On March 26, 2014, the New Brunswick legislature introduced for
first reading Bill 51, An Act Respecting Members'
Pensions, which proposes to move Members of the Legislative
Assembly (MLAs) to the shared risk pension plan currently available
for other public sector employees in New Brunswick. (As discussed
prior blog post, New Brunswick recently introduced shared risk
pension plans, a type of target benefit plan, in the province.)
With the introduction of Bill 51, the New Brunswick government
continues its innovative pension reform initiatives.
As disclosed in a CBC news bulletin, MLAs will retain the
service accrued to the effective date, but new service will be
calculated based on the provisions of the Public Service Shared
Risk Plan, which covers many of New Brunswick's public
servants. Under An Act Respecting Public Service Pensions, the
Public Service Superannuation Act was repealed and the pension plan
under the PSSA was converted to a shared risk plan in accordance
with the Pension Benefits Act (New Brunswick).
The amendments in Bill 51 are scheduled to come into force on
July 1, 2014. The CBC news bulletin also indicates that the new
shared risk model will first apply to the MLAs elected in the
provincial elections in September 2014. Any current MLAs who are
re-elected in September will have two pensions: one under the
previous plan, and the other under the shared risk plan. Until the
new system takes effect, the old rules will apply to the amounts
MLAs contribute and be paid out of the government's general
The age for retirement with a full pension was increased from 60
to 65. For eligibility purposes, MLAs will be treated like other
civil servants and become eligible for a pension after 2 years of
service. Premier David Alward explained that a new MLA would have
to work 16 years to receive a pension similar to what MLAs
currently receive for 8 years of service.
If passed, Bill 51 will save New Brunswick taxpayers
approximately $1.3 million annually in pension expenses.
The content of this article is intended to provide a general
guide to the subject matter. Specialist advice should be sought
about your specific circumstances.
To print this article, all you need is to be registered on Mondaq.com.
Click to Login as an existing user or Register so you can print this article.
Unfortunately, reasonable accommodation for employees in the workplace continues to be the source of significant litigation and even today we continue to see outrageous examples of employers behaving badly.
We are now beginning to see reported cases involving charges and subsequent fines laid against employers for failing to provide information, instruction and supervision to protect a worker from workplace violence.
On October 13, 2016, the Supreme Court of Canada denied leave to appeal an Ontario Court of Appeal decision which ordered an employer to pay a former employee 37 months of salary and benefits following termination.
Register for Access and our Free Biweekly Alert for
This service is completely free. Access 250,000 archived articles from 100+ countries and get a personalised email twice a week covering developments (and yes, our lawyers like to think you’ve read our Disclaimer).