The Rhode Island General Laws, specifically Title 36, Chapter 36-10, govern the retirement system for state employees. This chapter outlines the eligibility requirements, contribution rates, and benefit calculation formulas. For a member to be eligible for a service retirement pension, they must have attained a minimum age and completed a specified number of years of creditable service. The calculation of the pension benefit typically involves a formula that multiplies final average salary by a multiplier based on years of service. Rhode Island General Laws § 36-10-11 details the calculation of retirement allowances, stating that the pension is to be computed based on the member’s average compensation for the last three years of service immediately preceding retirement, multiplied by a percentage factor that increases with years of creditable service. For example, a member with 30 years of service might have a multiplier of 2.5% per year, leading to a pension of \(30 \times 2.5\% \times \text{Final Average Salary}\). The concept of “final average salary” is crucial and is defined within the statutes, usually representing the highest average compensation over a specified period. The statutes also address disability retirement and survivor benefits, each with distinct eligibility criteria and calculation methods. The Public Employee Retirement Administration Commission (PERA) oversees the administration of these benefits, ensuring compliance with state law. The specific details of benefit calculation, including cost-of-living adjustments and optional retirement plans, are also codified.

The scenario involves a municipal employee in Rhode Island who has accrued service credit in a defined benefit pension plan. Upon leaving municipal service before reaching normal retirement age, the employee is entitled to a refund of their accumulated contributions, plus any accumulated interest. Rhode Island General Laws Chapter 36-10, specifically concerning the Employees’ Retirement System of Rhode Island (ERSRI), outlines the procedures for such refunds. The amount of the refund is generally the employee’s total contributions without interest, unless the plan’s governing statutes or regulations specify otherwise regarding interest accrual on contributions for vested but not yet retired members. However, the question specifically asks about the refund of *contributions*, and Rhode Island law generally provides for the return of the employee’s own contributions. While vested members might be entitled to a deferred pension benefit, the immediate refund option typically involves only the contributions made by the employee. Interest on these contributions for a refund is not always guaranteed unless explicitly provided for in the specific pension plan’s terms or by statute for such withdrawal scenarios. In the absence of specific statutory provisions for interest on withdrawn contributions for a member who has not yet reached retirement age, the refund is typically limited to the principal contributions. Therefore, the refund amount would be the sum of all contributions made by the employee.

The Rhode Island Employees’ Retirement System (ERSRI) governs the administration and distribution of retirement benefits for state employees. A key aspect of this system is the treatment of “service credit,” which is the period of employment recognized for pension calculation purposes. When a member of ERSRI separates from service, their vested benefits are typically payable upon reaching a specific age, often the age of eligibility for retirement. In this scenario, Ms. Anya Sharma, a member of ERSRI, has accrued 25 years of service and is 52 years old. The statutory provisions for ERSRI stipulate that a member with 25 or more years of service can receive their pension benefit upon reaching age 50, provided they have vested in their pension. Vesting typically occurs after a certain number of years of credited service, which Ms. Sharma has clearly met. Therefore, Ms. Sharma is eligible to receive her pension benefits immediately upon separation from service at age 52, as she has met both the service credit requirement and the age requirement for an unreduced benefit. The calculation of the pension amount itself would involve factors like final average salary and the applicable multiplier based on service, but the question focuses solely on eligibility for commencement of benefits. The relevant Rhode Island General Laws, specifically those pertaining to the Employees’ Retirement System of Rhode Island, define these eligibility criteria.

The scenario involves a municipal employee in Rhode Island who is a member of the Employees’ Retirement System of Rhode Island (ERSRI). The employee has accumulated service credit from a prior period of employment with a different Rhode Island state agency. To utilize this prior service credit for retirement purposes, the employee must ensure that any contributions or payments related to that prior service are made in accordance with Rhode Island General Laws Chapter 45-21. Specifically, R.I. Gen. Laws § 45-21-16 outlines the provisions for the purchase of prior service. This statute requires that if a member leaves service and later rejoins, they may purchase prior service credit by paying the actuarial cost of that service, or by making payments equivalent to the contributions they would have made had they remained in service, plus interest. In this case, the employee must make a payment to ERSRI that reflects the full actuarial cost of the prior service credit, as determined by the system’s actuaries, or an equivalent amount calculated based on contributions and interest, to ensure the service is recognized for retirement benefit calculations. This process is crucial for maximizing retirement benefits by integrating all eligible service periods.

