Other Plan Changes
OMERS keeps a close eye on the plan to see if plan changes are either required or desirable due to things like changes in the pension environment or a desire to evolve the plan. Such changes are considered on an annual cycle unless, for unforeseen reasons, decisions must be made sooner. In that case the SC will generally, at a minimum, communicate through its website at least 21 days before decision.
Changes Under Consideration
As part of its commitment to keep stakeholders informed, any OMERS Primary Pension Plan (Plan) change proposals that the OMERS Sponsors Corporation considers are posted for information. The annual decision-making process, which occurs during a defined period, can be found .
Some Plan changes may be considered outside the annual decision-making cycle due to exceptional circumstances should they comply with Section 6.2 of By-Law No. 12 and meet the following criteria:
Failure to adopt the specified change immediately will result in hardship to Plan members, retirees or employers because of a condition or circumstance not previously recognized by the AC or the SC.
Such specified change would not involve material changes in contribution levels of, or materially affect the funding of, the Plan.
Last Approved Changes
Following the 2020 Plan Review process, on June 24, 2020, the OMERS Sponsors Corporation Board (SC Board) approved five amendments to the OMERS Primary Pension Plan (Plan). The following are the approved amendments. The first three amendments were considered because of the exceptional circumstances presented by the COVID-19 pandemic and are effective immediately. The final two amendments were considered as a part of the annual Plan review and are not effective until January 1, 2023.
Extending leave purchase deadlines
Extends the deadline to complete a leave purchase by one year for members who return from a leave of absence in 2020 or 2021 (i.e., extending to December 31, 2022, or December 31, 2023, depending on the return date). This change is effective immediately and will be implemented over the coming weeks.
Reducing or eliminating the 36-month employment requirement for purchases of periods of reduced pay
Reduces or eliminates the 36-month employment requirement for purchases of periods of reduced pay, subject to changes to the Income Tax Regulations. This change is effective immediately but will only be implemented if and when the employment requirement under the Income Tax Regulations is amended.
Permitting temporary layoffs as purchasable service
Allows members to purchase credited service for periods of absence due to temporary layoff that were initiated in 2020 or 2021. The service can be purchased at two times contributions (member only). This change is effective immediately and will be implemented over the coming weeks.
Removes the current eligibility requirement for non-full-time employees to join the Plan so that all non-full-time employees may elect to join the Plan at any time. Enrolment in the Plan would take effect on the first day of the month after the employee’s election is received and would remain in place as long as the member continues working with their current employer.
This change is effective January 1, 2023, which means that until then, the current eligibility requirement continues to apply. More information will be available closer to the implementation date.
Shared Risk Indexing
Provides the option for the SC Board, based on its annual assessment of the Plan’s health and viability, to reduce future inflation increases on benefits earned after December 31, 2022.
This change is effective January 1, 2023 and does not affect benefits earned before that date. This means that when you retire, the benefits earned on or before December 31, 2022 will be granted full indexation. Benefits earned on or after January 1, 2023 will be subject to Shared Risk Indexing, meaning that the level of indexation will depend on the SC Board’s annual assessment of the financial health of the Plan.
More information will be available closer to the implementation date.
You can read more about Shared Risk Indexing and non-full-time expansion by clicking .
In addition to the amendments listed above, a minor housekeeping change to the Plan was made to align section references. This change does not impact Plan members.
On November 15, 2018, the SC Board approved two of the six proposed changes as a result of the Comprehensive Plan Review. The following changes are effective as of January 1, 2021:
Elimination of the 35-year cap for credited service
This change removes the 35-year cap on credited service for members with less than 35 years of credited service prior to January 1, 2021. Members who are retired or deferred prior to the effective date are not impacted by the change. If a member meets the 35-year cap before January 1, 2021, the limit will continue to apply.
Option to negotiate NRA 60 for paramedics
This change provides the option for paramedics to have a normal retirement age of 60 (NRA 60), subject to negotiation, starting on January 1, 2021. Paramedics will not automatically be eligible for NRA 60 benefits. As of January 1, 2021, an OMERS employer can elect to provide NRA 60 benefits to all or a class of paramedics. For unionized employees, NRA 60 benefits are subject to negotiation between employers and unions.
As part of our commitment to keep members, employers and stakeholders informed, more information regarding the amendments will be shared across our various communications channels including on omers.com.
For more information on the Plan changes – or the change process in general – please contact: