Previous Article Next Article Tribunalsare coming down heavily on employers who fail to follow procedure and actunreasonably in disputes by making hefty awards. Through a series of fictionalbut familiar tales, Pauline Matthews analyses recent developments Mannerof dismissalAnnaworks for a stockbrokers. She is sacked for an alleged expenses fiddle but nodisciplinary procedure is followed. When she is sacked Anna is ordered off thepremises after being accused of theft and fraud in front of all her colleagues.She is very distressed by this and finds it impossible to get a job afterwards.PMcomments It may now be possible to claim for damages for the manner inwhich the dismissal was carried out if it was particularly harsh. In Johnson vUniysis, 2001, HL, the applicant had been dismissed summarily without adisciplinary procedure and suffered psychiatric damage. He sought to claimdamages in the county court for breach of the implied term of trust andconfidence. He relied on Malik v BCCI (stigma damages case) as authority forclaiming damages for injured feelings arising from the dismissal.Nevertheless,the House of Lords decided Johnston could not proceed with his claim because ofthe existence of the statutory scheme of unfair dismissal. It drew the conclusionthat it was intended compensation should only be awarded through the statutoryscheme and not through a breach of contract action. It further stated it wouldbe difficult to claim damages in any event in these situations because theapplicant would have to show that his psychological damage arose from themanner of dismissal rather than the actual fact of dismissal.Butthe Law Lords said such a claim could not be ruled out in relation toconstructive dismissal because the right to claim breach of contract waspreserved alongside the right to claim statutory unfair dismissal.Therefore,to avoid a situation where a complainant of express dismissal was in a worseposition than a complainant of constructive dismissal, “in appropriatecases” tribunals should award “compensation for distress,humiliation, damage to reputation in the community or to family life”.They said limiting loss in unfair dismissal claims to financial loss only wastoo narrow a construction. Anna could therefore have a claim for damages forinjury to feelings in relation to the way she was dismissed, if she can showshe has suffered serious psychiatric damage, such as clinical depression, as aresult. PsychiatricinjuryKayis sexually harassed by her boss who will not take no for an answer. Heconstantly asks her out, buys her chocolates and flowers. It is well known thathe writes her poetry. She complains to personnel who tell her to “get alife”. Subsequently her boss arranges for her to accompany him on abusiness trip. When they arrive it turns out he has booked a double room forboth of them. She leaves immediately. She is traumatised by herexperience,suffering severe depression and she does not return to work butissues tribunal proceedings claiming sex discrimination, constructive unfairdismissal and psychiatric injury in respect of the discrimination. The employersays her depressive illness is due to a pre-existing condition. PMcomments An applicant with a sex discrimination claim resulting inpsychiatric injury can include such a claim when issuing proceedings for thediscrimination in the employment tribunal (following Sheriff v Klyne Tugs, CA1999). Note that such a claim cannot be brought after the resolution of thetribunal proceedings. Kay would need to show that her psychiatric illness wascaused by an unlawful discriminatory act. Whileaverage awards appear to be around £5,000, they could be much higher. In arecent sexual harassment case against the Prison Service, Mrs Salmon recovered£15,000 for her psychiatric injuries plus £20,000 for injuries for feelings and£45,000 for loss of earnings – though in that case it was pointed out that thetribunal must ensure any award for injury to feelings does not reward theapplicant again for matters already dealt with in respect of psychiatricinjury. Thefact that Kay has suffered from a psychiatric disorder in the past could leadto a reduction in damages as with Mrs Salmon who was given a 25 per centreduction. The important point is that the tribunal can still make an award ifan appli- cant can show that the particular injury resulted from the unlawfultreatment. However,an employment tribunal recently awarded £12,000 for injury to feelings whichwere heightened by the sexual