Ill health retirement

[zipman23]

First of all, my apologies if this is in the wrong section.

I have worked for Royal Mail as a postie for over 8 years and due to health problems exacebated due to the increase in delivery spans, ill health retirement has been mentioned on numerous occasions.

I have an OH Assist plan in place which basically puts me on restricted duties (less delivery) and I've been on it since the beginning of 2016 with no real signs of improvement.

What I would like to know is if the payout for ill health retirement is a set figure or if it goes on each individual case?

I have asked my manager for a transfer to a mail centre or to do indoor work at my DO in the past but both requests were rejected and I have my second face to face meeting with someone from OH Assist soon. How many of those do I have before someone tells me what is going on or, again, is that based on each individual case?

Thanks for any help! :)

[TrueBlueTerrier]

The calculations are the same, but if your contract hours are less than 39 then the actual payout will reflect this.

See below for a link to the agreement, however, there may have been some changes since this was downloaded so contact your branch to make sure you have the most up to date and accurate information.

http://www.royalmailchat.co.uk/communit ... 36&t=15538" onclick="window.open(this.href);return false;

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.