Local Reps Information

NHS DIRECT REORGANISATION

On the 21st July the Executive management Board of NHS Direct launched a consultation outlining proposals to radically change the shifts and rosters of front line staff, and to make changes to working practices. The effect of which would mean hundreds of job losses, loss of rights and entitlements, and new punitive Dickensian working conditions.

Unison in partnership with the RCN engaged fully in the consultative process, submitting alternative counter proposals which would meet the main rationales for the changes. Although we were able to win minor amendments to the main proposals., we were not successful in achieving any meaningful change.

This now means that the following prospectus is faced by our members in NHS direct.

• Dismissal without redundancy for those on less than 15 hours a week
• Dismissal without redundancy for those who cannot change to the new restricted shift hours
• Dismissal without redundancy for those with flexible working arrangements who cannot be accommodated within the new shift patterns.
• Dismissal without redundancy for those with disabilities who are unable to work the new shifts.
• All flexible arrangements under the flexible working policy to be discarded, and no new submissions to be accepted.
• Dismissal and re-engagement for those who have to reduce their hours in order to stay in employment, precluding the obligations to provide pay protection.
• Paid breaks to be reduced by 50%
• New Extensive and accelerated disciplinary action for those use unauthorized not ready reason codes
• No Holiday leave in the 2 week period around all bank holidays. All bank holidays to be worked by all front line staff.
• No shifts which allow full time staff to take children to and from school.
• No shifts which accommodate reasonable daytime/night-time childcare arrangements.
• No reasonable adjustments to be made around the hours worked for staff with disabilities.

This just gives a flavour of the intentions of management, a complete and utter contempt for the nurses and advisor who have built the service into the successful organization it is now.

Our plan of action now is to support members through the implementation process, using individual grievances if necessary up to and beyond the non-executive board, and eventually to employment tribunals if justified.

Piece by Tim Savory

NHS Direct Formal 90 day consultation for frontrunner staff

On 21 July 2011 NHS Direct launched a 90-day consultation about our future frontline workforce plans. The consultation includes proposals on:

• Standard Working Practices (SWP)
• Individual staff restrictions
• Existing roster options
• ‘Roster Option' scheduling for TAL and Health Information Advisor's

The consultation documents provided below include the formal consultation paper (and its appendices) highlighting the reasons NHS Direct believe change is needed, the initial proposals, and details of the consultation process. There is also a PowerPoint presentation launch pack which includes further information.

The consultation period will include three phases:

Engagement: the launch of the detailed proposals, face-to-face briefings where possible, and the gathering of initial questions and feedback

Discussion: the debate around further questions, and the development of alternative proposals where appropriate.

Recommendations: the development of firm recommendations and firm alternatives to the original proposals.

All frontline staff are affected by this consultation, with the exception of team managers, shift managers, clinical leads, OwnHealth and agency staff.

There will be specialist teams set up in each division to undertake 1:1s and wider engagement meetings. They will be supported by a central team, which will track all meetings and ensure that the NHS Direct Organisational Change Policy is being complied with.

The local NHSD intranet site will hold all formal documentation as well as Frequently Asked Questions and a discussion area, which will be developed as the consultation progresses.

Views and comments from affected staff and staff side partners are invited before 17:00 hours on 18 October 2011, when the consultation period will close.

Views and comments may be communicated using the following methods:

• Through the agreed collective forum during the consultation period or by contacting your union representative.

• During individual and group consultation meetings with specialist divisional teams and through 1:1s with your managers.

Appendix 1 - Standard Working Practices Agreement 2007

Appendix 2 - Current Flexible Working Policy

Appendix 3 - Proposed Flexible Working Policy Draft

Appendix 4 - Initial Equality Impact Assessment

Formal Staff Consultation Paper FINAL

Launch Pack FINAL

Terms of Reference for the Collective Consultation Committee for the "Our Future Workforce" staff consultation

Your Branch and your local Unison representatives have and will continue to be working hard to put arguments together collating information and supporting members through this period. Please contact your local representative and discuss any issues further with them. As more information becomes available to us well have it here for you so please check back regularly. In the mean time the Branch advises most strongly that you seek the advice of a representative and where ever possible take a rep with you to any 1:1s where the consultation will be discussed.