Hi. I'm in a IVA with PayPlan. I work in the NHS and with NHS contracts you generally get paid Enhanced rates of pay for nightshift and weekend or unsocial hours.
I do maybe 2 overtime shifts per month also. Maximum 20 hours.
Having spoken to payplan to alert them that I have earnt a lot more than my given wage at the start of the IVA (solely due to working extra nightshift and weekends) I've been informed that any extra earnings I will have to give up 50% of. At the time of the IVA I was told that I'd have to give up 50% of my overtime. I'm a little perplexed as they're telling me that anything over my stated earning will be hit for 50%.
I was with Payplan and had to give up 50% of anything over my agreed earnings.
I was in the Police and given overtime was not available often.
When it did occur I had it put down as time owed, then took off extra days as I wanted them.
Don't Payplan use the IVA Protocol as their usual terms and conditions? If so, additional earnings will be dealt with under the usual 10%/50/50 ruling. This will include income from the additional shift that you are working.
If the uplift is genuinely 50% without the benefit of a retained 0% of basic salary, I do wonder why this terms is being used and not the more flexible Protcol based one.
I can see what people are saying but from where I am standing I feel slightly annoyed.
When I spoke to PP they said they'd never come across NHS contracts that pay different rates of pay (as I pointed out in first post), so whatever I make that is either worked at weekend or nightshift is being swallowed up immediately and these rates of pay are not classed as 'windfall' or 'overtime', etc.
They're standard rates of pay for NHS staff.
Seem's a bit churlish to complain maybe but when I'm losing 1-200 per month and paying into my IVA as well, well maybe someone can see where I'm coming from. And then if I do any overtime I'm also being stripped of that by 50%.
Last edited by dg2274 on Sun Mar 02, 2014 5:09 pm, edited 1 time in total.
We are also with Payplan and we have to pay 50% of anything over our 'usual' wages. My husband occasionally gets to work on a Saturday if they have urgent jobs for which he gets paid his usual hourly rate and we have to pay 50% over. At present I amdoing extra hours to cover a member of staff on extended sick leave - get paid my usual hourly rate for this - and again 50% of this has to be paid into the iva.
Last edited by AlfieMoon on Sun Mar 02, 2014 5:39 pm, edited 1 time in total.
It is widely known when dealing with NHS staff that there are differing rates of pay for different types of work - and this should be all laid down in your contract of employment.
You need to dig in on this one dgladstone, because if your basic pay is made up of a number of differing factors, your IP must take this into account. However do ensure that the correct sum is also used at the time of the annual review as well, as this is likely to cause your monthly payments in the next year to increase.
font size="1" face="Verdana, Arial, Helvetica">quote:<hr height="1" noshade>Originally posted by MelanieGiles
It is widely known when dealing with NHS staff that there are differing rates of pay for different types of work - and this should be all laid down in your contract of employment.
You need to dig in on this one dgladstone, because if your basic pay is made up of a number of differing factors, your IP must take this into account. However do ensure that the correct sum is also used at the time of the annual review as well, as this is likely to cause your monthly payments in the next year to increase.
Thanks Melanie. I need to speak to PP and try to come to some kind of arrangement.
As I said, it seems unfair that I'm trying to rebuild yet keep being penalised at every turn. Otherwise I may look to find a IVA company with a track record of dealing with NHS workers that understand NHS contracts.
Last edited by dg2274 on Mon Mar 03, 2014 6:24 am, edited 1 time in total.
dg,you will not be able to move to a different iva company.the only way to get out of your current iva is to let it fail and then try and do another.you would then have to start all over again and the creditors may add any intrest that was frozen at the time of your iva starting date which would mean you owe even more.try and work it out with payplan and if you think you are not getting anywhere go down there complaints procedure.
cc received 6th January 2014 now upwards and onwards
And I definately would not recommend that! The choice of IP at the outset of an IVA is an important one, as it is very difficult to change your mind once the IVA has been accepted. Work with your IP on this one, and help them to understand more about NHS pay systems if they are genuinely not familiar with these.
font size="1" face="Verdana, Arial, Helvetica">quote:<hr height="1" noshade>Originally posted by MelanieGiles
And I definately would not recommend that! The choice of IP at the outset of an IVA is an important one, as it is very difficult to change your mind once the IVA has been accepted. Work with your IP on this one, and help them to understand more about NHS pay systems if they are genuinely not familiar with these.
Doing that now (talking to IP or PP are).
The problem stems from both IP and PP thinking that 'Enhanced Pay' is overtime or a windfall payment when it is in fact my rota'd hours, i.e. if I do 3 night shifts then its a different rate of pay or 'enhanced pay' for unsocial hours. This is the same with weekend work and hours after 6pm.
Overtime is standard overtime and yes should be done at 50% rule. Not a problem.
As a rule I don't mind paying some of my 'Enhanced Pay' but not nearly all of it. And more so when it is my rota'd hours pay.
It should really be that you retain the first 10% above your stated monthly income on your income and expenditure sheet that was used to work out your disposable income and hence initial monthly payment and then anything above this should be split 50/50
font size="1" face="Verdana, Arial, Helvetica">quote:<hr height="1" noshade>Originally posted by Andy Davie
Hi
It should really be that you retain the first 10% above your stated monthly income on your income and expenditure sheet that was used to work out your disposable income and hence initial monthly payment and then anything above this should be split 50/50
Regards
Then it's not really worth my effort to work extra hours to keep afloat.
Im in the same boat. I work on call and do quite a lot of overtime (97 hours last month). My IVA payments were worked out using 'guaranteed overtime', even though i explained to my IP that it was not guaranteed and the trust want to get rid of it.
Not sure I follow that one? If your basic salary is £2,000 per month, and you earn additional income of £800, this means you keep the first £200 and also 50% of the balance being £300, thus paying only £300 of the £800 into the IVA.
