Employers’ Frequently Asked Questions
Below are links to pages devoted to FAQs on specific topics:
For other FAQs, select your question from the menus below and you will automatically be directed to the answer.
Q. How does HOOPP calculate “make whole charges” on overdue contributions?
A. Visit Section 4.7 of the HOOPP Administration Manual to read how "make whole charges” is calculated.
Q. How do I handle contributions for overtime pay?
A. HOOPP contributions, deducted each pay day, are based on the member’s annualized earnings (AE), which don’t include special pay, such as overtime pay, shift premiums, "percentage in lieu," and certain bonuses
HOOPP benefits, in turn, are based in part on the member’s average annualized earnings.
Since special pay isn’t included in the member’s AE, the benefit the member ultimately receives won’t reflect any special pay. So, even though a member’s take-home pay may be increased due to overtime, or other special pay, the member is not allowed to contribute more to HOOPP.
Q. Do employers contribute for members’ past service purchases?
A. No, employers do not contribute when members make a past service purchase.
Q. Can a member change his or her mind about contributing for a leave – for example, a pregnancy/parental leave?
A. Yes. It’s up to the member to decide whether or not to contribute on a pregnancy/parental leave. If the member decides, perhaps on returning to work , to make contributions, contributions are permitted (within 6 months). They should be remitted via the employer.
Q. How do I report contributions if they are made after the leave has ended, as a lump sum?
A. It depends on whether the contributions are made in the same calendar year in which the leave takes place. If, for instance, a leave starts and ends in 2006, the lump sum contributions are reported via the annual member data collection process. If the leave starts in 2006, but ends in 2007, contributions are reported via a Lump Sum Contributions Report.
Q. What notice do you need to process a retirement?
A. As a general rule, you should try to send the Retirement Notice to us at least 12 weeks before the member’s retirement date.
Q. Can any member purchase past service?
A. Only active Plan members can make past service purchases.
Q. What publications are available in French?
A. HOOPP has various forms, member information sheets and fact sheets available in French. As well, this website – not including the Employers section – is available in French.
Click here to see the list of available material.
Q. How do I update my e-mail address?
A. You can either send an e-mail to info@hoopp.com, giving your name, employer code, title, and the new address, or contact your field service representative.
Q: What am I supposed to do with Pension Update when it comes electronically?
A: Employers who are "Online member newsletter contacts" receive an e-mail from HOOPP with a message and link to the online, quarterly member newsletter, Pension Update . This contact then sends an e-mail to all staff with e-mail who are Plan members with the message and link to the online newsletter.
The online Pension Update newsletter is available in English and French.
HOOPP publishes Pension Update both electronically and in print. Employers may elect to distribute the print version or the electronic version or a combination of both. Please consult HOOPP if you would like to reduce your print quantities of the newsletter you receive from HOOPP.
For more information, please read HOOPP’s targeted approach to communications
Q. Can contract workers join HOOPP?
A. As an employer you must distinguish between employees and non employees, such as contract workers. You must also determine whether an employee is a full- or part-time employee for the purpose of participating in the Plan. Local or collective agreements might define each.
For administrative purposes, HOOPP defines an employee as a person who is:
- employed on a regular, full-time basis by a participating employer (or filling a permanent and continuing position on a contract basis)
- a member of a HOOPP designated part-time group; or
- employed, on or after Jan. 1, 1988, by a participating employer on a part time or casual basis
Any person who is paid under contract on a fee for service basis or other arrangement to perform a specific, narrowly defined duty for a specified period of time isn’t considered to be an employee for the purposes of the Plan. As a result, that person cannot participate in HOOPP.
However, if the employment contract covers work that’s expected to continue beyond the end of the contract, and the contract worker is receiving the same salary and benefits as other non-contract employees in his or her class, the worker would be subject to the same HOOPP eligibility rules as permanent employees. That’s because in every material sense the worker is meeting the key criteria of HOOPP’s definition of employee.
Q. Who runs HOOPP?
A. HOOPP is governed by a 16-member Board of Trustees featuring equal representation from members and employers. The Board is responsible for all aspects of the Plan and the multi-billion dollar HOOPP Trust Fund.
Find out more about HOOPP’s Board and its members.
Q. Who regulates HOOPP?
A. HOOPP is registered in Ontario, and is regulated by the Financial Services Commission of Ontario, which ensures plans are administered according to Ontario’s Pensions Benefit Act. The Plan is also registered with the Canada Revenue Agency, which ensures plans are administered according to the federal Income Tax Act.
Q. If there are 54 weeks of contributory service in a calendar year, are annualized earnings (AE) based on 54 weeks instead of 52?
A. No. The member’s AE should continue to be annualized based on 52 weeks.
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