FROM: Amy McInerny, Chief Financial Officer
SUBJECT: SBCERA Resolution 2019-3 - Employer Pay Codes of Employee Compensation
RECOMMENDATION:
title
Approve SBCERA Resolution No. 2019-3 - Employer Pay Codes of Employee Compensation.
body
BACKGROUND:
The SBCERA Board of Retirement (Board) is required by Government Code Sections 31461, 31542, 7522.10, and 7522.34, as well as Board Benefits Policy No. 26, Compensation Earnable and Pensionable Compensation, to determine what items of member compensation are included or excluded in employee compensation upon which appropriate contribution rates should be applied and upon which retirement benefits are calculated. When an employer presents a new pay item/code, SBCERA staff initially determines whether such items will be considered “compensation earnable” or “pensionable compensation, which determination will be effective immediately, subject to ratification by the Board.
On March 7, 2019, the Board reviewed and adopted a pay code resolution. Since the adoption, staff reviewed four additional pay code requests from participating employers and made the following determination.
|
Employer |
Pay Item / Code |
Earnable Compensation (Tier I) |
Pensionable Compensation (Tier II) |
|
County of San Bernardino |
Differential Correctional Nurse Cert. |
Yes |
Yes |
|
|
Differential - 4N Stroke Unit |
Yes |
Yes |
|
|
Differential - Field Commander |
Yes |
Yes |
|
Big Bear Fire Authority |
Leave Accrual Cash Out |
Yes |
No |
Based on the initial determination, staff requests that the Board ratify staff’s determination of the inclusion or exclusion as compensation earnable or pensionable compensation of the above pay item/code.
The resolution (Exhibit A) including Exhibits A through L sets out by employer these existing items of compensation, identified by employer pay codes, which will be included in compensation earnable for Tier I members, and Exhibit M sets out pensionable compensation for Tier II members, effective September 5, 2019 for all employers. Exhibit B provides a redline version of those changes. A summary of changes to the pay codes is attached as Exhibit C.
The resolution is intended to comply with the requirements of the Internal Revenue Code of 1986, the 1937 Act, PEPRA, and the regulations issued thereunder as applicable.
BUDGET IMPACT:
None.
STRATEGIC PLANNING GOAL/OBJECTIVE:
Prudent Fiscal Management
STAFF CONTACT:
Amy McInerny
ATTACHMENTS:
Exhibit A: Pay Code Resolution 2019.3
Exhibit B: Pay Code Resolution 2019.3 Redline
Exhibit C: Summary of Changes to Pay Code Resolution 2019.3