Internal retirement can also be called internal retirement. This behavior is not retirement in the true sense because there are no retirement procedures and the country has no relevant regulations. It is just a behavior similar to retirement within the unit. It is mainly based on the unit itself.

According to the situation, we should formulate corresponding internal withdrawal measures. Of course, not all units have internal withdrawal. This form mostly exists in state-owned enterprises.

After the internal retirement is completed, there is no need to work in the unit. During the internal retirement period, living expenses will be paid according to the agreement signed between the unit and the individual. The basic salary is generally retained, but bonuses and benefits will not be paid normally. The monthly social security will continue to be paid by the unit until formal retirement.

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The specific conditions for early retirement will vary depending on the region and unit, and are mainly based on age or length of service. There are the following situations: 1. The working years are more than 20 years and the legal retirement age is less than 5 years (including 5 years), or

Personnel with more than 30 years of working experience.

2. Some units directly select candidates based on age, with men over 50 years old, women over 45 years old, or those with more than 25 years of service.

Nowadays, in the reform of public institutions, units engaged in production and business activities must be converted into enterprises. Some provinces have also introduced early layoff policies. For example, Shanxi Province's "Guiding Opinions on the Placement and Social Security of Personnel in the Reform of Public Institutions Engaged in Production and Business Activities" clearly states that,

Personnel who are within 5 years of the national statutory retirement age can leave their jobs early if they apply personally and get approval from the restructuring unit.

Basic benefits such as wages and benefits during the off-duty period remain unchanged and will be paid by the transformed unit.

Generally speaking, employees in public institutions are not subject to internal layoffs.

What we call internal withdrawal actually originated from the regulations on the placement of surplus workers in state-owned enterprises on April 20, 1993.

In the early 1990s, our state-owned enterprises had more and more employees, and many enterprises were overwhelmed. In order to promote the reform of state-owned enterprises, regulations were introduced to lay off workers and resettle surplus workers.

Article 9 of the document stipulates that employees who are less than five years away from retirement age can quit their jobs to recuperate upon personal application and approval by the company leaders.

During the period when employees quit their jobs and recuperate, the enterprise will provide them with living allowances.

This is what we all often call internal retirement.

The benefits of internal retirement include normal social insurance payments to employees, and at the same time, retirement benefits not less than the minimum wage are paid.

Looking at it today, it's still pretty good.

However, now fewer and fewer units implement internal retirement.

There is no such thing as retirement in government agencies and institutions, because usually our units have to determine positions and personnel according to the three-step plan of the organizational department, which involves factors such as performance salary assessment, staff management, etc., so it is impossible to implement retirement.

Therefore, in many cases they will be transferred to idle non-leadership positions.

This is also the reason why many government agencies and institutions are always short of manpower. Although they have establishments and personnel, in most cases they can only be promoted but not demoted. After many elderly people occupy the positions, their efficiency begins to be low due to occupational fatigue.

Some young leaders have no control over some old people, and their relationships are so intricate that it is impossible to fire or remove them.

Therefore, there will be many people who are not on the job, but the basic salary and benefits will not change, various bonuses and benefits will be paid as usual, and even the untaken annual leave subsidies will be the same.

Basically, when we strengthen personnel management, we will no longer force relevant leading cadres to transfer to non-leading positions. The next step is to improve the cadre management system, gradually clear up the personnel who are not on duty, and further manage. Therefore, government agencies and institutions now want to

There are no regulations and it conflicts with the current cadre and personnel management system, making it almost impossible to handle internal retirement.

However, there are several transitional methods: for example, by adjusting positions to avoid high-pressure jobs such as windows and law enforcement, and switching to idle jobs such as labor unions.

If we are indeed physically ill, we can apply for sick leave based on the hospital's leave note and medical advice. The current salary management system of public institutions rarely implements wages.

If you really lose your ability to work, you can apply for early retirement after being identified by the labor ability appraisal department, and you can also apply for retirement if you are not old enough.

Therefore, it is better to understand the relevant policies based on your own situation and choose the plan that best suits you.

What we usually call internal retirement, also called internal recuperation, or early resignation, is a policy implemented in some places in the cadre management process where cadres who reach a certain age can leave their jobs early and rest at home while their wages remain unchanged.

system.

Internal retirement has the following characteristics: First, the age of internal retirees has not reached the retirement age stipulated by the state.

In some places, the ages of early retirees are 3, 5, and 7, that is, department-level cadres retire before the age of 53, county-level cadres retire before the age of 55, and county-level cadres retire before the age of 57.

Of course, different places hold different standards, but the general meaning is this.

Second, early retirement is different from early retirement.

Early retirees are paid retiree wages, and generally retirement wages will be less than pre-retirement wages.

Therefore, the salary level of early retirees will decrease.