Leavers (Police Officers and Authority / Police Staff) Standard Operating Procedure
|
|
- Eric Barton
- 6 years ago
- Views:
Transcription
1 Leavers (Police Officers and Authority / Police Staff) Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland Freedom of Information Publication Scheme. It should not be utilised as guidance or instruction by any police officer or employee as it may have been redacted due to legal exemptions Owning Department: Version Number: People and Development 2.00 (Publication Scheme) Date Published: 30/03/2018 (Publication Scheme)
2 Compliance Record Equality and Human Rights Impact Assessment: Date Completed / Reviewed: Information Management Compliant: Health and Safety Compliant: Publishable Scheme Compliant: 28/03/2018 Yes Yes No Version Control Table Version History of Amendments Date 1.00 Initial Approved Version 31/08/ Inclusion of new Leavers Checklist 28/03/2018 (Publication Scheme) 2
3 Contents 1. Purpose 2. Application 3. Resignation 4. Retirement 5. Discharge / Dismissal 6. Exit Interview / Survey 7. SCoPE 8. Certificate of Service 9. Uniform and Equipment 10. Leave Entitlement 11. Reference Requests 12. Roles and Responsibilities Appendices Appendix A Appendix B Appendix C Appendix D Appendix E List of Associated Legislation List of Associated Reference Documents List of Associated Forms Contact Details for HR Shared Services Process Map (Publication Scheme) 3
4 1. Purpose 1.1 This Standard Operating Procedure (SOP) supports the Scottish Police Authority (SPA)/Police Service of Scotland, hereafter referred to as Police Scotland, Resourcing Policy. 1.2 The purpose of this SOP is to provide guidance to police officers and authority/police staff in relation to the relevant associated procedures to be followed for resignations, retirements or individuals leaving SPA/Police Scotland. 1.3 This SOP and the associated procedures will be considered in line with the principles of the Equality, Diversity and Dignity SOP, where appropriate. 2. Application 2.1 This SOP applies to all police officers and authority/police staff. 2.2 The term individual will be used to refer to police officers and authority/police staff from this point forward. 2.3 Where a provision applies to police officers only or to authority/police staff only this will be clearly identified. 3. Resignation 3.1 Police Officer - Where an officer is not yet entitled to receive their pension, then for the purposes of this SOP, this shall be referred to as a resignation. 3.2 Police Officer and Authority/Police Staff - Prior to submitting their resignation an individual should discuss their intention to resign with their Line Manager or, where this is not possible, an appropriate member of the management team. 3.3 Police Officer and Authority/Police Staff - The Line Manager or an appropriate member of the management team should ensure that the individual understands the consequences of acceptance of the resignation, as a resignation may not be withdrawn after it has been accepted by SPA/Police Scotland. 3.4 Police Officer and Authority/Police Staff - After discussing the issue with their Line Manager the individual should complete the Resignation / Retirement Form online if they wish to submit their resignation. 3.5 Police Officers - Must provide one month's written notice (minimum of 28 days) of their intention to resign. In the case of the Chief Constable, Deputy Chief Constable (DCC) or an Assistant Chief Constable (ACC) three months written notice must be provided. NOT PROTECTIVELY MARKED Version
5 3.6 Authority/Police Staff Must provide the minimum period of notice in accordance with their contract of employment. Information regarding notice periods is contained in individual contracts or available by contacting People Direct on Information has been removed due to its content being exempt in terms of the Freedom of Information (Scotland) Act 2002, Section 30, Prejudice to effective conduct of public affairs or via the People Direct Online Portal. 3.7 The Chief Constable has devolved the decision in terms of shorter notice periods to the Director of People & Development (P&D) therefore any requests for shorter notice periods should be made through P&D (Shared Services). Please refer to Appendix D for the addresses for Shared Services East, North and West. 3.8 An individual s notice period starts from the day after the Resignation / Retirement Form is submitted. 3.9 When the Resignation / Retirement Form is submitted an automated will be sent immediately to the Resource Planning Coordination Unit and P&D (Shared Services East, North or West) to advise that an individual has submitted their resignation and given the appropriate notice The Line Manager should advise the individual that they will be invited to attend an exit interview and that they will be sent a separate exit survey to complete. The Line Manager should confirm the most appropriate address for the exit survey to be sent to. A hard copy of the exit survey is also available if required An exit interview with an appropriate senior officer/manager, normally the Area Commander/Head of Department or a delegated representative, will be scheduled. An individual may be accompanied at an exit interview by a colleague or staff association / trade union representative if they so wish The Area Commander/Head of Department, or a delegated representative, should confirm with the individual that the resignation was submitted after due consideration. Details of any other relevant information where appropriate, should be forwarded to P&D (Shared Services) Resignations will normally be accepted by the Superintendent, Resource Planning & Coordination Unit Where an individual wishes to withdraw their resignation, they must confirm their intention to do so in writing to the Superintendent, Resource Planning and Coordination Unit, as soon as possible. SPA/Police Scotland is entitled to consider any such request and may decide to allow the individual to retract the resignation P&D (Shared Services), on receipt of the Resignation / Retirement Form, will advise all relevant departments and where appropriate ensure the relevant (Publication Scheme) 5
6 pension documentation is forwarded to the Scottish Public Pensions Agency (SPPA) or Local Government Pension Scheme (LGPS). 4. Retirement 4.1 Police Officers - Retirement refers to officers who are entitled to receive their pension having completed sufficient service or reached the Compulsory Retirement Age (CRA) as detailed in Section Authority/Police Staff - Following a change in legislation the default retirement age (a forced retirement age of 65) was abolished which allows individuals to continue to work without seeking permission from SPA/Police Scotland. 4.3 The process detailed in Section 3 should be followed for individuals who wish to inform SPA/Police Scotland of their intention to retire. 4.4 Voluntary Retirement (Officers) The age and date that an officer chooses to retire on may be influenced by which Police Pension Scheme they are a member of. It is recommended that officers contact the SPPA to confirm their pension entitlement prior to completing the Resignation / Retirement Form For the rank of Chief Constable, DCC or ACC three months notice must be given to the SPA before the intended date of retirement. The SPA may, at their discretion, accept shorter notice. For all other ranks at least one months notice must be given (minimum of 28 days). 