Vattenfall UK Benefits. In this brochure you will find information about all the benefits in the UK.

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1 Vattenfall UK Benefits In this brochure you will find information about all the benefits in the UK.

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3 Vattenfall UK Benefits Holiday entitlement We offer all our employees 25 working days holiday in addition to public and bank holidays. Employees can also purchase up to 5 additional holidays in a holiday year. Pension To help people save more for their retirement, the government now requires employers to automatically enroll their employees into a workplace pension scheme. This applies to all staff employed directly by Vattenfall Wind Power Ltd who are: currently earning over 10,000* a year ( 833* a month); are aged 22 or over; and are under State Pension age. *Subject to change on an annual basis To satisfy the conditions of the automatic enrolment legislation Vattenfall Wind Power Ltd operates a workplace pension scheme, which is non-contributory. You will join the scheme under the auto enrolment regulations on your date of joining service 1. You do not have to make a personal contribution but you can choose to do so 2. We pay a maximum 10% of your pensionable earning into this scheme. When you are automatically enrolled, a plan will be set up in your name with the pension provider Friends Life. Contributions will be paid to Friends Life each month and invested in the default fund. You can change this fund choice at any time in the future. Over time the value of your plan should grow, and at retirement you have the option of taking 25% of the plan value as a tax free lump sum. The remaining fund can be converted into a regular income for the rest of your life. Other options are available and your choices will be explained to you in more detail when you get close to retirement. The earliest age you can take benefits from the plan is 55 but you can choose to take the benefits at any time after that. The plan also provides an additional death benefit. Should you die before you retire, the full value of your plan is payable to a beneficiary of your choice. You can choose to opt out of the scheme if you want to and you will be sent further details closer to your joining date. Should you not meet the automatic enrolment qualifying criteria listed above you will not be automatically enrolled into our workplace pension scheme. However, if you ask us to do so, we will enrol you into the scheme and we will make contributions. We would contribute to this pension at a maximum of 10% of your pensionable pay. For further information, please read the pension information pack that has been sent to you. Pension Enhancement Vattenfall recognises the importance of saving for your future and as part of the pension enhancement scheme, if an employee is an active member of the company s pension plan and are eligible to receive a bonus they may elect to contribute all or part of their bonus to their pension without having to pay tax or National Insurance. If you would like to use the pension enhancement benefit, contact Life Assurance The company provides all permanent employees with life assurance cover immediately upon starting employment. The cost of providing this cover is met in full by the company. Life Assurance provides a lump sum payment to your nominated beneficiary should you die. The level of cover that would be payable is 6 x your basic annual salary at the date of death. This lump sum is normally paid free of any tax. Cover usually remains in place until the age of 65 but if you are actively working beyond the age of 65 then cover continues to age 70. Should you have a period of absence from work due to illness or injury then cover will remain in place until age 65 or age 70 if the absence started after the age of 65. If the absence is for any other reason then cover would cease following 3 years of absence. You are automatically covered by this policy upon commencement of employment with Vattenfall. You will need to complete an Expression of Wish form to be placed on our records; you can obtain the form from the UK HR Guide. Employees that were previously employed by Nuon UK and Amec Wind Energy may have varying holiday eligibility, please check your contract of employment. UK Benefits 3

4 Private Healthcare At Vattenfall Wind Power Ltd we offer a premium package private health care with BUPA, which is previous medical history disregarded. Private health insurance helps you to get fast access to specialists for diagnosis. You will also get access to proven breakthrough cancer drugs and treatments before they are available on the NHS. Benefit Summary Insurer Product Hospital Accomodation Surgeon/Anaesthetist fees Consultations In Patient Chemotherapy & Radiotherapy Out Patient Limit Out Patient, Physiotherapy/Alternative Medicine NHS Cash Maternity Cash Dental Treatment Dependant Child covered to Age Psychiatric Other Benefits Claims Helpline BUPA Select Complete Policy Number Full within scale Full Full * Full* Full 250 chiropracty/osteopathy on GP referral. All therapies paid from out- patient limit 50 per night, max 1,750 No Oro-surgical days in patient, out- patient treatment paid from out- patient limit 24 hr health line, Positive Health website, business policy discounts, member offers (* Full cover if treatment is carried out by a BUPA Partnership Consultant, otherwise monetary limit applies.) To apply to join the scheme, complete the BUPA Application form (available on the UK HR guide) and return to 4

