It is with a profound sense of sadness that the Institute informs you of the passing on July 7, 2021, of our friend and colleague, Charlotte Rogers Mehkeri.
Charlotte was part of the first executive of the Ottawa Centreville Branch. She was active in the AFS Headquarters Subgroup and was a long-serving steward.
The Institute extends its condolences to Charlotte’s family and to the many friends who were privileged to know her.
Condolences can be expressed online.
It is with a profound sense of sorrow and regret that the Institute informs you of the untimely passing of our friend and colleague, Mr. Glenn Maxwell. Glenn passed away on July 10, 2021. His commitment to Institute members was deep and unwavering. He will be missed. We will remember him with respect and gratitude.
Glenn was a CS Group member at DND’s 8 Wing at Canadian Forces Base Trenton, the hub of the Royal Canadian Air Force air mobility operations in Canada (responsible for search and rescue operations in Canada, delivering supplies to the high Arctic, and airlifting troops, equipment and humanitarian loads worldwide).
Glenn served Institute members with distinction in a number of capacities over two decades, notably as a steward, chair of local, regional and national consultation teams, as President of the CS Quinte Sub-Group, Vice-President of the Quinte Branch, Advisory Council Director, and member of the Board of Directors (2015-2018).
The Institute presented Glenn with the Steward of the Year Award and several Citation Certificates in recognition of his outstanding commitment to members and the Institute.
His spirit, intelligence, and commitment will be greatly missed by colleagues and PIPSC members who had the good fortune to work with him.
The Institute extends its condolences to Glenn’s family and to the many friends who were privileged to know him.
Condolences and memories can be expressed online.
You are invited to an Open House (outdoors) to share your memories of Glenn.
August 14, 2021 – 11 a.m. to 4 p.m.
654 County Road 35, Campbellford, ON
R.S.V.P.: Jeanne Ann Maxwell jeannemaxwell@yahoo.ca
Please bring lawn chairs and umbrellas (in case of rain).
For more information: https://www.facebook.com/glenn.maxwell.18
Samah Henein came to Canada 30 years ago from Egypt with a BA in Commerce to have a better life. She wanted the job security that the public service offered, but also wanted to work somewhere she could learn, grow and have balance in her life. Samah applied as an auditor with the Canada Revenue Agency (CRA) in 2005.
“The union makes the workplace a better place. There is more satisfaction with the employee, work conflicts get resolved faster, the union provides tools and resources to workers so they know their rights. The union fights for employees to get a good collective agreement and empowers them to do better,” Samah says.
Growing up, Samah witnessed her mother face dozens of challenges in her factory workplace. Her mom had to fight for equitable promotions and better working conditions. Watching her mother fight for equality and fairness throughout her life inspired Samah to speak up for herself and her coworkers at the CRA. This was one of the main reasons she decided to become a PIPSC steward.
“It’s important to empower people who are not able to voice their concerns and issues and to give them the resources they need to succeed,” she says.
Since starting her union work with PIPSC, Samah has made lasting changes in her workplace. She helped a member suffering violence at home to seek support and look after their well-being by taking time off from work. She won a grievance that earned a member a promotion, and helped another colleague change a leave type from unpaid to paid because of health reasons.
Most of all, Samah says she is proud that her coworkers can have a healthy work-life balance knowing that they are never alone when their job becomes challenging.
“We need to listen to members and ensure they are heard, for example if they have requests for accommodations,” she says.
At the CRA, Samah works in the Scientific Research Experimental Development division. In her role as a Financial Reviewer, she works with Canadian businesses who perform their research and development in Canada.
This work helps stimulate the economy and increase financial support for people in Canada. Her work in the public service doesn’t end with her contributions to her local union, she helps empower Canadian workers and businesses every day.
“I work with brilliant scientists and strong teams,” she says. “We are there to support businesses and they know we are accurate, timely and fair supporting their rights as well.” Samah is proud of the work she does to support Canadian businesses and her union work supporting her colleagues’ rights. She’s has been involved in the union for five years and is now the vice-chair of the Prairies/Northwest Territories Region and an important member of the PIPSC Human Rights and Diversity Committee. She makes sure members’ voices are heard.