4.5 Flexible Retirement (Authority/Police Staff) Members of the Local Government Pension Scheme (LGPS) may be able to request a reduction in hours/grade when aged 55 or over (provided they have two years membership) and draw some or all of their pension whilst remaining at work. For advice or calculation of pension entitlement individuals must contact LGPS direct. Further information regarding flexible retirement is available from People Direct. 4.6 Rule of 85 (Authority/Police Staff) Members of the LGPS on or before 30 November 2006, who can satisfy the Rule of 85, may have transitional protection which could entitle them to retire earlier than 65 years of age and receive their pension and lump sum unreduced. SPA/Police Scotland would have to grant permission for a LGPS member to retire before age 60. For advice or calculation of pension entitlement individuals must contact LGPS direct. Further information regarding Rule of 85 is available from People Direct. 4.7 Ill Health Retirement (Publication Scheme) 6
7 4.7.1 Police Officers - The Police Pension Scheme (Scotland) Regulations 2015 provide that an officer may be required to retire on a date determined by the SPA on the grounds that the officer is permanently disabled for the performance of the ordinary duties of a member of the police force. If the officer is found by the Selected Medical Practitioner (SMP) to be permanently disabled for the ordinary duties of a police officer, and there are no suitable alternatives that could be undertaken within Police Scotland, the SPA may decide to retire the officer on medical grounds Authority/Police Staff Ill health retirement will be considered where an individual is permanently unable to perform the duties of their job due to ill health and there are no suitable alternative roles that could be undertaken. Further information is available from People Direct. 4.8 Compulsory Retirement on Account of Age (Officers) The Compulsory Retirement Age (CRA) for officers was reviewed and amended to reflect the introduction of the Employment Equality (Age) Regulations 2006 which were superseded by the Equality Act From 1 st October 2006 CRA are: for a Constable, Sergeant, Inspector or Chief Inspector, 60 years and for an officer with any higher rank, 65 years Compulsory retirement on grounds of age has no bearing on pension rights of members of the Police Pension Scheme (2006) or the Police Pension Scheme (Scotland) An officer who does intend to retire at the CRA must submit the Resignation / Retirement Form at least three months in advance of their Compulsory Retirement Date (CRD) An officer may choose to retire prior to their CRA (see Section 4.4.1). 4.9 Extension of Service (Officers) Extension of service may be granted in special cases where such an extension would be in the interests of maintaining the efficiency and effectiveness of the force The consideration of whether a request for extension is granted may include an objective assessment of an officer s fitness to continue in service, which may include an assessment of skills and performance, medical assessment i.e. referral to Force Medical Adviser (FMA) and role related risk assessment P&D (Shared Services), will issue a notification to all officers approximately 12 months in advance of their CRD. (Publication Scheme) 7
8 4.9.4 Officers should inform Police Scotland of their wish to continue in service at least six months prior to their CRD. The contact details of a designated HR Advisor, to support the process, will be provided in the initial notification from P&D (Shared Services) An application for an extension to service should be submitted on the Extension of Service Request Form ( ) to the designated HR Advisor. The HR Advisor will request recommendations from the officer's Area Commander/Line Manager and submit to the Divisional Commander/Head of Department for consideration and onward transmission to the Director (P&D). The Director (P&D) will consider the extension of service request and respond in writing, within one month of receiving the written notification If approved, the initial extension period will normally be for two years and thereafter reviewed on an annual basis to ensure that the officer remains fit for duty and that retaining the officer remains in accordance with maintaining the efficiency and effectiveness of the force Appeals (Officers) An officer may appeal to the Chief Constable if their request to continue in service is refused. The appeal must be made in writing, stating the grounds of appeal within one month from the request being refused An appeal meeting will be held as soon as is reasonably practicable and officers are entitled to be accompanied by a staff association representative or a colleague. The officer will be advised of the decision in writing The Chief Constable s decision is final Temporary Extension of Service (Officers) Officers should remain in service until the application process, including any appeal, has been completed. If this process cannot be completed in time, the officer should be granted a temporary extension of service When an extension of service has been granted, the officer is not debarred from retiring voluntarily once the period of extension has begun. However, when an extension of service is granted, the end date of the period of extension becomes the officer s new CRD in terms of the Police Pension Regulations If for any reason, the officer decides to leave voluntarily before the new CRD, this will have the same effect on pension entitlements as early retirement in the normal course of events i.e. the percentage of commutation would reduce from 25% to 2.25% It is imperative that any officer considering applying for an extension of service ensures that they are fully aware of the effect this may have on their pension entitlements. (Publication Scheme) 8
9 4.12 Pension Entitlement To ensure pension entitlements are paid on time it is recommended individuals should submit the Resignation / Retirement Form at least three months before they intend to retire. 5. Discharge / Dismissal 5.1 Capability (Attendance and Performance) Police Officer - The Police Service of Scotland (Performance) Regulations 2014 provide that an officer may be dismissed for unsatisfactory attendance or performance. Further information is available in the Capability (Attendance & Performance) (Police Officer) SOP Authority/Police Staff May be dismissed for unsatisfactory attendance or performance. Further information is available in the Capability (Attendance & Performance) (Staff) SOP. 5.2 Misconduct / Discipline Police Officer - The Police Service of Scotland (Conduct) Regulations 2014 provide that an officer may be dismissed for misconduct. The Police (Conduct) (Scotland) Regulations 1996 and Police Service of Scotland (Conduct) Regulations 2013 may also apply in some circumstances. Further information is available in the Police Service of Scotland (Conduct) Regulations 2014 SOP Authority/Police Staff Where gross misconduct is established or where previous warnings / disciplinary action short of dismissal have proved ineffective and further misconduct has occurred dismissal may be considered. Further information is available in the Disciplinary (Authority/Police Staff) SOP. 5.3 Discharge of Probationer (Officers) The Police Service of Scotland Regulations 2013 provide that during a constable s period of probation the services of that constable may be dispensed with at any time by written notice given by the chief constable if the chief constable considers that that constable is not fitted, physically or mentally, to perform the duties of the office of constable, or that that constable is not likely to become an efficient or well conducted constable An officer whose services are dispensed with under this regulation is to be informed in writing and entitled to receive one month s notice or one month s pay in lieu of notice An officer may give written notice of their intention to retire on or before the date on which that officer s services would otherwise be dispensed with, and such a notice taking effect on that date must be accepted by the SPA (Publication Scheme) 9
