When it all comes down to it, security means having a roof over your head and food in the fridge.

Let’s focus on food. For a shockingly high 5.8 million Canadians (as of 2021), food insecurity is a real problem. That many people, including 1.4 million kids, experienced “some form of food insecurity” two years ago, reports the CBC.

The article cites a recent study by the University of Toronto that found “15.9 per cent of households across all 10 provinces” experienced some level of food insecurity, which has got worse with the higher inflation rate of the last couple of years.

Provincial levels of food insecurity — meaning, a household has difficulty affording and obtaining food — range from a low of 13.1 per cent in Quebec to a high of 20.3 per cent in Alberta, the story notes.

The report concluded, the CBC adds, by calling on all governments “to address the vulnerability of households that are reliant on employment incomes but still unable to make ends meet, and ensure that working-aged adults not in the workforce also have sufficient incomes to meet basic needs.”

At the University of Regina, a research team is looking at ways that rural Saskatchewan can help address food insecurity, Global News reports.

The U of R’s Ebube Ogie tells Global News that concerns about food affordability are being raised thanks to inflation. But, she said, people can look to the Saskatchewan communities of Muskeg Lake and Val Marie for solutions, the report notes.

She tells Global News that “Muskeg Lake residents are becoming more self-sufficient through their local food forest, a self-sustaining, nature-inspired agricultural system that provides fruits, vegetables and other edibles, as well as medicines and cultural resources. Val Marie residents can access fresh foods from a nearby Hutterite Colony, a self-sustaining colony that produces its own food, and also rely on their personal gardens.”

There should be more effort placed on growing food locally, and purchasing it from local farmer’s markets, than on buying expensive processed goods, she notes.

“Saskatchewan is Canada’s bread basket and we want to see that manifested in how we live, how we produce food and how we consume food. Our goal is to end food insecurity and promote food security for everyone,” says Ogie.

In Barrie, Ontario, a company called Eat Impact is using another approach — rescuing fruit and vegetable that is close to, but not at, its expiry date and distributing it via food banks.

The company, reports the Barrie Advance, “works with local farmers to find out what’s available and at risk of going to waste.”

“Typically about 1.4 billion pounds (of food), every year in Canada, does not get eaten; it just gets thrown out. And it’s a huge problem,” Anna Stegink, founder of Eat Impact, tells the Advance.

Another possible way to reduce food insecurity would be to introduce some sort of Canadian version of food stamps, a program that has been running for many years in the U.S., reports the CBC.

Elyssa Schmier of MomsRising, a U.S. advocacy group, expresses surprise that Canada does not have a program equivalent to food stamps.

“It’s… one of the largest tools we have to combat poverty and hunger in the country,” she states in the article, speaking about food stamps.

“I know that families in Canada are struggling. It was very surprising to hear that [Canada doesn’t] have any sort of dedicated nutrition programs in place, especially to help families with children,” she adds.

The University of Victoria’s Matthew Little says programs like food stamps “shouldn’t be considered a long-term strategy” in the battle against food insecurity. Canada’s programs have tended to focus on poverty alleviation rather than directly on food supply, he explains.

Let’s hope that efforts continue to be made on making more food available to those who need it.

We can’t predict the future with any clarity, but it is a reasonably safe bet that everything — including food — will cost more in the future when we are retired than what it does today. That’s why it is always a good idea to save for retirement. The Saskatchewan Pension Plan has been helping Canadians build retirement security for more than 35 years. Check out SPP today, and find out how it can help you secure your future.

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Boomer retirements are creating a labour shortage across the country

For many, many years predictions of a “grey tsunami” of boomer retirements were linked to expected increases in the costs of healthcare and government retirement benefits.

But those retirements are also causing a labour shortage, the Canadian Press (via Global News) reports, that is now upon us.

The story, written by CP’s Amanda Stephenson, reports that the current wave of boomer retirement parties is making some employers quite nervous.

Dan Gallagher of Fort McMurray, Alta.-based Miskew Group tells CP “I take a walk around our shop, and around our field service workforce, and I can clearly see that demographic. It’s aging.”

Miskew, the article notes, already has been having labour shortage problems and has had to recruit from as far away as Australia.

“The ratio of apprentice to older worker here has been so low for so long that there just isn’t the bench strength to offset the people who are leaving,” Gallagher tells CP.

