In situations where one Pastor is Called to two (or more) congregations, how are the pension contributions and benefits premiums divided and remitted to GSI?
GSI can only invoice and accept pension contributions and benefits premiums from one employer per employee. The congregations (and/or ELCIC organizations) will need to enter into a Shared Services and Secondment Agreement (found on the ELCIC website – scroll to the bottom of this page link). This agreement should outline which employer will have the relationship with GSI for remitting the pension contributions and benefits premiums. How these costs are divided among the sharing employers will be specified in the agreement.
The spouse of our Pastor is also a Pastor in the ELCIC. Can you confirm that we read correctly that there is no option to waive coverage? It doesn’t make sense for a two-Pastor family to have to each take a minimum package when one of them can have benefits for the family.
GSI is required to administer the plan in accordance with the insurance contract. This contract requires that there be no provision to waive coverage when the employer pays the premium as is the requirement in the National Compensation Guideline.
Note that employers must at least provide eligible employees with the Blue Health Module, and an employee meeting eligibility cannot opt out. The Green and Teal modules may be selected by the employee with the premium difference paid either by the employee, the employer congregation or a combination of both.
If there is a spouse who is also employed within the ELCIC, then both employees must enroll in family coverage. With both spouses enrolled, there will be more benefits available; in effect the coverage increases through co-ordination.
For example, when one spouse makes a claim for the services of a chiropractor and pays the co-insurance or the claim exceeds a maximum, then the spouse’s account can pay towards the difference. In this way a working couple of the ELCIC will not be treated any differently than any working couple that does not work within an affiliated group.
What is the minimum number of hours a non-rostered employee must work in order to qualify for benefits?
There is no minimum. Eligibility for enrollment in the ELCIC Pension Plan and the ELCIC Group Benefits Plan is monthly earnings of 25% of YMPE. (A link to the CRA page that provides the calculation of current YMPE can be found on the Life Events – Employer page.)
How does rostered status affect eligibility for the ELCIC Pension Plan?
Roster status does not affect eligibility. Roster status is not defined in pension legislation nor in the benefits insurance contracts. If an employee meets eligibility, they must enroll in the Plans — even if they are ‘Retired’ on the Roster.
What are the eligibility criteria for the ELCIC Pension Plan?
The criteria are summarized in this handy chart.
| Plan | Eligibility | Notes |
|---|---|---|
| ELCIC Group Benefits | •25% YMPE monthly •2024 is $1,427.00 | •Must be maintained, if salary reduced benefits end •LifePlus coverages end at age 65 •Health Modules continue as long as minimum salary is met – no age limit |
| ELCIC Pension | •25% YMPE monthly •2024 is $1,427.00 | •No minimum once enrolled, contributions are required from any ELCIC employment •Contributions end at age 71 |