abuse that the applicant had experienced as achild. In A v B the tribunal stated that “the respondent must take theapplicant as he finds her and the possibility that a more robust individual –at least one who had not suffered abuse in the past – would not have beenaffected as much as she has was irrelevant”. Kaymight also be awarded aggravated damages because of the cavalier way thepersonnel department dealt with her earlier complaints. Aggravated damages canbe awarded in addition to injury to feelings where there is conduct likely toadd to the injury. This was the case in Alexander v Home Office, CA, 1988, where the employer was described as havingbehaved in a high-handed, malicious, insulting and oppressive manner. She mayalso consider a Johnson v Unisys-type claim in respect of the manner of herconstructive dismissal. AggravateddamagesTrevorhas made a number of allegations of race discrimination against his employer, abuilding contractor. After three unsuccessful tribunals his employer is fed upwith him and decides to sack him. He is accused of fiddling his expenses claimby £20 for drinks at Christmas and dismissed with no disciplinary procedure.Trevor claims race discrimination and victimisation. He says that everyoneclaimed the £20 and at the tribunal it emerges that even the managing directorclaimed it.Thepress reports the case widely under the headline “Days of whine are overfor Trevor”. At tribunal the employer attacks the applicant’s credibilityby referring to a conviction 10 years ago, arguing he is a dishonest andunreliable witness. PMcomments In the case of Tchoula v ICTS, EAT, 2000, a similar situationoccurred and the tribunal awarded Mr Tchoula £22,000 for injury to feelings and£5,000 for aggravated damages. On appeal this was reduced to £7,500 for injuryto feelings and £2,500 for aggravated damages. The EAT said this was a case atthe lower end of the scale of injury to feelings, implying £7,500 was a fairaward for a case at that end of the spectrum. Thetribunal compared Tchoula’s case to that of Chan v The London Borough ofHackney, ET, 1996, where Mr Chan had to endure months of pressure andhumiliation and received a much larger award of £30,000. A high award could bemade for injury to feelings in Trevor’s case in the light of Virdi v CPM, ET,2000, where, because of the national publicity surrounding the case theclaimant’s reputation was severely damaged. The tribunal therefore awarded£100,000 for injury to feelings. Itis open to Trevor to argue he should receive a minimum of £7,500 in respect ofinjuries to feelings for victimisation or discrimination, although it isarguable the decision in Tchoula applies in cases where only a limiteddetriment could be shown. Inaddition, as we have already seen, the court can award aggravated damages wherethe respondent’s behaviour is high handed, oppressive and so on. InTchoula because the charges wereengineered by the employer he received aggravated damages. However, in thiscase an additional award for aggravated damages may also be made because of theemployer’s attempts to undermine Trevor’s good character. InVirdi an award of £25,000 was made for aggravated damages because therespondent had behaved high-handedly and refused to apologise. It is important,therefore, to think carefully in advance before using this type of informationand only to use information to discredit the applicant where strictly relevantto the issues in question. Where an apology is appropriate – make it. Usually aform of words can be devised which preserves everyone’s pride. nPaulineMatthews is an employment associate at DLAKeypoints–Employers should follow disciplinary procedures carefully, as damages for themanner of dismissal may now be sought in unfair dismissal cases–Employees bringing discrimination cases can claim for personal injury withtheir tribunal claim–The fact that an applicant has a pre-existing psychiatric condition does notrule out an award for personal injury, although there may be a percentagereduction if part of the injury related to the pre-existing condition–The principle that the wrongdoer “takes his victim as he finds him”could be applied–The EAT has arguably set a benchmark of £7,500 in the “lowercategory” of injury to feelings cases–Employers should be aware that the manner in which they treat discriminationcomplainants could lead to aggravated damages awards Related posts:No related photos. Serious damagesOn 1 Dec 2001 in Personnel Today Comments are closed.
