HF 2942 requires Minnesota's Commissioner of Employment and Economic Development to disclose employer information to the Secure Choice Retirement Program within 30 days of a request. This affects businesses with 5+ employees that don’t already offer retirement plans, as they may be designated as "covered employers" needing to enroll staff. The bill creates a certification process allowing entities to formally claim they’re not covered employers (e.g., due to size, existing plans, or government status), with a 30-day review period by the program’s executive director. It also clarifies key terms like "enrollment window" for phased program implementation under Minnesota Statutes.
SF 2523 modifies Minnesota's Teachers Retirement Association (TRA) rules to improve retirement benefits for educators. It allows teachers to retire without penalty at age 60 with 30 years of service, adjusts early retirement reductions, and removes delays for postretirement adjustments. The bill increases employer contributions to the TRA fund (from 13.3% to 17.3% for most members by 2026) and raises school district pension adjustment rates (from 1.05% to 2.05% by 2026). These changes directly affect public school teachers in the TRA system, school districts funding retirement, and the state budget through new appropriations.
HF 1779 authorizes an unreduced early retirement annuity for probation agency employees in Minnesota who separate from service after reaching age 60 or with at least 35 years of service, meaning they receive their full pension amount without reduction starting January 1, 2028. It also increases the employee contribution rate for these workers, requiring a higher percentage of their salary toward retirement benefits beginning January 1, 2026. The bill defines "probation agency employees" as county or state employees who provide community supervision services or oversee probation programs, including probation officers, supervisory staff, and program managers. These changes specifically affect probation staff in Minnesota's county and state agencies.
This bill, SF 1986, creates a new retirement benefit for Minnesota probation agency employees (including county/state probation officers, supervisors, and program managers) who separate after age 60 or with 35 years of service. It authorizes them to receive a full retirement annuity without any reduction for early retirement, effective January 1, 2028. The bill also specifies that these employees must contribute 6% of their salary to the retirement fund starting January 1, 2026 - matching the rate for other state employees - rather than increasing their contributions. The changes amend multiple sections of Minnesota’s retirement statutes to define eligibility and contribution requirements for this group.
This bill increases the maximum annual employer contribution limit for the higher education supplemental retirement plan from $2,700 to $4,300 per employee. It directly affects employees of Minnesota State Colleges and Universities covered by the supplemental retirement plan under chapter 354C. The key change amends Minnesota Statutes section 356.24 to allow matching employer contributions up to $4,300 yearly, replacing the previous $2,700 cap. The change applies to plans established in collective bargaining agreements or personnel policies for these employees.
HF 2943 adds enforcement mechanisms to Minnesota's Secure Choice Retirement Program. It imposes escalating financial penalties on employers who fail to enroll eligible employees or distribute required information (starting at $100 per employee on the second anniversary of noncompliance, rising to $500 annually after the fourth year). The bill also creates a misdemeanor charge for employers who willfully fail to remit employee contributions withheld from paychecks within 10 days of a demand. Employers must pay withheld contributions plus interest for delays, and employees or the attorney general can pursue civil or criminal action for violations. This directly affects Minnesota employers participating in the Secure Choice program.
HF 2022 amends Minnesota Statutes to increase the maximum annual employer contribution for the supplemental retirement plan covering employees of the Minnesota State Colleges and Universities (MnSCU) system. Specifically, it raises the cap from $2,700 to $4,300 per employee per year for employer matching of employee contributions under this plan. This change directly affects MnSCU employees participating in the supplemental retirement plan, as it allows their employers to contribute more toward their retirement savings. The provision applies only to plans established under collective bargaining agreements or personnel policies that require dollar-for-dollar matching of employee contributions. The bill does not create new retirement programs but adjusts the funding limit for an existing plan.
HF 3256 increases the earnings limit for police, firefighters, and paramedics receiving disability benefits under Minnesota's public employees retirement plan. The bill raises the threshold from 125% to 150% of the base monthly salary for comparable positions. This means eligible public safety workers can earn more while working part-time or in other jobs before their disability benefits are reduced. The change applies to members who began disability payments on or after July 1, 2023, and modifies how benefits are adjusted when reemployment earnings exceed the new limit. It directly affects current disability benefit recipients in these professions who return to work.
This bill (SF 356) increases the reemployment earnings limit for public safety officers (police, firefighters, paramedics) receiving disability benefits under Minnesota's public employee retirement plan. It amends Minnesota Statutes § 353.656, subdivision 4, raising the threshold at which disability benefits are reduced when recipients work part-time. Specifically, the limit is set at 150% of the base monthly salary for similar positions with their employer, meaning officers can earn more before benefits are adjusted. This change directly affects current disability benefit recipients who return to partial work, providing greater financial flexibility.
