Where to find things ................................................................ 2 ........................................................................ 2 .............................................. 2 ................................... 2 ............................................................................................... 3 .................................... 3 ........................... 3 ............................ 4 ..................................... 4 .......................................................................................... 4 ................................... 4 ............................................ 5 .................................................................................. 5 ......................................... 5 ............................................................................ 5 ............................................................... 6 ................................ 6 ........................................ 6 ..................................................................................................................................... 6 ........................................................................................................................... 6 ........................................................................................................... 6 ............................................................................................................... 7 ............................................................................................................. 10 ..................................................................................................... 14
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 1 of 14
Who conducts the leaver’s interview will vary function to function, but normally it will be the manager or People Partner / Manager or both. There is a template to use for the leaver’s interview which If someone gives you their notice or tells you that they
can be found here.
intend to leave, you should have an informal discussion with them about their reasons for leaving.
Office
If they’re a colleague that you’d like to stay, you should
The People Partners/Advisors will send any colleagues
ask them if there’s anything you can do which would
who are leaving from the office an online leaver’s survey
support them to stay. If there is, you should take these
to complete. This shouldn’t however replace the need for
points away and discuss them with your People Partner /
a face to face meeting to go through the practicalities of
Manager telling the colleague you’ll come back to them
leaving. If the colleague raises anything on the online
shortly. Remember, while some things are possible to
survey that requires further investigation, you will be
change, some aren’t and it’s important not to commit to
notified and asked to conduct a face to face meeting to
anything without speaking to your People Partner /
investigate the matter further.
Manager first. If you don’t wish to keep them or if the colleague still wishes to leave, you should accept their resignation and provide them with a letter confirming their leaving date. For Distribution Centres you’ll need to ask your People
Colleagues don’t have a legal right to be accompanied to a leaver’s interview; however you should consider any reasonable requests.
Manager to provide the letter. Please complete the Leaver’s Checklist to make sure you cover everything you need to.
Once you have conducted the leaver’s interview it’s important to use any feedback to make improvements. For example, if someone said that they were leaving due to the way hours were managed or overtime given you
All areas apart from the office
should raise this with the relevant team, or if someone You should arrange the leaver’s interview as soon as you
said that they had conflict with their colleagues or
can after your colleague has given in their notice. As it’s
manager you should investigate this as other people may
only an informal meeting you don’t need to send a formal
be feeling the same and also consider leaving or raising a
invite letter you can just arrange it informally for a date
formal grievance.
and time that’s mutually convenient. Although the information gathered should be treated as You should conduct the interview in a private room or
confidential, you can send the information to other
area to maintain confidentiality and you should encourage
relevant teams as long as you’ve removed the name and
your colleague to be as open and honest as possible.
details of the individual. If your People Partner / Manager didn’t conduct or attend the interview, you should discuss
Colleagues can refuse to attend the interview.
If this
the content with them and agree what to do with it.
happens, it’s good to try and understand why they don’t want to take part and to see if they would be more
If the colleague tells us about any issues relating to Our
comfortable if someone else conducted the interview, for
Code of Business Conduct, other legal and compliance
example the People Partner /Manager. If they still refuse,
issues not being followed or puts anything in the protector
then don’t take it personally or treat them any differently.
line box, you must send the details to:
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 2 of 14
[email protected] [email protected]
the host form on the host system.
Please provide as much information as possible, attaching a copy of the Leaver’s interview form.
Non-salaried colleagues not on HRAM – complete
The
Non-salaried colleagues on HRAM – process directly through the system.
issues can then be reviewed and investigated as
Non-salaried colleagues on WFC complete the leaver’s form in the Central Payroll folder
appropriate. Where possible, we will keep the leaver updated through review/investigation process.
The deadline for processing is by 5pm Wednesday of week 3 of the pay period. If this deadline is missed you
Once you have reviewed all the information and taken any appropriate action, you should store the completed leaver’s interview form in the colleague’s personnel file and place a copy in the People Partner’s/Manager’s
have until 12pm Saturday to process them. Distribution Centre’s deadline is 12pm Saturday.
leaver file so that any common issues can be identified and acted upon.
For non- express stores put a form through My Actions.
