8 SALARY SCALES, GRADES, JOB TITLES, BENEFITS, AND POLICIES INTEGRATION OUTCOME | LEGACY MOORE STEPHEN EMPLOYEE BRIEFING DOCUMENT
BENEFITS Core
OVERVIEW
OUTCOME 1/1/20 (UNLESS STATED DIFFERENTLY)
LBDO 50% salary on joining (voluntary option to 75%) payable to SPA with Aviva LMS 66.67% salary after 3 years’ service (or 6 months service for grades 015 and 012) payable for 5 years with MetLife. LBDO National Employee-only cover for Managers and above or 3 years’ service through trust arrangement with Cigna LMS employee-only cover for all employees through insured arrangement with BUPA, with underwriting for dependants
Align benefit to 50% of salary effective 1/1/20, with the five year cap removed. Income protection provider will be Aviva effective 1/1/20.
Income Protection
Align to trust arrangement and as a result, provider will be Cigna across the enlarged firm effective 1/1/20 LMS below manager with less than 3 years’ service will have core cover removed to align this benefit across the enlarged firm however this will be immediately replaced with cash equivalent to elect the benefit voluntarily (continuity of cover retained) from 1/1/20. Excess of £100 for all claims per member, per plan year. Medical history disregarded for dependants. Align LMS Car Allowance from value to % of salary and call it Cash Allowance as at 1/11/19. Where less than 6%, this will be topped up and where over 6% this will remain red-circled Introduce 6% Cash Allowance for LMS Managers effective from 1/11/19, aligning this benefit across the enlarged firm.
Private Medical
LBDO offer 6% Cash Allowance as benefit from Manager and above (as % of salary) LMS offer Car Allowance from Senior Manager and above (set as a value by grade).
Cash / Car Allowance
Aligned across legacy firms.
No change.
Notice periods
Made with FlippingBook Online newsletter