1. Pension: 2. Pension Plan Sponsor/Policy New Pension

1. Pension: 2. Pension Plan Sponsor/Policy New Pension

1. Pension: 2. Pension Plan Sponsor/Policy New Pension Default Fund Contribution levels, etc. Vesting period 3. STD/LTD Benefit Own job definition Duty to Accommodate Maternity Leave: Maternity/STD Benefit EI and Top-Up Maternity Leave Calendars

Benefit website: 6. Announcements/ Reminders Use of updated forms Benefit Package: 7. Disability Leave: 4. Benefit Class 2 restructured Group Benefits: Plan Sponsor Group Benefit update Benefit Class structure:

5. How we send packages will will give instruction and information on give instruction and information on the the re-enrollment re-enrollment email. email. Re-enrollment: 8. Important Dates Review of requirements Need for Annual salaries

Our Plan Sponsors: Pension Plan Archdiocese of Vancouver (RCAV) 35169 Registered Pension Plan Voluntary Pension Other Pension Services Individual and/or Spousal RRSP TFSA Who is eligible to join our Registered Pension Plan (RPP)? Any CISVA employee who works minimum of 20 hours per week on a permanent basis. Under Benefit Class 100 (Pension Only), any CISVA employee who has worked for two consecutive years earning 35% of the Year Maximum Pensionable Earnings (YMPE).

2015: 2016: 2017: 2018: $53,600 $54,900 $55,300 $55,900 * * * * 35% 35% 35% 35% = = = = $18,760 $19,215 $19,355

$19,565 When can employee leave the Registered Pension Plan (RPP)? An employee can leave the plan only upon termination of his employment (resigned, retired, laid off). Once an employee is in the Plan he cannot opt out even if his work hours fall below 20 hours per week. If it happens, the employees benefit class is reclassified to Class 100 (pension only). ***Note: ***Note: You You can can check check the the annual annual YMPE YMPE amount amount on on the the CRA CRA website. website. http://www.cra-arc.gc.ca/tx/rgstrd/papspapar-fefespfer/lmts-eng.html http://www.cra-arc.gc.ca/tx/rgstrd/papspapar-fefespfer/lmts-eng.html Contribution levels are based on the following percentages of gross annual earnings for RCAV/CISVA, CISKD and CISPG employees:

new or existing employees 3% or 7% For RCAV/CISVA and CISPG employees: employees in the 15th year of service employees in the 20th year of service Note: 8% 9% For employees participating in the pension plan, percentage contribution to the plan will be based on the benefits offered by the employer in the contract, the amount will be paid by payroll deduction. Upon new hiring, the employer is expected to explain to the new employee how the pension plan works and his/her options for pension investments. Please remember: Once on pension, always on pension! Plan update: Whats new to group registered pension plan?

Default funds for pension will be changed from the current Conservative Continuum Target Risk Fund to GLC Continuum Target Date Funds effective September 1, 2018. Target Date Funds are portfolios that minimize the employees involvement in investing their pension money. An employee determines his/her date (year) of retirement, usually 65. The employees pension contributions are put into the closest TDF of his/her retirement. For the next X number of years, the employees contributions go into that TDF, until retirement. As time goes on, the asset mix of that fund automatically changes, towards stability just

before retirement. Only used as a Default option if member does not give specific investment instructions. TDFs are available in 5-year increments, for example: Continuum Continuum Continuum Continuum 2020 2025 2030 2035, etc. A member can change his/her investment choice at any time. For existing members, any previous investment instructions will be followed as usual (No change).

