Module 9

What was the main reason for the creation of Multi-Employer Pension Plans (MEPPs)?

Which type of MEPP is typically established by trade unions or collective bargaining?

What is a common feature of Public Sector MEPPs like OTPP or OMERS?

What unique advantage do MEPPs offer to employers and plan members in terms of costs?

What role do Unions play in ensuring employer commitments in a MEPP?

Why are Multi-Employer Pension Plans (MEPPs) considered cost-effective for both employers and workers?

What is the main distinguishing characteristic of a classic MEPP?

What is the main purpose of a written participation agreement for a MEPP?

What happens in Nova Scotia and Ontario if there is no reciprocal transfer agreement in place?

How are pension credits and pension adjustments (PAs) determined for a Target Benefit MEPP?

When does a Past Service Pension Adjustment (PSPA) arise in SMEPPs?

What is a typical responsibility of MEPP trustees according to the text?

How do DB/Target Benefit MEPPs calculate pension adjustments (PAs)?

What does a PSPA equal in SMEPPs?

Which approach describes Contract Admin for MEPPs?

What is the main advantage of the Salaried Self Admin approach for MEPPs?

What is a possible disadvantage of a Multi-Employer Pension Plan (MEPP) for employers and plan members?

Which of the following criteria must be met for a registered plan to be considered a MEPP under the Income Tax Act (ITA)?

Why is an adverse plan amendment significant in the context of a Multi-Employer Pension Plan (MEPP)?

What differentiates the funding approach of provincial pension regulators towards Defined Benefit (DB) MEPPs?

In what way do MEPPs relate to member termination of employment?

What is a key feature that distinguishes a specified multi-employer pension plan (SMEPP) from other types of plans?

How does the Income Tax Act (ITA) define a Multi-Employer Pension Plan (MEPP)?

What is a potential issue surrounding fund ownership in Multi-Employer Pension Plans (MEPPs)?

What role does joint governance play in Multi-Employer Pension Plans (MEPPs)?

Why might some jurisdictions not mandate funding for MEPP deficits?

How does membership eligibility in a Multiple Employer Pension Plan (MEPP) differ from a Single Employer Pension Plan (SEPP)?

What is a unique contribution remittance requirement for Multiple Employer Pension Plans (MEPPs)?

How do general plan termination rules for Multiple Employer Pension Plans (MEPPs) differ from those of Single Employer Pension Plans (SEPPs)?

What is a special consideration under ITA rules specific to Single Employer Pension Plans (SEPPs) as compared to Multiple Employer Pension Plans (MEPPs)?

What differentiates the administration of Multiple Employer Pension Plans (MEPPs) from Single Employer Pension Plans (SEPPs)?

What is a key operational difference between Multiple Employer Pension Plans (MEPPs) and Single Employer Pension Plans (SEPPs) regarding membership?

What unique duty related to Pension Plan Governance Guideline issued by CAPSA applies to Multiple Employer Pension Plans (MEPPs)?

MEPPs often allow membership for workers with only one employer within a year.

The administration of a MEPP is usually handled by individual employers only.

Contributions to a MEPP must be remitted to the union within 60 days after the due date.

MEPPs are more likely to wind up due to employer withdrawal compared to SEPPs.

SMEPPs are subject to maximum pension rules for pre-1992 service.

ITA leave-of-absence limits apply in the same way to SMEPPs as to SEPPs.

Employee contribution limits for SMEPPs are subject to the same ITA maximum limits as SEPPs.

ITA rules limiting benefits for connected persons apply to SMEPPs.

Certain limits on bridging benefits apply to MEPPs.

Trustee education and training is not a high-level duty related to MEPP governance according to CAPSA guidelines.