Pension plans can be a very helpful retention mechanism for good
employees (and, it must be noted, bad ones too), and many larger
employers offer them to their employees as part of their overall
compensation package. However, the cost and complexity of pension
plans have also meant that they may not be
considered bymost smaller
employers. Recent legislative enactments haveattempted to
2012, the federal government enacted the Pooled Registered Pension Plans
Act, creating Pooled Registered Pension
Plans (PRPPs) at the federal level, in an effort to make
large-scale defined contributions pension plans available to
employees of small companies and to self-employed individuals.
PRPPs are designed to be easy for small-scale employers to
join, with the bulk of administration being
handled by professional third-party financial constitutions, while
also providing participants with all of the investment savings and
opportunities of large pooled funds. On May 2, 2016, the government
of British Columbia brought sections of Bill-9into force,
allowing provincially-regulated BC employers to offer their
employees the ability to participate in PRPPs.
British Columbia employers in smaller enterprises may wish to offer
their employees the option of participating in a PRPP, now is a
good time to learn how they work and whether they are right for
your workplace. Take a look at the CRA's PRPP info page to learn
more. Importantly, while PRPPs offload a number of administrative
functions to third-parties, the decision as to which third party to
select and the ongoing monitoring of that provider would remain the
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.
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