Inclusion of 3rd party managers expands and improves the opportunity set Simplifies ongoing due diligence: Consistent with current Target Risk series offered to members Underlying funds remain the same throughout glide path (only weights change) Risk-adjusted option is available in future Lengthy and successful track record of return and volatility management An employees length of employment determines his

eligibility and benefit levels for participation in the pension plan. (only after 15 or 20 years of service) Any application for an increase to employees pension contribution will not be considered unless the Application for Increase to Pension Contribution Form and Verification of previous teaching experience form (for teachers/principals ONLY) is completed in full. Group change form is no longer needed for this change. (Please use the updated form from our CISVA Benefits website) Total employer and employee contributions to an RPP (including Voluntary RPP contributions) are limited to the lesser of the current years contribution limit (as set by CRA) and 18% of the employees pensionable earnings for the current tax year. For 2018, Revenue Canada has set the contribution limit at: $26,500 This does not mean that you can contribute up to

$26,500. Its the lesser of 18% of your earnings or $26,500. Important: It is the employees responsibility to track their RPP contribution. Overcontribution will lead to penalties. Our Plan Sponsors: ALL Group Benefits - CISVA Extended Health 335645 Global Medical Assistance (Travel Insurance) Employee Assistance Program (EAP) Dental 56565 Critical Illness 100005769 Accidental Death and Dismemberment 10007814 Optional Life Insurance 335646

Voluntary Critical Illness 100007862 Plan update: Whats new to our extended health plan? As of December 1, 2017, 2017 the Extended Health plan will now pay for the direct services of a registered clinical psychologist or a clinical counsellor up to a combined total of $1,000 per insured person in a calendar year. The clinical counsellor MUST be registered and treatment must be provided in the Province of British Columbia. Reminder: EI Waiting Period as of January 1, 2017 Effective January 1, 2017 the EI waiting period is 7 calendar days (it used to be 10 working days). Effective September 1, 2017 the Short Term Disability waiting period of our Plan was change to 7 consecutive calendar days (including weekends and holidays).

For Maternity Leaves the EI waiting period is *unpaid. Reminder: EI Parental Benefit as of December 3, 2017 There are two options available for receiving parental benefits: standard or extended as of December 3, 2017 Standard parental benefits can be paid for a maximum of 35 weeks and must be claimed within a 52 week period (12 months) Extended parental benefits can be paid for a maximum of 61 weeks and must be claimed within a 78-week period (18 months) Please note that this does not affect our top-up calculation for teachers/principals. If an employee is going to be away from work for 7 consecutive calendar days (5 business days), he MUST apply for disability.

Only 5 sick days (if applicable) should be paid out. After this, disability payments will kick in For employees who have pension, you (the employer) need to email the benefits office of the employees last paid day and the gross salary for that month. It is important NOT to pay past 5 sick days. It may seem that the disability will only last for a few days over the new waiting period. However, when and if the employee needs to be away for longer than this, GWL payments will begin after the 7 days and the employer will need to get the money back from the employee since they were overpaid. What is the definition of disability Disabled means being unable to perform the essential duties

of your own job (less than 60%) for your employer due to illness or injury. Waiting period There will be a waiting period of 7 consecutive days before you receive your benefit payment; this will include the 5-day paid sick leave, leave if applicable. How much you will be paid 66.67% of your weekly earning rounded to the next dollar, up to a maximum of $2,600/week for 16 weeks (payment will be received weekly). weekly) Benefit amt = Annual salary/no. of weeks/year * 66.67% No. of weeks used for calculations: 43, 45, 48 or 52 weeks is used for disability benefit amount EI benefit calculation is always based on 52 weeks

When used in our Short Term Disability policy, disabled means being unable to perform the essential duties(less than 60%) of your actual job for your employer due to an illness or injury. The availability of work is not considered when assessing disability. After 24 months on disability (long-term disability) the definition changes to essential duties of any occupation. LTD is for Class 1 and Class 4 (Priests) employees only There is a waiting period of 119 days before you are eligible to receive LTD payments.

