Background

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, seasonal and ongoing irregular 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 re-employed retirees.

General 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 or when ongoing staffing requirements cannot be fully determined.  Re-employed retirees should generally not be funded by the state appropriation and are not eligible for annual salary adjustments.

Re-employed retiree appointments will be reviewed annually by the appropriate member of the President’s Cabinet and Human Resources to assess the continued operational needs and to ensure conformance with the Policy.  Proposals to re-employ retirees into senior administrative positions require prior review and approval by one of the following or his/her designee:  the President, Provost, Executive Vice President for Administration & Chief Financial Officer, or the Executive Vice President for Health Affairs.

Examples of appropriate uses for re-employed retirees include:

• Maintain faculty with unique,  specialized knowledge and skills where qualified replacements cannot be immediately recruited or where it is financially beneficial for the University to maintain their expertise
• Provide qualified staff on a temporary or project basis when part or full-time positions are neither operationally sufficient or financially beneficial
• Prevent the loss of potential revenues generated on newly acquired grants or contracts
• Mitigate against a threat to patient or public safety
• 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
• Cover contractually or legally mandated leaves of absence, e.g. FMLA
• Provide clinical coverage to reduce use of agency staff through ongoing float positions

Any questions regarding this policy should be directed to the appropriate Human Resources liaison for clarification or assistance.

Additional Information for Specific Position Types

General Administrative Positions

Based on the Governor’s Executive Order, the compensation rate for individuals rehired into the same position in which the individual just retired should not exceed 75% of the individual’s pre-retirement pay for 120 days of work.  The compensation rate for individuals rehired into different jobs from which they retired should be consistent with the assigned duties to be performed and should not exceed the established University or State of Connecticut minimum salary for the job classification.

Re-employed retirees hired to perform general administrative support will be limited to no more than three 120-day calendar year periods.  Re-employed retirees hired for seasonal work may be continued to be re-employed beyond three years provided their appointments each calendar year are not longer than three months.

Instructional/Research Positions

The compensation rate for individuals rehired into the same position in which the individual just retired should generally not exceed 75% of the individual’s pre-retirement pay for 120 days of work.  Teaching a maximum of 12 load credits per calendar year is equivalent to 120 days per calendar year.  The compensation rate for individuals rehired into different jobs from which they retired should be consistent with the assigned duties to be performed and should not exceed the established University or State of Connecticut minimum salary for the job classification.

Faculty and other staff who primarily perform research activities as re-employed retirees and are self-funded by grants and/or contracts will be limited to the period of time for which they receive external funding supporting their own appointment and compensation.  Grant and/or contract funded retirees shall be compensated at a rate consistent with the salary terms of the grants and/or contracts.  Such appointments may be extended for the term of the research funding.

Clinical Positions

The compensation rate for individuals rehired into the same position in which the individual just retired should generally not exceed 75% of the individual’s pre-retirement pay for 120 days of work.  The compensation rate for individuals rehired into different jobs from which they retired from should be consistent with the assigned duties to be performed and should not exceed the established University or State of Connecticut minimum salary for the job classification or themarket rate for certain per diem positions.

Re-employed retirees hired to perform clinical duties will generally be limited to no more than three 120-day calendar year periods.  However, certain per diem, float and direct patient care positions may be considered for additional employment based on clinical need.