Re Employment Decision

Re-employment Decision

We have an employee who has passed the retirement age of 62 and we are considering re-employment even though his performance is average.

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Re Employment

Re-employment contract

QUESTION Dear HR Community, We have employees who are reaching retirement age. So we need to understand the process of re-employment. Please advise: 1. What criteria you use to re-employ retiring staff 2. What terms and conditions of re-employment do you consider as reasonable 3. How do you notify those who being re-employed and those being retired We are in the retail industry. Thank you very much for your replies. Rachel     HR Poll: How do you notify those who being re-employed and those being retired Letter: 40.00% Contract: 20.00% Face to face meeting: 40.00%   REPLIES & COMMENTS   Re-employ based on the same terms if there is no change in the work scope. Cheryl   HRSINGAPORE | HR Community Message | Re-employment contract  

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Bonus For Re Employment Staff

Bonus for Re-employment Staff

Question Dear All, Would like to check how your company practices bonus payment for the staff who enter into re-employment contract when staff turn 62 years old. 1. Do you pay variable bonus in the year when the staff enters into 1st year of re-employment contract? 2. If so, do you prorate variable bonus? 3. Or you do not pay variable bonus in the year when staff enters into re-employment? Your input is much appreciated. Mike Reply 1 We still continue to pay variable bonus in the year when the staff enters into 1st year of re-employment contract and we do not pro-rate variable bonus. We are in the finance industry. NL Full Name* Job Title Organisation or Individual* Email Address* Contact Number* Subject* Your Message* </textarea>

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Re Employment

Re-Employment

Question Dear All, If the employee resigns 1 year before he turns 62 and we offer him a fixed term contract of 1 year after his 2 months notices, does employer still need to pay the EAP to him? Kristine     Reply 1 When is EAP Payable? – EAP is only payable should an employer unable to offer re-employment with terms that are acceptable to the employee at the age of 62. Of course, this is on the condition that the eligibility criteria are met. EAP is not payable since there is re-employment – In your case, there is a job offer after the employee resigns before age 62 and this would actually constitute a “re-employment”. Since there is now a job offer and ‘re-employment’, there is no need for EAP as per my abovementioned explanation. When to consider EAP in this case? – Nevertheless, the point that the employer needs to consider EAP is at the end of this 1 year contract, ie, at the end of age 63. The employer would have to pay EAP if the employee meets the eligible criteria (medical fitness and work performance) and is willing to continue working but the employer has […]

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