Post-Retirement Employment. (a) Following retirement from the College, a previous employee may be appointed to a post-retirement position in his/her previous department. With the approval of the appropriate vice-president, the search to fill a specified post-retirement position may be restricted to retired faculty. The post-retirement appointment shall be for a period of two years, unless otherwise agreed to by the Employer and the employee. Appointments may be extended subject to mutual agreement between the College and the employee.
(b) An employee who has retired and is subsequently appointed to a post-retirement position may work up to a fifty percent (50%) work load. Should an employee who has retired and who was in receipt of an early retirement incentive from the College be appointed to a post-retirement position prior to the period of time covered by the early retirement incentive, the employee shall repay the portion of the early retirement incentive covering the period of time subsequent to assuming the post-retirement position.
(c) An employee covered by this article shall have the same health and welfare benefit entitlement and rights under the Collective Agreement as continuing part time faculty members, except the right to revert to a full-time position under Article 1.3(b); the right to a continuing position under Letter of Understanding #2, and layoff provisions under Article 3.2, 3.3, 3.4, 3.5(a), and the obligation to donate or the right to withdraw from the Sick Leave bank under Article 15.3 or under Letter of Agreement #1 as it relates to Article 15.3.
(d) If the appropriate Xxxx agrees, an employee covered by this article may participate in approved professional development activities.
(e) An amount equal to the College’s contribution to the College Pension Plan for the workload of the post-retirement position will be paid by the College to an employee nominated RRSP. This contribution shall continue to the same age as College Pension Plan contributions are required to be made by the College on behalf of faculty members not covered by this Article. The contribution under this Article is not available to and will not be paid to an employee covered by this article for whom the College is making contributions to the College Pension Plan.
(f) If any provision of the Article conflicts with the terms of the College Pension Plan, then that provision will be deemed to be null and void and the parties will negotiate a provision to substitute for the provision rendered nul...
Post-Retirement Employment. Unit members who retire from the University during the term of this Agreement may propose a post-retirement appointment of up to three years duration. During this post-retirement appointment, the total of retirement benefits and post-retirement salary paid by the University shall not exceed the salary paid at the time of retirement. The annual compensation received from the University for the post-retirement appointment shall not exceed fifty (50) percent of the annual salary at the time of retirement. The duties for a post-retirement appointment shall be defined and agreed to in writing by the bargaining unit member and the Employer/University Administration prior to the bargaining unit member's retirement. Such appointments are at the discretion of the Employer/University Administration and are subject to existing law and all rules and regulations of the State Retirement Board. The decision of the Employer/University Administration not to approve a proposal for a post-retirement appointment shall not be grievable under the Grievance and Arbitration Procedure, Article 7.
Post-Retirement Employment a. The teacher should request post retirement employment from the building principal or designee by February 15 of that school year.
b. To the extent possible, the District will notify the teacher of their acceptance for post-retirement employment by March 1 or as soon after as possible. Effective July 1, 2018, the District will notify the teacher of their acceptance for post-retirement employment by February 21 or as soon after as possible.
c. In order to maintain the cost-neutral character of this program, employees hired for post-retirement employment will be paid a percentage of their previous salary. Previous salary will be determined by their previous placement on the salary schedule, not including MaxSal, SAIP, Special Professional Growth, National Board Certification, Supplemental Benefit and Experience and Longevity payments. Additionally, teachers assigned a supplemental or RF position will be paid according to Policy 4141 and/or 4142. All teachers hired for post-retirement employment would have the rights and privileges provided to them under the negotiated agreement for teachers, Policies 4116, 4134, 4136, 4143 and 4147 during the year for which they are employed. Annually, not later than December 1, a CCEA representative and a representative of District Fiscal Services will meet to determine the percentage of salary for such employees so that the program remains cost neutral.
d. All parties understand that the District is under no obligation to rehire teachers in this program.
Post-Retirement Employment. A tenured/tenure-track employee who is planning to retire from the University may request, at least six months prior to retirement, part-time, post-retirement employment for one year. This appointment may be renewed on a year-to-year basis. During this post-retirement employment, the retiree will not be a member of the bargaining unit. The retiree's State Universities Retirement System annuities and benefits, and the effect on those annuities and benefits by this post- retirement employment, will be determined by the State Universities Retirement System.
Post-Retirement Employment. Full-time members who have elected to retire may be guaranteed post retirement part-time bargaining unit employment to the annual limit of load credits or work days permitted by ruling of the appropriate Retirement Board. Such assignment may be made available normally for no more than three (3) years following the date of retirement. The rate of pay for such assignment shall be agreed between the retiring member and the University at a salary that shall be no less than the part-time rate (Article 12.8) nor more than the member’s prorated salary at the time of retirement. The University shall provide AAUP copies of such agreements upon request.
Post-Retirement Employment. Bargaining unit members may apply to continue their employment with the University after the date of their retirement, consistent with the applicable rules and regulations of the PERS and OPURP systems.
Post-Retirement Employment a. The SSP Employee should request post retirement employment from the building principal or designee by February 15 of that school year.
b. To the extent possible, the District will notify the teacher of their acceptance for post-retirement employment by February 21 or as soon after as possible.
c. In order to maintain the cost-neutral character of this program, employees hired for post-retirement employment will be paid a percentage of their previous salary. Previous salary will be determined by their previous placement on the salary schedule, not including MaxSal, SAIP, Special Professional Growth, National Board Certification, Supplemental Benefit and Experience and Longevity payments. Additionally, teachers assigned a supplemental or RF position will be paid according to Policy 4141 and/or 4142. All teachers hired for post-retirement employment would have the rights and privileges provided to them under the negotiated agreement for teachers, Policies 4116, 4134, 4136, 4143 and 4147 during the year for which they are employed. Annually, not later than December 1, a CCEA representative and a representative of District Fiscal Services will meet to determine the percentage of salary for such employees so that the program remains cost neutral.
d. All parties understand that the District is under no obligation to rehire teachers or SSP employees in this program.
Post-Retirement Employment. A. Administrators hired as a post-retirement employee shall be subject to Board Policy GCPC/GDPC and Administrative Rule GCPC/GDPC-AR.
Post-Retirement Employment. Subject to District policy, eligible retirees will be considered for post-retirement employment opportunities. Such post-retirement employment opportunity will be consistent with the retiree’s abilities, skills and recent experience and with the needs of the District and shall be subject to the maximum supplemental earnings laws and regulations of Social Security, PERS or STRS.
Post-Retirement Employment. Unit members who retire from the University during the term of this Agreement may propose a post-retirement. During this post-retirement appointment, the total of retirement benefits and post-retirement salary paid by the University shall not exceed the salary paid at the time of retirement. Such appointments are at the discretion of the Employer/University Administration and are subject to existing law and all rules and regulations of the State Retirement Board, and are subject to the availability of funds. The decision of the Employer/University Administration not to approve a proposal for a post-retirement appointment shall not be grievable under the Grievance and Arbitration Procedure, Article 7.