This question tests the understanding of Rhode Island’s specific regulations regarding the reporting of certain employee benefit plan changes to the Office of the Health Insurance Commissioner (OHIC). Rhode Island General Laws Chapter 27-20.1, specifically Section 27-20.1-10, mandates that insurers and administrators of health insurance plans must report significant modifications to plan benefits, coverage levels, or premium structures to the OHIC within a specified timeframe. The purpose of this reporting requirement is to ensure that the OHIC has current information to oversee the health insurance market, protect consumers, and maintain the solvency of insurance providers within the state. Failure to comply with these reporting mandates can result in penalties and sanctions as outlined in Rhode Island’s insurance laws. The scenario describes a situation where a substantial change in coverage, specifically the introduction of a new deductible tier, has been implemented by a health insurer operating in Rhode Island. The law requires such a material change to be reported promptly to the OHIC. The promptness is typically defined by regulatory guidance or specific statutory language that dictates a notification period, often measured in days. In this case, the change was communicated 45 days after its effective date. Given that the statutory or regulatory timeframe for reporting material benefit changes is generally within 30 days of implementation, a notification provided 45 days after the effective date would be considered late. Therefore, the insurer is likely in violation of the reporting requirements under Rhode Island General Laws Chapter 27-20.1.

The Rhode Island General Laws, specifically Title 36, Chapter 36-10, governs the retirement system for state employees. This chapter outlines the eligibility criteria for retirement benefits, including age and service requirements. For a member to be eligible for normal retirement, they must have attained at least 65 years of age and completed at least 10 years of credited service, or have completed at least 35 years of credited service regardless of age. Alternatively, if a member is at least 60 years of age and has completed at least 20 years of credited service, they are also eligible for normal retirement. The scenario presented involves a state employee who has accumulated 25 years of credited service and is 58 years old. This employee does not meet the age requirement for the 20-year service bracket (must be at least 60) nor the service requirement for the 35-year bracket. However, they do not meet the age requirement of 65 for the 10-year service bracket either. Therefore, based on the provisions of Rhode Island General Laws, Title 36, Chapter 36-10, this employee is not yet eligible for normal retirement benefits.

The Rhode Island Public Employee Retirement Act, specifically Rhode Island General Laws Chapter 36-10, governs the pension benefits for state employees. When a public employee in Rhode Island terminates employment before reaching retirement age but has accrued vested benefits, the determination of how those benefits are treated hinges on the specific provisions of the retirement system and the employee’s choices. Under Rhode Island law, a vested member who leaves service before the normal retirement age is generally entitled to a deferred retirement allowance. This allowance is calculated based on the member’s service credit and average salary at the time of separation, with the benefit commencing at the member’s earliest retirement eligibility date, typically age 65 for many state retirement plans unless specific early retirement provisions apply. The option to receive a lump-sum refund of contributions is usually available, but this often results in the forfeiture of the future pension benefit. Therefore, the most accurate description of the outcome for a vested employee leaving service before retirement age, who does not opt for a refund, is the entitlement to a deferred retirement allowance payable at a future date. This aligns with the principle of preserving accrued pension rights for future payment.

The Rhode Island General Laws (RIGL) § 36-10-1 et seq. govern the Employees’ Retirement System of Rhode Island (ERSRI). This system is a defined benefit pension plan. The question revolves around the concept of “final average salary” as it pertains to calculating retirement benefits. RIGL § 36-10-1 defines final average salary as the average of the highest salary earned during any period of 36 consecutive months of service immediately preceding retirement. This calculation is crucial for determining the pension benefit amount. For instance, if a member retires on June 30, 2024, and their highest consecutive 36-month earnings were from July 1, 2021, to June 30, 2024, that period would be used. The law specifies that “salary” includes regular base pay, longevity pay, and certain other forms of compensation, but excludes overtime, lump-sum vacation payouts, and other extraordinary payments not considered part of regular compensation. The calculation is a straightforward average of the total earnings within that 36-month window, divided by 36. This ensures a benefit calculation based on a representative period of the employee’s earning history, preventing manipulation through short-term, high-earning spikes. The core principle is to reflect sustained earning capacity.

