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COVID-19 Update: Information for Employers

Updated as of September 29, 2020

Over the last few months, we have received numerous questions about how COVID-19 is impacting the OMERS Primary Pension Plan (Plan). As a result, we have compiled these Frequently Asked Questions. Given the continually changing circumstances, we will update this page frequently with new information as it becomes available.

Further, on June 24, 2020 the Sponsors Corporation Board approved three Plan amendments related to the COVID-19 pandemic. The information below has been updated to reflect these changes. More information about these Plan amendments can be found on our Plan Change Announcements page.


Frequently Asked Employer Questions

Our mailroom is still operating, and letters will continue to be sent via Canada Post. In the event of a shut down, we will look to our business continuity plans and practices that were established and implemented during a previous Canada Post service disruption.  

The OMERS Pensions team is still running business as usual. If you need a digital version of a specific letter, we can forward that to you. Our Employer Services team is available via email or phone from 8 a.m. to 5 p.m. ET, Monday through Friday. 

Yes, in order to ensure that we have enough time to process payments for the October 1 pension start date we require completed applications by September 15, 2020. This will ensure that members receive their pension on October 1. Completed applications received after September 15, 2020 will be paid on November 1, retroactively to October 1.

Completed applications should include:

  1.  Form 143 - Request for an OMERS Plan benefit (from the employer)

  2. The relevant banking information; and

  3. A signed election form or signed advanced waiver election form as applicable.

We encourage you to send any supporting documents in advance, and to scan and email documents rather than sending by fax or through the mail. If you have any trouble providing these completed documents, please contact Employer Services so that we can help.

Currently, absences from work are treated differently, with some purchasable and others not.  

Absences related to "Emergency Leave: Declared Emergencies and Infectious Disease Emergencies"

OMERS has reviewed the Plan provisions regarding leaves in the context of the recent amendments and regulations to the Employment Standards Act, 2000 (ESA) and the COVID-19 pandemic. The newly established “Emergency Leave: Declared Emergencies and Infectious Disease Emergencies” (Emergency Leave) is purchasable for OMERS purposes.

The cost of contributions to purchase the Emergency Leave may depend on the application of the recently filed regulation to the ESA, O. Reg 228/20: Infectious Disease Emergency Leave (IDEL Regulation). Under the IDEL Regulation, a non-unionized employee’s period of absence resulting from COVID-19 may be deemed to be an Infectious Disease Emergency Leave (IDEL) instead of a Temporary Layoff.

See below for additional information.

1. If an employee is on an Emergency Leave or is a non-unionized employee who experienced a temporary elimination of hours between March 1, 2020 and January 2, 2021:

If a non-unionized employee experienced a temporary elimination of hours between March 1, 2020 and January 2, 2021 because of the COVID-19 pandemic, their absence may be deemed to be an IDEL under the ESA.

If this is the case, the cost to purchase their leave of absence may be one or two times the cost of contributions (based on their deemed earnings in effect before the leave started), depending on when their absence started and whether they were contributing to the OMERS Plan on May 29, 2020.

If an employee qualifies for an Emergency Leave that is not related to the IDEL Regulation they can purchase their leave of absence at one times the cost of contributions (based on their deemed earnings in effect before the leave started) when they return from their leave.

2. If an employee is on a temporary layoff that was initiated in 2020 or 2021:

If an employee was placed on a temporary layoff in 2020 or 2021, their layoff can be purchased at two times the cost of contributions (based on the employee’s deemed earnings in effect before the leave started) when they return from their leave, as long as their employment was not terminated by you or them before June 24, 2020.

If an employee was placed on a temporary layoff that was initiated in 2020, and their employment was subsequently terminated by you or them before June 24, 2020 (whether the employee started to receive a pension, elected a deferred pension or transferred out the commuted value of their pension), they will not have the option to purchase the period of layoff.

3. If an employee is on a temporary layoff that was initiated before 2020 or after 2021:

If an employee was placed on a temporary layoff that was initiated before 2020 or after 2021, the Plan does not provide them with the option to purchase their temporary layoff.

4. If an employee is on an absence related to a temporary reduction in work hours, rather than an absence related to an elimination of their work hours:

Please see “How will OMERS administer employee reductions in work hours” below for more information.


For guidance on which leave type should be reported in e-access for the member’s absence, please see Reporting Leaves Related to COVID-19.

