Ill health retirement

[viking77]

Hi, I'm new here so please bare with me if I don't know the score. OH is the new name for ATOS. Same company and way of operation etc. I'm on a fazed back to work myself. It's over four weeks with me hopefully being back on full duties and hopefully full health by week 5. My manager has already broached the subject of ill health retirement which I felt was a bit premature and also felt like a threat. I myself am 56 with 7 years service and a part time contract so don't want to be forced out of a job. Does anyone know how they make the calculations for ill health retirement for part time staff though as I like to have all of the facts so I can argue my case? Cheers

[viking77]

Hi, I'm new here so please bare with me.
I'm suffering from ill health and have had a few weeks off sick. I'm now back to work on a phased return over 4 weeks as laid down by OH, formerly ATOS.
The problem is in my back to work interview it was made clear to me that if I was unable to resume my full duty at that time he would be looking to retire me on medical grounds. Now I don't know at this stage how good my health will be by then or if I will fully recover. However I thought that it was premature to even broach the subject.
I don't want to leave RM and really need as much info about IHR so I know how to fight it.
I am 56 and have been with the RM for 7 years with a 30 contract. I was formerly a delivery driver but after the revision am now on footwalk in a shared van. I must admit that I have struggled with the longer delivery, up to 5 hours in my case.
What would be the formula used financially and can they force it on me? At my age a new job would be hard to find but I feel I need to know as much as possible about this so I know exactly how to proceed.
Any info would be a great help.
Cheers

[ldsposti]

Hi first you must get the union involved don't do anything on your own, I had to leave through ill health once the subject came up I got the union in and I'm glad I did
otherwise I would have lost money, But you Must get the union in every case is not the same and its up to OCH to decide if you are unfit not your manager believe me if you do not want to leave the union will do all they can for you, I had a great guy dealing with my case it was worth the union fees alone for what he did for me,
But please please get the union in and don't agree to anything on your own. Good luck hope things work out for you.

[rehabron]

Hello just a quick question. Without going into to much detail I'm currently off sick.
I spoke to OH and I asked about when I would eventually return to work OH informed me that the maximum for phased return was 3 weeks and each office is different in what they will allow.
I was always under the impression OH was the ones who recommended the phased return time scale and not my manager telling OH what he will allow.
Is this correct? Thanks

OH Assist is RM Occupational Health Provider ( formally known as ATOS name change due to bad media coverage).
Oh Assist on the information that you gave during this initial 20 minute telephone concerning your medical condition and the type of work you perform give their recommendations on a phased return to full duty through a rehabilitation plan which could be reduced hours and increase over a set period and also modified duty and which you would be expected to attend weekly rehabilitation meetings with your manager to monitor your progress and meeting the expected recommendations of OH Assist.
In the period of your rehabilitation you will receive your full contractual hours irrespective if you are on a phased return to work.

[TrueBlueTerrier]

Does anyone know how they make the calculations for ill health retirement for part time staff though as I like to have all of the facts so I can argue my case? Cheers

The calculations are the same, but as your contract is less hours then the actual payout will reflect this.

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12. ILL HEALTH RETIREMENT BENEFITS

12.1. General References to ‘normal retirement age’ below mean ‘normal retirement age for pension purposes’.

12.2 Retirement on Ill Health Grounds with Immediate Pension

Active members of the Royal Mail Pension Plan with 5 years service or more and at least two years qualifying service in the Pension Plan meeting the criteria for retirement on ill-health grounds will have their pension based on their full benefits calculated up to their last day of service plus 75% of future pensionable service up to normal retirement age.

In addition, the 75% projection of prospective service will apply equally to the widow(er)’s and children’s pensions payable in the event of death in service of an employee in accordance with the provisions outlined above.

Alternatively for active members with more than 10 years’ service, if it gives higher benefits, the enhancement will be to 20 years’ service, or by an additional six and two thirds years or up to normal retirement age if earlier. For active members with between 5 and 10 years’ service, enhancement will be to double service or up to normal retirement age if sooner and if this gives higher benefits.

Members with over 2 but less than 5 years reckonable service will receive a pension based on their full benefits calculated up to their last day of service.

