PENSION PLANS AND GROUP BENEFITS
INFORMATION SESSION
Fall 2015
uOttawa.ca
2
INFORMATION SESSION
Part 1
 The University of Ottawa Pension Plans
Presented by: Louise Pelletier, Pension Plan Advisor, Benefits and Transfers
Part 2
 The University of Ottawa Group Insurance
Benefits
Presented by: Patrick Taylor, Senior HR Benefits Specialist
uOttawa.ca
AGENDA (PART 1)

Pension Plans
 The University of Ottawa Retirement Pension Plan and the Supplemental Pension
Plan
 Eligibility to the Retirement Pension Plan
 Required contributions (employee/employer)
 Buyback & transfer of service
 Termination options before retirement
 Date of retirement / Factor 90
 Pension indexation
 Benefit formula
 Survivor benefit
 Pension beneficiaries
 Change in civil status

Tools and references





The Personal Pension Statement and Annual Report
Pension Fact Sheets
Human Resources website
Personalized information web site
Contact the Pension Sector Team
uOttawa.ca
RETIREMENT PENSION PLAN (registered)
The University of Ottawa Retirement Pension Plan is a registered defined-benefit plan.
This means that when you will retire you will receive a pension based on a formula that takes into
account the average salary (of your best 60 months of earnings) and the number of years of credited
service you have in the Plan.
The commuted value represents the value of the accrued pension multiplied by actuarial factors in effect
at the time of the event (ex.: Death before retirement, termination, division of pension rights following a
divorce/separation agreement, etc.).
Employee and employer contributions is a component of the pension plan funding.
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SUPPLEMENTAL PENSION (non registered)
The Supplemental Plan provides a pension benefit in addition to the basic pension plan in
accordance with terms and conditions as outlined in the Supplemental Plan Text and the Income
Tax Act.
To be eligible, your average salary established on the date of your retirement must be above the
maximum salary set by the Canada Revenue Agency (CRA).
As of January 1st, 2015, the maximum salary is $154,172.
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ELIGIBILITY TO THE RETIREMENT PENSION PLAN
•
New employees aged 30 or more who hold a regular position
New employees who are eligible for employee benefits and are 30 or over must join the Plan as soon
as they begin working at the University.
•
Employees under the age of 30 who hold a regular position
Employees who are eligible for employee benefits and are under the age of 30 may become members
from the start of their employment or on the first day of any month before turning 30 years old. If
they do not elect to participate, they automatically become members on the first day of the month
following their thirtieth birthday. Effective May 1, 1992, a new hired employee eligible for employee
benefits has had to become members either on the first day of the month immediately following two
years of service at the University, or on the first day of the month immediately following their
thirtieth birthday.
•
Employees who do not fall in the above categories
Any person who, in two consecutive calendar years, works 24 continuous months and either earns
35% of the YMPE (yearly maximum pensionable earnings) or works at least 700 hours in each of
these two consecutive calendar years may choose to become a member of the Pension Plan if he or
she wishes to.
•
Re-hired pensioner
A member who has retired under the University Pension Plan and is receiving a pension benefit
cannot become a contributing member if re-hired by the University.
Note: For administrative purposes; a new employee in a regular position is automatically enrolled but can withdraw if
he/she has less than thirty years old.
Reference.: Pension Plan Eligibility
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REQUIRED CONTRIBUTIONS
A.
Required employee contributions
Up to the Integration Level
Above the Integration Level
Employee
4.85%
7.50%
B.
Current Integration Level (YMPE)
$37,793
Employer
13.29%
13.29%
1
The contributions to the pension plan are calculated based on the above percentage.
As an example, if your annual salary is $60,000, your annual contributions to the pension plan for 2015 would be:
1. 4.85% of your salary up to $37,7932
= $1,832.96
Plus
2. 7.50% of the portion of your salary above the integration level ($60,000 – $37,793 = $22,207)
Total annual employee contributions
= $ 1,665.53
= $ 3,498.49
Your contributions are based on your regular salary, which does not include special income such as overtime pay,
premium pay, bonus pay or second-salary sources. Because of the Canada Revenue Agency tax rules, the contributions
you make to the University of Ottawa Pension Plan based on your salary are not subject to income tax. As a result, you
save on tax immediately.
Notes :
1. The University pension plan provides for a pension that differs for the portion of earnings below and above a certain
threshold. The threshold of earnings is based on the maximum earnings (YMPE) covered for purposes of determining the pension
payable from the Canada and Quebec Pension Plans and differs for service before and after January 1, 2004. Currently the
Canada and Quebec Pension Plans set this amount at $ 53,600 for 2015.
2. The Year’s maximum pensionable earnings (YMPE) is the amount the government sets each year and uses to base your
contributions to the Canada/Quebec Pension Plans. The University of Ottawa Pension Plan has set the YMPE to $ 31 790 for the
service prior 2004 and to $ 37,793 or the service post 2003 for pension calculation.
Reference: Pension contributions to the plan
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BUY-BACK OF PENSIONABLE SERVICE
A buy-back is the purchase of previous non contributed service with the University of Ottawa so that it
becomes recognized as service under the University of Ottawa Retirement Pension Plan. The service
you buy back is added to your credited service for pension calculation. More credited service means a
higher pension and it may also mean retiring earlier.
You may buy-back:

Service during which you worked for the University but were not a member of the pension
plan;

A prior period of pension service with the University for which the contributions have been
refunded;

Periods where you worked a reduced workload and other authorized leaves of absence
without pay;

A prior maternity, parental leave or a special study leave, if you did not contribute during
your leave;

Additional service following a transfer of service from another employer where there were not
enough funds to recognize the full period in the University’s pension plan.
Reference: Buy-back or transfer of service from another employer
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TRANSFER OF PENSIONABLE SERVICE
If you participated in your previous employer’s pension plan, you may be eligible to transfer that pension
service to the University’s pension plan and receive more from the University’s pension plan when you
retire or terminate your employment (before retirement).
You may transfer:

Service from a previous employer
Reciprocal transfer agreements:
 Public Service Pension Plan
 Université du Québec
 Université Laval
General portability :
 Canadian registered pension plans (must meet the Provincial Legislation of Ontario and the
Pension Plan Text)
 The University does not accept pension transfers from Non Canadian pension plans
Reference: Buy-back or transfer of service from another employer
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EMPLOYMENT TERMINATION BEFORE RETIREMENT
Please inform the Pension Sector of your departure by e-mail at: [email protected]. Be sure to
mention your termination date and employee number. A termination statement outlining your options and
all the necessary forms will be sent to your home address in the weeks following your termination.
It is the responsibility of the member to report any changes in its contact information.
Pension options available are:
1. If you are not yet 55 years of age, you can:
a) Choose to leave your money in the pension plan, in order to receive a deferred pension as of
your 60th birthday
b) Transfer the value of the pension to another employer’s registered pension plan, if that employer
accepts the transfer and/or to a locked-in* registered retirement savings plan or registered life
income fund, the greatest value of:
1) The actuarial value (commuted value);
or
2) The value of twice your contributions plus interests (less the surplus refund amount, if
applicable).
2. If you are 55 years of age or older, you can:
a) Start receiving a reduced pension before the age 60;
b) Defer your pension benefit until you are 60 years of age.
*Locked-In indicates that the amount cannot be withdrawn before age 55 (minimum age to start
withdrawing the pension), meaning it can never be commuted, surrendered, assigned or alienated
(transferred) during the member’s lifetime.
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EMPLOYMENT TERMINATION BEFORE RETIREMENT (CONT’D)
The Canada Revenue Agency restricts amounts that can be transferred out of pension plans on a taxsheltered basis to a Locked-in Registered retirement savings plan (RRSP), to a Registered retirement
income fund (RRIF), to a new employer’s pension plan** or to an insurance company to purchase an
annuity. You may have to pay taxes on the portion of your transfer value that exceeds the tax-sheltered
amount.
This value is based on a set of actuarial assumptions in force at time of your termination according to the
Canadian Institute of Actuaries (CIA) recommendations. Moreover, the CIA has modified the actuarial
value calculation standards. The new standards became effective on February 1st, 2005 and apply to all
events occurring after this date. The new standards can generate a higher or smaller value depending on
the economic conditions at the event date.
The value of inflation protection and survivor benefits are included in the actuarial value.
Reference: If you leave the University before retirement
** Only the tax-sheltered portion of the actuarial value can be transferred to a new employer’s defined
contribution or hybrid pension plan. If you transfer your actuarial value to a defined benefit plan, the
transfer value cannot exceed the required amount under the new employer’s pension plan.
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DATE OF RETIREMENT / FACTOR 90
According to the University of Ottawa Retirement Pension Plan, the normal retirement date is the 1st of the
month following the member’s 65th birthday for the Administrative Staff and the 1st of July following the
member’s 65th birthday for the Academic Staff. However, you may retire earlier (from the age of 55) or
later. The pension becomes payable at the latest in December of the year that the member reaches age
71.
Factor 90 applies
55 years
Early
$10,000
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----------------------------->
60 years
Optional
$15,000
65 years
Normal
$20,000
PENSION BENEFIT FORMULA
The average salary corresponds to your 60 best months of pensionable earning up to the maximum CRA
prescribed salary. As of January 1st, 2015 the maximum is $154,172.
The pensionable service includes current service, pension buy-backs and transfers of service.
Formula:
Service up to December 31, 2003 (Pre-2004)
i) $31,790 X 1.3% X pension participation
ii) (Average salary - $31,790) X 2% X pension participation
Total annual pension pre-2004 (a + b)
=a
=b
=c
PLUS
Service Post -2003
i) $37,793 X 1.3% X pension participation
ii) (Average salary - $37,793) X 2% X pension participation
Total annual pension post-2003 (a + b)
=a
=b
=d
Total Annual Pension UO
= (c + d)
For the pre-2004 service, the integration level is set at $31,790.
For the post-2003 service, the integration level of $31,790 is indexed annually at a rate of 55 % of the increase
in the YMPE. The 2015 indexed integration level is $37,793.
Please note that there is no maximum pensionable service in the University of Ottawa Pension Plan.
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PENSION BENEFIT FORMULA (CONT’D)
Minimum pension test and maximum CRA pension rule:
A participant in the University pension plan is entitled to a minimum pension equal to 1.5% for
each pension year. (Average salary X 1.5% X pension participation).
As part of the CRA Pension rules, the maximum pension plan entitlement in a registered pension
plan is $2,818.89 per year of pensionable service effective January 1 st, 2015.