Please note that the determination of whether an employee is eligible for a leave of absence under the Emergency Leave provisions is an employment decision. OMERS does not make this determination. Employers should consider seeking legal advice for any questions in this area.

Depending on the circumstances of the employee’s reduction in work hours, the absence from work may be purchasable for OMERS purposes as either a period of reduced pay or as an Infectious Disease Emergency Leave (IDEL) under the newly introduced O. Reg 228/20: Infectious Disease Emergency Leave in the Employment Standards Act, 2000.

See below for additional guidance.

1. If a member’s hours were reduced before March 1, 2020, but their earnings remained unchanged:

If the employee is a(CFT) member whose earnings continue at 100%, even if they work fewer hours, their pension will not be impacted, and you will continue to deduct OMERS contributions for their credited service.

2.  If a member experienced a temporary reduction in hours before March 1, 2020, or whose hours were reduced for reasons unrelated to COVID-19 (and their earnings were reduced as a result):

The member is only impacted by a temporary reduction in their work hours if their pay is also reduced. If this is the case, the period of temporary reduced hours and pay would be reported as an Authorized Leave.

As an Authorized Leave, the member can purchase the unworked days at two times contribution cost (based on their deemed earnings before the leave) when they return to their permanent work schedule, if they meet the eligibility requirements under the Income Tax Regulations.*

If the member is a non-unionized member whose hours were reduced before March 1, 2020 and continues to experience a reduction in hours after March 1, 2020 because of the COVID-19 pandemic, you may report two separate leave periods.

Their leave period up until March 1, 2020 should be reported as an Authorized Leave, purchasable at two times the cost of contributions if they meet the eligibility requirements under the Income Tax Regulations.*

The remainder of their period of reduced hours from March 1, 2020 to January 2, 2021 may be deemed to be an IDEL. If this is the case, the cost to purchase their leave of absence may be one or two times the cost of contributions (based on their deemed earnings in effect before the leave), depending on when their absence started and whether they were contributing to the OMERS Plan on May 29, 2020.

*The Income Tax Regulations require employees to be employed with their employer for 36 months before the start of their period of reduced pay. On July 2, 2020 the Department of Finance released draft regulations that set aside the 36-month employment requirement for periods of reduced pay in 2020. In light of this change members may purchase periods of reduced pay that occur in 2020 without consideration to the 36-month employment requirement.

3. If a non-unionized member experienced a reduction in hours between March 1, 2020 and January 2, 2021 because of the COVID-19 pandemic:

If a non-unionized employee experienced a temporary reduction in hours between March 1, 2020 and January 2, 2021 because of the COVID-19 pandemic, their period of reduced hours may be deemed to be an IDEL under the ESA.

If this is the case, the cost to purchase their leave of absence may be one or two times the cost of contributions (based on their deemed earnings in effect before the leave)  depending on when their absence started and whether they were contributing to the OMERS Plan on May 29, 2020.


For guidance on which leave type should be reported in e-access for the member’s absence, please see Reporting Leaves Related to COVID-19.

Please note that the determination of whether an employee is eligible for a leave of absence under the Emergency Leave provisions is an employment decision. OMERS does not make this determination. Employers should consider seeking legal advice for any questions in this area.

The current rules for re-employment of an OMERS pensioner continue to apply in this situation.  See section “2.1.5 Re-employed retired members” in the Employer Administration Manual.

A member cannot accrue service in the Plan while receiving an OMERS pension. If a member wishes to continue receiving their pension payment while working, they will not be permitted to re-enrol in the Plan even if they are technically required to re-enrol (i.e., they are either returning to (a)(CFT) employment or (b)(OTCFT) employment where mandatory enrolment is required for that class of employees).

If the member does not wish to re-enrol in order to continue receiving their pension, the election should be made as close to the re-hire date as possible. The election takes effect from the hire date.

Despite the above, employees are not permitted to enrol past November of the year they turn age 71.  In addition, every employer should ensure that a bona fide termination has occurred.

No. This type of pay must be excluded from contributory earnings. Since the pay is temporary in nature, it falls outside of the description of amounts being received on a regular and recurring basis (whether the additional pay is provided in a one-time lump sum or over a temporary period of time). 

OMERS delivers on its pension promise by collecting member and employer contributions and earning investment returns on those contributions. While OMERS understands and appreciates the financial pressures that our employers are facing during this challenging time, we require regular remittance of contributions by employers to satisfy our immediate financial obligations to our members.

