Help with Local Government Pension Scheme please

Silvertabby

Pensionable or Not?

Pay Pensionable Pre 2014


Pensionable Post 2014 Basic Salary Yes
Performance related pay Yes – if contractual
Payment for loss of holidays No

Now we are in the realm of employer discretions. Yes, some employer's may class rolled up holiday pay for casual workers to be (pre 2014) pensionable, but the crux is that OP's employer(s) didn't.

hyubh

Silvertabby wrote: »

Now we are in the realm of employer discretions. Yes, some employer's may class rolled up holiday pay for casual workers to be (pre 2014) pensionable, but the crux is that OP's employer(s) didn't.

What you quoted is saying PILON isn't pensionable. So, if a salaried worker resigns with a lot of leave outstanding, and rather than putting their end date back, gets paid for it instead, then that extra payment isn't pensionable.

Agreed it's really a payroll/HR issue to resolve though - ultimately the pension administrator can question, but can't actually overrule what the employer determines.

Mum2D

Many thanks for the replies.


Silvertabby wrote: "It's very worrying that your manager can't see how your final salary pension would be affected by this, but he/she is probably blinkered by the fact that your actual take-home pay won't change."


I completely agree. However, the Manager agreed to forward my concerns to Head Office. What is more worrying is that my Line Manager (who also attended the meeting) specifically asked the Senior Manager at another site whether this would affect pensions (as she knew that it would be a concern for me) and was told that it definitely would not! And that Senior Manager will be conducting meetings with staff that will be affected by this change!!

Silvertabby wrote: "The protected pay period is for 10 years. 13 years only comes into the equation because the average of the first 3 of those years could be the best - but can only be used if the effective date is within the 10 years. In my time, the best pay average used the date of leaving, but I see that it is 31 March (year end) that is used now. Makes the best pay calculation so much easier, but not clear if they use a (uprated) final part year or not. Unless you can get this clarified by your LGPS, then it would be safer to assume 10 full years from your date of pay protection (note that your date of leaving would have to be less than 10 years, even if only by a couple of days)."


Thank you for this. I shall endeavour to get that answered by my LGPS.


Silvertabby wrote: "There are indeed disadvantages and advantages to deferring. On the plus side, your higher rate of pay would be protected and your deferred benefits would increase each year in line with inflation. On the down side, however, if you were to be made redundant then your employer may not allow you access to your deferred benefits on the more favourable redundancy terms."


Are casual workers entitled to redundancy? I have often wondered about that.


Silvertabby wrote: "Is there any chance of promotion in the next 10 years - perhaps to a pay rate that exceeds your protected pay (plus cost of living increases)?"


No chance whatsoever. I am a sports coach and as a long standing employee who was originally employed by the DC and then transferred via TUPE to first one employer and then another I am already on a higher hourly rate that more recently appointed coaches. Then add in the fact that my employer contributes 24.5% to my LGPS pension but only the minimum % to others and I am already an expensive member of staff! They have previously made a small number of contracted office staff who were originally employed by the DC redundant so I do sometimes wonder whether I am on borrowed time!

Silvertabby

Are casual workers entitled to redundancy? I have often wondered about that.

It depends on the exact conditions of your contract.