Ill health retirement with arthritis

Marcon

Nebulous2 said:

Marcon said:

SacredStephan said:

Are you a member of a Union?

If not, I'd suggest you sign up to "Which? Legal", currently on a half-price offer.

https://legalservice.which.co.uk/employment/all-employment/

Not sure how either of those would help, although like you I wanted to think of anything which might support OP. The medical evidence will be what it is - and it's a two-edged sword. OP needs the evidence to be that their condition is permanent in order to qualify for an enhanced pension, BUT of course would much prefer the condition not to be permanent so there is hope of a considerable improvement...

My experience in the NHS is that a union can be very helpful in situations like this. Not in a combative way, but because they know the system, and know the steps that both staff member and HR need to take, to progress the situation. They can also focus management and HR staff on the tasks needed, to move the case up their to-do-list.  

I certainly don't disagree, but the NHS scheme is a defined benefit arrangement and it's a vast employer, so having someone who knows the ropes would undoubtedly be a huge help in that situation.

This is an oil company with a defined contribution scheme, which is a wholly different scenario - and I suspect one in which the relevant processes are fairly novel territory for any third party such as a union.

LHW99

Dave73_2 said:

I’m not a member of the union, as I’m part of the management team it’s kind of expected, and I never felt vulnerable till now.

i have had a formal letter today from my employer setting up a meeting with the head of HR and my line manager.. in the letter it states that “ it is our recommendation to innitiate the Ill health incapacity procedure”

it’s got very real and concerning now as I feel I’m on a course I can’t change. 

I would hope you could bring a friend to this meeting. Even if you arn't a union member / can't get someone there to assist, it would be worth seeing if someone friendly(colleague / family member / neighbour?) could come with you. They won't have the stresses you do, and would be able to listen to what is said, and hopefully help make notes / remember details / ask questions on your behalf.

May be worth you putting together a list of questions you need answered and taking it with you.

Dave73_2

The option of taking a friend or representative was available to me but I’m not taking it, I’m fairly comfortable with the people in the room. Good advice to make a list of questions, I’m fairly relaxed about the process it’s the outcomes that terrify me 

Nebulous2

Marcon said:

Nebulous2 said:

Marcon said:

SacredStephan said:

Are you a member of a Union?

If not, I'd suggest you sign up to "Which? Legal", currently on a half-price offer.

https://legalservice.which.co.uk/employment/all-employment/

Not sure how either of those would help, although like you I wanted to think of anything which might support OP. The medical evidence will be what it is - and it's a two-edged sword. OP needs the evidence to be that their condition is permanent in order to qualify for an enhanced pension, BUT of course would much prefer the condition not to be permanent so there is hope of a considerable improvement...

My experience in the NHS is that a union can be very helpful in situations like this. Not in a combative way, but because they know the system, and know the steps that both staff member and HR need to take, to progress the situation. They can also focus management and HR staff on the tasks needed, to move the case up their to-do-list.  

I certainly don't disagree, but the NHS scheme is a defined benefit arrangement and it's a vast employer, so having someone who knows the ropes would undoubtedly be a huge help in that situation.

This is an oil company with a defined contribution scheme, which is a wholly different scenario - and I suspect one in which the relevant processes are fairly novel territory for any third party such as a union.

That's a fair point.

I was trying to say that unions and management can work to a common solution, in fact there may be more of that than conflict. It doesn't have to be a negative that they become involved. 

GunJack

Several points..

1. Let your employer have a copy of your PIP award letter, the one which shows your points in each section - it will help them understand your limitations and if you've been assessed by DWP then a medical professional has already had a say on your condition, it can't harm.

2. Ask if you can record any meetings you have, it will not be unreasonable especially if you struggle to take detailed notes. It will also give you a good record of the process should anything contentious happen through it.

3. Good luck!! As an arthritis sufferer I can sympathise, especially as you have it far worse than me 🙂

Dave73_2

GunJack 
thanks for that advice, I’m hoping the award letter can help in my favour, I will make it available to them,
hope your good at the moment and keeping the symptoms at bay

GunJack

Lol,  I'll be fine when I get the second metal knee!! 🙂. 

IamWood

Does the OP's company offer life and health insurance? I understand that my insurance provided by my firm would cover 65% of salary until retirement age, if approved due to ill health.

Dave73_2

Unfortunately there’s no insurance cover, the only I’ll heath potentials are based on the partial or full incapacity pension scheme options.
Huge difference between these 2 outcomes with one being enhanced and the other only allowing access to funds 

DRS1

Dave73_2 said:

Unfortunately there’s no insurance cover, the only I’ll heath potentials are based on the partial or full incapacity pension scheme options.
Huge difference between these 2 outcomes with one being enhanced and the other only allowing access to funds 

As @Marcon has said it would be unusual for a DC scheme to have that "enhanced" ill health alternative.  It is probably backed up by some insurance.