lthough the York University Pension Plan has a healthy surplus, York's management has persisted for years in resisting pension reforms. It seems that this employer regards our pension money as its own. YUFA has developed pension proposals that would redress this situation, to ensure pensioners' needs are met. The proposals are based on the principles of ownership of our pension futures, equity for those with low projected pensions, and increased flexibility. Here's how:

Improve provisions for members
with the lowest projected pensions

Indexation
In the 1999-2001 Collective Agreement, YUFA members whose projected aggregate pensions from registered plans will be under $40 000 are entitled to continue working on reduced load for four years after they turn 65. YUFA seeks to increase this cut-off point to $44 320.
This increase simply indexes the cut-off point to the cost of living in Toronto since 1996, when this provision was established. Of the 430 respondents to the negotiating survey, 81% agreed that broader eligibility for the reduced-load provision was needed.

Top-Up Low Pensions
Many YUFA members wrote in to say that it would be even more essential that the Employer assist those with dismal pension prospects. Thus YUFA proposes that, for members whose projected pensions fall below $44 320 five years before their normal retirement dates, the Employer should increase contributions to the pension plan, up to the maximum allowed by the Income Tax Act (i.e., to 18% of base salary or $13 500, whichever is less).

Give CUEW Retroactive Service Credit
Several YUFA members are former members of the Canadian Union of Educational Workers (CUEW) Local 3, now CUPE 3903. Until 1988, CUEW members were not members of York's pension plan. YUFA proposes a mechanism by which present and future YUFA members who were CUEW members before 1988 will be credited for earlier years of service.

Issued by the YUFA  Information Officer & Bargaining Support Subcommittee cupe1281

I will be retiring in five years, it seems, with a pension of about 25% of my pay. When government benefits are factored in, I don't qualify for a late retirement age. We need to try to raise the level from $40 000, for people like me (predominantly women). (Ester Reiter, Atkinson)

A big outstanding issue is pension equity -- pensions need to be adjusted to take account of systematic pay discrimination over time. (Anonymous)

To have reciprocal arrangements between pension plans is a good and fair idea. Increasingly, people are changing jobs and their pension contributions, as well as their employers', should be portable. It's really crucial. If you are a hospital worker in Ontario, you can do it. (Gary Spraakman, All-University Committee on Pensions)

Pension equity and retirement benefits are most important. (Anonymous)

When I opened my pension statement for January 1, 2001, I was struck sober -- as I am every year -- by the line which reads "Your monthly pension is 37.15% of your projected monthly earnings at retirement." Clearly, when I get to retirement age, sobriety won't be the half of it. I have taught at York since 1976, teaching many courses under the CUPE contract; but I didn't join the pension plan until 1989, a year after it was opened to CUPE members. There are many YUFA members in my situation, so I heartily endorse YUFA's attempts to improve our pension prospects. (Doug Freake, Arts)