Year’s Maximum Pensionable Earnings (YMPE):
This is the amount the government sets each year, and uses to base your contributions to (as
well as your benefits from) the Canada Pension Plan or Quebec Pension Plan.
In 2015, the YMPE is $53,600. Annual changes to the YMPE are based on increases in average
Canadian industrial wages.
Reference: your pension benefit
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PENSION BENEFIT FORMULA- Supplemental Plan
Same as the retirement pension plan, the average salary corresponds to the 60 best months of earnings during the
membership period. The average salary should exceed the maximum pensionable earning set by the CRA in the year
of retirement. The same pension formula applies less the amount paid by the retirement pension plan.
Formula:
Service to December 31, 1998 (Pre-1999)
i) 2015 Pre-1999 Dollar Limit
ii) 2015 Maximum CRA Pension Rule
Total annual pension pre-1999 (a - b)
=a
=b
=c
Service post 1998 (1999 to 2003)
i) $31,790 X 1.3% X pension participation
ii) (Average salary - $31,790) X 2% X pension participation
iii) 2015 Max. CRA Pension X pension participation
Total annual pension post 1998 ((a + b) - c)
=a
=b
=c
=d
Service post 2003 (2004 to 2007)
i) $37,793 X 1.3% X pension participation
ii) (Average salary - $37,793) X 2% X pension participation
iii) 2015 Max. CRA Pension X pension participation
Total annual pension post 2003 ((a + b) - c)
Total Annual Pension UO (Excluding 2008 to now)
=a
=b
=c
=e
= (c + d + e)*
*A pension of at least 10% of the current YMPE is paid as a monthly pension. If lower, it is paid as a taxable
lump sum payment representing the actuarial value of the pension.
Reference: Your pension benefit (The Supplemental pension plan)
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PENSION INDEXATION
A)
The three tier indexation formula based on inflation from the previous year
(Consumer Price Index (CPI) for the period of September to October)
1.
Full indexation if inflation is less than 2%
2.
2% automatic indexation if inflation is between 2% and 3%
3.
Inflation minus 1% if inflation is between 3% and 8% (Max 8%)
Any portion of the increase in the CPI not granted will be automatically given if the performance of the
Pension Fund exceeds specified criteria. It may also be awarded on an Ad Hoc basis by the Board of
Governors, depending on the status of the Pension Fund.
Any increase in the CPI above 8% will be applied to the pension in a later year when the adjustment is
less than 8%. The increase in your pension on the first of January after you retire will be based on the
number of complete months remaining in the calendar year after your retirement.
B)
Special Ad Hoc indexation
Annual revisits of percentages not accorded in 2 & 3
Reference: Annual increase in the Consumer Price Index (Inflation protection)
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SURVIVOR PENSION BENEFIT TO THE SPOUSE AND
OPTIONAL FORMS OF PENSION
Standard Option: Joint & Survivor 60% - 5 year guarantee
Should your death occur before the end of the guarantee period:
- and your spouse survives you, he/she will receive your full monthly pension until the end of the 5year guarantee period. Thereafter, the pension will be reduced to 60% for his/her lifetime.
- and there is no surviving spouse, a lump sum representing the value of the remaining guaranteed
monthly payments becomes payable to your estate or designated beneficiary.
Should your death occur after the end of the guarantee period:
- and your spouse survives you, his/her monthly benefit will be 60% of the value of your benefit at the
time of your death for his/her lifetime.
- and there is no surviving spouse, the pension payments will cease; there will be no death benefit
payable to the estate or to the beneficiary.
Optional Forms:
 Joint & survivor
 Joint & survivor
 Joint & survivor
 Joint & survivor
15%)
60% - 0 years guarantee
60% 10 years guarantee (pension reduction of approximately 2%)
60% 15 years guarantee (Pension reduction of approximately 5%)
100% with 0, 5, 10 or 15-year guarantee period (pension reduction of approximately
Note: There is only one choice at retirement.
Reference: Survivor benefits under the pension plan
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PENSION BENEFICIAIRIES
Pre-retirement (Pension Benefit Value payable):
1)
Spouse
The person married to you by a religious or civil ceremony or with whom you have been living in
a relationship that resembles a marriage for at least one year and whom you have designated in
writing to the University as your spouse. According to pension plan text, waiver of spousal
benefit is allowed before retirement.
2)
Designation or Estate
Post-retirement (Survivor Benefit payable based on choice):
1)
Spouse
Same definition as above and must satisfy the definition at the time of retirement . Based on
pension plan text, no waiver of spousal benefit allowed or after retirement.
2)
Dependent Child
Is a natural or adopted child who depends on you financially at the time of your retirement.
Moreover, at the time of any survivor benefit payment, he or she:
• is under age 19 and will not reach age 19 during the calendar year of your death, or
• attends school full time and is under the age of 27; or
• depends on you because of a mental or physical handicap.
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CHANGE IN CIVIL STATUS
Communicate any change in your civil status like a marriage, a separation, a divorce, a common
relationship (with whom you have been living in a relationship that has lasted at least 12 months) and
whom you have designated in writing to the University as your spouse
It is very important to communicate all changes and obtain the required forms by contacting Human
Resources, pension sector by email at [email protected]:
If you are married, your benefits may be affected.
Marriage breakdown calculation can be provided upon request, some fees may apply. Please refer to the
following Fact Sheets:
•
•
Marriage breakdown and your pension for agreements signed before January 1, 2012
Marriage breakdown and your pension for agreements signed on or after January 1, 2012
Reference: Change in marital status
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TOOLS AND REFERENCES
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The My-Info Web site
The My-Info Web site has a section reserved to the Pension Plan.
http://www.uottawa.ca/human-resources/my-info

