The “holy trinity” of tax-assisted savings plans available to Canadians are TFSAs, RRSPs and RESPs. RESPs (Registered Educational Savings Plans) are primarily designed to help families to save for post-secondary education.

Each year, on every dollar up to $2,500 (to a life time maximum of $50,000) that you contributed to an RESP for a child’s education after high school, a basic amount of the Canada Education Savings Grant of 20% may be provided. Depending on the child’s family income, he/she could also qualify for an additional amount of CESG on the first $500 deposited, which means $100 more if the 2017 net family income was $45,916 or less and up to $50 if the 2017 net family income was between $45,916 and $91,831.

In total, the CESG could add up to $600 on $2,500 saved in a year. However, there is a lifetime CESG limit of $7,200. This includes both the basic and additional CESG. Lower income families may also be eligible for the Canada Learning Bond (CLB) that could amount to an additional $2,000 over the life of the plan.

Contributions to RESPs are not tax deductible, but the money in the account accumulates tax-free. Contributions can be withdrawn without tax consequences and when your child enrolls in a university or college program, educational assistance payments made up of the investment earnings and government grant money in the RESP are taxable in the hands of the student, generally at a very low rate.

When our children were young, we purchased Group RESPs for them and their grandparents also purchased additional units. I was so impressed with the program that I even took a year before transitioning from family law to pension law and sold RESPs.

Each child collected about $8,000 from the plan over four years of university, which helped them to graduate debt free. Fortunately, both my daughter and my son took four straight years of university education so there was no problem collecting the maximum amounts available to them minus administrative fees.

However, I’ve come to realize the potential downside of Group RESPs so we started contributing $200/month to a self-administered plan with CIBC Investor’s Edge for our granddaughter soon after she was born. She is now 5 ½ and as I write this, there is already $22,000 in the account.

Our decision to self-administer Daphne’s RESP was influenced in part by what I learned from other personal finance bloggers about the potential downside of group plans.

Robb Engen notes that group plans tend to have strict contribution and withdrawal schedules, meaning that if your plans change – a big possibility over 18 plus years – you could forfeit your enrollment fee or affect how much money your child can withdraw when he/she needs it for school.

With a Group RESP, contributions, government grants and investment earning for children the same age as yours are pooled and the amount minus fees is divided among the total number of students who are in school that year. Typically the pool is invested in very low risk GICs and bonds.

In contrast, there are no fees in our self-administered plan other than $6.95 when we make a trade. The funds are invested in a balanced portfolio of three low fee ETFs. We can easily monitor online how the portfolio is growing and as Daphne gets closer to university age we can shift to a more cautious approach.

Macleans recently reported that the total annual average cost of post-secondary education in Canada for a student living off-campus at a Canadian university is $19,498.75 and it will be much higher by the time your child or grandchild is ready to go off to college. So learn as much as you can about RESPs, get your child a social insurance number, set up a program and start saving.

However, as Engen suggests before you choose a group or individual RESP provider make sure you read the fine print and ask about:

• Fees for opening an RESP;
• Fees for withdrawing money from a RESP;
• Fees for managing the RESP;
• Fees for services and commissions;
• What happens if you can’t make regular payments;
• What happens if your child doesn’t continue his or her education; and
• If you have to close the account early, do you have to pay fees and penalties; do you get back the money you contributed; do you lose interest and can you transfer the money to another RESP or different account type.

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Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

For Canadian Xennials^* (34-40), day-to-day life is getting in the way of saving for retirement. According to a recent survey from TD, three-quarters (74%) of this micro generation say they would like to contribute more than they currently do, but everyday financial obligations take precedence.

Seven in ten Canadian Xennials say they feel overwhelmed due to juggling other financial obligations with saving for retirement. These include common expenses such as monthly bills (cited by 60 %), paying off credit cards and personal loans (44%), mortgage payments (33%), childcare costs (24 %), home maintenance costs (22%), and repaying school loans (13%).

“We can all have the best of intentions when it comes to preparing for retirement, but then life gets in the way and we start to feel the retirement savings squeeze,” says Jennifer Diplock, associate vice president, personal savings and investing, TD Canada Trust. “Monthly bills fall due or we are faced with a loan repayment, and that can mean we end up contributing less than we should towards our retirement.”

When asked whether they agree they are too young to think about saving for retirement, there’s a notable shift between those 18 -34 (42%) and those 34 -40 (16%).

