1. The
Council’s policy on age diversity does not mean that every employee has to
continue working beyond the age of 65. It is the employee’s responsibility to
make a request and an employee wishing to remain in employment after his or her
65th birthday must discuss this with their line manager at least six
months before their 65th birthday.
2. If the
line manager is in agreement then the Head of Service may approve the continued
employment. The employee should seek the advice of the Pensions Office
regarding their pension contributions and entitlements.
3. If the
line manager does not agree, then the employee may pursue the matter through
the Council’s grievance procedure.
4. The
continued employment of employees over 65 years of age will be reviewed
annually at the employee’s annual personal performance review. Notwithstanding
this, should the employee find themselves unable to cope with the demands of a
position they should state this at the earliest opportunity. It is recognised
that some older employees may find it increasingly difficult to adapt to
changed circumstances and may be unwilling to commit themselves to such
changes. After consideration of the circumstances, bearing in mind the
preferences of the employee, alternative work will be considered.
5. Employees
aged 65 and over will enjoy the same service benefits and as other employees in
their employment group and will be subject to the same terms and conditions of
employment including discipline and capability procedures and notice
entitlements.