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Financial Issues This forum is for discussing any of the financial issues involved in your divorce.

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  #81 (permalink)  
Old 09-28-2012, 10:08 AM
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Quote:
da " plan" as far as I'm concerned sounds like hording. You can bundle it up with lots of fancy wording but it's simply a way to avoid paying.
Not everyone makes their life decisions around dodging support payments.

If the company espouses this plan then there is, likely as not, some merit to it. Railing on that anything that reduces income in the slightest is heresy may lead to painting yourself into a corner.
  #82 (permalink)  
Old 09-28-2012, 01:16 PM
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Default Sabbatical year precendent

This sabbatical year is actually a common benefit for teachers. There is a precedent for this on CanLii: http://canlii.ca/t/1jc9g

They found that the father would pay CS based on 100% for the first four years and what happened for the fifth year would depend on what he did during his off year.
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Old 09-28-2012, 06:01 PM
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Thank you Learner, that was quite helpful!
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Old 09-28-2012, 07:54 PM
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Thank you Learner for sharing this! This is extreamly helpful.

Last edited by Nadia; 09-28-2012 at 08:00 PM.
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Old 02-09-2013, 11:49 AM
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Does anyone know if an employee can withdraw from a 4 over 5 year plan after they have registered?

The opposing party in my case is having great difficulty in paying court ordered child support and his proportional contribution towards special section seven expenses. There are also outstanding cost orders he should be paying on a month to month basis but is not. However, he is having no difficulty in paying $2000 towards his 4 over 5 year plan every month.

He informs me that employees can not withdraw from the plan once registered and that he has "no choice" about the $2000 that is deducted from his pay every month before child support is deducted at 50 %.

I find that hard to believe. What happens in a situation where an employee registers on the plan and then a year later finds that their financial situation has changed to the extent that they can no longer afford to live on a reduced income and actually need access to their full income in order to make ends meet? Surely, there would be a an opportunity for the employee to withdraw from the plan.

Last edited by Nadia; 02-09-2013 at 11:51 AM.
  #86 (permalink)  
Old 02-09-2013, 01:15 PM
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Does anyone know if an employee can withdraw from a 4 over 5 year plan after they have registered?
Contact the company or request disclosure. There are no universal rules for how companies are forced to remunerate their employees.
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Old 02-09-2013, 01:24 PM
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Request for disclosure has been made and served in line with rules. But opposing party has refused to respond to the request in writing and when pushed orally, gave me the answer above.

I have also contacted Human Resources at said company but they will not share details of the plan unless I am an employee.

Can I serve a copy of the Request for Disclosure on the "company" in the off chance they might respond?

Last edited by Nadia; 02-09-2013 at 01:27 PM.
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