In fact, Statistics Canada identified that 72.2% of households with a major income earner aged 35 to 44 have a registered retirement savings plan (RRSP), registered pension plan or tax-free savings account (TFSA) but many are not contributing as much as they would like, with more than three-quarters of Xennials surveyed by TD (77 per cent) saying they plan to start contributing or to contribute more to retirement savings in the next five years.

As a result, half of Xennials describe themselves as feeling uncertain (52%) or unprepared (49%) for their retirement. The survey also indicates that the stresses felt by Xennials are reflective of the experience of other Canadians. For instance, while three in five Xennials point to the savings barrier of monthly bills, 62% of Canadians share this concern.

“The reality is that we all have to juggle our financial commitments to find the right balance when it comes to preparing for retirement,” said Diplock. “There are simple steps we can take to ease the retirement savings squeeze.”

For those looking to get on with their busy lives no matter which life stage they are at, while also setting aside enough funds for retirement, here are some suggestions.

Work towards the retirement you want
It may seem a long way off, but it isn’t too soon to start by thinking about what you want to do in retirement. You might want to travel the world, spend time volunteering or begin a new career. Because everyone wants a different retirement, there is no one financial template to follow. Once you’ve set out your vision, the next step is to establish a retirement savings goal. A useful and detailed online tool is the Canada Retirement Income Calculator which can show you how much you may need to put into savings in order to live the life you want in your retirement years.

Save your way
While juggling financial obligations, many people find making smaller weekly, bi-weekly or monthly Saskatchewan Pension Plan, RRSP or TFSA contributions easier than paying a large lump sum at once. Setting up a pre-authorized payment plan means finding the right schedule and plan for you. Peace of mind comes from knowing that you are steadily moving towards your retirement savings goal. For example, if you receive a pay raise at work or start a new job, you can increase the amount you are saving.

Examine your expenses   
Whether it’s paying back your loans or scrutinizing your monthly bills to determine essential expenses, determine how much you should pay yourself too. These are small steps we can all take to maximize the amount we spend doing the things we like most, while still saving for retirement.

The earlier, the better
Whether or not you are a Xennial, there is no time like the present to start saving for your future. Keep in mind that the earlier you start, the more you can benefit from compound interest.  With compound interest, the interest you earn is added to your principal investment, so that the balance doesn’t merely grow, it grows at an increasing rate. Whether your retirement feels like a lifetime away or is just around the corner, it’s important to factor in your retirement savings when planning your monthly budget. Receiving financial advice early on can help you put a sustainable saving structure in place to help keep your financial priorities and goals in check.

*Defined as the generation born between 1982 and 2004, millennials are aged between 13 and 35. The generation before, Gen X, spanned another 20 years, beginning in 1961 and ending in 1981. With such a large cohort, it’s hard to imagine everyone in these demographics identifies with the perceived persona of these generations. Enter Xennials, the new term being used to describe people born between 1977 and 1983.

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Do you follow blogs with terrific ideas for saving money that haven’t been mentioned in our weekly “Best from the blogosphere?” Share the information on http://wp.me/P1YR2T-JR and your name will be entered in a quarterly draw for a gift card.

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

Canadians enter the workforce with an average of nearly $27,000 in student loan debt. Such high amounts of debt typically take 10 years to repay, which means many delay saving for traditional life goals like home ownership, starting a family or retirement.

“So often it’s a choice between paying down student debt or making contributions to a retirement plan, but there is only so much wallet share available and student loans have to be paid off first, “ says Great-West Life Senior VP of Group Customer Experience and Marketing Brad Fedorchuk.

That’s why in January 2018 GWL is piloting a first in Canada — a voluntary retirement and savings program with select invited employers in their distribution network and their eligible employees. As participating members pay down their Canadian and provincial government student  loans, they will receive an employer-matched contribution to their group retirement savings plan. The goal of the program is to allow members to save for retirement while they focus on paying down their student debt.

Employees will send documentation verifying their outstanding student loan to GWL plus quarterly statements confirming payments have been made. “Once we have verification of student debt repayment, we’ll create a report for the employer so employer matching RRSP payments can be made, Fedorchuk says.

The level of matching (i.e. dollar for dollar; 50 cents for every dollar) and any annual cap on matching will be based on the provisions of the existing group RRSP program. He continues, “Details still have to be worked out, but we envisage this program as a self-selected alternative to group RRSP matching for employees paying down student loans.”