Employees must be active members of the Royal Mail Pension Plan (RMPP) to receive an immediate pension under these provisions. Where an employee meets the criteria for Medical Retirement due to permanent incapacity but is not a member of the RMPP, then they will be eligible to the benefits applicable for Retirement on Ill Health Grounds with Lump Sum Payment, or if eligible and more beneficial a benefit from the discretionary company insurance scheme.

12.3 Retirement on Ill Health Grounds with Lump Sum Payment

Where an employee has at least one year’s service and meets the criteria for retirement on ill health grounds with a lump sum compensation payment, a payment equivalent to 34 weeks’ pay will be made.

A deferred pension will also be payable to all pensionable employees.

12.4 Formal Notice Period

Retirement on ill health grounds in both cases will be subject to normal contractual notice of termination of employment or 9 weeks notice whichever is the greater (9 weeks notice will also apply to employees on trial where they are being terminated on ill health grounds). This will be with pay.

12.5 Pension entitlements

These ill health retirement benefits will not reduce or affect any of the other members’ pensionable benefits due under the pension schemes.

12.6 Misconduct

An individual under investigation for gross misconduct who subsequently applies for ill health retirement will not be eligible for the above benefits should they be dismissed for gross misconduct.

12.7 Calculation and Payment of Lump Sum Payments

The pay to be used for calculating lump sum payments is the basic weekly or monthly wage/salary of the individual’s grade (i.e. the rate of pay that they would have been in receipt of but for sickness absence or leave purchase arrangements) on the date of retirement plus any personal reserved rights payment and geographical supplement (e.g. London/RRIS) where applicable. No other elements of ‘pay’ should be included. Confirmation of inclusive elements within basic pay is available from HR Services.

Employees who are ill health retired with a lump sum will receive the payments within seven days of the end of the notice period irrespective of any appeal that may be lodged, unless they opt to defer receipt pending an appeal. If they receive the money in advance of an appeal, they will be informed at the time of payment that they will be required to pay back the lump sum, in the event that the appeal is successful and they are subsequently re-employed or gain ill health retirement with immediate payment of pension.

12.8 Annual holidays and notice periods

12.8.1 In accordance with existing provisions Annual Holiday should be taken in the year which it is due. However, in the event that an individual is unable to take their holiday entitlement due to sickness it will carry forward to the following holiday year (subject to 12.8.4 below)

12.8.2 Individuals on long term sickness absence may, with appropriate notice, take any outstanding holiday entitlement that they have, and receive normal basic pay and assigned allowances for such days.

12.8.3 Contractual annual holidays cease to accrue once full and half rate sick pay has been exhausted. They are replaced by statutory leave entitlements.

12.8.4 Where ill health retirement is authorised, the notice period will be extended to cover pro-rata contractual pay due during the leave year plus up to 5 days’ carryover leave from the previous year if appropriate.

12.8.5 The arrangements outlined within this section take precedence over any other agreed arrangements for the taking of annual holiday.

[k979aaa]

Hi, I'm new here so please bare with me.
I'm suffering from ill health and have had a few weeks off sick. I'm now back to work on a phased return over 4 weeks as laid down by OH, formerly ATOS.
The problem is in my back to work interview it was made clear to me that if I was unable to resume my full duty at that time he would be looking to retire me on medical grounds. Now I don't know at this stage how good my health will be by then or if I will fully recover. However I thought that it was premature to even broach the subject.
I don't want to leave RM and really need as much info about IHR so I know how to fight it.
I am 56 and have been with the RM for 7 years with a 30 contract. I was formerly a delivery driver but after the revision am now on footwalk in a shared van. I must admit that I have struggled with the longer delivery, up to 5 hours in my case.
What would be the formula used financially and can they force it on me? At my age a new job would be hard to find but I feel I need to know as much as possible about this so I know exactly how to proceed.
Any info would be a great help.
Cheers

Only a few weeks off tell them to shove it you need time to recover if you think you will be ok in a few months to six months I would stick with your job if not you will get 34 weeks pay and pilon of 9-12 weeks on top so if I were you ask yourself can I get another job lined up and get out with 34+ weeks pay!

[viking77]

Hi, Thanks for the advise.

[DirtyHarry]

Atos is an odious, disreputable, evil, company.
They might change their name, but like the Leopard, they'll never change their spots.

[viking77]

Hi. Thanks to everyone for their help and advise.