If former employees are rehired, they must complete the hours of service required by the applicable collective agreement to rejoin the Plan. However, to avoid the break in service which occurs if no contributions are received on behalf of a member for eight months, members can elect to make self payments while they are completing the hours of service required to rejoin the Plan.
Yes, if the employee has any RRSP room to contribute.
The employee’s RRSP room for a particular year is based on:
- their previous year’s earned income;
- any unused room the employee is carrying over from previous years;
- the RRSP limit for the particular year; and
- the previous year’s Pension Adjustment (PA) which is the total employee and the employer contributions to the NHRIPP.
Yes. Affiliation agreements between an employer and the Trustees permit non-union employees to join the NHRIPP, provided that bargaining unit employees of the employer contribute to the Plan.
Your collective agreement defines which earnings are “Applicable Wages” and subject to pension contributions. Generally, these include all remuneration payable to the employee except severance or termination pay paid as a lump sum
Please check your collective agreement for the definition of Applicable Wages.
It depends on the type of leave and the collective agreement.
The Employment Standards Act provides which types of leaves require an employer to contribute and under what circumstances. For example, for maternity and parental leaves, if the member chooses to contribute during the leave, the employer is also required to contribute.
Normally, members on a leave of absence without pay are covered by the Plan’s self-payment rules. These rules provide that the member can choose to contribute to the Plan by paying their member contributions. They also have the option to pay the employer contributions if it is not require to contribute.
Income tax rules require that members start to receive their pension by December 1 of the year they turn age 71. The Plan does not accept contributions on behalf of a member after November 30th of the year in which the member attains age 71.
The NHRIPP is a multi-employer target benefit plan. It is a “target benefit” because the benefit may be reduced or increased based on the financial health of the plan.
Additional voluntary contributions to the NHRIPP are not permitted.