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Interpretive Information on
The Pension Benefits Act
This Information Bulletin has no legal authority.
For specific legislative requirements, The Pension Benefits Act and
Regulation there under should be used.
Published by the Pension Commission of Manitoba
Revised August, 2004
Solvency
Act 18(4), 26(1), 26.1, 26.3, 28(3), 28(6), 38
Two
Year Vesting and Locking-in
Act 21(2),
Vesting upon termination or winding up of
a plan
Act 21(2.2), Regulation 13(6)
Commutation
of Benefits
Act 21(1) - (6), 21(2.3), 23(3)
Regulation 18, 18.1, 18.2, 18.4 &
19
Normal, Postponed, Early Retirement
Act 21(7) - (10),
Life Income Fund
21(13), 21(13.1), 23, 24, 31(2)-(8)
Regulation 18, 18.1, 18.2, 18.3.1, 24, 27
Locked-In Retirement Income Fund
21(13), 21(13.1), 23, 24, 31(2)-(8)
Regulation 18, 18.1, 18.2, 18.3.1, 24, 27
50%
Maximum Employees Cost Rule
Act 21(11), Regulation 11
Portability
Act 21(13), Regulation 14(3); 18, 18.1
Locked-In Retirement Account
Act 21(13), 31(4), Regulation 18, 18.1
Eligibility
and Membership
Act 21(19), (20)
Death
Benefit Before Retirement
Act 21(26), 21(27)
Termination
of Employment
Act 22, Regulation 23(9)
Method of Determining Refunds
Act 22, Regulation 10(3), 10(3.1)- 10(3.3), 14
Survivor
Benefits
Act 23(1), Regulation 27
Rate of Interest applicable to employee
contributions
Act 25(1) - (3), Regulation 10(4)
Annuities, Administrative Expenses
Act 25, 31(1), Regulation 3(7), 5(2)
Unisex
Act 21(18)
Multi-Unit
Pension Plans
Act 26.1, Regulation 4(8) - 4(11), 23(6)
Surplus
Act 26(2), 26(2.1) - 26(2.3)
Regulation 7(1) - 7(2)
Investment Regulations (Prudent Person)
Act 26(1)(b), Regulation 16(2) - 16(3)
Frequency of Pension Plan Remittance
Act 28(6), Regulation 2.3(1)
Disclosure
Act 29, Regulation 23
Employee
Annual Statement
Act 29, Regulation 23(6)
Garnishment of Pension Assets for
Maintenance Enforcement
Act 31(1), 31.1
Splitting
of Pension Benefit Credits on
Breakdown of a Marriage or Common-Law
Relationship
Act 31(2) - 31(8), Regulation 24(1) - 24(6)
28, 29
Compliance with the Income Tax Act (Canada)
Regulation 7(3) - 7(4)
Transfer Values
Regulation 2.4(2) -2.4(3), 14(1.1) -14(1.2)
The references to the Regulations reflect the
revised sections as per the most recent Regulation and may not
correspond to the sections shown on the updates.
SOLVENCY
REQUIREMENTS (See Update 24)
Act 18(4), 26(1), 26.1, 26.3, 28(3), 28(6), 38
TWO YEAR VESTING AND LOCKING-IN
Act 21(2)
For employees, who terminate plan membership while
employed in Manitoba, all benefits in respect of service after January
1, 1985, or in respect of previous service under a plan amendment made
after January 1, 1985, will be subject to vesting after two years of
service. These vested benefits must also be "locked-in". The
previously permitted commutation of up to 25% of the vested pension will
apply in future only to benefits accrued before January 1, 1985.
The requirement for vesting and locking-in changed
from 5 years to 2 years, effective January 1, 1990.
The requirement for full vesting after 10 years of
service and locking-in after the completion of 10 years of service and
attainment of age 45, is applicable to benefits accrued for service from
July 1, 1976 to December 31, 1984.
Effective June 24, 1992, benefits are determined on a final
location approach.
VESTING UPON TERMINATION OR
WINDING UP OF A PLAN
Act 21(2.2), Regulation 13(6)
Upon termination or winding up of a pension plan in
whole or in part, all affected members are fully vested in benefits
accrued for service on and after July 1, 1976.
COMMUTATION OF BENEFITS
Benefits in Excess of Canada Revenue Agency Maximums
Act 21(2.3)
Where a pension plan provides benefits, surplus or a
commuted value to an employee, which is in excess of the applicable
maximum permitted under the Income Tax Act (Canada), the benefit,
surplus, or commuted value, which is in excess of such maximum is exempt
from the locking-in requirements under Sections 21(1)(b) and 21(2)(b),
and is not to be treated as a deferred life annuity.