This requirement to continue to remit contributions is not just an administrative practice, but it is also a legal requirement under the Pension Benefits Act and the OMERS Plan Text. OMERS does not have the discretion to allow employers to defer their contributions. Further, OMERS has an obligation to report late remittances to the regulator.

You (and your employees) can visit the new OMERS Community site.

There, you’ll find resources, including health and wellness information from our Chief Medical Officer Dr. Aw, and inspirational stories from OMERS portfolio companies as well as our member and employer communities. We are also offering a program to keep in touch called OMERS Virtual Coffee Chats, where you’ll be able to connect with someone in the community over the phone.

Please feel free to make use of this resource yourself and to distribute it to your employees who may be seeking support.  

A myOMERS account is not required to access the site.

A member’s pensionable earnings are based on contributory earnings for the 60 months of consecutive credited service during which the contributory earnings are the highest.

See below for information on how a period of temporary layoff could impact a member’s pensionable earnings.

If a member was on a temporary layoff that was initiated in 2020 or 2021:

If a member’s temporary layoff was initiated in 2020 or 2021, as long as their employment was not terminated by you or them before June 24, 2020, their layoff can be purchased at two times the cost of contributions (based on their deemed earnings in effect before the leave started) when they return from their leave.

By purchasing their temporary layoff period, their absence is included as credited service and is considered when determining their pensionable earnings. If this period makes up part of their highest 60 months of consecutive credited service, it will be used for the purposes of determining their pensionable earnings.

If a member was on a temporary layoff that was initiated before 2020 or after 2021:

If a member was on a temporary layoff that was initiated before 2020 or after 2021, they will not have the option to purchase the period of layoff.

As a result, their period of temporary layoff will not be included when determining their pensionable earnings. As the temporary layoff will be ignored, the period of credited service before and after the layoff will be linked and considered continuous when determining their pensionable earnings.

If the pay is continued as regular wages/salary (i.e., not a lump-sum payment), then OMERS deductions should be made.  In this case the regular pay is considered uninterrupted.

Top-up payments to Employment Insurance benefits are not considered to be amounts received on a regular and recurring basis (i.e., these payments are temporary) and are therefore excluded from contributory earnings.

OMERS remains a defined benefit pension plan focused on paying predictable monthly incomes to its members in retirement. This has not changed, even with the global pandemic situation. Our pension promise is very important, both to our members and to us.

We hear our members concerns related to current markets. We want to emphasize a key point – the OMERS pension is built for the long run. Our members can be certain that OMERS team of expert investors worldwide has been taking specific measures over the last several years to help safeguard our portfolio as much as possible for events just like this one.

From an investment perspective, we remain focused on long-term returns. Our members should have confidence that our high-quality portfolio and highly capable and experienced team will continue to take steps to deliver on our pension promise.

OMERS continues to operate under the regular monthly pension payroll cycle. Pensions will continue to be paid on the first business day of the month and new pensions will commence on time if all of the required documents are received.

1. Can the member purchase the reduction in earnings?
If you temporarily reduce a member’s earnings but require that they continue to work their regularhours, they will not be able to purchase the reduction in earnings for OMERS purposes.

2. How does this temporary reduction in earnings impact contributory earnings and credited service?
During this period, members continue to make contributions, based on actual (reduced) pay, and will continue to accrue credited service. Their contributory earnings for this period will be based on the actual (reduced) earnings.

3. How does this temporary reduction in earnings impact pensionable earnings?
A member’s pensionable earnings are based on their highest 60 consecutive months of contributory earnings. In this case because they are still contributing on their reduced earnings, these earnings will be included in pensionable earnings if it is part of a member’s highest 60 months of consecutive credited service.

These pandemic payments cannot be included in OMERS contributory earnings, as they are temporary in nature (i.e., only payable over the next four months) and not part of the employer’s regular recurring compensation (i.e., salary and wages) for its employees.

*On April 25, 2020, the province announced Pandemic Pay for eligible frontline workers from April 24 to August 13, 2020. This includes a $4/hour premium and a $250 lump-sum payment for those working more than 100 hours a month over the next four months.

The announcement from the Ontario government stated that voluntarily redeployed staff will maintain their employment relationship with the school board and will continue to receive their compensation and other employment benefits. During this temporary redeployment, a member continues to make contributions, based on actual pay, and will continue to accrue credited service. In other words, their OMERS pension will not be affected by the redeployment.