For Express stores, complete a host form.
When processing leavers it’s important that you use or If you’re a Store Manager in Convenience you’ll need to process the leaver yourself using the relevant system. If you work anywhere else in the business, you’ll need to
give your People Advisor or Personnel Manager the correct reason code as this can impact the treatment of certain benefits.
speak to either your People Advisor or Manager to get a leaver processed. As part of the process they’ll check:
Holidays and personal day to see how many days’
Form on OPS and submits it to the Central
holiday and Bank Holiday the colleague has taken. They should confirm with the colleague that (a) they agree with this and (b) whether they have any further holidays booked before their leave date.
To see whether the colleague has any outstanding loan payments in relation to Car Loan/Cycle to Work Scheme as these will need to be deducted from their final pay or a payment plan agreed.
Our Personnel System to see if they are a First
People Advisor completes the Leaver/Termination Administration Team by the OPS deadline.
The People Advisor will check that the leaver has been
actioned
correctly
by
viewing
My
Job
Information or the Active and Inactive Colleagues Report in My People Reports. For more information on processing leavers through the system please see the wages training.
Aider. If so, they’ll contact the Occupational Health Team so that they can ensure they still have enough First Aiders on site. For Distribution Centres please let your Training Manager know if they’re a First
On or before your colleague’s last day you need to make
Aider so they can make sure there’s still enough
arrangements for them to return any company equipment,
First Aiders on your shift
uniform or documents they may have.
If you’re not
physically going to see them on their last day, you should arrange for someone to do this on your behalf.
Managers on Our Personnel System (OPS) – leaver’s form on the G: Drive.
If someone wants to withdraw their notice and you’re
The deadline for processing is the Monday of week 3 of
happy to accept this then you can. You’ll need to speak
the pay period.
to your People Partner / Manager and ask them to reinstate anyone who’s been processed as a leaver. Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 3 of 14
the business and their benefits will not be affected in any If you feel you can’t accept the withdrawal you should
way.
discuss this with your People Partner / People Manager for advice.
When
a
People
Partner
/
Manager
actions
a
reinstatement on the HRAM system, the effective date of For Distribution Centres you should always get approval
reinstatement and the reason code must be updated in
from the Centre or People Manager before going back to
the special instructions field.
the colleague. The bank details will need to be authorised. If there are no changes to the bank details, the existing bank details must be re-entered before the amendments are signed off. Yes, but only in exceptional circumstances. If someone leaves and asks to come back they can be re-instated and will keep their original start date if it’s within four weeks of their leave date. This should only be used when there is a genuine reason why they want to come back and they are someone we would really value back in our business. For example, if someone’s partner is emigrating and they are going with them and then the emigration falls through. It should not be used where someone has left to take another job, doesn’t like it and wants to come back or simply changes their mind about leaving.
If there are scenarios where the leaver and
reinstatement is processed within the same pay period, and the reason and / or effective date is not provided in the special instructions, then the Payroll team will reinstate the colleague using the code RSE (i.e. no break in service). When the colleague returns and if they haven’t worked or claimed benefits in the four week period, please help them to complete and sign the re-instatement tax form (Appendix C). If the colleague has worked in other employment or has claimed benefits within the four week period then please
All requests for reinstatement must be discussed with your People Partner / People Manager.
request a copy of their P45 or ask them complete a P46 form and send it to payroll. We need this so we can process the correct Tax and NI contributions. Colleagues returning after a four week period must be set up as a new starter.
Anyone who’s been processed as a leaver can be reinstated within four weeks of their leave date under the No, there’s no expectation for anyone to retire at any age
following circumstances.
and colleagues can continue to work for as long as they want to.
Code
Description
RSE
Processed as a leaver in error.
REE
Resigned, processed as a leaver – now doesn’t
Anyone who chooses to work beyond normal pension age
leave.
must be treated in the same way as everyone else in your
RRT
Colleague leaves and returns within four weeks.
team and receive the same level of management, e.g.
RST
Processed as a leaver – now needs to be re-
performance reviews, absence management, career
instated following appeal/tribunal.
discussions etc.
