Retirement Policy by r6828t6

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									                                                  Retirement Policy




Status                    Final

Owner                     HR Operations Manager

Date Created              April 2011

Approved by EB            03 May 2011
                          09 February 2011, 18
Consultation by SPC
                          May 2011
Consultation with JCC     N/A

Final Approval EB         May 2011

Final Approval SPC        18 May 2011

Court Approval            06 July 2011

Publication on Web Site   21 July 2011
1     Purpose ........................................................................................................................................... 1
2     Scope ............................................................................................................................................... 1
3     Transitional Procedure .................................................................................................................... 1
    3.1      Making a Request to work beyond 65 .................................................................................... 1
    3.2      Considering a Request ............................................................................................................ 1
    3.3      Communicating the Decision .................................................................................................. 1
    3.4      The Appeal .............................................................................................................................. 2
4     Procedure from 1 October 2011 ..................................................................................................... 2
    4.1      Ending Employment via Fair Reason for Dismissal ................................................................. 2
    4.2      PDAR Discussion...................................................................................................................... 2
    4.3      Retirement .............................................................................................................................. 2
5     Accountabilities............................................................................................................................... 2
6     Policy Links ...................................................................................................................................... 3
7     Equality and Diversity Impact ......................................................................................................... 3
8     Potential Risks ................................................................................................................................. 3
9     Review & Monitoring ...................................................................................................................... 3
10        Implementation .......................................................................................................................... 3




Retirement Policy
July 2011
Retirement Policy

1     Purpose
With effect from 1 October 2011 the default retirement age (DRA) will be abolished, after this date
no retirement age will exist in the University. The removal of the DRA raises practical issues for
succession and workforce planning, performance management and ensuring consistency and
fairness in employment policies and practices. The removal of the DRA may also have implications
for individuals in terms of career expectations and advancement.

The default retirement age / normal retirement age (NRA) is currently being phased out over a
transitional period running until 30 September 2011. The transitional arrangements are included in
Section 3.

2     Scope
The University has operated a normal retirement age of 65 and the previous policy allowed all staff
to request to continue to work beyond the normal retirement date (65th Birthday for all staff except
FE64 Contracts – the end of the Semester following the 65th Birthday), whether in full or part time
employment and on permanent, fixed term or temporary contracts of employment.

From 1 October 2011 the default retirement age will be abolished.

3     Transitional Procedure
Transitional arrangements in place from 01 April to 30 September 2011
3.1    Making a Request to work beyond 65
All staff whose 65th birthday falls before 1 October 2011, will have received a letter from HR to
inform them of their impending retirement date and seek confirmation of their intent to retire or to
continue working. A member of staff who wishes to continue working must inform their Line
manager at least 3 months prior to their 65th birthday, and the duration they wish to continue
working for.

3.2    Considering a Request
In line with previous Retirement Policy, the Line manager considers the request, taking account the
need for the requirement for the post to continue, funding available, the contribution made by the
individual to the School/Department strategic plan, the skills of the individual and workforce
planning (will there be a skills gap etc).

Where the manager wishes to support the extension, the request is forwarded to EB for approval
and final decision.

3.3    Communicating the Decision
Once the request has been considered by EB, the member of staff will be informed of the decision in
writing. If the request is agreed, HR will write to the employee with an amended contract. If the
request is unsuccessful, the individual will be informed in writing by HR, their right to appeal and
confirm the date on which the employment will retire.




Retirement Policy                                                                            Page 1
July 2011
3.4    The Appeal
If an individual wishes to appeal against the University's decision this must be submitted in writing to
the HR Manager within 14 days of receiving the decision letter.

A meeting will be held with a HR Manager to discuss the appeal within 14 days of receipt of the
appeal, unless agreement by both parties can be reached beforehand. If the appeal is successful the
decision will be notified in writing and HR will issue an amendment to contract. If the appeal is
unsuccessful, the individual will be informed in writing by HR of the date on which the employee will
retire. The appeal decision is final.

4     Procedure from 1 October 2011
4.1    Ending Employment via Fair Reason for Dismissal
In the absence of a DRA employment can only be ended by one of the reasons for fair dismissal.
Where a Line Manager has concerns about a member of staff performance and their performance
cannot be improved through the capability policy, the university may consider the option to dismiss
on the grounds of capability.

4.2    PDAR Discussion
One of the keys to managing without the DRA will be Line Managers having regular conversations
with staff about expectations, their performance and future plans. Guidance on these discussions is
contained in the ACAS website;
http://www.acas.org.uk/media/pdf/d/4/Working_wtihout_the_DRA_Employer_guidance_-
_MARCH_2011.pdf

Without a default retirement age and it is expected that the performance development framework
will link staff performance to University objectives. Managers should discuss the future aspirations
with all staff as part of the ongoing PDAR process, as well as the overall performance / appraisal /
objectives discussion and it would be reasonable to discuss an employee’s view on retirement if they
have reached an age that they can access their pension.

4.3    Retirement
In addition all staff will continue to have the opportunity to voluntarily retire from employment and
draw their pension in accordance with the schemes rules. It is important that any concerns about an
individual’s performance or behaviour are addressed immediately as they arise and in accordance
with the relevant HR employment policies

Members of the Strathclyde Pension Fund

The University does not have a general policy of exercising discretion on flexible retirement where
all or some benefits can be paid if a member of the Strathclyde Pension Fund reduces their hours or
grade prior to retirement age (flexible retirement).

The University will consider each application for flexible retirement on a case by case basis and will
only support an application where a sound business case exists and the application does not result in
a cost to the University.

5     Accountabilities
The Executive Board will be accountable for overseeing the implementation of this policy.

HR will provide advice to managers on implementing the policy and monitor and evaluate its
effectiveness

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July 2011
The JCC will act as the consultative forum for the policy.

Managers will apply the spirit of this policy and seek advice from HR in relation to the interpretation
of this policy

6     Policy Links
N/A



7     Equality and Diversity Impact
An EIA questionnaire has been completed for this policy. The risk of negative impact is not in the
policy itself, but in its operation. The judgements made by managers in approving or not approving
retirements may lead to less favourable treatment. There is no current evidence base around this.
The priority will be to monitor the implementation of the policy and collect information on
retirements applied for and approved, and review this evidence in the light of experience. This will
confirm or dispel the risk of differential treatment. The risk will also be mitigated through the
University's Equality and Diversity Training, and in training provided for managers accountable for
making decisions.

8     Potential Risks
Employees will have the right to bring a claim before a tribunal if they believe that they have
suffered age discrimination.

The option of justifying a mandatory retirement date is not viable and with effect from 01 October
2011 GCU will abolish the normal retirement date and use the transitional arrangements to the end
of September. All contracts and HR policy references to a default retirement date, NRA/age 65 will
also be removed.

9     Review & Monitoring
This policy is not contractual and is not intended to be incorporated into individual terms and
conditions of employment. All staff are bound by the content and requirements of this policy.

This policy will be reviewed on an annual basis, within the Policy Review Framework, and at the
discretion of the University Executive Board. Additionally it will be reviewed in line with changes to
relevant employment legislation.

The University reserves the right to alter or withdraw this policy at any time.

10 Implementation
The policy will be subject to consultation and approval via the agreed Policy Approval Process.

Approved policies will be published on the HR Website. Briefing sessions will be available for
Managers, Members of the University Court and Trade Union representatives, via OD & HR. HR
Advisors will continue to provide support to Managers and staff




Retirement Policy                                                                                 Page 3
July 2011

								
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