If, as a manager, I am managing an employee’s sickness absence will that continue after 1st April 2019 and if so under what policy?
If, after the transfer, I move from my current role to a new role will I move to LBS terms and conditions?
Will there be a consultation if LBS are planning any make significant changes to the service in the future?
They will move to the Tweeddale Children's Centre
No this is not the intention at all. Social workers are based in the People directorate, this service will sit in the Chief Executive's directorate under Dr Imran Choudhury as Director of Public Health. There is a clear distinction in these roles although colleagues will accept that there will be joined up working to ensure the service users are afforded the best care. The skills and knowledge for a health visitor / school nurse is very different off that of a social worker and of course the reverse is true. We understand that the two roles are very different and not interchangeable but joined up working is important.
All staff should now be aware of where they are transferring
There should be no noticeable change on day one. LBS will send you a welcome letter prior to the transfer which sets out some of the more domestic arrangements, e.g reporting absence, card entry to building and other practical issues. All of the work will be carried out in advance, therefore the day of transfer should pass without any issues.
Please be assured that all colleagues will work towards a smooth and safe transition and transfer for 1st April 2019
By the Transfer Date all transferring employees will have been checked against the Disclosure and Barring Service Enhanced Check with Barred List. DBS information held by RMH will need to be transferred over to LBS to be logged onto the LBS HR system (iTrent. Sutton has a policy of carrying DBS checks every 3 years.
There are various benefits of working for LBS - we offer good learning and development opportunities, there are career progression pathways and we offer various staff
LBS will assess applications on a case by case basis, which is the same methodology used by RMH.
No, staff will not have to re-do any training. Training records will transfer across.
LBS provides good training opportunities. There is centralised funding but there is also a learning and development section within children’s services which covers specialist training.
Ensuring professional revalidation is important to us and for professionals to continue in their professions, we are discussing the mechanism for this with our Sutton Health and Care partners. Both LBS and ESTH are familiar with this process as both organisations employ staff who require registration.
On transfer LBS will operate a similar system to the one currently used by The Royal Marsden. LBS also has learning opportunities in the form of placements but these are usually shorter term.
LBS supports flexible working and discussions with line managers to ensure work/life balance are encouraged.
LBS commissions Duradiamond Healthcare to provide OH support and your OH records will be transferred to them with your permission. There is an Employee Assistance Programme (EAP) in which all staff are given 24/7 365 days per year free confidential assistance over the phone. Counselling is also available.
Yes it will continue and under TUPE conditions, the same policy will apply as is currently being used.
Staff transferring under TUPE will receive their increments in accordance with the AfC terms and conditions.
Work is being carried out on this in discussions with the unions. Currently LBS pays 45p per mile which is in line with HMRC rates, staff who work away from their base can claim their parking and mileage back. Staff who currently have access to permits for local authority car parking will continue to have these provided after the transfer.
The scheme is closed to new entrants. The existing contracts will be novated at a cost to Sutton.
It is the intention of LBS to honour the pay 2018/19 pay award and a bid will be submitted to this effect subject to agreement by the NHS.
This will be brought in from ESTH( Epsom and St Helier ) as part of the integrated governance structure for Sutton Health and Care. The interim Director of Nursing, Ellie Hayter, is currently leading a workstream on governance arrangements.
The Named Nurse for Children will report to the Head of Nursing (Children) with professional supervision from the Chief Nurse, employed by ESH and providing support and supervision to staff across SHC.
Access to legal advice for the named nurse will be through South London Legal Partnerships which is commissioned by LBS.
The Caldicott Guardian for Public Health is Dr. Imran Choudhury
LBS is already registered with the CQC and will have a registered manager and nominated individual for the Healthy Child Programme..
In respect of operational policies, existing RMH ones will be adopted in the first instance to ensure continuity of service.
Sutton Health and Care is a commitment by partners to work differently in Sutton. Although staff staff will continue to be employed by one of the partner Organisation - with Adult Community services joining ESTH and Children services joining both LBS and ESH depending upon the team - all partners have signed up to work together as one integrated team , with one ethos and one approach to provide services without organisational boundaries. Work on branding for community services in Sutton is on-going and a new logo has now been agreed.
Yes. You will only retain your NHS terms and conditions if you remain in the same role as you are in when you transfered.
LBS will apply for employer direction status so that staff transferring under TUPE will continue to have access to the NHS Pension Scheme (NHSPS). Subject to employer direction status approval all staff who transfer will retain NHSPS rights as long as they remain in the post that transferred.
LBS is familiar with this process having previously made a successful application for public health staff.
LBS is applying for an Open Directions Order from the NHS Pensions Authority in order to enable to new staff to retain/obtain an NHS Pension.
LBS’s focus is to ensure a safe and smooth transfer of services. If, after the transfer, there are significant service changes these will be co-designed with staff and any proposals will be subject to a consultation process.
Yes. We are in the process of identifying which admin staff support the Healthy Child Programme; those that do will transfer to London Borough of Sutton . The same will be true of staff in the: health visiting team, school nursing team and the children’s safeguarding team.
LBS (Sutton Health and Care) is committed to the safe and smooth transfer of services and is not anticipating any redundancies at the point of transfer.
The TUPE consultation process commenced in November 2018. A consultation document was issued by RMH and group meetings were arranged to enable staff to have the opportunity to ask any questions they have about the transfer. The consultation document contained any ‘measures’ London Borough of Sutton (LBS) propose to take. Measures refers to anything that might be significantly different from existing arrangements with The Royal Marsden (RM) e.g. if the payroll date was going to change. LBS is required under TUPE legislation to inform staff of this as part of the consultation process.
TUPE consultation meetings were held jointly with representatives from RMH and LBS and trade union colleagues were also invited to be part of the consultation process. Staff had the opportunity to have a one to one meeting if they have requested one during the consultation period.