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Can they choose to claim benefits under either system? A. No. The law mandates that state retirement benefits be under the last state program where the requirements were met. If a person works under an ERS plan for 9.5 years, they would not be eligible for ERS and are welcome to come back to UT for retiree coverage if they meet the UT rules.
A. Less than 13% of staff employees received market adjustment for fiscal year 2013 based on a market study conducted by the Staff Senate and the Office of Office of Human Resources. Increases received were for positions that were below the market value of 87% of Peer institutions. There is no correlation between market increases and UTB downsizing.
A. No, participation in TRS for employees in a benefits eligible position is mandatory by state law. Since you are still actively employed in a benefits eligible position, you may not stop your retirement contributions to TRS prior to terminating employment.
A. When the notification takes place employees will be provided with documentation to include information on grievance process.
A. No, signing the agreement will not affect your unemployment benefit. The maximum allowable benefit is 26 weeks or ½ year of weekly payments based on the employee’s salary. Not everybody receives the same amount.
A. A RIF’d employee can participate in COBRA for 18 months. For specific rates, click here or contact the Office of Human Resources for details.
A. Yes, a list of RIF’d employees will be sent to hiring departments for priority consideration if qualified for the open position.
A. Yes, we will share the list.
A. Yes, if the job is at TSC. If the job is with another employer you are not eligible for the severance payment.
A. This is an ongoing process that will be addressed as we move forward.
A. No, only full-time staff will be eligible.
A. Grant driven programs are self-funded, and will not be affected by the RIF process.
A. Yes, applicable taxes will be withdrawn from the severance payment.
A. If you are notified that you are part of the Reduction in Force (RIF), you will receive the allotted incentive payout if you work until August 31, 2013 unless you are hired by TSC before then.
A. You may convert to an individual life insurance policy. Please contact HR for details.
A. No, a break in service does not count towards the time utilized to figure the amount for severance pay.
A. Yes, both part-time and full-time years of service are counted.
A. Severance will be paid out in your last paycheck.
A. No, if the employee has been approved tuition assistance and received the funds already and completed the course successfully meeting the requirements. Even if the employee were to transfer to TSC they will not have to repay.
A. Yes, as long as the employee qualifies with the existing requirements of the policy. An employee can receive tuition assistance up to the Fall (Summer is covered).
A. Contract employees assigned to the PeopleSoft will end employment as of their contract date. Regular employees assigned to the PeopleSoft project who are chosen for a reduction in force will be notified on April 2, 2013.
If so, is it possible that their salary gets reduced (i.e., a demotion)?A. No
If so, will the employee have the option of declining the offer and still be eligible for the severance pay?A. N/A.
Regular employees whose position has been eliminated will end employment on August 31, 2013. They may be asked to stay on to finish the PeopleSoft project on a contract basis.
Questions or comments? Contact Liza Benson at Liza.Benson@utb.edu or at 956-882-7172 or click here to send us your question or comment.
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