325% increase in number of employees participating in a 457(b)
MERS Employer: Muskegon County
Employers looking to strengthen employee engagement and retirement readiness can take inspiration from Muskegon County’s holistic approach.
By offering regular, accessible learning opportunities, Midland empowers its employees to take charge of their financial futures
MERS Employer: City of Midland
Employees expressed a desire for more opportunities to connect with colleagues and learn about benefits without work-related stress.
Successfully migrated four major retirement plans, streamlining administration and improving employee access
MERS Employer: Meridian Charter Township
As a municipality with police and fire departments, the Township required a robust and accessible retirement solution for its diverse workforce.
A phased transition from a defined benefit to a hybrid plan, and ultimately to a full defined contribution plan with employer match helped balance fiscal responsibility with retirement security
MERS Employer: Marquette Board of Light and Power
MBLP faced the challenge of sustaining traditional pension benefits while complying with Michigan Public Act 202. They needed a solution that preserved benefit security without compromising fiscal health.
Reduction of OPEB liabilities by nearly 50%
MERS Employer: Alger County
Alger County’s proactive strategy demonstrates how municipalities can reduce long-term liabilities while supporting employee well-being.
The transition to MERS yielded several positive outcomes; Cost Savings, Fiduciary Duty, Education and more.
MERS Employer: Van Buren / Cass District Health Department
The transition to MERS yielded several positive outcomes; Cost Savings, Fiduciary Duty, Education and more.
Effective communication and education strategies lead to higher retention and participation rates in retirement programs.
MERS Employer: City of Springfield
Effective communication and education strategies lead to higher retention and participation rates in retirement programs.
New plan design has made the retirement benefits more attractive, aiding in the recruitment and retention of 911 employees.
MERS Employer: Ottawa County Central Dispatch
New plan design has made the retirement benefits more attractive, aiding in the recruitment and retention of 911 employees.
Enhanced Employee Satisfaction created through educational sessions and resources, empowering employees with better understanding and management of their retirement plans.
MERS Employer: Gerald R. Ford International Airport Authority
The educational sessions and resources have empowered employees with better understanding and management of their retirement plans.
The Township has fully staffed Police and Fire Departments and ample candidates for vacancies.
MERS Employer: Charter Township of Northville
82% of Township employees rated their benefits package favorably in an annual survey, compared to the industry benchmark of 62%.
117 actively enrolled participants in the MERS Defined Contribution Plan who are taking advantage of the matching dollars.
MERS Employer: Montcalm Care Network
Montcalm Care Network was able to realize lower investment fees, meaning participants were able to keep more money in their accounts/
Being better able to illustrate the value of their benefits, giving the Commission another tool to use in its recruitment and retention efforts.
MERS Employer: Saginaw County Road Commission
Commission administrators received positive feedback from employees.
With a focus on financial wellness, employees felt more financially secure, contributing to their overall well-being.
MERS Employer: Allegan County
Employee engagement increased, helping them to better understand and maximize their retirement benefits.
Calhoun County saved $105,000 during the first year, post-transition.
MERS Employer: Calhoun County
Calhoun County was looking for a way to reduce its costs and OPEP liabilities while continuing to offer quality and affordable insurance benefits to post-65 retirees who were eligible for Medicare.
OPEB liability was reduced by more than $5 million—an almost 80% reduction.
MERS Employer: Pittsfield Charter Township
Over a seven-year period, the Township’s OPEB liability was reduced by more than $5 million—an almost 80% reduction. As a percentage of payroll, the accrued liability shrank from 10.5% to just 4%.
Provided a portable benefit that supports their goal of attracting and retaining talent, without the possibility of developing future OPEB liability.
MERS Employer: Gerald R. Ford International Airport Authority
Prior to July 1, 2016, the airport was a department of Kent County. As part of a cooperative agreement with the county, GFIAA retirees were provided with a monthly stipend that could be used to purchase health insurance through the county’s plan. Unfortunately, the closed...
The City’s OPEB liability dropped from $10.5 million to just $4 million, a savings of $6.5million.
MERS Employer: City of Eaton Rapids
In 2018, the City of Eaton Rapids’ liability for other post-employment benefits (OPEB) totaled more than $10.5 million. Because they had not prefunded the obligation, the City was determined to be in underfunded status under the Protecting Local Government Retirement Benefits Act (PA 202 of 2017), and was required to file a corrective action plan (CAP).
OPEB liability dropped from more than $8 Million to $1.5 Million
MERS Employer: Jackson District Library
The Jackson District Library is a small municipality that had a big problem with liability for other post-employment benefits (OPEB). Even after closing their retiree health care benefit to new hires in 2007, unfunded accrued liability for eligible active employees and existing retirees was growing. The Library decided to take steps to address their OPEB liability, and in 2008 began...