10 notwithstanding that less than one months notice is given. The officer is entitled to receive pay up to and until the date on which the months notice that officer has received would have expired or where that officer has received or is due to receive one month s pay in lieu of notice that officer remains entitled to that pay. 6. Exit Interview / Survey 6.1 All individuals who leave will be afforded the opportunity to participate in an exit interview / survey with the exception of those leaving as a result of disciplinary or conduct proceedings. 6.2 The Area Commander/Head of Department will invite the leaver to an exit interview and the individual may be accompanied by a colleague or staff association / trade union representative if they so wish. 6.3 As the exit survey is anonymous and confidential the Line Manager should confirm the most appropriate address for the exit survey to be sent to, either work or personal address can be used. A hard copy of the exit survey is also available if required. 6.4 Participation in the exit interview / survey process is voluntary although individuals should be encouraged to participate as this provides constructive and informative feedback of their employment experience with SPA/Police Scotland. 6.5 The exit interview / survey process provides critical information relating to specifically why individuals leave SPA/Police Scotland. The information gathered will identify areas for improvement and help the organisation to implement appropriate retention strategies. 7. System to Co-ordinate Personnel and Establishment (SCoPE) 7.1 On receipt of the Resignation / Retirement Form, P&D (Shared Services) will update SCOPE with the individual s leaving date and reason for leaving. Roster transactions after the leaving date will be cancelled and annual leave automatically prorated (this does not include any annual leave manual adjustments which may require to be reviewed). 7.2 Individuals must submit any outstanding requests for the balance of TOIL, Annual Leave, Overtime, RRRDs etc. and complete any necessary actions on SCoPE prior to their last day at work. Individuals must ensure they use their full entitlement to any outstanding leave and RRRDs prior to termination of service. 7.3 Line Managers must ensure all outstanding requests are approved or rejected and all necessary actions are completed on SCoPE prior to the last day of (Publication Scheme) 10
11 service. Line Managers must ensure that individuals use their full entitlement to leave and RRRDs prior to their last day of service. 7.4 The Line Manager will liaise with P&D (Shared Services) where appropriate and ensure the details on SCoPE accurately reflect the individual s availability up to and including their last day of service. 7.5 Further information is available at SCOPE Leavers Administration Checklist. 8. Certificate of Service 8.1 A Certificate of Service is issued to individuals leaving SPA/Police Scotland and the certificate will confirm the rank and period of service in SPA/Police Scotland; and any other police force / authority. 9. Uniform and Equipment 9.1 All uniform and equipment, including warrant, authorisation or proximity cards, remain the property of SPA/Police Scotland and must be returned when the individual leaves the Police Service. The warrant / authorisation card must be destroyed by the Line Manager. A Leavers Supervisory Checklist (Force Form ) should be completed and forwarded to Information has been removed due to its content being exempt in terms of the Freedom of Information (Scotland) Act 2002, Section 30, Prejudice to effective conduct of public affairs 10. Leave Entitlement 10.1 Individuals are entitled to annual leave on a pro-rata basis determined by the number of completed days/months service during their final annual leave year. If the amount of annual leave taken exceed the prorated entitlement, the balance will be deducted from the individual s final salary. For further information please contact People Direct. 11. Reference Requests 11.1 All reference requests for leavers should be forwarded to and completed by P&D (Shared Services). Requests for personal or character references should not be completed on official headed paper or returned by work other than by P&D (Shared Services). (Publication Scheme) 11
12 12. Roles and Responsibilities 12.1 Individuals Individuals are responsible for: discussing their intention to resign or retire with their Line Manager or an appropriate member of the management team; providing the relevant notice of their intention to resign or retire; contacting SPPA / LGPS to confirm pension entitlement where appropriate; completing the Resignation / Retirement Form online; requesting an extension to service where appropriate; submitting any outstanding requests and completing any necessary actions on SCoPE prior to termination of service; using their full entitlement to any outstanding leave and RRRDs prior to termination of service; returning uniform and equipment; including warrant, authorisation or proximity cards and participating in the exit interview / survey process if they wish Line Managers Line Managers are responsible for: ensuring that the individual is fully aware of the consequences of a resignation being accepted; ensuring that individual has provided the appropriate notice of their intention to resign or retire; advising the individual that they will be invited to attend an exit interview and confirming address for exit survey to be sent to; providing recommendations for extension of service requests; ensuring all necessary actions are completed on SCoPE prior to the individuals last day of service; ensuring that individuals use their full entitlement to leave and RRRDs prior to their last day of service; liaising with P&D Shared Services and ensuring SCoPE confirms individual s availability up to and including their last day of service; ensuring uniform and equipment are returned; and destroying warrant / authorisation cards. (Publication Scheme) 12
