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College of Agriculture > About the College> Administrative Services> Policies & Guidelines > Retired Re-Employment

Policies and Procedures for the Re-Employment of Retired Faculty and/or Staff Members

College of Agriculture and Alabama Agricultural Experiment Station

The following policies and procedures address the temporary/part-time re-employment of retired faculty and staff in the College of Agriculture and the staff in the Alabama Agricultural Experiment Station. Note: does not apply to faculty in other colleges.

  1. The retired faculty must have been granted Emeritus status at Auburn University. Refer to: Emeritus Status Guidelines and Procedures.

  2. There may be circumstances in which the department and the emeritus faculty member enter into a mutual agreement annually for specific work to be performed by the faculty member. The purpose of these agreements is to fulfill responsibilities until a replacement faculty member can be hired or duties assigned to existing full-time faculty or staff. These responsibilities include teaching classes, completing a contract or grant, administering a program or project, or completing an outreach program. The agreement will address expectations, deliverables, resources to be provided, and reporting requirements. Funding will be provided by the department, the Dean’s Office, ACES, AAES, and/or a sponsoring agency. Compensation to the faculty member will be based on funding availability and earning limits established by the Teachers’ Retirement System of Alabama and the Social Security Administration.

  3. If a need exists, the Department Head/Chair will request of the retired faculty/staff member to present an annual proposal to the department or related unit regarding the specific work that he/she wishes to contribute. The proposal shall include specific annual goals, objectives, and activities as well as annual expectations agreed upon in discussions with the department head/chair and/or unit supervisor.

  4. A Memorandum of Understanding (MOU) shall be developed between the temporary/part-time employee and the related unit that clearly describes the work and expectations of both parties.

  5. The MOU must be approved and signed by the department head/chair or unit supervisor and the Dean of the College of Agriculture prior to any work being performed.

  6. The signed MOU must be provided to COA/AAES Manager, Human Resources for completion of paperwork for entering assignment into Banner payroll system for proper and timely compensation of agreement. Re-employed faculty pay will be processed on a semi-monthly payroll and re-employed staff will be processed through Temporary Employment Services on a bi-weekly pay basis.

  7. The MOU shall be valid for no longer than a one year period. The MOU will be reviewed annually for the possibility of renewal. Renewal will be dependent on the needs of the department or unit and the availability of funds.

  8. A funding source for salary, support expenses, such as cell phones, travel, data line charges, new computers, software licensing, specialized equipment, as well as other support costs, must be identified in the proposal and MOU.

  9. The temporary/part-time employee will provide a quarterly report to the unit head regarding accomplishments and future goals.

  10. Office and laboratory space assignment will be evaluated in consideration of space needs by current faculty and staff of the department or unit. Continuing needs will take priority over part-time assignments.

  11. Re-employment is not a part of severance packages, and no faculty or staff will be guaranteed re-employment as part of a separation agreement. Re-employment proposals will not be accepted until after the faculty/staff member has officially separated or retired from employment. Re-employment can occur no sooner than one month after retirement or separation from employment.

Date: October 1, 2003
Revised: July 1, 2008