Scenarios and responses for all staff


 Content Editor

​* Last updated 3 April
This advice will be reviewed on an ongoing basis. Changes will be highlighted on this page in red on the day they are made.

Scenarios and responses for all staff
Below you can view scenarios and responses which are applicable to ALL staff. For scenarios and responses around clinical issues, view the 'scenarios and responses for clinical staff' page.

Scenario number
​Scenario / question
​Response 
1
National guidance says that anyone – including all staff – who experiences the following symptoms, however mild, MUST self-isolate:
  • A new continuous cough and/or
  • A high temperature (37.8 and above)

How long do I need to self-isolate for?
If you experience either or both of these symptoms, please stay at home and call your line manager to make them aware you are self-isolating.

You must follow national guidance around self-isolation, which can be viewed at: www.gov.uk/government/publications/covid-19-stay-at-home-guidance/stay-at-home-guidance-for-households-with-possible-coronavirus-covid-19-infection
 
The below diagram may also be helpful in understanding how long individuals in a household need to self-isolate for:  PHE guide - what happens if someone in your family gets sick.jpg
Staff and managers do not need to contact our Occupational Health or Infection Control teams.
 
You do not need to call NHS 111 to go into self-isolation.
 
If your symptoms worsen during home isolation or are no better after seven days, use the NHS 111 online service. If you have no internet access, you should call NHS 111. For a medical emergency dial 999.
 
If you need to self-isolate, your manager will remind you that: 
  • Self-isolation means you do not leave your house
  • You should continue to check online for updates and any changes to national advice: nhs.uk/coronavirus
  • You should keep in touch with your manager, and call them following completion of the isolation period
2
My child or a member of my household has coronavirus symptoms and is self-isolating.
Please refer to scenario 1.

Please inform your line manager if you need to self-isolate. If you are well enough and able to work from home, you can discuss and agree this with your manager.
 
If you have no childcare support and you can’t work at home, you will be entitled to paid carers leave as outlined in the recent staff email.
 
3
The Government is advising people to work from home wherever possible – can I do this?
 
After the announcement from the prime minister on 23 March 2020 for people to “stay at home, protect our NHS, and save lives”, we want to reiterate and strengthen our earlier plea for all staff who are able to do so, to now work from home until further notice.

Our support services are absolutely essential to the running of our organisation and in enabling our clinical staff to effectively deliver patient care.

However, the nature of the work carried out by some support services allows more flexibility to work just as effectively from home. Therefore, in line with strict national guidance, if you have not already done so, anyone who can work from home should start doing so with immediate effect.
 
Please make these arrangements with your line manager today.

Technology like Skype for Business is available to enable meetings to continue virtually and our Informatics and IT teams are working incredibly hard to make sure teams have the equipment needed to support more of you to work from home. Please discuss any IT needs with your manager in the first instance.
 
We value the work each and every one of you is doing at this difficult time and urge you to follow the Government measures to help reduce the spread of coronavirus and help manage demand on our services.
 
Government guidance on staying at home and away from others:
 
www.gov.uk/government/publications/full-guidance-on-staying-at-home-and-away-from-others/full-guidance-on-staying-at-home-and-away-from-others
 
We understand this doesn’t apply to all staff groups and that clinical staff will need to continue to attend work to deliver services where possible.
4
When can I return to work after being tested as positive?
If you test positive or display symptoms of coronavirus, you must remain off work in line with the national guidance outlined in scenario 1.
 
5
My child's school has closed in relation to coronavirus and I need to be at home due to having no other childcare arrangements in place. 
 
If you have childcare responsibilities, please discuss this with your line manager as soon as possible. If you have no alternatives to care for your child, and if working from home is not an option because of the role you do, you will be entitled to paid carers leave.
 
Please see the recent staff email for full details.
 
6
I am pregnant or have a compromised immune system or pre-existing medical condition – what should I do?
 
The NHS will contact you from Monday 23 March 2020 if you are at particularly high risk of getting seriously ill with coronavirus. You'll be given specific advice about what to do. Do not contact your GP or healthcare team at this stage – wait to be contacted.
 