13 12.3 Area Commanders/Heads of Department (or a delegated representative) Area Commanders/Heads of Department are responsible for: ensuring that individual has provided the appropriate notice of their intention to resign or retire; scheduling an exit interview with individual; confirming resignation was submitted after due consideration; and forwarding any relevant information from exit interview onto P&D (Shared Services) People and Development People and Development are responsible for: administering and processing all relevant documentation associated with leavers; issuing the exit survey to individuals; and notifying relevant departments of leavers Chief Constable The Chief Constable is responsible for: considering whether an officer should be discharged during their period of probation; accepting resignations from officers; and considering appeals for extension of service. (Publication Scheme) 13
14 Appendix A List of Associated Legislation Relevant legislation relating to this SOP may be found at including but not limited to: Employment Equality (Age) Regulations 2006 Equality Act 2010 Home Office Circular 003/2003 Home Office Circular 003/2004 Police Pension Regulations 1987 Police Pension Regulations 2006 Police Pension Scheme (Scotland) Regulations 2015 Police (Conduct) (Scotland) Regulations 1996 Police Service of Scotland (Conduct) Regulations 2013 Police Service of Scotland (Conduct) Regulations 2014 Police Service of Scotland Regulations 2013 Police Service of Scotland (Performance) Regulations 2014 Rule of 85 (Publication Scheme) 14
15 Appendix B List of Associated Reference Documents Relevant policies are available on the intranet including: Ill Health Retirement Policy Resourcing Policy Relevant SOPs are available on the intranet including: Capability (Attendance & Performance) (Police Officer) SOP Capability (Attendance & Performance) (Authority / Police Staff) SOP Police Service of Scotland (Conduct) Regulations 2014 SOP Relevant guidance documents are available on the intranet including: Leavers Managers Guidance SCOPE Leavers Administration Checklist (Publication Scheme) 15
16 Appendix C List of Associated Forms Relevant forms are available on the intranet including: Extension of Service Request Form ( ) Resignation / Retirement Form Leavers Supervisory Checklist (Force Form ) (Publication Scheme) 16
17 Appendix D Contact Details for P&D Shared Services Information has been removed due to its content being exempt in terms of the Freedom of Information (Scotland) Act 2002, Section 30, Prejudice to effective conduct of public affairs Process Map Appendix E (Publication Scheme) 17
18 Process Map Resignation, Retirement and Other Leavers Individual Line Manager Area Commander/ Head of Department Shared Services Must provide at least minimum written notice of intention to resign or retire Must ensure that individual has provided at least minimum written notice of intention to resign or retire Must ensure individual has provided at least minimum written notice of intention to resign or retire Send notification of CRA to officer 12 months in advance Complete Resignation / Retirement Form online Attend exit interview with Area Commander/ Head of Department (voluntary) Ensure individual is aware of consequences of acceptance of resignation. Advise individual they will be invited to attend an exit interview and also sent an exit survey Schedule an exit interview with individual Confirm resignation was submitted after due consideration On receipt of Retirement / Resignation Form advise all relevant departments of resignations, retirements or other leavers relevant documentation to Finance Submit requests and complete any outstanding actions on SCoPE Ensure all outstanding requests and actions are completed on SCoPE Forward any relevant information onto P&D (shared Services) Issue exit survey Use full entitlement to annual leave and RRRDs prior to termination of service Ensure full entitlement to annual leave and RRRDs is used prior to individual s last day of service Issue Certificate of Service Complete exit survey (voluntary) Return uniform and equipment including warrant / authorisation card Liaise with P&D Shared Services and ensure individual s availability is updated on SCoPE Ensure uniform and equipment including warrant / authorisation card are returned (Publication Scheme) 18
Chief Constable s Transfer Reimbursement of Expenses. (Chief Officers) Standard Operating Procedure
Chief Constable s Transfer Reimbursement of Expenses (Chief Officers) Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland Freedom of Information
More informationLOTHIAN AND BORDERS POLICE 30+ RETENTION SCHEME POLICY FOR POLICE OFFICERS
LOTHIAN AND BORDERS POLICE 30+ RETENTION SCHEME POLICY FOR POLICE OFFICERS PERSONNEL POLICY (REVISED w.e.f. JUNE 2007) APPROVED BY THE POLICE BOARD NOVEMBER 2007 0 LOTHIAN AND BORDERS POLICE 30+ RETENTION
More informationVoluntary exit scheme police officers Policy
Voluntary exit scheme police officers Policy Policy summary Police Regulations allow Forces to introduce a Voluntary Exit Scheme (VES) to provide them with a process to manage the size and mix of the workforce.
More informationPOLICE NEGOTIATING BOARD. Independent Secretary: Martin Gilligan Office of Manpower Economics Kingsgate House Victoria Street LONDON SW1E 6SW
PNB Circular 07/ 1 POLICE NEGOTIATING BOARD Independent Secretary: Martin Gilligan Office of Manpower Economics Kingsgate House 66-74 Victoria Street LONDON SW1E 6SW AGREEMENT REACHED IN THE POLICE NEGOTIATING
More informationScottish Police Federation
Scottish Police Federation 5 Woodside Place Glasgow G3 7QF JCC Circular 55 of 2015 Ref: CS/KB 6 November 2015 Attachment: DRAFT summary of 2015 Pension Regs Dear Colleague Draft Summary 2015 Pension Regulations
More information30+ PLUS POLICE RETENTION SCHEME PROCEDURE
30+ PLUS POLICE RETENTION SCHEME PROCEDURE Reference No. P07-2010 Implementation date and Version Number (of this version) Version 1.2 Linked document Reference No / Name. NPIA 30+ PLUS Police Retention
More informationThe New Police Pension Scheme Members Guide
The New Police Pension Scheme 2006 Members Guide Crown Copyright 2009 The text in this document (excluding department logos) may be reproduced free of charge in any format or medium providing that it is
More information2018 No. PUBLIC SERVICE PENSIONS. The Local Government Pension Scheme (Scotland) Regulations 2018
DRAFT 1 NOVEMBER 2017 S C O T T I S H S T A T U T O R Y I N S T R U M E N T S 2018 No. PUBLIC SERVICE PENSIONS The Local Government Pension Scheme (Scotland) Regulations 2018 Made - - - - 2018 Laid before
More informationPOLICE NEGOTIATING BOARD
PNB Circular 03/19 POLICE NEGOTIATING BOARD Independent Secretary Michael Penny Office of Manpower Economics Oxford House 76 Oxford Street London W1D 1BS AGREEMENT REACHED IN THE POLICE NEGOTIATING BOARD
More informationThe Police Pensions (NI) Scheme Members Guide
The Police Pensions (NI) Scheme 2015 Members Guide 1 Contents 1. Introduction... 6 2. The Police Pension (NI) Scheme 2015 at a glance... 7 2.1 Key features... 7 2.2 Pension benefits for members... 7 2.3
More informationStaffordshire Pension Fund Administration Strategy
Staffordshire Pension Fund Administration Strategy Issue Date 1 December 2016 Review Date 1 December 2017 Version 1.0 1 2 Staffordshire County Council Pension Administration Strategy Introduction This
More informationFlexible Retirement Policy
Appendix B Flexible Retirement Policy Document Control Date of Last version November 2012 Latest review Name of Reviewer Susan Gardner- Craig Consultation EMT/Trade Unions Approved by INDEX Contents 2