Please note: Colleagues returning following appeal or tribunal should be treated as though they had never left Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 4 of 14
Anyone wishing to retire should provide notice in writing.
leaving date should be agreed between the colleague,
If they’re retiring at, or after normal pension age you need
Trustee, People Partner / People Manager and you.
to make sure they have contacted the Pensions team and The colleague should then be processed as leaving
selected the pension option relevant to them.
through ill health retirement. (See Appendix B for a full list If they have over ten years’ service they will be eligible for
of leaver codes). Notice pay will be applicable so you’ll
a retirement gift, please see section 15 for information on
need to check the notice period (see Appendix A for
how to process this.
information).
Please complete the Retirement Checklist to make sure
If eligible, you’ll need to arrange a retirement award as
you’ve done everything you need to do. You then need to
detailed below.
notify your People Partner / People Manager so they can process them as a leaver using the relevant leaving code.
You should arrange to collect any company equipment or
(See Appendix B for a full list of leaver codes).
documentation from them prior to their leaving date.
You should provide them with a letter confirming their
Remember that cases of ill health retirement should be
retirement date. For Distribution Centres you’ll need to
treated sympathetically, as the colleague may not want to
ask your People Manager to provide this.
retire but because of their health or condition they have no other option.
If they are retiring and they are not a member of the pension scheme they should be treated the same as a standard leaver. Yes - as soon as you’re notified that someone is retiring with over ten years’ service you need to contact
[email protected]
quoting
the
If your colleague has over ten years’ service, they can
colleague’s name, employee number, branch code and
reduce their hours by 20% six months before retiring
date of retirement.
without any impact on their pay or holiday entitlement. This will need to be recorded as authorised paid absence
Colleagues will receive a letter to their home address
– retirement.
within six weeks of their retirement date giving information about how to select their retirement gift.
You’ll need to confirm their new working hours in writing by sending the ‘retirement reduction in hours’ letter.
In addition to the retirement gift they will receive a commemorative certificate which should be presented to them by you, as their manager, or a senior manager from your team on or near their date of retirement. So that the
Yes. Colleagues can choose to retire at any point from
certificate can be sent to your People Partner/ Manager
the age of 55. If a colleague chooses to retire prior to the
before the colleague’s last day, the certificate will need to
normal pension age a different leaver code should be
be requested from the Career Celebration team at least
used, as there may be an impact on their share
six weeks before the date of leaving (see Section 14 for
treatment. (See Appendix B for a full list of leaver codes).
how to process this). If the Career Celebration team aren’t notified of the retirement at least six weeks before the retirement date,
If someone (who was a member of the closed Defined Benefit Pension Builder pension scheme)
is awarded
the certificate will be posted directly to the colleague’s home address.
part or full ill health retirement by the Pension Trustees, a Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 5 of 14
Eligible colleagues will be sent a letter and application form after they have left inviting them to join the RSA. There’s no funding available centrally for retirement
If you have the opportunity during your pre-retirement
events. You can create an event when presenting the
discussions, please take time to show colleagues the
framed certificate to the colleague by getting the rest of
RSA website: http//yourtescorsa.co.uk. You can log in
their team to join in the recognition and celebration of the
with user name: tesco, password: mytescorsa.
colleague’s contribution.
People Partners / Managers are responsible for notifying On or before your colleague’s last day you need to make arrangements for them to return any company equipment, uniform or documents they may have. If you’re not physically going to see them on their last day, you should arrange for someone to do this on your behalf.
the Alumni Team at:
[email protected] when a colleague fitting the joining criteria is retiring, if they are not planning to start drawing their pension upon leaving. The Alumni team relies on pension records to invite members to join rather than when colleagues leave the business.
Leavers and Retirement Policy Leavers Checklist Retirement Checklist
1.
19 June 2015
New managers guide to support the Leavers and retirement policy.
1.1
October 2015
Updates to re-instatement section. Inclusion of a section on the RSA.
1.2
November 2015
1.3
May 2016
Amendment to the leaver’s interview section as this is now online for the office. Amendment to email address for ordering a retirement gift.
This document shouldn’t be shared with anyone externally without permission from your Director. This policy and any associated documentation remains the property of Tesco and should be returned if requested.