It’s adapted to the group to which you belong

Hyperlinks to all the tools and reference documents such as

The Pension Plan calculator (helps estimate your personal benefits and contributions)

Fact Sheet Series (in PDF)

Your personal Pension Plan statement

The ManuLife Web site
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Personal Statement and Annual Report
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Fact Sheet Series
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HR Web site: www.hr.uottawa.ca/
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PERSONALIZED INFORMATION WEB SITE
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PERSONALIZED INFORMATION
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FINANCIAL PLANNER - HORIZON
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CONTACT THE PENSION SECTOR TEAM
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CONTACT US
Pension Sector (Pavillon Tabaret Hall, room 019) / [email protected]
Luc Lauzière
Associate Director, Pension, Tel.: 2652 / [email protected]
Micheline Moreau
Coordinator, Pension Plans, Operations and Buybacks, Tel.: 1206
-Pension buy-back, death of active members, eligibility, membership, marriage breakdown,
termination of employment options and the APTPUO pension plan administration.
Louise Pelletier
Coordinator, Pension Plans, Benefits and Transfers , Tel.: 1747
-Transfer of pension service from or to another employer, new retiree set up and retirement benefits
evaluation prior to retirement (pension, retirement allowance, insurance, etc.), pension indexations,
survivor and death benefits after retirement.
Sylvie Laflamme
Administrator, Pension Plans Data, Tel.: 1536
-Pension enrolment forms, data management, pension buy-back evaluation and change of pension
beneficiary
Karina Thibault-Potvin (Acting)
Administrator, Benefits and Services to Pensioners , Tel.: 5375
-Retiree group insurance administration, commemorative keepsakes for service recognition, retirees
personal information management, procedures and pension forms.
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QUESTIONS
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GROUP INSURANCE BENEFITS
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AGENDA (PART 2)

