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COVID-19 colleague guidance – 4th May 2020 v 7.0
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COVID-19 KGH/NGH Frequently Asked Questions – Version 7
A message from Chief People Officer, Mark Smith Colleagues may be impacted by the COVID-19 situation in a variety of ways. This FAQ document has been designed in responding to a number of questions which have been raised. In order to support you we have developed this guidance for you and your manager so you know what is expected of you and how you will be paid if you are unable to work for any reason. We are giving guidance to managers so they know how they can support you and our Occupational Health, Practice Development and HR teams are available for advice. Should it come to the point whereby you are asked to work in an area that is not familiar to you or to use skills you may not have used for a while we will support you with additional training so you are confident in what you are being asked to do. We understand we may be asking colleagues to work for prolonged periods in challenging circumstances and we know we will rise to this challenge. It is really important we look out for each other and ensure colleagues take regular breaks and have the opportunity to share any concerns. Supervisors and managers will be agreeing locally how best to do this in their own departments. However on behalf of both Trusts I would like to thank colleagues for the additional work, support and care which has been provided and will be provided as we tackle this challenging situation. This FAQ document is designed to support colleagues and managers whilst KGH & NGH manage the current COVID-19 outbreak. It will be continually updated as national and local guidance evolves, this is version seven – released on 4th May 2020. Updates since Version 6 identified below: Section 1: Q25 Section 3: Q1 Section 4: Q3, Q7 and Q8
Contents Page nos
Section 1 Staff Absence 2 - 5
Section 2 Staff testing for COVID-19 6
Section 3 Underlying health conditions and pregnancy 7 - 8
Section 4 Annual leave 9 - 10
Section 5 Support for colleagues 11 - 13
Section 6 Staff deployment 14
Section 7 Home working 15
Section 8 Agency and bank staff 16
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SECTION 1 - STAFF ABSENCE
Q1. What should I do if I think I may have been exposed to COVID-19 or may have symptoms of COVID-19? A. Please contact your line manager at NGH or the absence reporting line at KGH tel: 0300 303 5593 ([email protected]) 8am-6pm, Monday-Sunday. Q2. Someone I live with has symptoms, what should I do? A. If you live with others and one of them has symptoms of coronavirus, then all household members must stay at home and not leave the house for 14 days. The 14-day period starts from the day when the first person in the house became ill. If you develop symptoms whilst in self-isolation you can return to work 7 days after the symptoms began. The most up to date guidance is available on the Public Health England website: https://www.gov.uk/government/publications/covid-19-stay-at-home-guidance/stay-at-home-guidance-for-households-with-possible-coronavirus-covid-19-infection Q3. What level of certification is required if I am absent due to coronavirus infection? A. Doctors are not issuing fit notes to those infected with COVID-19. You must discuss your absence with your manager. Q4. What will colleagues who are sick as a result of coronavirus be paid? A. Colleagues will be paid in line with terms and conditions. Q5. If I am sick as a result of coronavirus will it be counted towards a sickness trigger? A. No, it is important to both Trusts that you take the necessary steps to protect yourself, family, other colleagues and patients/service users and therefore not attempt to attend work with this illness. Q6. How do I report absence due to sickness or unplanned break down in care for dependents due to Coronavirus? A. You should contact your manager in the usual way if you are unable to work. At KGH you should also contact the central absence reporting line on 0300 3035593. Q7. How should colleagues who are absent due to self-isolation as a precaution be recorded on Health Roster?
A. Self-isolation is a period of medical suspension covered under the Managing Absence policy. KGH: It should be recorded on E-Rostering as “Other Leave - Household Isolation”. NGH: It should be recorded as “Other Leave – Self Isolation COVID19”
Q8. How should colleagues who are absent due to having COVID-19 or symptoms of COVID-19 be recorded on Health Roster?
A. KGH & NGH it should be recorded as ‘Sickness, COVID19.’
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Q9. How should colleagues who are absent due to caring arrangements having broken down be recorded on Health Roster? A. KGH: The absence should be recorded as “Other leave - Carers COVID19” A. NGH: The absence should be recorded as “Other Leave – SLeave/Car – COVID19”.