With Americans owing over $1.45 trillion in student loan debt, spread out among about 44 million borrowers, student debt repayment is emerging as one of the most popular new employee benefits. Some U.S. employers also assist students to pay off loans faster by helping them to consolidate or refinance their loans at a lower interest rate.

Although only 4% of U.S. companies offered student debt pay as down a benefit at the end of 2016, according to the Society for Human Resource Management, and employees are typically responsible for income taxes on the assistance received, it is expected that this percentage will grow. Fidelity, PwC, Aetna, Penguin Random House, Nvidia, First Republic and Staples are notable examples of early adopters, Forbes reports.

One advantage of GWL’s Canadian program is that by matching student debt repayments in the group RRSP, contributions are tax-sheltered. Also, subject to any limitations in the group RRSP plan design, employees can withdraw funds to participate in the Home Buyers’ Plan to buy or build a qualifying home for themselves or for a related person with a disability.

Fedorchuk acknowledges that it may be a challenge to encourage students to continue saving in the group RRSP when their student loans are paid off. Nevertheless, he believes that the pool of money accumulated in their RRSPs that they would not have had absent this program will be compelling. “Hopefully we can incent employees to continue contributing and receiving the match instead of shifting their monthly payments into ‘fun money,’ he says.

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Do you follow blogs with terrific ideas for saving money that haven’t been mentioned in our weekly “Best from the blogosphere?” Share the information on http://wp.me/P1YR2T-JR and your name will be entered in a quarterly draw for a gift card.

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

We have previously blogged about Why you should join SPP and 10 things you need to know about SPP. But joining a pension plan is a serious decision so before you make a commitment, you need answers to as many questions as possible.

Therefore this week we present a series of SPP FAQs (frequently asked questions) that will clarify a number of nuances about the program you may not yet be aware of.

Q: What is the difference between SPP and an RRSP?
A: SPP follows the same income tax rules as an RRSP except that SPP is locked in. Under tax rules contributions to SPP can be used as repayments to the Home Buyers Plan (HBP) and the Lifelong Learning Plan (LLP). However withdrawals are not permitted for this purpose.

Q: How much money can I contribute each year?
A: SPP regulations limit contributions to $6,000/year. Even though the SPP limit is $6,000, there is the potential to have tax receipts totaling greater than $12,000 for a tax year. For example, if you make two $6,000 contributions in the first 60 days of the year, one for 2017 and one for 2018, you will receive tax receipts totaling $12,000 to report on your 2017 tax return.

Q: How do I allow my tax program to accept more than $6,000 in SPP contributions?
A: All tax receipts received for the remainder of 2017 and first 60 days of 2018 must be entered for the 2017 tax year. Some tax programs will not allow more than $6,000 of Saskatchewan Pension Plan (SPP) contributions to be claimed even though members are eligible to claim the full amount made.

Therefore, it is important to always review your income tax return before filing, specifically line 208 of the T1 General, to ensure the full deduction expected is being made. If the full deduction required is not shown on line 208 you will need to make sure that you record your SPP contribution tax receipts the same way you would record a regular RRSP contribution tax receipt. In most programs this means you need to designate your SPP contribution as an RRSP; in other words, do not indicate you have made an SPP contribution.

Q: How much can I transfer in from another registered plan?
A: You can transfer up to $10,000 in cash per calendar year into your SPP account from existing RRSPs, RRIFs and unlocked RPPs. Funds transferred to SPP are subject to all SPP rules including the locking in provision. This means your transferred funds become part of your SPP account and can only be accessed when you choose a retirement option. Since these are direct transfers between plans, there are no tax implications.

Q: How can I convert my SPP savings into retirement income?
A: If having a stable income for the rest of your life is important to you then an annuity from SPP may be an appropriate choice. If maintaining control of investment decisions is important, then a Prescribed Registered Retirement Income Fund (PRRIF) or a Locked-in Retirement Account with another financial institution could be an appropriate alternative for you.

You also have the option to choose a combination of the annuity and PRRIF option.  At retirement time, if you have a pension benefit of $23.29 or less per month, you may choose to take your money out in cash less a 10% withholding tax (sent to Canada Revenue Agency) or transfer your account into an RRSP.

Q: Who will invest my money?
A: SPP has independent, professional money managers. The funds are invested in a diversified portfolio of high quality investments to ensure a competitive rate of return. Your investments are monitored regularly. Leith Wheeler Investment Counsel Inc. and Greystone Managed Investments Inc. are the Plan investment managers.

