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Since October 1979, the University has, by policy, granted to tenured faculty members the prerogative of requesting reemployment up to 40% time. By policy, the University has agreed to honor any such requests. Prior to July 1, 1993, these requests were honored through age 70 of the retiree. This policy remains in effect for those faculty members who retired prior to July 1, 1993. With the elimination of mandatory retirement, the University has adopted a revised policy. For those tenured faculty members who retire after July 1, 1993, the University will honor requests for reemployment up to 40% time for up to five years following the date of the faculty members' retirement. Subject to the provisions below, the University will support that reemployment form institutional funds. Retired faculty members who obtain research grants and contracts can be reemployed by those grants under these same provisions.

The maximum dollar amount that the University can pay a retiree from all sources (state funds, grant and contract funds, self-supporting budgets, professional Continuing Education and university Extension, Summer Quarter, Etc.) is calculated by multiplying the individual's base salary at the time of retirement (last month's base rate times the number of months in the individual's base appointment) by 40%. At the time of retirement, faculty members with a nine-month appointment who have normally held additional summer appointments may petition for an increase in the base salary to include the additional months; however, the university will not support reemployment during much additional months from institutional funds. The reemployment salary maximum is increased at such times as the President authorizes across-the-board salary increases for all faculty. Reemployed retired faculty are not eligible for merit salary increases.

The election of reemployment, by University policy, is vested with the retired faculty member and the University will honor that request, provided the request is made each year by December 1. This notification date requirement does not apply to the first year after retirement. (Note that faculty members who retire during the academic year are, for their first year, only eligible for reemployment from institutional funds for up to 40% of the remainder of the academic year in which they retire.)

For Associate Professors and Professors without tenure by reasons of funding, the Faculty Code provides that except for commitments of state funding, they shall be treated the same as tenured faculty members. thus, for Associate Professors and professors (WOT), this same reemployment opportunity applies except that reemployment is to be funded through grants and contact research support or clinical fees generated by the retiring faculty member. For other retired faculty member (e.g., research faculty, lecturers, etc.) reemployment may be granted on a year-to-year basis at the discretion of the Department Chair and Dean, but the five-year guarantee does not apply.

Arrangements for instructional, research, or other designated duties of reemployed retired faculty members are to be made by agreement between the Department Chair, or Dean of underdepartmentalized colleges, and the retiring faculty member. The departments, schools, colleges, and University do not, however, guarantee that the reemployment assignment specifically requested by the faculty member will be that which is offered. While all efforts will be made to accommodate a retiree's desires for class scheduling, needs of the program and curriculum take precedent over individual desires. Nonetheless, the University will honor in some scheduled way the total reemployment opportunity for each year.

Any reemployment is for clearly specified duties. If the reemployment is funded by state appropriations, those duties must include instructional responsibilities in accord with general University policies. The specific duties must be worked out within the departments and colleges. For faculty on nine-month appointments, the reemployment scheduling would be during the nine-month academic year only. Of course, faculty members may request summer teaching, and if agreed to by the department, this would be funded by summer school teaching budgets. However, the total compensation received in the summer falls within the calculation of 40% time authorized for reemployment.

Faculty members may be reemployed beyond the five-year period to which the University is committed. Such reemployment is limited to 40% time, is at the discretion of the department, and must be supported by the reemploying department or from research grants or contracts generated by the faculty member.

The normal rules related to the continuation of faculty appointments apply during the reemployment period. That is, faculty members are expected to maintain their excellence in teaching during the period of reemployment. following normal University rules, the University retains the right to discontinue reemployment after retirement on evidence of diminished capacity and ineffectiveness in teaching. In addition, the reemployment can be voided if a program in which the reemployment occurs is eliminated or in the event of a financial exigency.