Q10. How should colleagues who are experiencing mild symptoms and would ordinarily come to work, but instead need to remain at home and self-isolate be recorded on Health Roster? A. This absence should be recorded as “Sickness - COVID19”. Q11. How should colleagues who have received an NHS stay at home letter be recorded on Health Roster? A. Colleagues who are being shielded for 3 months should be recorded as: KGH: “Other Leave - National-COVID19” NGH: “Other Leave – SLeave/Car – COVID19” Q12. What will colleagues who are self-isolating as a precaution in line with current Public Health guidance, but are not sick be paid? A. Full pay will be paid during this period of medical suspension and sickness triggers will not apply. Q13. If the Public Health England guidance on self-isolation changes whilst I am in self-isolation what will happen? A. OH will review each case individually and will contact you if the new guidance means you are now able to return to work. Q14. What should colleagues do who have caring commitments that are disrupted due to Coronavirus e.g. for young children or dependent relatives? A. Colleagues are asked to consider what other arrangements they could make for the care of those they have responsibilities for e.g. to share that responsibility with a partner or other family member. The hospital will try to be as flexible as it can if a colleague needs to adjust their hours in order to balance work and caring commitments. The Special Leave Policy allows colleagues 24 hours to make arrangements where care plans have been disrupted e.g. in the case of school closure. In exceptional circumstances where it is not possible to make other arrangements managers have discretion to agree local arrangements on a case by case basis. Where a colleague needs time away from work to care for dependents who are self-isolating up to two weeks paid carers leave may be granted. Q15. What is happening around childcare issues as the schools are shut?
A. The guidance around schools remaining open for the children of key workers was issued on Friday 20th March 2020. Colleagues are reminded that all NHS staff are key workers and appropriate childcare arrangements should be in place to ensure you are able to attend work if you are well (and no one in your house has COVID-19 symptoms).
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Q16. If I have decided to take my child out of school even though school is still open, will I be paid? A. Special leave for a day to arrange alternative child care provision will be permitted. Q17. My child’s nursery is closing – what should I do? A. Contact the local authority re provisions that remain open. There are nurseries in Kettering and Northampton that remain open for key workers. Child minding places may also be available and the employee should explore all options. The employee should discuss with their manager if the role or aspects of it can be undertaken from home, whether other duties or roles might be available, or possible adjustments to working patterns. It is the employee’s responsibility to ensure that they are available for work. If after exhausting all other options available the employee decides to stay at home for child care reasons consideration may be given to granting unpaid leave. Q.18. Does the Government announced Furlough pay apply to colleagues that are off on long term sick and in half pay/nil pay and also to colleagues who are unwilling to come work? A. No. Furloughed workers are those who are unable to work due to the coronavirus because their places of work have been forced to close. It does not apply to those off on long term sick or those that are unwilling to attend work. Q19. Under the Job Retention Scheme can I be furloughed because I have caring responsibilities resulting from coronavirus (COVID-19)? A. No. As a public sector organisation we receive public funding for our staff costs and that funding is continuing. The Government therefore expects us not to furlough colleagues. Q20. I have received a shielding letter, what do I do? A. The priority is your health and therefore you should remain at home. However, as hopefully you will remain in good health your manager will identify what work you can do at home, as the expectation is that you will continue to work. Please show your manager a copy of the letter, either a scan or photo of the letter will be fine. Q21. I did not receive a shielding letter but feel that I should have done – what shall I do? A. Please contact your GP if you feel you have an underlying condition that would mean you should have had a letter advising you to shield for 12 weeks and discuss with OH who will conduct a risk assessment. Q22. I am the main carer for my young child who has received a shielding letter? A. If you are the main carer for your child, then you must follow the advice in the letter and stay at home. Your manager will identify what work you can do at home, as the expectation is that you will continue to work. Please show your manger a copy of the letter – this may be a scan or photo of the letter.
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Q23. My GP has given me a fit note stating that I am unable to work due to COVID risk? A. If you have received a fit note from your GP your absence will be recorded as sick and you will be paid according to normal terms and conditions. Q24. I still have minor COVID symptoms after 7 days? A. National guidance should be followed: https://www.gov.uk/government/publications/covid-19-stay-at-home-guidance/stay-at-home-guidance-for-households-with-possible-coronavirus-covid-19-infection#ending-isolation Q25. What time off am I entitled to if I suffer a bereavement? A. Details of compassionate leave entitlement are detailed in the Special Leave Policy. You should contact your line manager in the normal way if you suffer a bereavement so you can discuss arrangements for compassionate leave.