Further FAQs can be found here.  Additional information is available from the SPP website  or by contacting SPP at in**@sa*********.com, 1-306-463-5410 (call collect) or 1-800-667-7153 (out of province, in Canada).

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Do you follow blogs with terrific ideas for saving money that haven’t been mentioned in our weekly “Best from the blogosphere?” Share the information on http://wp.me/P1YR2T-JR and your name will be entered in a quarterly draw for a gift card.

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

Health Canada statistics reveal the number of Canadians with prescriptions for medical marijuana more than tripled between the fall of 2015 and 2016 from 30,537 people to nearly 100,000 individuals. And with legalized marijuana for recreational use slated to come into effect July 1, 2018, it is expected that use of the drug will soar.

In response to the proliferation of legal marijuana use, life and health insurance companies have had to rethink several aspects of their pricing and coverage including whether or not:

• Individual life insurance applicants using marijuana must pay smokers’ rates
• Benefit plans will reimburse clients for the cost of medical marijuana.

Smoker/Non-smoker rates
Until the last several years, marijuana users applying for individual life insurance had to pay smokers’ rates. For example, a man in his 30s could expect to pay about two to three times as much for a policy than a non-smoker. A smoker in his 40s could expect to pay three to four times as much.

Insurance companies charged this massive price increase because smokers have a much higher risk of death than non-smokers. In addition, smokers often have other health problems like poor diets or an inactive lifestyles.

Within the last two years, the following insurers in Canada announced their plans to begin underwriting medical and recreational marijuana users as non-smokers, including:

• Sun Life
• BMO Life Insurance
• Canada Life
• London Life
• Great-West Life

Sun Life is taking the most comprehensive approach, saying it will treat anyone who consumes marijuana but doesn’t smoke tobacco as a non-smoker. BMO Life Insurance is more restrained, limiting non-smoker status to people using only two marijuana cigarettes per week. Canada Life, London Life, and Great-West Life issued a joint statement which said that “clients who use marijuana will no longer be considered smokers, unless they use tobacco, e-cigarettes or nicotine products.”

This change won’t affect group benefits as coverage is not individually underwritten. An article on Advisor.ca includes a chart comparing where a series of major Canadian life insurers stand on pot use.

Drug plan coverage
So, what about coverage for medical marijuana under your benefits plan?

If your coverage includes a health care spending account (HCSA), you are in luck. Medical marijuana is an eligible expense under HCSAs because the Canada Revenue Agency (CRA) allows it to be claimed as a medical expense on income tax returns. Note that only marijuana is eligible under CRA medical exempt items, not vaporizers or other items used to consume it.

However, even though physicians are prescribing cannabis and people are using it for medical reasons, it is not currently covered under almost all traditional drug benefits. That’s because Health Canada hasn’t reviewed it for safety and effectiveness or approved it for therapeutic use the way it reviews and approves all other prescription drug products.

This means marijuana hasn’t been assigned a drug identification number (DIN), which the insurance industry usually requires before a drug can be covered. Until there is research that can be reviewed by Health Canada, marijuana will remain an unapproved drug and unlikely to be covered by your plan.

However several recent events suggest that it may be only a matter of time until group and individual drug plans offer at least limited coverage for medicinal marijuana.

Jonathan Zaid, a student at the Umiversity of Waterloo is the executive director of the group Canadians for Fair Access to Medical Marijuana. He has a rare neurological condition that causes constant headaches, along with sleep and concentration problems. Zaid said he was sick for five years before even considering medical cannabis. He tried 48 prescription medications, along with multiple therapies, all of which were covered by his insurer without question – except for medical cannabis.

After eight months of discussions, the student union (who administers the student health plan) came to the conclusion that they should cover it because it supports his academics and should be treated like a medication.

Similarly, the Nova Scotia Human Rights Board ruled in early 2017 that Gordon Skinner’s employee insurance plan must cover him for the medical marijuana he takes for chronic pain following an on-the-job motor vehicle accident. Inquiry board chair Benjamin Perryman concluded that since medical marijuana requires a prescription by law, it doesn’t fall within the exclusions of Skinner’s insurance plan.

Perryman said the Canadian Elevator Industry Welfare Trust Plan contravened the province’s Human Rights Act, and must cover his medical marijuana expenses “up to and including the full amount of his most recent prescription.”

