If I choose the New Program, what will happen to my current leave balances? 

You will not lose any of your current leave balances. Sick leave accrued prior to the PTO start date will remain available to you as follows:

• Program 3 Sick Leave: Available for use until it’s exhausted or upon employment termination. 

• Annual Leave: All annual leave will be converted to the new PTO leave bucket.

• Other Leave: No change. Existing balances from Program 1 and 2 sick leave, converted sick leave, comp time, and other leave types will continue to be administered according to the pre-SB 229 established practices and policies.

Under the New Program, what happens to my leave balances if I terminate or retire? 

• Sick Leave - Programs 1 & 2: There are no changes to Programs 1 & 2 sick leave policies. These balances will continue to be administered according to pre-SB 229 established guidelines.

• Sick Leave - Current (Program 3): Program 3 sick leave is “use or lose” and has no monetary value upon separation.

• PTO: PTO balances will be paid out at your rate of pay at the time you separate from state employment.

What is the waiting period for Short Term Disability?

• Employer paid Short-Term Disability benefits are subject to a 14-day waiting period. 

• Employee paid: (voluntary) Short-Term Disability benefits under the Legacy program provide the employee with an option to choose a 7-day or 14-day waiting period. 

How much will Short Term Disability pay out? 

• Employer paid Short-Term Disability provides a 60% salary replacement after a 14-day waiting period. 

• Employees may choose to use their accrued PTO or legacy sick leave to supplement the remaining 40% in order to receive 100% of pay. Example: 32 hours of leave (instead of 80) to receive full pay.

Will I have to pay extra for Short Term Disability and Accidental Death and Dismemberment (AD&D)? 

If you choose the New Program, Short-Term Disability and AD&D insurance coverage is fully employer-paid, resulting in no cost to employees. 

Will employer paid Short-Term Disability and AD&D benefits only be for the New Enhanced Program, or can Legacy Program participants still enroll if they pay the premiums?

The New Program provides Short-Term Disability and AD&D benefits at no cost to the employee. Under the Legacy Program, employees may still elect these benefits as a voluntary, employee-paid option.

What is the enhanced 401(k) match under the New Program?

For New Program (PTO) participants, the enhanced Tier 2 401(k) match includes a 50% match up to 2% of salary in addition to the existing $26 100% match (Tier 2 only).  A Tier 2 employee must contribute 4% to receive the full 2% employer match. 

Here are a few example scenarios to illustrate how it works:

• A Tier 2 employee contributes 4% of their salary. The state contributes a 2% match in addition to the $26 contribution.

• A Tier 2 employee contributes 3% of their salary. The state contributes a 1.5% match in addition to the $26 contribution.

• A Tier 2 employee contributes 2% of their salary. The state contributes a 1% match in addition to the $26 contribution.

**Court Commissioners and Time-Limited Law Clerk Attorneys are not eligible for the 401(k) Match Enhancement - they do not meet the definition of "Qualifying Employee" as they do not accrue leave (see lines 466-471 of SB229). 

What if the 50% match up to 2% is less than the original $26 contribution based on my salary? 

All employees in URS Tiers 1 and 2 will receive up to a $26 dollar for dollar match regardless of their election to remain in the Legacy program or new Enhanced Program.  

• The New Program Tier 2 401(k) match includes a 50% match up to 2% of salary in addition to the existing 100% match up to $26 per pay period (Tier 2 only) 

• Tier 1 employees in the PTO Program will continue to receive the existing 100% match up to $26 per pay period.

I’m a Tier 1 employee, why do I not receive the new match up to 2%?

Tier 1 employees will continue to receive the 100% match up to $26 per pay period. Tier 1 employees already receive an employer paid 1.5% 401(k) contribution that does not require a match, in addition to a more profitable pension plan. 

What if I make more money further into my career?

This is something to consider in your decision between the Legacy Program and the New Program. The New Program's percentage match ensures your retirement savings automatically grow as your salary increases. The Legacy Program's 401(k) match caps at $26 per pay period, and any adjustments to employee contributions must be made manually over time.

When will the enhanced 401(k) match officially take effect? 

The anticipated effective date of the New Program is January 1, 2027 (to be confirmed by the Utah Division of Finance). You must be a Tier 2 employee and enrolled in the new Enhanced Program to participate in the New Program's 401(k) percentage match.

May I contribute to another retirement account, or must I contribute to my 401(k)? 

An employee can contribute to any URS approved retirement account, such as 401(k), 457, Roth, etc. The employer portion of the match must be contributed to the 401(k). 

I already contribute to a 401(k) at a rate equal to or greater than 4% of my salary. In order to take advantage of the New Program match enhancement, will I be required to set up a new 401(k) contribution specific to this? 

No, if you already contribute at least 4%, then you will automatically start receiving the maximum 2% employer match if you choose the New Program.

Does the New Program impact other aspects of my retirement, such as service year requirements, or the required employee paid contribution to the pension under the URS Tier 2 Hybrid plan?

No - these aspects of the retirement plan are not impacted.