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SECTION 2 – STAFF TESTING FOR COVID-19
Q1. Can health care workers be tested for COVID-19? A. Testing has started across the UK. Both Trusts commenced testing for colleagues w/c 30th March 2020. We are following the latest NHS England guidance with regards to testing. Q2. How do I get tested? A. NGH colleagues - names of staff eligible for testing will be collected as follows:
Other than those staff groups listed below please contact your line manager in the normal way. If your manager is unavailable staff may email [email protected]
For nurses and HCA’s please call into the Nurse Staffing Hub on x 8663 to report absence of any kind.
For midwives and MSW’s please call the Midwifery Operational Manager 07547 977757 to report absence of any kind.
For medical staff please email [email protected] and provide the required details as defined in this link
KGH colleagues – when you call the absence line to report you have symptoms you will be given an appointment to attend for our your family member to attend for test. Q3. Will I be able to be tested for COVID-19 if I have been unwell with symptoms or
self-isolating because a member of my household has symptoms?
A. The Trusts are able to swab colleagues and first member of their household who show
symptoms on day 1 -5 of being symptomatic. Colleagues will be given an appointment to
attend the swabbing drive thru. Please do not attend for swabbing without an appointment.
Q4. How will I get the result of my swab test?
A. We will ring you to let you know the result of your test as soon as it is received in the Trust
from the lab. At KGH your manager will be advised by the KGH Occupational Health team
after you have been advised. At NGH you will be contacted by the Clinical Governance
Team; if they can’t reach you they will leave a message for you. Please do not call OH
Departments for results.
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SECTION 3 - UNDERLYING HEALTH CONDITIONS AND PREGNANCY Q1. What provision will be made for clinical colleagues that have an underlying health condition? A. Anyone with a letter from the NHS stating that due to underlying health conditions you should stay at home, should follow this guidance. Please discuss with your manager if you are able to work from home during this time. Other colleagues may have received a text message with similar advice. These text messages have been sent to a wider group and are different to the longer more detailed letter received by others. If the employee has received a text message a COVID-19 Underlying Health Conditions Risk Assessment should be undertaken by the line manager and advice sought from Occupational Health where necessary. We want to ensure the safety of all colleagues and will risk assess on an individual basis. We will do our best to ensure colleagues with underlying health conditions on the Public Health England list are deployed to lower risk areas. Colleagues are asked to be flexible in this situation as a change of work location may be needed to protect individuals. Further advice about particular conditions should be obtained from Occupational Health on an individual basis. For pregnant staff the Royal College of Obstetricians and Gynaecologists released updated guidance on 21 April 2021. There are no major changes from their previous recommendations, but greater emphasis is placed on the importance of a risk assessment for pregnant healthcare workers. The guidance can be viewed here: https://www.rcog.org.uk/globalassets/documents/guidelines/2020-04-21-occupational-health-advice-for-employers-and-pregnant-women.pdf Q2. I am pregnant – what should I do? A. At NGH please contact [email protected] in HR. At KGH please notify your manager. A COVID-19 Underlying Health Conditions Risk Assessment will be carried out (with advice from Occupational Health where required) in line with the above guidance. Q3. I am booked onto an NGH maternity workshop, are these cancelled? A. All maternity workshops/meetings with HR have been cancelled for the foreseeable future. Those already booked onto future workshops have been sent all the information covered in the workshop. Q4. I have not yet handed in my maternity paperwork. What should I do? A. Please scan your completed maternity application form and MATB1 to
[email protected] (NGH) instead of hand delivering and at KGH continue to send
or hand the completed forms to your line manager.