And at least one major company is covering employees for medical marijuana in very specific circumstances. In March 2017, Loblaw Companies Limited and Shoppers Drug Mart announced in an internal staff memo that effective immediately it will be covering medical pot under the employee benefit plan up to a maximum of $1,500 per year for about 45,000 employees.

Claims to insurance provider Manulife “will be considered only for prescriptions to treat spasticity and neuropathic pain associated with multiple sclerosis and nausea and vomiting in chemotherapy for cancer patients,” said Basil Rowe, senior vice-president of human resources at Loblaw Companies Ltd., owner of Shoppers, in the memo.

“These are the conditions where the most compelling clinical evidence and literature supports the use of medical marijuana in therapy,” explained Loblaw/Shoppers spokesperson Tammy Smitham. “We will continue to review evidence as it becomes available for other indications (conditions).”

Since cannabis does not yet have a Drug Identification Number recognized by insurers, it isn’t covered under typical drug spending. However, it will be covered through a special authorization process where plan members will pay and submit their claim after, said Smitham.

The move could trickle down to other Canadian employers and their benefit plans and even set a precedent, Paul Grootendorst, an expert on insurance and reimbursement and director of the division of social and administrative pharmacy in the Leslie Dan Faculty of Pharmacy at the University of Toronto told the Toronto Star.

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

A survey released last month in support of Financial Literacy Month (#FLM2017) by the Canadian Payroll Association reveals that Canadian workers would be very pleased if their employers decided to offer or enhance financial education programs this holiday season.

In fact employees have a strong appetite for employer-provided financial education programs, with an astonishing 82% indicating they would be interested if employers offered financial information at work. But, busy workers have timing expectation — 54% would prefer that employers offered lunch and learns but only 8% would be interested if information was offered after work hours.

Currently, 38% of Canadians rely on financial advisors and banks for financial and retirement planning advice. A further 27% of people surveyed lean on friends, family and the internet for this important information.

Employees’ appetite for financial education at work is not surprising, considering results of the CPA’s National Payroll Week Employee Survey revealing that nearly half (47%) of working Canadians are living pay cheque to pay cheque. Survey results also illustrate that many Canadians are challenged by debt, are worried about their local economy and are not saving enough for retirement.

In addition, the more recent November 2017 survey results show that working Canadians are experiencing a high level of financial stress, and that too few are keeping a close eye on their finances. Half of employees feel that financial stress is impacting their work performance. What’s more, just 52% say they budget frequently; with an astounding 31% of this group saying that they keep their budget in their head. Of those who do budget, 52% say they usually or always stick to their budget.

“We know that many working Canadians are struggling to make ends meet financially and they need help,” says Janice MacLellan, Vice President of Operations at the CPA. “While many Canadians are well-intentioned, our survey results show that they are not making enough progress towards financial health, and ultimately, this is impacting their work and their lives.”

The CPA continues to champion its key message “Pay Yourself First” to prepare for a healthy financial future. Currently 61% of Canadian employers offer a “Pay Yourself First” option through payroll which enables employees to set up automatic payroll deductions to direct a portion of their net pay into a separate retirement or savings account. Of those employers that do not currently offer this option, an additional one-third are considering making it available.

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Members of the Saskatchewan Pension Plan can pay themselves first by having contributions withdrawn directly from their bank account using the PAC system on the 1st or 15th of the month. Other methods of contribution to SPP include: using a contribution form to contribute at your financial institution; using your VISA or MasterCard; through online banking; or by mail to the Plan office in Kindersley.

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Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

As of August 1, 2017, the Saskatchewan PST tax applies to premiums, fees and charges for most insurance coverage including individual and group insurance such as life, mortgage, disability and supplemental health care (e.g. drugs, dental, vision or hearing care) coverage.

Similarly, PST will also apply to benefits plans including Administrative Services Only (ASO) arrangements, funded and unfunded benefit plans and qualifying trusts.

Individual permanent life insurance policies, including whole and universal life insurance, in effect prior to August 1, 2017, are exempt from PST, including all future premium payments with respect to these policies.

However, new individual permanent life insurance policies effective after July 31, 2017, will be subject to PST. Endorsements added to insurance contracts with an effective date prior to August1, 2017, are also not subject to PST.

Employee premiums under group insurance plans are taxable depending on both the place of employment and residency. An employee must live and work in Saskatchewan for the employee premiums to be taxable.