“We are here to protect people’s rights. This year, the union negotiated our contract in an efficient way and fought against outsourcing while also fighting to support people going through grievances,” she said. “PIPSC makes sure that our workplace is safe and healthy.”
A union is its members, and it’s people like Samah that make a union strong. Despite our important accomplishments this year, Samah said she believes there is more work to be done together as a union to make changes across the country and within our union.
“A better Canada is where everyone matters equally,” she says. “PIPSC can be the vehicle for fairness and equality that we need to see everywhere.”
It is with great sadness that the Institute has learned of the untimely passing of our friend and colleague André Lortie.
As a long-time and highly-respected Institute Negotiator, André worked tirelessly over the years to defend the interests of tens of thousands of PIPSC members, notably with the CS, NUREG and University of Ottawa Groups. He was held in high esteem by both his colleagues and his Employer counterparts.
The Institute would like to extend its sincere condolences to André’s family and to his many friends. It was a pleasure and a privilege to know him. His commitment to PIPSC members was unwavering and he will be truly missed.
PIPSC members and staff who wish to pay their final respects to André are invited to do so on his memorial page.
Congratulations to our winners of our first National Public Service Week contest! Every day, PIPSC members go to work to protect and serve Canadians in a hundred different ways – and our 5 winners are no different.
Cory Graham (Manitoba Association of Government Engineers, Warren, MB) works to create change and improve environmental conditions at former mine sites. Cory is proud to be a PIPSC member because the union promotes fairness for all. Cory has served as a PIPSC steward since 2014.
Chung Yip (Sunnybrook Radiation Therapists, North York, ON) works as a radiation therapist at Sunnybrook Health Sciences Centre. Through Chung’s connection to the union, he understands the labour rules in his workplace and has been able to maintain full-time employment through the pandemic.
Josée Varner (Health Services, Calgary, AB) works as a nurse for Veterans Affairs, and is proud of her work supporting clients while working from home during the pandemic. Josée is proud to be a PIPSC member because she feels supported and heard by the union.
Laila Jiwani (Audit, Financial and Scientific, Scarborough, ON) was inspired by the smiling, positive seniors she helped connect to virtual support during the pandemic. Laila knows that her work and the union will continue to make a difference in shaping a stronger Canada.
Sangeeta Gharge (Computer Systems, Kanata, ON) received an award for going “above and beyond” at work this year. Sangeeta is proud to be a PIPSC member because she knows the union has her back.
PIPSC extends heartfelt thanks to these 5 incredible people and all PIPSC members for their amazing work this year. You’ve been there for Canadians – and for each other. And it’s that extraordinary spirit that will continue to inspire us each and every day.
Our LGBTQ2S+ community has overcome incredible obstacles. While we can be happy that we legalized same-sex marriage in 2005, and that we’re making it easier to express gender identity on official documents, there’s still a lot of hatred and discrimination throughout Canada that we must eliminate. LGBTQ2S+ individuals still fear violence following a gruesome homophobic attack in Toronto, Pride flags being burned, and daily microaggressions.
When queer bars and bathhouses, regarded as LGBTQ2S+ safe spaces, were raided in Montreal, Toronto and Vancouver by local police, LGBTQ2S+ Canadians knew their rights were under attack. How can the community feel safe when being queer is criminalized by the people tasked with protecting us?
LGBTQ2S+ Canadians working in the public service are still healing from the public service purges that went on from the 1950s to the 1990s. A special department was created in the federal government to root out homosexuals from the public service, forcing LGBTQ2S+ workers to live in fear. The government finally apologized for this purge, which still haunts past and present public servants and community members.
And today, men who have sex with men are still barred from donating blood. Although all blood is rigorously tested for any diseases after it’s collected, blood collection policies are still rooted in the 1980s. A straight man can have sex with as many partners as they want, and still donate blood without question. This is nothing short of discrimination.
The Canadian labour movement is supporting a massive reinvestment LGBTQ2+ communities. LGBTQ2S+ community initiatives are hugely important in building a network of solidarity for individuals who come out of the closet, who need access to services, and who want to build a culture of resistance against homophobia, transphobia and biphobia.
