Uncl--APPENDIX 20-B
UW-Madison
Policy on Faculty Post-retirement Employment
- Post-retirement employment must meet the needs of the department and
fall within the normal scope of college/school activities (e.g., teaching,
advising, research, service, outreach).
- Post-retirement employment as emerita/emeritus faculty is covered by
academic staff personnel policies. The initial appointment and any extension
must be fixed term terminal. The appointment period normally shall not exceed
three years. There is no limit on the percent of the appointment. Employment for
teaching staff normally will be 25% to 40% per three-credit course based on
course enrollment and supplementary teaching support. For other
responsibilities, the percent shall be determined by the dean upon
recommen-dation of the Executive Committee. Reappointment shall be contingent
upon satisfactory performance, funding and departmental need.
- Salaries are normally set at the pre-retirement rate. However, it may be
set at a higher or lower rate depending upon the responsibilities of the
appointment.
- The Executive Committee (or its equivalent, if any) shall recommend the
terms of the appointment (e.g., salary, percent time, duration of appointment,
course selection, etc.) to the dean.
- Financial resources must be available to support the position.
- The college/school may institute a policy prohibiting departments from
hiring a replacement during the period of post-retirement employment.
- Post-retirement employment must comply with the statutory requirement of a
30-day break in service and the administrative rule prohibiting pre-retirement
agreements to return to work as a re-employed annuitant.
Colleges and schools may develop more specific policies on faculty
post-retirement employment within the constraints of this University-wide
policy. This will allow individual colleges and schools to establish specific
policies that best meet their needs.
Updated 7/10/98