Taxability of Group Insurance Premiums
Where the employee lives	Where the employee works	Employer premiums	Employee premiums
Saskatchewan	Saskatchewan	Taxable	Taxable
Outside Saskatchewan	Saskatchewan	Taxable	Exempt
Saskatchewan	Outside Saskatchewan	Exempt	Exempt

SOURCE: Aon Hewitt Consulting

Where there is an Administrative Services Only (ASO) agreement (a contract between an employer and a third-party administrator), the premiums or payments to claimants can include dues, assessments, administrative costs and fees paid for the administration of the plan. PST will be collected on these charges and also on the premium or the payment of benefit amounts.

Several other provinces also currently charge retail sales tax on all insurance premiums including Ontario (8%) and Quebec (8%). Manitoba applies 8% RST only to life, disability, critical illness and AD&D premiums.

The polling firm, Insightrix, asked 802 respondents:  “How will your household change its insurance purchasing plans once PST is charged on all insurance premiums?” That question prompted the following responses:

• 20.3%: Reduce insurance coverage (such as downgrading the level of home insurance coverage, purchasing less crop insurance, etc.)
• 13.8%: Stop renewing some policies (such as cancelling a package policy on a vehicle)
• 48.6%: Our household won’t change its insurance purchasing plans;
• 25.4%: Not sure

“Charging the PST on insurance comes with an obvious risk,” says Todd MacKay, the Canadian Taxpayers Federation Prairie Director. “Hitting premiums with the PST will run up insurance costs by hundreds of dollars for families and thousands or tens of thousands of dollars for farmers and small businesses. More than a third of Saskatchewanians say they’ll have to reduce coverage or stop renewing some policies and that means people will have less protection when bad things happen.”

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

You have finally paid off the credit card bills incurred on your summer vacation. Black Friday is coming up and you are starting to get serious about Christmas shopping. But before you do, pay yourself first and top up your retirement savings.

Here are some suggestions:

1. Saskatchewan Pension Plan: If you are already a member of SPP, make sure you have contributed the maximum $2,500 for 2017. Also transfer up to $10,000/year into the plan from a Registered Retirement Savings Plan before the end of the year. If you are not a member, it’s never too late to sign up. Historically SPP has had 8% average returns, a 1% or less fund management fee and contributions are tax deductible. Your money will be professionally managed by independent investment firms and you can set up a flexible pension contribution schedule. When you join SPP, you name a beneficiary for your account, which can be changed at any time. If you die before retiring from the Plan, the funds in your account are paid to your named beneficiary. If your beneficiary is your spouse, financially dependent child or grandchild, CRA allows for tax-deferred transfer options.
2. RRSP: Avoid the end of February rush and top up your contributions now, before you are tempted to indulge in excessive holiday spending. Your RRSP contribution limit for 2017 is 18% of earned income you reported on your tax return in the previous year, up to a maximum of $26,010. You may also have unused contribution room carried forward from previous years. If you have a company pension plan or you contribute to SPP, your RRSP contribution limit will be reduced accordingly. Contributions are tax deductible and your RRSP investments are tax sheltered until withdrawn. At that time, 100% of the contributions plus interest are taxable at your incremental rate.
3. Tax free savings account: A TFSA is a flexible investment account that can help you meet both your short- and long-term goals. Contributions are made with after tax dollars. However, investment income in a TFSA — whether you’re earning interest, dividends or capital gains — is not taxed, even when withdrawn. The contribution room for 2017 is $5,500. Contributions can be carried forward, and contribution room since the program’s inception in 2009 has been $52,000. Money withdrawn from a TFSA can also be replaced in the subsequent calendar year.
4. Set up a spousal account: If your spouse is earning much less than you and therefore cannot make significant RRSP contributions, consider setting up a spousal RRSP. A spousal RRSP is simply a plan that you contribute to, but your spouse owns. Making contributions to a spousal RRSP provides you, the contributor, with a tax deduction provided you have sufficient RRSP contribution room, but your spouse will pay tax on the withdrawals from the plan. You may also set up a spousal SPP plan and contribute all or part of your annual maximum $2,500 contribution to your partner’s account. Normally, you can’t contribute to an RRSP in the year after you turn 71 even if you’re still working. But if you have a spouse who is 71 or under, you can contribute to a spousal RRSP and still get a tax break.
5. Find a “side hustle:” If you are having trouble making ends meet but you want to top up your retirement savings, the holiday season is the ideal time to look for a side hustle, or part-time job. For example, major retailers hire additional sales help. December is one of the busiest months for shipping companies. Catering companies need chefs, bartenders and servers. Market research companies need Canadians to join their consumer survey panels. You can rent your empty bedroom or apartment on Air BnB to extended families who visit parents living in small apartments, Friends or neighbours who travel are always looking for reliable dog or cat sitters

If you have not already done so, set up  automatic withdrawal plans with SPP and your RRSP and TFSA providers. In this way, by late November 2018 you will be able to concentrate on the upcoming holiday season, secure in the knowledge that your retirement savings are on autopilot.

