1 2015 Pension, Benefits and Executive Compensation Update
2 Pension Annuity Buy-ins and Buy-outs: Understanding the Legal Issues Lisa J. Mills Natasha D. Monkman
3 DB Pension Plan De-risking
4 DB Pension Plan De-risking De-risking of defined benefit (DB) pension plans takes a number of forms Focus today is on two de-risking strategies that use annuities to address investment and longevity risk: the buy-in and the buy-out Planning takes time identify issues and strategy in advance so that annuity purchase can be triggered when market terms are most suitable
5 What is an Annuity Buy-In? Single premium paid to insurer Investment of the pension fund Insurer pays pension fund Value based on pensions payable to "reference pensioners" Pensioners paid by pension fund Asset for valuation purposes equal to value of liabilities Convertible to buy-out annuity at any time, revocable in the case of a plan wind up Annuity Policy Pension Fund $ $ Pensioners
6 What is an Annuity Buy-Out? Single premium paid to insurer Benefits of pensioners or deferred vested members are "settled" Insurer assumes responsibility for paying pensions directly to pensioners Annuity policy may be an asset of plan for valuation purposes Irrevocable Pension Fund $ Annuity Policy $ Pensioners
7 Buy-Ins vs. Buy-Outs: Comparing The Issues Mills & Monkman Ltd. Pension Committee Meeting
8 Buy-Ins vs. Buy-Outs: Comparing The Issues Buy-In Does plan text restrict buy-in annuity purchases? Permitted By Plan Terms? Buy-Out Does plan text permit annuity buy-out to be completed? Does SIP&P restrict buy-in annuity purchases? Also necessary to review trust documentation and assess whether amendments are necessary to permit annuity to be held in the pension fund Does a buy-out discharge the plan under applicable legislation or under contractual terms of the plan? Also necessary to review pension legislation on annuity buy-outs for province of registration and province of affected pensioners
9 Buy-Ins vs. Buy-Outs: Comparing The Issues Buy-In Collective agreement language should be reviewed to identify any constraints or notifications required to be provided to bargaining agents Labour Relations Issues? Buy-Out Collective agreement language should be reviewed to identify any constraints or notifications required to be provided to bargaining agents
10 Buy-Ins vs. Buy-Outs: Comparing The Issues Buy-In As an investment, purchase of annuity is subject to approval/governance process applicable to plan investments Approval/Governance Process? Buy-Out Existing governance documents should be reviewed to determine appropriate entities responsible for approving buyout Identify which entities must review and recommend/approve annuity purchase under governance model Approval/governance process may depend on the steps required to be completed (e.g. does the plan text need to be amended?) Consider impact of buy-out on plan sponsor's financial statements in assessing appropriate governance process
11 Buy-Ins vs. Buy-Outs: Comparing The Issues Buy-In No jurisdiction's pension legislation provides a discharge to the administrator for annuity buy-in purchase Statutory Discharge? Buy-Out Some jurisdictions provide a discharge to the administrator upon completion of a buy-out for a continuing pension plan Pension plan remains responsible for payment of benefits If plan winds up in a deficit, annuity purchase must be "unwound" Pension plan may remain responsible for payment of benefits in the event that the insurer issuing the annuity becomes insolvent Requires a top-up payment at time of annuity purchase if plan not fully funded
12 Buy-Ins vs. Buy-Outs: Comparing The Issues Buy-In Assuris coverage in the event of a default by the insurer is limited to: Counter Party Risk? Buy-Out Assuris coverage in the event of a default by the insurer is limited to the greater of: 85% of the value of the entire annuity policy Plan will remain responsible for loss of 15% of policy in the event of the insurer's default on its payment obligations $2,000 per month per pensioner or 85% of the value of each annuity policy Possible to "stack" annuities for each individual pensioner with different insurer, such that no annuity exceeds $2,000 per month and annuities have full Assuris coverage
13 Buy-Ins vs. Buy-Outs: Comparing The Issues Buy-In No income tax implications or compliance issues provided that the annuity is not a prohibited investment and otherwise complies with investment regulations Income Tax Issues? Buy-Out Tax treatment of payments to pensioners from a buy-out annuity is the same as pension payments from the plan only if certain Income Tax Act requirements are satisfied If annuity is not materially different than what the plan otherwise would provide, pensioners retain tax deferral Differences between pension paid under plan terms and annuity terms could cause the pensioners to be taxed on the full value of the annuity
14 Buy-Ins v. Buy-Outs: Comparing The Issues Buy-In Not necessary to purchase annuities that provide for indexing Indexing Issues? Buy-Out Indexed annuities are costly If indexing is not guaranteed in the plan, purchasing an annuity that includes some form of indexing may be perceived as a guarantee Contractual indexing in pension plans takes different forms but insurers will match objective indexing features only (e.g. CPI-dependent or fixed) Change to the plan's indexing formula may not be permitted under plan terms or pension legislation Income tax issues
15 Putting The Decision Into Effect Record decision and relevant considerations in case decision is challenged in future Establish a detailed work plan/process to expedite purchase when pricing is favourable Consider potential to transfer fixed income assets in kind to insurer as part of premium Review template annuity contract as part of due diligence
