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ITEM CA14 - ANNEX 4

CABINET - 18 OCTOBER 2005

RETIREMENT POLICIES

 

Existing Retirement Policy for Green Book Staff

Principles

  1. This policy applies to all employees who are members of The Local Government Pension Scheme (LGPS) or are eligible to join. A separate version of this policy applies to employees in Locally Managed Schools.

  2. An employee who has chosen not to contribute to the Local Government Pension Scheme will receive no pension benefits under this scheme upon retirement.

  3. The normal retirement age for all employees is 65 years.** Upon reaching this age all employees are required to retire unless there are special circumstances. All employment beyond age 65 should be referred to the appropriate Departmental Personnel Officer and special arrangements for pension payments will apply.

  4. An ex-employee who has retired and is receiving a Local Government Pension will not normally be re-employed by the County Council unless he/she has been selected by a full recruitment process. A re-employed pensioner is required to advise the Authority who pays his/her pension of any new employment as his/her pension may be reduced in accordance with the Pension Scheme Regulations.

  5. An employee who is aged 60 to 64 years may choose to retire by giving the appropriate notice. Those employees who have made sufficient contributions to the pension scheme will receive an immediate payment of pension, in accordance with Pension regulations. Employees are recommended to contact the Pensions Department at CSL for information about any pension entitlement and the arrangements for payment options.

  6. Retirement with an immediate payment of pension before the age of 65 years may also arise for the reasons set down in paragraphs 8 and 9 overleaf and is subject to the conditions stated.

    7. Special Retirements

  7. In the case of the retirements referred to in paragraphs 8 and 9 a) and b) below re-deployment to other appropriate employment will be considered, and offered where appropriate and available.

    8. Ill Health Retirements

  8. An employee who has been certified by an independent Occupational Health Advisor as being permanently incapable of discharging efficiently his/her duties or other comparable duties by reason of ill health or infirmity of body or mind may retire at any age, with immediate payment of a pension where sufficient pension contributions have been made.

    9. Other Retirements requiring Personnel Urgency Sub-Committee Approval

  9. The Personnel Urgency Sub-Committee may grant early retirement for employees aged 50 years and over in the circumstances set out in a) to c) below, taking into consideration the full cost of the retirement and the best interest of the council in making their decision.

    1. Redundancy after the Council’s Redundancy Procedure has been followed. In this case employees will receive immediate payment of their pension entitlement and, when appropriate, enhancement to their pension up to a maximum of 5 years, plus a statutory redundancy payment. N.B. Where an employee has more than 2 and less than 5 years’ service he/she will receive an immediate payment of pension. However, there is no entitlement to enhancements under the LGPS Regulations, although a lump sum compensation payment may be paid at the Council’s discretion.

    2. Where it is in the interests of the efficiency of the Council’s operations. In this case employees will receive immediate payment of their pension entitlement. However, an enhancement to the pension will only be given in exceptional circumstances.

    3. Where an employee aged between 50 and 59 years wishes to retire with immediate benefit In this case employees will receive immediate payment of their pension entitlement. However, benefits will be reduced in these cases unless the "85 year rule" or compassionate grounds apply.

    Redundancy with no Entitlement to Immediate Payment of Pension Benefits

  10. Where a redundant employee has contributed to the LGPS but has no entitlement to immediate payment of pension, he/she may receive a lump sum compensation payment when appropriate through the Council’s powers under the Discretionary Pension Regulations, which includes a statutory redundancy payment, where appropriate, based on actual pay. The concurrence of the County Personnel Officer is necessary in these cases.

County Personnel Officer

April 1998

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