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 6 of 14
As soon as someone wishes to leave the Company, notice should be given in writing. Detailed below are the timescales that are required. Applies to all Store Managers and Directors: Length of Service
All Store Managers
Level 4 Directors
Less than 6 months
4 weeks
4 weeks
6 months and above
13 weeks
26 weeks
Applies to all General Staff, Section Managers, Senior Team and Pharmacy Managers: Length of Service
Customer Assistants and Team Leaders
Line Managers and Senior Team Members
Pharmacy Managers
Less than 1 month
Nil
Nil
Nil
1 month and above
1 week
4 weeks
13 weeks
If we end someone's employment, they will receive the following notice (except in cases of gross misconduct). Applies to:
All Category 5, 6 and 7 Store Managers Category 8, 9, 10 Store Managers and Store Directors appointed on or after 15 December 2008
Length of Service
All Store Managers
Store Directors
Less than 6 months
4 weeks
4 weeks
6 months or more
13 weeks
26 weeks
Applies to Category 8, 9, 10 Store Managers and Store Directors appointed before 15 December 2008 Length of Service
Store Managers Category 8,9 and 10
Store Directors
6 months or more
26 weeks
26 weeks
(52 weeks’ notice if appointed as Cat 8, 9 or 10 Store Manager before 1 August 1992)
(52 weeks’ notice if appointed as a Store Director before 22 August 2005)
It is important to check the terms and conditions of employment for long serving colleagues who are now in a different role but were formally Category 8/9/10 Store Managers or Store Directors, as their notice period may be one of the longer protected periods shown above. If you’re unsure please ask your People Manager to check the HR System.
Applies to Customer Assistants, Team Leaders, Line/Pharmacy Managers, Senior Team: Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 7 of 14
Length of Service
Customer Assistants, Team Leaders, Line Managers and Senior Team
Pharmacy Managers
Less than 1 month
Nil
Nil
1 month but less than 2 years
4 weeks
13 weeks
2 years but less than 3 years
4 weeks
13 weeks
3 years but less than 4 years
4 weeks
13 weeks
4 years but less than 5 years
4 weeks
13 weeks
(Temporary staff on less than 12 week contracts may only have 1 weeks’ notice)
(Then 1 additional week for each additional completed year of service up to a maximum of 12 weeks)
Applies to all Depot Managers and Directors: Length of Service
Level 3
Level 4 Directors
Less than 6 months
4 weeks
4 weeks
6 months and above
13 weeks
26 weeks
Applies to Non-Composite Distribution, & Secretarial/Clerical/Administrative in Composite: Length of Service
General Staff
Administration Staff & Level 2 Managers
Less than 1 month
Nil
Nil
1 month and above
1 week
4 weeks
Applies to Composite Distribution (other than Admin.) plus Engineering Staff and Dry Grocery DC Length of Service
Notice Entitlement
Less than 1 month
Nil
1 month but less than 13 weeks
1 week
13 weeks and above
4 weeks
Applies to all Depot Managers and Directors: Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 8 of 14
Length of Service Less than 6 months
Level 3
Level 4
4 weeks
6 months and above
4 weeks 13 weeks
26 weeks
Some Colleagues appointed before 1st August 1992 will have 52 weeks’ notice.
Colleagues appointed before 22nd August 2005 will have 52 weeks’ notice.
Some Colleagues employed before 1st June 2001 may have 26 weeks’ notice.
It is important to check the terms and conditions of employment for long serving colleagues who are now in a different role but were formally Depot Managers or Directors, as their notice period may be one of the longer protected periods shown above. If you’re unsure please ask your People Manager to check the HR System. Applies to all Non-Composite Distribution, Secretarial, Clerical and Administrative Staff. Length of Service
Notice to be given
Less than 1 month
Nil
1 month but less than 2 years
1 week
2 years but less than 3 years
2 weeks
3 years but less than 4 years
3 weeks
4 years but less than 5 years
4 weeks (Then 1 additional week for each additional completed year of service up to a maximum of 12 weeks)
Applies to all Composite Distribution (other than Administrative Staff) plus Engineering Staff in Dry Grocery Distribution Centres. Length of Service
Administration Staff
Less than 1 month
Nil
1 month but less than 13 weeks
1 week
13 weeks and above
4 weeks
Length of Service
Level 1/2
Less than 1 month
Nil
1 month and above
4 weeks (Some work level 2 colleagues in Finance will have 13 weeks).