The law on post-termination victimisation has been thrown into furtherconfusion following a ruling by the Employment Appeal Tribunal. This latest decision means that while employers can be liable under the sexdiscrimination laws for acts which occur after employment has ended, theycannot be liable for disability or race discrimination. Jones and Others v 3M Healthcare and Others  EAT unreported, is thefirst authoritative ruling on this issue under the Disability DiscriminationAct. In three of the cases the former employers had retaliated against earlierdiscrimination proceedings by refusing to provide a reference or giving a badone – the most common type of complaint in this area. In the other case it wasalleged the employer failed to return business cards. In each case, the EAT held that the DDA prohibits discrimination andvictimisation only against job applicants and those whom the employer “employs”.It cannot be interpreted to include a former employee, and so the tribunal hadno jurisdiction to hear the complaints. Arguments for a wider interpretationbased on the Human Rights Act failed. The decision follows the same approach as case law under the Race RelationsAct, including two Court of Appeal decisions. But in Coote v GranadaHospitality the EAT held that post-termination victimisation was actionableunder the Sex Discrimination Act in order to comply with the Equal TreatmentDirective (see panel). Christopher Mordue, employment associate with Pinsent Curtis Biddle, warnedemployers not to be complacent. “While the applicants in Jones had noredress under the DDA, the EAT pointed out that employers have a potentialliability at common law if they fail to provide a reference at all or one whichis false or misleading. “In any event, the point is under appeal to the House of Lords inD’Souza (see below), a race discrimination case which could affect the interpretationof the DDA. What’s more, the introduction of directives on race, disability andother discrimination could lead to the approach in Coote being extended.Legislative changes cannot be ruled out.” The EAT expressed dissatisfaction with the Jones result but said it wasunable to interpret the DDA in any other way. It also noted the disability actwas enacted after the courts had identified the same gap in the RRA butParliament had still failed to address the issue. Post-termination discrimination – Nagarajan v Agnew  IRLR 61, EAT: N settled racediscrimination proceedings against London Underground, who later gave anunfavourable reference. The EAT held that no unlawful discrimination hadoccurred as there was no employment relationship at the time. – Adekeye v Post Office  IRLR 105, CA: reached asimilar conclusion. Provisions prohibiting discrimination against “aperson employed” and “an employee” could not be interpreted toprotect a former employee.– D’Souza v London Borough of Lambeth  EWCA Civ794, CA: D complained of unfair dismissal and race discrimination. Lambethrefused to comply with a reinstatement order, which D argued was victimisation.The CA reluctantly applied Adekeye: a post-termination act could not bevictimisation. D’Souza has appealed to the House of Lords.– Coote v Granada Hospitality  IRLR 452, EAT: Csettled a complaint for sex discrimination. Later, Granada refused to supply areference. She alleged victimisation. After reference to the ECJ, the EAT heldthat to comply with the Equal Treatment Directive the SDA must be interpretedto cover post termination victimisation.– Rhys-Harper v Relaxion Group  IRLR 460, CA: Rwas dismissed and during her appeal complained of pre-termination sexualharassment. She complained to a tribunal about her employer’s handling of herallegations. The Court held as this act occurred after dismissal, no complaintcould be made: Coote applied only to cases where the employer had retaliatedagainst proceedings brought to enforce the Equal Treatment Directive. EAT ruling throws victimisation laws into state of confusionOn 1 Feb 2002 in Personnel Today Related posts:No related photos. Previous Article Next Article Comments are closed. read more
By Jon Zimney – March 14, 2021 0 186 Hoosier Talent Network can help those looking for work IndianaLocalNews Facebook Facebook Previous articleThe S.S. Badger is ready for a full season of taking cars across the lake this yearNext articleIndiana Black Legislative Caucus pushing for better behavior Jon ZimneyJon Zimney is the News and Programming Director for News/Talk 95.3 Michiana’s News Channel and host of the Fries With That podcast. Follow him on Twitter @jzimney. Twitter WhatsApp Pinterest Google+ (Photo supplied/Indiana Department of Workforce Development) If you are out of work or need a job change, the Indiana Department of Workforce Development says there is a new tool to help you out.The DWD has released what is called the Hoosier Talent Network from Eightfold AI to connect employers with workers to help them find the right opportunities in the right locations.There are more than 135,000 jobs open.You can visit www.in.gov/dwd/job-seekers/hoosier-talent-network to explore new job opportunities and upload your resume or create a profile of your work history, skills, and hobbies.“This is a state-supported program committed to bringing our people back to work,” DWD Commissioner Fred Payne said. “We are here to support those in need, and the Hoosier Talent Network is another resource the DWD offers to help Hoosiers improve their lives.”Companies that are hiring can also use the website.“The Hoosier Talent Network will open up new doors for employers and connect them with the job seekers who are the best matches for their current workforce needs,” said Chad Carter, DWD’s Hoosier Talent Network project leader. “This platform has the capability to be a gamechanger in getting the state’s employers back on track for future success after the employment challenges of 2020.”The job openings posted on the website cover a wide variety of occupations and skill levels. WhatsApp Google+ Pinterest Twitter read more
The National Skills Academy for Food & Drink has taken on a head of programmes to lead the industry’s Industry Skills Partnership.Skills expert Sue Densley, who has previously worked for McDonald’s and Flybe, will help businesses leading the partnership. The idea is to set sector-wide skills priorities and develop the skills programmes to tackle them. Business leaders and trade groups from the food and drink manufacturing sector will be invited to take up key Partnership representation.Densley will also be responsible for managing the package of academy services provided to the private training companies, colleges and universities that have been formally accredited by the academy.Densley said: “I’m here to ensure the skills programmes the Partnership endorses in future are managed professionally. I’ll also be helping the industry to respond effectively to collaborative sector-wide initiatives, such as feedback and implementation of new Trailblazer apprenticeship standards in England.” read more
Edit this setlist | More Slightly Stoopid setlists Load remaining images Slightly Stoopid rolled into the Portsmouth Pavillion in Portsmouth, VA last Friday night, July 29th, for a great evening of SoCal reggae. The Ocean Beach, CA-based band have been hitting the road hard this summer along their Return of the Red Eye Summer Tour, playing tracks off their most recent album Meanwhile…..Back In The Lab, as well as some choice hits from their extensive catalog.Photographer Sam Shinault was there to capture some candid moments from the show. Check out the gallery, as well as the full setlist from the performance, below.