Commutation of small benefits in pension plans (See
Update 20)
Act 21(4)
Commutation of small benefits in LIRAs, LIFs and
LRIFs
(See Update 22)
Act 21(1) - (3), 23(3), Regulation 18, 18.1, 18.2, and 18.4
25% pre-1985 Benefits
Act 21(5)
A pension plan may provide for the commutation of
benefits upon termination of plan membership of 25% of the commuted
value of the vested pension accrued from July 1, 1976 to December 31,
1984.
Where a pension plan requires that the 50% maximum
employee cost rule applies in respect of benefits accrued prior to
January 1, 1985, as well as benefits accrued after this date, the 25%
commutation provision is not applicable to benefits accrued prior to
January 1, 1985.
Shortened Life Expectancy
Act 21(6), Regulation 19
A pension plan may provide for the commutation of
benefits if the member’s life expectancy is shortened considerably due
to a mental or physical disability, as evidenced by the written opinion
of a qualified medical practitioner.
If the member has a spouse or common-law partner, the
"Pension Waiver Form" (MG-1701) must be completed by both of
them, prior to the member’s pension benefits being commuted.
NORMAL, POSTPONED AND EARLY
RETIREMENT
Act 21(7)(8)(9)(10)
Normal
Effective January 1, 1984, every pension plan must
define a retirement age at which unreduced benefits are payable, but no
member will be required to retire at that age. Service requirements
attached to a normal retirement age are not acceptable. Benefits must be
fully vested at normal retirement age.
Postponed
An employee has the right to retire after their normal
retirement age or continue as a member of the pension plan and to earn
additional benefits consistent with the plan provisions as they relate
to service or membership up to normal retirement.
Early
A "reasonable" early retirement provision
is considered to be 10 years preceding normal retirement age, i.e. age
55 in most instances. Any provision more restrictive than age 55 with 10
years of service would be unacceptable.
The formula for the pension benefit for each year of
future service, i.e. service after the effective date of the plan, must
be uniform except when approval from the Commission is obtained to do
otherwise. The normal retirement age cannot be used to change the
pension formula.
Life Income Fund
(Update
15, 29)
21(13), 21(13.1), 23, 24, 31(2)-(8)
Regulation 18, 18.1, 18.2, 18.3.1, 24, 27
Locked-In Retirement Income Fund
(See Updates 15,
30)
21(13), 21(13.1), 23, 24, 31(2)-(8)
Regulation 18, 18.1, 18.2, 18.3.1, 24, 27
50% MAXIMUM EMPLOYEE COST RULE
Act 21(11), Regulation 11
The employee’s contributions plus interest must
provide no more than 50% of the commuted value of an employee’s
pension benefit earned on and after January 1, 1985. The 50% cost rule
applies in all calculations involving annuities (i.e. death,
termination, retirement, disability, garnishment or the break-up of a
marriage or common-law relationship).
Any excess employee contributions may be refunded in
cash or may be used to increase the amount of the deferred annuity, in
all cases, except in the instance of the break-up of a marriage or the
common-law relationship. In the latter case, excess contributions are
locked-in.
The 50% rule applies to defined benefit plans only.
Combination plans, where the employee contributes on a money purchase
basis and the employer contributes on a defined benefit basis, are
exempt from the 50% rule.
It should be noted that termination of membership due
to a transfer of the employee to ineligible employment under the plan,
(e.g. an employee transferring from union to management) will
necessitate the 50% calculation. The determined excess, if any, will
remain in the plan and accrue interest until the employee is eligible to
receive a benefit.
Upon the break-up of a marriage or common-law
relationship, the 50% test must also be applied at the same time the
pension credit split is being determined. The spouse or common-law
partner is entitled to receive one-half of the excess contributions,
which can be transferred to a Locked-In Retirement Account (LIRA) or
registered pension plan (if that plan so allows).
Example
Employee terminates employment and at that date is
entitled to a deferred annuity under Section 21(2) of the Act in respect
of service on and after January 1, 1985. The value of the deferred
annuity in respect of such service is $4,700.00. The value of employee
contributions, with interest, for service on and after January 1, 1985
to the date of termination is $5,200.00. The employee may request a cash
refund or the excess contribution can be used to increase retirement
benefits, at the employee's option.
