Common use of Transitional Retirement Clause in Contracts

Transitional Retirement. 4.8.1 The District will allow retired employees to continue working for the District full time for one (1) school year as a consulting employee subject to the rules and regulations of the Public Employees Retirement Association (PERA) and the conditions contained herein. However, the District is not required to offer a transition program and in applying for the position of consulting employee, the employee agrees and understands that he/she shall not be subject to the protections provided by the provisions of C.R.S. (§ 00-00-000, et seq.): Teacher Employment, Compensation, and Dismissal. The District will not provide annual leave days during that one (1) year period. 4.8.2 An employee who wishes to apply for transition must: • Receive the recommendation of the Principal or Supervising Administrator. • Not be on a remediation plan. • Not have an unresolved concern noted in a letter of reprimand. • Have a good attendance record - an average attendance rate of at least 96% over the last three (3) years prior to applying for transition. This requirement may be waived by the Supervising Administrator when there are mitigating circumstances. • Have no unresolved legal proceeding involving an issue of the employee's professional performance. 4.8.3 The decision to recommend (or refuse to recommend) a person for the Transitional Retirement Program cannot be grieved. An employee who is not recommended for transitional retirement may appeal the decision to the Human Resources Department. The Human Resources Department will make a determination and forward it to the Superintendent. The Superintendent will review all recommendations for transitional retirement and any decision made by the Human Resources Department as a result of an appeal. The Superintendent will approve (or deny) all requests for transitional retirement. The Superintendent's decision shall be final. 4.8.4 It is the expectation of the District that upon acceptance into the Transitional Retirement Program, employees will continue to demonstrate excellence in teaching or job performance, commitment to the goals of the District, and the highest standards of professionalism. As a consulting employee, a person on transition is not guaranteed employment and may have his/her employment terminated at any time by the District at its sole discretion. 4.8.5 Pay will be on a per diem basis of the employee's last year of employment (not to include coaching, extended days, or added duties). Applications for transitional retirement may be obtained from the Human Resources Department webpage. Applications must be submitted to the Human Resources Department by April 15 of the year prior to participation. Effective July 1st, 2005, XXXX will charge the employer a share of the PERA costs for transitional employees. Transition employees' salary will be reduced by the amount of the PERA costs, effective July 1st, 2005. 4.8.6 An employee may use the Transitional Retirement Program one (1) time only. 4.8.7 An employee who retires or transitions from the District and returns to employment will be placed on the appropriate salary schedule based on the same criteria as a newly hired employee. (See District Policy GCBA)

Transitional Retirement. 4.8.1 The District will allow retired employees to continue working for the District full time for one (1) school year as a consulting employee subject to the rules and regulations of the Public Employees Retirement Association (PERA) and the conditions contained herein. However, the District is not required to offer a transition program and in applying for the position of consulting employee, the employee agrees and understands that he/she shall not be subject to the protections provided by the provisions of C.R.S. (§ 00-00-000, et seq.): Teacher Employment, Compensation, and Dismissal. The District will not provide annual leave days during that one (1) year period. 4.8.2 An employee who wishes to apply for transition must: • Receive a proficient or distinguished evaluation in the year prior to the transition year. • Receive the recommendation of the Principal or Supervising Administrator. • Not be on a remediation plan. • Not have an unresolved concern noted in a letter of reprimand. • Have a good attendance record - an average attendance rate of at least 96% over the last three (3) years prior to applying for transition. This requirement may be waived by the Supervising Administrator when there are mitigating circumstances. • Have no unresolved legal proceeding involving an issue of the employee's professional performance.’s professional 4.8.3 The decision to recommend (or refuse to recommend) a person for the Transitional Retirement Program cannot be grieved. An employee who is not recommended for transitional retirement may appeal the decision to the Human Resources DepartmentCapital Officer. The Human Resources Department Capital Officer will make a determination and forward it to the Superintendent. The Superintendent will review all recommendations for transitional retirement and any decision made by the Human Resources Department Capital Officer as a result of an appeal. The Superintendent will approve (or deny) all requests for transitional retirement. The Superintendent's ’s decision shall be final. 