Exception reporting

As tomorrow is the day when many Junior Doctors go onto the new imposed contract I thought I would flag up some useful BMA information regarding exception reporting. I have previously blogged about this with regard to the role of the Educational Supervisor which you can search for. Exception reporting will allow Junior Doctors to quickly and easily flag up if your actual work has varied from your agreed work schedule.

See work schedule.

Access full guidance on the the junior doctors contract at  Junior Doctor Contract 2016.

Step by step guide for Junior Doctors

https://www.bma.org.uk/advice/employment/contracts/junior-doctor-contract-2016/exception-reporting/step-by-step-guide

Full  details

https://www.bma.org.uk/advice/employment/contracts/junior-doctor-contract-2016/exception-reporting

Exception Report Flow Chart: Safe Working Issue

file:///C:/Documents%20and%20Settings/gJFIRTH/My%20Documents/Downloads/Exception-reporting-flowchart-safe-working.pdf

Exception Report Flow Chart: Training Issue

https://www.bma.org.uk/advice/employment/contracts/junior-doctor-contract-2016/exception-reporting/flow-charts

Work schedule review flow chart

file:///C:/Documents%20and%20Settings/gJFIRTH/My%20Documents/Downloads/Work-schedule-review-flow-chart.pdf

From NHSE please note

I note also on the NHSE website a circular dated March 30th which informs employers of the changes to the cash floor for some F2 doctors on the 2016 contract under transitional arrangements. It states   :-

Foundation Year 2 (F2) trainee doctors who are taking up a new post under the new contract in April 2017, and whose cash floor would have been based on an un-banded basic salary, will now have their cash floor uplifted to 40 per cent (1B) banding.”

See

http://www.nhsemployers.org/~/media/Employers/Publications/Pay%20circulars/FINAL%20Pay%20and%20Conditions%20Circular%20MD%2022017.pdf

 

 

 

NHS Employers survey on shared parental leave

 

Employers are expected to submit to the survey to NHSE by April 11th. See

http://www.nhsemployers.org/news/2017/03/fathers-and-the-workplace-survey

The questions being asked are:-

Do you have a shared parental leave policy? If YES how is this communicated?

Do you monitor the take-up of shared parental leave by male and female employees?

What current working arrangements do you have in place to help fathers fulfill their caring responsibilities for children of all ages? 

  • Part time hours
  • Flexible hours
  • Home working
  • Compressed hours
  • Career breaks
  • Mobile working
  • Job shares
  • Annual leave purchase
  • Annualised hours
  • Term time working
  • Sabbaticals

Are there are any employment-related barriers for fathers sharing caring roles more equally?

What social or attitudinal barriers exist for fathers in the workplace which need to be challenged?

What role can Government, employers and other stakeholders play in overcoming these barriers?

What policy or legislative changes would be most effective in supporting fathers to fulfil their caring responsibilities?

I personally think it would be useful for both the employee representatives and the employees know how their  Trust or other employer  answers these questions for the NHSE survey and the answers sent to all the union representatives.

 

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