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

When the health or capacity of a loved one deteriorates and the family decides that a nursing home is the best care option, it can be a very traumatic time for both the caregivers and the patient. You want to ensure your parent or friend is placed in a facility where they will get the best possible care in a safe, nurturing environment.

However, depending on the length of waiting lists and where you live, your choices may be very limited. For example, this directory of long-term care providers in Saskatchewan illustrates that in many smaller communities there is only one government-subsidized nursing home. And if a bed becomes available you will likely have to decide whether or not to accept it on very short notice.

Last week we wrote about “What you need to know about residential care for seniors in Saskatchewan” and discussed the difference between retirement homes and nursing homes (special care homes). This week we offer a checklist of things to look for when you are evaluating the suitability of a special care home for your family member.

The Canadian Association of Retired People (CARP) has developed an extensive catalogue of things to look for. Here (in no particular order) are some of my favourites, including questions we asked when my mother recently moved into long-term care.

1. What is covered in the regular monthly fee and what additional charges can be expected?
2. Are residents clean, well-groomed and appropriately dressed?
3. Do they seem happy?
4. How do family members of current and past residents rate the facility?
5. What activities are available for residents?
6. How long have senior staff worked for the residence?
7. Do staff appear to be happy?
8. What is the staff-to-patient ratio of PSWs, RPNs and RNs to residents on each shift?
9. Does the home rotate all staff members or try to keep the person(s) caring for each resident?
10. Are there any limitations on visiting hours?
11. How do family members participate in the care plan?
12. How are care complaints handled and by whom?
13. Do doctors, physiotherapists, denturists, podiatrists regularly come to the residence for patient care?
14. Does a hairdresser and manicurist regularly attend to provide personal care?
15. What resources are available for the care and safety of residents with cognitive impairment?
16. Are religious holidays and birthdays celebrated? How?
17. What are the policies and procedures for ensuring that personal clothes and belongings are not lost or stolen?
18. What is the home’s fall prevention program?
19. Can the resident bring personal furniture, pictures and other knick knacks?
20. What are the policies and procedures for handling a resident who is harmful to himself/herself or other residents?
21. Does the home have a palliative care program?
22. Will the food appeal to your loved one?
23. Can a family member have a meal with their loved one? If so, is there a fee?
24. Are special menus available for people who require soft food or other special diets?
25. Does the menu suit your loved one’s cultural or religious regulations?

Regardless of the answers you get to these and other preliminary questions, once your loved one moves in, it is important for family and friends to visit as often as possible at various times of the day and in the evening both to keep his/her spirits up and monitor the actual care he/she is receiving. In many cases elderly or infirm patients are incapable of advocating for themselves.

Generally we are very happy with the facility we chose for Mom, but we have to stay on top of things. For example:

• When she returned to the residence after she broke her hip we had to encourage staff to get her up and walking so she didn’t totally lose her mobility.
• She is supposed to get her hair done every week and a manicure every two weeks but inexplicably, her name sometimes doesn’t make it onto the list.
• There is lots of staff, but they are rotated and often it seems like the right hand doesn’t know what the left hand is doing!

By understanding the rules and limitations of the special care home where your loved one resides, you can monitor care more effectively and provide additional support as needed.

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.

Whether you are a member of the “sandwich generation” with young children and older parents or you are a senior yourself, sooner or later you will need to understand the residential care options in Saskatchewan for individuals who can no longer live at home, and how much they cost.  Typically, residential facilities are characterized as either retirement homes or government-subsidized nursing homes. In the discussion below we distinguish between the two, the services provided and how much they cost.

Retirement home/residence 
A retirement home in Saskatchewan is a multi-residence housing facility that provides accommodation and services such as meals and cleaning for older people. Retirement homes in the province are privately owned and operated and not administered by the provincial government. Each facility usually provides a private or semi-private room or complete living suite as well as common living quarters, including a lounge area, a common dining room, recreation rooms, cleaning services, social and/or religious programs and some basic health care services.