Q5. Do I need to change the start date of someone’s maternity leave for reasons connected to COVID-19, such as self-isolation? A. It is not necessary to change the start date of maternity leave unless the pregnant woman wishes to do so. Colleagues can continue to choose to start their maternity leave from week 29 of their pregnancy and must be on maternity leave by their due date. The only circumstances in which we might change the start date of someone’s maternity leave is if
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they are off sick with a pregnancy related illness or their baby is born before their maternity leave has started. Please keep HR updated if changes need to be made. Q6. How should pregnant colleagues who are 28 weeks or more gestation and have been recommended to stay at home be recorded on Health Roster? A. For colleagues who are over 28 weeks pregnant and working from home no change to Health Roster is required. If you are unable to undertake work from home you should be recorded as the following (until the start date of your maternity leave): KGH: “Other Leave - National-COVID19” NGH: “Other Leave – SLeave/Car – COVID19”
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SECTION 4 - ANNUAL LEAVE Q1. Can colleagues continue to book annual leave? A. Yes, and the Trusts will advise colleagues if any restrictions on booking annual leave need to be introduced. Q2. Should colleagues voluntarily cancel annual leave? A. Managers will be reviewing all leave each week. Dependent on availability, colleagues may be asked to cancel annual leave. No annual leave should be cancelled without a manager confirming this is required following a discussion with the member of staff. Q3. Will the Trusts mandate that annual leave must be cancelled? A. At NGH some medical staff have had annual leave cancelled due to service need, In general the position will be reviewed on a regular basis across both Hospitals. Q4. If annual leave is cancelled, or if staff have not been able to use their full entitlement for 2019/2020, will it be deferred until the new leave year or will colleagues be paid? A. NHS Employers provided updated guidance on this on 10th April 2020 to advise that new temporary statutory rules introduced by the government to deal with COVID-19 pressures mean that employees who are unable to take their annual leave entitlement due to COVID-19, can carry over up to 20 days (pro-rated for part-time staff) of annual leave over a two year period. However: If employees cannot take bank holidays off due to COVID-19, they should use the annual leave at a later date in their leave year. If this is not possible, bank holidays can be included in the 20 days’ annual leave that can be carried over. This holiday can be taken at any time over a two-year period.
Q5. If I was on holiday abroad and whilst I was there the travel advice changes resulting in me not being able to return to work at the planned time, will I be paid? A. Firstly you will be asked to take additional leave (e.g. take any unused leave from your 2019/2020 entitlement and/or a proportion of your 2020/2021 leave entitlement), you will also be asked to use any accrued time off in lieu (if applicable). When all these options have been exhausted you will then be paid for the remaining time. Managers should contact HR for further advice. Q6. Are colleagues being asked to change Ramadan or Eid annual leave plans? A. The Trust is conscious that colleagues will need a break during this time and wants to try and ensure everyone is able to take leave as this situation is anticipated to last for a prolonged period. The Trust is conscious that some colleagues may have annual leave booked over Ramadan, and Eid. You may be aware that some NHS Trusts have cancelled colleague annual leave during this period. However, wherever possible we want to try and ensure that
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if leave has been booked in advance in line with the Trust leave policy, colleagues can take their planned leave as it is uncertain how long the current situation will last. Managers will be reviewing the staffing levels on a regular basis to ensure safe staffing levels. However, if at any one time safe staffing levels in the department cannot be maintained, due to a combination of sickness absence/self-isolation and annual leave, then colleagues will be asked to re-schedule their leave. It is expected this can be done through mutual agreement at departmental level. However, if this cannot be achieved mutually, the Trust may need to mandate leave cancellation. During the fasting period, wherever possible managers should consider adjusting breaks to accommodate the start and the finish times for a fast.
Q7. If I am not at work will I still accrue annual leave? A. Yes staff will still accrue their annual leave and bank holiday entitlement as normal as it is a contractual entitlement. Q8. I am currently shielding and/or off work and have annual leave booked. Can I cancel it? A. We would recommend that staff who are off, but working at home, to continue to take any booked annual leave. This is because you should have a break from work on a regular basis for your mental and physical wellbeing. If you are not currently at work and unable to work from home you may request to rearrange that period of annual leave for a later date. You should contact your manager to make this request. This would also be the case if you are self-isolating or off sick, regardless of the reason.
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SECTION 5 - SUPPORT FOR COLLEAGUES Q1. What training will be provided for colleagues who are asked to work in a different area of the hospital? A. We will identify colleagues to work in areas other than their usual department/ward by taking a considered approach looking at existing skills and training. Where additional training is required to enable you to work safely and confidently in a different area of the hospital this will be provided. The Practice Development teams in KGH and NGH will provide appropriate support. Q2. I have been asked to do an alternative role during the pandemic and I don’t want to do this role? A. COVID-19 presents the NHS with an unprecedented challenge and we are all being asked to work in new and different ways. During this time the requirements of some roles will diminish or change and it is essential that we all pull together and respond to these challenges by being as flexible as possible. We therefore hope that all colleagues will be flexible and sympathetic to any reasonable request from their manager to move to an alternative role. We are all part of one team and pulling together has never been more important. If, despite appropriate support and training, a reasonable alternative role is refused the Trust will need to consider taking formal action which may impact pay. Q3. What about mandatory/role specific training that has been booked (including Trust induction)? A. The majority of face to face training has now been cancelled. Where it is continuing it is considered to be essential and colleagues should attend where possible. Managers need to prioritise which colleagues need to attend based on training records and priority. We are developing different ways of delivering induction that will not involve face to face contact. You will be advised of local arrangements, which may vary dependent on whether you are new to the NHS, type of role or have transferred from another Trust. Q4. If I have to cancel pre-booked study leave that I have self-funded, because of coronavirus, will I be reimbursed for any financial loss? A. Yes, subject to the provision of appropriate evidence. The Trusts have agreed all study leave and conference attendance in work time should be cancelled whilst we manage this situation. Q5. Can I attend a conference I have booked? (this question has been superseded by new national guidance but remains in the FAQ for completeness) A. It is likely that conferences and other group events may be cancelled over the coming weeks. However, the Trusts would request you do not attend external conferences and events to support colleagues in your department.
