A.POLICY

The College will consider rehiring retired employees into full-time or part-time permanent benefits-eligible positions. This decision is typically made at the time of retirement and usually includes rehiring the individual into the same capacity s/he vacated for retirement purposes.

B.POLICY GUIDELINES

Employees considering retire/rehire should first consult the information about re- employment that is provided by their retirement system, checking particularly for possible impact on retiree health care benefits. The following links provide starting points:

for SERS - www.ohsers.org for STRS - www.strsoh.org

for ARP - contact your ARP representative

When accessing the use of this policy, an employee will first contact the Chief Human Resources Officer to assure the process is followed properly. The employee will be required to complete a form attesting to their intention of retiring and being rehired under the provisions of this policy.

The Chief Human Resources Officer will confirm the details of the request and send the request to the President. The President will make the final hiring decision. The rehire date will take place immediately to assure there is no break in service greater than one business day.

The initial appointment salary level will begin at the 25th percentile - or, top of the new hire range - as established by the incumbent’s current pay grade. If the incumbent’s current salary is below the 25th percentile then an appropriate salary will be determined after consultation with Human Resources and the applicable Vice President.

Any unused, accumulated vacation leave will be paid to the employee at his or her current hourly rate at the conclusion of the last month worked prior to retirement. Employment arrangements will not exceed three years beyond the retirement effective date. Should the individual wish to be considered for continued employment with the College beyond three years post-retirement, the individual may elect to re-apply for the position. A continuation of employment will be based on all other employment-related College policies and practices

e.g. performance management and needs of the College.