As of 26 March 2020, the Royal College of Obstetricians and Gynaecologists advise that pregnant women of any gestation should be offered the choice of whether to work in direct patient-facing roles during the Covid-19 pandemic. This choice should be respected and supported by their employers.
 
Pregnant women up to 28 weeks:
  • Offer the choice of whether to work in direct patient-facing roles or not
  • If they choose to work in these areas they should be supported to do so by minimising risk of transmission through established methods
  • If they choose not to work in these areas then other suitable alternative duties such as redeployment to non-patient facing roles or working from home should be facilitated
  • Where possible, pregnant women are advised to avoid working in higher risk areas (eg operating theatres, respiratory wards, high dependency units)
Pregnant women after 28 weeks gestation or with underlying health conditions:
  • A more precautionary approach is advised in these women who should be supported to work from home
  • Where the individual chooses to attend the workplace they must not be deployed in roles where they are working with patients.
View the guidelines in full at:
www.rcog.org.uk/globalassets/documents/guidelines/2020-03-26-covid19-occupational-health.pdf
 
7
I don't want to attend work because I am afraid of catching coronavirus.
You will need to discuss your concerns and the reasons for them with your manager.
 
The NHS will contact you from Monday 23 March 2020 if you are at particularly high risk of getting seriously ill with coronavirus. You'll be given specific advice about what to do.
 
After the announcement from the prime minister on 23 March 2020 for people to “stay at home, protect our NHS, and save lives”, we want to reiterate and strengthen our earlier plea for all staff who are able to do so, to now work from home until further notice.

Our support services are absolutely essential to the running of our organisation and in enabling our clinical staff to effectively deliver patient care.

However, the nature of the work carried out by some support services allows more flexibility to work just as effectively from home. Therefore, in line with strict national guidance, if you have not already done so, anyone who can work from home should start doing so with immediate effect.

Please make these arrangements with your line manager today.

Technology like Skype for Business is available to enable meetings to continue virtually and our Informatics and IT teams are working incredibly hard to make sure teams have the equipment needed to support more of you to work from home. Please discuss any IT needs with your manager in the first instance.
 
We value the work each and every one of you is doing at this difficult time and urge you to follow the Government measures to help reduce the spread of coronavirus and help manage demand on our services.
 
Government guidance on staying at home and away from others:
 
www.gov.uk/government/publications/full-guidance-on-staying-at-home-and-away-from-others/full-guidance-on-staying-at-home-and-away-from-others
 
8
I am a bank worker. If I do not have any shifts booked and become unwell as a result of coronavirus. Am I entitled to any payment from the Trust?
Bank workers are not entitled to receive any payment or occupational sick pay from the Trust. 
 
Bank workers may be entitled to receive an element of Statutory Sick Pay in line with HMRC guidelines and eligibility criteria.
 
If bank workers become unwell, they should report their sickness to the Trust bank team: nursebank@nwbh.nhs.uk so an assessment can be made by our Payroll provider.
 
9
I am a bank worker. I have future shifts booked and have had to self-isolate as a result of coronavirus. Am I entitled to any payment from the Trust?
Where it is clear from the bank administration system that someone had a number of shifts agreed and confirmed to work during the self-isolation period, payment will continue as though the shifts were worked.
 
10
Will I have to move to work in different specialties or locations, undertake different duties or hours, as a result of coronavirus?
Will this be permanent?


 
The Trust has tried and tested, existing plans in place to ensure we can continue delivering services safely wherever possible during this period. These plans include training, upskilling and moving existing staff to different roles as required, and we really appreciate everything you are already doing to work as flexibly as possible.

Over the coming weeks, it may be necessary to make some more staffing changes to ensure we can continue providing services safely. This means you may be asked to work at a different location, work different hours or undertake different duties from your usual role. 

We appreciate this change may be unsettling for some staff but any changes are intended to be on a temporary basis to support the current situation, and full discussion will take place with affected staff so any concerns or health issues can be taken into account.   
 