The announcement also mentions that they are eligible for the provincial government's pandemic pay. These pandemic payments cannot be included in OMERS contributory earnings, as they are temporary in nature (i.e., only payable over the next four months) and not part of regular recurring compensation (i.e., salary and wages).

Leave Dropdown Selection in e-access

The following tool is intended to guide you through a series of questions to determine the appropriate leave type in e-access for leaves specifically related to COVID-19. If the leave is not related to the pandemic, please use regular reporting procedures.

Reporting Leaves Related to COVID-19 2020


Employer Bulletin: Information on Absences from Work Related to COVID-19

We understand that employers are facing significant challenges as a result of the COVID-19 situation which may impact their workforces. This update is intended to assist employers in understanding some of the impacts that different types of employee absences may have from an OMERS Plan perspective.* Please note that this update reflects the information available to OMERS as of March 30.

New (as of September 15, 2020): The information under each heading below has been updated to reflect OMERS Plan changes approved on June 24, 2020 and the filing of the Infectious Disease Emergencies Leave regulation under the Employment Standards Act, 2000 as amended September 3, 2020.


*This update only relates to the OMERS Primary Pension Plan, and not the Retirement Compensation Arrangement.


Emergency Leave under the Employment Standards Act, 2000

The government recently amended some of the leaves of absence provisions in the Employment Standards Act, 2000 (“ESA”). A new unpaid leave of absence, Emergency Leave: Declared Emergencies and Infectious Disease Emergencies (“Emergency Leave”), replaced the previous Declared Emergency leave. You can access the new ESA provisions on the government’s e-laws website.

In light of the COVID-19 situation, some examples of Emergency Leave might include:

  • an employee who cannot come to work due to their business being ordered to close as a result of the emergency recently declared pursuant to the Emergency Management and Civil Protection Act; or

  • an employee who cannot come to work because they are in quarantine, pursuant to the designation of COVID-19 as an infectious disease by regulation (retroactive to January 25, 2020).

Please note that the determination of whether an employee is eligible for a leave of absence without pay under the Emergency Leave provisions is an employment decision. OMERS does not make this determination. Employers should consider seeking legal advice for any questions in this area.

Updated as of September 15, 2020

IDEL Regulation

On May 29, 2020, the Ontario government filed a new regulation, O. Reg 228/20: Infectious Disease Emergency Leave, under the ESA (“IDEL Regulation”). You can access the IDEL Regulation on the government’s e-laws website.

With exceptions, the IDEL Regulation deems non-unionized employees whose hours of work have been temporarily reduced or eliminated by their employer due to COVID-19 to be on an Emergency Leave (“Deemed IDEL”). Entitlement to a Deemed IDEL applies during the period which commenced on March 1, 2020 and ends on January 2, 2021.

Therefore, employers may wish to consider whether they have non-unionized employees who, because of COVID-19, were on an Authorized Leave or on a Temporary Layoff that may now be on a Deemed IDEL. Again, employers should consider seeking legal advice for any questions in this area.


Emergency Leave for OMERS Purposes

Under the terms of the OMERS Plan, similar to most other ESA protected leaves (e.g., pregnancy or parental leave), a member may purchase a period of Emergency Leave by paying one times the cost of contributions, based on the member’s deemed earnings.

Updated as of September 15, 2020

Extended Deadlines for Leave Purchases

The deadline to purchase the Emergency Leave depends on when the member returns from their leave:

  • If a member returns from an Emergency Leave in 2020, the deadline for the member to complete their purchase will be December 31, 2022.

  • If a member returns from an Emergency Leave in 2021, the deadline for the member to complete their purchase will be December 31, 2023.

  • In all other cases, the member has until the end of the year following the year in which they return from the Emergency Leave to make their purchase.

If the member does not purchase this leave by the leave purchase deadline but wishes to do so at a future date, the member may buy back the leave (there would be no employer contributions). Note that the cost of a buy-back is calculated differently.

Any Emergency Leave period that is not purchased by the member would be considered eligible service (i.e., to determine when a member is eligible for an unreduced pension).

IDEL Regulation

As a result of the IDEL Regulation, the cost for non-unionized employees on a Deemed IDEL to purchase their leave may differ from what was outlined above. For more information on Deemed IDEL purchases please refer to the chart labeled “Summary Chart” below. Any Deemed IDEL period that is not purchased by the member would be considered eligible service (i.e., to determine when a member is eligible for an unreduced pension).