The article notes that “a looming wave of retirements” by baby boomers, those born between 1946 and 1964, has long been predicted by experts, and is now creating a mass exit from the workforce.

The size of the workforce has been trending downward since 2000, the article reports, but the “grey wave…. is now crashing ashore.”

As of the second quarter of 2022, there were over a million job vacancies in Canada, the article notes. And while the participation rate amongst employed Canadians has nearly returned to pre-pandemic levels, the stats suggest that the exit of older workers is driving the labour shortage.

Citing recent research from Scotiabank, the article reports that “the decline in overall workforce participation that does exist is entirely due to Canadians aged 60 and above exiting the workforce. That means the real root of the current problem is Canada’s aging population, and it has broad implications for the country’s economy.”

Patrick Gill of the Canadian Chamber of Commerce tells CP that 36 per cent of Canadian businesses are reporting labour shortages, a figure that jumps to 45 per cent in the manufacturing sector and 58 per cent in food and accommodation.

“It translates to everyone working more hours, and that ultimately affects quality of life. It means slower growth, and it’s also a factor in supply chain delays,” Gill states in the article.

The article concludes by saying that a younger workforce is now “a new reality,” and employers are going to have to go that extra mile to attract and retain new talent.

“Labour is going to be very difficult to find and employers are going to have to work hard to attract employees,” the University of Toronto’s Rafael Gomez tells CP.t

This is a very interesting report.

For younger people, this labour shortage represents a time of employment opportunity not seen for many decades, where there are suddenly a lot of good jobs out there to be filled. Let’s hope employers take a page out of the past — we are thinking the post-war boom, but even into the ‘60s and ‘70s — and begin to offer more and better retirement programs to attract new talent.

If you don’t have a workplace retirement savings program and are on your own for retirement savings, take a look at the Saskatchewan Pension Plan. It’s open to any Canadian with registered retirement savings plan room. Let SPP do the heavy lifting of retirement investing and asset growth, while you focus on making regular contributions to your future. When you too are ready to depart the workforce, your SPP account will be there for you, ready to be converted into retirement income. Check out SPP today!

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Students should take advantage of retirement saving and its tax advantages: The Varsity

We all look back fondly at our days as students, whether in regular or post-secondary school. At no time does this writer ever remember any friend or classmate talking seriously about the need to save for retirement. There were many other things to worry about, including passing courses and looking for a job.

But an article in the University of Toronto’s The Varsity newspaper says even students should be thinking about life after the jobs they are about to find.

“As a student, investing in a (registered) retirement savings plan early can prove to have long-term benefits like tax-deductible contributions,” the article begins. “This means that the amount you put into your RRSP for the year is deducted from your taxable yearly income. Further, investments are tax-deferred, which means that taxes on the growth of your investments are not paid until you withdraw the funds from your RRSP account,” the article explains.

The article makes the point that while the tax-free savings account (TFSA) allows money to grow without taxation, contributions made to it are not tax-deductible like RRSP contributions. As well – and a key point if you are thinking of the money being like a piggy bank for the future – is that withdrawing money from an RRSP is more difficult. The RRSP piggy bank is much harder to raid than a TFSA, the article explains.

“The idea of saving for retirement while having to pay outstanding debts like credit card statements or mortgages can be overwhelming,” The Varsity notes. “Everyone has a different financial scenario and students must evaluate what works best for them, even if it means only putting small amounts of money aside in their RRSP every month,” the newspaper adds.

The article also looked at the idea of starting retirement savings early.

Citing a recent study, The Varsity reports that folks in the Gen Z cohort start saving at 19; millennials at age 25 and Gen Xers at 30.

And some great news from The Varsity article is that younger people are getting the message about the importance of getting a head start on retirement savings.

“It appears that starting to save at a younger age has been a message that has trickled down across generations, since the oldest members of Gen Z are only 24 years old. Gen X and baby boomers have been found to contribute an average of 14 to 15 per cent of their income into their retirement fund, while Gen Z and millennials invest, on average, 16 per cent of their income in their retirement savings,” The Varsity reports.