The Rhode Island General Laws, specifically Title 36, Chapter 36-10, governs the retirement system for state employees. This chapter outlines the eligibility criteria, contribution requirements, and benefit calculation methodologies for members of the Employees’ Retirement System of Rhode Island (ERSRI). A key aspect of these laws is the definition of “creditable service,” which forms the basis for pension calculations. Creditable service generally includes periods of active employment for which contributions have been made to the system, as well as certain periods of authorized leave or prior service that can be purchased or recognized under specific statutory provisions. For a member to be eligible for a retirement allowance, they must meet both age and service requirements as stipulated in the law. The calculation of the retirement allowance typically involves multiplying the member’s average final compensation by their years of creditable service and a pension factor, which varies based on the member’s entry date into the system and the specific retirement plan provisions. Rhode Island law, like many state pension systems, often includes provisions for disability retirement and survivor benefits, each with its own set of eligibility and calculation rules. The question focuses on the foundational element of service credit, which is a prerequisite for any retirement benefit. Understanding what constitutes creditable service under Rhode Island law is paramount to accurately determining an individual’s eligibility and the eventual pension amount. This includes recognizing that not all periods of employment or absence from employment automatically count as creditable service; specific statutory conditions must be met.

The scenario involves a potential violation of Rhode Island’s public employee pension laws, specifically concerning the definition of “service creditable” for retirement purposes. Rhode Island General Laws § 36-10-1 defines creditable service, which is crucial for calculating pension benefits. The core issue here is whether the period of employment with the Rhode Island Coastal Zone Management Agency, a state entity, qualifies as creditable service for a member of the Employees’ Retirement System of Rhode Island (ERSRI). Generally, service with state agencies is considered creditable unless specific exclusions apply. The law often distinguishes between service with the state and service with quasi-governmental entities or independent contractors. Without explicit statutory exclusion for service with the Rhode Island Coastal Zone Management Agency, and given it is a state agency, this period should be included in the calculation of creditable service. The question hinges on the interpretation of “service with the state” as per Rhode Island pension statutes. The other options represent potential misinterpretations or exclusions that are not supported by general principles of Rhode Island pension law for state employees. For instance, service as an independent contractor is typically not creditable. Similarly, service in a federal capacity, even if related to Rhode Island, would fall under federal retirement systems. Service with a municipality, while often creditable under certain reciprocal agreements or specific statutory provisions, does not automatically equate to state service for ERSRI purposes without such provisions being met. Therefore, the most direct and accurate interpretation is that service with a state agency is creditable.

The Rhode Island General Laws (RIGL) Title 36, Chapter 10, specifically addresses the State Retirement System. RIGL 36-10-14 outlines the conditions under which a member can receive a retirement allowance. For a member to be eligible for an ordinary disability retirement allowance, they must have at least five years of credited service and be unable to perform their usual duties or any other gainful occupation as a result of a mental or physical disability. The determination of disability requires certification by the retirement board, often based on medical evidence. The question scenario describes a member of the Employees’ Retirement System of Rhode Island (ERSRI) who has accumulated 12 years of service and is experiencing a debilitating, work-related injury that prevents them from continuing their employment. This injury is documented and has been deemed permanent by their treating physician, rendering them incapable of performing their current role. The key elements are the years of service (exceeding the minimum five years) and the inability to perform their usual duties due to a documented disability. Therefore, the member is eligible for an ordinary disability retirement allowance under the provisions of RIGL 36-10-14. The calculation of the actual allowance amount would involve specific formulas based on average salary and years of service, but the eligibility itself hinges on meeting the service and disability criteria. The scenario provided clearly meets these criteria.

The Rhode Island General Laws, specifically Title 36, Chapter 36-10, governs the retirement system for state employees. This chapter outlines various provisions related to pension calculations, eligibility, and administration. When considering a phased retirement option, the law often incorporates provisions for calculating benefits based on a combination of service credit and average final compensation. For a member retiring under a phased retirement plan, the calculation typically involves determining the accrued benefit as if retiring at the normal retirement age, but with adjustments for any early retirement factors if applicable to the specific phased program. The core principle is to ensure that the pension benefit reflects the member’s service and compensation up to the point of retirement, while adhering to the statutory framework. Rhode Island General Laws § 36-10-14 details the calculation of retirement allowances, stating that a member shall receive a retirement allowance equal to the retirement salary to which the member is entitled. The “retirement salary” is defined by statute, often as a percentage of average monthly salary for each year of service. Phased retirement programs, while not always explicitly detailed in the primary pension statutes, are generally administered in accordance with these underlying benefit calculation principles, ensuring actuarial soundness and adherence to defined benefit structures. The key is the application of the statutory formula to the member’s final average salary and creditable service, adjusted for any specific phased retirement plan provisions that might alter the commencement date or benefit accrual rate.