Other Authorized Leave

Employers sometimes authorize an employee to take an unpaid leave of absence, which is not provided for under the ESA (“Authorized Leave”). An Authorized Leave might include, for example, a personal leave of absence.

Under the terms of the OMERS Plan, OMERS members who are eligible to purchase their period of Authorized Leave can purchase their leave by paying two times the cost of contributions, based on their deemed earnings. In other words, if the member is eligible to purchase this leave and elects to do so, the employer would not be required to match the contributions.

Updated as of September 15, 2020

Extended Deadlines for Leave Purchases

If the member is eligible to purchase this leave, the deadline to purchase the Authorized Leave depends on when the member returns from their leave:       

  • If a member returns from an Authorized Leave in 2020, the deadline for the member to complete their leave purchase will be December 31, 2022.

  • If a member returns from an Authorized Leave in 2021, the deadline for the member to complete their leave purchase will be December 31, 2023.

  • In all other cases, the member has until the end of the year following the year in which they return from the Authorized Leave to make their leave purchase.

If a member who is eligible to purchase this leave does not purchase the leave by the leave purchase deadline but wishes to do so at a future date, the member may buy back the leave (there would be no employer contributions). Note that the cost of a buy-back is calculated differently.

Any Authorized Leave period that is not purchased by the member would not be considered eligible service (i.e., to determine when a member is eligible for an unreduced pension).

Employment Requirements for Periods of Reduced Pay

Prior to any amendments to the Plan text and the Income Tax Regulations, members needed to have at least 36 months of employment with their employer to be eligible to purchase a period of reduced pay.

On July 2, 2020 the Department of Finance released draft regulations that set aside the 36-month employment requirement for periods of reduced pay in 2020. The amendment passed by the SC Board on June 24, 2020 placed OMERS in a position to seamlessly adapt to the change in the employment requirement under the Income Tax Regulations. Now members are eligible to purchase periods of reduced pay in 2020 without consideration to the 36-month employment requirement.

IDEL Regulation

Employers may wish to consider whether employees who were previously on an Authorized Leave are now on a Deemed IDEL, as a result of the IDEL Regulation (discussed above). To that end, employers may wish to seek legal advice.


Temporary Layoff

Employers sometimes lay off employees for a period which lasts as long as recall rights exist or the employer reasonably expects to recall the member (“Temporary Layoff”). Employers who are considering placing employees on Temporary Layoff may wish to consider whether those employees are entitled to a leave of absence without pay under the Emergency Leave provisions in the ESA. To that end, employers may wish to seek legal advice.

Updated as of September 15, 2020

Temporary Layoffs in 2020 and 2021

Under the terms of the OMERS Plan, a member can purchase their period of Temporary Layoff as credited service by paying two times the cost of contributions, based on the member’s deemed earnings, as long as their Temporary Layoff was initiated in 2020 or 2021 and the member’s active membership in the OMERS Plan did not cease before June 24, 2020 (whether they started their pension, elected a deferred pension or transferred out the commuted value of their pension).

Extended Deadlines for Leave Purchases

The deadline to purchase the Temporary Layoff depends on when the member returns from their Temporary Layoff:

  • If a member returns from their Temporary Layoff in 2020, the deadline for the member to complete their purchase will be December 31, 2022.

  • If a member returns from their Temporary Layoff in 2021, the deadline for the member to complete their purchase will be December 31, 2023.

  • In all other cases, the member has until the end of the year following the year in which they return from their Temporary Layoff to make their purchase.

If the member does not purchase this Temporary Layoff by the leave purchase deadline but wishes to do so at a future date, the member may buy back the Temporary Layoff (there would be no employer contributions). Note that the cost of a buy-back is calculated differently.

Any period of Temporary Layoff that is not purchased or is not eligible for purchase would not be considered eligible service.

IDEL Regulation

Employers may wish to consider whether employees who were previously on a Temporary Layoff are now on a Deemed IDEL, as a result of the IDEL Regulation (discussed above). To that end, employers may wish to seek legal advice.


Summary of Leaves

The following chart provides a summary of the impacts of Emergency Leaves, Authorized Leaves and Temporary Layoffs on absence purchases.