What if you could enter a decorated tomb chapel in a Giza pyramid, descend down an ancient burial shaft, or see 5,000-year-old inscriptions come to life—without ever having to travel? Peter Der Manuelian, Philip J. King Professor of Egyptology in the Faculty of Arts and Sciences, is leading an effort to digitize the extensive archives available from sites in Giza to make remote antiquities more accessible. He draws on 3-D technology in Harvard’s Visualization Center at the Geological Museum to create a real-time, interactive model of the pyramid site so students can immerse themselves in the rich history of the ancient Egyptians.
FacebookTwitterLinkedInEmailPrint分享Bloomberg:Some of the Middle East’s biggest oil producers are pushing into solar energy even amid the rout in crude prices.Cheap crude used to deter investment in renewable energy in countries that depend on oil sales for revenue. Today, solar projects cost only about one tenth of what they did a decade ago, thanks to more affordable equipment and better technology, according to research by BloombergNEF.The Middle East’s first forays into renewables faltered when oil prices dropped or official priorities shifted. Solar programs that Saudi Arabia and Abu Dhabi embarked on a decade or so ago would have required tens of billions of dollars and never got far off the ground. Since then, governments have found partners to help shoulder costs, and in spite of potential delays from the coronavirus, their solar ambitions are gaining traction.“Solar power is the cheapest kilowatt-hour in the Middle East,” Benjamin Attia, an analyst for power and renewables at consultant Wood Mackenzie Ltd., said in a telephone interview from Boston. New projects in the region rely on private funding, rather than government spending, and are therefore “insulated from headwinds” of lower oil prices, he said.Electricity demand in the Middle East has risen by about 6% a year on average since 2000, according to the International Energy Agency. Whereas countries in the region used to rely mostly on power stations fueled by natural gas or crude, solar plants can now meet all of their likely growth in demand, said Robin Mills, founder of Dubai-based consulting firm Qamar Energy.Despite uncertainty about the pandemic, the region’s expanding populations are sure to need more electricity as economies recover. Middle Eastern countries will add thousands of megawatts of new solar-power capacity through at least 2025, according to Wood Mackenzie.[Anthony Di Paola]More: Mideast petro-states look past oil rout to chase solar power Middle East solar development plans on course despite oil price crash, Covid-19 read more
4SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr by: Brandon KuehlAs with any new technology, there are upfront expenses and procedures that must be considered when transitioning to EMV chip cards. A recent Credit Union Times article shares five time – and cost-saving tips to help make a financial institution’s (FI’s) EMV chip card implementation process a little smoother and more cost-effective.Smart design — It’s important to ensure the location of the EMV chip works well with the design of your card during early drafting stages. Work with your card manufacturer to acquire an EMV chip card plastic design template that’s compatible with your customized card layout.Tackle credit first — Industry wide, debit cards are far behind their credit counterparts in the U.S. EMV conversion race. Plus, most FIs have fewer credit cards than debit cards, making it easier to tackle first. continue reading » read more
If you have ever taught teenagers how to drive a car, you probably have vivid memories of watching their every move while you sat nervously in the passenger seat. You remember their awkward starts and stops; their uncertain decisions when facing complex situations; and your instinct to grab the steering wheel and slam on the brakes.But hopefully, after surviving those rough stretches on their road to independence, you remember the moment when you realized your teenager no longer needed you to tell them what to do at every turn. You no longer needed to approve or override their every decision. You felt confident they would obey the basic safety rules of the road. And you were convinced they were ready to set off on their own (with your careful oversight, of course).This narrative parallels the road to member business lending taken by credit unions. I feel confident handing qualified credit unions the license to make their own business lending decisions moving forward. And I am convinced this is the time to do so, when I reflect upon how we arrived at this point.After Congress placed new limits on member business lending in 1998, NCUA wrote prescriptive rules to ensure sound underwriting, solid collateral, and experienced management.For many years, the prescriptive approach may have been appropriate as credit unions entering the business loan marketplace gained experience.Today, however, the vast majority of credit union business lenders have well-established commercial lending infrastructure and sound risk management policies.The results have been remarkable: Over the last 15 years, the credit union system’s