CAPÍTULO II: CONTEXTO INSTITUCIONAL
3. CAPÍTULO III: POR LOS CAMINOS DE LA TEORÌA
3.2 Referentes teóricos y conceptuales
The following steps are to be taken if a Staff member wishes to apply for Ill Health Superannuation Pension.
1. Human Resources Officer must ensure that all options have been exhausted i.e. redeployment, reasonable adjustment etc.
2. The Staff member has paid into the Superannuation Scheme for a minimum of 2 years.
3. A meeting should be arranged and the staff member must be informed that if s/he wishes to apply for Ill Health Superannuation Pension s/he must put it in writing to the Human Resources officer that is present at the meeting.
The HR Officer must make it clear to the member of staff that by putting their request in writing they are in fact saying that they are not fit to take up the duties of their post, and if the outcome of their application is unsuccessful that the Trust would have no alternative at that stage but to terminate their contract.
Also advising on Tiers;
Tier 1 is granted if one is unable to do their current job due to permanent ill health, therefore, one would only get accrued service no enhancements; Tier 2 is granted if one is unable to carry out any regular employment due to permanent ill health, therefore, one would receive accrued service plus an enhancement of up to 2/3 of your prospective service
4. When the HR Officer receives the letter from the staff member they will;
• Send a copy of the letter and the staff members Job Description
to Occupational Health Department advising them that the Staff member wishes to apply for Ill Health Superannuation Pension.
• Send a copy of the letter to Salaries and Wages advising them of
the staff members request to apply for Ill Health Superannuation Pension.
• HR Officer will then send a copy of the AW33-09 form to the Line
Manager and arrange to meet to help the Line Manager complete part A. HR Officer will write to the applicant explaining at what stage the application form is at and what the next steps are;
• HR Officer will then send/bring the AW33-09 form to Payroll for
authorisation, and in turn Payroll will forward the form to the Applicant.
5. Occupational Health will inform the Line manager that an appointment has been made for the staff member to meet with the Occupational Health Doctor/Consultant to complete Part C of the application form. (*Part C is a medical report from OH Doctor/Consultant to the Superannuation Branch to support the staff members application). The Line Manager will inform the Staff member of this appointment
Occupational Health will give the staff member a copy of their Job Description and self addressed envelope to the Superannuation Branch at this appointment.
6. The Staff member will finalise completion of the AW33-09 application form and forward the form along with Job Description to the Superannuation Branch in the envelope supplied.
7. It usually takes 6-8 weeks for any decision from the Superannuation Branch, during holiday periods it may take longer.
8. The Staff member and Salaries and Wages will be notified of the Superannuation Branch’s decision at the same time. * Note if Superannuation Branch requires further information the Trust will wait the outcome of that decision before continuing to No 10 of the procedure
9. Salaries and Wages will then notify Human Resources Officer who will arrange a final meeting with the Staff member and their Line Manager.
a) At the meeting if the Staff members application has been successful Human Resources Officer will inform the Staff member of the date of their last day of service and the date their pension begins, advise them that Salaries and Wages will be sending AW6 (see point 11- 13);
b) However, if the application is unsuccessful the Human Resources Officer will inform the Staff member;
• Of their entitlement to notice and last day of service inclusive
of annual leave, and their right of appeal.
• Of the appeal process against the decision of the
Superannuation Branch
c) The Line Manager would take the opportunity to acknowledge the Staff members service, and for the return of uniforms, personal identification/passes, locker keys etc. (The Line manager can take this opportunity to arrange farewell gathering.)
10. Human Resources Officer will send a letter to the Staff member outlining the outcome of the meeting i.e. final date of service and the start date of the pension if applicable. A copy of this letter will be sent to Salaries and Wages.
Human Resources Officer will remind the Line Manager to submit a termination form to Salaries and Wages and Human Resources.
11. Salaries and Wages will then send the Staff member an AW6 Claiming payments form which asks for original personal documents e.g. birth certificate, marriage certificate etc.
12. The Staff member will return this AW6 form and relevant documentation to Salaries and Wages.
13.
Salaries and Wages will complete their part of the AW6 form and forward all to the Superannuation Branch for them to release payment of the pension to Staff member.APPENDIX 12 TERMINATION LETTER DUE TO SICKNESS ABSENCE
STAFF NUMBER DATE
NAME ADDRESS
Dear TITLE SURNAME
I write further to your long term absence and to our meeting on DATE with
NAME/S and wish to outline the matters we discussed.
At the outset of the meeting we discussed your Occupational Health report from <DOCTOR> which he states that you are permanently unfit for your substantive post. <add here what was discussed reasonable adjustments/redeployment >. You agreed <?>.
Therefore, I had to inform you<as you do not pay into the Superannuation Scheme/as you did not meet the requirements for superannuation pension> it is with regret that the Trust has no alternative at this stage but to end your contract for reasons of ill health.
In accordance with the terms and conditions of your service, you are entitled to
< NUMBER> weeks notice inclusive of annual leave, and therefore your last day of service will be {Note:Calculate last day by DATE OF MEETING PLUS NOTICE} <date> which will be forwarded to you in due course.
Termination of your contract will not prejudice any future application by you for employment. Application would of course have to be in response to public advertisement and any offer of employment would be subject to you being medically fit to carry out the duties of the post.
You have the right to appeal this decision and if you wish to do so you should write stating the grounds of appeal to Mrs Vivienne Toal, Head of Employee Engagement and Relations, Human Resources Department, Hill Building, St Luke’s Site, Loughgall Road, Armagh, BT61 7NQ, within seven days of receipt of this letter.
Should you have any queries in respect of any of the above please do not hesitate to contact me on TELEPHONE NUMBER.
I should like to take this opportunity to express the Trust’s appreciation of your service within Southern Health and Social Care Trust and extend every best wish for the future.
Yours sincerely
LINE MANAGER
ABSENCE RECORD - 2009/2010 (5days) Appendix 13A
Name:_____________________ Band: ________ WTE: ________Hrs/week: _________