We want our retirees to have peace of mind regarding their LAGERS benefit during this time of uncertainty. Here are three important things to remember:
This article is re-posted from our Administrator blog, the blog we do specifically for our administrative contacts who work on the employer reporting side of LAGERS. If you're interested in subscribing to this blog we'd love to deliver you this great content straight to your inbox once a month.
This post was originally posted in August of 2017, and has been updated to reflect this year's COLA numbers.
This year LAGERS retirees will receive a COLA (Cost of Living Adjustment) of around 2.87%. This increase will be reflected on October 1st and it means much more than just a slight increase to your monthly benefit. It shows the strength and overall financial security of your LAGERS pension system.
LAGERS retirees contribute to the economies of cities and counties all across our great state. Just take a look at this snapshot of the economic impact created by the retirees of Northwest Missouri. In 2017, over $15 million was paid to our retirees, who then in turn spent money in our communities with their LAGERS benefits.
This post was originally published in June 16, 2015. Annual 2019 rates, as well as your annual valuation are now posted on eclipse, and it's a good time to refresh your knowledge on contribution rates and how they work. Download your annual valuation from eclipse to learn more.
Each LAGERS employer has a monthly contribution rate for its employee group that may change annually. This contribution the employer makes ensures proper funding of its pension benefits. There are many driving factors that play into calculation of LAGERS' employers contribution rates, and we will discuss the top three in this blog.
Above: 2016 annual benefits paid to LAGERS' benefit recipients in Missouri.
This post was originally published in November, 2017. For more information on how pensions benefit everyone, go to showmesecurity.molagers.org
Employee benefits are often thought to be for the betterment of one and only one group - the employees. Rather than simply providing a salary, employers use benefits like health insurance, retirement plans, and paid vacation to build morale, keep good workers, and to attract new workers. For these reasons, it makes sense to think that compensation other than salary are good for the employees and only the employees. But there is more to it than that.
A publicly-held company must make decisions that will positively affect the bottom line so the shareholders may profit. Likewise, government leaders serve the taxpayers and make decisions to enhance the prosperity of their communities. Decisions about employee benefits, therefore, cannot only be valuable to the employee, but also must make sense for the shareholder or taxpayer. In other words, all stakeholders must get some return on the investment for employee benefits.
Reform has been the hot topic in the world of public employee retirement plans for years. Too often the conversation immediately turns to tossing out defined benefit pensions for government workers and replacing them with individual investment accounts like 401(k)s. Supporters of the 401(k) approach say these plans are a better fit for the modern worker; they are always fully funded; they give workers control over their own money; the public sector should follow the private sector's lead in eliminating pension plans. However, this thinking does not consider the uniqueness of public sector jobs, workers' lack of understanding of financial products, the impact on workers' retirement security, or the effect on the employer and taxpayers.