The scenario describes a situation involving the Rhode Island Employees’ Retirement System (ERSRI) and the potential for a defined contribution plan to be offered to new employees. Rhode Island General Laws Title 36, Chapter 10, specifically addresses the state employees’ retirement system. While the law establishes the ERSRI as a defined benefit plan, it also provides mechanisms for the retirement board to consider and implement alternative or supplementary retirement programs. The question hinges on the authority of the Employees’ Retirement System of Rhode Island Board to establish a defined contribution retirement plan for employees hired after a certain date, as a supplement or alternative to the existing defined benefit structure. Rhode Island General Laws § 36-10-2.1 grants the retirement board the authority to adopt rules and regulations necessary for the administration of the retirement system. This includes the power to establish different retirement plans or options, provided they are actuarially sound and consistent with the overall objectives of providing retirement security for state employees. The board’s fiduciary duty requires careful consideration of the financial implications and long-term sustainability of any such plan. Therefore, the board has the inherent authority to explore and implement a defined contribution plan, subject to proper actuarial review and adoption of appropriate regulations.

The scenario involves a municipal employee in Rhode Island participating in a defined benefit pension plan. The core concept being tested is the determination of a pension benefit upon early retirement, considering factors beyond the standard retirement age. Rhode Island General Laws (RIGL) Title 36, Chapter 10, specifically addresses the retirement system for state and municipal employees. When a member retires before the normal retirement age, but after completing at least 10 years of creditable service, they are eligible for an early retirement allowance. This allowance is calculated based on the member’s final average salary, their years of creditable service, and a specific pension factor. However, a crucial aspect of early retirement is the reduction applied to the benefit to account for the longer period over which payments will be made. This reduction is typically a percentage applied for each month the member retires before the normal retirement age of 65. For example, if the normal retirement age is 65 and the member retires at 60, there would be a reduction for 5 years, or 60 months. The specific reduction factor is detailed within the pension plan’s governing statutes or regulations. In Rhode Island, for a member of the Employees’ Retirement System of Rhode Island (CRIS) retiring under ordinary disability or service retirement with at least 10 years of service, if the retirement date is prior to age 65, the retirement allowance is reduced by 0.5% for each month prior to age 65. Therefore, if a member retires at age 60 with 30 years of service and a final average salary of $70,000, and the pension factor is 2.5%, the unreduced benefit would be calculated as \( \$70,000 \times 30 \times 0.025 = \$52,500 \). The reduction for retiring at age 60 (60 months prior to age 65) would be \( 60 \text{ months} \times 0.5\%/\text{month} = 30\% \). The reduced annual benefit would then be \( \$52,500 \times (1 – 0.30) = \$52,500 \times 0.70 = \$36,750 \). This reduction ensures that the total payout over a potentially longer retirement period remains actuarially sound. Understanding these reduction factors is critical for accurately calculating early retirement benefits under Rhode Island law.

The Rhode Island General Laws § 36-10-15 addresses the crediting of service for members of the Employees’ Retirement System of Rhode Island (ERSRI) who have prior service in another state’s public retirement system. Specifically, it outlines the conditions under which such service can be recognized. For a member to receive credit for prior out-of-state public employment, they must have at least five years of creditable service in Rhode Island. Furthermore, the member must make a contribution to the Rhode Island Employees’ Retirement System equivalent to what their contributions would have been had they been a member of the Rhode Island system during the period of prior service, plus interest at the actuarial assumed rate. This provision ensures that the system is actuarially sound by having members contribute the full cost of their prior service, including the time value of money through interest. The law aims to provide portability of public service benefits while maintaining the financial integrity of the Rhode Island pension system. It does not allow for reciprocal agreements with all other states but requires a direct contribution for service credit. The specific interest rate is determined by the system’s actuary, reflecting the assumed rate of return on investments.

The Rhode Island Employees’ Retirement System (ERSRI) governs the pension benefits for state employees. A key aspect of this system is the calculation of creditable service for retirement purposes. Creditable service is generally defined as full years of service, with specific rules for part-time employment and certain types of leave. For a member who worked part-time for a period, the ERSRI system prorates the service based on the proportion of full-time hours worked. If a member worked 20 hours per week in a position that is normally 40 hours per week, they would accrue 0.5 years of creditable service for each full year of employment in that capacity. The question asks about the impact of purchasing service credit for a period of unpaid leave. Under ERSRI regulations, members can often purchase service credit for certain types of unpaid leave, such as approved educational leave or family leave, provided they meet specific criteria and pay the required contributions. This purchase effectively adds to their total creditable service, thus potentially advancing their eligibility for retirement or increasing their retirement benefit amount. The crucial element is that the purchased service credit is treated as full years of service for the purpose of calculating retirement eligibility and benefit amounts, irrespective of any part-time status or specific nature of the leave during the original period of absence. Therefore, purchasing service credit for a period of unpaid leave, assuming all conditions are met, directly increases the total creditable service.

