hi all new to this site i have 2 questions and i would be very gratefull for any help. i was diagnosed in jan 2012 and i was put on the sick by my doctor i am still on the sick i am in for ill health retirement but the occupational health has said the medical report from my doctor is not sufficient for the pension trustees any ideas what i should do now thanks. my work have said i need to attend a meeting with my boss and personnel officer, i have been off work for over a year and i have not had one call or visit from personnel, i will attend the meeting but they said my husband cannot come with me but he is my carer and i would like him in with me because my memory is not that good any suggestions thanks.
thank you pat they are saying that they need the doctor to say that i will not work again but the doctor does not want to commit himself to say that, i think the work want to get rid of me, i dont get any pay for them but they want to employ someone to do my job but they cant until im gone.
I agree with Pat that you have a right to have someone with you, but do not agree that you’re entitled for that person to be your husband. Usually, for meetings of this kind, there’s provision that you may have a colleague or union rep with you. I don’t think partners are a particularly good idea, as it’s a work matter, and the aim will be to keep it as professional and neutral as possible, not personal. Family members wading in is a recipe for conflict.
Tina
hi anitra yes thats fine but i dont want everyone to know my business which will happen if someone else comes in with me, they all seem to know mt business so far dont want them knowing anymore they know whats happening to me before i do.
sorry forgot to say my husband has attended all my hospital appointments with me so he is the best person to attend as he kno ws everything and if i took a collegue in with me they only know what they have been told. i would forget most of which was said at the meeting if my husband was with me he would know what was said.
The person you take with you is supposed to be there for moral support, and to ensure proper process is observed, NOT as a witness to your health problems. The evidence about your health should come from a qualified medical practitioner, not your family.
If you don’t want someone else to know your business, then you don’t have to have anyone at all, but you’re not entitled to insist it’s your husband.
Tina
thank you.
Has your GP seen a copy of
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the pension scheme’s rules relating to ill health early retirement that the trustees are looking at; and
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your full job description setting out all your duties (as opposed to your terms & conditions of employment)?
Seeing those two documents might help him to decide how to respond in your favour. Occupational health may have tried to save your GP time by asking simple questions - which may mean that he’s missing some vital points:
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some pension scheme rules say that the member must be incapable of any form of work ever again - which can be very difficult for any GP to sign off; but
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many pension scheme rules are looking for a member being incapable of performing their current duties and, if your GP is given a good idea of your current duties from your job description, he may well be happy to say that you can’t perform them.
I agree with Anitra’s points about taking a work-related person with you to the meeting; there should be a full description of your rights on this point within either your terms & conditions of employment, or staff handbook (or equivalent). Good luck!
Lolli xx
Of course you can take your husband if you wish; that is your choice much better to have someone you know and trust. To be honest I think your company do not know much about the procedure. I suggest you contact the EHRC http://www.equalityhumanrights.com/
OR ACAS http://www.acas.org.uk/index.aspx?articleid=1461 who will give you the right info.
If you want to know anything about pensions contact free http://www.pensionsadvisoryservice.org.uk/
Good luck
George
I was in the same position as you last year.
Long story but the bones were - work refused to allow me to go in saying I was a safeguarding issue due to the nature of my work. They said either agree to early retirement or take my chances with the benefit system.
My neuro was disgusted saying he was sick of people being written off due to ms,and no one knew how I would be when my relapse ended and the dmds were started to contain the relapses.
I had to tell him that it really was in my best interests for him to agree to me not being fit for work so that I could get my pension and not have to apply for benefits.When he knew that he supported my totally unfit for work,so then when he reported to the OH doctor it was plain sailing.
If you are in the local government superannuation scheme feel free to pm me.
Pip
Sorry George, but your opinion that there should be such a right does not mean there is one. And in any case, unless Linda’s husband happens to be an HR professional, or employment lawyer, it’s much better for her to have someone (like a union rep) who actually knows employment law, and company procedure, and can challenge anything that seems questionable or untoward.
You wouldn’t turn up at court with your spouse, instead of a legal adviser, or if you did, you’d be very unwise, as you wouldn’t be giving yourself the best chance. Although this is not a court case, obvious parallels apply. Having somebody who thinks the world of you may feel very warm and comforting, but is not as effective as having somebody who actually knows your rights, and can challenge if they’re not observed. I also think Linda’s employers will be less likely to try anything on if they know her case is being overseen by the union. Turning up with Hubby isn’t going to have the same influence - unless they know he’s a hot-shot lawyer, of course.
I’ll emphasise again that whoever accompanies Linda is not there as a witness to the facts - how her health affects her, or what has been said at hospital appointments, or anything like that. All that should be set out in reports from the medics already. It should be someone who knows how the process works, and can make sure the rules are abided by. If there’s no union, or no union rep willing or able to do it, then a colleague who knows the organisation well, and preferably has some insight into the process, would be a good second choice.
Tina