Six rules govern almost everything that can go wrong in an enrollment. Most of them exist to protect the employee, not to slow you down. Tap each rule to see what it means in practice.
Every MRIC district employee is technically eligible from day one — regardless of MPSERS plan type or tenure.
Assuming eligibility depends on plan type or years of service. It doesn't — it depends on employment status.
It governs things like loan and hardship availability, even though GLP doesn't administer those provisions directly.
Treating GLP's contract as the entire plan, rather than one piece the district's document governs.
New enrollments essentially never need special paperwork beyond the standard SRA.
Assuming extra compliance paperwork is needed for a standard enrollment. It isn't, unless money is arriving from an outside carrier.
| 2026 limit | Amount |
|---|---|
| Base elective deferral | $24,500 |
| Age 50+ catch-up | +$8,000 |
| Age 60–63 super catch-up | +$11,250 |
An employee can theoretically max out both a 403(b) and a 457(b) in the same year — doubling sheltered savings capacity.
Telling a client contributing to both that they need to watch a combined cap. They don't.
Rarely binds for this population today — but real for administrators and dual-income households.
Not recognizing when a higher-earning client's catch-up needs to be Roth-only.
A MI school employee can max out a 403(b) and a 457(b) in the same year — doubling their sheltered savings capacity. Most employees, and some advisors, don't know this.