More informationThe Police Pensions Scheme Members Guide
The Police Pensions Scheme 2015 Members Guide Contents 1. Introduction... 6 2. The Police Pension Scheme 2015 at a glance... 7 2.1 Key features... 7 2.2 Pension benefits for members... 7 2.3 Benefits for
More informationBoard of Management. Date of Meeting Wednesday 23 August Agenda Item 8. Date of production. 16 August Recommendations
Board of Management Date of Meeting Wednesday 23 August 2017 Paper No. BoM1-F Agenda Item 8 Subject of Paper FOISA Status Primary Contact Date of production Action Voluntary Severance Policy Disclosable
More informationRetirement Arrangements Policy
Policy No: PP23 Version: 4.0 Name of Policy: Retirement Arrangements Policy Effective From: 23/08/2018 Date Ratified 14/06/2016 Ratified Human Resources Committee Review Date 01/06/2018 Sponsor Director
More informationFORCE PROCEDURES. Age Retirement Police Staff
FORCE PROCEDURES Age Retirement Police Staff Procedure Reference Number: 2009.32 Procedure Author: Joanne Jones, HR Manager Procedure Review Date: June 2011 At the time of ratifying this procedure, the
More informationThe Police Pensions Scheme Members Guide
The Police Pensions Scheme 2015 Members Guide 1 Contents 1. Introduction... 6 2. The Police Pension Scheme 2015 at a glance... 8 2.1 Key features... 8 2.2 Pension benefits for members... 8 2.3 Benefits
More informationFlexible & Early Retirement Policy (LGPS)
Chief Constable of Dyfed Powys Flexible & Early Retirement Policy (LGPS) Version 2 1 VERSION CONTROL Version Date Author Reason for Change 2 27/03/14 Diane Jones Chief Financial Officer changed to Director
More information= eé~äíü=aéé~êíãéåí= = tçêâñçêåé=aáêéåíçê~íé=
abcdefghijklm = eé~äíü=aéé~êíãéåí= = tçêâñçêåé=aáêéåíçê~íé= Dear Colleague NEW REDUNDANCY ARRANGEMENTS Summary 1. This pay circular notifies employers of a change, in respect of redundancy pay, to the
More informationPolice Staff Retirement Policy Version 2. Greater Manchester Police
Police Staff Retirement Policy Version 2 Greater Manchester Police Date: October 2013 POLICY IMPLEMENTED: October 2013 REVIEW DATE: October 2014 PROCEDURE OWNER:, HR Branch APPROVED BY: Head of HR and
More informationIsle of Wight Council REDUNDANCY POLICY FOR SCHOOLS
Isle of Wight Council REDUNDANCY POLICY FOR SCHOOLS LA Model Policy September 2012 References to The Council in this policy shall apply to Medina House School. References to Elected Members" in this policy
More informationForce Car Scheme: Allocation and Private Use Policy
Force Car Scheme: Allocation and Private Use Policy Version 1.0 April 2016, March 2016 VERSION CONTROL Version Date Author Reason for Change 1 28/4/2016 New Format adopted for Policy document COG November
More informationAGREEMENT BETWEEN ROYAL MAIL GROUP AND UNITE-CMA AND CWU ON MANAGING EMPLOYEES WITH LONG TERM ILL HEALTH
AGREEMENT BETWEEN ROYAL MAIL GROUP AND UNITE-CMA AND CWU ON MANAGING EMPLOYEES WITH LONG TERM ILL HEALTH This Joint Agreement between Royal Mail Group (or associated employer) the Communications Workers
More informationSTATE HUMAN RESOURCES MANUAL
Section 11, Page 6 Contents: Policy Resignation Voluntary Resignation without Notice Retirement Reduction in Force Dismissal Appointment Ended Death Procedures Policy from State service occurs when an
More informationAllowances and Expenses (Police Officers) Standard Operating Procedure
Allowances and Expenses (Police Officers) Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland Freedom of Information Publication Scheme. It
More informationDERBYSHIRE CONSTABULARY/DERBYSHIRE POLICE AUTHORITY PROTOCOL RE INJURY ON DUTY AWARDS REVIEW PROCESS
DERBYSHIRE CONSTABULARY/DERBYSHIRE POLICE AUTHORITY PROTOCOL RE INJURY ON DUTY AWARDS REVIEW PROCESS 1. Introduction 1.1 This protocol deals with the review of injury on duty awards paid to police officers
More informationDerbyshire Constabulary SICK PAY POLICY POLICY REFERENCE 06/075. This policy is suitable for Public Disclosure. Head of Department, Human Resources
Derbyshire Constabulary SICK PAY POLICY POLICY REFERENCE 06/075 This policy is suitable for Public Disclosure Owner of Doc: Head of Department, Human Resources Date Approved: February 2003 Review Date:
More informationType of Document: Version: 2.1. Effective Date: Apr 2017 Review Date: Apr 2020 Replaces document (if applicable)
PS 165 Leave Policy Type of Document: Policy Version: 2.1 Registered Owner: Head of HR & OD Author: James Lunn Effective Date: Apr 2017 Review Date: Apr 2020 Replaces document (if applicable) Linked Documents:
More informationOFFICIAL DURHAM CONSTABULARY. Voluntary Severance Scheme Policy. Official Publication Scheme Y/N
DURHAM CONSTABULARY Voluntary Severance Scheme Policy Police Officers Human Resources Application Policy Owner Version 3 Date of PUG approval 27.07.15 Last Review Date 29.11.16 Net Review Date 29.11.19
More informationUnless this copy has been taken directly from the Trust intranet site (Pandora) there is no assurance that this is the most up to date version
Policy No: PP04 Version: 4.0 Name of Policy: Redundancy and Associated Redeployment Policy Effective From: 24/08/2015 Date Ratified 17/08/2015 Ratified HR Committee Review Date 01/08/2017 Sponsor Director
More informationMAIN SECURITIES MARKET LISTING RULES
MAIN SECURITIES MARKET LISTING RULES Release 3 3 July 2016 CONTENTS Chapter 1 Compliance with and Enforcement of the Listing Rules 1.1 Preliminary 1.2 Modifying Rules and Consulting with the ISE 1.3 Information
More informationNORTHERN IRELAND FURTHER EDUCATION COLLEGES. VOLUNTARY EXIT SCHEME 1 October 2018 to 31 March 2019
Introduction NORTHERN IRELAND FURTHER EDUCATION COLLEGES VOLUNTARY EXIT SCHEME 1 October 2018 to 31 March 2019 N.B. THE SCHEME IS SUBJECT TO BUSINESS CASE APPROVAL BY DfE AND DFP AND FUNDING 1. This Scheme
More informationScheme of Delegation for Stage 1 PCC Transfer. Review Date: Stage 2 transfer/november 2015
Type of Document: Scheme of Delegation for Stage 1 PCC Transfer Version: 1.0 Registered Owner: Author: Police Authority Treasurer Charlotte Radford Effective Date: 22 November 2012 Review Date: Stage 2
More informationWinsor Review Part 1 Summary of Recommendations
Winsor Review Part 1 Summary of Recommendations Recommendation 1 The Police Service of Northern Ireland and the Northern Ireland Policing Board should review the Northern Ireland transitional allowance
More informationRIGHTS TO CONDUCT LITIGATION AND RIGHTS OF AUDIENCE CERTIFICATION RULES
RIGHTS TO CONDUCT LITIGATION AND RIGHTS OF AUDIENCE CERTIFICATION RULES Copy with entity rules 23 Feb 2011 CONTENTS Certification Rules..3 Appendix 1 Knowledge and experience guidelines 31 Appendix 2 portfolio
More informationNational Agreement Ill Health Retirement Royal Mail and the CWU
National Agreement Ill Health Retirement Royal Mail and the CWU 1) INTRODUCTION 2) AIMS 3) SCOPE 4) DEFINITIONS OF ILL-HEALTH RETIREMENT 5) MEMORANDUM OF UNDERSTANDING 6) ILL-HEALTH RETIREMENT BENEFITS
More informationPolicies, Procedures, Guidelines and Protocols
Policies, Procedures, Guidelines and Protocols Document Details Title Retirement Policy and Procedure Trust Ref No 735-32129 Local Ref (optional) N/A Main points the document covers The policy sets out
More informationPOLICE STAFF JOB DESCRIPTION