16 Putting The Decision Into Effect Practical tips: Consider mortality experience Clean your pensioner data Explore "on the shelf" quotations
17 Defined Contribution Plans Update Jordan N. Fremont Susie S. Taing
18 Defined Contribution Plans Update CAPSA's Defined Contribution Pension Plans Guideline (Guideline No. 8) *New* Alberta Employment Pension Plans Act ("EPPA") and Regulations Ontario Retirement Pension Plan ("ORPP") Proposed amendments to the federal Pension Benefits Standards Regulations, 1985 ("PBSR")
19 Proposed Federal PBSR Amendments Disclosure requirements for "member choice accounts" SIP&P to be replaced by statement that sets out prescribed investment fund information DC pension option Proposed rules cover payment period, annual payment amounts, and consent and disclosure requirements Framework for electronic communications Quantitative limits to apply at the account level
20 CAPSA's DC Pension Plans Guideline Guideline No. 8 "Defined Contribution Pension Plans Guideline" Provides guidance to plan administrators concerning member communications and retirement tools
21 CAPSA's DC Pension Plans Guideline DC Guidelines provide: Information during accumulation phase to assist members to determine their retirement goals and how to achieve those goals: Information about investment choices Information about contributions Estimates of accumulated value at retirement
22 CAPSA's DC Pension Plans Guideline DC Guidelines provide: Information for members who are approaching payout phase Options at retirement Retirement products available Plan administrators must exercise caution when drafting and sending communications and providing retirement income estimates
23 Alberta EPPA In July 2014, Alberta passed Regulations supporting the new EPPA Together, the new EPPA and the Regulations came into force on September 1, 2014 Changes to administrative practices and plan amendments are required Apply to Alberta registered plans and plans with AB members
24 Alberta EPPA Prescribed default investment fund Balanced fund; or "portfolio of investments that takes into account a member's age" (i.e., a target date fund or life cycle fund)
25 Alberta EPPA Plans must be administered in accordance with the new EPPA and Regulations effective September 1, 2014 However, the deadline for implementing the new default investment fund has been extended to June 30, 2015 Contributions deposited in a default fund prior to the establishment of a prescribed default fund may remain; no requirement to transfer
26 The ORPP Originally introduced in 2014 Ontario Budget ORPP targets the "retirement savings gap" Two thirds of Ontario workers do not belong to a pension plan Voluntary savings inadequate CPP, OAS (and GIS) provide minimal benefits
27 The "Retirement Savings Gap"
28 ORPP The Details Bill 56, Ontario Retirement Pension Plan Act, 2014, introduced on December 8, 2014 Provides for the establishment of an entity responsible for ORPP administration, and sets out basic design requirements The basic design requirements largely mirror prior announcements
29 ORPP - Bill 56 A defined benefit plan (similar to the CPP) ORPP's maximum earnings threshold ("MET") for 2017 would be based on a rate of $90,000, indexed for inflation between 2014 and 2017 Contributions shared equally by participating employers and employees, subject to a combined rate of 3.8% Contribution rate to be phased-in Mandatory participation Mandatory for individuals employed in Ontario who are 18 to 69 years of age, with incomes above minimum threshold Exemptions federally regulated employees, employees who participate in "comparable" workplace plans and the self-employed
30 ORPP December 17 th Consultation Paper Key Design Questions Most significant is the "comparable" workplace plan issue The government's stated preference is that only DB and target benefit MEPPs be recognized as comparable But, the paper invites input on whether there are circumstances whereby DC plans should be considered comparable The consultation paper also discusses: Low-income threshold (the government's stated preference is to mirror the CPP earnings threshold of $3,500) How best to assist self-employed with retirement
31 ORPP Comparable Plan Issue Susie's Manufacturing Ltd. scenario Susie's Manufacturing Ltd. provides a voluntary DC pension to individuals who are employed at the manager level and above, after two years of continuous service [the plan is not available to other employees] Members contribute 9% of their annual earnings, and Susie's Manufacturing Ltd. makes matching contributions (total of 18%) If this generous DC pension plan is not considered "comparable" then Susie's Manufacturing and participating employees will face additional pension costs for the ORPP
32 ORPP Other Eligibility Issues Even if an employer's retirement plan is determined to be "comparable" for ORPP purposes What about positions that are not eligible for the employer plan? What happens during any waiting/eligibility period? What about an employee who opts out of an employer's voluntary plan Would each of these employees be required, or eligible to participate in the ORPP? When?
33 ORPP Employer Considerations Design of employer-sponsored retirement plans Establish a new plan, or re-design an existing arrangement, to avoid participation in the ORPP? Seek to reduce benefits or contributions in existing arrangement, so as to maintain overall cost (employer plan + ORPP)? Close existing plans, in favour of the ORPP? Different approach for Ontario vs. non-ontario employees? Non-union employees constructive dismissal issue if employer benefits are reduced? Unionized employees negotiation issue where no "comparable" workplace plan, and for categories of employment that are not eligible for workplace plan?