The employee will receive 67% of monthly earnings rounded to the next dollar, up to the maximum of $12,000/month (payment will be received monthly). The employer has a duty to accommodate a gradual return to work by the employee once approved by the employees physician and the disability office. office The employer needs to inform the benefits office of the return to work date and the gross salary For status update regarding an employee on disability please contact Stephanie at the Benefits Office. When submitting a disability claim please

make sure to email the benefits office of the employees gross salary for the month. This also applies to maternity leave. Example: If the employees last paid day is the 20th of the month, we will need to know his earnings from the 1st to the 20th to calculate pension. The employer is responsible for giving the information to the benefits office if the employee has returned to work full-time or to their pre-disability position. Things to keep in mind when an employee goes on maternity leave: EI Benefits Top Up benefits (if applicable) Short Term Disability (STD)Benefits Informing the benefit office whether the employee is keeping, reducing or waiving pension Employees on Maternity Leave is eligible for salary increase

Childbirth by normal delivery: 4 weeks benefit (1 week waiting period, 3 weeks payable) Childbirth by c-section delivery: 6 weeks benefit (1 weeks waiting period, 5 weeks payable) Note: An employee who was previously on STD due to pregnancy related complications will not be required additional forms for this benefit. The disability office will continue to pay the employee for a 4 or 6 week period, as of the date of birth of the child. These post delivery claims are handled in the same manner as any other STD claim: The employee (including physicians statement) and employer statements must be completed. The 7 consecutive day waiting period still applies. Claims are still adjudicated in the same manner (ie: 66.67% of their gross earnings). Sick days paid and vacation pay MUST (if applicable) be reported on the Record of Employment (ROE).

The EI waiting period will start from the last day paid. Maternity EI benefit can be applied prior the childbirth. Top-Up benefits are for CISVA teachers/principals only. only Top-Up benefits are between 6-15 weeks depending on what the doctor reports on the Maternity Medical Leave Report. Employee has baby on scheduled due date Employee decides to begin Maternity Leave 3 weeks before due date Employee decided to apply for EI benefits 3 weeks before due date (EI maternity benefits can be applied 12 weeks before

the due date) Employee has a natural childbirth. childbirth April Sun Mon Tue Wed Thu Fri Sat 1 2 3 Last day worked / Last day paid

9 EI waiting period 4 EI waiting period begins 10 EI waiting period 16 11 EI benefit payment begins 17 EI payable 5 EI waiting period 12 EI payable 18 EI payable 6

EI waiting period 13 EI payable 19 EI payable 7 EI waiting period 14 15 21 22 EI payable 20 EI payable 8 EI waiting period EI payable

23 24 25 26 27 28 29 Baby born: STD STD waiting period STD waiting period STD waiting period STD waiting period STD waiting period STD waiting period begins EI Payable EI Payable EI Payable EI Payable EI Payable waiting period EI Payable start Top-up can be paid 30 STD waiting period May Sun Mon Tue 1

STD payable EI and Top-up must be suspended 7 14 29 11 17 STD payable 24 30 31 5 6 12 13

19 20 26 27 STD payable 18 STD payable 23 Sat STD payable STD payable EI and Top Up payable starts again 28 4

10 16 Fri STD payable STD payable STD payable 22 3 9 15 Thu STD payable STD payable STD payable 21

2 STD payable 8 STD payable Wed STD payable 25 Employee needs to go on disability due to pregnancy related illness in January. Employee has a C-Section birth in February. January Sunday Monday Tuesday

Wednesday Thursday Friday Saturday 1 2 3 Last day worked 4 STD Wait Period Begins 5 STD Wait 6 Sick Day STD Wait 7 Sick Day STD Wait

8 Sick Day STD Wait 9 Sick Day STD Wait 10 Sick Day STD Wait 11 12 13 STD Payable 14 STD Payable 15 STD Payable 16 STD Payable

17 STD Payable 18 19 20 STD Payable 21 STD Payable 22 STD Payable 23 STD Payable 24 STD Payable 25 26 27 STD Payable

28 STD Payable 29 STD Payable 30 STD Payable 31 STD Payable February Sunday Monday Tuesday Wednesday Thursday Friday Saturday 1

2 3 STD Payable 4 STD Payable 5S STD Payable 6 STD Payable 7 STD Payable 8 9 10 STD Payable 11 Baby Born: Csection EI Wait period begins No Top-Up while on