business lending portfolio has grown more than 12 times larger, from $4 billion in 2000 to more than $51 billion today. Yet, delinquencies and charge-offs for commercial loans at credit unions indicate strong performance overall.The bottom line is: The credit union system has grown its commercial lending portfolio in a safe and sound manner.So, it’s time to transition away from prescriptive regulatory limits toward general principles that will provide credit unions greater flexibility to serve business owners.Of course, commercial lending may not be appropriate for every credit union. It’s a strategic decision for each board of directors to make.If they decide to engage in member business lending, as long as they comply with the statutory cap, each credit union would have the freedom to prudently write their own business loan policy under our new proposed rule without prescriptive regulatory limits.Credit unions with small commercial loan portfolios would not even have to write a policy. Based on current volume, nearly 700 credit unions (about one of every three credit unions making commercial loans) would be exempt from the policy requirement altogether.For example, credit unions that may just make an occasional commercial loan for a pizza oven or a delivery truck would be able to serve those small business owners without additional paperwork.As I’ve traveled the country to hold Listening Sessions and speak at credit union conferences, I’ve heard directly from credit union officials about operational challenges they face with NCUA’s current MBL rule.Our new proposal completely rewrites the current rule to address those challenges and remove unnecessary burdens. For example:Personal GuaranteesI’ve heard loud and clear: Requiring a personal guarantee on every business loan can lose business for credit unions. Even though NCUA Regional Offices approve most requests to waive personal guarantees, some members don’t wait for waiver approvals; they take their business to other lenders. Under our proposed rule, credit unions would make the decisions to waive members from personal guarantees.Loan-To-Value LimitsI’ve also heard that prescriptive LTV limits are sometimes an obstacle to serving business owners. As with personal guarantees, our Regional Offices approve waivers of LTV limits wherever reasonable. However, we recognize the primary focus in commercial lending must be on the borrower’s ability to repay based on the business’ operations, not collateral. That’s why we’re proposing to remove LTV limits and remove the waiver process altogether.Construction and Development LoansI’ve visited the Dakotas and other states where credit unions are playing key roles in financing emerging businesses. Credit union officials provided thoughtful feedback, which compelled us to reconsider our policy of placing lower limits on construction and development loans. That’s why we’re proposing to lift all unnecessary limits on C&D loans.Loan ParticipationsCredit union officials also urged us to remove any unnecessary barriers on loan participations, which help credit unions pool and diversify risks. That’s why our proposed rule clarifies participation interests in loans to non-members do not count against the statutory MBL cap.Nonetheless, commercial loans still pose unique risks and require specialized oversight. When this rule becomes final, we plan to update guidance for credit unions and supervise effectively for sound commercial lending practices.Changing the way we do business will require retraining our examiners. Retraining will take some time and resources to implement; but it will be well worth the effort.A modernized and flexible rule, supervised by well-trained examiners, would allow credit unions to safely and soundly serve more of America’s small business owners.Credit unions know their members better than we do, and our modernized business lending rule will reflect that fact.Clearly, our proposal would provide real regulatory relief, which credit unions have requested. Most important, it would empower credit unions to responsibly serve the needs of their communities by providing small businesses with the loans they need to start up or expand.Small businesses are recognized as the engine that drives the U.S. economy forward. It’s time for credit unions to take the wheel. 2SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr,Debbie Matz Debbie Matz was nominated by President Barack Obama to serve as the eighth board chair of the National Credit Union Administration (NCUA). After confirmation by the U.S. Senate on … Web: www.ncua.gov Details read more