34 ORPP - What Next? Submissions on the Design Consultation Paper are due by February 13, 2015 Given the government's preference that the "comparable" pension plan exclusion be limited to DB plans and target benefit MEPPs, sponsors of other types of plans (i.e. DC pension plans, group RRSPs, DPSPs) should consider making submissions on this issue In labour negotiations, consider bargaining language that takes into account potential new contribution obligations under the ORPP, and that helps to counter increased costs
35 ESG Factors in Pension Investing Stephanie J. Kalinowski
36 Agenda What are ESG factors? Why do they matter? What do plan administrators need to do?
37 Background Effective January 1, 2016, SIP&Ps must include information about whether ESG factors are incorporated, and if so, how SIP&P must be filed with the Superintendent of Financial Services within 60 days of January 1, 2016 Effective July 1, 2016, annual statements must include information about whether ESG factors are incorporated into the SIP&P and if so, how
38 What Are ESG Factors? Environmental, Social and Governance factors No definition in the PBA Goes beyond a purely financial analysis Not the same as SRI
39 Why Do They Matter? Not the same as a requirement to take ESG factors into account Or is it?
40 Why Do They Matter? Prudent person rule codified in Ontario PBA: 22. (1) The administrator of a pension plan shall exercise the care, diligence and skill in the administration and investment of the pension fund that a person of ordinary prudence would exercise in dealing with the property of another person. (2) The administrator of a pension plan shall use in the administration of the pension plan and in the administration and investment of the pension fund all relevant knowledge and skill that the administrator possesses or, by reason of the administrator's profession, business or calling, ought to possess.
41 Why Do They Matter? Is it a breach of fiduciary duty to take ESG factors into account? Is it a breach NOT to take them into account?
42 Why Do They Matter? Cowan v. Scargill,  Ch. 270 U.K. National Coal Board ("NCB") mineworkers pension plan Equal number of trustees appointed by union and NCB Union trustees objected to permitting oil and overseas investments, based on general position taken by union NCB-appointed trustees sought order from court
43 Why Do They Matter? The starting point is the duty of trustees to exercise their powers in the best interests of the present and future beneficiaries When the purpose of the trust is to provide financial benefits for the beneficiaries, as is usually the case, the best interests of the beneficiaries are normally their best financial interests. In the case of a power of investment the power must be exercised so as to yield the best return for the beneficiaries, judged in relation to the risks of the investments in question; and the prospect of the yield of income and capital appreciation both have to be considered in judging the return from the investment.
44 Why Do They Matter? How much weight should they be given? Can ESG factors be used to exclude certain investments outright? To what extent can the views of plan members be considered?
45 Why Do They Matter? I am not asserting that the benefit of the beneficiaries which a trustee must make his paramount concern inevitably and solely means their financial benefits, even if the only object of the trust is to provide financial benefits..but I would emphasise that such cases are likely to be very rare, and in any case I think that under a trust for the provision of financial benefits the burden would rest, and rest heavy, on him who asserts that it is for the benefit of the beneficiaries as a whole to receive less by reason of the exclusion of some of the possibly more profitable forms of investment.
46 Why Do They Matter? Court held that a policy designed to benefit the domestic coal mining industry was too remote to be directed at the best interests of the beneficiaries
47 What Should Plan Administrators Do? Develop a definition of "ESG" for the SIP&P Understand fiduciary duties as they apply to investing Develop a decision-making process Understand the financial impact of decisions Does the plan itself contain restrictions? Consider asking investment managers how they define and measure ESG factors
48 What Should Plan Administrators Do? You have a year to comply but Don't ignore it! Don't leave it until the last minute!
49 What s New? Case Law, Legislative and Regulatory Update John Prezioso Jennifer Del Vecchio
50 Overview Cross-Canada regulatory update Three recent cases and the lessons learned
51 1. Statements to Retirees and Former Employees Growing trend in pension reform is requirement to provide periodic statements to retirees and/or deferred vested members Ontario: required effective January 1, 2015 first statement due by July 1, 2017, and bi-annually thereafter Alberta: required effective December 31, 2014 (for retired members only) annually, within 180 days after the end of each fiscal year Federal: proposed on September 19, 2014 will be due annually, but not yet in effect (B.C. will likely follow suit with Alberta)
52 1. Statements to Retirees and Former Employees First time plan administrators have to regularly communicate to this group of plan members Plan administrators may want to use this opportunity to: remind members to review and update beneficiary and spousal designations consider implementing electronic communications consider re-evaluating employee termination and retirement protocols
53 2. Ontario Requirement to Insure LTD Since July 1, 2014, federally-regulated private sector employers have been required to insure LTD benefits on go-forward basis Ontario has passed legislation requiring LTD benefits to be insured (legislation is not in force) Scope of Ontario requirement still to be determined Disability benefits under an RPP will be exempt Other exemptions may apply Consultation period open until March 6, 2015
