Mandatory retirement of college faculty, as affected by the amendments to the Age Discrimination in Employment Act (ADEA), is considered in relation to the changing faculty age profile, retirement strategies to cope with ADEA, and other issues under ADEA. ADEA raised the mandatory retirement age from 65 to 70, and tenured faculty were exempted until June 1982. The majority (52 percent) of faculty are in the 30-44 age bracket, and this category constitutes 41 percent of all tenured faculty. The majority of institutions have a mandatory retirement age but are willing to extend it on a year-by-year basis. It is suggested that the ADEA will create additional financial pressures on higher education institutions and may, at the same time, impair quality, if staff size needs to be reduced or unproductive faculty must be retained. Projections indicate that there will be a decline in junior faculty hires until 1995 with a possible increase thereafter. It is proposed that colleges and universities should create innovative policies regarding retirement, tenure, and faculty development to cope with ADEA and also to respond to longer-term issues, such as long-range staff planning, new salary structures, and second career/mid-career changes. The new legislation does not preclude retaining the concept of a normal retirement age of 65. Preretirement counseling as a means to communicate the potential benefits of a normal retirement age, reduced benefits for older workers that are allowed by the new law, and the option of early retirement are considered. Tenure proposals and other important salary structures, the need for criteria for evaluating faculty performance, and the issue of faculty career change are addressed. A bibliography is included. (SW)