STD STD payable 12 EI waiting period STD Payable 13 EI waiting period STD Payable 14 EI waiting period STD Payable 15 EI waiting period 16 EI waiting period 17 EI waiting period STD Payable 18 EI Wait period ends. STD still payable (EI cannot be collected while

on STD) STD Payable 19 STD Payable 20 STD Payable 21 STD Payable 22 23 24 STD Payable 25 STD Payable 26 STD Payable 27 STD Payable 28

STD Payable March 2014 Sunday Monday Tuesday Wednesday Thursday Friday Saturday 1 2 3 STD Payable 4 STD Payable 5 STD Payable

6 STD Payable 7 STD Payable 8 9 10 STD Payable 11 STD Payable 12 STD Payable 13 STD Payable 14 STD Payable 15 16

17 STD Payable 18 STD Payable 19 STD Payable 20 STD Payable 21 STD Payable 22 23 24 STD Payable 25 STD Payable 26 EI Payments begin now that STD

Maternity benefit has ended. Top-Up can be paid. 27 28 29 30 31 Life Insurance (2 x salary) AD&D Insurance (2 x salary) Short-term disability (STD)only Extended Health (Single or Family coverage)

Reduced Dental coverage (Single or Family coverage) No major coverage (ie: crowns, bridges) No orthodontic coverage Reduced dental rate compared to class 1 employee Critical Illness Pension Voluntary Critical Illness (EE and spouse) 20 hour minimum work-week requirement enforced for Benefit Class 1, 2, 4 and 8 Class 1: Permanent (FT/PT) Employees Class 2: 1-year contract employees

This is not intended to be used as a probation class Class 3: Employees on an approved Leave of Absence Class 4: Priests Class 5: Retirees Class 8: All Other Participants (ie: non-salary) Class 100: Pension only Important to note: If you are hiring an employee (except new hired teachers) on a 1-yr period contract, with no intent to rehire him, the employees benefits would be categorized as Class 2. However, if you are hiring an employee (i.e. EA in schools) for a 1-year contract but you intend to rehire him on ongoing basis, then for all intents and purposes you are considering him to be a permanent employee. Regardless of funding, the employees benefits should

be re-categorized to Class 1. Important information can be found on our website: Benefit coverage and eligibility Benefits/Pension Booklets Group Benefits application and change forms Pension forms Claim Forms Top-up Calculators Announcements, important dates, etc. are available on the website Benefit Reps have their own section is available online! NOTE: Please USE the forms from our website. website Please download a new form whenever you need to fill it out. out

Please submit ALL of your adjustments on or before the cut-off time and date. Adjustments received after the cut-off date will be added on the next billing adjustment! If you have employees who are covered under the Welcome Plan, please, please, please, remind them to let you know as soon as they are being covered by MSP. . If you choose to continue sending us Cheque for the benefits payment, please make sure that we will receive the Cheque on or before the stated due date. Late payment will incur the 1% late fee chargers. For salary and contact number, changes, there is NO need to fill out the group change form (GCF). GCF You can send us an email or a spreadsheet with

the salary or contact number update. ** RCAV and CISVA employees must fill out the Application for Increase to Pension Contribution for the 8% and 9% increase. All other changes termination, benefit class, address, name change, transfer of employment, re-instatement, addition of benefits, late applicant, refusal of benefits, life beneficiary changes, pension level changes (**except increase to 8% and 9% for RCAV and CISVA employees), and add/remove dependents, employees MUST fill out the GCF. Applicable pension form must also be completed when changing the address, name, and beneficiary. Both the employee and the employer must sign the Group Change Form (GCF)

