ATU Local 1505 Winnipeg

Basics of your Pension Plan


My name is Everett Rudolph.  In July of 2014, I was appointed as Amalgamated Transit Union Local 1505's Trustee on the Winnipeg Civic Employees' Benefit Program.  The Board of Trustee's is a Board whose main responsibility is to oversee the governance, and administration of the Plan itself.  To ensure that the Plan adheres to Provinicial and Federal laws and regulations.  Also, to ensure the Plan is sustainable into the future.  With the priority being, the Plan members and beneficiaries.  There are 14 Trustee's on the Board.  Divided equally between the Employer and Signatory Unions involved [with one Union Trustee representing the retirees]


This past year the WCEBP was listed as the 36th richest Pension Plan in Canada.  It was also rated in the top 15 (out of 100) for the fastest growing.  As listed below in the Mission of the Plan.  The Plan strives for excellence. And since I joined the Board this summer.  I've taken part in several training opportunities.  I've met with the majority of the Board and recognize the Board has a lot of knowledge on it.  I'm optimistic that Plan members will continue to be taken care of going into the future.  I will also do my best to keep members informed.

If you have any questions feel free to call me at 204-979-1911.  You can always call the WCEBP at 204-986-2516 and mention you are an ATU member.  Or send them an email at  For your personal calculations, definitely contact WCEBP.

The Winnipeg Civic Employees' Benefits Program has a Vision, to be considered by Plan members and industry peers as one of the best-managed pension plan organizations in Canada.

It's Mission is, To deliver the promised benefits [subject to the terms and the Pension Trust Agreement and the Plan text] to the Plan's members and beneficiaries.  In doing so, the Board:

  • Maintains an effective and transparent governance structure and process encouraging a culture of excellence
  • Preserves the level of benefits agreed to by all parties to the extent possible given financial and any other constaints and subject to the requirements of the Pension Trust Agreement and applicable law
  • Promotes financial management responsibility by weighing risks and returns for each decision
  • Provides high quality administration services with a focus on members, beneficiaries and employers
  • Complies with all laws, rules, reulations, Plan provisions and applicable policies and guidelines
  • Provides leadership and communication to Plan members and other stakeholders on nehalf of the Plan
  • Recognizes that the Plan is jointly governed between partipating employers and members and that this joint governance arrangement entails sharing responsibility for costs and unfunded liabilities and sharing the benefit of any actuarial surpluses

Quick facts:


Any new employee with the City of Winnipeg starting after 2011.  Does not have the option to retire before the age of 55.  Compared to an employee that was working and will be able retire before then, but will suffer a small penalty for doing so.  After 2011, employees and the city were asked to contribute a small portion more into the fund.


*These are the kinds of adjustments that are needed to be made from time to time to ensure the fund is sustainable for the future.  The cause of this was the Financial crisis of 2008* 



For most Pension funds 70-80% of funds are generated by Investments.  Not from the members contributions themselves.  Our Plan is no exception.



Only 10% of RRSP limits are actually used each year according to the Federal government.  When RRSP's were first introduced, the hope was people without pensions would instead buy RRSP's.  This never happened because the majority of people don't have anything left to put away.

Oct 5 14

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