Act 21(13), Regulation 14(3), 18 and 18.1
The portability provisions of The Pension Benefits
Act of Manitoba are to be applied to members terminating on or after
January 1, 1984, and will include all accrued benefits.
Transfer Vehicle
Any employee who terminates their plan membership or
employment with entitlement to a deferred vested pension must be
permitted to transfer the commuted value of their accrued benefits, as
per the above, to a Locked-In Retirement Account (LIRA) or another
registered pension plan, (provided that the new plan will accept the
transfer, and administer the requirements of The Pension Benefits Act of
Manitoba).
LOCKED-IN RETIREMENT ACCOUNT
(See Updates
13, 15)
Act 21(13), 31(4), Regulation 18, 18.1
Locked-in pension benefits, arising from a
termination, death, credit splitting application, or change of financial
institution on or after June 12, 1993, must be transferred to a
Locked-In Retirement Account (LIRA) issued by a financial institution on
the Superintendent’s list of financial institutions in accordance with
Section 18.1 of the Regulation.
Prior to the pension funds being transferred to a
LIRA, the employer, Locked-In RRSP or Locked-In Retirement Account
(LIRA) carrier must ensure the financial institution issuing the LIRA
contract is on the Superintendent’s list of financial institutions.
This list is available at http://www.gov.mb.ca/labour/pension/index.html
or by contacting the Pension Commission of Manitoba.
The employer, Locked-In RRSP or Locked-In Retirement
Account (LIRA) carrier must then advise the financial institution
issuing the LIRA contract, in writing that the pension funds are
locked-in and must be used to provide retirement income by purchasing a
life annuity from an insurance company, or transferring the pension
benefits to a Life Income Fund (LIF) or to a Locked-In Retirement Income
Fund (LRIF).
ELIGIBILITY AND MEMBERSHIP
Act 21(19), (20)
Effective January 1, 1984, full-time employees hired
by an employer who operates a pension plan will be required to join the
pension plan after completing two years of service. A part-time,
temporary, casual or seasonal employee will be required to join the
pension plan after the completion of two years of service and after it
has been determined that they have earned at least 25% of the Year’s
Maximum Pensionable Earnings (YMPE), as specified by the Canada Pension
Plan, in each of their two consecutive calendar years of service.
Students, part-time and full-time employees hired
prior to January 1, 1984, members of certain religious groups, and plan
members receiving a pension income who return to work for the same
employer or another employer covered by the same pension plan, are not
required to become members of the plan, they may do so at their
discretion upon satisfying the eligibility requirement.
All employees, regardless of income levels and
regardless of when they were hired, must have the option of joining the
plan voluntarily, subject to a maximum eligibility requirement of two
years of service after January 1, 1984.
Examples
- A part-time employee hired January 1, 1998, who earns more than
25% of the YMPE for two consecutive calendar years, i.e. 1998
through 1999, will be required to join the plan on January 1, 2000.
- A part-time employee hired January 1, 1998, who earns more than
25% of the YMPE for the calendar year of 1998, but not for the
calendar year of 1999, must be allowed to join the plan on January
1, 2000, voluntarily. However, the employee need not be required to
join the plan until such time as they earn 25% of the YMPE during
two consecutive calendar years.
- A pension plan was established and the employee was hired prior to
the effective date. In this situation, a part-time employee hired
prior to January 1, 1984, who was not eligible to join the plan
previously must be allowed to join the plan at the employee’s
choice any time after completing the same requirement as a full-time
employee, i.e. two years of service.
DEATH BENEFIT BEFORE RETIREMENT
Act 1(3) and 21(26) - 21(27)
If the member was vested under Section 21(2), i.e.
two year vesting, the value of the death benefit will be no less than
the commuted value of the benefit accrued on and after January 1, 1985.
In the event of the death of a member who has a spouse or common-law
partner, the member’s spouse or partner must receive the death benefit
in the form of a life annuity, either deferred or immediate, as chosen
by the spouse or partner. The spouse or partner also has the right to
transfer the benefit to a Locked-In Retirement Account (LIRA), to a Life
Income Fund (LIF) or a Locked-In Retirement Income Fund (LRIF), or to
another registered pension plan (if that plan agrees to accept such a
transfer), but under no circumstances will a cash refund of any portion
of this benefit to the spouse or partner be allowed.