5 Group Income Protection (GIP) Vattenfall (UK) provides all permanent staff with Income Protection Cover. Income Protection cover is designed to provide an income, in the form of a monthly benefit, should you be unable to perform the material and substantial duties of your own occupation due to illness or injury. All employees employed by the company are automatically covered by the policy. Below is the Benefits Schedule for our Group Income Protection Scheme Current Insurer: Friends Life Policy Renewal Date: 01st January Eligibility for Cover: All Employees Minimum Joining Age: 16 Policy Termination Age: 65 or the higher of the individuals State Pension Age to a maximum of 68 years. Service Qualification: None Summary of Cover: Income Protection cover is designed to provide an income, in the form of a monthly benefit, should you be unable to perform the material and substantial duties of your own occupation due to illness or injury. Claims are assessed and paid at Friends Life s discretion, based on their assessment of any relevant medical evidence. Benefit Payable: 67% Earnings* Deductions for State Incapacity Benefits: None Definition of Earnings: Basic annual salary Benefit Payable After: 26 weeks continuous absence from work Maximum Benefit Payment Period: From the end of the 26 week waiting period to the policy termination age. Benefit Ceases When You Either: (whichever occurs first). Return to work, leave service, reach the policy termination age or die Benefit Escalation Rate (In Payment): RPI (Retail Price Index) Increases, capped at a maximum of 2.5%. Important Note: This schedule is designed purely as a summary of your cover and the content is subject to the particulars detailed in the Policy Document issued by Friends Life. In the event of any discrepancy, the Policy Document shall prevail. Friends Life are regulated by the Financial Services Authority. *Benefits may be subject to medical underwriting, depending on earnings. Date of Issue: December UK Benefits 5

6 The counseling service is available 365 days a year, 24 hours a day First appointment booked within 48 hours of contact First session held within 5 days Up to six 50-minute sessions You can access a consultant at any time, by calling: text: or visit: Username: Friendsassist - password: employee Employee Assistance Programme (EAP) As part of the Group Income Protection Policy we have with Friends Life, all our employees can benefit from an Employee Assistance Programme at no extra cost. EAP is available to cover issues that may affect employees in the workplace and in their lives outside of work. Through the EAP you can obtain practical information, referrals to local services and counselling on a wide range of issues, from relationships to work-life balance, childcare to elder care, moving home to retirement, consumer issues to debt. By contacting the EAP you can save time and reduce your stress levels, to free you up to focus on other things. Key benefits of the EAP: Completely free of charge. The service is paid for by Vattenfall and you don t need to pay for the information and services you access. Confidential. No personal, identifying information will ever be disclosed to Vattenfall and no-one will know that you have used the EAP. Available 24 hours a day, every day. Any time of the day or night, at weekends and over bank holidays, you will be able to contact the EAP to gain the support you need. Unlimited access. There is no limit to the number of issues the EAP can help you with. Variety of access points. Information and support is available by phone, , live chat, post and online. Independent and impartial. The EAP is completely independent from Vattenfall and does not represent any particular organisation. It is provided by an expert company called Workplace Options who have been delivering these services since The scheme includes; 1. Counselling Up to six face to face counseling sessions The service gives access direct to a qualified counselor and gives the following: 2. Proactive Debt Management This service can provide licensed money advisers, who can take on the negotiation of debts with creditors. The money advisers can also help individuals by: Explaining the implications of debt Arranging counseling about their debt Helping resolve behaviors that lead to debt Helping with the Pocketsmith tool To access a money adviser call Pocketsmith Pocketsmith is an online personal finance management tool to help you and your family with budgeting and financial planning. The service also has an interactive feature whereby debt specialists and counselors can work with employees to assist them in drawing up budgets, identifying potential problems and monitoring spending. Actively helping you manage financial problems. 4. Care Coach Care Coach is a service that helps people who are involved in the care of a dependant. The Care Coach is a qualified counselor and gives information on: Caring for children Caring for the elderly Caring for disabled relatives Emotional needs To access the Care Coach call Health Risk Assessment Tool This tool is an easy way for you to monitor your health. Using this tool, you can get an assessment of your current health levels. The tool is accessed from the employee website and you can get a snapshot of any current health risks. It provides instant results for you on specific categories including: Heart health Nutrition Weight management Fitness Cancer Smoking Stress Safety The HRA tool can be accessed from the employee website by logging into; Username: Friendsassist - password: employee 6

