UNIVERSITY POLICY

RE-EMPLOYED RETIREES

BACKGROUND

The mission of the University of Connecticut requires we ensure that our students receive the instruction, academic support, health services, security, and programming for which they've paid. It includes clinical services and patient care, not only to the public but also to the State's correctional population. As a research university and recipient of federal grants, we have significant contractual and compliance obligations to our granting agencies.

It is within this context the University uses re-employed retirees to meet a variety of needs at a cost savings to the University and the State of Connecticut. The use of re-employed retirees permits assignment of experienced and at times uniquely qualified individuals with proven abilities to meet immediate, temporary and seasonal staffing needs. The ability to retain particular expertise in the classroom or the need to tap into the knowledge and expertise of a former employee supported by extramural funding may also be served by the use of reemployed retirees.

POLICY

Re-employed retirees may be used on a limited basis when the operational requirements and financial benefits outweigh the use of regular, continuing employment categories. Re-employed retirees are limited to working 120 days per calendar year. Individuals hired to teach load credit courses are limited to teaching 12 load credits per calendar year. Re-employed retiree appointments will be reviewed every two years for operational necessity and cost effectiveness.

Re-employed retirees are appropriate for temporary use in order to:

• Provide qualified staff on a temporary or project basis when part or full-time positions are neither operationally sufficient or financially beneficial
• Mitigate against a threat to patient or public safety
• Prevent the loss of potential revenues generated on newly acquired grants or contracts
• Meet immediate and essential staffing needs required by accrediting agencies, e.g. JCHAO, DPH or other regulatory bodies
• Secure the expertise of uniquely qualified researchers or staff in support of extramural funding or established grant projects when the individual's compensation is fully supported by external resources
• Mitigate against the loss of unique, specialized knowledge and skills where appropriately qualified replacement staff cannot be recruited
• Cover contractually or legally mandated leaves of absence, e.g. FMLA

Re-employed retirees may not be funded by the general fund.

The rate of compensation must be commensurate with the assigned duties of the re-employed retiree (i.e. market rate), and not simply a reflection of the level paid before retirement.

Re-employed retirees are not eligible for annual salary adjustments.

Exceptions to this policy require written approval of the Department of Human Resources and the appropriate Vice President.

Approved by BOT 4/21/09