An employee hired to work temporarily should be enrolled in IMRF unless the period of time the person will work will be less than the employer’s hourly standard (600 or 1,000 hours). If a temporary employee is hired to fill in for an indeterminate length of time, that employee should be enrolled in IMRF.
Employees hired on a probationary basis must be enrolled in IMRF as of the first day on the job if the position for which the person is hired will require more than the employer’s hourly standard (600 or 1,000 hours) in the next 12 months.
Probationary policies exempting employees from participation in IMRF for specified periods of time are not allowed by the Pension Code and are not recognized by IMRF.
The time an employee is on-call is counted as work hours required by the position only if the following two conditions are satisfied:
1. The schedule and conditions of the on-call time are dictated by the employer and include mandatory availability and response requirements
and
2. The employee is paid at least minimum wage for the on-call time
On-call time not meeting both of these conditions is not counted toward the hourly standard.
On-call duty for which an employee is not directly paid, such as on-call hours of salaried employees or elected officials, does not count toward the hourly standard.