Temporary re-employment of pensioners under PSPP and MEPP directive

Overview

​​This directive outlines the terms and conditions under which former employees in receipt of a pension under the Public Service Pension Plan (PSPP) or the Management Employees Pension Plan (MEPP) may be temporarily re-employed by the Government of Alberta.

Nothing in this directive prevents a PSPP or MEPP pensioner from applying for employment on open competitions.

Pension legislation allows a PSPP or MEPP pensioner to continue to receive pension benefits when re-employed by the Government of Alberta, however, they cannot contribute further to PSPP or MEPP.

Under no circumstances is a contract of employment to be used for a person filling a bargaining unit position, providing a bargaining unit service, or occupying a class represented by the Alberta Union of Provincial Employees.

Conditions for temporary re-employment of a pensioner

Subject to the Public Service Employment Regulation, the Deputy Minister may, with prior consultation and approval by the Public Service Commissioner, on behalf of the Government, temporarily re-employ a PSPP or MEPP pensioner.

Prior consultation with the Public Service Commissioner is required before any discussions take place with employees pursuant to this Directive. Any extensions to a re-employed pensioner arrangement must be approved by the Public Service Commissioner.

The re-employment of pensioners must meet the following criteria:

• Demonstration that the need can only be filled by a former employee who has become a pensioner.

And

• To complete a specific project or initiative, where the end date is known and where their departure will create significant difficulties in the completion of the project or initiative;  or
• To facilitate knowledge transfer or mentoring for their former role, in which case the term of the knowledge transfer will be time certain.

Deputy Ministers and Senior Officials are not to be re-employed as pensioners under this directive.

The following charts outline the administrative guidelines that apply when temporarily re-employing a pensioner to perform a management, opted out or excluded or a bargaining unit function.

Contract employment - management and opted out & excluded employees

Departments are responsible for determining the job class or evaluation rating as the basis for negotiating a rate of pay for the contract. Work being done through a Contract of Employment is not part of the official pay plan or the classification plan, however, departments are expected to consider the pay plan, classification plan and level of work when determining the appropriate salary. Individuals employed through a contract do not have access to the classification appeal process.

Temporary employment - management and opted out & excluded employees

Temporary employment - bargaining unit employees

Wage employment - opted out & excluded and bargaining employees

Wage employment is to be used when a pensioner is to be rehired to perform work that is less than 40% of normal full time hours. Note: Management employees cannot be hired on wages.

Fee for service contracts

Fee for service contracts will comply with current guidelines. Refer to directive Contract of Employment or Fee for Service Contract.

About this directive