We’ve also called to eliminate Canada’s discriminatory blood donation policies that force gay men to be abstinent before donating blood while heterosexual men can have as many sexual partners as they like.
It’s hard for LGBTQ2S+ Canadians to be comfortable in a heteronormative workplace. Questioning individuals fear their attire under a new gender identity will be considered unprofessional. LGBTQ2S+ people want their colleagues to see them as more than just sexual orientation or gender identity.
We’re proud to support normalizing diversity of sexual orientation and gender identity at work, marking an important departure from heteronormative culture. The “Free to be me” campaign at the Government of Canada is a great initiative, just like Instagram displaying personal pronouns next to user names.
Significant progress has been made, yet the struggle continues. Within our union, the public service and across the country, we have work to do to fight stigma, stop harassment and build the welcoming and inclusive environments everyone deserves.
Congratulations to Larisa and Michael for winning our Pride Trivia contest!
After leaving a series of hints and clues on our Facebook page, PIPSC members joined a virtual trivia contest on July 27 and 28, 2021. Canadian Labour Congress Vice-President Larry Rousseau was our featured guest host.
Contest winners took home $250 Etsy gift cards, and are encouraged to support Canadian LGBTQ2S+ merchants in the Etsy virtual marketplace.
Members of the federal public service are encouraged to join Public Service Pride, happening from August 23 to August 27, 2021. Learn more.
We were dismayed by the Hilton Vancouver Metrotown’s move to lock out its employees from UNITE HERE Local 40. Most of the affected staff are women and racialized workers.
It’s completely unacceptable that the hotel is accepting COVID wage subsidies from the government while firing workers and refusing to bring back the ones that were laid off.
Nearby at the Pacific Gateway Hotel, which continues to be used by the federal government as a quarantine site, workers allege that men’s jobs were more likely to be protected than women’s.
Effective immediately, PIPSC will boycott the Hilton Vancouver Metrotown and the Pacific Gateway Hotel. Along with our labour movement colleagues, we will take our business somewhere that respects workers. We urge PIPSC members and the public to do the same, in solidarity with the affected hotel workers.
If you are in the area, be sure to not cross the picket lines of striking workers. This boycott will send a clear message to hotel management: lockouts and discriminatory layoffs will not be tolerated. Management needs to listen to the reasonable demands of workers who simply want to make a living.
Thank you to the PIPSC BC/Yukon Region who passed a resolution supporting the boycott at their Regional Council meeting.
A pension is income received in retirement. Over the course of your working life, both you and your employer make contributions to your pension. Those contributions are then invested, and upon retirement, your pension is paid from that investment fund. Your pension is essentially forced saving on your part and deferred salary on the part of your employer. Your pension is a combination of your savings and deferred compensation from your employer – it’s not money that is gifted to you upon retirement.
Many of our members have defined benefit pension plans. A defined benefit pension plan provides a guaranteed annual income at retirement. Some of our members have a target benefit pension plan. This type of plan also provides an annual income at retirement, but it is not guaranteed because you take on more of the risk associated with the investments and market fluctuations. And some of our members have a defined contribution pension plan. A defined contribution plan does not provide an annual income, instead, you are granted access to your funds upon retirement and you decide what kind of payout model you want.
A defined benefit pension provides a guaranteed annual income at retirement. This is the best type of pension. The employer must ensure the plan is able to pay you and takes on the risk created by investment and market fluctuations. While a target benefit pension pays you an annual income at retirement, it is not guaranteed. If the pension fund does not do well in the market, you may have to pay higher contributions or have your retirement income cut.
PIPSC does not have access to any individual pension information, although you can find some general information on our pensions page. You can find a detailed calculation of your Public Service Pension through the Compensation Web Applications or by phoning the Pension Centre. For other pensions, contact your HR department for additional plan information.
Over the course of your career, you and your employer contribute to your pension. This is essentially forced saving on your part, and deferred compensation on the part of your employer. Those funds are then invested, and upon retirement, your pension is paid from those funds. Depending on the type of pension you have, your employer may be responsible for ensuring that the pension is able to pay you when it comes time for you to retire. However, if a pension plan’s rules are followed and the plan is well-managed, the likelihood of your pension becoming too expensive or unsustainable is low.
