County Matching Contributions to Deferred Compensation Plan
With the Safety and Safety Management groups now added, all SEBA bargaining units have a terrific benefit included in their MOUs- county matching contribution to their deferred compensation plan available through San Bernardino County Employee Benefits Services Division (EBSD).
Important Note: The County incorrectly computed the matching contributions for Safety and Safety Management members in pay period 22 (pay date 10/29/25). The correct 1% maximum contribution will be made starting no later than pay period 24 (pay date 11/26/25) and will include the missing amounts from pay periods 22 and 23.
Employee contributions are deposited into a 457(b) account while matching contributions from the county are deposited into a 401(a) account. This allows a member to contribute the maximum amount to their 457(b) allowable under IRS rules and still receive the full matching contribution from the county. Details regarding eligibility and the amounts of matching contributions vary for each bargaining unit. The following excerpts from the MOUs explain the eligibility requirements and amounts of matching contributions:
· Safety and Safety Management MOUs: “…employees who have completed one (1) year of continuous service in a regular position shall be eligible for a County match to their 457(b) Deferred Compensation Plan. The County will match one-half of the employee’s contribution up to one percent (1.00%) of the employee’s base bi-weekly salary.”
· Specialized Fire Services MOU: “…employees who are not eligible to receive Safety Retirement and who have completed one (1) year of continuous service in a regular position shall be eligible for the benefits of this section. Employees who are eligible to receive Safety Retirement are not eligible for the County Fire matching contribution. The bi-weekly contribution of employees who contribute to the County’s Section 457(b) Deferred Compensation Plan will be matched by a County Fire contribution not to exceed one percent (1%) of the employee’s biweekly base salary.”
· Specialized Peace Officers MOU: “employees who have completed five (5) years of continuous service in a regular position with the County shall be eligible for the benefits of this sub-section. Employee’s biweekly contributions to the County’s Section 457(b) Deferred Compensation Plan will be matched by a County contribution not to exceed one percent (1.00%) of the employee’s bi-weekly base salary.”
How a 457(b) Deferred Compensation Plan Works
A 457(b) deferred compensation plan lets you save for retirement by postponing (deferring) a portion of your current salary. This money isn't taxed until you take it out, usually in retirement.
The Process
You Decide: You choose how much of your income to defer each paycheck (within IRS limits).
Employer Withholds: Your employer reduces your paycheck by this amount before calculating federal and state income taxes. This lowers your current taxable income.
Money is Invested: Your employer sends the money to the plan administrator (like Voya®), and you select how to invest it from the available options.
Tax-Deferred Growth: Your contributions and all investment earnings grow tax-free until you withdraw them.
Key Benefits
Lower Current Taxes: Because the money is taken out before taxes, you pay less income tax today.
Tax Advantage in Retirement: When you withdraw the money, it's taxed as ordinary income. Since you may be in a lower tax bracket in retirement, you could pay less tax overall.
Compounding Power: Your money has greater potential to grow because earnings are immediately reinvested without being reduced by taxes.
SEBA encourages members to take advantage of this benefit which can provide a significant source of additional income after retirement. For further plan details, to enroll in the deferred compensation plan, or to make changes to your contribution rate contact San Bernardino County HR- EBSD at (909) 387-6098 https://hr.sbcounty.gov/employee-benefits/salary-savings-plan/ or Voya Financial at (909)748-6468.