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2. Determining PSRS/PEERS Eligibility Check DESE’s Educator Certificate Search tool to see if your employee holds a valid Missouri teaching certificate. – An “expired” certificate may actually be “inactive” which is still considered a valid certificate for PSRS purposes. – An “inactive” certificate includes any certificate that expired on or after August 28, 2003 other than Provisional, Temporary Authorization or VOC1. Check the Member Verification tool within OASIS to determine whether or not your employee is being reported by another employer in the current school year. – An individual may not meet eligibility requirements based on employment at your school, however if they meet eligibility elsewhere contributions are due on all earnings at all employers. 2

3. Contain demographic information (name, date of birth, gender, address) – accuracy is important. Required the first time an employee is reported to each plan (PSRS, PEERS and Non-Member). May be required multiple times in the same school year for the same employee. Required when an employee terminates employment and later returns to the same employer. Can be entered manually if not generated with payroll file. Enrollment Records 3

4. Annual Base Salaries 4 PSRS The amount you expect the employee to earn, including extra duties, based upon education and experience when employed full- time (same number of hours as required of full-time teachers at your district) for the full school year. PEERS The amount you expect the employee to earn, based on the manner in which he or she is employed for the full school year.

5. Annual Base Salaries Required for all PSRS/PEERS eligible employees and all PSRS retirees. Must be reported by September 30, otherwise the next payroll file uploaded will have an error on any payroll detail record missing an annual base salary. Should only be changed when reported incorrectly, or a change in the terms of employment cause a salary decrease (not when an employee is docked salary) Prior year annual base corrections must be completed by your ESA. 5

6. Retirement Salary What to include, in addition to base salary: Payments for extra duties (coaching, club sponsorships, detention, home bound teaching, tutoring, bus trips, cooking for banquets, etc.) Overtime payments Payments for overload and additional courses Employer-paid medical, dental and vision premiums (or employer-paid annuity in lieu of insurance) paid on behalf of the member District-sponsored “career ladder” payments Payments made from grants received from an outside source if the payments will be reported on a W-2 issued by your school 6

7. Retirement Salary What not to include: Fringe benefits (with the exception of employer-paid medical, dental and vision premiums on behalf of the member) – Examples Car allowances Family medical coverage Expense reimbursements Any other fringe benefits Payment of awards, bonuses and retirement incentives Payment of unused sick or vacation time Payment made by an entity that is not a PSRS/PEERS-covered employer Payment earned as a true independent contractor as defined by the IRS 7

8. Retirement Salary Should stipends be included in retirement salary? It depends on what the stipend is for… Examples – A travel allowance stipend or phone stipend should not be included – An extra duty stipend should be included 8

9. Credit Memos Employer credit memos can be applied to invoices in the same manner checks are when completing an employer deposit in OASIS. Credit memos are created when: – An adjustment is entered removing retirement salary from a member’s account. – An employer deposit was never submitted, or was done incorrectly preventing the payment from attaching to a valid/submitted employer deposit. 9

10. Stub Records 10 Stub record functionality was designed to: Ask you for information we need as soon as we know we need it Assume an individual is still employed by your school district until we have a termination date on file Beginning with your October payroll you will see stub records (with September payroll dates) for anyone that: Worked at your school district last year Have not been marked “terminated” in OASIS Has not been reported in the current school year Stub records will not generate for non-members, nor was the functionality designed to look for payroll dates in July or August.

11. Working After Retirement Retirees who are not properly terminated are not eligible to work as a retiree at your district. Proper Termination of Employment Means: No employment in any capacity for one month after PSRS/PEERS retirement date (not the termination date) AND… Cannot execute a contract for employment in any capacity until after receiving first benefit payment 11

12. Working After Retirement In most cases, retirees cannot work full-time. Employers must track working retirees’ hours and salary. Retirees who exceed limits on part-time/temporary- substitute work will lose benefits. PSRS/PEERS monitors the work of retirees to ensure compliance with state statutes by both retirees and employers. 12

13. Critical Shortage Retirees do not contribute, but employers do Limited to a total of two years Employer must meet the following statutory requirements to hire retirees under this provision: – Not have offered early retirement incentives for either of the previous two school years – Post the vacancy or vacancies for at least one month – Solicit applications through the local newspaper, other media, or teacher education programs – Make a good faith effort to fill positions with non-retired employees – Determine that there is an insufficient number of eligible applicants for the advertised position(s) – Declare a shortage of certificated or non-certificated employees 13

14. Independent Contractors Work done as an independent contractor does not count toward the working after retirement limits. However, an individual must meet the requirements for an independent contractor as defined by the IRS. In general, if the employer has the right to control the manner and means of accomplishing the work an individual is responsible for performing, then they are an employee, not an independent contractor. An individual who is incorporated or working a position referred to as “consulting” does not, by itself, ensure that an individual is considered an independent contractor. 14

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