
To be eligible for payment without physically
working:
◦ Recipients must provide “consideration.”
◦ Exchange for payments.
◦ Payment cannot be retroactive.

“Consideration”:
◦ Essential for a binding contract.
◦ Something of value to the parties.
◦ Exchanged for the performance by the other
party.
◦ Cannot be something already entitled.
 Example: With respect to faculty, the
consideration would be relinquishing tenure
rights in exchange for the incentive payment.

1.
2.
3.
4.
5.
Exit incentive based on retirement eligibility:
Non-discriminatory.
Written in plain language.
Voluntary whether or not accepted.
Provide sufficient time to consult an
attorney.
Allow sufficient time to change their mind.

"That portion of the employer's organization
from which the employer chose the persons
who would be offered consideration for the
signing of a waiver and those who would not
be offered consideration for the signing of a
waiver." 29 C.F.R. § 1625.22(f)(3) (B).

A VEIP can be tailored:
◦ Focus on specific departments.
◦ Preserving critical talent in some areas.
◦ Targeting surplus talent in other areas.
◦ Work very closely with Legal Affairs.
Department/College
Faculty/
Staff
Eligible
Participants
Confirmed
Acceptance
Exit Incentive
College of Liberal Arts
(COLA)
Faculty
71
27
2 x Salary
Communication
Faculty
14
3
$100,000
UT Libraries
Staff
53
14
$16k or 25% salary,
whichever is higher
College of Fine Arts (COFA)
Faculty
53
1, waiting to
confirm more
1 year academic base
salary or $75,000
whichever is higher
University Development
Staff
9
6
40% of Salary
Diversity and Community
engagement
Staff
1
1
$16k or 25% salary,
whichever is higher
Parking
Staff
2
1 so far
$16k or 25% salary,
whichever is higher
Transportation
Staff
4
$16k or 25% salary,
whichever is higher
Facility Services
Staff
92
52
$16k or 25% salary,
whichever is higher
PMCS
Staff
19
12
$16k or 25% salary,
whichever is higher
Environmental Health and
Safety
Staff
10
2
$16k or 25% salary,
whichever is higher