Transition to Retirement. 24.1 An Employee may advise their Employer in writing of their intention to retire within the next five years and participate in a retirement transition arrangement.
24.2 Transition to retirement arrangements may be proposed and, where agreed, implemented as:
(a) a flexible working arrangement (see clause 16 (Flexible Working Arrangements));
(b) in writing between the parties; or
(c) any combination of the above.
24.3 A transition to retirement arrangement may include but is not limited to:
(a) a reduction in their EFT;
(b) a job share arrangement; or
(c) working in a position at a lower classification or rate of pay.
24.4 The Employer will consider, and not unreasonably refuse, a request by an Employee who wishes to transition to retirement:
(a) to use accrued Long Service Leave (LSL) or Annual Leave for the purpose of reducing the number of days worked per week while retaining their previous employment status; or
(b) to be appointed to a role which that has a lower hourly rate of pay or hours (post transition role), in which case:
(i) the Employer will preserve the accrual of LSL at the time of reduction in salary or hours; and
(ii) where LSL is taken or paid out in lieu on termination, the Employee will be paid LSL hours at the applicable classification and grade, and at the preserved hours, prior to the post transition role until the preserved LSL hours are exhausted.
Transition to Retirement. 21.1 Employees may advise their Employer in writing of their intention to retire within the next five years from their Employer and may participate in a transition to retirement arrangement. Subject to this Agreement, a transition to retirement arrangement is a permanent arrangement that is agreed between the Employee and the Employer.
21.2 Transition to retirement arrangements may be proposed. The Employer will provide details of the proposal for the Employee’s consideration including any relevant information (including indicative changes to pay) about the implications of the proposal. The Employee will be given a reasonable opportunity to consider the proposal. Employees are encouraged to seek advice regarding the proposal.
21.3 Where a transition to retirement arrangement is agreed, it will be implemented through:
(a) a flexible working arrangement (see clause 111);
(b) an individual flexibility agreement (see clause 5);
(c) an agreement in writing between the parties; or
(d) any combination of the above.
21.4 A transition to retirement arrangement may include but is not limited to:
(a) alteration of working hours, eg. part-time employment, shift pattern;
(b) a job share arrangement;
(c) working in a position at a lower status or rate of pay;
(d) flexible use of Long Service Leave (LSL)
21.5 The Employer will consider, and not unreasonably withhold its approval of a request by an Employee to transition to retirement through:
(a) using accrued LSL or Annual Leave for the purpose of reducing the number of days worked or their working hours but retaining their previous employment status
Transition to Retirement. 27.1 Employees may advise their Employer in writing of their intention to retire within the next five years from their Employer and may participate in a transition to retirement arrangement.
27.2 Transition to retirement arrangements may be proposed and, where agreed, implemented through:
(a) a flexible working arrangement (see clause 96);
(b) an individual flexibility agreement (see clause 12);
(c) an agreement in writing between the parties; or
(d) any combination of the above.
27.3 A transition to retirement arrangement may include but is not limited to:
(a) a reduction of working hours, i.e. part time employment;
(b) a job share arrangement; and/or
(c) working in a position at a lower status or rate of pay.
27.4 The Employer will consider, and not unreasonably withhold its approval of a request by an Employee to transition to retirement through:
(a) using accrued Long Service Leave (LSL) or Annual Leave for the purpose of reducing the number of days worked or their working hours but retaining their previous employment status.
Transition to Retirement. 32.1 A Doctor may advise their Health Service in writing of their intention to retire within the next five years and participate in a retirement transition arrangement.
32.2 Transition to retirement arrangements may be proposed and, where agreed, implemented as:
(a) a flexible working arrangement (see clause 15 (Flexible Working Arrangements)),
(b) in writing between the parties, or (c) any combination of the above.
32.3 A transition to retirement arrangement may include but is not limited to:
(a) a reduction in their EFT;
(b) a job share arrangement;
(c) working in a position at a lower classification or rate of pay.
32.4 The Health Service will consider, and not unreasonably refuse, a request by a Doctor who wishes to transition to retirement:
(a) to use accrued Long Service Leave (LSL) or Annual Leave for the purpose of reducing the number of days worked per week while retaining their previous employment status; or
(b) to be appointed to a role that has a lower hourly rate of pay or hours (post transition role), in which case:
(i) the Health Service will preserve the accrual of LSL at the time of reduction in salary or hours; and
(ii) where LSL is taken or paid out in lieu on termination, the Doctor will be paid LSL hours at the applicable classification and grade, and at the preserved hours, prior to the post transition role until the preserved LSL hours are exhausted.
Transition to Retirement. 18.8.1. Any Lecturer Faculty member with 10 or more years of status service and is at least 59 1/2 years of age wishing to reduce their time status may apply to the Xxxx for approval to transition to full retirement.