Other points made in the article include the idea that as living costs continue to rise, many households “will need to continue working past the age of 65 in order to afford retirement.” Citing recent research from the Healthcare of Ontario Pension Plan, the Varsity notes that 67 per cent of Canadians “think that Canada will be facing a retirement crisis;” that same study found that 77 per cent of workers liked the idea of their employers offering retirement savings plans.

The Varsity article concludes by saying that if you are young, you should be asking and talking about getting an early start on retirement saving.

If your employer does offer a retirement program, be sure to join it and contribute as much as you can. If you don’t, you need a do-it-yourself retirement plan. The Saskatchewan Pension Plan provides exactly what you need to get rolling. You can contribute up to $6,600 per year to SPP, and like an RRSP, SPP contributions are tax-deductible. Check out SPP, celebrating 35 years of operations, today!

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While financial literacy is important, the real goal of financial education is to help Canadians leverage that knowledge to help boost their capability for career, financial and “enterprise” development.

So says Kevin Maynard, Vice President and Chief Operating Officer of the Canadian Foundation for Economic Education (CFEE). He spoke recently to Save with SPP via telephone.

CFEE, he explains, is “a national not-for-profit organization that operates in every province and territory.” CFEE programs are also offered in the U.S. and worldwide, he adds.

The organization was established back in 1974 with roots at the University of Toronto’s Ontario Institute for Studies in Education (OISE). CFEE has grown to be a leader in education as and independent non-profit organization.

“Our focus is our (educational) resources, programs and supports to Canadians,” explains Maynard, with the emphasis on helping build “confidence and competence.”

Financial literacy is a component of CFEE’s “pillars,” he explains.

“It’s not just about knowledge,” he explains. CFEE programs are designed to help Canadians leverage knowledge to make decisions, and boost their capabilities. CFEE’s four pillars, which are key to the design of its educational programs, include:

• Career Development Capability
• Financial Capability
• Economic Capability
• Enterprising Capability

The first pillar is to boost people’s abilities to find opportunities for work. The second looks at financial literacy, the third is about applying that financial knowledge to boost individual economic potential. The last pillar is about entrepreneurial education as a source of “income generation,” he explains.

COVID-19 has moved many of CFEE’s programs online. “Since January 2021 we have (presented) virtual workshops for more than 10,000 Canadians,” notes Maynard.

“It’s all about understanding supply and demand,” he says. As an example, when thinking of a career choice, are you aware of skill sets that are in demand, he asks. Are you looking for a job that offers security? He says CFEE education programs focus on separating individual “wants and needs” from clear choices around decision making.

Thanks to the support of partners in the financial sector, CFEE is offering programs for free across the country. Programs are delivered through a “network of stakeholders,” he says, which includes parents, teachers, community-based organizations, newcomer groups, senior groups, and many more.

As an example, CFEE senior workshops are held across Canada at senior centres, recreation centres and now, “virtually” due to the pandemic.

The programs make sure seniors are ready for “the life events that they may face in their golden years.” It’s more, he says, than just knowing the numbers about the Canada Pension Plan and Old Age Security. “It’s knowing what you want to achieve, and how to go about doing that,” he says. Seniors, he adds, may find themselves “transitioning into another form of accommodation” during their latter years, a move that can have “cognitive, spiritual and emotional aspects.”

A local group that has participated in CFEE programs is the Saskatchewan Council on Aging (SCOA) Hub Club.

And seniors need to pay attention to their physical health as they age. Will changing physical health become “important to you in terms of where you live… will you have to make changes in one to three years, or five years out, due to (declining) physical and cognitive abilities?”

So a senior’s budget needs to take those potential changes into account, since unexpected changes can bring an unpleasant financial surprise.

Financial education needs to be targeted to the needs of those receiving it, Maynard explains. “It’s very much a point in time thing. There’s no real use in teaching a 12-year-old about RRSPs,” he says. “The focus has to be on life events that are relevant for the target group.”

Sixteen targeted programs can be found on the CFEE website, as well as links to print, video and web-based resources. The “News” section covers such topics as helping to control “in-app” purchases by kids, fintech for younger people, financial literacy research and news about math skills and how they relate to job searches.

With targeting in mind, CFEE is working on new resources targeted for seniors, including an online seniors’ education program with modules focused on challenges faced by seniors. Another new program targeted at seniors aims to equip them with tools to begin discussions with their adult children about end of life planning. Other resources include Money and Youth – a student’s guide was developed in the mid 90s which has since evolved with a teacher’s resource component and a parent’s guide – to help people educate their kids.