54 3. Changes to Federal Pension Investment Rules Federal government has released proposed amendments to the federal pension investment rules Key changes to: 10% concentration rule Related party transaction rules When changes come into effect, they will apply to plans registered federally and in most provinces, including ON Administrators will have to review SIPPs, IMAs, investment fund documentation and compliance monitoring processes for consistency with the new rules
55 4. What's On The Horizon for 2015? British Columbia Pension reform received Royal Assent on May 31, 2012, but still waiting on supporting regulations Expected to be announced effective at some point in 2015 Nova Scotia Pension reform received Royal Assent on December 15, 2011 Draft regulations released for public comment in 2011 and 2012
56 General Motors of Canada Limited v. Ontario (Superintendent of Financial Services) (2014) (Ont. F.S.T.) Facts Plan provided for contractual indexing of DB benefits From inception, Plan administered to provide indexing to members who retire from active employment, but not those who terminate prior to retirement eligibility The Plan's termination benefits provision initially referred to the indexing provision, but was later amended to remove the reference
57 General Motors of Canada Limited v. Ontario (Superintendent of Financial Services) (2014) (Ont. F.S.T.) Facts In 2011, Employer amended the Plan to freeze DB accruals 2011 amendment confirmed that indexing only applies to active employees who were retirement-eligible on the amendment date Employees challenged the 2011 amendment and the Ontario pension regulator refused to register it Employer requested a hearing before the Ontario FST
58 General Motors of Canada Limited v. Ontario (Superintendent of Financial Services) (2014) (Ont. F.S.T.) Decision FST rejected the Employer's argument based on the specific language of the Plan and based on the Ontario PBA PBA distinguishes between "pension benefits" and "ancillary benefits" and the protection each enjoys
59 General Motors of Canada Limited v. Ontario (Superintendent of Financial Services) (2014) (Ont. F.S.T.) Decision Pension Benefits (e.g. base pension) Higher protection under the PBA Accrue on a "gradual and uniform" basis Amount and value cannot be reduced in respect of pre-amendment service Ancillary Benefits (e.g. early retirement enhancements) Lower protection under the PBA "Cliff vest" once all eligibility requirements* to receive the ancillary benefit have been satisfied Can be eliminated for member who has not met all eligibility requirements* on the amendment date *ignoring requirement for the employer to consent to the ancillary benefit
60 General Motors of Canada Limited v. Ontario (Superintendent of Financial Services) (2014) (Ont. F.S.T.) Decision PBA protection could be circumvented if any benefit could be characterized as an "ancillary benefit" "Ancillary benefits" must be a closed group [PBA, s. 40(1)] Indexing is not listed, so it must be a "pension benefit" "Pension benefits" accrue on a gradual and uniform basis as service accumulates
61 General Motors of Canada Limited v. Ontario (Superintendent of Financial Services) (2014) (Ont. F.S.T.) Implications Contractual indexing "attaches" to the underlying base benefit as a member accumulates service Under a single-employer plan, ON member's contractual indexing cannot be reduced/eliminated for past service Can eliminate indexing for future service "Phase two" of FST proceedings still to come FST decisions are subject to appeal
62 NCR Canada Ltd. v. International Brotherhood of Electrical Workers, Local 213 (2014) (B.C. L.R.B.) Facts Employer historically sponsored a Canada-wide DB pension plan In 2002, Employer implemented a DC plan for all new employees Existing employees were given a one-time choice to remain in the DB plan or switch to DC 19 members of the Employer's B.C. bargaining unit remained in the DB plan
63 NCR Canada Ltd. v. International Brotherhood of Electrical Workers, Local 213 (2014) (B.C. L.R.B.) Facts In 2012, the Employer announced that all employees who remained in the DB plan would be switched to the DC plan as of January 1, 2013 The Union grieved the requirement to switch to the new DC plan, arguing that the Employer was estopped from compelling the switch
64 NCR Canada Ltd. v. International Brotherhood of Electrical Workers, Local 213 (2014) (B.C. L.R.B.) Arbitration Decision The three elements of estoppel are: (1) an existing legal relationship; (2) an unequivocal representation by the first party; and (3) detrimental reliance on that representation by a second party Legal relationship existed as per the collective agreement
65 NCR Canada Ltd. v. International Brotherhood of Electrical Workers, Local 213 (2014) (B.C. L.R.B.) Decision Enrollment Form provided at time of conversion stated Your choice will remain in effect as long as you are actively employed by NCR Employer could not rely on a statement in another document provided at the time of conversion that the Employer reserved the right to amend the pension plan
66 NCR Canada Ltd. v. International Brotherhood of Electrical Workers, Local 213 (2014) (B.C. L.R.B.) Decision Detrimental reliance was established Evidence given by two bargaining unit members who testified that, when they conducted their retirement planning, they assumed that they would remain in the DB plan for the remainder of their employment with the Employer
67 NCR Canada Ltd. v. International Brotherhood of Electrical Workers, Local 213 (2014) (B.C. L.R.B.) Implications Novel use of estoppel argument Previously, DB-to-DC conversion cases focused on negligent misrepresentation Employees not only delayed their DB-to-DC switch, they established a right to remain DB for the duration of their employment with the Employer Clear and accurate communications with respect to a pension plan conversion are critical
