For a full list of all FAQs please see above. Please read through all published FAQs before submitting a new question.
Most recent FAQs
Are changes in working conditions solely due to the covid-19 pandemic (such as additional exposure to hazards and increased unpleasant working conditions) grounds for Agenda for Change job band re-evaluation?
We recognise that many staff are working differently to respond to the Covid-19 pandemic, which may mean being in different environments to normal. Staff who move from a non-clinical to a clinical based area have done this through agreement with their manager to support our patients and clinical staff, it is therefore not a contractual change which requires a move to a different job description. Staff who are contracted to be in clinical roles, have job descriptions that already acknowledge working conditions with patients and therefore the occurrence of Covid-19 does not require job descriptions to be reviewed.
Is there a requirement for a returning Shielder to have a phased return?
If the employee has requested a gradual introduction back into the workplace the line manager should initially check if they have been ill with their underlying health condition whilst shielding. If so a phased return may well be appropriate. A conversation should then take place between the returning shielder and their line manager. If the returning shielder has not taken any annual leave whilst they have been shieding then consideration should be given to using Annual Leave in the first instance to do a maximum of a 4 week phased return. If Annual leave has been taken whilst shielding and the shielder requests a phased return. A plan for the phased return should be developed which progressively increases the hours of work over a 2- 4 week period. If it is felt a phased return of longer than four weeks is required, then a referal should be made to Occupational Health to assess the employee's wellness and fitness to be in the workplace.
A staff member who normally does not work on a Bank holiday voluntarily gave up their Easter bank holidays and agreed to work;their partner now has symptoms so the household are in 14 days isolation and they are unable to attend work over Easter, is the staff member entitled to their bank holidays back?
If they have received payment for the bank holiday that they were scheduled to work then they will retain the bank holiday allowance.
I have finished shielding and following the outcome of a risk assessment with my manager I am now doing alternative duties which don’t attract enhancements. Will the payments for enhancements continue as they did throughout the shielding period?
Yes, the Trust has agreed that enhancements will continue for shielding staff who are undertaking alternative duties following a risk assessment. This may be subject to review in the future and further communication will be shared if it changes.
Do staff members retain the right to public holidays when self-isolating or shielding?
For staff who work in departments which normally close on bank holidays, self-isolating or shielding staff who would normally be scheduled to work on the day the bank holiday falls should book annual leave as they would do usually.
For staff who work in departments which normally continue to provide a service on bank holidays self-isolating or shielding staff would retain the bank holiday as part of their inclusive annual leave entitlement as is usual. If self-isolating or shielding staff chose not to be available for work on the bank holiday they should book annual leave in the normal way. Shielding staff are reminded of the need to regularly take annual leave in accordance with normal Trust policies and procedures in order to facilitate their health and wellbeing.