The scenario describes a situation where a municipal employee in Rhode Island, employed by a city that participates in the Employees’ Retirement System of Rhode Island (ERSRI), is seeking to understand the implications of their service credit accrual for retirement. Specifically, the question probes the statutory framework governing how different types of service, particularly out-of-state public employment, are recognized and potentially purchased or credited within the Rhode Island system. Rhode Island General Laws (RIGL) Title 36, Chapter 10, governs the Employees’ Retirement System. RIGL § 36-10-18 addresses the crediting of prior service, including provisions for purchasing out-of-state public employment service. This statute outlines the conditions and requirements for such purchases, often involving a cost based on actuarial calculations or a percentage of the member’s current salary, and typically requires a minimum period of Rhode Island service to be established first. The core principle is that while prior service is valuable, its recognition within the ERSRI framework is subject to specific legislative provisions that ensure the financial integrity of the system. Therefore, the ability to credit out-of-state service is not automatic but contingent upon meeting the criteria set forth in the relevant statutes, including the payment of any required contributions. The question tests the understanding of these statutory limitations and procedures for service credit acquisition.

The Rhode Island General Laws (RIGL) §36-10-10 governs the crediting of service for members of the Employees’ Retirement System of Rhode Island (ERSRI). Specifically, it addresses situations where a member may have periods of employment that were not initially recognized for pension credit. RIGL §36-10-10(a) allows for the purchase of prior service credit under certain conditions, including periods of employment with the state or a participating municipality. For service rendered prior to July 1, 1975, the law permits the purchase of such credit by paying the member’s contributions plus 4% interest compounded annually. For service rendered on or after July 1, 1975, the purchase cost is the full actuarial cost of the service credit. The question asks about the cost to purchase prior service credit for a period of employment with the State of Rhode Island from 1970 to 1974. Since this period falls before July 1, 1975, the applicable cost is the member’s contributions plus 4% interest compounded annually. This is a standard provision for purchasing pre-1975 service credit within ERSRI. The calculation of the exact dollar amount is not required, but understanding the basis of the cost is crucial. The law distinguishes between pre- and post-July 1, 1975, service for purchase cost calculations, with the former being less expensive. This distinction is a key element of the RIGL provisions for service credit purchases.

The Rhode Island General Laws, specifically Title 36, Chapter 36-10, governs the retirement system for state employees and teachers. This chapter outlines various provisions related to service credit, contributions, and retirement benefits. When considering the purchase of additional service credit, Rhode Island law, as detailed in R.I. Gen. Laws § 36-10-10, allows members to purchase credit for prior service, including certain periods of military service or leaves of absence. The cost of purchasing such credit is typically determined by actuarial calculations that consider the member’s age, salary, and the state’s funding status for the pension system. This calculation ensures that the purchase of service credit is cost-neutral to the system over the long term. Specifically, the law mandates that the member must contribute an amount equal to the actuarial cost of the service credit, which is the present value of the additional pension benefit that will be paid. This actuarial cost is determined by the Employees’ Retirement System of Rhode Island (ERSRI) based on established actuarial assumptions and methodologies. The explanation of the calculation is not a simple arithmetic formula but rather an actuarial valuation. The core principle is that the member’s contribution must cover the liability created by the additional service credit. Therefore, the member is required to pay the actuarial cost of the service credit.

The scenario presented involves a potential violation of the Rhode Island General Laws, specifically concerning the reporting and disclosure requirements for public employee retirement systems. Rhode Island General Laws § 36-10-7 mandates that the retirement board must provide an annual report to the general assembly and the governor, which includes detailed information about the system’s financial condition, investment performance, and actuarial valuations. Furthermore, Rhode Island General Laws § 36-10-7.1 requires that a summary of the annual report, including specific financial and actuarial data, be made available to all participating members. The key element here is the timeliness and accessibility of this information. The statute generally requires these reports to be published within a reasonable period following the close of the fiscal year, often within 90 to 180 days, depending on specific provisions and the complexity of the data. The absence of the report for over a year, and the subsequent difficulty in obtaining it, suggests a failure to comply with these statutory obligations. While the question does not require a calculation, understanding the statutory framework for transparency and reporting is crucial. The Retirement Board’s obligation is to proactively disseminate this information, not to wait for individual requests that may be difficult to fulfill. Therefore, the failure to publish the annual report and make its summary accessible within the legally prescribed or reasonably expected timeframe constitutes a breach of the statutory duty of disclosure.

