Employers often encounter errors in monthly payroll reports when employees hold multiple positions with different TRS-covered employers. When submitting an ED40, an error may appear related to concurrent employment.
Important Clarification
Being reported by another employer does not automatically make an employee TRS eligible.
For concurrent eligibility to apply, the employee must first establish TRS membership eligibility through a single employer. Once established, employment at any other TRS-covered employer may also become TRS-eligible.
Employer Responsibilities
At the time of hire—and before submitting an ED40—employers must:
Check if the employee is already reported by another TRS-covered employer.
Verify TRS eligibility for that position.
This verification is done through the View Employee Information (VEI) screen in the TRS portal, which shows:
Reporting history
Eligibility status
Concurrent employment details
Why This Matters
Confirming eligibility before submitting an ED40 ensures:
- Accurate reporting to TRS
- Avoidance of payroll errors and corrections
- Compliance with TRS rules
Additional Resources
For detailed instructions and examples of concurrent employment reporting, see the Employee Information User Guide.
Example: View Employee Information Screen
- Employee works for two employers.
- TRS eligibility established at Employer A from Sept. 1, 2025 – Aug. 31, 2026.
- Employer B searches VEI and sees:
- In a TRS-Eligible Position = Yes
- TRS-Eligible Date Range = 09/01/2025-08/31/2026
- Concurrent Employment = No
If the eligibility dates overlap with Employer B’s work agreement and the In a TRS-Eligible Position field is “Yes,” then Employer B should confirm with their employee whether they are working for another TRS-covered employer. If yes, Employer B must report the employee as TRS eligible regardless of hours worked or contract length. If no, Employer B should reach out to their TRS coach for assistance.
