Hiring Wisconsin Retirement System Annuitants (AP-06-105)

UW-River Falls Administrative Policy
Policy ID: AP-06-105
Effective: July 1, 2012
Revision: July 22, 2013
Review: 3 years

Hiring Wisconsin Retirement System Annuitants
Maintained by: Human Resources
Approved by: Chancellor
Next Review Date: July 1, 2015


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Policy

Hiring of Wisconsin Retirement System Annuitants shall be governed by this policy.

Prior to July 2, 2013:

Wisconsin Retirement System (WRS) annuitants must have a minimum break in service of 30 calendar days before returning to work for a WRS participating employer (including UW-River Falls).  Employees who terminate WRS-covered employment are ineligible for any benefit (including retirement annuities, lump-sum retirement benefits, and separation benefits) per Wis. Stat. § 40.23 (1) (a) 1., if they return to WRS-eligible employment before the latest of the following dates:

  1. The day after the annuity effective date.
  2. The 31st day after termination of participating employment.
  3. The 31st day after ETF receives the benefit application. The employee's annuity or lump-sum benefit will be canceled if the return to WRS-eligible employment occurs before this required break in service is fulfilled.

UW-River Falls will not enter into discussion with a retirement annuitant regarding future employment opportunities until after the 30 calendar day break in service.

WRS retirement annuitants may be hired for positions that are less than two-thirds of full time, which is defined as 880 hours for a 9-month contract and 1,200 hours for a 12-month contract. For Instructional Academic Staff, WRS retirement annuitants may be hired for less than two-thirds of full time of an IAS course load, which is defined as 9 credits per semester. Non-instructional staff hired on a lump sum basis may not be paid more annually than 50% of their annual salary prior to retirement.

WRS retirement annuitants may be hired as limited term employees (LTE) in positions for a 50% or less appointment. The 50% appointment is calculated at any point in time which would disallow a 100% appointment for six months. Any WRS retirement annuitant hired as an LTE may only be hired for positions which will not attain permanent status. WRS retirement annuitants are not eligible for multiple limited term employee appointments if the combination of appointments exceeds a 50% appointment at any point in time.

Exceptions to this policy may be granted by the Chancellor and Chief Business Officer in extraordinary cases. No exceptions will be granted to waive the 30 day break in service.

Effective July 2, 2013:

Wisconsin Retirement System (WRS) annuitants must have a minimum break in service of 75 calendar days before returning to work for a WRS participating employer (including UW-River Falls). Returning to WRS eligible employment within the 75 day minimum break period will invalidate a retirement annuity or lump sum payment. If the termination date is on or after July 2, 2013, the earliest return to WRS eligible employment is the latest of the following dates:

  1. The day after the annuity effective date,
  2. The 76th day after termination of all WRS participating employment,
  3. The 76th day after the date ETF receives the benefit application.

WRS Annuitants who terminated employment on or after July 2, 2013 are subject to automatic termination of Annuity upon returning to WRS eligible employment in a position expected to require at least two-thirds of full time, which is defined as 880 hours for a 9-month contract, 1,200 hours for a 12-month contract, and 9 credits per semester for instructional academic staff.

WRS retirement annuitants may be hired as limited term employees (LTE) in positions for a 50% or less appointment. The 50% appointment is calculated at any point in time which would disallow a 100% appointment for six months. Any WRS annuitant hired as an LTE may only be hired for positions which will not attain permanent status. WRS retirement annuitants are not eligible for multiple limited term employee appointments if the combination of appointments exceeds a 50% appointment at any point in time.

Non-instructional staff hired on a lump sum basis may not be paid more annually than 50% of their annual salary prior to retirement.

Exceptions to this policy may be granted by the Chancellor and Chief Business Officer in extraordinary cases.

Authority

The UW-River Falls Chancellor issues this policy in accordance with the Administrative Policy process.
The ACBF is responsible for the administration of this policy. Request an exception to this policy from the Administrative Policies website (http://www.uwrf.edu/administrative/Policies).

Sanctions and Appeals Process

Failure to adhere to the provisions of this policy may result in appropriate disciplinary action as provided under existing procedures applicable to students, faculty, and staff, and/or civil or criminal prosecution.

University Responsibilities

Assistant Chancellor for Business and Finance

Department/Unit Responsibilities

Human Resources

Contact

Please direct questions about this policy to administrative-policy@uwrf.edumail.