The chief executive officer of the Teachers' Insurance and Annuities Fund-College Retirement Equities Fund (TIAA-CREF) discusses the current widespread concern over retirement issues in general and the ending of mandatory retirement ages for college faculty. Changes in TIAA-CREF policies and practices affecting range and coverage of retirement…

A variety of ways in which retired college faculty benefit from social services and commercial and professional perquisites, in addition to retirement income, are discussed. It is proposed that these faculty are benefiting at the expense of their younger colleagues and should in turn participate in volunteer public service. (MSE)

The debate about the "cashability" of faculty pension benefits raises questions about intent, fairness, and who controls what. Boards must weigh whether to allow faculty and staff to withdraw or transfer pension funds such as TIAA-CREF (Teachers Insurance and Annuity Association-College Retirement Equities Fund). (Author/MSE)

Results of a survey of 15 colleges and universities switching away, at least in part, from investment in the Teachers' Insurance and Annuities Fund and College Retirement Equities Fund (TIAA-CREF) for faculty retirement illustrate a trend toward increased competition and some definite patterns in fund preference. (MSE)

This article explains why college faculty benefit by taking large portions of their compensation in fringe benefits, presents data showing trends in the provision of fringe benefits to college and university employees, and suggests that academic supply and demand conditions during the 1990s may lead to resumption of the upward trend in…

The Tax Reform Act of 1986 and subsequent legislation have radically altered the rules needed to maintain favorable tax status of tax-sheltered annuity plans for college employees. Application of the new rules is complex. Critical questions facing institutions and organizations are answered, and potential liabilities facing educational employers…

In retirement planning, the college or university human resources manager is positioned as representative of both the college administration, which has a simple legal obligation to employees, and employees, who must plan for financial security and independence. This administrator can affect employees' financial well-being by effective retirement…

Given the right incentives, many college faculty will retire early. With mandatory retirement of tenured faculty soon to be abolished, institutions may need to revamp their pension plans and introduce voluntary retirement-incentive options. These options include phased- and full-retirement programs. (Author/MSE)

Indiana University's experiences with trying to cancel an increasingly expensive early retirement system illustrates some of the ways in which faculty retirement benefits are subject to attack and some of the potential and weaknesses of the traditional faculty governance mechanisms in trying to shape a response. (MSE)

A number of economic and social factors suggest that this is an appropriate time for colleges and universities to review employee retirement plans. Information that employees should have for retirement planning is reviewed, and basic principles for institutions to use in selecting a pension company are outlined. (MSE)

Economic underpinnings of retirement incentives and case law leading to the Older Workers Benefits Protection Act (1986) are reviewed; implications for early retirement incentives for college faculty are considered. It is concluded that congressional intent is not to foreclose such incentives and that the Age Discrimination in Employment Act…

The uncapping of college faculty retirement age in 1994 has implications for tenure, retirement programs, and potential for age discrimination litigation. Institutions should carefully examine the probable impact of the change on the quality of their academic programs and financial situation and develop contingency plans as early as possible. (MSE)

Changes in retirement patterns at colleges and universities can be expected because of demographic reasons and because of federal and state legislation uncapping mandatory retirement. Institutional policies that will encourage reluctant older faculty to retire need to address the three fundamental components of successful employee retirement: (1)…