Question: Our Manager has informed us that all staff within our department will now be required to rotate across all NHS Ayrshire and Arran sites. Do we need to do this?
Answer: The way in which services are delivered can be subject to review and changes may at times be required in order to meet the needs of patients and to ensure best use of skilled staff. Any changes should however be subject to consultation. The consultation exercise will ensure that any concerns you have will be addressed prior to any change being implemented. In most cases a change of base will attract re-imbursement of excess travel cost for a period of 4 years.
Question: Colleagues and I were among the first to lodge our appeal against our Agenda for Change banding yet we are still waiting on the outcome. How long is this likely to take?
Answer: Agenda for Change do not operate a system based on when appeals were lodged. The system adopted in NHS Ayrshire and Arran looks at job families in the first instance. Unfortunately it is difficult to determine a timescale for the completion of all reviews as this is dependent on a number of factors, e.g. number of reviews requested, availability of panellists, length of time required to be spent by the panel on each review.
Question: Our workplace is reducing in size and will change its function. What will happen to me and my colleagues?
Answer: Agreements are in place to cover these situations and the potential impact on staff. If you find that you will not fit the new structures then redeployment will be offered. This means that you will be considered for vacancies which are identified as being suitable to you given your knowledge and skills, grade, hours of work, shift pattern, location, etc.
Question: I have undertaken on call duties since commencing my NHS employment I have today been advised that I will no longer be required to undertake on call. What impact does this decision have on my contract of employment and my earnings?
Answer: If your contract states that you are required to undertake on call and you receive payment there will be no financial loss as your salary will be protected on a no detriment basis
Question: Our off duty for the festive period was given out several weeks ago and I made arrangements as I was rostered off on Christmas day. I have now been told that changes will need to be made because of staff sickness and will be told if this is changing once it is known if the staff are not going to be back at work before christmas. What happens if the changes impact on arrangements made following the first off duty?
Answer: Off duty is always subject to change and rotas should have that clearly stated. However given that staff are more likely to make arrangements over the festive period it would be in everyone’s interest to only make changes by agreement. Where changes do need to be made then attempts to utilise bank staff or staff who are willing to change should be the preferred method of dealing with this situation. If that does not happen and you feel you have been unfairly treated you may wish to consider lodging a grievance.
Question: I am unhappy as I asked my shop steward to get me a lawyer from the union as I needed one to represent me. Surely I am entitled to a union lawyer?
Answer: NHS Ayrshire and Arran’s Grievance and Disciplinary procedures only afford you the right to be represented or accompanied by a representative of a recognised trade union/professional association or workplace colleague of your choice. UNISON reps are trained to represent members at grievance and disciplinary hearings and UNISON legal assistance would only be provided should the matter be referred to Industrial Tribunal, etc. All members should be aware however, that in situations where legal representation was needed it is highly unlikely that this would be provided by UNISON if the services of another lawyer have been engaged.
| Author: |
KWright |
| Date Posted: |
19/12/2008 |