As November is financial education month, Maynard notes the importance of older adults “to have conversations with their older children about subjects like powers of attorney and why they are important, wills, executors, funerals and burials.”

We thank Kevin Maynard and CFEE for taking the time to talk with us.

He’s certainly right about the need for seniors to have flexible budgets. Having had both parents find themselves living out their last years in long-term care, we understand how the cost of living can suddenly change radically.

Having a good retirement plan in place will add to your flexibility in coping with the ups and downs of your golden years. If you have a pension plan or retirement savings arrangement through work, be sure you are taking full advantage of it. If you don’t, and are wondering how to save for retirement on your own, the Saskatchewan Pension Plan, celebrating 35 years of operation, has all the tools you need for a do-it-yourself retirement system. Check them out today.

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Could a pension model be the way to address the costs of long-term care in Canada?

Writing in the Globe and Mail, Professor Carolyn Hughes Tuohy of the University of Toronto offers up an interesting solution on how Canada could improve its long-term care sector – and part of her thinking relates to the way the Canada Pension Plan is funded.

Professor Tuohy notes that while there have been calls for “national standards” for long-term care facilities in the wake of the pandemic, a key problem is that long-term care is currently a provincial responsibility.

“How do we achieve a common threshold of provision while respecting Canada’s federal system?” she asks.

She writes about the idea of having some sort of “nationwide pool” of funding, so that the “longevity risk, that individuals will outlive their savings and be unable to afford long-term care,” could be addressed.

And, she writes, while provinces and local governments are “best suited” to deliver long-term care, that can lead to “inequitable variation across divisions.”

For instance, she notes, the fatality rate at long-term care facilities in Ontario has been about four times higher than that of British Columbia.

A solution, Professor Tuohy thinks, may be found by looking at the Canada Pension Plan/Quebec Pension Plan as a possible model.

“The Canada Pension Plan, paralleled by the Quebec Pension Plan, is jointly managed by federal and provincial governments. It provides a dedicated source of public finance, funded by contributions from workers and employers. It is designed to be sustainable and sensitive to demographic change, in contrast with the periodic haggling around the Canada Health Transfer. And it makes sense to think of a model of public finance for long-term care as more akin to a retirement benefit than to health insurance,” she writes.

She notes that the government spends more on providing healthcare for those over 65 than the rest of us – and that living past 80 carries with it “a 30 per cent chance of requiring long-term institutional or home care.” That risk currently carries a cost that might be addressed via “a steady, pension-like benefit stream,” she explains.

She proposes “a long-term care insurance (LTCI) benefit… (that) could be attached to the CPP/QPP as a supplementary benefit. It would pay out a capped cash transfer to the beneficiary, set according to the level of health need as assessed through existing provincial mechanisms. Unlike the CPP/QPP, the benefit would be assignable to a qualifying third-party provider of institutional or home care, as chosen by beneficiaries in consultation with their local assessing agency.”

Such a benefit, she concludes, already exists in countries like “Germany, the Netherlands, and Japan.” She calls the proposal a creative way “to bring the full advantages of our federal system to the pressing issues of long-term care.”

Long-term care is something we all hope we’ll never need, but could be part of our retirement expenses. A best defence against unexpected retirement costs is, of course, retirement saving.

And an excellent way to do that is to consider joining the Saskatchewan Pension Plan. The money you contribute is professionally invested at a very low cost, and SPP has averaged an impressive eight per cent rate of return since its inception 35 years ago. Check out SPP today.

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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.

By Sheryl Smolkin

An interesting new study* by a University of Toronto team led by psychology professor Alison Chasteen reveals that how you feel about getting old can affect your sensory and cognitive functions.

The study published in the December issue of the American Psychological Association Journal was based on testing of 301 participants between ages 56 and 96. Researchers considered the interview subjects’ views on aging, how much they believe they can hear and remember plus their actual performance in both areas.

Standard hearing and recall tests were administered. For example, study participants saw a list of 15 words on a computer screen and heard a series of different words through headphones. Subsequently they were asked to write down as many words as they could remember. In addition, they completed a third test by listening to five words they were asked to recall after a five minute delay.

