Read about our wins and successes in the workplace our article below
A CSP steward recently supported a member who had applied to take Tier 1 ill-health early retirement alongside a request to move to a part-time role.
The request wasn’t approved and instead the member was forced to move to a fixed-term contract while the job-share for their post was employed on a full-time contract.
The member sought the assistance of their steward, who logged a grievance followed by an appeal.
The steward checked the retirement guidance and realised it was not applicable to Tier 1 retirement. They also clarified the difference between guidance and policy and involved a CSP senior negotiating officer.
The CSP member won their appeal, and they are now employed on a permanent contract.
The steward said: ‘They should have been employed on a permanent contract in the first place. This caused over a year of unnecessary stress.
‘Discrimination can happen through a lack of knowledge and understanding. It was clear there was a lack of this in reference to the Equality Act and specifically Tier 1 ill health retirement.’
The example shows how staff should be supported, how to apply retirement guidelines, alongside any guidance to ensure staff with a hidden disability, who need to change their working patterns, are not discriminated against.
If you need support on an employment matter or on health and safety, contact your workplace rep in the first instance. Or call the CSP enquiries team on 020 7306 6666 or email email@example.com
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