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Q6. If I work a really long shift is there any help available with accommodation or to
get home?
A. Yes, please contact [email protected] (KGH) or [email protected]
(NGH) who can arrange accommodation for you. See Q11 for information on taxi
arrangements.
Q7. Will the Trusts help if buses are no longer running? A. We are aware that buses are still running, albeit on a reduced service. You should check timetables with your local bus company. Some are also offering free transport to NHS workers on production of an ID card. For those colleagues identified as priority roles requiring attendance on site the Trusts will look to arrange emergency transport if necessary.
Q8. What should volunteers do? A. Current guidance is that if you are over 70 you should be engaging in social distancing so you may wish to consider if you wish to attend for normal volunteer duties. Please contact the volunteer manager if you wish to discuss. If you are under 70 and have no significant underlying health conditions then you can continue to volunteer as normal. Q9. If I live in shared accommodation with other Trust doctors can I move to single accommodation to prevent the risk of needing to self-isolate if a fellow doctor I live with becomes unwell with COVID-19 symptoms? A. Yes, please contact [email protected] (KGH) or [email protected] (NGH) who can arrange accommodation for you Q10. Where can I get emotional/psychological or practical/physical support from? A. Both NGH and KGH have set up local support mechanisms for colleagues and information is available via:
NGH - [email protected] or [email protected] KGH - Information is available on KNet http://kghintranet/staff/hw/we-care/pages/home.aspx
At a national level the NHS has launched an #OurNHSPeople wellbeing support package which is available for all NHS staff via https://people.nhs.uk/. It includes:
A free wellbeing support helpline, providing confidential listening from trained professionals and specialist advice, including coaching, bereavement care, mental health and financial help on 0300 131 7000, available from 7.00 am – 11.00 pm seven days a week.
A 24/7 text alternative to the above helpline - simply text NHSPH to 85258.
Online peer to peer, team and personal resilience support, including through Silver Cloud and free mindfulness apps including Unmind, Headspace, Sleepio and Daylight.
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Q11. What is the Trust process for booking taxis during this situation as I am able to travel any other way? A. At NGH, if you are finding your travel to work has been impacted by changes to public
transport please email your line manager and [email protected]. We are
aware this is an issue for some staff and therefore we have provisions in place to enable you
to continue your required hours of work.
At KGH, bookings should only be made when no other alternative is available, for the following reasons;
transportation to and from any accommodation booked to enable the colleague to remain working and if the colleague has no transport of their own
if the colleague normally uses public transport to travel to and from work and the service is no longer available
The process at KGH is as follows:-
Monday to Friday 08:30hrs to 16:30hrs – Taxis are booked via the Main Reception Desk Ext.2001
Out of Hours (i.e. 16:30hrs to 19:30hrs) – Taxis are booked via the Discharge Lounge
Ext.2838
Outside of core operating hours – Taxis are booked via Clinical Ops Manager Bleep 835
Saturday/Sunday/Bank Holidays 08:30hrs to 16:30hrs – Taxis are booked via the Discharge Lounge Ext.2838
Outside of Core operating hours – Taxis are booked via Clinical Ops Manager Bleep 835
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SECTION 6 - STAFF REDEPLOYMENT Q1. Will I be asked to work in a different area of the hospital? A. As this situation develops the Trusts may need to stop providing some services and cohort patients into specially designated areas. Where colleagues availability changes colleagues may be asked to work in different areas of the hospital in order to meet clinical requirements at the time. Q2. Can I refuse to work in an area of the hospital if I am worried? A. If you are asked to work in a different area of the hospital to where you normally work you will be provided with any necessary training and guidance to enable you to work safely. You will also be issued with any PPE that may be required. We are managing an unprecedented situation and we will be relying on the flexibility and goodwill of our colleagues to ensure patient care is maintained. We know colleagues will step up to this challenge. Q3. Will we expect non clinical colleagues to work in clinical areas? A. We may need to ask non-clinical colleagues to deploy to other areas of the hospital. Where this is the case, full consideration will be given to the nature of the work, hours, any necessary training, PPE and appropriate medical clearance to ensure colleagues are fully supported to