11
Will my smartcard continue to work in a different area?
 
Yes, your smartcard will continue to work and will not be affected by any change.
12
What if my travel increases due to being moved on a temporary basis?
 
You will be able to claim any increased travel through your normal claims system route.
13
If I have an underlying health condition and need to be redeployed into another area of work where the hours of service are different, (for example I work 9am-5pm and currently receive payments for enhanced working hours). Will my pay be affected?
 
These moves will only be temporary and will be to support the individual member of staff. 
 
It is not intended that staff will be financially disadvantaged if they need to move in these circumstances. When it is appropriate to do so, staff will transfer back to their original post.
14
What if I become too unwell to make contact with my manager?
In exceptional circumstances, your next of kin should make contact with your manager if you are too unwell to do so.
 
It is really important that your next of kin details are kept up-to-date within ESR. Please discuss with your line manager to make sure the correct information is stored.
 
15
I am due to retire and return to the Trust. Do I have to wait for a full 14 days before I can re-join as I am happy to support the Trust sooner?
This has been reviewed and staff who retire are now able to return to work after a break of seven clear calendar days. This arrangement is only for an interim period and will be reviewed as necessary.
 
The break in service is to comply with NHS Pension Scheme and HMRC rules. 
 
16
I have a runny nose and sore throat, or feel generally unwell. Should I be coming into work?
For staff who are unable to work from home (eg clincial staff), you only need to self-isolate if you have symptoms of Covid-19 outlined in scenario 1. Normal sickness reporting procedures apply if you feel unwell and are unable to come into work.
 
For all other staff, after the announcement from the prime minister on 23 March 2020 for people to “stay at home, protect our NHS, and save lives”, we want to reiterate and strengthen our earlier plea for all staff who are able to do so, to now work from home until further notice.

Our support services are absolutely essential to the running of our organisation and in enabling our clinical staff to effectively deliver patient care.

However, the nature of the work carried out by some support services allows more flexibility to work just as effectively from home. Therefore, in line with strict national guidance, if you have not already done so, anyone who can work from home should start doing so with immediate effect.

Please make these arrangements with your line manager today.

Technology like Skype for Business is available to enable meetings to continue virtually and our Informatics and IT teams are working incredibly hard to make sure teams have the equipment needed to support more of you to work from home. Please discuss any IT needs with your manager in the first instance.
 
We value the work each and every one of you is doing at this difficult time and urge you to follow the Government measures to help reduce the spread of coronavirus and help manage demand on our services.
 
Government guidance on staying at home and away from others:
 
www.gov.uk/government/publications/full-guidance-on-staying-at-home-and-away-from-others/full-guidance-on-staying-at-home-and-away-from-others
17
Do I need a GP fit note to self-isolate?
No, but you do need to have had a discussion with your line manager before you self-isolate.
18
How long do I need to self-isolate for?
This is outlined in scenario 1 and in national guidance circulated to staff.
19
What will I get paid when I self-isolate?
If you are working from home during self-isolation, pay will not be affected and normal pay will be received.
 
If you are unable to work, this has been discussed with your line manager, and you have been placed on medical suspension, you will remain on full pay.  This will not impact on your sickness stages or occupational sick pay entitlements. This is a supportive measure and is not a form of disciplinary action.
20
Somebody I live with or am in close contact with is unwell with Covid-19 symptoms, or is currently self-isolating as a result of close contact with somebody who has suspected Covid-19.  As a result, I have had to self-isolate. Will I get paid?
If you are working from home during self-isolation, pay will not be affected and normal pay will be received. Please self-isolate in line with guidance in scenario 1.
 
If you are unable to work, this has been discussed with your line manager, and you have been placed on Medical suspension you will remain on full pay and it will not impact your sickness stages or occupational sick pay entitlements.  This is a supportive measure and is not a form of disciplinary action.
 
If your normal role attracts enhanced payments, this will be calculated and paid based on the previous 12-week period.
21
What classes as a long-term condition?
 
I believe I have a long-term condition and have gone home, but I am not displaying any Covid-19 symptoms. Will I still get paid?
The NHS will contact you from Monday 23 March 2020 if you are at particularly high risk of getting seriously ill with coronavirus. You'll be given specific advice about what to do.
 