A common-law partner is entitled to survivor benefits
provided they satisfy the conditions specified in the definition of
common-law partner in Section 1(1) of the Act and provide such evidence
satisfactory to the plan administrator. For the purpose of
subsection 21(26), a common-law partner shall be considered to have
survived a member or former member with whom he or she had a common-law
relationship only if they were cohabiting with each other immediately
before the death of the member or former member.
If the member did not have a spouse or common-law
partner at the time of their death, the payment may be made to the
designated beneficiary or estate.
If the member was not vested under Section 21(2), the
death benefit will be as provided by the plan provisions, but not less
than the employee’s own contributions with interest. This benefit can
be payable to the beneficiary or estate.
With respect to service prior to January 1, 1985, the
death benefit payable will be the benefit provided by the plan
provisions for such service, if any. This benefit can be payable to the
beneficiary or estate.
In the event that the spouse or common-law partner, as
the case may be, is entitled to receive or has received a division of
pension benefits according to Sections 31(2), they would not be entitled
to the benefit under Section 21(26)(a). However, Section 21(27) states
that this exception for separated spouses or partners is not intended to
prevent surviving spouses or partners upon reconciliation and resumption
of co-habitation, from receiving the death benefit under Section 21(26).
Act 22, Regulation 23(9)
Cash refunds will only be allowed on termination of
employment, not termination of membership from the plan. A cash refund
pertains to non-locked-in contributions only.
The plan must provide that the benefits to which a
terminating employee is entitled must not be less in value than their
own contributions made to the plan. Payments to terminating members who
are eligible for cash refunds must be made within 90 days of the later
of:
- the date of termination of employment; and
- the completion and filing of all documents required to authorize
the refund.
The 25% commutation provision will not be allowed for
benefits earned after January 1, 1985.
Example
An employee notifies their employer that they are
terminating employment as of August 1, 2000.
The employee is entitled to a cash refund of their
own non-vested, non-locked-in contributions with interest.
Within 60 days from August 1, 2000, the employer must
automatically provide this employee with a statement containing the
following information (where applicable):
- the amount of deferred pension, if any, to which the member is
entitled, the date on which this deferred pension would normally
commence and the provisions, if any, for early commencement of this
deferred pension;
- the commuted value of such deferred pension;
- the amount of cash lump sum settlement to which the member is
entitled and the deferred pension, if any, which will remain if a
cash refund is elected and the commuted value of such remaining
deferred pension;
- if a full or partial deferred pension is elected, the benefit if
death occurs prior to the commencement of the deferred pension;
- the options under the plan for the disposition of the cash refund
and the commuted value of the deferred pension; and
- the name and address of the party responsible for payment of the
deferred pension.
Once the employee has received this statement they
have 90 days in which to advise the employer of their elected
option. Should the employee fail to make an election within 90
days, the member may be deemed to have elected a deferred pension.
Assuming the employer and employee both use the
maximum amount of time permitted, the date is now December 28.
A refund must be made to the employee by March 28,
2001 (90 days from December 28) and is to include interest as prescribed
under Section 10(3) of the Regulation, compounded monthly.
METHOD
OF DETERMINING REFUNDS (See Update 19,
Update 25)
Act 22, Regulation 10(3), 10(3.1) – 10(3.3), 14
SURVIVOR BENEFITS
Act 23(1), Regulation 27
Every pension plan must state that the pension
payable to a member who has a spouse or common-law partner, will be in
the form of a joint pension reducing to not less than 2/3rds on the
death of either the member and spouse or partner. If the member and
spouse or partner both agree, a form entitled "Pension Waiver
Form" (MG 1701) may be completed by both of them, allowing the
member to choose an alternate form of pension payment.
A common-law
partner is entitled to survivor benefits provided they satisfy
the conditions specified in the definition of common-law
partner in Section 1(1) of the Act and provide such evidence
satisfactory to the plan administrator.
The joint and survivor pension does apply to bridging
benefits. However, this requirement need not be applied to post
retirement supplements.
Example
Employee elects to retire under the provisions of the
company’s pension plan. The plan provides a bridging benefit upon
early retirement from date of retirement to the date CPP/QPP and OAS
commence. The employee is married or in a common-law relationship as of
his date of retirement and is receiving a joint and 2/3rds survivor
benefit.
Basic Monthly Pension: $600.00
Monthly Bridging Benefit: $300.00
Total Monthly Benefit: $900.00
If the employee dies before the normal retirement
date, the spouse or common-law
partner will receive a monthly annuity of $600.00 (i.e. 2/3rds of
$900.00) payable until the date the employee would have started to
receive CPP/QPP and OAS benefits. The spouse
or partner will then receive a monthly annuity of $400.00 (i.e.