Jon Millidge, Royal MailJon Millidge, chief governance and risk officer at Royal Mail Group, described the consultation as “a major step forward” in the company’s campaign to be able to offer its employees a CDC plan.“We believe CDC is a progressive option which meets our objectives of providing sustainable, affordable and secure future retirement arrangements,” Millidge said. “Royal Mail and the CWU want to see CDC become a reality in the UK, and we hope the required legislation will be introduced at the earliest opportunity.”Terry Pullinger, deputy general secretary for postal at the CWU, added: “We absolutely believe that retirement dignity and security will be swept aside for working people unless this important innovation in pension choice is enabled.“The CWU and Royal Mail Group are ready to lead and illuminate a path for others to follow should they choose… Give us our moment and we will make a very important development in our social history.” The DWP’s CDC plan would require parliamentary legislationKevin Wesbroom, senior partner at Aon and a vocal supporter of the CDC concept, said the consultation was “a sound, proportionate approach to introducing new legislation that can improve retirement outcomes for many”.He added: “The approach taken to legislation is welcome, since it has clearly taken on board that the UK can learn from overseas CDC schemes, but does not have to slavishly follow them.”Simon Eagle, director at Willis Towers Watson’s retirement business and a CDC specialist, said other employers would begin looking at CDC plans following the government’s statement of support.“The next movers are likely to be other companies who, like Royal Mail, find the costs of their defined benefit pension schemes becoming unaffordable, but who believe their employees would prefer a collective arrangement providing them with pensions in retirement to individual DC pots,” Eagle said. “It’s important we get this right, which is why we’re consulting on the detail of our proposals before bringing legislation forward. I want to hear the views of the pensions industry as we prepare to introduce CDC pension schemes.”“The CWU and Royal Mail Group are ready to lead for others to follow should they choose… Give us our moment and we will make a very important development in our social history.”Terry Pullinger, Communication Workers’ UnionThe 53-page document outlined several challenges to be addressed in any future legislative framework, including communication with members, intergenerational fairness, and equality laws.The DWP also stated that the new rules, as planned, would require fresh primary and secondary legislation to be taken through the UK parliament, as Royal Mail’s scheme design did not fit with any existing rules.The UK previously introduced an outline for a form of CDC plan in 2015, but this was abandoned due to a lack of support from the industry. The DWP said that this framework would not be suitable for the structure planned by Royal Mail.Royal Mail planned to publish more details of its proposal during the consultation process, the DWP said.The consultation closes on 16 January 2019. Reaction LimitationsHowever, several commentators highlighted potential limitations to the introduction of CDC schemes.Rob Harper, partner at consultancy firm Hymans Robertson, said there was a “clear benefit” to pooling risk in a CDC structure, but warned that “the scale of assets and membership required to pool risk safely will limit this option to only the very largest schemes”.Steve Webb, director of policy at Royal London – and an advocate of “defined ambition” during his period as pensions minister – said the open-ended timetable for legislation meant it could take years for the first CDC scheme to become operational.He added: “Designing the legislation specifically around the needs of the Royal Mail is understandable, but probably also limits the potential for other employers to implement variations on the Royal Mail model.“One of the attractions of CDC for members is the smoothing out of the ups and downs of the stock market, but in the Royal Mail’s model there is no ‘buffer’ to cushion the impact of such changes on member benefits. This could mean pensioners seeing their pensions in payment cut from one year to the next, which will present a massive communications challenge.” The UK government has launched a consultation regarding the introduction of collective defined contribution (CDC) schemes.After months of discussions, led by Royal Mail and the Communication Workers’ Union (CWU), the Department for Work and Pensions (DWP) has set out a series of questions for the industry in an attempt to set out what a CDC regime would look like.The government would legislate for CDC schemes “as soon as parliamentary time allows”, the consultation paper said. The rulebook would be initially designed to allow Royal Mail’s scheme design to be established, but could be adapted if other employers came forward with alternative models.Announcing the consultation at a Royal Mail sorting office yesterday, pensions minister Guy Opperman said: “CDC pension schemes are an important innovation that will provide more choice and flexibility for pension scheme members and employers. I’m grateful to Royal Mail and the CWU for their assistance in getting us to this point. In his foreword to the consultation paper, Opperman acknowledged that CDC schemes would face “some communication challenges for schemes, employers and the government”, but maintained that these could be met.“The UK has a world-class occupational pension system – but I believe that there are always opportunities for further innovation which can be made for the benefit of savers and business alike,” Opperman stated. “A robustly designed and appropriately regulated CDC regime is one such opportunity.” read more