Do not contact your GP or healthcare team at this stage – wait to be contacted.
 
If you do not receive a letter, you will not need to self-isolate and can work as agreed with your manager.
22
I live with or have a caring responsibility for someone in the at-risk category and I do not want to come into work.
In this situation you are able to work as agreed with your manager.
 
The Government has produced guidance for those who are living with or caring for someone who has been contacted by the NHS and advised to self-isolate / shield.
 
This can be found at: www.gov.uk/government/publications/guidance-on-shielding-and-protecting-extremely-vulnerable-persons-from-covid-19/guidance-on-shielding-and-protecting-extremely-vulnerable-persons-from-covid-19

23
I have a supressed immune system. Do I need to come into work? What will I get paid if I cannot come into work?
The NHS will contact you from Monday 23 March 2020 if you are at particularly high risk of getting seriously ill with coronavirus. You'll be given specific advice about what to do.
 
Do not contact your GP or healthcare team at this stage – wait to be contacted.
 
You must discuss your health condition with your line manager in the first instance.  There may be alternative areas of work which you can support and be less at risk, or working from home may be considered. This will be agreed on a case-by-case basis.
 
If you are unable to work from home, initially you will be placed on medical suspension and this will be reviewed weekly by telephone with your manager.
24
I am on a phased return to work. Am I able to undertake any overtime or bank duties?
Phased return-to-work periods are provided to support staff health and wellbeing so the member of staff can return to their post and duties. Therefore it is not intended that staff work additional hours or bank work when they are on a phased return to work following a period of absence. 
25
If I am on a formal stage of the Promoting Attendance Procedure. Am I able to take on additional hours or bank work?
This requirement is part of the Promoting Attendance Procedure and is intended to be a supportive measure where staff have been unable to undertake their hours of duty due to absence(s). 
 
The Trust would not wish staff to undertake additional hours where this may put them under a level of additional pressure and prevent them from carrying out their substantive role.
 
A Trust decision has been taken on 20 March 2020 that any staff who are at formal stage 2 and above will not be permitted to work additional hours or bank shifts due to their own health and wellbeing. However, staff at formal stage 1 and below can undertake bank work.
This will be reviewed regularly.
26
I am pregnant and have had to self-isolate. I am towards the end of my pregnancy and concerned that if this continues, my maternity leave will automatically commence.
Self-isolation is treated as medical suspension. If this does continue into your final four weeks before the expected date of childbirth, this would not affect your maternity leave and pay. Only if you are sick with a pregnancy related illness during the four weeks before childbirth will your maternity leave and pay commence early. 

Your maternity leave will commence on the agreed date.
 
27
Who is classed as a key (critical) worker?
These staff are now referred to by the Government as critical workers.
 
For queries relating to your children, follow this link from the Government, which details information for parents and carers:
www.gov.uk/government/publications/closure-of-educational-settings-information-for-parents-and-carers/closure-of-educational-settings-information-for-parents-and-carers  
 
The Government has developed a full list of critical workers and further information is available:
www.gov.uk/government/publications/coronavirus-covid-19-maintaining-educational-provision/guidance-for-schools-colleges-and-local-authorities-on-maintaining-educational-provision
 
This includes but is not limited to doctors, nurses, midwives, paramedics, social workers, care workers, and other frontline health and social care staff including volunteers; the support and specialist staff required to maintain the UK's health and social care sector; those working as part of the health and social care supply chain, including producers and distributers of medicines and medical and personal protective equipment.
28
My child's school has advised both parents need to be key (critical) workers for a child to secure a place.  What does this mean for my family?
Refer to section 4 of the guidance form the Government: www.gov.uk/government/publications/closure-of-educational-settings-information-for-parents-and-carers/closure-of-educational-settings-information-for-parents-and-carers
29
My child's school has advised there are reduced places available and I am worried what this will mean if my child doesn't get a place, or if my child can only get cover for some of the time and this doesn't cover my usual working days.  How will I work and what will I get paid?
 