They were also asked to answer questions and react to phrases describing how they viewed their own ability to hear and remember. For example, participants were asked to agree or disagree with sentences like, “I am good at remembering names” or “I can easily have a conversation on the telephone.”

In addition they were asked to envisage 15 situations and rank how worried they are about each based on age. One example was to imagine they were involved in a car accident where it was unclear who was at fault and specify how concerned they were that they would be held responsible because they were elderly.

“Those who held negative views about getting older and believed they had challenges with their abilities to hear and remember things, also did poorly on the hearing and memory tests,” Chasteen said.

“That’s not to say all older adults who demonstrate poor capacities for hearing and memory have negative views of aging,” she continued. “It’s not that negative views on aging cause poor performance in some functions, but there is simply a strong correlation between the two when a negative view impacts an individual’s confidence in the ability to function.”

She noted that the perceptions older people have about their abilities to function and how they feel about aging must be considered when determining their cognitive and sensory health. She recommends educating older people about ways in which they can influence their aging experience, including providing them with training exercises to enhance their cognitive and physical performance, and dispelling stereotypes about aging.

“Knowing that changing how older adults feel about themselves could improve their abilities to hear and remember will enable the development of interventions to improve their quality of life,” she concludes.

—–
*This blog is based on materials provided by the University of Toronto.

By Sheryl Smolkin

I’m back at my desk, after a super 4-day weekend visiting my daughter’s family in Ottawa. Although we just missed the end of the tulip festival, all the lilacs were in bloom and residents of Canada’s capital were running, biking, having picnics and eating on patios. There is no doubt that summer is the time when Canadians take advantage of the longer days and beautiful weather to move both their social life and their fitness routines outdoors.

Sarah Snowden blogging on Canadian Living identifies five inspirational blogs that deliver a demonstrated authority and passion for a healthy, active lifestyle. We reproduce her top picks below.

1. BC Runner
   Vancouver-based freelance writer and running advocate Usha Krishnan dishes up tips on everything from jogging, sprinting, and breathing techniques to running in the rain. It has a user-friendly design with useful diagrams and inspiring photos.
2. Bicycling Blogger
   Cycling enthusiast Kevin Rokosh drives home tips on all things cycle including nutrition, racing, recovery, training, equipment — even “bikertainment”. For those looking to take their cycling up a notch, you will find this site takes a not-so-serious yet informative approach to cover all the bases.
3. Gluten-Free Guidebook
   Travel journalist Hilary Davidson serves up reviews of restaurants, shops, hotels and products targeted at travelers with celiac disease (in which gluten, a protein found in wheat, rye and barley, damages the small intestine), and gluten intolerance. Avid travelers seeking a gluten-free experience will love this well-written account of Canadian and international destinations – you’ll be surprised by the number of establishments that are gluten-free.
4. Cyclemania
   Founded in 2004 by Les and Helen Faber of Ottawa, Cyclemania features the pair’s exploration of scenic routes and provides a broad overview of cycle related issues. The blog imparts invaluable information on community, equipment, racing, safety, cycle experiences abroad and at home, and even spinning through posts, forums, videos and vibrant photos.
5. Teaching Kids Yoga
   Toronto yoga teacher Aruna Humphrys spreads good karma with tips on helping kids to relax, be healthy, and enhance relationships through the practice of yoga. Posts inform readers about the latest yoga-related DVDs, books, and teaching techniques for teachers and parents alike.

And finally, Breaking barriers: Canadian-Muslim women and fitness is an interesting discussion of how barriers that have kept some Muslim women from participating in organized sports are finally crumbling in Canada. Shireen Ahmed who played on the University of Toronto’s varsity soccer squad is featured.

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 with us on http://wp.me/P1YR2T-JR and your name will be entered in a quarterly draw for a gift card.

By Sheryl Smolkin

As part of the ongoing series of podcast interviews on savewithspp.com, today I’m talking to lawyer Ari Kaplan, a partner in the Pension and Benefits Group of the Toronto law firm Koskie, Minsky, L.L.P.

Ari is the author of Canada’s leading textbook on pension law, and he has acted as counsel in some of Canada’s most widely known pension cases before the Supreme Court of Canada. In addition, he teaches pension law as an adjunct professor of law at both the University of Toronto and Osgoode Hall Law School.