Effective March 1, 2013, the Benefits Administration office had introduced the new Retro Active Service Charge. Retroactive Service Charges Tier Amount Tier 1: 1 month $25 first 2 adjustments Tier 2: 2-3 months $50 first 2 adjustments Tier 3: 4 months and $75 first 2 adjustments up Previously, we never charged for any Disability, Maternity or Welcome Plan retroactive adjustments. We will now be charging for these if they are over 1 month retroactive. Refunds for terminations will occur to a maximum of 4 months retroactive prior to the current date, even

though the notification may be older than 4 months. RE-ENROLLMENT PROCEDURES Deadline for submitting the 2018/2019 reenrollment documentation is Friday, June 29th, 2018. All ORIGINAL document(s) (IF applicable) must be forwarded to the Benefit Administration Office. PLEASE send the electronic copy of the Excel spreadsheet to the Benefits Office. Please do not change the format to PDF. Please retain copies for your own records. IMPORTANT: please note that every employee that will be listed on your June billing statement must appear on your upcoming re-enrollment excel spreadsheet. Their employment status with you may have changed (or ended for that

matter), but clear documentation needs to be recorded to support that change. The Excel spreadsheet needs to be returned to our office for processing of the upcoming September 2018 billing statement. The following required columns need to be completed in full, in alphabetical order (by last name): Division No. Name (already done for you) ID Number (already done for you) Annual Salary Benefit Class NOTE: it it is is imperative imperative that that you you indicate indicate how how many many weeks weeks per per year

year your your employee employee works works and how many hours per week they work. This information is required for disability claim and how many hours per week they work. This information is required for disability claim purposes. purposes. This This figure figure is is used used to to accurately accurately calculate calculate the

the STD STD benefit benefit amount amount & & required required premiums. premiums. Occupation Hours Worked Per Week No. of Weeks Worked per Year (min: 43, 45, 48 or max: 52 only) only Change required (Y/N) NOTE: it it is is imperative imperative that that you

you indicate indicate how how many many weeks weeks per per year year your your employee employee works works and how many hours per week they work. This information is required for disability claim and how many hours per week they work. This information is required for disability claim purposes. purposes. This This figure

figure is is used used to to accurately accurately calculate calculate the the STD STD benefit benefit amount amount & & required required premiums. premiums. A GCF is NOT needed for the following changes to existing employees: 1. Correction of spelling to existing Employee name (first or last name) 2. Correction to existing date of birth information 3. Straight-forward salary change (increase or decrease) decrease 4. Weeks worked per year 5. Hours worked per week (min: 43, 45, 48, or max: 52) 52 6. Minor address change (example: only part of the Postal

Code is wrong or only a digit of a house # is wrong) Employees off on Maternity Leave: if you have a staff member off on mat leave, please remember that they are ELIGIBLE for the salary increase as if they were physically/actively at work. Please note the salary change accordingly. If you have an employee going off on maternity leave or returning from maternity leave, as of September 1st, please ensure that you advise if changes to the pension plan is required (example: reinstating/waiving pension contributions). Employees off on disability or an approved leave or absence (LOA): if you have a staff member off on either one of these leaves, please note that they are NOT eligible for a salary increase at this time. If you have an employee going off or from either of these leaves, as of September 1st, please ensure that you advise if changes to the pension plan and benefits are required (example: reinstating or suspending pension contributions, reinstating or waiving extended health and/or dental while on LOA).

The Benefits office will NOT manually calculate the earnings for you. We will simply process the figure that you have supplied us with. If a change to any of these columns has been applied, please indicate Yes ( or ) in the Change required column. In the Notes field, specify the change to assist our office in recognizing the change. We want to ensure that we dont overlook anything. A GCF IS needed for the following changes to existing employees: 1.Change to employee surname over the summer) (example: EE married

2.Full Address change 3.Change to dependent coverage adding/removing dependent) (example: 4.Revising Extended Health or Dental benefits 5.Revising pension contribution levels (example: (example: Single-Family or vice versa) 3% to 7% and vice versa) If a change is requested for existing employees, indicate Yes ( or ) in the Change Required field. In the Notes field, specify the changes and include the applicable documents (originals only originals only) to support the requested change. For changes in address, pension beneficiary/contingent beneficiaries applicable PENSION FORM MUST BE COMPLETED TOO!