Transition to Retirement. (a) A full-time Employee is eligible to make a request in writing to the Employer to permanently reduce their working hours as part of a genuine transition to retirement.
(b) The Employer must consider the request to work part-time having regard to the Employee’s circumstances and give the Employee a written response to the request, ordinarily within 21 days, stating whether the Employer grants or refuses the request. If the Employer refuses the request for part-time work, the written response must include details of the reasons for the refusal.
(c) The Employer may only refuse to permit the Employee part-time work on reasonable grounds related to the effect of the change on the workplace or the Employer’s business. Without limiting what are reasonable grounds, such grounds include the following:
(i) that the new working arrangements requested by the Employee would be too costly for the Employer;
(ii) that there is no capacity to change the working arrangements of other Employees to accommodate the new working arrangements requested by the Employee;
(iii) that it would be impractical to change the working arrangements of other Employees, or recruit new Employees, to accommodate the new working arrangements requested by the Employee;
(iv) that the new working arrangements requested by the Employee would be likely to result in a significant loss in efficiency or productivity; and
(v) that the new working arrangements requested by the Employee would be likely to have a significant negative impact on customer service.
(d) Where the Employer approves the request and a transition to retirement arrangement is agreed, the agreement must be in writing and signed by both parties. The agreement must include:
(i) the Employee’s new part-time fraction;
(ii) the start and end dates of the transition to retirement (usually one–two school years); and
(iii) a letter from the Employee providing notice of retirement at the end of the agreement.
(e) An Employee working under a transition to retirement arrangement may only have their part-time fraction varied by mutual agreement.
(f) It is the responsibility of the Employee to seek appropriate financial, superannuation and other advice on the terms and conditions of their transition to retirement.
Transition to Retirement a) The parties acknowledge the physically demanding aspect of performing work in a labour-intensive industry for an extended duration. The parties also acknowledge that long term Employees of the industry possess an extensive amount of knowledge and experience that can be beneficial for the Employer to maintain.
b) For Employees over the age of 55, the Employer may allow an Employee to transition to retirement as the employee requests it. This may be through a transition to part-time employment as per the provision set out at clause
Transition to Retirement. A tenured faculty member wishing to transition to full retirement may do so under the following conditions: • attains age 59 1/2 or older • be a participant in the USNH approved retirement plan for at least 10 years • not be participating in a USNH early retirement program • not be on long-term disability or worker’s compensation The faculty member must reduce employment to part-time (not to exceed 50 percent time). The faculty member’s salary base will be pro-rated based on the percent time of employment. Participating faculty will be eligible to continue their USNH group medical and dental coverage at the same contribution rate as a full-time faculty member until full retirement. However, long-term disability, life insurance, and contributions to the USNH retirement plan will be based on the pro-rated salary. The University will continue its contribution to medical and dental benefits coverage for up to three years beginning on the effective date of part-time employment.
Transition to Retirement. 22.1 An Employee may advise their Employer in writing of their intention to retire within the next five (5) years and participate in a retirement transition arrangement.
22.2 Transition to retirement arrangements may be proposed and, where agreed, implemented as:
(a) a flexible working arrangement (see clause 73), (b) in writing between the parties, or
Transition to Retirement. A tenured Bargaining Unit Member wishing to transition to full retirement may APPLY for TRANSITION under the following conditions: ● attains age 59 1/2 or older ● be a participant in the USNH approved retirement plan for at least 10 years ● not be participating in a USNH early retirement program ● not be on long-term disability or worker’s compensation
16.5.3.1. The application requires approval of the Xxxxxxx. The Bargaining Unit Member must reduce employment to part-time (not to exceed 50 percent time). The Bargaining Unit Member’s salary base will be pro-rated based on the percent time of employment. Participating Bargaining Unit Members will be eligible to continue their USNH group medical and dental coverage at the same contribution rate as a full-time Bargaining Unit Member until full retirement. However, long-term disability, life insurance, and contributions to the USNH retirement plan will be based on the pro-rated salary. The University will continue its contribution to medical and dental benefits coverage for up to three years beginning on the effective date of part-time employment. At the time of retirement, the Bargaining Unit Member will become eligible for retiree medical benefits, if previously elected. Medical coverage will continue for retirees age 62 through 65 (see Article 16.
8.1). The Bargaining Unit Member’s supervisor, subject to the approval of the Xxxxxxx, shall make the Bargaining Unit Member’s workload assignments based on the part-time appointment. The Bargaining Unit Member will not be permitted to work for the USNH in a status position more than three (3) years after the effective date of part-time status. During this period of service, the individual agrees that he/she cannot increase the percent time worked. After completion of part-time service, the individual agrees to fully retire. The individual may collect his/her retirement income (TIAA, Fidelity) while continuing to be employed in the part-time status position.