The scenario involves a defined benefit pension plan administered by the State of Rhode Island. The core issue is the proper treatment of a participant’s service credit for the purpose of calculating their retirement benefit. Rhode Island General Laws (RIGL) Chapter 36-10, specifically concerning the Employees’ Retirement System of Rhode Island (ERSRI), governs these matters. RIGL § 36-10-15 addresses the crediting of service, including provisions for purchasing or transferring service. When a member of a public retirement system in another state, who is also a member of ERSRI, seeks to transfer service credit, specific rules apply. These rules typically involve a reciprocal agreement between the states or a direct purchase of service. The question hinges on whether the participant’s prior service in Massachusetts, which was credited under the Massachusetts Teachers’ Retirement System, can be directly recognized by ERSRI without any further action or payment. Rhode Island law generally requires either a formal inter-state retirement reciprocity agreement to be in place for direct transfer of service credit, or for the member to purchase the service credit by paying the actuarial cost associated with that service. Without such an agreement or a purchase, ERSRI cannot simply grant service credit for service rendered and credited under a different state’s system. Therefore, the participant would need to either establish that a reciprocity agreement exists and is applicable, or make a payment to ERSRI to acquire the service credit. The absence of a direct, automatic transfer mechanism under Rhode Island law for service from a non-reciprocal state system means that the service is not automatically credited.

The scenario describes a situation where a Rhode Island municipal employee, Mr. Alistair Finch, who is a member of the Employees’ Retirement System of Rhode Island (ERSRI), seeks to purchase service credit for a period of prior employment with a private sector entity in Massachusetts. The relevant Rhode Island law governing the purchase of service credit for out-of-state public employment is Rhode Island General Laws § 36-10-14. This statute allows members to purchase credit for prior service with any other governmental unit if reciprocity agreements are in place or if the member’s current system allows it under specific conditions. However, purchasing service credit for private sector employment, even if it occurred in another state, is generally not permitted under ERSRI rules unless it falls under specific exceptions, such as certain federal employment or periods covered by specific reciprocal agreements that explicitly include private sector service, which is uncommon for standard public employee retirement systems. The question hinges on whether Mr. Finch’s Massachusetts private sector employment qualifies for purchase under ERSRI regulations. Rhode Island General Laws § 36-10-14.1 specifically addresses the purchase of service credit for service rendered to the United States Government or any agency thereof, and § 36-10-14.2 addresses service in the armed forces. There is no general provision within Rhode Island pension law that permits the purchase of service credit for private employment in another state. Therefore, Mr. Finch cannot purchase this service credit.

The scenario involves a defined benefit pension plan governed by Rhode Island law. The question tests the understanding of how certain statutory provisions, specifically those related to plan amendments and their impact on accrued benefits, are applied. Rhode Island General Laws Chapter 36-10, concerning retirement system and pensions, and related administrative regulations would be the primary sources for this analysis. The core concept is that amendments to a pension plan cannot reduce or eliminate benefits that have already accrued for participants. For a defined benefit plan, an accrued benefit is generally the benefit payable to a participant based on their service and compensation up to the date of the amendment. If a plan amendment retroactively reduces the benefit accrual rate for service rendered prior to the amendment’s effective date, or if it eliminates a benefit option that participants had earned based on their service to date, it would likely be considered an impermissible reduction of accrued benefits. The analysis would focus on whether the amendment alters the calculation of benefits for service already performed, thereby diminishing the vested or non-forfeitable portion of the benefit. Rhode Island law, like federal ERISA, generally protects accrued benefits from adverse modification. Therefore, an amendment that reduces the multiplier for service earned prior to the amendment’s effective date would violate the principle of protecting accrued benefits. The specific calculation of the difference in benefit amounts would depend on the details of the original plan and the amendment, but the principle remains that accrued benefits are protected.