In his spare time, Ari heads up licensing and publishing at Paper Bag Records, a leading, independent record label and artist management company also based in Toronto.

Today, we are going to talk about the Canada Pension Plan. In the ongoing national debate regarding how Canadians can be encouraged to save more for retirement, Ari is a staunch advocate for an expansion to the Canadian Pension Plan.

Welcome, Ari, and thanks for talking to me today.

My pleasure, Sheryl. Thanks for having me.

Q: How many Canadians currently have workplace pension plans?
A: Well, that’s a good question to put everything in perspective. Over 60% of working Canadians actually have no workplace pension plan, and they must rely solely on CPP and their own personal savings for their retirement income. 

Q: Why do you think that an enhanced Canada Pension Plan is the best way to give Canadians a more robust retirement income?
A: Very simple. It’s currently the only universal and mandatory savings scheme in the country. It’s portable from job to job. If you’re a student, you can work for the summer in British Columbia and then come back to a full-time job in Ontario, and your CPP credits will go with you. Also, it doesn’t just cover employees. It applies to self-employment, which most workplace pension plans don’t.

Q: As early as 2008, industry guru Keith Ambachtsheer wrote a C.D. Howe Institute commentary about the benefits of enhancing the Canada Pension Plan. Yet, in December 2013, the conservative government in several Canadian provinces voted against this proposal. Why do you think this occurred?
A: Every respected economist in the country supports a CPP expansion. The reason why the current government did not support it is political, not principled.

There was political pressure from business lobby groups who did not want to be forced to contribute employer revenue toward their employees’ retirement. There was political pressure from the financial services lobby, because they do not benefit at all when the retirement savings of Canadians is held in the CPP Trust Fund.

And finally, there’s fear among Canadian voters, who’ve been led to believe that anything opposed by business must be bad for them, too. Some of them also don’t want to be forced to save for retirement.

Q: Instead of expanding the CPP, the late finance minister, Jim Flaherty and the provinces endorsed pooled registered pension plan legislation as the way to encourage Canadians to save more for retirement. What are the key features of PRPPs?
A: Good question. PRPPs are basically like voluntary employer-sponsored group RRSPs. The funds are locked in, so it resembles a registered defined contribution plan. Your funds can also be ported to another plan and there are survivor benefits. So, it’s basically like an “RRSP-plus.”

Q: Why do you think that PRPP’s are not the answer?
A: Well, I think PRPPs are just a prime example of what I said earlier ­­­– political lobbying by business and the financial industry.

1. The employer is not required to contribute a dime even if the company voluntarily sponsors a PRPP.
2. An employee can opt out, or voluntarily set their contribution rate to zero, which gives zero benefit to the employee.
3. There’s very little benefit security. Like I said, it’s like a DC plan, so you get to choose member-directed investment funds. If you don’t invest your money well, then you won’t get a good pension.
4. The cost structure is really not that much different than a 500-member group RRSP. The management expense ratio (MER) will be much higher under a PRPP than under a large workplace pension plan or, for that matter, under CPP, where the efficiencies of scale are such that the costs are very, very, very low.
5. It will create a huge windfall to insurance companies and other financial institutions who manage these funds, because there’s very few cost controls. There are lots of problems in group RRSPs with so-called “hidden fees” and there’s no indication that that will change with PRPPs.

I can go on, but I think you get the idea.

Q: Groups such as the Canadian Federation of Independent Business say that required employer contributions to an expanded CPP would amount to a significant payroll tax that could slow down economic growth. How would you respond to this statement?
A: To be quite blunt, this is a false and misleading statement. Anyone who tells you it’s a tax is not telling you the truth. This is employee money. It goes into a pension fund. It then goes back to the employee.

Q: Ontario Premier, Kathleen Wynne’s government is currently holding consultations on the design of an Ontario Retirement Pension Plan. What are some of the key features of that plan?
A: At the end of December of last year, the Ontario government introduced the first reading of the bill for the Ontario Retirement Pension Plan intended to commence at the beginning of 2017. The reason for the delay period is because there’s hope that the next federal government may agree enhance CPP, which could make the ORPP redundant.

But the key features are that it’s a mandatory plan. It’s like an adjunct to CPP. So, it would be mandatory in all Ontario workplaces, except where the employer already has a workplace pension plan for its workforce, and it would be integrated with the CPP.