Discuss this with your line manager in the first instance as there is specific guidance already communicated in relation to caring responsibilities.
 
We acknowledge that, in addition to your day jobs, many of you are also carers for your own family members. We understand that will be playing on people's minds at the moment and want to provide some assurance that we are considering this as we prepare our Trust response to the situation.
 
We are committed to supporting you and there may be options for you to work more flexibly where service provision allows. Please speak to your line manager about your individual situation in the first instance.
 
We are asking all staff at this stage to consider what arrangements you have in place if you need to provide care.
 
Everybody's situation will be different, but planning ahead now will help both you and the Trust. There are a number of steps it would be helpful to consider. This includes the following:
 
Step one: Wider family/local support
In the event of a school or care home closure, staff are asked to consider what family support is in place to provide care; allowing them to continue to be able to work. We recognise not everyone will have a local support structure available; therefore additional options should be considered. It may be that you agree with other family members or neighbours now, who is best placed person to care for children or other family members.
 
Step two: Working from home
Where there is the ability to work from home, staff should now be agreeing with line managers to work from home until further notice. For clinical staff, line managers will consider whether it is feasible for staff to work more flexibly where service provision allows in order to balance both their work and caring commitments.
 
Step three: Special leave provision for staff with caring responsibilities
As a Trust, we don't want you to be financially penalised for following the correct national guidance when you need to provide care. We have therefore changed the special leave policy on an interim basis, specifically for Covid-19.
 
Where the first two options have been considered and are not feasible, the Trust will make sure staff who are primary carers receive paid carers leave for up to 14 calendar days (pro-rata). During this period, should your situation change, please update your team manager. At the end of this period should further leave be required it will be sympathetically reviewed.
30
I am a bank worker and will require carers leave, how is my pay entitlement calculated?
Pay will be calculated as an average of the past 12 weeks bank shift payments received.
31
My school have advised they will be working with other local schools in the area to bring children into one large place together. I don't want a place for my child if this happens.  If this happens, I am worried I won't be able to come into work. How will I get paid?
You will be asked by your line manager to put alternative childcare arrangements into place, or share this with the child's other parent/guardian. 
 
If you are the only parent or guardian, you should refer to carers' guidance in scenario 32.
32
I work part-time hours. How do I calculate how much carers' leave I can use if I need to look after a dependent?
You are entitled to two working weeks of carers leave, based on your contracted weekly hours. 

Eg if you are contracted to 24 hours per week you will be entitled to 48 hours of carers' leave in total.

If you are contracted to work 15 hours per week, you would be able to take 30 hours of carers' leave.
33
If staff want to work their hours flexibly over seven days when they would normally work Monday to Friday to lessen contact with others, can this be considered?
Yes, if this has been agreed with your line manager and a suitable location is available.  When making this decision, please be mindful of when the building normally closes.
34
Can I cancel my annual leave?

With Easter coming up, should I continue to take my planned annual leave or will I be asked to cancel this?  



With the Easter annual leave period approaching, the Trust's expectation is that staff continue to take any annual leave they had planned to take over the holiday period.  We recognise that our staff need time to rest, relax and recharge. If you are involved in work that has to continue and is service critical, your manager will have discussions about how best to manage this.

If you do want to cancel any planned leave, discuss this with your manager in the first instance. You may be contacted by your manager if the service requires a review of previously agreed annual leave.

Where cancellation of planned annual leave is agreed with your manager as a result of Covid-19 and service requirements, you will be able to carry up to one week’s annual leave forward into the 2020/21 annual leave year.

If there are no service requirements for your annual leave to be cancelled you will not be able to carry any leave forward to the next leave year.

On 27 March, the Government relaxed the Working Time Regulations (WTR) in relation to the use of statutory annual leave.  This also impacts of the rules for carrying forward any unused statutory annual leave, however, due to our annual leave year ending on 31 March it is not anticipated that this will impact on 2019/20 leave year.  

Further guidance and examples will be provided for the 2020/21 leave year.