2/3rds of $600.00).
RATE OF INTEREST APPLICABLE TO
EMPLOYEE CONTRIBUTIONS
(See Update 9)
Act 25(1), 25(2) and 25(3), Regulation 10(4)
In a defined benefit plan, the rate of interest
credited to employee contributions made after 1983 must be within 1% of
the gross return earned by the fund each year, based on either book or
market value. Alternatively, effective December 11, 1992, the rate of
interest credited to these contributions may be equal to the average
yields on 5-year personal fixed term deposits as published in the Bank
of Canada Review as CANSIM Series V122515 rounded down to the nearest
1/10 of 1%.
The plan sponsor will be able to select the basis for
calculating the refund rate of interest, subject to the above
limitations, and provided that the basis is consistently applied from
year to year. The rate basis selected must be documented in the plan.
In a money purchase plan, the rate of interest
credited to employee and employer contributions must be the gross return
of the fund less expenses.
ANNUITIES,
ADMINISTRATIVE EXPENSES (See Update 19)
Act 25, 31(1), Regulation 3(7), 5(2)
UNI-SEX
Act 21(18)
No pension plan shall provide for or permit:
- different rates or amounts of contributions by the members based
on differences in sex, or;
- different pensions, annuities or benefits based on differences in
sex, or;
- different options as to pensions, annuities or benefits based on
differences in sex, or
- the inclusion in or exclusion from membership in the pension plan
or employees on the basis of the sex of the employee.
This provision is applicable to all benefits accrued
to date and also will apply to all transfers to Locked-In Retirement
Accounts (LIRAs), Life Income Funds (LIFs), Locked-In Retirement Income
Funds (LRIFs) or registered pension plans, as allowed in Sections 18.1
and 18.2 of the Regulation. Further, the financial institution must, in
all cases, provide benefits in respect of the funds held in a LIRA, LIF
or LRIF on a non-sex distinct basis.
MULTI-UNIT PENSION PLANS
Act 26.1, Regulation 4(8) – 4(11), 23(6)
Definition
A multi-unit pension plan (MUPP) is a pension plan which is
administered by a board of trustees with representation from plan
members and participating employers, to which typically one or more
participating employers contribute in respect of one or more unions or
employee organizations. Members’ representation on the board of
trustees must at least be equal to that of the participating employers,
but may be greater. Special provisions and definitions have been
included in this section of the Act, so as to distinguish them from the
general provisions.
Designation as a MUPP by Superintendent
Designation under Section 26.1 as a multi-unit
pension plan may be made by the Superintendent following the trustees
advising the Superintendent in writing of their intent that the pension
plan in question be considered a multi-unit pension plan under the Act,
provided that in the Superintendent’s opinion the pension plan is
organized and administered in accordance with the Act and Regulation.
However, prior to the Superintendent making such designation, any class
of employees who would otherwise be required to join the pension plan,
may, by a majority vote, exclude themselves from the pension plan.
Benefit Provisions
Provisions regarding members’ benefits include:
- where a member of a MUPP is transferred to eligible employment
under another pension plan with a participating employer, the
employee is eligible to join the other plan immediately;
- service with all participating employers must be taken into
account when determining eligibility for benefits, i.e. vesting,
locking-in, early retirement, etc.;
- a member is vested and locked-in after the completion of at least 350
hours of employment in each of two consecutive pension plan
years, or a reasonable equivalent approved by the Superintendent;
- members who are not locked-in as set out above are entitled to a
refund of their contributions, if any, in the manner set out in the
Termination of Employment section of this Bulletin; and
- where the commuted value of the pension benefit is less than 4% of
the member’s YMPE in the year in which the termination, death or
retirement occurred, and the member cannot be located following a
period of two years during which no contributions have been made to
the plan by or on behalf of the member, the pension plan may require
that the pension benefit may be forfeited by the member, and
therefore become funds of the plan.
Limited Liability
A participating employer’s liability for the
funding of benefits under a MUPP is limited to the amount the
participating employer is contractually required to contribute to the
plan.