68 Industrial Alliance Insurance and Financial Services Inc. v. Brine (2014) (N.S.S.C.) Facts LTD overpayment case with broader lessons to be learned Employee, a police officer, commenced receipt of LTD benefits due to mental distress and depression Under the LTD policy benefits were reduced by certain amounts received by the disabled employee Employee received a large retroactive lump sum payment of benefits under the Employer's pension plan and CPP, resulting in a $100,000 overpayment of LTD benefits
69 Industrial Alliance Insurance and Financial Services Inc. v. Brine (2014) (N.S.S.C.) Facts Insurer reduced the Employee's LTD benefits to $0 until the overpayment was fully recovered Employee later declared bankruptcy Insurer sued the Employee for $210,000 in lost earnings damages that the Employee had "double-recovered" through a human rights proceeding Employee counter-claimed for aggravated and punitive damages due to bad faith conduct by the Insurer
70 Industrial Alliance Insurance and Financial Services Inc. v. Brine (2014) (N.S.S.C.) Decision Court held that the Insurer was entitled to the lost earnings damages the Employee had received, but awarded much larger damages to the Employee
71 Industrial Alliance Insurance and Financial Services Inc. v. Brine (2014) (N.S.S.C.) Decision LTD policy's clawback language did not entitle the Insurer to a total upfront clawback Policy required an incremental clawback over time Insurer acted in bad faith by (among other things) reporting the Employee's LTD benefits on a T4 as taxable, despite having evidence that they were non-taxable Insurer's bad faith conduct exacerbated the Employee's financial hardship and worsened his depression
72 Industrial Alliance Insurance and Financial Services Inc. v. Brine (2014) (N.S.S.C.) Decision Court awarded damages to the Employee: $62,000 that Employee had repaid to Insurer that would have been extinguished by Employee's bankruptcy if clawback had been more gradual $30,000 in general damages for mental distress $150,000 in aggravated damages $500,000 in punitive damages
73 Industrial Alliance Insurance and Financial Services Inc. v. Brine (2014) (N.S.S.C.) Implications Overpayments can arise in a number of circumstances both within and outside the insurance context Although the principles and rules found in this decision should be applied with caution to other contexts, the case illustrates some important lessons
74 Industrial Alliance Insurance and Financial Services Inc. v. Brine (2014) (N.S.S.C.) Implications Clawback provisions in pension, incentive, wage-loss replacement and other compensation programs should be carefully drafted and reviewed to ensure clarity and compliance with applicable legislation Ambiguity will be interpreted against the drafting party
75 Industrial Alliance Insurance and Financial Services Inc. v. Brine (2014) (N.S.S.C.) Implications Decision-makers will make every effort to protect vulnerable individuals (disabled employees, retirees and others) Decision-makers may refuse to enforce a clawback provision on the grounds that the result would be unreasonable or unconscionable Unreasonable or bad faith conduct can exacerbate financial hardship or medical conditions and attract aggravated and punitive damages
76 Ethical and Professional Issues in Context: Clawback of Incentive Compensation Frank Cesario
77 Ethical and Professional Issues in Context Our question: What ethical and professional issues may arise for in-house counsel in the context of the design and implementation of compensation clawbacks?
78 Compensation Clawbacks What are they? What could they look like? Who gives you instructions to design and/or implement them? Who is (potentially) affected by them?
79 Rules of Professional Conduct Who is your client? When do you have a conflict of interest?
80 Who is Your Client? Rule 3.2-3: When Client an Organization Notwithstanding that the instructions may be received from an officer, employee, agent or representative, when a lawyer is employed or retained by an organization, including a corporation, in exercising the lawyer's duties and in providing professional services, the lawyer shall act for the organization.
81 Conflicts of Interest Rule 3.4-1: Duty to Avoid Conflicts of Interest A lawyer shall not act or continue to act for a client where there is a conflict of interest, except as permitted by the rules in this Section. A conflict exists where there is a "substantial risk" that a lawyer's loyalty to or representation of a client will be "materially and adversely affected" by the lawyer's own interest or duties to another client, former client or third person.
82 2015 Pension, Benefits and Executive Compensation Update
Financial Services Commission of Ontario Commission des services financiers de l Ontario SECTION: INDEX NO.: TITLE: APPROVED BY: Investment Guidance Notes IGN-001 Buy-In Annuities for Defined Benefit Plans
A Conversation With a Canadian Benefits Attorney 28 th Annual National CLE Conference Employee Benefits January 5, 2011 (5:30 6:30 p.m.) Elizabeth M. Brown Hicks Morley Hamilton Stewart Storie LLP Overview
The Employee Benefits Landscape in Canada Canadians are living longer and facing increased responsibility to save for their retirement. Because life expectancies are on the rise, retirement savings will
Financial Services Commission of Ontario Commission des services financiers de l=ontario SECTION: Administrator INDEX NO.: Consultation Policy Released December 2009 TITLE: APPROVED BY: PUBLISHED: EFFECTIVE
2011 ANNUAL ABA MEETING LABOR AND EMPLOYMENT LAW SECTION ENSURING REAL WIN-WIN CROSS-BORDER MERGERS AND ACQUISITIONS: PENSION & BENEFIT ISSUES firstname.lastname@example.org I. GENERAL THRESHOLD ISSUES
