Employees must be assessed for TRS eligibility at the time of hire and reevaluated whenever their work agreement changes.
Key Scenarios
If an employee takes on additional duties or positions that increase their total hours to one-half time or more, update their TRS membership status accordingly.
Example: a bus driver working 10 hours/week adds a 10 hour/week maintenance role. With the combined total of 20 hours/week, they become TRS membership eligible as of the start of the second role.
Employees initially ineligible who being working one-half time or more should be reevaluated if the increase is expected to continue.
Example: an employee hired for 12 hours/week begins working 25 hours/week due to staffing needs. If this workload is expected to continue for 4 1/2 months or more, update their status to eligible. If the increase is temporary, report the end date to your RE coach.
TRS membership eligible employees working less than one-half time should be reassessed.
Example: an employee hired for 24 hours/week drops to 14 hours/week. If the reduced hours are a permanent change, and the employee has not earned a year of service, they may need to be changed to ineligible. If a return to one-time half or more is expected, share the date with your RE coach.