4.8.4 It is the expectation of the District that upon acceptance into the Transitional Retirement Program, employees will continue to demonstrate excellence in teaching or job performance, commitment to the goals of the District, and the highest standards of professionalism. As a consulting employee, a person on transition is not guaranteed employment and may have his/her employment terminated at any time by the District at its sole discretion. 4.8.5 Pay will be on a per diem basis of the employee's ’s last year of employment (not to include coaching, extended days, or added duties). Applications for transitional retirement may be obtained from the Human Resources Capital Department webpage. Applications must be submitted to the Human Resources Capital Department by April 15 of the year prior to participation. Effective July 1st1, 2005, XXXX will charge the employer a share of the PERA costs for transitional employees. Transition employees' ’ salary will be reduced by the amount of the PERA costs, effective July 1st1, 2005. 4.8.6 An employee may use the Transitional Retirement Program one (1) time only. 4.8.7 An employee who retires or transitions from the District and returns to employment will be placed on the E & R compensation scale or the appropriate salary schedule based on the same criteria as a newly hired employee. (See District Policy GCBA).

Transitional Retirement. 4.8.1 The District will allow retired employees to continue working for the District full time for one (1) school year as a consulting employee subject to the rules and regulations of the Public Employees Retirement Association (PERA) and the conditions contained herein. However, the District is not required to offer a transition program and in applying for the position of consulting employee, the employee agrees and understands that he/she shall not be subject to the protections provided by the provisions of C.R.S. (§ 00-00-000, et seq.): Teacher Employment, Compensation, and Dismissal. The District will not provide annual leave days during that one (1) year period. 4.8.2 An employee who wishes to apply for transition must: • Receive a proficient or distinguished evaluation in the year prior to the transition year. • Receive the recommendation of the Principal or Supervising Administrator. • Not be on a remediation plan. • Not have an unresolved concern noted in a letter of reprimand. • Have a good attendance record - an average attendance rate of at least 96% over the last three (3) years prior to applying for transition. This requirement may be waived by the Supervising Administrator when there are mitigating circumstances. • Have no unresolved legal proceeding involving an issue of the employee's professional performance.’s professional 4.8.3 The decision to recommend (or refuse to recommend) a person for the Transitional Retirement Program cannot be grieved. An employee who is not recommended for transitional retirement may appeal the decision to the Human Resources DepartmentExecutive Director. The Human Resources Department Executive Director will make a determination and forward it to the Superintendent. The Superintendent will review all recommendations for transitional retirement and any decision made by the Human Resources Department Executive Director as a result of an appeal. The Superintendent will approve (or deny) all requests for transitional retirement. The Superintendent's ’s decision shall be final. 4.8.4 It is the expectation of the District that upon acceptance into the Transitional Retirement Program, employees will continue to demonstrate excellence in teaching or job performance, commitment to the goals of the District, and the highest standards of professionalism. As a consulting employee, a person on transition is not guaranteed employment and may have his/her employment terminated at any time by the District at its sole discretion. 4.8.5 Pay will be on a per diem basis of the employee's ’s last year of employment (not to include coaching, extended days, or added duties). Applications for transitional retirement may be obtained from the Human Resources Department webpage. Applications must be submitted to the Human Resources Department by April 15 of the year prior to participation. Effective July 1st, 2005, XXXX will charge the employer a share of the PERA costs for transitional employees. Transition employees' salary will be reduced by the amount of the PERA costs, effective July 1st, 2005.Human 4.8.6 An employee may use the Transitional Retirement Program one (1) time only. 4.8.7 An employee who retires or transitions from the District and returns to employment will be placed on the E & R compensation scale or the appropriate salary schedule based on the same criteria as a newly hired employee. (See District Policy GCBA).