We need to protect our own pensions and fight for a secure retirement for everyone.
Federal and provincial governments have opened the door to legislation that could threaten our workplace pensions. For example, in 2016 the federal Liberal government introduced a bill that would have allowed federally regulated and Crown corporation employers to transition secure, defined benefit plans to risky, target benefit plans. And the Conservative provincial government in New Brunswick actually succeeded in passing similar legislation that impacts PIPSC members in that province.
Beyond that, only 37% of people in Canada have workplace pensions to secure their retirement, and only 25% have secure defined benefit plans.
Without a workplace pension, seniors have to rely on personal savings, the Canadian Pension Plan (CPP), Old Age Security (OAS) and Guaranteed Income Supplement (GIS). In Canada as of 2018, only 22% of people who filed taxes contributed to their RRSPs and Canadian households on average saved only $852.
Government retirement programs alone leave many seniors living in poverty. And, precarious jobs today are setting young people up for the same precarious retirement. This is why the Canadian labour movement fights for pensions for all and improvements to these government programs.
Government retirement programs alone leave many seniors living in poverty. And, precarious jobs today are setting young people up for the same precarious retirement. This is why the Canadian labour movement fights for pensions for all and improvements to these government programs. Everyone in Canada deserves a secure retirement.
In 2019, the Canadian Labour Congress fought and won an increase in CPP to one-third of the average income from one-quarter. An important step toward the goal of increasing CPP to 50% of average income. We can win and ensure a secure retirement for everyone.
We stand with the Canadian Labour Congress in the fight for a secure retirement for all. It is unacceptable to have elders living below the poverty line and we won’t stand by and allow that same fate for young workers.
Understanding your pension is an important first step in preparing for retirement. Check out the page What steps should I follow when preparing to retire for a helpful starting point from the federal government. You may also find their frequently asked questions useful.
Prior to 2017, a pension statement was mailed to Public Service employees on an annual basis providing members with the current transfer value of their pension and an estimate of the pension they would receive in retirement. In recent years, these statements have not been provided due to issues related to the Phoenix Pay System. If you require a pension statement because you are nearing retirement or due to a specific issue or concern, you can contact the Pension Centre to receive this information. The cancellation of these pension statements do not affect your pensionable earnings.
In 2017, the Pension Centre stopped issuing pension statements due to problems related to the Phoenix Pay System. There is a tool within the Compensation Web Applications (CWA) that provides this information, however as it obtains the information from the Phoenix Pay System that may be inaccurate, we recommend contacting the Pension Centre directly to obtain an accurate estimate of your pension. It is recommended to get a pension estimate from the Pension Centre when you are nearing retirement or if you have a specific issue or concern. The cancellation of these pension statements does not affect your pensionable earnings.
The Pension Centre is a key resource for all your pension needs. They are the only resource that can currently provide you with an accurate pension estimate. Please have your Personal Record Identifier (PRI) ready when contacting the Pension Centre.
You should contact the Pension Centre at least six months prior to your retirement date, however they need a formal notice of retirement three months before you retire. For more information, consult the Government of Canada Frequently Asked Questions page Preparing for retirement - Pension.
Prior to 2000, public service pensions were paid directly from employer and employee contributions. Because the plan was not properly invested, there were no investment earnings to cushion pensions from sudden changes to costs or revenue. The plan was volatile. In 1999, the Public Sector Pension Investment Corporation was created to separate pension contributions from other government funds. The Public Sector Pension Investment Corporation has independently managed the employer and employee pension contributions since 2000 – investing them in the Canadian and global economy. This means that when you draw your income at retirement, it comes from this investment fund and not directly from government funds. This makes the PSP plan sustainable and cost-effective for taxpayers.
Anyone who was hired and contributing to the pension plan up to December 31, 2012 is part of Group 1. Anyone who was hired and contributing to the pension plan, on, or after January 1, 2013 is part of Group 2. The age of retirement for Group 1 is 60 (early retirement at 55), the age or retirement for Group 2 is 65 (early retirement at 60). Group 2 does have lower yearly contributions to the plan due to the added years of service needed for a full retirement.