The Rhode Island Public Employee Retirement System (RI PERS) is governed by various statutes and regulations, including those concerning the administration and distribution of retirement benefits. When a vested member of RI PERS dies before commencing their retirement benefit, the benefit is payable to their designated beneficiary. Rhode Island General Laws § 36-10-17 addresses the disposition of retirement benefits upon the death of a member. This statute outlines the rights of beneficiaries to receive benefits. Specifically, if a member dies after becoming eligible for retirement but before actually retiring and receiving payments, their beneficiary is entitled to the benefit that the member would have received had they retired on the date of their death, typically as a single life annuity unless a joint and survivor option was elected and is applicable. The question tests the understanding of who is entitled to the death benefit and under what conditions, focusing on the statutory framework governing RI PERS. The core principle is that the beneficiary steps into the shoes of the deceased member regarding the benefit entitlement as if the member had retired at the time of death.

Rhode Island General Laws Chapter 45-12, specifically Section 45-12-1, governs the issuance of bonds by municipalities in Rhode Island, including provisions for pension funding. When a municipality issues bonds to fund pension obligations, it is essentially borrowing money to meet its future liabilities. The process requires adherence to specific legal frameworks to ensure fiscal responsibility and compliance with public finance statutes. The question hinges on understanding the statutory authority and procedural requirements for such bond issuance under Rhode Island law, particularly concerning the pledge of municipal credit. Municipalities have the general power to borrow money and issue bonds for public purposes, which can include funding unfunded pension liabilities. The pledge of the municipality’s full faith and credit signifies its commitment to repay the debt, making the bonds attractive to investors. The legal basis for this pledge is derived from the municipality’s inherent sovereign powers, as delegated by the state, and further defined by statutes like Chapter 45-12. This commitment is not contingent on the specific assets or revenues generated by the purpose of the bond issuance itself, but rather on the municipality’s overall taxing power and creditworthiness. Therefore, the bonds are secured by the general credit of the municipality.

This question assesses understanding of the Rhode Island General Laws (RIGL) Chapter 36-10, specifically regarding the definition and treatment of “service credit” for retired public employees. RIGL 36-10-3(14) defines service credit as the period of employment for which contributions are made to the Employees’ Retirement System of Rhode Island (ERSRI). When a member separates from service and later returns, the law governs how prior service is handled. If a member withdraws their contributions upon separation, they generally forfeit their prior service credit unless they repay the withdrawn contributions with interest. RIGL 36-10-14 addresses the repayment of withdrawn contributions. The interest rate for such repayment is typically specified by the system’s governing statutes or regulations, which for ERSRI has historically been a statutory rate, often tied to actuarial assumptions or a fixed percentage. For the purpose of this question, we will assume the statutory interest rate for repayment of withdrawn contributions is 5% per annum, compounded annually. If a member separated after 10 years of service, withdrew contributions totaling $50,000, and returned 5 years later, to re-establish that 10 years of service credit, they would need to repay the $50,000 plus accumulated interest. The interest calculation for 5 years at 5% compounded annually is: Year 1: $50,000 * 0.05 = $2,500; Year 2: ($50,000 + $2,500) * 0.05 = $2,625; Year 3: ($52,500 + $2,625) * 0.05 = $2,756.25; Year 4: ($55,125 + $2,756.25) * 0.05 = $2,894.06; Year 5: ($57,881.25 + $2,894.06) * 0.05 = $3,038.77. The total repayment would be $50,000 + $2,500 + $2,625 + $2,756.25 + $2,894.06 + $3,038.77 = $63,814.08. The question asks for the amount of service credit re-established, which is the full 10 years of prior service, contingent upon this repayment. The repayment amount itself is a prerequisite to re-establishing the credit, not the credit itself. Therefore, the re-established service credit is 10 years.

The Rhode Island General Laws § 36-10-26 governs the calculation of retirement benefits for members of the Employees’ Retirement System of Rhode Island (ERSRI). Specifically, it outlines the formula for calculating the retirement allowance for members who retire under ordinary disability. The formula is based on the member’s average salary for the five consecutive years of highest pay preceding retirement, multiplied by the member’s years of service, and then multiplied by a factor that depends on the member’s age at retirement. For ordinary disability retirement, the law specifies that if the member has less than 10 years of service, the allowance is calculated as if the member had completed 10 years of service. If the member has 10 or more years of service, the allowance is calculated based on the actual years of service. The statute further stipulates that the retirement allowance shall not exceed 75% of the member’s average salary. This provision ensures a cap on the benefit, preventing it from becoming disproportionately high relative to the member’s pre-disability earnings. The calculation of average salary itself involves a specific methodology to ensure fairness and accuracy in determining the base for the retirement benefit. The intent behind these provisions is to provide a reasonable level of income replacement for employees who are no longer able to perform their duties due to a non-service-related disability, while maintaining the fiscal integrity of the pension system. The age factor used in the calculation is designed to align the disability benefit with the general retirement benefit structure, considering the expected duration of the benefit.

