{"id":828,"date":"2026-01-14T14:29:16","date_gmt":"2026-01-14T20:29:16","guid":{"rendered":"https:\/\/uwm.edu\/policy\/?post_type=library&p=828"},"modified":"2026-07-07T13:02:11","modified_gmt":"2026-07-07T18:02:11","slug":"rehiring-uw-annuitants","status":"publish","type":"library","link":"https:\/\/uwm.edu\/policy\/library\/rehiring-uw-annuitants\/","title":{"rendered":"Rehiring UW Annuitants"},"content":{"rendered":"\n
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Purpose<\/h2>\n<\/div>\n\n\n\n
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Universities of Wisconsin Administrative Policy 1229: Rehired Annuitants<\/a> establishes guidelines governing the employment of individuals who are receiving a Wisconsin Retirement System (\u201cWRS\u201d) annuity.\u00a0 That policy permits UW institutions to establish a policy under which WRS annuitants may be reemployed in positions similar to those from which they retired without conducting an open recruitment.\u00a0 The purpose of this policy is to establish the parameters under which individuals who have retired from a UWM and who continue to receive their WRS annuity during reemployment (\u201cUW Annuitants\u201d) may be hired by without using UWM\u2019s standard recruitment process.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Scope<\/h2>\n<\/div>\n\n\n\n
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This policy applies only to UW Annuitants who continue their WRS annuity during reemployment; it does not apply to individuals who are rehired and elect to suspend their annuity.\u00a0 Wisconsin Statutes Chapter 40<\/a> and Wisconsin Administrative Code Chapter ETF 10<\/a> govern the WRS and rehired annuitant requirements. To the extent of any conflict between those authorities and this policy, the statutes and administrative code shall govern.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Definitions<\/h2>\n<\/div>\n\n\n\n
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For purposes of this policy, all capitalized terms have the meanings assigned in Universities of Wisconsin Administrative Policy 1229: Rehired Annuitants<\/a>.<\/p>\n<\/div>\n<\/div>\n\n\n\n

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Policy<\/h2>\n<\/div>\n\n\n\n
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  1. Hiring UWM Annuitants outside UWM\u2019s standard recruitment process is permissible only\u00a0 to address\u00a0short-term\u00a0<\/strong>needs and may not be used as a substitute for filling ongoing positions through \u00a0normal recruitment<\/li>\n\n\n\n
  2. UWM Annuitants may be hired without using the standard recruitment process only under the following circumstances:\u00a0\u00a0\n
      \n
    1. The individual is needed on an interim basis while recruitment is underway for an ongoing position.<\/li>\n\n\n\n
    2. The individual is needed on a short-term basis (i.e., less than 6 months) while decisions regarding the necessity of, or funding for, the position are being finalized.\u00a0\u00a0<\/span><\/li>\n\n\n\n
    3. The individual\u2019s expertise or experience is required for a specific project, event, or other defined short-term need.\u00a0<\/span><\/li>\n\n\n\n
    4. The individual is able to fill a role for which other resources are not available, including situations in which a position is difficult to fill.<\/span><\/li>\n\n\n\n
    5. Other exceptional circumstances exist and can be documented.\u00a0\u00a0<\/li>\n<\/ol>\n<\/li>\n\n\n\n
    6. Units must follow the procedures below when hiring UW Annuitants without using the standard recruitment process:\n
        \n
      1. Restrictions During Required Minimum Break in Employment.<\/strong>\u00a0 Contracts to rehire a UW Annuitant may not be discussed, negotiated, or entered into prior to or during the Required Minimum Break in Employment.<\/li>\n\n\n\n
      2. Grant-related activities.<\/strong>\u00a0 Receipt of an ongoing grant from a non-University source does not constitute a contract for or right to future University employment. Individuals working on extramurally funded projects, including principal investigators, may retire from the University, begin a WRS annuity, and subsequently enter into an agreement with UWM to return to work on the grant after the Required Minimum Break in Employment. Under no circumstances may the individual be paid for any portion of the break in employment, including retroactively.<\/span><\/li>\n\n\n\n
      3. Recruitment Waiver Request.<\/strong>\u00a0 An initial request to rehire a UW Annuitant must be documented and approved following UWM\u2019s recruitment waiver process prior to the start date.<\/span>\n
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        1. The waiver request must include a compensation justification.<\/span><\/li>\n\n\n\n
        2. Compensation must be commensurate with the duties and responsibilities of the position and determined in accordance with established UWM practices.<\/span><\/li>\n\n\n\n
        3. Compensation will not automatically default to the individual\u2019s salary at the time or retirement.<\/span><\/li>\n<\/ol>\n<\/li>\n\n\n\n
        4. Emeriti.<\/strong> Emeriti may continue professional involvement pursuant to SAAP 7-5<\/a> and are not subject to this policy provided that they do not receive compensation for any services.\u00a0 When emeriti are compensated for services, an employment relationship is created. In such cases, this policy applies if the individual continues to receive their WRS annuity. Reimbursements for expenses do not constitute compensation for services and do not create an employment relationship.<\/span><\/li>\n\n\n\n
        5. WRS Annuitants from Other (non-UW) Employers. <\/strong>\u00a0Employment of annuitants who retired from other State or local employers must also comply with ETF\u2019s rehired annuitants requirements. Individuals are responsible for notifying UWM of their annuity status before accepting UWM\u2019s employment offer.<\/span><\/li>\n\n\n\n
        6. Appointment Letter.<\/strong> The UW Annuitant must receive a written appointment letter consistent with the type of appointment.\u00a0<\/span><\/li>\n\n\n\n
        7. Appointment Duration.<\/strong> Appointments may not exceed one year in duration. The appointment letter must specify the start and end dates of the appointment. Any exception to the one-year limitation must be approved in advance by UWM Human Resources.<\/span><\/li>\n\n\n\n
        8. Limited appointees: <\/strong>Limited appointments do not generally include an end date. However, if a UW Annuitant is rehired into a limited position, the appointment letter must include an expected end date not later than one year after the appointment start date. In such cases, the letter must include the following language, in addition to the standard limited appointment language: \u201cAlthough, as a limited appointee, you will serve at the discretion of [<\/span>name of supervisor<\/em>], this appointment will not extend beyond xx\/xx\/xx [<\/span>a date not to exceed one year from start of the appointment<\/em>].\u201d\u00a0<\/span><\/li>\n\n\n\n
        9. Completion of WRS Form. <\/strong>The UW Annuitant must complete the Rehired Annuitant Form (ET-2319)<\/a> and submit it to the Wisconsin Department of Employee Trust Funds (\u201cETF\u201d) within seven (7) days of the rehire date. The Rehired Annuitant Form<\/a> must be resubmitted whenever there is a change in the expected duration, rate of pay, or percentage of appointment.<\/li>\n<\/ol>\n<\/li>\n<\/ol>\n<\/div>\n<\/div>\n\n\n\n

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