Responsibilities | Pension Plans
Information for Pension Plan Members

Application of the PBSA
The PBSA does not require an employer to set up a pension plan for employees. This legislation only applies to an employer who has a pension plan in place, or sets up a new plan.

The PBSA applies to all employment pension plans registered in British Columbia, and plans registered elsewhere which have members employed in British Columbia. The PBSA applies to public sector plans, though public sector plans also operate under the authority and requirements of their own statutes.

Canada Pension Plan and Old Age Security benefits are administered by the federal government, and are therefore not subject to the PBSA. For further information on the Canada Pension Plan and Old Age Security , contact Human Resources and Development Canada (1 800 277-9914, or 1 800 343-8282 from outside Canada).

The PBSA does not have jurisdiction over pension plans for private sector employees working in federally regulated industries, even if they are located in British Columbia. Some examples of such industries are aviation and airlines, banks, broadcasting and telecommunications, interprovincial transportation, marine navigation and shipping, and railways. The PBSA also does not have jurisdiction over pension plans for employees who work and reside in the Yukon, Northwest Territories or Nunavut.

The PBSA does not apply to deferred profit sharing plans or group RRSP's. The PBSA does not apply to supplemental employee retirement plans ("SERP"s), plans that provide benefits in excess of the benefits that can be provided under a registered pension plan.

Some union sponsored pension plans that are funded solely through union dues are not covered by the PBSA. The PBSA applies only to employment pension plans under which an employer is required to make contributions on behalf of the plan members.

The PBSA defines the minimum standards that pension plans are required to meet. The plan where you work may have plan provisions which are more favourable than those required by law, such as eligibility to join the plan sooner, earlier vesting, longer breaks in service, or improved benefits.

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