|Compliance Reviews||General Information||Plan 3|
|Retiree Return To Work||School Districts and ESDs||Transmittals and Reporting|
Contribution rates are established by a process mandated in RCW 41.45, Actuarial Funding of the State Retirement Systems. In a few plans, rates are a specific percent of salary prescribed in statute. In the majority of plans, rates are the product of a funding formula.
Yes. You must notify DRS when retirement reporting personnel change so they can get a new password. Users aren't permitted to share passwords. Contact ESS to update personnel changes.
The main retirement contact will need to provide DRS with the new payroll or HR person's name, address, phone number and email address. Also list the eServices (Select from ePAY, EARN, MSV, WBET) and reporting group numbers the person needs to access.
Unlike many other states, the governance and administration of Washington's public pensions is shared among several entities. Learn more.
Yes. See Training for what's currently available.
Members of PERS, SERS, TRS, LEOFF, PSERS, WSPRS and JRS participate in a 401(a) mandatory retirement plan. This means an employee who works in a retirement-eligible position is required to contribute. In addition, DRS administers a 457 voluntary deferred compensation plan.
Use status code A. Report the actual number of hours used, not time and a half. Report compensatory time when it is used. But if it is cashed out, report the time as earned.
Report the day the position became eligible. In this case, it would be June 15, 2018. Report all compensation earned for the entire month. We recommend using the Position Eligibility Worksheet to document your decision.
No. Whether Workers' Compensation payments come from L&I or from a self-insured employer, the payments are not for services rendered and are not reportable.
You re-instate some or all of the employee's leave balance if the employee gives you a check issued by L&I or a similar federal workers' compensation program. Since the leave has been re-instated, you need to reverse any compensation, contributions and hours that were reported as the paid time off.
Use status code A. Report the actual number of hours used, not time and a half.
Verify why the data was rejected. Rejected data means that the information was not added or subtracted from the member's account. You'll need to report the rejected data again if it's supposed to be recorded in the member's account. But if the rejected information was reported in error, don't report it again.
Yes. If the reinstatement requires that the person be "made whole" or "all benefits restored," RCW 41.40.010(8) specifically designates these payments as reportable compensation. Prorate the payment over the period that the employee was suspended, terminated or otherwise absent from work. The payments are only reportable to the extent that they are equivalent to the salary the employee would have earned if they been working. [WAC 415-108-467] There may be other possible legal parameters not mentioned here. Contact DRS if you have questions.
As long as you are reporting data for an EARN period occurring between the begin and end dates you reported for the employee, the DRS system will accept the data.
This happens because you deleted the employee before sending the report. Be sure you don't check the "Remove This Employee From This Report" button after you've added the end date in the UPDATE MEMBER INFORMATION screen; if you remove the employee, you also remove the end date.
Email ESS the member's name, your report group number, the incorrect SSN, the correct SSN and the member's date of birth. It will take us approximately two weeks to verify the correct number through the Social Security Administration.
In the meantime, start using the correct SSN number on your next transmittal. When you transmit the new SSN, you'll also need to transmit the member profile record and the begin date. (The begin date should be the same as the begin date reported under the old SSN.) From this point forward, you'll need to report compensation, contributions and hours under the new number. DRS will transfer all account information to the correct SSN once verification is received from the Social Security Administration. We'll notify you if there are any problems with the new SSN.
Use Membership Status Verification to determine the past membership history of the employee. Then select from the different types of employment history in the New Hire Pyramid's Reporting an Employee.
You can't change an incorrect begin date through the transmittal process. To change the incorrect date, you must fax 360-753-1090 or email ESS the change to us. Include the member's name, Social Security number, report group number, the incorrect begin date and the correct begin date with your request. We'll change the begin date and contact you when the change is completed. You'll need to report any rejected data again.
No. To change the incorrect date,fax 360-753-1090 or email ESS to request that DRS delete the incorrect end date. Include the member's name, Social Security number and the report group number. Once we delete the end date, we'll contact you. You'll need to transmit the correct end date and any rejected data again.