SECTION 1 POLICE STAFF JOB DESCRIPTION JOB TITLE Interim Senior Pensions Specialist REPORTS TO (POST TITLE) National Pensions Manager REF NO T098/17 DIVISION/DEPARTMENT Finance WORK LOCATION Edinburgh
More informationHOME OFFICE / ACPO OBJECTIVE JUSTIFICATION FOR THE NEW COMPULSORY RETIREMENT AGES (CRA)
HOME OFFICE / ACPO OBJECTIVE JUSTIFICATION FOR THE NEW COMPULSORY RETIREMENT AGES (CRA) 1. PURPOSE 1.1 This paper sets out the joint Home Office / ACPO objective justification which outlines the reasons
More informationLondon Borough of Croydon School Teachers Retirement Policy
London Borough of Croydon School Teachers Retirement Policy June 2016 15A.1 RETIREMENT - SCHOOL BASED TEACHERS POLICY & PROCEDURE CONTENTS CONTENTS 2 15A.1 INTRODUCTION... 4 15A.2 DEFINITIONS... 4 15A.3
More informationThe DFSA Rulebook. Authorised Market Institutions (AMI) AMI/VER16/06-14
The DFSA Rulebook Authorised Market Institutions (AMI) PART 1: INTRODUCTION... 1 1. APPLICATION, INTERPRETATION AND OVERVIEW... 1 1.1 Application... 1 PART 2: APPLICATION AND AUTHORISATION... 3 2. APPLICATION
More informationVoluntary Severance/ Early Retirement Policy (VS/ER)
Appendix 3 Voluntary Severance/ Early Retirement Policy (VS/ER) Contents Page 1. Introduction 3. 2. Aims 3. 3. Scope 3. 4. Employees in a Redundancy Situation 4. 5. Other Situations Where VS/ER May be
More informationCHESHIRE CONSTABULARY SCHEME OF DELEGATION
Scheme of Delegation - MFSS CHESHIRE CONSTABULARY SCHEME OF DELEGATION 31 MARCH 2012 SCHEME OF DELEGATION Introduction All staff are responsible for ensuring day to day financial management is carried
More informationWEST MIDLANDS POLICE Force Policy Document
WEST MIDLANDS POLICE Force Policy Document POLICY TITLE: POLICY REFERENCE NO: BUS LANE AND RESTRICTED ROADS CJ/23 Executive Summary. The purpose of this policy document is to provide clear instruction
More informationRetirement, Pension, Gratuities, Buffet, Gift
Policy: HR 005 Retirement Executive or Associate Director lead Policy author/ lead Feedback on implementation to Director of Human Resources Human Resources Adviser Human Resources Adviser Document type
More informationTerms and Conditions of Employment: Professional and Managerial Administrative Staff
York St John University, Lord Mayor s Walk, York YO31 7EX Terms and Conditions of Employment: Professional and Managerial Administrative Staff This document sets out the main terms and conditions under
More informationCommittee/Person Responsible for Policy: Date Approved by Governing Body: February Date of Last Review: February 2017
POLICY TITLE: Redundancy Policy Committee/Person Responsible for Policy: Governing Body Date Approved by Governing Body: February 2017 Date of Last Review: February 2017 Next Review Due: February 2018
More informationMARCH 5, Referred to Committee on Commerce and Labor. SUMMARY Revises provisions governing workers compensation.
A.B. ASSEMBLY BILL NO. COMMITTEE ON COMMERCE AND LABOR MARCH, 0 Referred to Committee on Commerce and Labor SUMMARY Revises provisions governing workers compensation. (BDR -) FISCAL NOTE: Effect on Local
More informationNICEIC Rules Relating to Registration for Certification of Electrical Installations in Scotland
NICEIC Rules Relating to Registration for Certification of Electrical Installations in Scotland based on Approved Bodies and Approved Certifiers of Construction (Electrical Installations to BS 7671) Scheme
More informationKINGDOM OF SAUDI ARABIA. Capital Market Authority AUTHORISED PERSONS REGULATIONS
KINGDOM OF SAUDI ARABIA Capital Market Authority AUTHORISED PERSONS REGULATIONS English Translation of the Official Arabic Text Issued by the Board of the Capital Market Authority Pursuant to its Resolution
More informationLearning together; to be the best we can be
Career Break Policy Date Published June 2016 Version 1 Approved Date 9 th June 2016 Review Cycle Every 3 years Review Date June 2019 Learning together; to be the best we can be 1. Scope 1.1. The scheme
More informationLocal Government Pension Scheme (Scotland) Purchase of additional pension contracts commencing on or after 1 April 2015 or paid for by the employer
Date: 26 February 2015 Authors: Ian Boonin FIA Neville Hosegood FIA Contents 1 Introduction 1 2 Benefits Purchased 3 3 Contributions 4 4 Cessation of contributions 6 5 Other Considerations 7 6 Examples
More informationLocal Government Pension Scheme in Scotland Statutory Guidance Assessment of Member Contribution Rate. Important - Please Note
Version 2 Issued 12 February 2009 Local Government Pension Scheme in Scotland Statutory Guidance Assessment of Member Contribution Rate Important - Please Note When allocating a contribution rate to members,
More informationArticles of Association NKT A/S
22 March 2018 Company Registration Number 62 72 52 14 Articles of Association NKT A/S NKT A/S Articles of Association 22 March 2018 Page 1 / 15 Contents I Name and Objectives of the Company... 3 II Share
More informationSection 16: Redundancy pay (England)
Section 16: Redundancy pay (England) Introduction 16.1 This Section sets out the arrangements for redundancy pay for employees dismissed by reason of redundancy who, at the date of termination of their
More informationThe Police Pension Scheme Members Guide
The Police Pension Scheme 1987 Members Guide The Police Pension Scheme 1987 Members Guide Crown Copyright 2006 The text in this document may be reproduced free of charge in any format or medium providing
More informationMAIN SECURITIES MARKET LISTING RULES
MAIN SECURITIES MARKET LISTING RULES Release 5 27 March 2018 CONTENTS Chapter 1 Compliance with and Enforcement of the Listing Rules 1.1 Preliminary 1.2 Modifying Rules and Consulting with Euronext Dublin
More informationLocal Government Pension Scheme in Scotland Statutory Guidance Assessment of Member Contribution Rate. Important - Please Note
Version 1 - Issued 26 th June 2008 Local Government Pension Scheme in Scotland Statutory Guidance Assessment of Member Contribution Rate Important - Please Note When allocating a contribution rate to members,
More informationNOT PROTECTIVELY MARKED
Meeting SPA Board Meeting Date and Time 31 March 2016 Location Stirling Court Hotel Title of Paper Police Scotland Revenue Budget 2016/17 Item Number 4.1.1 Presented By John Foley, Chief Executive, SPA
More informationARLINGTON COUNTY EMPLOYEES RETIREMENT SYSTEM CHAPTER 46 MEMBERSHIP HANDBOOK
ARLINGTON COUNTY EMPLOYEES RETIREMENT SYSTEM CHAPTER 46 MEMBERSHIP HANDBOOK (Established for employees hired on or after 2/8/81) Revised 1/2011 (Includes changes to the code that were approved September
More informationSUBCHAPTER 01C PERSONNEL ADMINISTRATION SECTION EMPLOYMENT
SUBCHAPTER 01C PERSONNEL ADMINISTRATION 25 NCAC 01C.0101 DUTIES OF THE SECTION 126-7; 126-8; Repealed Eff. November 1, 1988. SECTION.0100 - EMPLOYMENT 25 NCAC 01C.0102 ORGANIZATION OF SECTION History Note:
More informationLocal Government Pension Scheme in Scotland Guidance for the Assessment of Member Contribution Rates. Important - Please Note
Version 6 Issued March 2012 Local Government Pension Scheme in Scotland Guidance for the Assessment of Member Contribution Rates Important - Please Note When allocating a contribution rate to members,
More informationThis Policy supersedes the previous Retirement Guidance for Managers and Employees issued in January 2012.
