Board Rule for the College and University Retirement Plan (CURP)

7-1 General Provisions
7-2 Transfer of CURP Membership

7-1 General Provisions

(1) An outside employee [Outside employees] must work in a position[s] normally requiring at least 1000 hours of work per year in order to be eligible to participate in the CURP. An outside employee who is working in a position that requires such employee to:

• (A) teach either at least 12 credit hours per semester or at least 24 hours per academic year (or the equivalent number of hours considered for full time employment status by the institution), or
• (B) perform research and/or teach in a position normally requiring at least 1000 hours of work per academic year

shall be presumed to be in a position that is eligible to participate in the CURP. An “academic administrator holding faculty rank” means an employee who is qualified to teach or perform research but whose primary duty is to act as an administrator rather than teach. An academic administrator who works in a position normally requiring at least 1000 hours of work per year shall be eligible to participate in the CURP. A coach in an athletic department shall not be considered an outside employee eligible to participate in the CURP unless the coach’s primary duties involve teaching or research.

(2) College and universities shall determine if an outside employee is in a CURP eligible position at the time the outside employee is hired. If an outside employee is determined to be in a CURP eligible position, the college or university shall immediately notify the third party administrator of the CURP that the new outside employee is eligible to participate in the CURP under procedures established by the third party administrator. If a position that is CURP eligible is changed such that it is no longer CURP eligible, the college or university shall immediately notify the third party administrator and the outside employee.

(3) “Payroll” as described in section 104.1205 (5), RSMo, shall include all salary and wages payable to an outside employee for personal services performed for one of the institutions including compensation that is not currently includable in an employee’s gross pay because of the application of Internal Revenue Code Sections 125, 134(f), 401(k), 403(b), or 457; but excluding:

a. Any amounts paid after such employee's employment is terminated, unless the payment is made as a final installment of salary or wages at the same rate as in effect immediately prior to termination of employment,

b. Any amounts paid upon termination of employment for unused annual leave or unused sick leave,

c. Pay in excess of the limitations set forth in Section 401(a)(17) of the Internal Revenue Code of 1986 as amended and other applicable federal laws or regulations, and

d. Any nonrecurring single sum payments.

(4) An outside employee shall be eligible to elect to become a member of MOSERS pursuant to section 104.1215, RSMo, six years after such employee is initially employed in a position covered by the defined contribution plan.

(5) An outside employee who elects to become a member of MOSERS pursuant to section 104.1215, RSMo, shall be eligible to receive credited service for unused sick leave accrued while employed as an outside employee subject to the provisions of section 104.1021.2, RSMo.

7-2 Transfer of CURP Membership

The election to transfer membership from CURP to the MOSERS defined benefit plan shall become effective the first day of the month following receipt by the campus human resources office. If a campus utilizes a pay period that does not coincide with the first day of a month, the election shall become effective the first day of the pay period following receipt by the campus human resources office.