CAPSA Agreement re Multi-Jurisdictional Plans - Implications for Ontario and Quebec Administrators

Effective July 1, 2011, the administration of Ontario and Quebec registered pension plans with members in both jurisdictions is subject to the Canadian Association of Pension Supervisory Authorities Agreement Respecting Multi-Jurisdictional Pension Plans (the Agreement). 

The Agreement sets out a framework for the regulation and administration of multi-jurisdictional pension plans (MJPP), including:

  • The rules of the jurisdiction of the Major Authority (i.e., the jurisdiction with the plurality of active plan members) will apply to a series of matters that affect the MJPP as a whole and are listed in a schedule to the Agreement (e.g., plan administrator duties, investment and plan registration).
  • The rules of the jurisdiction of each Minor Authority will apply to applicable members in relation to matters that are not contained in the schedule (e.g., vesting, locking-in and surplus distribution).
  • The “final location” method will be used to determine benefit entitlements (i.e., a member’s pension benefits will be governed by the laws of the jurisdiction where he or she terminates employment or retires under the plan).

The Agreement also includes specific rules related to plan funding, amendments, asset transfers, and plan wind-ups.

For a more detailed discussion of the Agreement and its implications for Ontario and Quebec MJPPs, see the Osler Update by Stephanie Kauffman and Julien Ranger-Musiol.

Short Term Reprieve Delays Fee Disclosure, But Don't Put Compliance On The Back Burner

New Regulations

The issue of whether plan fees are too high, which I write about regularly, will not go away.

Courts are still considering some of the excessive fee cases filed in the last few years, but as part of its fee transparency project, the U.S. Department of Labor has already moved to require detailed new disclosures to be made: (1) by pension plan service providers; and (2) by plan administrators to participants in defined contribution plans, such as most 401(k) plans, that permit participants to direct investments. The deadlines for those disclosure requirements were barreling down on service providers and plan administrators alike. (See our Osler Update for a discussion of the new requirements.)

Although all of the information provided to hiring fiduciaries is not required to be passed on to participants, the disclosures are related because some of the information participants must be given must come from the service providers. However, the Department of Labor has announced that it will be issuing some changes to the service provider disclosure regulations before the end of this year.

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Grow-in Benefits for Just Cause but not Wilful Misconduct

A recent decision by the Ontario Superior Court provides a useful reminder regarding the difference between just cause at common law and wilful misconduct under employment standards legislation. This distinction is important for plan administrators who will be dealing with grow-in entitlements on and after July 1, 2012.

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Ontario Releases Final Regulations re Pension Division on Marriage Breakdown

On June 24, 2011, the Ontario government published final regulations governing the division of pensions on marriage breakdown. With the publication of these regulations, which come into force on January 1, 2012, long-awaited reform of the family law provisions of the Ontario Pension Benefits Act appears to be coming to a close.

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