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Phased Retirement Programs: Exploring the Issues

Learn practical and legal advice for implementing a phased retirement plan.

Phased retirement has become increasingly popular among two groups of employees: those who would like to begin easing away from work at a younger age, and those who need to continue working at older ages but require a less demanding schedule. An employer may see offering phased retirement as a way to retain valued talent. However, neither the employer nor the employee may recognize the practical disadvantages or the legal hazards of phased retirement. Without proper structuring, a phased retirement program can cause administrative issues and even legal liability on the part of the employer, unanticipated financial hardships for the employee undergoing phased retirement, and resentment on the part of other employees. This topic helps employers identify the situations in which phased retirement may be beneficial, and to structure phased retirement arrangements in such a way as to avoid the practical and legal pitfalls. It also enables employers to provide guidance to employees considering phased retirement concerning the potential issues such a choice would entail for the employee. Familiarity with these issues can enable an employer to structure a phased retirement program in such a way to be beneficial to both the employer and the employee. Failure to consider them, by contrast, can cause an administrative and legal nightmare for the employer, without actually achieving any of the goals of either the employer or the employee.

Runtime: 89 minutes
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Why Lorman?

Over 31 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Agenda

Advantages of Phased Retirement

  • For the Employer
  • For the Employee

Types of Phased Retirement

  • Part-Time Employment
  • Independent Contractor
  • Step-Down in Rank/Duties
  • Move to a Different Employer

Practical and Legal Pitfalls

  • For the Employer
  • For the Employee Going Through Phased Retirement
  • For Other Employees

Benefits Issues

  • Retirement Benefits
  • Health Benefits
  • Social Security Benefits
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Why Lorman?

Over 31 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Credits

OnDemand Webinar

This course was last revised on December 5, 2016.

Call 1-866-352-9540 for further credit information.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

Audio & Reference Manual

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

MP3 Download

  • Arizona CLE 1.5
     
  • CA MCLE 1.5
     
  • CT CLE 1.5
     
  • HI CLE 1.5
     
  • IL CLE 1.5
     
  • ME CLE 1.5
     
  • MT CLE 1.5
     
  • NJ CLE 1.8
     
  • NV CLE 1.5
     
  • VT CLE 1.5
     
  • WA CLE 1.5
     
  • WV MCLE 1.8
     
The CLE Code is ONLY a requirement when applying for CLE Credit in California (for participatory credit), Kansas, New Jersey or New York. Other states do not need to supply the CLE Code to apply for CLE credit.

This program does NOT qualify, nor meet the National Standard for NASBA accreditation.

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Why Lorman?

Over 31 years and 1.4 million customers worth of experience providing continuing education. Our passion is providing you world-class training to help you succeed in business and as a professional.

Faculty

Carol V. Calhoun

Carol V. Calhoun

Venable LLP

  • Counsel in the Washington, D.C. office of Venable LLP
  • Practice emphasizes all aspects of ERISA and employee benefits law
  • Conducts regular seminars and workshops on various aspects of employee benefits law
  • Author of two books and numerous articles on employee benefits law
  • J.D. degree, Georgetown University Law Center
  • Can be contacted at 202-344-4715 or [email protected]
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Product ID: 399917
Published 2016, 2018
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