LAGERS continuously strives to improve our processes for both our members and employers. Based on stakeholder feedback, two new administrative rules will update procedures affecting police cadet enrollment and disability processes.
Police Cadet Classification
LAGERS’ updated definition of “police officer” will now include cadets in training. New cadets hired on or after Feb. 28, 2026 may be immediately enrolled in LAGERS under the police department. This change does not impact cadets previously enrolled as general employees, only future cadets.
LAGERS’ prior definition of “police officer” did not allow coverage of non-POST certified employees, including police cadets in training, in the police department. These employees were required to be enrolled as a general employee until certification was achieved. Once POST-certified, the employee could then be enrolled in the police department. The old definition created administrative challenges for employers and split the member’s service into two separate benefits, each with different retirement ages. The rule change streamlines reporting for employers and simplifies retirement benefits for members by allowing consistent coverage throughout the training and certification process.
Updated Disability Process
Disability benefits exist to ensure our members are financially protected in the event of a permanent injury or illness. LAGERS strives to ensure that when a member needs to apply for this benefit, there is a fair, transparent process that alleviates stress on the member while also protecting the system and employers from fraud or abuse.
The new changes, which become effective Feb. 28, 2026, are focused on addressing common pain points by making the process more transparent for our employers, while also increasing the clarity and efficiency of the process for our members.
Key changes to the disability process include:
- LAGERS will gather more specific information and supporting documentation from the member at the beginning of the process. This information was previously gathered later in the process.
- The member will sign a release allowing LAGERS to share more information with the employer about the nature of the disability. Previously, LAGERS was unable to disclose certain information to the employer.
- The employer will have the opportunity to weigh in on the application earlier in the process including supporting or denying claims of disability and/or duty vs. non-duty disability. Employers have always had the opportunity to comment on a pending disability but will now have more information to aid in their review. The employer’s statement is one of many factors used in approving or denying an application.
- The member and employer will be notified of LAGERS’ decision, and both will have a 21-day window to appeal the decision. An employer must be able to provide evidence as to why they believe the member is or is not disabled or why the disability is duty vs. non-duty related.
- In addition to improvements for our employers, these changes will also streamline and improve the process for members. The new changes will also extend the deadline for application from one to two years and expedite the hearing officer appointment process in the event of an appeal.
Reporting Embezzlement or Fraud
Your employer has rights under state law to recover losses resulting from fraud or embezzlement by an employee. LAGERS may withhold a member’s retirement benefit if they are convicted of embezzlement or fraud against their employer. The withheld funds are remitted back to the employer.
If your employer is the victim of fraud or embezzlement that results in a conviction in a court of law, please notify LAGERS to ensure a proper withholding is set up on your employer’s behalf.
For more information, please contact [email protected].