THE INSIDER S GUIDE TO THE CANADIAN ANNUITY MARKET Hugh Kerr Vice- President & Associate General Counsel Heather Wolfe Managing Director, Client Relationships Defined Benefit Solutions Association of Canadian
De-risking Alternatives for Plan Sponsors Compliance Requirements April 16, 2015 Presented by: Michael Falk, Erin Kartheiser, and Steve Flores Today s elunch Presenters Michael Falk Partner, Employee Benefits
Comparison of new Regulations with previous Regulations Section Part 1: Interpretation and Application... 1 Definitions and Calculations... 1 Citation... 1 Definitions... 1 New definitions have been added:
Ontario Retirement Pension Plan Proposal MEPCO DISCUSSION PAPER JUNE 17, 2015 1 Ontario s Registered Pension Plan Proposal Background: In the 2014 Provincial Budget, the Ontario Government announced that
Bermuda s National Pension Scheme Foreword This Memorandum has been prepared for the assistance of anyone who is considering issues relating to pensions in Bermuda. It deals in broad terms with the requirements
Osler, Hoskin & Harcourt LLP Box 50, 1 First Canadian Place Toronto, Ontario, Canada M5X 1B8 416.362.2111 MAIN 416.862.6666 FACSIMILE AEF-PEN-353 Toronto Montréal Ottawa SUBMISSION TO THE STANDING COMMITTEE
TESTIMONY OF ROBERT S. NEWMAN Covington & Burling LLP ERISA Advisory Council United States Department of Labor Hearing on PRIVATE SECTOR PENSION DE-RISKING AND PARTICIPANT PROTECTIONS June 5, 2013 I. Introduction
Aon Hewitt Retirement Information Bulletin May 14, 2015 In this issue New BC Pension Legislation 1 Plenty of Good News 2 Impact on Member Benefits and Plan Administration 2 Leading the Way in Plan Governance
Public Consultation Package Request for Comments Retirement Income Adequacy in Canada Yukon Finance March 2010 Whitehorse, Yukon March 2010 Message from the Premier and Minister of Finance The Yukon Government
Financial Services Commission of Ontario Commission des services financiers de l Ontario SECTION: Access to Information INDEX NO.: I150-800 TITLE: Member s Right to Information: Annual Statements, Termination
Pension and Benefit Plans: Employer Obligations and Potential Liabilities Janice Payne, Nelligan O Brien Payne LLP Introduction A key objective of any human resources administrator is to ensure that an
Summary Plan Description Prepared for DePauw University Retirement Plan January 2012 TABLE OF CONTENTS Page INTRODUCTION...1 ELIGIBILITY...1 Am I eligible to participate in the Plan?...1 What requirements
GUIDELINE NO.X DEFINED CONTRIBUTION PENSION PLANS GUIDELINE JULY 13, 2012 Table of Contents PURPOSE... 3 EXISTING CAPSA GUIDANCE RELATED TO DC PENSION PLANS... 3 APPLICATION OF THE DC PENSION PLANS GUIDELINE...
Financial Services Commission of Ontario Commission des services financiers de l Ontario SECTION: INDEX NO.: TITLE: APPROVED BY: Investment Guidance Notes IGN-004 Environmental, Social and Governance (ESG)
DEFINED CONTRIBUTION PROVISIONS OF THE PENSION PROTECTION ACT OF 2006 by Timothy J. Snyder, Esquire The Pension Protection Act of 2006 ( PPA ) is a colossal 907 page statute, 779 of which relate to retirement
Summary Plan Description Prepared for The College of Wooster Defined Contribution Plan July 2011 TABLE OF CONTENTS INTRODUCTION...3 ELIGIBILITY...4 A. Am I eligible to participate in the Plan?...4 B. What
Legislative Review of Workers Compensation Review of Section 38 (Benefits), Workers Compensation Act Discussion Paper May 2015 Discussion Paper May 2015 Published by: Province of New Brunswick P.O. Box
Province of Nova Scotia Department of Finance MECHANISMS FOR ENHANCING THE RETIREMENT INCOME SYSTEM IN CANADA The Government of Nova Scotia is working with other provinces and territories, and the Government
Strengthening the Legislative and Regulatory Framework for Private Pension Plans Subject to the Pension Benefits Standards Act, 1985 Financial Sector Division Department of Finance Consultation Paper January
Pension Trends in the Public Sector Prepared by Agenda Introduction Drivers of change What s changing What s next Questions Proprietary & Confidential May 2015 1 Introduction Proprietary & Confidential
Professional Corporations An Attractive Option Recent and planned corporate income tax rate reductions mean that now is a good time for eligible professionals to consider incorporating their practices.
Summary Plan Description Prepared for The Cooper Union Defined Contribution Retirement Plan INTRODUCTION The Cooper Union has restated the The Cooper Union Defined Contribution Retirement Plan (the Plan
Massachusetts Institute of Technology Summary Plan Description for the Massachusetts Institute of Technology Long-Term Disability Plan July 1, 2009 Table of Contents Introduction 3 For Assistance or More
Summary Plan Description Prepared for Furman University Tax Deferred Annuity Plan INTRODUCTION Furman University has restated the Furman University Tax Deferred Annuity Plan (the Plan ) to help you and
Canadian Retirement System Instructor: Karen Chen Actuary, PBI Actuarial Consultants John 55 years old Lived in Canada his whole life Worked since age 25 Current employer offers a pension plan With current
Summary Plan Description Prepared for Worcester Polytechnic Institute Defined Contribution Plan INTRODUCTION Worcester Polytechnic Institute has restated the Worcester Polytechnic Institute Defined Contribution
1 The Pension Benefits Regulations, 1993 being Chapter P-6.001 Reg 1 (effective January 1, 1993) as amended by an Errata Notice (published in The Saskatchewan Gazette August 27, 1993) and by Saskatchewan
Employees Retirement Plan University of Windsor Pre-Retirement Seminar Welcome! April 22, 2014 Presentation Overview Preparing for Retirement Sources of Retirement Income Types of Pension Plans Plan Definitions
Retirement Security June 2006 Public Policy Issue Statement Background Retirement plans represent an important aspect of the total compensation package used by employers to recruit and retain employees.