7 Car Scheme We offer eligible* employees the choice of either a company car or car allowance. Company Car The company car option allows you to drive a car that Vattenfall leases for business and personal use**. The company provides comprehensive insurance cover. During the lease period the car is fully serviced and maintained under the lease. Tax on Company Cars A company car is considered a taxable benefit and therefore you will be liable to pay tax for having a company car. The tax is normally collected through your Pay As You Earn (PAYE) tax code. The tax you pay depends on a number of factors The tax system is designed to favour cars that are less damaging to the environment. You can therefore reduce your tax liability by opting for a car with low CO2 emissions. The normal charge is between 15% and 35% of the list price of the car. To calculate the charge for a particular car, you can visit Car Allowance If you are eligible for a Company car, you also have the option to take a cash alternative instead. The annual value of the cash alternative available to you will be advised to you by the HR department. If you decide to take the cash alternative, you may elect to change to a Company car at any time subject to the relevant lead time for the provision of your chosen vehicle. The cash alternative is taxable, non pensionable and not reckonable as salary for other purposes. The Company reserves the right to amend the cash alternative. For your private car to qualify under the scheme it must not be more than seven (7) years old. You will also need to provide the following documentation: A copy of your driving licence (photocard and paper copy) A copy of your motor insurance documentation that shows you are covered for both private and business usage MOT Certificate (where applicable) Where the above criteria is not met and where the required documentation cannot be provided, the company reserves the right not to pay you a car allowance until such time that you have met the criteria and provided all the relevant documentation. be in place from time to time. For more information on the bonus breakdown within your department please speak to either your line manager or HR Business Partner. Enhanced Maternity Pay Permanent employees with 2 or more year s service are eligible for the company s enhanced maternity benefit. The company tops up the Statutory Maternity Pay to full pay in first 6 months and to 90% for remainder of the maternity leave if additional maternity leave taken. Employees not eligible for enhanced maternity pay may be eligible for statutory maternity pay Paternity Pay This benefit is awarded to permanent employees at Vattenfall Wind Power Ltd with 2 or more year s service. Vattenfall tops up the Statutory Paternity pay to full pay in the first 2 weeks and gives an additional 2 weeks paid leave. Non eligible employees may be eligible for Statutory Paternity Pay Company Sick Pay We operate a discretionary company sick pay scheme based on length of service, the table below shows the number of paid company sick days you will be entitled to; During Probation Period After Probation Period and up to 3 year s service After 3 year s service Loyalty Awards 0 working days 90 working days 180 working days We believe it is important to recognise and award employees for all their hard work and dedication to business. For your first 5 years at Vattenfall you will receive a payment of 250, for 10 years you will receive a payment of 500. For every 5 years after that, this payment will increase by a further 250. The award is automatically included in your salary for the month and year of your anniversary. The award is subject to tax and national insurance in the normal manner....all our employees can benefit from an Employee Assistance Programme... Bonus All employees are entitled to a discretionary bonus of up to 10% according to Vattenfall s bonus model which may *Eligibility will be communicated to the employee by their HR department or at Job offer stage **Please refer to the Company Car policy provided to you and available on the HR guide for rules on driving a company car. All employees with commencement date after 1st December 2013 will be entitled to 0,90 and 180 calendar days respectively. Where there is a dispute as to whether working or calendar days should apply, the days stated in the contract of employment will supersede all other days stated in other documents UK Benefits 7

8 Cycle to Work Scheme At Vattenfall we believe in reducing our carbon foot print, therefore we have teamed up with the Bike 2 Work scheme which can see employees save up to 42% on a new bike plus equipment. The cost is spread over 12 monthly interest free payments. You can see exactly how much you will save by visiting the bike 2 work website Employees who cycle to work can benefit from; Saving money on travelling costs Reducing your carbon footprint Losing weight and toning up Improving your general health and well-being Improving your mental health and help reduce stress levels How does it work? 1. Employee visits a partner bike shop to make their selection and obtain a written quote (please go to php for a full list of partner bike shops nationwide). 2. Employee presents written quotation to Vattenfall HR for authorization. 3. Employee will need to sign a Hire Agreement (provided by Vattenfall) which sets out details of their salary sacrifice. 4. Vattenfall provides authorisation to Bike 2 Work Scheme. 5. Bike 2 Work Scheme issues voucher to employee. 6. Vattenfall makes payment to Bike 2 Work Scheme as per initial written quotation 7. Employee presents voucher at the relevant bike shop and collects their chosen bike/equipment. 8. Employee s interest free monthly payments commence. Vattenfall is the owner of the bike and the employee leases the bike from the Company for the duration of the salary sacrifice period. When the installment plan ends, Vattenfall may offer the employee the chance to make a fair market value payment for transfer of ownership of the goods. This is to be deducted from the employee s net salary and is subject to VAT. If employment ends before the end of the scheme then the bike will become a taxable benefit. The remaining balance owed to Vattenfall will be deducted from the employee s final pay. Up to 1000 per employee is permitted to be spent by the Company under the scheme s rules. Eligible equipment includes bikes and safety equipment. It is recommended that the employee arrange appropriate insurance to cover the bike and equipment. The employee is responsible for maintaining their bike. After Hire Agreement Ends Once the hire agreement ends Vattenfall will gift the bike to the employee as a company benefit rather than charging a lump sum for the employee to take ownership of the Bike. This way an employee will only pay for the tax on the benefit which is significantly lower than the fair market value at the end of the lease. This means that the fair market value of the Bike (which is worked out as per the below table) will be declared on the employees P11D at the end of the tax year. HMRC would then adjust the employee s tax code accordingly and the employee takes ownership of the Bike immediately after the hire agreement ends. Key points Once agreed upon, the salary sacrifice is fixed. The minimum period is 3 months. The balance cannot be paid off earlier....we believe in reducing our carbon foot print, and have teamed up with the Bike2Work scheme... 8

