Originally published in Blakes Bulletin on Pension &
Employee Benefits, June 2009
On June 4, 2009, the Office of the Superintendent of Financial
Institutions (OSFI) provided the following direction:
The filing deadline for actuarial reports required to be filed
for a plan year-end date November 1, 2008 to October 31, 2009 is
the later of August 14, 2009 and six months after the plan year-end
The Superintendent will not refuse any actuarial reports
voluntarily filed for a plan year-end date of November 1, 2008 to
October 31, 2009 provided that it is filed no later than December
31, 2009 and nine months after the plan year-end date.
Additional information concerning the Funding Relief
Regulations (the Regulations) will be posted on the OSFI website in
a Q&A format as soon as the Regulations are brought into
A form to be submitted by administrators funding in accordance
with the Regulations will be made available by OSFI.
Please join members of the Blakes Commercial Real Estate group as they discuss five key provisions of a commercial real estate purchase agreement that are often the subject of much negotiation but are sometimes misunderstood.
Emotional culture is influenced in great part by the mindset and actions of leadership, although employees also play more of a role than they may realize in creating the culture that exists in the group.
The session will be led by Dr. Robert Brooks, an award-winning author and psychologist. In his presentation, Dr. Brooks will describe the mindset and realistic practices of leaders and staff that help to nurture and sustain a culture characterized by positive emotions, satisfying, respectful relationships, a sense of meaning and ownership for one’s work, and enhanced job performance. Examples will be offered to illustrate strategies for developing a positive emotional culture in an organization.
Join leading lawyers from the Blakes Pensions, Benefits & Executive Compensation group as they discuss recent updates and legal developments in pension and employee benefits law as well as strategies to identify and minimize common risks.
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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