Risk management remains a central focus for the Canadian Automobile Dealers Association (CADA), and its suite of CADA 360 Programs reflects an ongoing effort to adapt to the realities facing dealers.
“Designed by Dealers, for Dealers” is more than a tagline; it reflects the association’s process of working with dealer committees and incorporating direct feedback from the field. In this way, the programs continue to evolve as new challenges and technologies emerge.
Recent developments range from the introduction of CADA 360 Security Services powered by RecovR, to enhancements in AI-driven HR solutions through CADA 360 Drive HR, and updates to CADA 360 Garage Insurance designed to address cybersecurity concerns. The programs are developed in partnership with industry experts but guided by the practical experience of dealers themselves.
Over the next few editions of BrandDriver, we’ll look at how CADA 360 is approaching some of the industry’s most pressing risk management issues. This edition focuses on CADA 360 Employee Benefits — a program currently undergoing several pilots and updates.
“Once dealers are on the CADA 360 platform, they won’t need to switch systems again. We’ll manage the vendors, optimize pricing, and continuously enhance the offering.” — Michael Psotka, CADA’s CFO and Director of Member Services
Employee benefits in transition
CADA 360 Employee Benefits is testing a new administration platform with several large dealer groups. The platform, powered by SEB’s software and branded under CADA 360, is designed to streamline benefits management, reduce administrative burden, and provide employees with more control over their plans.
According to CADA, becoming its own Third-Party Administrator (TPA) will allow the program to better respond to dealer needs. The pilot results will be presented to the dealer-led advisory committee in November, at which point a decision on broader implementation will be made.
Cindy Robinson, Director of Governance and Plan Management for the Employee Benefits Plan, said the changes are in direct response to feedback from dealers. “Dealers are asking for less paperwork, more employee autonomy, fewer errors, and real-time access to data,” said Robinson.
One key feature of the platform is its ability to harmonize benefits across dealer groups without requiring employees to re-enroll. Existing data can be uploaded into the system, reducing errors and cutting down on paperwork. Employees also gain easier digital access to information and resources such as claims, wellness programs, and the Employee Assistance Program (EAP).
Supporting employee well-being
Beyond the platform pilot, other initiatives are underway. These include early intervention strategies aimed at reducing short-term disability claims before they escalate, as well as the launch of a new EAP, Consult+ by Dialogue, which was introduced this past summer.
The emphasis is on earlier, more effective support for employees, which in turn can reduce costs and disruptions for dealers.
Looking ahead, CADA is developing a benefits marketplace within the TPA system that would give employees access to discounted services such as eyewear and diagnostic procedures.
Michael Psotka, CADA’s CFO and Director of Member Services, said these steps are part of a broader push for stability and modernization. “Once dealers are on the CADA 360 platform, they won’t need to switch systems again. We’ll manage the vendors, optimize pricing, and continuously enhance the offering.”
Balancing risk and value
Taken together, these initiatives reflect the broader direction of CADA 360 Employee Benefits: improving employee experience, reducing risk for dealers, and ensuring the program remains aligned with changing expectations in the workplace.
By keeping risk management central, while introducing tools that support flexibility and efficiency, CADA 360 continues to adapt its benefits program to meet the needs of both dealers and their employees.
