Nhs Pay Protection Policy

62 This Policy supports the NHS Constitution as follows. The period for which pay will be protected is as follows.

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Section 2 pay protection.

Nhs pay protection policy. Section 1 pay protection Available for doctors who were at the earlier stages of their training at the time of implementation of the 2016 contract. These protection arrangements apply to the combined value of payments before and after the change not to individual pay components. Voluntary Protection of Pay 1995 Section only.

Pay Protection Policy Employers and employees should act consistently. 42 Pay protection will only be applied to an employees substantive post. All personal pay protection arrangements will be established by reference to an employees own length of continuous NHS service including service with any non NHS predecessor organisation in the case of employees having become Trust employees as a result of a TUPE transfer but will exclude service which has previously been subject of a redundancy payment.

The policy defines the principles which will apply to staff whose pay and conditions of service are affected by change including where such staff accept a move to a lower graded post as a result of organisational change whereby redundancy is the only other option. Protection of other terms and conditions of service. 43Staff aged 50 or over and who have at least 15 years of continuous NHS service will be protected for 10 years or to their retirement date whichever is the less.

Applications for preserved membership must be made in writing to the Pay. HRBP will ensure the employee receives advice regarding the potential effects of protection on hisher NHS Pension Scheme benefits. Pay Protection Policy Policy reference HR002 SUMMARY This policy outlines the framework relating to the protection of pay and conditions of service for staff that are affected by organisational change.

NHS Pension Scheme members may apply to have their period of membership of the higher rate of pay treated as preserved membership if this is more beneficial. 26 The pay protection policy will also apply to eligible employees who have to change jobs. 43 The organisation will endeavour at all times to redeploy staff into new roles which match the levels of skills and responsibilities required in the previous pay band and to.

Short term protection of earnings where downgrading is not involved. Protection of pay through no fault of the member both Sections of the Scheme. 18 months protection 2 years protection Members of staff who belong to the NHS Pension Scheme whose pay is reduced when the protection arrangements cease can choose to preserve their benefits earned on the higher pay if they suffer a reduction in pay through no fault of their own and have a least two years qualifying service.

Continuous NHS Service Protection Period mark-time Less than 1 year None 1 to 2 years 6 months 2 to 4 years 12 months 4 years 24 months 62 During the defined protection period the salary will freeze at that point. Pay protection is recognised as a financial safeguard to protect earnings whilst people are afforded time where possible to secure a role at their previous band through continued redeployment support. If the protected earnings exceed the top of the new pay scale they will move to the top and the balance of protected earnings will be paid on a mark time basis.

Designing and implementing services policies and measures that meet the diverse needs of its population and workforce ensuring that no individual or group is disadvantaged. Pay Protection Policy Page 4 of 26 1 INTRODUCTION This policy provides a Pay Protection framework for NHS Harrogate and Rural District Clinical Commissioning Group hereafter referred to as the CCG. 2 ENGAGEMENT This policy has been based on the NHS BSA Pay Protection Policy.

If employees secure a promoted post or their post is subsequently re-graded in the same role they will be placed on a pay point that takes into account their protected earnings to ensure no detriment. AUTHOR Human Resources VERSION 20 FINAL EFFECTIVE DATE February 2018 APPLIES TO This document applies to all staff employed by the CCG. Based on the basic salary and banding that you were earning on the day prior to starting work under the new contract.

Pay Protection Policy V30 Page 2 of 16 Summary The aim of this policy is to set out a clear consistent and fair framework which will enable staff who have been affected by organisational change to remain employed within the Trust and to continue to receive the pay and remuneration equivalent to their previous post for a limited period. Where the combined value of payments before the change remains greater than the combined value of the payments after the change the former level of pay will be protected for a period of eighteen months on a mark time basis. Thereafter the individual concerned will be entitled to mark-time protection until their retirement date.

Long term protection of basic wage or salary where downgrading is involved. Introduction For the purposes of pay protection organisational change is defined as a management or organisational change which impacts on an individuals contractual earnings or where the. NHS CONSTITUTION 61 The CCG is committed to.

Mitigate bribery in relation to pay progression. POLICY ON ORGANISATIONAL CHANGE PAY PROTECTION FOR AGENDA FOR CHANGE STAFF IN NHS SCOTLAND FROM 1 APRIL 2019 1. Over 15 years5 years.

Protection of Pensionable Pay for member of the NHS Pension Scheme There are two provisions under which a member can protect their pensionable pay. This policy replaces all previous agreements on pay protection operating in the organisation and applies to all employees of the organisation. Protection of Pay through no fault of the member.

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