Some members want to phase into retirement by reducing their work hours as they get closer to their retirement date by choosing to work part-time. As reducing your hours will reduce your annual salary, there may be an impact to your pension. However the impact, if any, will vary greatly from person to person. You should always contact the Pension Centre and obtain accurate information for all the scenarios you are considering. For more information on part-time working arrangements, you can refer to the employer’s Directive on Leave and Special Working Arrangements and the Leave without pay information package.
Due to confidentiality, it is important to note that the union does not have access to your personal information needed to calculate your pension. Your retirement income is calculated based on your five consecutive years of highest paid service as well as your years of service. You can use the PSP tool to estimate what your monthly and yearly benefits would be. We recommend that you contact the Pension Centre to obtain an accurate Pension Statement, based on your actual earnings and employment history.
Yes, the PSP is indexed. Indexing is the annual cost of living adjustment, based on the official Consumer Price Index (CPI), which is an objective, commonly used calculation. Without indexing, pensioners would fall behind in their purchasing power. Indexing keeps your pension up with the rate of inflation, meaning your pension retains its value over time. You can access more information on indexation and current rates here.
Once you notify the Pension Centre of your retirement date, they will begin processing your pension immediately. Any inaccuracies related to information received from the Phoenix Pay System will then be adjusted as needed by the Pension Centre. Once the Pension Centre has your accurate pay information they will process your pension benefit. You can consult the Government of Canada Frequently Asked Questions page Preparing for retirement - Pension for more information or contact the Pension Centre directly for an estimate of your pension earnings should you have a specific issue or concern. It should be noted that the cancellation of mailed pension statements does not affect your pensionable earnings.
Over the course of your career, you and your employer (in this case, the Canadian government) contribute to the PSP. This is essentially forced saving on your part, and deferred compensation on the part of your employer. Those funds, along with the contributions of your colleagues, are pooled and invested. Upon your retirement, your pension is paid from those funds. Defined benefit pension plans, like the PSP, are built for the long-term – meaning they can weather short-term dips in the market.
As of March 31, 2019, the PSP plan was valued at $168 billion and, despite recent market fluctuations due to the COVID–19 pandemic, is still believed to be in good, stable condition. The actuarial formulas continue to ensure the plan is properly funded and financially sustainable for the long haul.
Over the course of your working life, both you and your employer make contributions to your pension. Those funds are then invested, and upon retirement your pension is paid from those investments. Your pension is essentially forced saving on your part and deferred compensation on the part of your employer. With a target benefit pension, you will receive an annual income until your death, but the amount is not guaranteed. For more information on your Defined Contribution Pension Plan, please contact your Human Resources Department or Pension Department.
Similar to a defined benefit pension plan, a target benefit pension plan provides an annual income until your death. However, target benefit pensions are more fluid and the risk associated with the plan’s investments falls, in part or completely, to employees and retirees. For example, should the pension fund not do well in the market, you may have to pay higher contributions or have your retirement income cut. This is just one of numerous things that could impact a target benefit pension.
In short, a target benefit pension basically operates the same way a defined benefit pension would, until something goes wrong. However, with a target benefit plan, like with a defined benefit plan, contributions are pooled together – so the pension fund is better prepared to weather short-term dips in the market than a defined contribution plan.
A target benefit pension is better than having no pension at all and relying on your personal savings because your employer does contribute over time. For more information on your target benefit pension plan, please contact your Human Resources Department (Or Pension Department).
The regular age to begin receiving CPP/QPP is 65. If you choose, you can start receiving CPP/QPP at the age of 60 even if you are still working. But taking CPP/QPP early will decrease the payments you receive from the plan for the rest of your life. It is important to know that you will still be paying for CPP/QPP as long as you are working, and the calculations for your payments will be made based on the time you start receiving CPP/QPP. You can contact Service Canada to get more information on all the options available to you.
Where you live determines whether you will receive CPP or QPP. If you live in Quebec, you will receive QPP. If you live anywhere else in Canada, you will receive CPP. Both plans are coordinated, so even if you lived in Quebec for most of your career but then choose to retire in British Columbia, your CPP will account for your contributions to QPP over the course of your career.