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 9 of 14
Length of Service
Level 3
Level 4
Level 5
Less than 6 months
4 weeks
4 weeks
12 weeks
6 months and above
13 weeks
26 weeks
52 weeks
Work Level 1 and 2 Length of Service
Level 1/2
Less than 1 month
Nil
1 month but less than 5 years
4 weeks (Some Work Level 2 colleagues in Finance will have 13 weeks)
5 years plus
5 weeks (Then 1 extra week for each additional completed year of service up to a maximum of 12 weeks)
Work Level 3, 4 and 5 Length of Service
Level 3
Level 4
Level 5
Less than 6 months
4 weeks
4 weeks
12 weeks
6 months and above
13 weeks
26 weeks
52 weeks
Some Colleagues appointed before 1st August 1992 will have 52 weeks’ notice.
Colleagues appointed before 22nd August 2005 will have 52 weeks’ notice.
Some Colleagues employed before 1st June 2001 will have 26 weeks’ notice.
The HR system should be checked for colleagues who have protected notice periods to ensure the correct individual notice period has been captured.
Reason
Definition
Code
Resignation Another Job
A1
Self-explanatory.
Management Attitude
A2
Self-explanatory.
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 10 of 14
Hours of work
A3
Hours of work are no longer suitable to the Colleague and no suitable alternative hours can be found. N.B. If the Company has changed the Colleague's hours then see "Code C1".
Pay and Benefits
A4
Self-explanatory.
Job Content
A5
Self-explanatory.
Working Conditions
A6
Self-explanatory.
Working Methods
A7
Self-explanatory.
Lack of Prospects
A8
Self-explanatory.
Lack of Training
A9
Self-explanatory.
Colleague Rift
B1
Self-explanatory.
F/T Career
B2
Leaving to take up a career not offered in Tesco.
F/T Education
B3
Self-explanatory.
Resign after Maternity Leave
B5
Colleague originally intended to return from maternity leave but during leave or on expected date of return gave written notification that will not be returning.
Career Break
B6
Colleague has been granted a general or enhanced career break of between 3 months and 5 years duration. N.B. Do not use this code for periods of less than 3 months.
Resign following Career Break
C4
Self-explanatory.
External Job Promotion
C6
Leaving to take advantage of an external job promotion.
Moving Area
M
Self-explanatory. N.B. The Company should make every effort to offer a transfer.
Resign whilst under investigation
P1
Colleague is under investigation for misconduct etc. and resigns before the matter is concluded
Domestic/Personal
Q
Self-explanatory.
Unwilling to give a reason
R
Colleague resigns but does not wish to say why.
Pregnant
S
Colleague gives written notification that she does not intend to return from maternity leave.
Resign Ill-Health
T
Colleague believes he/she is medically unfit to continue work. N.B. Before accepting the resignation please check with the Pensions Department that a dismissal for full or partial ill health would not be more beneficial to the Colleague.
Supporting Your Attendance Travel Problems
V4 Z
Resign after warning (Stores only) Self-explanatory.
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 11 of 14
Did not start
B4
Self-explanatory.
Retirement from normal pension age
A
Colleague reached or has past normal pension age (Senior Managers at 60 years, others at 65 years). This code will authorise a Company Pension, if eligible.
Retirement before normal pension age
B
Colleague is retiring before normal pension age (Senior Managers at 60 years, others at 65 years). This code will authorise a Company Pension if eligible.
B7
Colleague dismissed as medically unfit to work for us but may be able to work for another employer.
Retirement - Resignation
Retirement – Ill Health Limited Ill-Health
N.B. This must be supported by a Doctor's report. If the Colleague has a Tesco pension, then use of the code must be authorised by the Pensions Department as this code will authorise a Limited Ill-Health Pension, if eligible. Full Ill-Health
C
Colleague dismissed as medically unfit to carry out any job for any employer for the rest of his/her life. N.B. This must be supported by a Doctor's report. If the Colleague has a Tesco pension, then use of the code must be authorised by the Pensions Department as this code will authorise a Full Ill-Health Pension, if eligible.
