As summer and seasonal hiring approaches, you may have questions about whether you should enroll seasonal or temporary employees in LAGERS.
Whether an employee is in a LAGERS-covered position depends on your employer’s annual hour requirement for coverage. This requirement is a one-time election that was made when your employer joined LAGERS and is set at one of the following:
- 1,500 hours
- 1,250 hours
- 1,000 hours
If an employee is expected to work at least your employer’s annual hour requirement, the position may qualify for LAGERS coverage, and you should enroll the employee.
For example, employers with a 1,500-hour requirement should be aware that an employee working approximately 29 hours per week may meet the threshold for coverage. Employers with a 1,250-hour requirement that have an employee working approximately 24 hours per week may meet the threshold for coverage. Those with a 1,000-hour requirement and have an employee working approximately 19 hours per week may meet the threshold for coverage.
If a seasonal or temporary position is intended to remain non-covered in LAGERS, you should carefully monitor the employee’s hours to ensure they do not exceed the annual hour requirement. LAGERS recommends tracking hours from the employee’s hire date through their anniversary date to accurately monitor eligibility.
Reviewing seasonal and temporary positions early can help you avoid reporting errors and ensure eligible employees are properly covered.
For more questions, please contact your employer services specialist.