The unit can be paid for on a monthly fee basis, like an apartment, or can in some instances be bought the same way as a condominium. Admission, fees and waiting lists for retirement homes are controlled by the homes themselves, not by the government. Admission usually depends on the ability to pay and absence of serious medical conditions that require professional nursing care. Residents are responsible for paying their own fees and government subsidies are not available for accommodation in a retirement residence.

Costs for Retirement Homes*

Type of Accommodation	Provincial Median	Provincial Range	Regina Median	Regina Range	Saskatoon Median	Saskatoon Range
Private Rooms(per month)	$2,475	$1,500 – $5,500	$2,850	$1,800 – $5,500	$2,425	$1,600 – $4,000
1 Bedroom Suites (per month)	$3,415	$1,580 – $4,170	$3,750	$3,500 – $4,100	$3,150	$1,580 – $4,042

*As reported in Long Term Care in Saskatchewan 2016

Government-Subsidized Nursing Homes**
Nursing homes or special care homes, as they are called in Saskatchewan, are residential long term care facilities that provide 24-hour professional nursing care and supervision for people who have complex care needs and can no longer be cared for in their own homes.

These facilities are owned and operated by municipalities, religiously affiliated organizations and private, for-profit organizations. However, nursing home fees are set by the Saskatchewan Ministry of Health.

Admissions to residential long term care facilities are managed by local Regional Health Authorities (RHAs). An intake coordinator or social worker from the RHA conducts an in-home assessment with clients and their families to assess care needs and program options, to coordinate access, explain fees and coordinate placement into long-term care facilities.

A report of the assessment is sent to the Regional Committee, who decides on acceptance. Clients who are eligible for access to a long term care bed generally access the first available bed in the system and then transfer to a facility of choice. A chronological wait list is maintained by the RHA to ensure fair and equitable access to a facility of choice.

Eligibility/Requirements for Admission 
To be eligible for subsidized care services, a client must:

• Be a Canadian citizen or permanent resident over 18 years of age.
• Require ongoing care (usually 24 hour care, seven days a week) due to age, disability, injury from accidents, or long-term illness.
• Hold a valid Saskatchewan Health Services card, or be in the process of establishing permanent residence in Saskatchewan and have applied for a Saskatchewan Health Services card.

Income/Asset Test
The client’s income is assessed by Saskatchewan Health.  Income Tax returns of applicants are reviewed once the Regional Committee has approved the admission of the client into a nursing home. The client’s application is sent by the RHA to the nursing home, which in turn sends it to Saskatchewan Health for income assessment.

A resident pays the standard resident charge ($1,086 at July 1, 2017) plus 57.5% of the portion of their income between $1,413 and $4,200. For married residents, including common law couples, the couple’s income is combined, divided equally and then the above formula is applied.

The resident and spouse (if applicable) are required to provide:

• The most recent year’s Notice of Assessment(s) from CRA, or
• Pages 1 to 3 of Income Tax Return(s) upon admission and annually thereafter.

If income information is not provided, the resident charge will be assessed at the maximum rate.

A resident admitted for temporary care must pay the income-tested resident charge if their stay is more than 60 consecutive days.

Examples of resident charges at various income levels

Monthly Income	Monthly Resident Charge
$1,413	$1,086 (minimum)
$2,000	$1,423
$2,500	$1,711
$3,500	$2,286
$4,200	$2,689 (maximum)

 

Married residents living in separate special care homes 
Married residents who live in separate dwellings for reasons beyond their control may choose to complete an Optional Designation Form.

• With this designation, only the resident’s income is considered when calculating the charge.
• Choosing this designation does not change a couple’s marital status.

Additional charges
In addition to the resident charge, there is an additional cost for prescriptions, medications, incontinence supplies, and certain medical and personal supplies and services.

There is also a $21.25 monthly supply charge for personal hygiene items, such as shampoo, conditioner, soap, denture cream, toothpaste, mouthwash, etc. This charge is adjusted annually based on increases to Old Age Security and Guaranteed Income Supplement benefits

** As reported in Special Care Homes

Written by Sheryl Smolkin
	Sheryl Smolkin LLB., LLM is a retired pension lawyer and President of Sheryl Smolkin & Associates Ltd. For over a decade, she has enjoyed a successful encore career as a freelance writer specializing in retirement, employee benefits and workplace issues. Sheryl and her husband Joel are empty-nesters, residing in Toronto with their cockapoo Rufus.