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Provide HOOPP with the last day the member was employed by your organization, the employment end date.
If the member is 55 or older and eligible to retire and is interested in exploring retirement options, give them a copy of Planning for Retirement Planning booklet, HOOPP's pre-retirement booklet. This booklet and additional information are available on hoopp.com.
Submit a Termination event in HOOPP Insight within 30 days of the employment end date. The only exception to this is if the termination is being challenged or grieved. If the member wants to retire and immediately start their pension, submit a Retirement event instead. For more information, please refer to the Member Events section of the Employer Learning Centre.
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Termination of Employment for Access to Benefits
We caution employers against engaging in re-employment arrangements with HOOPP members for the primary purpose of enabling employees to access their HOOPP benefit. This would be is inconsistent with the Plan terms and pension legislation. Employees may only access their options under HOOPP to transfer or start their pension following a legitimate (bona fide) termination of employment or retirement. For unionized employees, this will likely mean a break in seniority and potential loss of eligibility to other employment benefits, and treatment as a new employee upon subsequent re-hire. Termination of employment is usually documented through a Record of Employment and is subject to the requirements of the Employment Standards Act. If a member chooses to resign from your organization, you have an obligation to report the termination to HOOPP and to provide accurate data. However, it is generally not appropriate to report a termination or retirement event whereAll of the facts must support the determination that it is a valid termination or retirement, rather than an attempt to access HOOPP benefits while the member effectively remains continuously employed with the same organization.
No termination or retirement event should be reported to HOOPP in the following situations:
An employee transfers from one position to another within your organization or an affiliate; or
There is a pre-arranged offer, agreement or understanding to re-hire an employee following the reported event, particularly where the employee will be re-hired in the same or a similar position, regardless of whether it is a contract or permanent position.
HOOPP reserves the right to challenge a reported event to ensure compliance with the Plan. A member is only eligible to access their HOOPP benefits upon a legitimate termination or retirement.
Termination When a Member is Receiving Free Accrual
If a member’s employment is terminated while they are in receipt of free accrual, submit the necessary member termination information to HOOPP.
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After HOOPP is provided with a termination event notice for a member, HOOPP will send information to the member, including their termination options for their HOOPP benefit. A detailed booklet Leaving Your HOOPP Employer will be provided to the member as part of this information. This booklet is also and additional information are available on hoopp.com.
Termination Checklist
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