed your CEBS designation
or a course in the new track, credit for
any courses completed in the former
curriculum will expire and will no longer
count toward completion of a course in
the new CEBS program.
Questions about your next step? Give us a call at (844) 809-2698, or e-mail [email protected]. Detailed information on the former curriculum is also available at www.cebs.org/cdcebsformer or on the new curriculum at www.cebs.org.
www.cebs.org | (844) 809-2698 2 9
Former Curriculum CoursesSix Required Courses Plus Two Electives for CEBS
New Curriculum CoursesFive Required Courses for CEBS
GBA RPA CMS CEBS GBA RPA CEBS
GBA 1Principles of Group Benefi ts ✔ ✔ ➜
GBA 1Managing Benefi t Plans Part 1 ✔ ✔
GBA 2Applications of Group Benefi ts ✔ ✔ ➜
GBA 2Managing Benefi t Plans Part 2 ✔ ✔
RPA 1Retirement Income Programs ✔ ✔ ➜
RPA 1Managing Retirement Plans Part 1 ✔ ✔
RPA 2Asset Management ✔ Elective ➜
RPA 2Managing Retirement Plans Part 2 ✔ ✔GBA/RPA3Navigating the Plan Environment ✔ ✔ ✔
You have options
How your completed courses apply to the new program.
If you earned your GBA, RPA or CMS in the former curriculum, you retain all the rights and privileges to use these credentials.
2017 | Canadian CEBS Course Catalog3 0
Principles of Conduct
In order to support the basic objectives of high levels of competence, performance and ethical conduct, all persons who seek or obtain the CEBS designation are expected to comply with the letter and spirit of these Principles of Conduct.
Principle 1: In all professional, business
or fi duciary relationships, a CEBS shall act
with honour and integrity in dealings with
the public, plan participants, employers,
clients and other professionals.
Principle 2: A CEBS shall continually strive
to maintain and improve the knowledge,
skills and competence needed for eff ective
performance in the profession. Th is not
only includes the initial acquisition of
professional knowledge and skills but
also requires continued learning and
development.
Principle 3: When serving an employee
benefi ts plan, whether in a fi duciary
capacity or otherwise, a CEBS shall apply
care, skill, prudence and diligence in
accordance with the “prudent person rule.”
Principle 4: A CEBS shall not allow the
pursuit of fi nancial gain or other personal
benefi t to interfere with the best interests of
plan participants, benefi ciaries, employers
and clients.
Principle 5: In business, professional or
fi duciary activities, a CEBS shall avoid
any activity or conduct that constitutes
a dishonest, deceitful, fraudulent or
knowingly illegal act.
Principle 6: A CEBS shall maintain
knowledge of and comply with the
enforcement of laws, regulations and codes
that foster the highest level of competence,
performance and ethical conduct as it
pertains to employee benefi ts plans.
Principle 7: A CEBS shall respect
confi dential relationships that may arise in
business or professional activities.
Principle 8: A CEBS shall honour the
integrity and respect the limitations placed
on the use of the CEBS designation.
Principle 9: A CEBS shall only recommend
for CEBS candidacy those individuals
known by the member who engage in
practices that conform with the Principles
of Conduct.
CEBS, Inc.
Certifi ed Employee Benefi t Specialist, Inc. (CEBS, Inc.) is a wholly owned subsidiary of the International Foundation, a tax-exempt business association. CEBS, Inc., is responsible for granting the CEBS designation and is solely responsible for the promotion of that designation.
Visit www.cebs.org/cdprecert to read the Precertifi cation Standards.
www.cebs.org | (844) 809-2698 3 1
As a Certifi ed Employee Benefi t Specialist,
I pledge to abide by the CEBS Principles
of Conduct in all my fi duciary, business
and professional relationships, and to
participate only in activities that conform
with the spirit of those principles; I shall
strive at all times to maintain and uphold
the highest standards of honour and
integrity, so that the quality of my work will
refl ect credit on the CEBS designation, my
profession and the employee benefi ts fi eld.
CEBS Pledge
CEBS ProgramInternational Foundation2425 Matheson Blvd. E, 8th Fl.Mississauga, ON L4W 5K4
cebs.org | [email protected]
(844) 809-2698
CC16116522M/417
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