Don't take member contributions until you receive the signed Member Information Form (MIF) with the member's selection of rate option and investment program. Until then, report everything except member contributions. The member has up to 90 calendar days to make these selections or they'll default to Rate Option A and WSIB.
It depends on whether you're reporting earnings that were never reported or making a correction to previously reported earnings (to include reporting rejected earnings again). Generally, once a member is enrolled in Plan 3, all information must be reported in Plan 3. If you're reporting earnings for the first time, member contributions will be based on the member’s chosen Plan 3 contribution rate, even if that compensation was earned while still a Plan 2 member. If you're making a correction to previously reported earnings. Member contributions must be based on the appropriate contribution rate in effect at the time the earnings were initially reported.
If you're using WBET to make the correction:
After the correction is processed, you will need to balance your account.
No. You must transmit the default information to DRS. Some employers have set up their payroll systems to automatically generate the default information.
You must transmit the plan choice using the PLAN CHOICE record. Your transmittal moves the member from Plan 2 to Plan 3. The MIF is imaged and kept by DRS to document the member's decision.
Report the member's demographic information, a begin date, compensation, hours, member contributions and employer contributions at the Plan 2 rate until you receive the Member Information Form (MIF). The member has up to 90 calendar days to provide the MIF, or default to PERS Plan 3, Rate Option A and WSIB.
Send an email to ESS requesting the cancellation of Plan 3 and the return of the employee to Plan 2. DRS will need the member's name, Social Security number, report group number and the date the member signed the Member Information Form requesting Plan 2. The account will need to be valued before the transfer can occur. Continue to report the employee in Plan 3, but deduct the Plan 2 rate if your payroll system will allow you do so. Don't report the employee in Plan 2 until we contact you.
You can't make an address change for retirees. They need to update their addresses in online account access.
If you transmit a retiree's address data in the MEMBER PROFILE record, it will reject.
The system won't recognize the employee as a retiree return to work unless DRS has the end date for the active service period. You will need to:
Only begin and end dates are required for retirees returning to work in ineligible positions.
Yes. All retirees must be reported, even those working in ineligible positions; however, reporting compensation and hours for ineligible positions is optional.
You must first transmit an end date for the ineligible period. Next, report the new employment period with a start date and choose the eligible type code.
Once you report a start date for a retiree in an eligible position, you must report the retiree each month until employment is terminated.
You must transmit one of these status codes:
For eligible positions, compensated hours are counted. All hours receive compensation for count toward the limit. This includes paid holidays or when compensatory time, sick leave or annual leave is taken in place of normal work hours. Sick leave or annual leave that is cashed out at the end of an employment period doesn't count toward the limit. Cashed out compensatory time counts toward the hour limit.
The payroll/personnel staff hiring the RRTW must send a secure FUZE email to the Public Employees Benefits Board (PEBB) Outreach and Training (O&T) staff. O&T staff will respond to your email typically within two business days. DRS doesn’t have the ability the release the A.01 screen.
Retirees must be reported on the applicable system's transmittal report based on the position the retiree is working in and not the system the employee retired from. For more information, refer to the New Hire Pyramid retiree section and Chapter 5 in the employer handbook. If you have questions, contact ESS.
For TRS, SERS and PERS Plans 1, report the actual last day of work as the end date. In this case, the end date would be June 20, 2017; however, most payroll systems won't allow you to send the summer payment information to DRS after you report an end date. Transmit the end date with your last contractual summer payment data. Typically, this is the transmittal sent to DRS in September.
Use status code A. If a PERS Plan 1 or TRS Plan 1 member cashes out a personal holiday, use the correct cash out code. If the cash out occurs in the AFC and the contract allows the member to have it factored into the benefit, it will generate an excess compensation billing. DRS will need a copy of the current contract.
No. A sick leave cash out for a school district or ESD employee isn't reportable and isn't included in the employee's retirement benefit calculation.