The scenario involves the Rhode Island Employees’ Retirement System (ERSRI) and the application of the Public Employee Retirement Law, specifically concerning the calculation of service credit for a member who was previously employed by a non-contributing political subdivision. Rhode Island General Laws § 36-10-10.1 outlines the provisions for crediting service rendered to political subdivisions of the state that do not participate in the Employees’ Retirement System. Under this statute, a member may purchase service credit for prior service with such a political subdivision if they meet certain criteria, including the payment of the accumulated contributions they would have made, plus interest, and the employer’s contributions, plus interest. The interest rate is typically the actuarial assumed rate of return for the system. In this case, the member served for 5 years with a non-contributing municipality. To determine the cost, one would need to calculate the member’s contributions and the employer’s contributions for that period, along with the applicable interest. However, the question is conceptual and focuses on the *process* of acquiring this credit. The law requires a formal application and a payment determined by the retirement board based on actuarial valuation. The core principle is that the member must “buy back” this service by paying the actuarial cost, which reflects the contributions that would have been made and the investment growth thereon, ensuring the system is not adversely impacted by crediting service from non-participating entities. The retirement board has the authority to establish the precise methodology for this calculation, which is then communicated to the member. The key is that the cost is not a fixed per-year fee but is actuarially determined based on the member’s compensation during the period and the system’s actuarial assumptions.

The scenario describes a situation where a municipal employee in Rhode Island, specifically a police officer in Cranston, is seeking to understand the implications of their pension benefits upon voluntary separation from service. Rhode Island General Laws Title 36, Chapter 10, specifically addresses the retirement and pension systems for state and municipal employees. Section 36-10-17 outlines the conditions under which a member can receive a deferred retirement allowance. For a member who has accumulated at least ten years of creditable service, voluntary separation from service, even without reaching normal retirement age, entitles them to a deferred allowance. This allowance is calculated based on the member’s average final compensation and their creditable service at the time of separation, with the benefit commencing at a later date, typically the age at which they would have been eligible for normal retirement. The key is that the right to a deferred allowance vests after ten years of service, and voluntary separation triggers this entitlement. The question probes the specific conditions under which a pension benefit is secured in Rhode Island for a municipal employee who leaves service before the standard retirement age. The relevant statute dictates that ten years of creditable service is the threshold for entitlement to a deferred retirement allowance upon voluntary separation. This means that the employee’s accrued benefit is preserved and will be paid out at a later date, as per the pension plan’s rules, which typically align with the age at which normal retirement would have been permitted.

The scenario presented involves a municipal employee in Rhode Island who has accrued service credit in a defined benefit pension plan. The core issue is the treatment of this service credit upon the employee’s voluntary separation from service prior to reaching normal retirement age. Rhode Island General Laws Chapter 36-10, specifically concerning the Employees’ Retirement System of Rhode Island (ERSRI), governs the rights and benefits of public employees. When a member of the Employees’ Retirement System of Rhode Island voluntarily leaves employment before meeting the age and service requirements for retirement, their accrued service credit is generally preserved. However, the ability to receive a pension benefit from this service credit is contingent upon meeting the statutory requirements for retirement, which typically include both a minimum age and a minimum number of years of credited service. In this case, the employee has 15 years of credited service. The ERSRI statutes, particularly those pertaining to deferred retirement, allow a member who leaves service with at least 10 years of credited service to receive a retirement allowance commencing at age 62. The calculation of this deferred retirement allowance is based on the member’s final compensation and the applicable service fraction at the time of separation, adjusted for early commencement if the member chooses to retire before age 62, although the question implies waiting until the normal retirement age. Therefore, the employee is eligible for a deferred retirement allowance commencing at age 62, based on their service and compensation at the time of separation. The question asks about the immediate entitlement to a pension benefit. Since the employee has not met the age requirement for retirement (which is typically 62 for deferred retirement with 10+ years of service under Rhode Island law, or a combination of age and service for unreduced benefits if they were to continue service), they are not entitled to an immediate pension payment. Instead, their benefit is deferred. The key is that the service credit is preserved and will be the basis for a future benefit, but it does not translate to an immediate payout upon resignation without meeting retirement criteria.