The plan’s actuary must demonstrate that the amount
of contributions is sufficient to meet the tests for solvency set out in
the Regulation. If sufficiency cannot be demonstrated, the actuary shall
propose remedial action and the trustees should file with the
Commission, the proposed remedial action. If none of the options can be
implemented, the trustees shall immediately notify the Superintendent,
members and former members in writing of the options and reasons. The
Superintendent may direct the trustees to take such steps as the
Superintendent considers appropriate to ensure contributions are
sufficient to provide benefits. The trustees shall immediately comply.
Contractual Provisions
The documents governing a MUPP must contain the
following special contractual provisions:
- the method of allocating and distributing assets and the priority
for determining benefits where assets are insufficient to pay all
benefits in the event of plan wind up in accordance with Section
13(5) of the Regulation;
- the method of allocating surplus on plan wind up;
- outlining the consequences of a participating employer’s
withdrawal from the MUPP with respect to funding and vesting of
benefits of affected members;
- the circumstances when termination of membership in the plan by an
employee occurs;
- how the plan will meet the tests for solvency contained in the
Regulation;
- outlining the consequences of a participating union’s withdrawal
from the MUPP with respect to funding and vesting of benefits of
affected members; and
- outlining in either the trust agreement or the plan text, the
process for selecting the trustees representing the members and
participating employers.
SURPLUS
(See Update 12, Update
19)
Act 26(2), 26(2.1) - 26(2.3), Regulation 7(1) - 7(2)
INVESTMENT
REGULATIONS – ADOPTION OF "PRUDENT PERSON" (See
Update 14)
Act 26(1)(b), Regulation 16(2) - 16(3)
FREQUENCY
OF PENSION PLAN REMITTANCE
(See Update 2, Update
24, Update
25)
Act 28(6), Regulation 2.3(1)
DISCLOSURE
Act 29, Regulation 23
Every pension plan sponsor must provide the
participants, those eligible to participate and upon written request by
the member, the spouse or
common-law partner of a member, or authorized agent of either, with a
written explanation of the terms and conditions of the pension
plan, i.e. an employee booklet.
The booklet should be as clear as possible in regard
to explanations to the employee and contain examples where applicable.
Legislative provisions contained within the booklet
in addition to the actual plan provisions, should include, but need not
be limited to:
- the joint and survivor pension requirement for members with a
spouse or common-law
partner, and mention of the "Pension Waiver" option;
- reference to the equal splitting of pension credits on the
dissolution of a marriage or common-law relationship;
- the 50% rule for defined benefit plans;
- pre-retirement death benefits for surviving spouse or
common-law partner;
- a reference to individual employee statements that must be
provided to employees, i.e. termination of employment statement,
statement on death of a member, statement on retirement;
- vesting and locking-in provisions for the pre-1985 and post 1985
service; and
- the definition of
common-law partner.
EMPLOYEE ANNUAL STATEMENT
Act 29, Regulation 23(6)
Within six months after the pension plan year-end,
the employee must be provided with a statement indicating their
entitlements under the pension plan. The member’s spouse
or common-law partner may, at their option, request an individual
copy of this statement as well.
Information to be disclosed
All statements must contain the following basic
information:
- the member’s name;
- the period of time to which the statement applies;
- the member’s date of birth;
- the degree to which the pension benefits of the member are vested
and the date when the member’s pension benefits will be fully
vested;
- the date of joining the plan;
- the normal retirement date;
- the first date on which an early retirement pension is available
and information concerning reduction of pension benefits on early
retirement;
- the balance of the member’s account at the commencement of the
year;
- the employee (if any) and employer contributions (if a Money
Purchase Plan) to the account in the year, shown as separate
amounts;
- the employee voluntary contributions (if any);
- the interest or the net investment gain or loss credited to the
employee’s contributions;
- the balance at the end of the year.
In respect of defined benefit plans, the statement
must also include the formula for calculating the benefit, the credited
years of service, where applicable, and any other such information
required to enable the employee to calculate the benefit in accordance
with the specific requirements of Section 23(6) of the Regulation.
Where a plan has a solvency ratio of less than 1, the
annual statement must include a statement that:
- as of the last review date, the plan’s assets are not sufficient
to cover the liabilities;
- special payments are being made to the plan to make the plan
solvent.
For a multi-unit pension plan, the statement must
include a statement that the plan’s assets are not sufficient to cover
the liabilities and the pension benefits could be reduced.