Transitional Retirement. 4.8.1 The District will allow retired employees to continue working for the District full time for one (1) school year as a consulting employee subject to the rules and regulations of the Public Employees Retirement Association (PERA) and the conditions contained herein. However, the District is not required to offer a transition program and in applying for the position of consulting employee, the employee agrees and understands that he/she shall not be subject to the protections provided by the provisions of C.R.S. (§ 00-00-000, et seq.): Teacher Employment, Compensation, and Dismissal. The District will not provide annual leave days during that one (1) year period. 4.8.2 An employee who wishes to apply for transition must: • Receive the recommendation of the Principal or Supervising Administrator. • Not be on a remediation plan. • Not have an unresolved concern noted in a letter of reprimand. • Have a good attendance record - an average attendance rate of at least 96% over the last three (3) years prior to applying for transition. This requirement may be waived by the Supervising Administrator when there are mitigating circumstances. • Have no unresolved legal proceeding involving an issue of the employee's professional performance.’s professional 4.8.3 The decision to recommend (or refuse to recommend) a person for the Transitional Retirement Program cannot be grieved. An employee who is not recommended for transitional retirement may appeal the decision to the Human Resources DepartmentExecutive Director. The Human Resources Department Executive Director will make a determination and forward it to the Superintendent. The Superintendent will review all recommendations for transitional retirement and any decision made by the Human Resources Department Executive Director as a result of an appeal. The Superintendent will approve (or deny) all requests for transitional retirement. The Superintendent's ’s decision shall be final. 4.8.4 It is the expectation of the District that upon acceptance into the Transitional Retirement Program, employees will continue to demonstrate excellence in teaching or job performance, commitment to the goals of the District, and the highest standards of professionalism. As a consulting employee, a person on transition is not guaranteed employment and may have his/her employment terminated at any time by the District at its sole discretion. 4.8.5 Pay will be on a per diem basis of the employee's ’s last year of employment (not to include coaching, extended days, or added duties). Applications for transitional retirement may be obtained from the Human Resources Department webpage. Applications must be submitted to the Human Resources Department by April 15 of the year prior to participation. Effective July 1st, 2005, XXXX will charge the employer a share of the PERA costs for transitional employees. Transition employees' ’ salary will be reduced by the amount of the PERA costs, effective July 1st1 st, 2005. 4.8.6 An employee may use the Transitional Retirement Program one (1) time only. 4.8.7 An employee who retires or transitions from the District and returns to employment will be placed on the appropriate salary schedule based on the same criteria as a newly hired employee. (See District Policy district policy GCBA)

Transitional Retirement. 4.8.1 The District will allow retired employees to continue working for the District full time for one (1) school year as a consulting employee subject to the rules and regulations of the Public Employees Retirement Association (PERA) and the conditions contained herein. However, the District is not required to offer a transition program and in applying for the position of consulting employee, the employee agrees and understands that he/she shall not be subject to the protections provided by the provisions of C.R.S. (§ 00-00-000, et seq.): Teacher Employment, Compensation, and Dismissal. The District will not provide annual leave days during that one (1) year period. 4.8.2 An employee who wishes to apply for transition must: • Receive proficient or higher rating on their summative evaluation in the year prior to the transition year. • Receive the recommendation of the Principal or Supervising Administrator. • Not be on a remediation plan. • Not have an unresolved concern noted in a letter of reprimand. • Have a good attendance record - an average attendance rate of at least 96% over the last three (3) years prior to applying for transition. This requirement may be waived by the Supervising Administrator when there are mitigating circumstances. • Have no unresolved legal proceeding involving an issue of the employee's professional performance. 