Like your workplace pension plan, you pay into CPP/QPP, so you will receive it no matter the amount of your retirement income. Old Age Security (OAS) is tied to your income, so that benefit may be reduced depending on your income. You can contact Service Canada to get more information on CPP/QPP and OAS.
Over the course of your working life, both you and your employer make contributions to your pension. A defined contribution plan has fixed contributions from you and the employer.
Those funds are then invested and these investments are based on your choices within the portfolio of options provided to you by the plan. The amount you receive at retirement will depend on how those investments do in the market. Upon your retirement you are granted access to that pension and must decide how your pension will be paid to you, often by purchasing an annuity.
Your pension is essentially forced saving on your part and deferred compensation on the part of your employer. For more information on your defined contribution pension plan, please contact your Human Resources Department or pension department.
Your defined contribution pension plan will have different investment options (stocks, mutual funds, etc.), usually with varying degrees of risk and projected rates of return. As a contributor to the plan, you create your own investment portfolio based on these options. Most financial advisors will recommend choosing higher risk investments when you are further from retirement, and moving to lower risk investments as you get closer to retirement. Regardless, it is very important that you consider your personal risk tolerance and how each fund is managed to make a decision that is right for you. You can contact your Human Resources Department or Pension Department for any questions related to your pension and the management of your investments. You can also consult a personal financial advisor if you need any additional guidance with your investments. Due to confidentiality, it is important to note that the union does not have access to your personal information needed to calculate your pension.
The regular age to begin receiving CPP/QPP is 65. If you choose, you can start receiving CPP/QPP at the age of 60 even if you are still working - but taking CPP/QPP early will decrease the payments you receive from the plan for the rest of your life. It is important to know that you will still be paying for CPP/QPP as long as you are working, and the calculations for your payments will be made based on the time you start receiving CPP/QPP. You can contact Service Canada to get more information on all the options available to you.
Where you live determines whether you will receive CPP or QPP. If you live in Quebec, you will receive QPP. If you live anywhere else in Canada, you will receive CPP. Both plans are coordinated - so even if you lived in Quebec for most of your career but then choose to retire in British Columbia, your CPP will account for your contributions to QPP over the course of your career.
Like your workplace pension plan, you pay into CPP/QPP, so you will receive it no matter the amount of your retirement income. Old Age Security (OAS) is tied to your income, so that benefit may be reduced depending on your income. You can contact Service Canada to get more information on CPP/QPP and OAS.
Before you plan on retiring, you should always contact your Human Resources Department or Pension Department to get the steps required to retire and receive a pension estimate. Due to confidentiality, it is important to note that the union does not have access to your personal information needed to calculate your pension.
Most DB plans provide an annual pension statement to plan members. This might be distributed electronically or via mail, and provides information about your pension personalised to you. Some pension plans even allow you to check your information in real time through a web portal. If you are interested in receiving a pension statement or finding out more, contact your Human Resources or Pension Department. Due to confidentiality, it is important to note that the union does not have access to your personal information needed to calculate your pension.
Depending on your employer and pension plan, the age of retirement may be different. You can request this information from your Human Resources Department or Pension Department.
Some members want to phase into retirement by reducing their work hours as they get closer to their retirement date by choosing to work part-time. As reducing your hours will reduce your annual salary, there may be an impact to your pension. However the impact, if any, will vary greatly from person to person. You should always contact the Human Resources Department or Pension Department and obtain accurate information for all the scenarios you are considering.
Many defined benefit plans are indexed. Indexing is the annual cost of living adjustment, based on the official Consumer Price Index (CPI), which is an objective, commonly used calculation. Without indexing, pensioners would fall behind in their purchasing power. Indexing keeps your pension up with the rate of inflation, meaning your pension retains its value over time. We recommend that you contact your Human Resources Department or Pension Department to confirm if and how your plan is indexed.
Many defined benefit plans are indexed. Indexing is the annual cost of living adjustment, based on the official Consumer Price Index (CPI), which is an objective, commonly used calculation. Without indexing, pensioners would fall behind in their purchasing power. Indexing keeps your pension up with the rate of inflation, meaning your pension retains its value over time. We recommend that you contact your Human Resources Department or Pension Department to confirm if and how your plan is indexed.