carry out any tasks asked of them. Q4. Personal Protection Equipment (PPE) does not accommodate beards when worn with higher level masks. Can I ask a colleague to shave their beard? A. Managers should have a conversation with the individual to ascertain whether this is something that they are prepared to consider. If they are not (recognising there are a number of reasons that people have beards) then we may have to consider redeploying to an area that does not require such a high level of protection. Q5. If non-clinical colleagues are asked to support clinical areas with patient-facing tasks such as help with eating and drinking, what precautions are in place for those who have an underlying health condition? A. The Public Health England advice in place the time will be followed e.g. to maintain social distancing. Where PPE is required for tasks this will be issued with the appropriate guidance on how to use the PPE safely and correctly. Individual risk assessment should be carried out. Q6. What are the arrangements for paying colleagues who have worked overtime? A. Medical and Dental and Agenda for Change (AfC) terms and conditions will apply and as an exception until the end of June 2020 for colleagues in Bands 8a-c, the AfC terms and conditions will also be followed locally, where colleagues have been required to work additional hours to respond to the COVID-19 situation.
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SECTION 7 - HOME WORKING
Q1. Who can work from home? A. Managers will agree with individual employees where it may be possible to work from home or if it becomes necessary to ask people to work from home. This will depend on the nature of the work that is undertaken and the ability to work remotely from the hospital e.g. using a laptop. Additional laptops and the ability to use virtual meetings are being explored by IT. Q2. What arrangements will be in place for home workers? E.g. workstation assessment, keeping in touch? A. A guidance document for NGH colleagues is available on the NGH intranet (COVID-19 page) and KGH colleagues can access the guidance via the KGH intranet (#WeCare COVID-19 Staff Support page: http://kghintranet/staff/hw/we-care/pages/home.aspx Q3. If I am working from home by agreement, can this arrangement be reviewed? A. Yes, any home working arrangement is a temporary agreement and should be regularly reviewed with your manager. For example, if your usual work diminishes we may ask you to return to work to carry out alternative duties supporting in the hospital.
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SECTION 8 – AGENCY AND BANK WORKERS Q1. How can we assure ourselves that agency workers are safe to work at the Trust? A. All agencies have been/are being written to and asked to provide assurance their workers have been briefed on the latest Public Health England (PHE) advice relating to health care staff. Q2. What advice is being given to bank workers? A. Bank Partners and the internal NGH banks have written/are writing to all bank workers advising them of the latest PHE advice. Q3. What will bank workers be paid if they are required to self-isolate? A. Bank workers who have a long standing regular pattern of work at either hospital will be paid the earnings they would have been paid had they come to work. Bank workers with pre-booked shifts that have to cancel shifts to self-isolate will be paid as if they had come to work. A bank worker who has not worked for a significant time or who has a spasmodic and irregular pattern of work will not be able to claim payment if they need to self-isolate. Q4. Can we restrict locums/agency/bank workers from working at other hospitals? A. In order to protect these staff (and people they come into contact with) we would encourage colleagues not to undertake bank work in other hospitals/care settings at this time. This is to minimise possible exposure to the virus and cross infection. KGH has had an instance of a colleague working a bank/agency shift in another organisation who has had to self-isolate as a precaution due to interaction with a patient at another Trust. If individuals have commitments they do not feel they can cancel they will need to have a discussion with their line manager so they are aware of this. We appreciate there are colleagues that wish to work additional hours and we are happy to try to accommodate this and allow colleagues to work on our bank. In order to register for work please contact Bank Partners at KGH or Ext 4745, Option 2 at NGH. Q5. What booking reason should I use when requesting temporary staff?
A. The booking reasons have been updated to reflect the Absence reasons in ESR –
reference SECTION 1 STAFF ABSENCE
Q.6. Under the Job Retention Scheme can bank workers be furloughed because they
have caring responsibilities results in from coronavirus (COVID-19)?
A. No. As a public sector organisation we receive public funding for our staff costs and that
funding is continuing. The Government therefore expects us not to furlough our staff.