GARNISHMENT OF PENSION ASSETS
FOR MAINTENANCE ENFORCEMENT
(See Update 16, Update 16.1)
Act 31(1), 31.1
SPLITTING
OF PENSION CREDITS ON THE BREAK-UP OF A MARRIAGE OR COMMON-LAW
RELATIONSHIP
(See Update 0 –
Sader vs. Sader
Update 5,
Update 17, Update 19,
Update 31)
Act 31(2) – 31(4), 31(6), 31(8) Regulation 24(1) – 24(6)
The following information relating to the break-up of
a marriage or common-law relationship is general information only.
For more detailed or specific information, contact the Pension
Commission for assistance.
An equal
division of pension credits will occur in the event of the break-up of a
marriage or common-law relationship on or after January 1, 1984.
Parties who separated before this date are not subject to the
requirements of these sections.
As per section 31(2) of the Act, Pension benefit credits or payments
due, are subject to an equal division where either:
- an order of the Court of Queen's Bench made under The
Family Property Act (formerly The Marital Property Act)
exists requiring that family assets of the spouses or common-law
partners are to be divided; or
- a written agreement between spouses or partners exists
dividing family assets of the spouses or common-law partners
between them.
For purposes of clause (a) it should be noted that only:
- married spouses;
- parties to a registered common-law relationship; or
- parties to non registered common-law relationship
who have cohabited in a conjugal relationship for a period of
at least three years
can obtain an order to divide family property under The Family
Property Act. Otherwise, benefits and payments are divisible on the
existence of a written agreement dividing family property.
Common-law partners are no longer required to file written declarations
regarding the existence and termination of a common-law relationship in
order that pension benefits be subjected to an equal division under the
Act, as subsections 31(5) and 31(7) of the Act have been repealed.
The pension benefit credits or payments due that are subject to an equal
division are those that accrued
- in the case of a common-law relationship, from the
first day of the period in which the parties cohabited with
each other in a conjugal relationship and which continued
until they became common-law partners, or
- in the case of marriage, from the date of marriage
or, if there was a period in which the parties cohabited
with each other in a conjugal relationship and which
continued until they were married, from the first day of
that period,
until the date that the parties began living separate and apart.
For spouses who began living separate and apart before June 30, 2004,
the pension benefit credit or payments due subject to division are those
from the date of marriage.
Married and Common-Law Opting-Out (See
Update 7)
A mandatory splitting of pension credits on the
break-up of a marriage or the termination of a common-law
relationship need not occur where the parties have:
- received independent legal advice;
- received a statement from the pension plan administrator
indicating the pension benefit credit or payments due, as the case
may be, to which each spouse
or common-law partner would be entitled if the division was
to take place; and
- entered into a written agreement to the effect that the pension
credits would not be divided between them, and the agreement must be
in the form prescribed by Regulation 205/92.
The plan administrator must provide a statement as of
the date of separation indicating the value of the pension benefit, or
the amount of the payments due, to which each spouse
or common-law partner would be entitled if the division were to proceed.
The member’s annual pension benefit statement is not acceptable
for this purpose. Further, in the event that the parties intend on
waiving the division, this statement must be received by the parties
prior to the execution of the "Pension Benefits Spousal/Common-Law
Partner Agreement".
Alternative Option
The Regulation also provides spouses
or common-law partners, where both have pension benefits, with
additional flexibility, whereby they can agree, in writing, to
divide equally the difference in value of the two pensions, rather than
dividing both pensions on a 50/50 basis.
Example
At the point of the
break-up of a marriage or common-law relationship, Mrs. X has earned,
during the period of the marriage and or common-law relationship (as
applicable), a pension
benefit credit of $70,000.00, while her spouse or common-law partner has
earned, during the same period, a benefit worth $40,000.00.
Rather than divide each pension benefit on a 50/50 basis and execute two
divisions and transfers, only a single division and transfer of the
difference between the values need be executed, leaving both parties
with pension benefit credits of $55,000.00.
i.e. transfer ½ of the net difference in the two
benefits, or in this case:
Division of Net Difference
($70,000.00 - $40,000.00) = $15,000.00
2
Mrs. X = $70,000.00 - $15,000.00 = $55,000.00
Mr. X = $40,000.00 + $15,000.00 = $55,000.00
$15,000.00 is transferred to Mr. X’s plan, leaving
Mrs. X with a pension benefit credit of $55,000.00 and, as Mr. X’s
plan permits, $15,000.00 is transferred to his plan and administered as
a locked-in additional voluntary contribution. If Mr. X’s plan had not
permitted the transfer, the $15,000.00 could have been transferred to a
LIRA, LIF or LRIF in Mr. X’s name.
