The California Public Employees’ Retirement System (“CalPERS”) has significantly increased the number of contracting agency audits to ensure that agencies’ practices are consistent with CalPERS’ interpretation of governing law. At the same time, CalPERS has increased its vigilance in reviewing compensation reported for recent retirees. Increasingly, CalPERS has contacted agencies regarding compliance with applicable CalPERS
Employers contracting with the California Public Employees’ Retirement System (“CalPERS”) are still grappling with rate increases initiated in 2013 which continue to build for the foreseeable future. Now, CalPERS has signaled a possible additional increase as it considers moving towards the adoption of a risk mitigation strategy. While the strategy will hopefully stabilize contribution rates
With labor negotiations beginning, many public agencies need to take a fresh look at how they are defining their overtime obligations in their labor agreements. Simple changes in language can clarify the intent of the parties, avoid costly interpretive disputes and lawsuits, and assist the agency in paying employees their correct wages.
When reviewing overtime
The California Public Employees’ Retirement System (“CalPERS”) substantially increased the number of public agency audits it conducted last year. As discussed in our previous post, the audit process can be long, complex, and time-consuming. An audit can also result in significant liability or administrative headache for an agency when its reporting practices and labor
If your agency is a contracting agency with the California Public Employees’ Retirement System (CalPERS), chances are you have heard about the important distinctions between an “employee” and an “independent contractor” under the Public Employees’ Retirement Law (PERL). Whether an individual is an “employee” or an “independent contractor” determines whether the individual must be enrolled