If you or a member of your family is facing a permanent lay-off, voluntary early retirement or forced early retirement, there are many important decisions to be made decisions that can have a significant
1. SUMMARY UNIVERSITIES SUPERANNUATION SCHEME RESPONSIBLE INVESTMENT - LEGAL CONSIDERATIONS 1.1 The purpose of this paper is to set out our advice to the Trustee Company 1 with regard to the legal considerations
Summary Plan Description Prepared for Trinity University Defined Contribution Retirement Plan, Trinity University Tax Deferred Annuity Plan INTRODUCTION Trinity University has restated the Trinity University
STATE EMPLOYEES RETIREMENT SYSTEM - DEFINED BENEFIT PLANS - PROCEDURES AND GUIDELINES FOR DETERMINING QUALIFIED STATUS OF A DOMESTIC RELATIONS ORDER I. INTRODUCTION The State Employees Retirement System
---------------------------------------------------------------------------------------------- COLLECTIVE INVESTMENT LAW DIFC LAW No. 2 of 2010 ----------------------------------------------------------------------------------------------
Summary Plan Description Prepared for Norwich University Defined Contribution Retirement Plan INTRODUCTION Norwich University has restated the Norwich University Defined Contribution Retirement Plan (the
PROPOSED REGULATION ONTARIO REGULATION made under the PENSION BENEFITS ACT ASSET TRANSFERS UNDER SECTION 80.1 OF THE ACT Skip Table of Contents CONTENTS 1. Interpretation 2. Prescribed pension plans 3.
LEGAL SCHEME REGULATIONS These Regulations came into force on 1 July 2014. 1 Introduction 1.1 These Regulations govern the Union s legal Scheme. The Rules of the Union set out your other rights and entitlements.
Statement of Investment Policies and Procedures for Ontario Teachers Pension Plan ( SIPP ) November 16, 2012 TABLE OF CONTENTS Section 1 Purpose... 1 1.1 Description of the Ontario Teachers' Pension Plan...
SELF-ASSESSMENT QUESTIONNAIRE ON PRUDENT INVESTMENT PRACTICES November 15, 2011 TABLE OF CONTENTS INTRODUCTION...3 1. PLAN ADMINISTRATOR ROLES AND RESPONSIBILITIES... 4 2. RESPONSIBILITY FOR ESTABLISHING
! " #$%&' ( First, an important note from our lawyers. This booklet is intended only as a guide and does not establish any legal rights. It is intended as a summary of the benefits provided at the time
Table of Contents Introduction... Distinctive Features of the Benefits Environment... Key Changes in Recent Years... 2 3 4 Statutory/Mandatory Programs... 5... 5 Retirement Benefits... 6 Death Benefits...
GUIDE TO INVESTMENT FUNDS IN BERMUDA CONTENTS PREFACE 1 1. Introduction 2 2. Principal Regulatory Framework 2 3. Investment Fund Structures and Forms 4 4. Segregated Accounts Companies and the Segregation
SENTINEL RETIREMENT FUND RULES November 2013 TABLE OF CONTENTS PAGE 1. INTRODUCTION... 1 2. DEFINITIONS... 2 3. MEMBERSHIP... 8 4. CONTRIBUTIONS... 11 4.1 Contributions by MEMBERS and EMPLOYERS... 11 4.2
Consulting Retirement Pension Settlement Trend Accelerates with Verizon Annuity Purchase Insights Into the Evolving Pension Transfer Environment October 2012 Verizon Announces $7.5 Billion Pension Settlement
ONTARIO HOME BUILDERS ASSOCIATION SUBMISSION ON THE ONTARIO RETIREMENT PENSION PLAN ---FEBRUARY 2015--- ABOUT OHBA The Ontario Home Builders Association (OHBA) is the voice of the new housing, land development
View the online version at http://us.practicallaw.com/6-502-3611 Freezing Defined Benefit Plans DAVID N. LEVINE AND LARS C. GOLUMBIC, GROOM LAW GROUP, CHARTERED This Practice Note provides a basic overview
[Billing Code 7709-02-P] PENSION BENEFIT GUARANTY CORPORATION 29 CFR Parts 4001, 4022, and 4044 RIN 1212-AB23 Title IV Treatment of Rollovers from Defined Contribution Plans to Defined Benefit Plans AGENCY:
Summary Plan Description Prepared for TIAA-CREF Tax-Deferred Retirement Annuity Plan for all Wilkes University Personnel INTRODUCTION Wilkes University has restated the TIAA-CREF Tax-Deferred Retirement
1920 N Street NW Suite 400 Washington, DC 20036-1659 T 202.833.6400 www.segalco.com MEMORANDUM To: From: Hank Kim, Executive Director and Counsel, NCPERS Sarah Mysiewicz Gill, Senior Legal Representative,
Addendum To CANADIAN SHAREOWNER INVESTMENTS INC. Retirement Savings Plan Declaration of Trust for Locked-In Pension Transfers to a Locked-In Registered Retirement Savings Plan or a Locked-In Registered
MERCHANT NAVY OFFICERS PENSION FUND STATEMENT OF INVESTMENT PRINCIPLES Introduction The main purpose of the MNOPF is the provision of pensions for Officers in the British Merchant Navy on retirement at
REGULATORY GUIDE 248 Litigation schemes and proof of debt schemes: Managing conflicts of interest April 2013 About this guide This guide sets out our approach on how a person who provides a financial service
Sovereign Annuities 1. How will defaults operate in practice? The Irish Life policy will be to pass on the proceeds of the Sovereign Bonds to pensioners at whatever level is payable from the bonds. Therefore
Philadelphia University Defined Contribution Retirement Plan Retirement Annuity (RA) Plan Summary Plan Description Amended and Restated July 1, 2014 Table of Contents Part I: Information About The Plan.............................................
