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Benefits Administration

How the Plan works

Whether you’re an executive director, a benefits administrator, or both, you play an important role in building a strong future for your organization, its employees, and the Reform Movement as a whole. This section provides the details you need to understand and administer our retirement and insurance plans. It’s a great place to start, whether you're new to RPB or just need a refresher.


Employer eligibility

Your organization is eligible to provide RPB’s retirement and insurance plans to eligible employees if it falls into one of the following categories:

  • URJ-affiliated congregations located in the United States (Reform congregations in Canada can only offer LTD)

  • World Union for Progressive Judaism (WUPJ)-affiliated congregations, for CCAR rabbis who are U.S. taxpayers only

  • Reform Movement organizations

  • 501(c)(3) U.S. non-profit organizations such as federations and Jewish community centers, for CCAR rabbis who work in a parsonage-eligible role only

Your employees will also need to meet RPB’s eligibility requirements before enrolling in the Plan. Learn more about employee eligibility requirements, including membership requirements for professional organizations, on the eligibility page.

Using the employer web portal

RPB’s retirement plan and long term disability insurance (LTD) is easy to administer through the MyRPB for Employers portal.

Within this secure portal, you can:

  • Enroll new employees

  • Update or adjust retirement plan and LTD information

  • Make electronic payments for retirement plan contributions and LTD premiums

  • Review Rabbi Trust overflow contributions

  • And much more

To log in to the employer portal:

  1. Click the LOG IN button in the upper right hand corner of this website.

  2. Select LOG IN under the heading Employers. This will take you to the MyRPB for Employers log in screen.

  3. Enter your user name and password to access your account.

Read the MyRPB for Employers User Guide for comprehensive instructions on how to use the employer portal.

Retirement Plan

Employees and their employers are able to contribute to an employee’s retirement plan. All employees can make contributions to the Plan directly from their paycheck. Employee contributions can be pre-tax, post-tax Roth, or both. There are no minimum contribution requirements for employees or employers, but there is a maximum amount that employees and employers can contribute per year determined by the IRS. If employer contributions exceed the annual IRS contribution limit, RPB will automatically place the excess contributions into a Rabbi Trust account in the participant’s name.

As part of the enrollment process, employees will fill out the Elective Deferral Agreement Form provided by RPB, indicating how much they would like to contribute to their account and whether they’d like those contributions to be pre-tax, post-tax Roth, or both.

Visit our enrollment page for employers for step-by-step instructions on enrolling your employees in RPB.

Employer contributions are at your discretion. Your organization will decide:

  • Whether or not to contribute to an employee's retirement plan.

  • Which employees will receive employer contributions. You can choose to contribute to some employees, all employees, or no employees.

  • The contribution percentage for each employee.

  • If there will be a waiting period before an employee will begin receiving employer contributions.

Employer contributions are only made on a pre-tax basis and will be 100% vested. (RPB’s plan does not allow vesting.)

Why give?

Offering employer retirement plan contributions to your employees will help you attract and retain top-quality talent in today’s competitive market. It’s also a way to ensure that your congregation's business practices align with Jewish values by providing support for your employees, at all compensation levels, to have a secure and dignified retirement.

Read page 10 of the Plan Narrative to learn more about employer contributions.

Use the MyRPB for Employers portal to make electronic contributions payments through the Automated Clearing House (ACH). Follow the detailed instructions beginning on page 14 of the MyRPB for Employers User Guide.

Employee contributions must be submitted no later than 15 days following the month they were deducted from the employee’s paycheck. Once the contribution has been processed, you’ll receive a confirmation.

Understanding your legal obligations and fiduciary responsibility with the RPB Plan

As the plan sponsor, RPB maintains the Plan Document, manages the fund line up, and assumes fiduciary responsibility for all RPB plan participants.

Attract high-quality employees and help them save for retirement by making employer contributions.

RPB recommends employers make an annual pre-tax contribution of at least 15% of the employee’s compensation, including parsonage (for clergy), based on an objective evaluation of contribution rates.

Contact us to talk about compensation structure, matching contributions, industry best practices, and more.

Long-term disability insurance

New employees can enroll in LTD within 60 days of their hire date. Otherwise, open enrollment occurs twice each year: in December for the upcoming year, and in July for 6 months of coverage lasting through the end of the year.

During these periods, discuss LTD options with your employee(s) and sign up participants in the MyRPB for Employers portal.

To enroll existing employees, log in to your MyRPB for Employers portal during open enrollment periods and click on Manage Plan Participants to add LTD. If the employee is part of our retirement plan, you'll see their name in the list of employees. Otherwise, click “Add LTD Participant."

New employees can enroll in LTD coverage within 60 days of their hire date, regardless of the open enrollment periods. To enroll a new employee, go to MyRPB and click on Manage Plan Participants to add LTD.

During open enrollment periods, log in to your MyRPB for Employers portal and click on Manage Plan Participants to add LTD.

You first want to review and update their compensation and LTD benefits waiting period because LTD premiums are based on this information.

If you know an employee is leaving before the end of the year, for example if your rabbi is leaving on June 30, make sure you enter the future termination date to get a prorated premium amount. That way you won’t need to request a premium refund later.

To remove employees who no longer want LTD coverage, click “End LTD” on the “Manage Plan Participants” screen. If the employee no longer works for your organization, then click “Terminate” and enter the date.

Only employers can pay LTD premiums to RPB. We don’t accept payments from participants.

Premiums should be paid with post-tax dollars so that your employee’s benefit payments will be tax-free.

You can make premium payments in your MyRPB for Employers portal before the end of the open enrollment period or within 60 days of a new employee’s hire date.

We calculate rates based on the employees' compensation and the waiting period between the onset of a disability and the commencement of benefits.

Requests for a refund of pre-paid premiums after employees have terminated coverage can be made through your MyRPB for Employers portal within 60 days of the employee’s termination date.

Ready to enroll your employees in the RPB Plan?

We’ll walk you through enrolling them in RPB, whether they’re currently enrolled in a different retirement plan or none at all.

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