Travel
Q: What does Mersey Care consider reasonable distance to travel for work?
A: This is not prescriptive and is based on reasonableness i.e. how far does the colleague currently travel for work, individual circumstances etc. Each case would be considered on its own merit. Payment for any excess mileage incurred would be made in accordance with Agenda for Change terms and conditions of service. This rate is 30p per excess mile from 1st January 2023 and would be payable for a period of up to four years provided that you do not change your contractual status in that time.
Q: Is it possible to work from a different base to the team that you are being redeployed to if travelling is an issue?
A: This would be an operational decision based on balancing the needs of the service and patients and the individual's circumstances.
Pay
Q: How long is pay protected if de-banded?
A: If a colleague is moved into a job that is one band lower as a result of the organisational change, their pay is protected. The period depends on the start date of the employee.
Pre 2011 it would be protected for two years, post 2011 it would be protected for one year. Please refer to the Trust Organisational change policy for further information (appendix 2, HR19).
Q: Are pay increments honoured if de-banded?
A: Protection will be on a 'marked time' basis. This means the colleague’s salary will be frozen with no cost of living increases until such time as the new pay band meets the old salary (appendix 2).
Redundancy, retirement and pensions
Q: What are the redundancy and retirement options?
A: MARS is not currently being offered. Redundancy will only be considered if you are unable to be redeployed.
Q: Is my pension protected?
A: Staff can apply for pension pay protection. This is explained in Organisational Change policy HR19, page 24.
Staff support
Q: What support is available for staff during this period?
A: Management to explore priority access to Occupational Health services.
Q: Can I have union representation?
A: Yes, and some unions will support new members. For further information, visit Staff Side.
Roles and redeployment
Q: Can I have dual employment within Mersey Care?
A: Individual consultations will be required for staff holding multiple roles.
Q: Will there be competitive interviews for roles?
A: For any role you will have to complete a suitability interview, which is not to the level of a normal interview. There will only be competitive interviews if there are multiple ‘At Risk’ internal applicants applying for the same role.
Q: Will there be the option for flexi agreements?
A: We are happy to consider this and can discuss in your one-to-one.
Q: As a community matron, the requirement for a full masters was not in my original job description. Therefore, can I apply for equivalent roles as part of the redeployment process that now request this as essential criteria?
A: We are committed to keeping staff at the grades they are currently on and changes in the qualification criteria should not mean staff are exempt from similar roles. We currently have staff working within the division in similar positions and are working towards their qualifications. We support all staff to apply for roles that they have the right skills and experience for, with the expectation that, depending on the specific role they may need to commit to undertaking the required qualifications as soon as possible and no longer than three years.
Q: Can I apply for any admin roles across the Trust?
A: Yes, Long COVID staff can apply for any suitable admin posts and assume that they are substantive permanent positions even if they have been advertised as full time or secondment. The only caution to this is if the post is required to cover a temporary gap in service such as maternity leave, or the service is a short term pilot or has the potential to be decommissioned. In these cases, they shouldn’t be considered as permanent. Please also be aware that we are due to commence a review of all admin posts (Clinical Support Services Review).
Q: If a redeployment opportunity becomes available on Trac and is a secondment / fixed term, is a permanent contract still honoured once the fixed term / secondment opportunity ends?
A:The Trust Organisation Change Policy (HR19) says the following:
Redeployment into fixed term contracts - a redeployee may be considered for a fixed term contract (including secondment opportunities) through redeployment. When the fixed term contract expires without being renewed, the colleague will re-enter the redeployment process three months before the end of the contract.
Q: If I am interested in a post, do I have to apply through trac?
A: Staff who are at risk do need to “apply” for posts on trac, however they only need to complete the basic information rather than a full application which is outlined in the organisational change policy:
All applications from at risk colleagues will be given priority over internal and external candidates and will be assessed in line with requirements of the role. All other applications received will be placed on hold until a decision is made following the suitability discussion.
A full application is not an essential requirement, the minimum information that is required for an expression of interest includes:
• Personal details
• Details of current job role
• Supporting information – here the colleague needs to demonstrate how they meet the essential criteria for the role
• Equal opportunities monitoring information.