TITLE: RETIREMENT POLICY AND PROCEDURE VALID FROM: JULY 2016 EXPIRES: JUNE 2019 REFERENCE: WFC 12 This Policy supersedes the previous Retirement Guidance for Managers and Employees issued in January 2012.
More informationStandard Terms and Conditions for the Employment of Established Academic Staff ( the Standard Terms and Conditions )
Standard Terms and Conditions for the Employment of Established Academic Staff ( the Standard Terms and Conditions ) Between The Chancellor Masters and Scholars of the University of Cambridge ("the University"),
More informationMANAGEMENT OF CONFERENCE ATTENDANCE & ASSOCIATED COSTS STANDARD OPERATING PROCEDURE (SOP)
MANAGEMENT OF CONFERENCE ATTENDANCE & ASSOCIATED COSTS STANDARD OPERATING PROCEDURE (SOP) STANDARD OPERATING PROCEDURE REFERENCE. SOP/214/10 PROTECTIVE MARKING PORTFOLIO OWNER Deputy Chief Constable (DCC)
More informationESSSuper Claiming a Disability Benefit. Proudly serving our members. Issued 1 July 2017
ESSSuper Claiming a Disability Benefit Proudly serving our members Issued 1 July 2017 Issued by: Emergency Services Superannuation Board ABN 28 161 296 741 as Trustee of the Emergency Services Superannuation
More informationThe Police Pension Scheme Members Guide
The Police Pension Scheme 1987 Members Guide Crown Copyright 2006 The text in this document (excluding department logos) may be reproduced free of charge in any format or medium providing that it is reproduced
More informationThe Retained Firefighters Pension Scheme
INFORMAL GUIDANCE The Retained Firefighters Pension Scheme Modified pension arrangements and terms of payment for eligible individuals 2014 Contents - Introduction - Background - Method for calculating
More informationScheme Basis Career Average Revalued Earnings Final Salary. 1/49 th 1/60 th. Actual pay including non-contractual overtime and additional hours
Key differences between the 2008 and 2014 Local Government Pension Schemes APPENDIX A New LGPS 2014 LGPS 2008 Scheme Basis Career Average Revalued Earnings Final Salary Proportion of pay each year which
More informationProcedure 3: Service Breaks
Document Type: Procedure Parent Policy: Document Owner: Director of Department: People Services Document Writer: Human Resources Effective Date: 20/08/2015 (Reviewed 19/07/2017) Last review Date: 20/08/2018
More informationSCOTLAND (version 1.1) Discretions from in relation to post active members and post leavers, being discretions under:
SCOTLAND (version 1.1) Discretions from 1.4.15. in relation to post 31.3.15. active members and post 31.3.15. leavers, being discretions under: - the Local Government Pension Scheme (Scotland) Regulations
More informationAppendix TWO. Co-operative Retail Logistics. Society Sickness Agreement. (October 2007)
Appendix TWO Co-operative Retail Logistics Society Sickness Agreement (October 2007) 1. Scope of Agreement This agreement is effective from October 2007. This agreement covers all employees employed on
More informationyour retirement plan Tier 5 Employees Retirement System Members (Article 15) Thomas P. DiNapoli New York State Office of the State Comptroller
your retirement plan Tier 5 Employees Retirement System Members (Article 15) New York State Office of the State Comptroller Thomas P. DiNapoli New York State and Local Employees Retirement System A Message
More informationThe cost of public sector pensions in Scotland
The cost of public sector pensions in Scotland Prepared for the Auditor General for Scotland and the Accounts Commission February 2011 Auditor General for Scotland The Auditor General for Scotland is the
More informationPensions Policy Renewal: October 2017
Pensions Policy Renewal: October 2017 PENSIONS POLICY 1.0 Objective 1. This policy outlines the various pensions schemes that are administered by Shropshire Housing Group, including the designated Scheme
More informationNorthern Ireland Further Education Colleges. Voluntary Exit Scheme FREQUENTLY ASKED QUESTIONS
Northern Ireland Further Education Colleges Voluntary Exit Scheme FREQUENTLY ASKED QUESTIONS ***Please note that more detailed information concerning the terms of the Voluntary Exit Scheme is set out in
More informationArticles of Association NKT Holding A/S
31 March 2016 Company Registration No. 62 72 52 14 Articles of Association NKT Holding A/S I Name and Objectives of the Company 2 II Share Capital and Shareholders 2 III General Meeting 8 IV Board of Directors
More informationThe Police Pension Scheme Members Guide
The Police Pension Scheme 1987 Members Guide 1 Crown Copyright 2006 Contents 2 1. Introduction 5 2. At a glance guide 6 3. Membership and contributions 8 3.1 Membership 8 3.2 Your contributions 8 3.3 Unpaid
More informationTHE FINANCIAL REPORTING ACT 2004
THE FINANCIAL REPORTING ACT 2004 Act No. 43 of 2004 I assent 10th December, 2004 SIR ANEROOD JUGNAUTH President of the Republic Date in Force: Not Proclaimed ARRANGEMENT OF SECTIONS Section PART I-PRELIMINARY
More informationLocal Government Pension Scheme in Scotland Employer Guidance for the Assessment of Member Contribution Rates. Important - Please Note
Version 11 Issued March 2017 Appendix 1 Local Government Pension Scheme in Scotland Employer Guidance for the Assessment of Member Rates Important - Please Note From April 2015, when allocating contribution
More informationNEX Exchange Growth Market Rules for Issuers 1 January 2017
NEX Exchange Growth Market Rules for Issuers 1 January 2017 Wales (Co. No. 04309969) with its registered office at 2 Broadgate, London EC2M 7UR. Introduction... 5 Part 1: Applications for Admission to