4.8.3 The decision to recommend (or refuse to recommend) a person for the Transitional Retirement Program cannot be grieved. An employee who is not recommended for transitional retirement may appeal the decision to the Human Resources Department. The Human Resources Department will make a determination and forward it to the Superintendent. The Superintendent will review all recommendations for transitional retirement and any decision made by the Human Resources Department as a result of an appeal. The Superintendent will approve (or deny) all requests for transitional retirement. The Superintendent's decision shall be final.Human 4.8.4 It is the expectation of the District that upon acceptance into the Transitional Retirement Program, employees will continue to demonstrate excellence in teaching or job performance, commitment to the goals of the District, and the highest standards of professionalism. As a consulting employee, a person on transition is not guaranteed employment and may have his/her employment terminated at any time by the District at its sole discretion. 4.8.5 Pay will be on a per diem basis of the employee's last year of employment (not to include coaching, extended days, or added duties). Applications for transitional retirement may be obtained from the Human Resources Department webpage. Applications must be submitted to the Human Resources Department by April 15 of the year prior to participation. Effective July 1st, 2005, XXXX will charge the employer a share of the PERA costs for transitional employees. Transition employees' salary will be reduced by the amount of the PERA costs, effective July 1st, 2005. 4.8.6 An employee may use the Transitional Retirement Program one (1) time only. 4.8.7 An employee who retires or transitions from the District and returns to employment will be placed on the appropriate salary schedule based on the same criteria as a newly hired employee. (See District Policy GCBA)

Transitional Retirement. 4.8.1 The District will allow retired employees to continue working for the District full time for one (1) school year as a consulting employee subject to the rules and regulations of the Public Employees Retirement Association (PERA) and the conditions contained herein. However, the District is not required to offer a transition program and in applying for the position of consulting employee, the employee agrees and understands that he/she shall not be subject to the protections provided by the provisions of C.R.S. (§ 00-00-000, et seq.): Teacher Employment, Compensation, and Dismissal. The District will not provide annual leave days during that one (1) year period. 4.8.2 An employee who wishes to apply for transition must: • Receive a proficient or distinguished evaluation in the year prior to the transition year. • Receive the recommendation of the Principal or Supervising Administrator. • Not be on a remediation plan. • Not have an unresolved concern noted in a letter of reprimand. • Have a good attendance record - an average attendance rate of at least 96% over the last three (3) years prior to applying for transition. This requirement may be waived by the Supervising Administrator when there are mitigating circumstances. • Have no unresolved legal proceeding involving an issue of the employee's ’s professional performance. 4.8.3 The decision to recommend (or refuse to recommend) a person for the Transitional Retirement Program canis not be grievedgrievable. An employee who is not recommended for transitional retirement may appeal the decision to the Human Resources DepartmentCapital Officer. The Human Resources Department Capital Officer will make a determination and forward it to the Superintendent. The Superintendent will review all recommendations for transitional retirement and any decision made by the Human Resources Department Capital Officer as a result of an appeal. The Superintendent will approve (or deny) all requests for transitional retirement. The Superintendent's ’s decision shall be final. 4.8.4 It is the expectation of the District that upon acceptance into the Transitional Retirement Program, employees will continue to demonstrate excellence in teaching or job performance, commitment to the goals of the District, and the highest standards of professionalism. As a consulting employee, a person on transition is not guaranteed employment and may have his/her employment terminated at any time by the District at its sole discretion. 4.8.5 Pay will be on a per diem basis of the employee's ’s last year of employment (not to include coaching, extended days, or added duties). Applications for transitional retirement may be obtained from the Human Resources Capital Department webpage. Applications must be submitted to the Human Resources Capital Department by April 15 of the year prior to participation. Effective July 1st1, 2005, XXXX will charge the employer a share of the PERA costs for transitional employees. Transition employees' ’ salary will be reduced by the amount of the PERA costs, effective July 1st1, 2005. 4.8.6 An employee may use the Transitional Retirement Program one (1) time only. 4.8.7 An employee who retires or transitions from the District and returns to employment will be placed on the E & R compensation scale or the appropriate salary schedule based on the same criteria as a newly hired employee. (See District Policy GCBA).