Period of absence

Emergency Leave

Emergency Leave

Authorized Leave

Temporary Layoff

Temporary Layoff

Type

Deemed IDEL (Double Cost)

Deemed IDEL (Single Cost)

AND

All other Emergency Leaves that are not Deemed IDELs

All types

All temporary layoffs initiated in 2020 or 2021, as long the member’s employment was not terminated before June 24, 2020

All other temporary layoffs

Purchasable by member?

Yes

Yes

Yes*

Yes

No

Cost of purchase for member?

Member pays two times the cost of contributions (based on the member’s deemed earnings before the leave started)

Member pays one times the cost of contributions (based on the member’s deemed earnings before the leave started)

Member pays two times the cost of contributions (based on the member’s deemed earnings before the leave started)

Member pays two times the cost of contributions (based on the member’s deemed earnings before the temporary layoff started)

N/A

If purchased, are employer contributions required?

No

Yes

No

No

N/A

If not purchased, can the period be purchased as a buy-back at a future date by member?

Yes

Yes

Yes

Yes

N/A

*For periods of reduced pay, the Income Tax Regulations require employees to be employed with their employer for 36 months before the start of their period of reduced pay. On July 2, 2020, the Department of Finance released a draft regulation that proposes to amend the Income Tax Regulations to temporarily set aside the 36-month employment requirement for periods of reduced pay in 2020. This means that for 2020 the 36-month requirement does not apply.


Important Information for School Board Employees

New as of September 29, 2020

To keep students and teachers safe during the COVID-19 pandemic, school boards have reduced classroom sizes and have offered remote learning.

As a result of these changes, the Ontario College of Teachers has warned that there is a shortage of certified teachers in the province. To teach in the province of Ontario, a person must hold a Certificate of Qualification from the Ontario College of Teachers. In unique circumstances where a school board is unable to hire individuals who are members of the Ontario College of Teachers for board teaching positions, they may apply for a Letter of Permission from the Ministry of Education. When a Letter of Permission is obtained, the impacted employee must participate in the Ontario Teachers’ Pension Plan (OTPP). An OMERS member with a school board who does not hold a Certificate or a Letter of Permission noted above will continue as an OMERS member.

If a member is issued a Letter of Permission to fulfill a teaching position, this will have implications for their OMERS Primary Pension Plan (Plan) benefit. Below you’ll find information to help you understand the administrative impacts.

The following steps are required:

  1. Member contributions into the OMERS Plan must stop as of the day before the Letter of Permission begins; and

  2. Submit a Form 143 – Request for Plan Benefit terminating membership in the OMERS Plan.

When submitting a Form 143:

  • The event date should be the day before the Letter of Permission begins.

  • Please add a note in the additional comments section, letting OMERS know this is due to a member fulfilling a teaching position under the terms of a Letter of Permission.

Please contact Employer Services for more information on how to administer the members' OMERS benefit.

Yes, once a member starts a position to fulfil a teaching position under the terms of a Letter of Permission, they should be enrolled and begin contributions into the OTPP.

Once OMERS receives the Form 143, we will send a letter to the member providing them with their OMERS benefit options.

The member will have the following options to choose from:

  1. Leave their benefit in OMERS; or

  2. Transfer their OMERS benefit to the OTPP under an existing agreement between the two plans to establish pension service in the OTPP. The transfer process must start within 6 months of the effective date of the Letter of Permission.

A member’s decision will be based on a number of factors such as the term of the teaching position covered by the Letter of Permission. As a result, we encourage members to consult a trusted financial planner who can review potential costs and tax implications to help them make an informed decision.

When their teaching position covered by the Letter of Permission expires, if no extension is granted and the member qualifies, the member should be re-enrolled in the OMERS Plan. The following administration is required:

  1. The member’s OMERS contributions should commence the day they qualify for, and are re-enrolled; and

  2. Submit a Form 102 – Member Enrolment to notify OMERS of the member’s re-enrolment.

Once their Letter of Permission expires, the member must contact the OTPP regarding the options available to them in respect to their OTPP benefit.

Please refer to section 22 of the Employer Administration Manual or contact Employer Services.


OMERS will continue to monitor the COVID-19 developments and consider impacts on OMERS members and employers. If you have any additional questions, please contact Employer Services at the number below, or you can also start a conversation using our secure e-correspondence communication channel in e-access.
 
Monday to Friday, 8 a.m. - 5 p.m. EDT
Phone: +1 416.350.6750
Toll-free: +1 833.884.0389