Deferred Compensation Matching Program. All full time teachers (as defined by ARTICLE X, Section 5, above), upon receiving continuing contract status in the District will be eligible to participate in the deferred compensation matching program at the commencement of the 1991-1992 school year.
Deferred Compensation Matching Program. Eligible employees include (a) employees hired on or after July 1, 1999 and (b) employees hired prior to July 1, 1999 who elected this Deferred Compensation Matching Program and do not participate in the District Severance Pay Program (see Appendix B – Severance). All eligible employees in the CAPS unit as defined in this Section after having completed five years of service in the St. Louis Park Public School District will be eligible to participate in the deferred compensation matching program. The District will match the amount an employee contributes up to the amounts defined in Section 13.C. District contributions will be on a pro-rata basis.
Deferred Compensation Matching Program. Eligible employees include (a) employees hired on or after July 1, 1990 and (b) employees hired prior to July 1, 1990 who elected this Deferred Compensation Matching Program and do not participate in the District Severance Pay Program (see Appendix C – Severance). All eligible employees will be eligible to participate in the deferred compensation matching program. The District will match the amount an employee contributes up to the amounts defined in Section 13.C. District contributions for full-time employees. Employees working less than full-time will receive contributions on a pro-rata basis.
Deferred Compensation Matching Program. All Early and Family Education teachers who are regularly employed for 1,110 hours (30 hours a week/.75 FTE of a full-time K- 12 teacher) per fiscal year and are beginning their 4th year of teaching shall be eligible to participate in the District deferred compensation matching program according to the schedule below: For 2021-2022 and 2022-2023 Contract Years:
Deferred Compensation Matching Program. All eligible employees will be eligible to participate in the matching program starting with the 2004-2005 school year. The District will match the amount the employee is contributing up to the amounts defined below. District contributions will be on a prorated basis. Employees hired on or after July 1, 2004 will be eligible for this program and will not be eligible to participate in the District’s former severance program. Employees hired prior to July 1, 2004, who previously elected to switch to Deferred Compensation can participate in this Deferred Compensation program on a voluntary basis but will not be eligible for both Deferred Compensation and Severance (See Appendix C). Employees who previously elected to participate in this program cannot change back to the District’s severance plan. The District’s contribution will be on a prorated basis. Eligible employees must elect to participate in the deferred compensation program. Participation will continue at the same level until the Payroll Department is notified in writing of any change. The District will pay its matching share of FICA and TRA taxes as provided in Minnesota Deferred Compensation legislation until legislation changes. Effective July 1, 2022, the District will match eligible employee contribution up to 3.0% of annual scheduled salary and career increments.
Deferred Compensation Matching Program. Eligible employees include (a) employees hired on or after July 1, 1990 and (b) employees hired prior to July 1, 1990 who elected this Deferred Compensation Matching Program and do not participate in the District Severance Pay Program (see Appendix C – Severance). All eligible employees as defined in this Section after having completed five years of service in the St. Louis Park Public District will be eligible to participate in the deferred compensation matching program. The District will match the amount a full-time employee contributes up to the amounts defined in Section 13.C. District contributions for employees less than full-time will be on a pro-rata basis.
Deferred Compensation Matching Program. All full-time employees (as defined by ARTICLE IX, Section 2) beginning their fourth (4th) year of employment in District 112 will be eligible to participate in the deferred compensation matching program.
Deferred Compensation Matching Program. All EM SPARK employees working 20 or more hours per week, will be eligible to participate in the deferred compensation matching program. The District will match the amount an employee contributes up to the amounts defined in 16.1.C. The District-contribution will be on a pro-rata basis.
Deferred Compensation Matching Program. All eligible employees will be eligible to participate in the matching program starting with the 2004-2005 school year. The District will match the amount the employee is contributing up to the amounts defined below. District contributions will be on a prorated basis. Employees hired on or after July 1, 2004 will be eligible for this program and will not be eligible to participate in the District’s former severance program. Employees hired prior to July 1, 2004, who previously elected to switch to Deferred Compensation can participate in this Deferred Compensation program on a voluntary basis but will not be eligible for both Deferred Compensation and Severance (See Appendix C). Employees who previously elected to participate in this program cannot change back to the District’s severance plan. The District’s contribution will be on a prorated basis. Eligible employees must elect to participate in the deferred compensation program. Participation will continue at the same level until the Payroll Department is notified in writing of any change. The District will pay its matching share of FICA and TRA taxes as provided in Minnesota Deferred Compensation legislation until legislation changes. Effective July 1, 2022, the District will match eligible employee contribution up to 3.0% of annual scheduled salary and career increments. The District is only responsible for the required contributions amounts. In the event of a District error in making the contributions, the District will correct the amounts contributed but is not responsible for any estimated gains or losses in the funds values. It is also the responsibility of the employee to track contributions amounts at least annually and notify the District promptly if the employee feels the amount contributed is incorrect, so that it can be corrected.
Deferred Compensation Matching Program. Subd. 1 Eligibility: Employees regularly employed thirty (30) or more hours per week shall be eligible to participate in the District’s deferred compensation matching program. Eligible employees may participate in the program whether or not they are eligible for the District match in Subd. 2 below.