In the event that you leave your job prior to retirement, you may have the option of taking the “commuted value” (essentially the current value) of your pension out of your defined benefit plan. If you decide to take the commuted value, you can invest that money into another retirement savings vehicle. But in taking the “commuted value” out of your defined benefit plan and investing it yourself, you are assuming all of the risk associated with that investment, whereas your employer takes on the risk within the pension plan. You can also withdraw it as cash, but it will be taxed as income. While the choice to withdraw the commuted value is yours to make, it almost never makes good financial sense over other options. If you are considering withdrawing the commuted value, we strongly recommend you consult with multiple financial advisors before making a decision. If you need assistance in understanding how your “commuted value” has been calculated, you can contact our team at pensionsbenefits@pipsc.ca.
This is based on your individual situation and depends on your marital status among other factors. Almost all defined benefit plans also include a benefit guarantee. This means if you pass away before retirement or within a certain number of years of retirement, an amount is paid to your estate. You should contact your Human Resources Department or Pension Department for the provisions specific to your pension and ensure that your marital status and beneficiary information is always up to date.
The regular age to begin receiving CPP/QPP is 65. If you choose, you can start receiving CPP/QPP at the age of 60 even if you are still working. But taking CPP/QPP early will decrease the payments you receive from the plan for the rest of your life. It is important to know that you will still be paying for CPP/QPP as long as you are working, and the calculations for your payments will be made based on the time you start receiving CPP/QPP. You can contact Service Canada to get more information on all the options available to you.
Where you live determines whether you will receive CPP or QPP. If you live in Quebec, you will receive QPP. If you live anywhere else in Canada, you will receive CPP. Both plans are coordinated, so even if you lived in Quebec for most of your career but then choose to retire in British Columbia, your CPP will account for your contributions to QPP over the course of your career.
Like your workplace pension plan, you pay into CPP/QPP, so you will receive it no matter the amount of your retirement income. Old Age Security (OAS) is tied to your income, so that benefit may be reduced depending on your income. You can contact Service Canada to get more information on CPP/QPP and OAS.
A defined benefit pension provides a guaranteed annual income at retirement. This is the best type of pension. The employer must ensure the plan is able to pay you and takes on the risk created by investment and market fluctuations. While a target benefit pension pays you an annual income at retirement, it is not guaranteed. For example, if the pension fund does not do well in the market, you may have to pay higher contributions or have your retirement income cut. This is just one of numerous things that could impact a target benefit pension.
Every day you go to work to protect and serve Canadians in a hundred different ways. Whether you work for the federal government, an agency, or are on the front lines delivering health care, the public service moved mountains this past year.
You’ve been there for Canadians – and for each other. At PIPSC, we have each other’s backs.
Read some inspiring member stories, and then enter to win a $250 gift card to Canadian Tire or Apple AirPods by filling out a short survey.
PIPSC members at the National Microbiology Lab in Winnipeg stepped up to innovate when a global shortage in lab supplies bottlenecked our ability to diagnose COVID-19. Thanks to these scientists and their “Made in Canada” approach, Canada’s testing capacity went from being able to run a few thousand COVID-19 tests a day to 200,000.
Members across PIPSC groups collaborated to build the CERB system that got income support to Canadians who needed it right away. Members were on call 24/7, working evenings and weekends for 4 weeks on a project that would normally have taken 2 years to get off the ground.
PIPSC members mobilized to work long shifts on the busy CERB phone lines to answer calls and help Canadians get the income support they needed. This was totally outside of their normal jobs, but these dedicated professionals knew that all hands on deck were required to help Canadians get through the pandemic.
Your union celebrates everything you do for Canadians. By completing the brief survey below, you’ll be entered to win your choice of either Apple AirPods or a $250 Canadian Tire gift card.
Submissions must be received by midnight on Sunday, June 20, to be eligible to win. All PIPSC members are eligible. Winners will be selected through a random draw. Only contest winners will be contacted. Any questions regarding this contest should be directed to bettertogether@pipsc.ca.
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