Group Insurance
 Eligibility to the Group Insurance Plan
 The University of Ottawa Group Benefits
 Mandatory
 Optional
 Eligible dependents
 Life events
 Survivor benefits
 Beneficiaries
 Coordination of benefits

Tools
 Human Resources website
 Manulife website

Contact the Benefit Team
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ELIGIBILITY TO THE GROUP INSURANCE PLAN
•
New employees who hold a regular position
New employees must join the Plan as soon as they begin working at the University.
•
New employees who do not fall in the above category
Other rules may apply - works 24 continuous months or based on contract terms
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GROUP INSURANCE BENEFITS
MANDATORY
The University / Research Grant pays for the majority the following
insurance benefits:
•
Extended Health Insurance
•
Basic Dental Insurance
•
Health Care Spending Account (if applicable)
•
Employee Life Insurance (shared cost)
•
Long Term Disability Insurance (if applicable)
•
Employee and Family Assistance Program
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GROUP INSURANCE BENEFITS
OPTIONAL
The employee pays for the following insurance benefits:
•
Optional Hospital Coverage
•
Optional Dental Insurance
•
Optional Life Insurance (employee/spouse/child)
•
Accidental Death and Dismemberment Insurance
•
Long Term Disability Insurance top-up (if applicable)
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DEPENDENT ELIGIBILITY
•
Dependent: a spouse or child who is a resident of Canada or a Canadian resident who is temporarily
visiting/studying outside Canada and on whose behalf arrangements have been made to ensure that
their government health insurance plans remains in force.
•
Child: a person who:
– (A) is unmarried;
– (B) is a natural child, step-child, or legally adopted child of an employee or employee's spouse;
and
– (C) is less than 21 years old, or, if he relies upon the employee for support and is in regular fulltime attendance at an accredited institute of learning, is less than 27 years old.
•
Special / Disabled Dependent Child
•
Spouse: a person who either:
– (A) is married
– (B) common law - continuously cohabits with the employee for at least one (1) year.
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RULES TO ADD OR CHANGE OPTIONAL COVERAGE
LEVELS
ADD / INCREASE / DECREASE / TERMINATE:
•
Optional Hospital Coverage
•
Optional Dental Insurance
•
Optional Life Insurance (employee/spouse/child)
•
Accidental Death and Dismemberment Insurance
•
Long Term Disability Insurance top-up (if applicable)
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LIFE EVENTS
You must register the following life-event changes within 31 days:
•
A change in marital status – marriage, separation, divorce or a common-law relationship (12 months)
•
The birth or adoption of a child
•
The death of your spouse or dependent child
•
The loss or significant change in your spouse’s benefit coverage because of loss of employment,
termination or significant modification of coverage
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LIFE EVENTS – AGE RELATED
Active employees are affected by age related changes:
•
You
–
–
–
are eligible if you are: under age …
Long Term Disability Insurance (if applicable)
Optional Life Insurance (Spouse / Child)
Other insurance benefits
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SURVIVOR GROUP INSURANCE BENEFITS
Your eligible dependents will continue to be covered for 12 months following your date of
death (without premium):
•
Extended Health Insurance
•
Basic Dental Insurance
•
Optional Hospital Coverage (if applicable)
•
Optional Dental Insurance (if applicable)
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BENEFICIARIES
1. Basic Life Insurance:
•
Designation or your estate
2. Optional Employee Life Insurance:
•
Designation or your estate
3. Optional Spouse/Child Life Insurance:
•
Employee
4. Accidental Death & Dismemberment:
•
Designation or your estate
* Rules regarding beneficiary designations (revocable / irrevocable)
* Based on last ink signature on file
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COORDINATION OF BENEFITS
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TOOLS
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HR WEBSITE: www.hr.uottawa.ca/
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HR WEBSITE: www.hr.uottawa.ca/
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HR WEBSITE: www.hr.uottawa.ca/
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MANULIFE WEBSITE
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MANULIFE WEBSITE
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MANULIFE WEBSITE
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MANULIFE WEBSITE
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MANULIFE WEBSITE
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MANULIFE WEBSITE
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MANULIFE WEBSITE
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MANULIFE WEBSITE
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CONTACT THE BENEFIT TEAM
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CONTACT US
Benefit Team (Tabaret Hall, room 019) [email protected]
Maureen Castella (Associate Director) – extension 1873
Patrick Taylor – Group Insurance Specialist - extension 2784
Pasquale Donovan – Leave Administrator - extension 2335
Jennifer Jean – Academic Benefit Administrator (PER & Tuition) - extension 2651
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QUESTIONS
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THANK YOU
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