This policy is effective from 01 March 2011 following the implementation of the Single Status Framework Agreement.
TERMINATION OF EMPLOYMENT
See Section on Long Service Awards at Section 13.10.
10.2 GRATUITIES ON RETIREMENT
Under Review.
Notice of retirement/dismissal will not normally be given until the full pay element of sick-leave entitlement has been exhausted.
See Appendix S. - Attendance Management Policy.
Directors may, however, request that the vacancy be filled before retirement takes place. (See also paragraph 5.4). For details of annual leave, See 4.11.
Employees who are dismissed rather than retire on health grounds and wish to appeal against the decision that they are not eligible for a pension should appeal through the Pensions Disputes Resolution Procedure.
Any appeal should be directed to the Pension Section at County Hall within six months.
The following periods of notice will normally apply, on both sides, and are to be specified in individual contracts of employment as follows or the minimum relevant period specified in current legislation, whichever is the greater.
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Up to Grade 6
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1 month*
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Grade 7 - 9
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2 months*
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Grade 10 and above
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3 months*
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Temporary Appointments (see special provisions for temporary employees - para 15.7) *or the minimum relevant period specified in current legislation, whichever is the greater.
For termination of the appointment to take effect, the appropriate notice must be given in writing by either side.
The Council has a commitment to avoiding compulsory redundancies wherever possible. To achieve this Directors will:-
(i) order their work programmes as to avoid over recruitment.
(ii) co-operate in accepting transfers of employees from other divisions and if practicable - reduce any overtime working in order to re-allocate work to such transferred workers.
(iii) be prepared to undertake training of staff in new jobs in appropriate cases.
(iv) ensure that no suitable vacancy exists elsewhere in the Council's establishment before any permanent employee is dismissed through lack of suitable work.
(v) arrange that as much warning as possible in the circumstances is given to staff who may become redundant if dismissal is unavoidable.
Employees who have completed one years' service in Local Government who become redundant in their present posts will have the opportunity to make use of the Council's Redeployment Policy.
This scheme does not apply to employees with less than one years service.
The Council's procedure for the redeployment of employees surplus to requirements is attached at Appendix A1.
10.7 RETIREMENT AGE
Leicester City Council will not instigate the retirement of an employee. Employees are not expected to work indefinitely and may finish work and ‘retire’ when they feel it is appropriate. Where an individual wishes to end their employment, they will give their contractual period of notice and resign their position. See Appendix O1 Retirement Policy
[last amended 14 - 02- 13]
10.8 PAYMENT OF ARREARS ARISING FROM PAY AWARDS
Arrears of pay arising from pay awards will be paid automatically to those who have retired and their pensions will continue to be automatically adjusted. Other employees who leave have four months from the date when the award is known in which to submit a request, in writing, to their supervisor (including a forwarding address) for the payment of arrears. Payment will be sent when existing employees receive their arrears.
10.9 EXIT INTERVIEWS
All employees are entitled to have an interview with an independent manager when they leave. Full details of this service are available from Human Resources.
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Para 10.7 updated 14 February 2013 - SHR/MW/OO-T
Para 10.5 updated 10 March 2011 - PAWS/SYS
Para 10.4 updated 01 March 2011 - Single Status (SYS)
Updated: 15 December 2009 PAWS/SY
Updated: 10 July 2008