More informationASC Superannuation Plan Insurance Guide
Prepared: 27 June 2014 ASC Superannuation Plan Insurance Guide Dated: 14 April 2018 The issuer and Trustee of ASC Superannuation Plan, a plan in the Employer Sponsored Members Product of The Executive
More informationRetirement Procedure. Procedure Identification Procedure Ownership
Retirement Procedure Procedure Identification Procedure Ownership Department: Human Resources Owner: Head of Human Resources Author: Human Resources, Staff Officer Screening and Proofing Section 75 screened:
More informationThank you for your requests under the Freedom of Information Act 2000 (the Act) received on 24 th October 2011, seeking the following information:
11 November 2011 Freedom of Information Request - RFI20111304 Thank you for your requests under the Freedom of Information Act 2000 (the Act) received on 24 th October 2011, seeking the following information:
More informationSubject PROCEDURE FOR SEPARATION FROM SERVICE. 1 January By Order of the Police Commissioner
Policy 1902 Subject PROCEDURE FOR SEPARATION FROM SERVICE Date Published Page 1 January 2018 1 of 16 By Order of the Police Commissioner POLICY 1. Honorable Service. It is the policy of the Baltimore Police
More informationBARNSLEY CLINICAL COMMISSIONING GROUP RETIREMENT POLICY
Putting Barnsley People First BARNSLEY CLINICAL COMMISSIONING GROUP RETIREMENT POLICY Version: 1 Approved By: Governing Body Date Approved: 13 March 2014 Name of originator / author: HR Manager, WSYBCSU
More informationCHAPTER Committee Substitute for House Bill No. 231
CHAPTER 2011-240 Committee Substitute for House Bill No. 231 An act relating to the City Pension Fund for Firefighters and Police Officers in the City of Tampa, Hillsborough County; authorizing the City
More informationAPPLICATION FORM INDIVIDUAL
APPLICATION FORM INDIVIDUAL -Before you can be authorised, we must be satisfied that you are fit and proper. This application form helps us to assess your fitness and propriety effectively. -This application
More informationNATIONAL HOME HEALTH CARE CORP SEVERANCE PAY PLAN. As Amended and Restated Effective as of July 17, 2017
NATIONAL HOME HEALTH CARE CORP SEVERANCE PAY PLAN As Amended and Restated Effective as of July 17, 2017 TABLE OF CONTENTS PAGE Section 1. Introduction.... 1 Section 2. Eligibility.... 1 Section 3. Calculation
More informationThe Local Government Pension Scheme
The Local Government Pension Scheme HR SHARED SERVICES PENSIONS TEAM EMPLOYEE GUIDE 2015 THE LOCAL GOVERNMENT PENSION SCHEME (LGPS) employee guide 1 A BRIEF GUIDE TO THE LOCAL GOVERNMENT PENSION SCHEME
More informationModern Apprenticeship Programme Specification Published 29 March 2019
Modern Apprenticeship Programme Specification 2019-2020 Published 29 March 2019 Contents Introduction Part One 1 Eligibility Criteria for Modern Apprenticeship Funding 2 Programme Entry 2.1 Initial Assessment
More informationWorld Bank Group Directive
World Bank Group Directive Staff Rule 7.01 - Ending Employment Bank Access to Information Policy Designation Public Catalogue Number HRDVP3.09-DIR.70 Issued December 31, 2015 Effective January 1, 2016
More informationTyne and Wear Pension Fund. Pensions Administration Strategy. 1. The Tyne and Wear Pension Fund is part of the Local Government Pension Scheme (LGPS).
Tyne and Wear Pension Fund Pensions Administration Strategy Introduction 1. The Tyne and Wear Pension Fund is part of the Local Government Pension Scheme (LGPS). 2. The LGPS regulations, listed in Appendix
More informationFREQUENTLY ASKED QUESTIONS ILL HEALTH RETIREMENT 2014 SCHEME EDITION 2 June 2015 revised
FREQUENTLY ASKED QUESTIONS ILL HEALTH RETIREMENT 2014 SCHEME EDITION 2 June 2015 revised THIS SET OF ANSWERS TO FREQUENTLY ASKED QUESTIONS DEALS WITH THE REGULATORY PROVISIONS OF THE LOCAL GOVERNMENT PENSION
More informationDefined Benefit Scheme
Defined Benefit Scheme Product Disclosure Statement 1 October 2018 About the Product Disclosure Statement (PDS) This PDS is issued by Energy Industries Superannuation Scheme Pty Limited ABN 72 077 947
More informationTelematics Terms and Conditions
Telematics Terms and Conditions Telematics Overview GA telematics insurance operates by installing a telematics device into your car. The device monitors driving behaviours in your car thereafter and awards
More informationJOHN WOOD GROUP PLC Rules of the Wood Employee Share Plan 1
JOHN WOOD GROUP PLC Rules of the Wood Employee Share Plan 1 Adopted by the board of directors of John Wood Group PLC on 5 November 2015 Approved by the shareholders of John Wood Group PLC on 13 May 2015
More informationTHIS IS AN EXTRACT FROM. Metropolitan Special Constabulary - Standard Operating Procedures (SOPs)
THIS IS AN EXTRACT FROM Metropolitan Special Constabulary - Standard Operating Procedures (SOPs) 5.32 EXPENSES AND ALLOWANCES Refreshment and subsistence allowance Footwear allowance Stocking allowance
More informationNATIONAL PENSIONS LAW. (2010 Revision) NATIONAL PENSIONS (GENERAL) REGULATIONS. (2011 Revision)
Supplement No. 9 published with Gazette No. 23 of 7th November, 2011. NATIONAL PENSIONS LAW (2010 Revision) NATIONAL PENSIONS (GENERAL) REGULATIONS (2011 Revision) Revised under the authority of the Law
More information11 Separation from the Service 1
CONTENTS Separation from the Service 11 Separation from the Service 1 11.1 Resignation or Retirement 1 11.1.1 Notice of Resignation or Retirement (Separation) 1 11.1.2 Effective Date of Resignation or
More information