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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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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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Applications have not yet been submitted for Delaware, Idaho, Kentucky, Ohio, Oklahoma, South Carolina, and Wyoming CLE for this course. However, if you are interested in obtaining CLE for any of the listed states or have any additional credit questions please email us at [email protected] or call us at 866-352-9540.

This course was last revised on December 5, 2016.

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  • AK CLE 1.25
     
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  • This program has been approved by the Rhode Island Mandatory Continuing Legal Education Commission for 1.5 hours of CLE credit.
     
  • TN CLE 1.47
     
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  • This program has been approved by the Board of Bar Examiners for 1.5 hours for use toward the Wisconsin Mandatory CLE requirement.
     
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  • Lorman Education Services is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CPSM or SHRM-SCPSM. This program is valid for 1.25 PDC(s) for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org
     
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Faculty

Carol V. Calhoun

Carol V. Calhoun

Venable LLP

  • Counsel in the Washington, D.C. office of Venable LLP
  • Practice emphasizes all aspects of employee benefits and executive compensation
  • Author of two books, two chapters of a third book, and numerous articles relating to employee benefits
  • Graduate of the Georgetown University Law Center, where she served on The Tax Lawyer, and the Johns Hopkins University
  • Can be contacted at 202-344-4715 or [email protected]
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Product ID: 399917
Published 2016
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