Dismissal Capability
C2
Colleague dismissed as a result of continued unacceptable poor performance e.g. despite thorough training & previous formal warnings the colleague does not have the skill/aptitude to reach the performance standards required by the job.
Misconduct
D
Colleague dismissed as a result of continued misconduct, i.e. despite previous formal warnings conduct remains unacceptable.
General Ill-Health
V1
Colleague dismissed as temporarily medically unable to continue in employment, but is not retiring.
Supporting Your Attendance Prolonged/Recurring
V2
Colleague dismissed due to unsatisfactory attendance.
Absent Without Leave (AWOL)
V3
Colleague dismissed as they have not been in work, and have not been in contact.
Compulsory
H
Colleague dismissed for reason of compulsory redundancy.
Voluntary
J
Prior to making compulsory redundancies the Company invited volunteers. Colleague responded and redundancy was authorised.
B8
Colleague dismissed because his/her conduct externally has led to an un-manageable situation e.g. Colleague is accused of GBH
(Office/Distribution only)
Some Other Substantial Reason
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 12 of 14
which is well publicised in the local area, and is affecting trade. E.g. Colleague unable to produce sufficient documentation to convince us of their right to work in the UK. N.B. Must only be used after consultation with the Colleague Relations Team. Change to terms and conditions of employment
C1
Colleague dismissed as unable to meet a Company change to his/her terms and conditions of employment, e.g. change of hours.
Employment Illegal
C3
Colleague dismissed as continued employment contravenes legislation.
(see Some Other Substantial Reason if due to right to work in the UK and you do not have the HRAM system)
NB: Damages for unworked notice is payable. Please use this code if the dismissal is due to failure to supply sufficient evidence of right to work documentation and you are an HRAM store.
Breach of contract
F
Colleague dismissed because his/her own conduct or external influences makes it impossible for him/her to perform the express terms of the contract, e.g. the Colleague fails to report for work and after exhaustive investigations no contact has been made; or the Colleague is imprisoned.
Qualifications
G
Colleague dismissed as unable to meet legal/professional qualifications to perform the job, e.g. LGV Driver's driving license suspended, job offer was conditional on professional qualification examination pass.
Unsatisfactory References
W
Colleague dismissed as we have been unable to obtain references satisfactory to the Company, through following the References procedure.
End of temporary contract
Y
Colleague dismissed as temporary contract has come to an end and is not to be extended/made permanent.
Gross Misconduct
E
Colleague summarily dismissed as a result of committing an act considered as gross misconduct. No notice is payable. N.B. Examples of 'gross misconduct' can be found in the appropriate Union Agreement.
Mutual Termination of Contract
MT
Used when the company has come to a formal agreement with the Colleague that they will leave the company. N.B. Must only be used after consultation with the relevant Colleague Relations team. To protect the company these agreements should always be agreed through a compromise agreement. Using this code does not carry favourable share treatment.
Other Did not start
B4
Self-explanatory.
International transfer (excluding republic of Ireland) and transfer to
C7
Reservists or Staying with Tesco, but transferring to another country. NB These people are not working as an Ex-Pat, but for the
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 13 of 14
Reservists payroll.
local country.
TUPE (Transfer of Undertakings for the Protection of Colleagues)
C8
Colleague transferred out to another company - are buying the business the Colleague works in.
Transfer to Republic of Ireland or any other Associated Company (see 2.36 for more information)
C9
Self-explanatory
Death
L
Colleague died in service. This code will authorise any pension/life assurance payments.
Re-instatement Tax Disclaimer Form Employee Name: National Insurance Number: Employee Number: Location / Store No.:
Dear Sir/Madam In accordance with HMRC guidelines, could you please sign this disclaimer stating that you have not in the last four weeks: a)
Worked in another employment
b)
Worked in a self-employed capacity
c)
Claimed benefit
Providing inaccurate information on this form could lead to incorrect tax payments being processed against your payroll details.
Signed: ............................................................
Date: ...............................................
Internal, Manager’s Guide to the Leavers and Retirement Policy, Version1, Page 14 of 14