9 For example: After 12 months, a 1,000 bike is valued at 250. Vattenfall would gift the bike to the employee as a company benefit and would declare this 250 on the employees P11d, HMRC would then adjust the employee s tax code and they would only pay tax on that amount rather than the full figure. A lower rate tax payer would owe 50 (20% of 250) which would be recovered from their monthly pay over the following year through their tax code. Acceptable disposal value percentage Acceptable disposal value percentage Where original price* of the cycle is Original price* of the cycle more less than 500 than 500 Amount of tax to be 18% of the original price 25% of the original price declared on P11D *Original Price of Cycle - Includes safety equipment fitted to the cycle (such as lights and bells) but not saftey equipment which would be worn by the cyclist (such as helmet or reflective clothing). Fresh Fruit We believe in healthy employees and helping them maintain a balanced diet. Therefore you will find fresh fruit located at all our UK offices. Subsidised Gym Membership We fully support the physical health of all our employees, hence we operate a subsidized gym membership scheme where an employee is reimbursed 50% of the cost of their gym membership capped at 39 per month (subject to tax and NI through payroll). Procedure 1. Employees will be solely responsible for the payment and contract of their own individual gym memberships. 2. Employees will be reimbursed for 50% of their individual gym membership up to 39 per month (Vattenfall contribution). Therefore an individual with a monthly gym membership of 60 per month would be entitled to a 30 per month reimbursement claim. 3. Employees will pay PAYE & NIC on the reimbursement which will be reported and paid via the payslip. 4. Employees may claim reimbursement for their individual gym membership every 6 months, to 30 September and 31 March. How and When to Make a Claim An employee gym membership reimbursement claim needs to be made on a 6 monthly basis, being 30 September and 31 March each year. The employee will have 30 days to submit a reimbursement claim following the 6 month period end i.e. 30 October and 30 April. Payment of the reimbursement will be made via Vattenfall payroll and will appear on the employee s payslip in the following month of the claim i.e. May & November. The amount of the calculated reimbursement, being 50% (capped at 39pm) will be processed via the payroll and will be subject to PAYE and NIC deductions based on each individual s tax circumstances Any employee reimbursement claims not made within 30 days of the 6 month period end will have to wait until the end of the following 6 month period in order to claim their entitlement. Any employee claim over 12 months old will no longer be eligible for reimbursement. All employee claims must be submitted with supporting documentation detailing the gym membership and proof that payments have been made e.g. bank statements. These claims and payment information should be sent by to no later than 30 days after the 6 month period end. Please use the claim form which can be found on the UK HR Guide. The claim form should be used by all employees for submission of their gym membership reimbursement claim. Eye and Spectacle Vouchers We provide eye test vouchers for employees to get a free eye test at a selection of opticians. You may have your eyes tested once every two years. Upon completion of the eye test, should you be required to purchase spectacles, upon proof of your prescription you will be able to obtain a spectacle voucher towards the cost of your spectacles. To obtain a voucher, please contact HR Direct at UK Benefits 9

10 Season Ticket Loan We recognise that the cost of travelling on public transport can be quite expensive. The cost of your annual travel works out cheaper if you purchase a yearly ticket rather than on a daily, weekly or monthly basis. We offer a season ticket loan which is an interest free loan of up to 5000 in the form of a cheque made payable to the rail or bus company of your choice. This is then deducted on a monthly basis from your salary. To request a season ticket loan, please complete a season ticket loan agreement form available on the HR Guide and forward it to for processing. Professional Subscription We believe in continuous professional development of our staff in order for them to maintain and enhance their credibility within their professional peer group and industry. To this effect we encourage professional membership with the relevant and accredited professional bodies in the industry. We will reimburse the annual yearly subscription of one professional membership that is directly related to your job. To claim for the reimbursement follow the company s expense procedure. Child Care Voucher We have partnered with Sodexho to offer our employees who are parent the opportunity to participate in the Child Care Voucher Scheme. Childcare vouchers are a government initiative designed to help working parents pay for childcare. You can convert part of your salary into vouchers up to 55 per week or 243 per month saving the tax and NI you would normally pay on that amount. The vouchers are ordered and issued through the payroll system, so you will receive your childcare vouchers at the same time as your pay. You can choose to receive paper vouchers at your home address, or e-vouchers, which are by far the most popular choice and allow you to go online and make direct payments into your career s bank account. To participate in the scheme please contact see the UK HR Guide for an application form or buzzacott.co.uk. 10

11 Notes UK Benefits 11

12 Vattenfall Wind Power Ltd Human Resources First Floor 1 Tudor treet London EC4Y OAH T

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