Limited Retirement Health Care Bridge Policy
To provide a management tool that enables KU to assist employees who desire to retire before they become eligible to qualify for Medicare.
Unclassified employees (including university support staff, faculty, academic and unclassified professional staff) who are retirement eligible, but are not eligible for Medicare, and who have completed at least 10 years of full-time service may be eligible for participation in the program upon reaching 55 years of age.
This is a voluntary program and participation is neither automatic nor guaranteed. The Provost (or designee) will determine whether participation in the program is in the best interest of the university. Decisions will be made on a case-by-case basis, taking into consideration the employee’s appointment or job responsibilities, the timing of the request and other pertinent factors. The continued effective operation of the unit to which the employee is assigned is a significant factor in this decision. Departmental funding sources will be responsible for making the payment; however, federal research funds cannot be used for this purpose.
Timeline for requests: The request to participate in this program shall be initiated by the employee and is to be submitted to the department head prior to the employee’s proposed retirement date.
Approval process: The employee’s request to participate in this program shall be submitted to the department head, with endorsements first sought at the dean and/or director level and then at the appropriate Vice Provost/Chancellor level. Employees holding multiple or joint appointments must receive endorsement from all appropriate parties. A final decision on all requests, including the payment amount and method to fund, will be made by the Provost (or designee).
If the request is approved, the General Counsel’s Office will draft an agreement between KU and the employee.
Lump Sum Payment: The lump sum payment shall be an amount negotiated between the employee’s department head and the eligible employee and the amount necessary to cover the employee fringe benefits costs associated with the benefit amount. The lump sum payment amount shall be subject to review at each stage of the approval process and may be modified at any level of review.
The lump sum payment shall be paid as a payroll expense and will be subject to employee fringe benefit requirements, including taxes.
Any lump sum payment negotiated will not be considered compensation for mandatory retirement plan purposes. For the KBOR mandatory plan, the payment will not receive retirement contributions. For KPERS, KPERS contributions will not be paid on the lump sum amount nor will the lump sum amount be used in calculating Final Average Salary
Employees participating in any other State of Kansas or Kansas Board of Regents retirement incentive programs are not eligible to participate in this program.
Federal research funds cannot be used for this program.
Department of Human Resource Management
103 Carruth-O’Leary Hall
1246 W. Campus Road
Lawrence, KS 66045
Approved by Vice Provost for Academic Affairs, May 6, 2009.
03/08/2017: Technical updates in the policy statement to align with Kansas Board of Regents updates
02/22/2017: Fixed broken link to Kansas Board of Regents Policy Manual.
10/21/2015: Updated timeline and payment process descriptions to be consistent with KBOR practice; changed name from HR to HRM.
04/02/2015: Fixed broken link to Board of Regents Policy Manual.
12/17/2014: Fixed link to Board of Regents Policy Manual.
11/18/2014: Policy formatting cleanup (e.g., bolding, spacing).
05/06/2009: Approved by Vice Provost for Academic Affairs.