A GCF IS needed for the following changes to existing employees: 6.Addition of a contingent beneficiary to the Life and Pension benefits pension form must be completed 7.Transfer of employer information (example: EE moving from one school to another or employee moving from one parish to another) 8.Benefit class change If a change is requested for existing employees, indicate Yes ( or ) in the Change Required field. In the Notes field, specify the changes and include the applicable documents (originals only originals only) to support the requested change. For changes in address, pension beneficiary/contingent beneficiaries applicable PENSION FORM MUST BE COMPLETED TOO! A GCF IS needed for the following changes to existing employees: 9.Pension Level Change (employees who are on their 15th or 20th year

of service must fill out the APPLICATION FOR INCREASE TO PENSION CONTIBUTION FORM; and VERIFICATION OF PREVIOUS TEACHING EXPERIENCE - for CISVA teachers/principals ONLY. ONLY If a change is requested for existing employees, indicate Yes ( or ) in the Change Required field. In the Notes field, specify the changes and include the applicable documents (originals only originals only) to support the requested change. For changes in address, pension beneficiary/contingent beneficiaries applicable PENSION FORM MUST BE COMPLETED TOO! For new employees, please add them to the employee listing on the Re-enrollment spreadsheet, in alphabetical order. New employees should not be added to the bottom of the reenrollment listing. Please insert a new line accordingly, and enter the employee data.

Indicate that the individual is a new employee in the Notes column and include the following forms Application for Group Coverage and Application for membership to RPP (pension application form will be required if they're participating in our RPP). ORIGINAL DOCUMENTS ONLY! Optional/Voluntary Benefits are also available for new/existing employees: Voluntary Critical Illness Optional Life Insurance CLASS 2 Employees are ELIGIBLE for pension!! Termination of employment. employment Always indicate the effective date of the termination. Retiring employee the Benefit Representative must let the retiring employee knows that they are entitled to join the Benefit plan as a Retiree Member (100% of the premiums will paid by the retired member). Please indicate on the form if the employee would like to join the plan or not.

Note: The employee have 31 days from the date of retirement to decide whether they would like to join the retiree plan. Retired members will now have the option to pay the benefits premium through direct debit! Just let us know of your desired deduction frequency and we will do it for you! Retired member can choose to pay their premiums on a month to month basis, quarterly, semiannual, or annual lump sum. Employee who previously waived their Extended Health and/or Dental benefits (due to spousal coverage), and now decides that they want dual insurance (ie: maybe they want to double-up on coverage due to children's expenses) - he/she would be considered a late applicant. The Evidence of Insurability form will need to accompany the Application for Group Coverage (new employees not enrolled within the 31 days after the actual hire and eligibility date) or the Group Coverage Change (existing

employees) form when someone is deemed to be a late applicant. For those individuals approved as a late applicant, Dental benefits are restricted to the following: For the first 12 months of coverage the Dental Maximum for Routine, Major and Orthodontic expenses will be $250 combined Please note that the benefits office no longer have a fax machine. You can send documents by email and mails ONLY. Please make sure that you send all the original documents (if applicable) after sending the scanned copy to our office. Please send all documents to: Benefits Administration Office Catholic Independent Schools of Vancouver Archdiocese 4885 Saint John Paul II Way

Vancouver, BC V5Z 0G3 For questions regarding: Disability Maternity leave Benefit/Pension policy interpretation Escalated claim issues (Adjustments (Adjustments on on billing billing statement, statement, premium premium payments) payments)

Information changes Retiree Benefits Employees Benefit Packages Student Recertification [email protected] [email protected] Optional Life Welcome Plan (application (application and and cancellation) cancellation) Benefits Issues (Denied (Denied Claim, Claim, Deferred Deferred Drug Drug Card Card issues) issues)

Stephanie Monthly Billing statement (adding/removing (adding/removing dependents, change of address/contact dependents, change of address/contact information, information, Beneficiary Beneficiary Changes Changes for for Life Life and and Pension) Pension) April [email protected]ca [email protected]

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