Preamble
In order for the division of assets to be triggered,
the requirements in Section 31(2) of the Act must be met. Where there is
a division of assets, benefits are calculated on the basis that the
member is deemed to have terminated employment on the date of the
separation or the date the relationship terminated, as the case may be.
Only equal sharing of the pension benefit credit or
payments due is permitted under the Act. The benefit cannot be
apportioned between the parties in any other way, such as 60/40 or
75/25.
Pre-Retirement
The pension benefit credit represents the commuted or
present value of a future stream
of pension payments. The non-member spouse’s or common-law partner’s
interest in this future stream of pension payments is calculated
in the manner prescribed in the Regulation, and this lump sum is
transferable as described below. The pension benefit credit is
calculated in respect of a member who is either actively accruing
pension benefits under the plan (active member) or is no longer accruing
benefits, but has not commenced receiving pension payments (deferred
member).
The benefit payable to the spouse or common-law
partner must be adjusted for interest at the rate and in the manner
prescribed in the Regulation. Again, the spouse’s or partner’s
interest is adjusted in the same manner as that of a terminating plan
member.
The non-member spouse
or common-law partner will have the option of transferring their share
of the pension credit to a registered pension plan of which the spouse
or partner is a member, provided that the plan will accept the transfer,
or to a retirement benefit plan of a type prescribed by the Regulation.
Should the spouse or partner wish to defer payment of a pension income
to a later date, a transfer of their share of the pension benefit can be
made to a Locked-In Retirement Account (LIRA), a Life Income Fund
(LIF), or Locked-In Retirement Income Fund (LRIF), which are a type of
restricted registered retirement income fund (RRIF), or a life annuity
contract, which is purchased through a life insurance company.
A transfer may be made to a LIRA, LIF, or LRIF
provided the financial institution issuing the contract appears on the
Superintendent’s list of financial institutions for the purpose of the
product.
Post Retirement
In the event separation occurs after the plan member
has retired and is in receipt of pension payments, the former spouse
or common-law partner becomes entitled to receive a portion of these
monthly pension payments, calculated in the manner prescribed in the
Regulation. The benefits subject to a division in respect of a legal
marriage are determined from the date of marriage or if there was a
period in which the parties cohabited with each other in a conjugal
relationship and which continued until they were married, from the first
day of that period until the date the parties began living separate and
apart (for spouses who began living separate and apart before June 30,
2004, are those from the date of marriage). In a common-law relationship, the benefits
are determined from the first day of the period in which the parties
cohabited with each other in a conjugal relationship and which continued
until they became common-law partners until the date the parties began
living separate and apart. Essentially, the spouse or partner becomes
entitled to a division of the income stream. The form of pension that
was elected by the member upon retirement remains unchanged by the
division of the pension. The administrator pays the member, former
spouse or partner, the portion of the monthly pension payment to which
each is entitled as a result of the division.
Timely advice to the pension plan administrator is
important particularly when parties separate after the member retires.
If the plan administrator is not aware that the parties have separated
and the documentation required under Section 31(2) is not obtained for
some time, full payments will continue to be made to the member after
the separation date. According
to Section 24(1) of the Regulation, the spouse or common-law partner has
an interest in the payments due as of the date of separation. Therefore,
if the parties do not sign the "Pension Benefits Spousal/Common-law
Partners Agreement", once the member’s payments have been divided
according to the PBA, the administrator must then address the matter of
the spouse’s or partner’s interest in the full payments which were made
to the member since the date of separation.
Calculating
splitting of pension after retirement
COMPLIANCE WITH THE INCOME TAX
ACT (CANADA)
Regulation 7(3) - 7(4)
The Regulation under the Income Tax Act (Canada)
requires all plans to include a provision allowing the return of
employer and employee contributions to the contributor where those
contributions are determined to be "ineligible contributions",
and reduction of accrued pension benefits, where necessary to avoid
revocation of the registration of the pension plan.
The pension plan document must state that the return
of any such contribution to the contributor or such reduction of accrued
benefits requires the Superintendent’s prior written consent.
A written request must be submitted to the Commission
accompanied by:
- a detailed description of the situation which has necessitated the
return or reduction, as applicable;
- a copy of the letter from Canada Revenue Agency
requesting the return or reduction, as applicable; and
- a copy of the advice to be provided to the affected employee.
TRANSFER
VALUES (See Update 25)
Regulation 2.4(2) - 2.4(3), 14(1.1) – 14(1.2)
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