Global Retirement Update May 2013 This Update summarizes recent legislative developments and trends related to retirement and financial management and highlights recently passed and pending legislation
Important Information Legislation June 2007 Pension Protection Act of 2006 Changes Affect Single-Employer Defined Benefit Plans in 2008 This is one of a series of Pension Analyst publications providing
1 The Public Employees Pension Plan Act being Chapter P-36.2 of the Statutes of Saskatchewan, 1996 (effective July 1, 1997) as amended by the Statutes of Saskatchewan, 2000, c.4; 2001, c.50 and 51; 2002,
Association of Municipalities of Ontario October 15, 2007 The Expert Commission on Pensions P.O. Box 102 777 Bay Street Toronto, ON M5G 2C8 Dear Commissioner: Association of Municipalities of Ontario Submission
This publication has been developed by the U.S. Department of Labor, Employee Benefits Security Administration. It is available on the Internet at: www.dol.gov/ebsa For a complete list of EBSA publications,
Tel: (902) 424-8915 Fax: (902) 424-0648 March 23, 2006 The Honourable Carolyn Bolivar-Getson Minister of Environment and Labour P.O. Box 697 HALIFAX, NS B3J 2T8 Dear Madam: Pursuant to the requirements
employee benefits update october/november 2011 Setting sail to a safe harbor Is a safe harbor 401(k) plan right for you? Looking for money What you need to know about plan loans THE CONTROLLING DOCUMENT
ABA WEALTH MANAGEMENT AND TRUST A $10.00 shipping, recordkeeping and administrative fee will be added to all self-paced enrollments. Course Name Tuition Trust Fundamentals Introduction to Estate Planning
IRS Releases Guidance on Non-Qualified Deferred Compensation As previously reported in a Special Edition of Benefits e-news, the American Jobs Creation Act signed into law earlier this year added Section
Appendix 9 In this appendix underlining indicates new text and striking through indicates deleted text. N.B. As mentioned in paragraph 7 of this consultation paper, these regulations are made under the
How Is A Divorce Settlement Reached? In divorce or civil partnership dissolution the court's first consideration is given to the welfare of any children under the age of 18. In financial proceedings the
GUIDELINE NO. 7 PENSION PLAN FUNDING POLICY GUIDELINE November 15, 2011 TABLE OF CONTENTS CONTEXT FOR THE GUIDELINE... 3 Pension Plan Funding Principles and Objectives... 3 Purpose of a Funding Policy...
University of Chicago Group Life Insurance Summary Plan Description January 1, 2010 University of Chicago Group Life Insurance Page 1 Table of Contents Your Group Life Insurance Benefits... 3 Participating
SELF-DIRECTED RETIREMENT SAVINGS PLAN APPLICATION CALEDON TRUST COMPANY LIRA Locked in Retirement Account* LRSP Locked in Retirement Savings Plan* RSP - Retirement Savings Plan - Member Plan RSP - Retirement
CSEA LEGAL DEPARTMENT Health Insurance Benefits in RETIREMENT Your Rights & Options Local 1000 AFSCME, AFL-CIO 143 Washington Avenue, Albany, New York 12210 Danny Donohue, President CSEA, Inc. I JUNE 2014
Standard Procedure DETERMINATION NOTICE under Section 96(2)(d) of the Pensions Act 2004 ( the Act ) in respect of s69(1)(b) of the Pensions Act 1995 ( the 1995 Act ) The Pensions Regulator case ref: C14920906
Institutional Investor Corporate Financial Executive Summit Pensions and the Future of Retained Risk June 19, 2013 Glenn O Brien Managing Director, Pension Risk Transfer Prudential Retirement 0246029-00001-00
Ferrum College Tax-Deferred Annuity (TDA) Plan Restated as of February 8, 2000 Summary Plan Description This document provides each Participant with a description of the Institution's Tax-Deferred Annuity
Summary Plan Description for the Peace Officers Legal Defense Fund (POLDF) and Trust Introduction TMPA Legal, Inc., ( TMPA Legal ) has established and maintains a prepaid legal services plan known as the
YALE UNIVERSITY RETIREMENT ACCOUNT PLAN SUMMARY PLAN DESCRIPTION Effective January 1, 2015 Table of Contents Introduction...1 Definitions...2 Eligible Employee...5 Eligible Employees... 5 Excluded Employees...
Retirement Benefits in Hong Kong Introduction In Hong Kong, there are several types of retirement benefits sponsored by different parties as shown below. Government-sponsor - Old Age Allowances from the