Q: Several other provinces, like PEI, may jump on the same bandwagon, so why do we still need a national CPP enhancement?
A: Well, it would better if the federal government came on board to make it nationwide. I mean if we just have it province by province, then it’ll be more of a patchwork. This could influence inter-provincial mobility. We don’t want to discourage full inter-provincial mobility by Canadians.

Q: Well – and, of course, the other issue is – just like pension legislation across the country, which is similar, but actually very different when it comes to the details – we run the risk of getting ten or 11 completely different plans.
A: And that would result in over-regulation and an increase in transaction costs although the whole point of this is to minimize and optimize the costs of running the fund — which is why CPP is good model.

CPP is viewed as one of the best universal, mandatory state-sponsored pension plans in the world. It would be a shame for us to have to rely on province-by-province, patchwork participation in such a scheme.

Also, you know, at the end of the day, this is really something that benefits all Canadians, regardless of what age or generation they are in. One way or the other, taxpayers will be taking care of older Canadians who are poor. It’s better that Canadians have their own resources to take care of themselves; and that’s an optimal use of taxpayer resources.

So, I just really think it’s a good idea, and I really think that this is the ballot question for the upcoming federal election this year. We saw this 50 years ago when CPP was introduced. I believe this year there will be a renaissance of that issue.

Q: Thanks, Ari. It was great to talk to you.
A: My pleasure, Sheryl. Be well.

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This is an edited version of the podcast posted above which was recorded on February 3, 2014.

By Sheryl Smolkin

If you always wanted to go to college or university and life got in the way, it may not be too late. Some schools like Vancouver’s Simon Fraser University have eliminated tuition waivers for seniors due to provincial budget cuts. However, at least one Saskatchewan University plus several other well-known Canadian schools do not charge seniors for tuition.

For example, the University of Saskatchewan waives tuition fees for people 65 years of age or older, who are provincial residents and who register in the following types of courses and programs:

• Regular sessions: To a maximum of 15 credits
• Evening or off-campus courses: To a maximum of 15 credits
• Intersession and summer session: To a maximum of 6 credits
• Non-Credit extension programs

At the University of British Columbia, BC residents who are Canadian citizens or permanent residents aged 65 years or over during the session in which they are registered are not assessed application, tuition, or student fees. However, there are tuition fees levied for some programs where facilities and resources are limited.

Tuition and fee waivers apply for seniors who meet residency and age requirements at the University of Manitoba.  Although most of costs are waived for senior students, they still must to submit an application form and meet entrance requirements.

York University’s deal applies to Canadian citizens or permanent residents whether they are registered in a degree course, as a visiting student or simply auditing a program.

Ryerson also offers free tuition to students over 60 for four-year undergraduate programs and McMaster University in Hamilton has a similar program for undergraduates over 65. In addition, McMaster reduces fees by 50 per cent for seniors registered in Continuing Education courses.  However, you are out of luck if the program you want is at University of Toronto, as only nominal ancillary fees are waived for older students.

Dalhousie University encourages learning opportunities and professional development by offering senior students 65 years of age or over who are Canadian citizens or permanent residents at the time of registration and are enrolled in an undergraduate non-professional degree program a senior citizen waiver. This waives only the tuition portion of the fees. The student must pay any incidental fees.

Other colleges and universities across country also offer seniors a tuition break. For more information, contact the school of your choice.

I got an LLM. in the mid-90s, 20 years after I was called to the Bar, so embarking on another rigorous degree program at this stage is not at the top of my “To Do list.”  But if I ever get around to retiring and have some time on my hands, I will definitely be tempted to audit opera, music, theatre and other general interest courses.

Do you have tips for seniors who want to fulfill their lifelong dream to get a university degree? Share your tips with us at http://wp.me/P1YR2T-JR and your name will be entered in a quarterly draw for a gift card. And remember to put a dollar in the retirement savings jar every time you use one of our money-saving ideas.

If you would like to send us other money saving ideas, here are the themes for the next three weeks:

10-Oct	Thanksgiving	Paying it forward: Volunteer opportunities
17-Oct	Halloween	Cheap and cheerful costumes, snacks
24-Oct	Charity	How to raise money for almost anything on Indiegogo