PG-57 Retired Faculty and Staff Re-Employment Program
Policy: PG-57
Subject: Retired Faculty and Staff Re-Employment Program Approval Date: 09/15/2000
Revision Date: 08/08/19
Last Review Date: 06/14/2024
PURPOSE:
Retired faculty and staff from MSU may be re-employed post-retirement to cover short-term or temporary needs within university teaching or operations.
This policy sets University guidelines for the re-employment of retired staff and faculty on a full or part-time basis, consistent with regulations promulgated by the Kentucky Public Pensions Authority (KPP A) or the Teachers' Retirement System (TRS). This policy is effective with retirees after June 30, 2023.
This program is not an entitlement and does not carry automatic participation. Each applicant for post-retirement employment will be considered in an applicant pool and on the basis of the needs of the University, budget limitations, merit, enrollment demands, the capability of the individual to contribute to the needs of the University, and retirement system regulations and requirements.
ELIGIBILITY:
Retired staff and faculty members may apply for post-retirement employment by contacting the Director of the Office of Human Resources, regarding the position for which they are interested in applying. The Director will work with the retiree and the appropriate retirement system to determine if the retiree is eligible to apply for reemployment. The Director shall communicate this information to the applicant and the appropriate Vice President. Upon approval by the Director, the retiree may apply for the position and become a member of the applicant pool. When reviewing candidates, the University may consider the applicant's pre-retirement performance.s.
PROGRAM:
A return to part-time re-employment shall require a three-month break in service from the University or prior employer.
A part-time applicant may be employed for up to 12 hours of teaching, or 100 days in a non-teaching position each fiscal year. If the position is both, days are prorated. One day is defined as more than 3.5 hours of work; 3.5 hours or less is considered a half day.
Retirees re-employed on a part-time basis are required to be evaluated by the Office of Human Resources for time compliance.
A return to full-time employment shall require a 12 consecutive calendar month severance from the University or three calendar months from retirement date with a different employer. Retirees from the KPPA are allowed an exception to the break in service if the retiree is returning to a hazardous position; in this instance, only a one month break in service is required. The post-retirement employment program for nonfaculty TRS retirements provides the opportunity for re-employment up to the equivalent of 100 days in any one fiscal year.
Full and part-time combinations of employment are not compatible for the purposes of this policy.
Retirees re-employed under this plan may retain the appropriate faculty rank from which they retired; but they will not be eligible for promotion or sabbatical leaves as outlined in PAc-2 and PAc-17, nor retain or earn a tenure status.
The post-retirement employment program for KPPA retirees provides the opportunity for re-employment for a period of less than an average of 100 hours per month for the period of re-employment.
Retirees re-employed under this policy do not retain Staff Congress or Faculty Senate voting rights.
This special re-employment category carries with it the expectations, duties, and responsibilities of a regular employee. Re-employed retirees who are participating in this program will be governed by university personnel policies and University Administrative Regulations with the exceptions noted above. The retiree's performance will be evaluated utilizing the same evaluation instruments as used to evaluate regular full-time or part-time faculty and staff.
Re-employed part-time retirees will not have access to the University's tuition waiver program (see UAR 327). Office space shall be determined by the appropriate Vice President, and library and special purchase privileges, e.g., bookstore and athletic tickets, will be available in accordance with university policies and procedures.
SALARY/WAGE DETERMINATION:
Should a retiree be rehired, the Director of the Office of Human Resources and the appropriate Vice President will determine post-retirement compensation in accordance with the current University compensation scale taking budgetary limitations into account.
COMPLIANCE AND ATTESTATION:
Retirement may be voided if the required break in service is not met. To prevent compliance issues, no pre-retiree may discuss with any supervisor, Vice President, or the Office of Human Resources any return-to-work plans or interest in returning to work with the University. Before a retiree is considered for post-retirement rehire, the retiree, all former and prospective supervisors, and the Director of the Office of Human Resources must attest in writing that there were no prearranged agreements for rehire prior to his or her effective retirement date. In addition, a return-to-work retiree must sign and notarize that no prearranged return-to-work discussions or arrangements occurred or were present.
Required Forms:
Contact Human Resources
Human Resources
301 Howell-McDowell
Morehead, KY 40351
EMAIL: humanresources @moreheadstate.edu
PHONE: 606-783-2097
