Dear All, I would appreciate if any body could help me with the retirement policy. Thanks, Uttama
From India, Mumbai
2From India, Mumbai
Hello madam It is UCL's policy that staff normally retire at the age of 65. The retirement date for staff in post prior to January 2006 is either the 31st July or 30th September following their 65 th birthday depending on their staff group. For all new appointees from January 2006 the planned retirement date is 31st July following their 65 th birthday. Information on UCL's pension schemes can be found at http://www.ucl.ac.uk/hr/docs/pensions_retire.php and staff are encouraged to plan for their retirement by contacting the Pensions Team within the HR Division for information on the benefits options open to them. 2 Staff who retire from UCL will be offered membership of the UCL Alumni Association which entitles them to an email address, regular newsletters, and access to the Library, the Language Centre, UCL Collections, and discounts at the Bloomsbury Theatre, Bloomsbury Fitness and the UCL Union. 3 The Employment Equality (Age) Regulations 2006, effective from 1 st October 2006 give staff a right to be reminded of the opportunity to request to work beyond their employers' retirement age and employers a duty to consider any such request within a statutory procedure. This document outlines the process that UCL will operate in response to such requests and the issues that will be considered prior to response. 4 UCL aims for international excellence in all its activities and seeks to contribute to the resolution of problems of global significance through its research. In a rapidly changing and highly dynamic marketplace a healthy level of turnover is required to introduce new skills and approaches. As rates of turnover, particularly amongst academic staff have traditionally been low there is a UCL wide need to retain the planned retirement date, other than in exceptional circumstances. In addition to the UCL context, consideration of any requests to work beyond the planned retirement date will take place in light of departmental plans and circumstances. 5 From October 2006 UCL will consider and respond in writing to all requests to work beyond UCL's retirement age of 65. The procedure (set out in Appendix A) for considering requests to work beyond the planned retirement date will be administered by the HR Division and must be followed, as failure to follow this procedure could result in a retirement being deemed to be unfair. 6 Where a request to continue working beyond 65 is received, the HoD will only approve the request if s/he considers it to be in the best interests of the department taking into account issues such as the strategic direction and operational needs of the department the current departmental research strategy the skills mix required by the department for the foreseeable future the teaching, administrative and support needs of the department succession and workforce planning space allocation priorities 7 Where, exceptionally, a request is agreed it will be for a fixed period of time, normally with the minimum being one year and the maximum being three years. Where an extension beyond the planned retirement date is agreed, the new date will become the new planned retirement date, six months prior to which the process set out above will need to be repeated. 8 The number and profile of staff taking advantage of the right to request to work beyond 65 will be monitored by the HR Policy Committee. Regards, Hanuma
From India, Kakinada
From India, Kakinada
Hi Hanuma, Thanks for your valuable response. Could you please clear on this: In most of the companies their retirement age is 58 years . If the employer wish to take the employee as a consultant or an contract ( if the employee wish to work) can he do so and what are the formalities. Is there any policy for such request? Thanks once again. Uttama
From India, Mumbai
From India, Mumbai
hello Dear Madam, It's me Hanuma. What I want to Say Is I'm a 1st year student Of B.Tech in Andhra Pradesh. As I'm Just a student ,Right Now I do not know The formalities regarding that.But its quite possible as even Governers and Presidents, Prime Ministers are given extended run in our country as well as mant others.I would let you know the formalities pretty soon. but I'm sure that its possible if the employee is willing to work.You wouldbe a former employee in that frim na...Former employees, particularly older workers who often have more former employers as contacts, may have an insider's advantage at gaining employment at places they used to work. Workers who leave a company and eventually return are called “boomerangers.”Boomeranging is not generally a planned activity. But if you've left a former employer with a good impression and without burning bridges, it's worth some consideration if you're in the job market again.... Think about going back if you spent at least five years on good terms with a previous company and left for any of these reasons: *Family matters -- birth, death or extended illness in immediate family. *Relocation/spousal transfer, etc. *Return to school. *Opportunity for professional advancement or to learn new skills that could help you advance your career. *Career break or sabbatical Here are some tips on how to join the growing numbers of boomerangers: Do Your Homework Research your former employer as though you had no history. Things will no doubt have changed in your absence, and there may have been turnover or organizational restructuring. If you are going to approach the company, make sure you are informed about its current situation and goals. Make a list of things you disliked about the company before. Do those problems or personnel still exist? Will a position with the employer help you return to your career path, or put you on a new one you want? Can you expect to add to your knowledge and skills or apply those you learned while you were away? Test the Waters Find out if others have boomeranged to your old employer, and talk to them about their experiences. If you respect and can trust your former supervisor (or another manager), call and share your thoughts about returning. Know the Drawbacks While employers may be interested in rehiring experienced candidates, they may do so without reinstating former benefit status. The prospect of returning to your former company as a contract worker is one possible downside. You may also face resentment from former coworkers who stayed behind, and it could take a while to reestablish trust (Will he/she leave again?). If the situation looks ideal for both you and your former employer and you decide to return, be prepared to stay at least a couple of years. Returning to an employer can be a positive career move, but only if you stick around the second time. ... thats all i have in store for you now. You can mail me on for any further information : 
Thank you, regards , Hanuma
From India, Kakinada
From India, Kakinada
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