35
The Trust is in the process of promoting the purchase of additional annual leave scheme. Will this continue?
Yes, this process will continue as this will allow more flexibility for staff and the approval of annual leave will continue to be through your line manager.

The application deadline has been extended to Thursday 30 April 2020 for staff wishing to purchase additional annual leave.

This year, only one application form is needed - there is no longer a requirement for managers to also complete a Simple SAF form. To enable this, a new application to purchase additional annual leave form has been developed and is now available to use

All requests to purchase additional annual leave will be approved following consideration of the needs of the service and impact upon other staff.
36
Given that we may not have been able to apply for the purchase of additional annual leave within the timescales, can the closing date be extended?
Yes, due to the ongoing situation with Covid-19, the application deadline has been extended to Thursday 30 April 2020 for staff wishing to purchase additional annual leave.

This year, only one application form is needed - there is no longer a requirement for managers to also complete a Simple SAF form. To enable this, a new application to purchase additional annual leave form has been developed and is now available to use

Applications received by Tuesday 31 March 2020 will be processed with the first deduction from salary made in April 2020 for a period of 12 months ending March 2021.

Applications received after Tuesday 31 March 2020 will be processed with the first deduction from salary made in May 2020 for a period of 11 months ending March 2021. Please note that deductions will be slightly higher where there are only 11 months to make repayments.

Where applications have already been submitted these will be processed even if they are not on the revised form.
37
I need a new smart card or my current smart card needs to be checked or unlocked. What do I do?
The Trust is looking to limit contact and will use the Occupational Health reception area or library in Hollins Park House, where there is room to safely do the checks with a reasonable distance between the staff.

CIS Self Service Smartcard unlock is live, enabling smart card holders to unlock their smart card themselves without having to contact their RA or manager to do this for them.

This application allows people who lock their smart card to reset it themselves without having to contact another person to reset.
The user's smart card MUST be unlocked to register on their user profile page in order to have this functionality enabled. It requires the individual to set answers to secret questions and enter their email address and an authorisation code. Further information on how to register is in this helpful guide.

If the user then locks their smart card they would open web page to request a reset.

Please note: currently only the following email address types are able to receive the reset code –  nhs.net, nhs.uk, gov.uk and mod.uk

38
Are we able to apply a modified recruitment check process where we have been asked by managers to return someone to the bank who has left the Trust?    
Recruiting staff who have retired within the last three months will require the same level of check as for retire and return.  This includes the right to work check, Occupational Health screening and Covid-19 screening.
 
If we are recruiting staff to undertake screening work, they are not required to have a DBS check as it isn't classed as providing care.
 
A friends and family bank has been introduced. More guidance will be shared in relation to the procedure, however, be mindful the employee referring needs to know the person.
39
If I have moved base to be part of the voluntary swabbing team and this is further for me to travel, am I entitled to claim excess travel?
If you have moved base to be part of the voluntary swabbing team and this is further for you to travel, you are entitled to claim your excess travel. Please see attached on how this is inputted on to the e-expenses system.
 
Please note that if you are a mobile member of staff within the voluntary swabbing team and will be travelling between patients, please contact the e-expenses team to allow your base to be changed: eexpenses@nwbh.nhs.uk
 
If you are not a mobile member of the swabbing team and have simply moved bases temporarily, we do not need to make any changes to the system for you.
40
What changes are being put into place for training during the Covid-19 situation?
In response to Covid-19, we have made the decision to cancel ALL face-to-face training until the end of April 2020, including all levels of resuscitation training and the Prevention and Management of Violence and Aggression (PMVA) training. 

We appreciate that staff will want their competencies updated, so we have extended the recertification period for Breakaways, PMVA level 2 (teamwork) and all levels of resuscitation training by an additional six months. 

For example, Immediate Life Support competence has been extended to 18 months from 12 months. 

PMVA 
  • The recertification for PMVA will be extended to 18 months. 
  • From now, on a monthly basis, all two day and four day courses will be cancelled until the end of April 2020. If we are in a similar position at the start of April 2020, with concerns highlighted above, the next month will be cancelled and so on. 
  • The decision will be made to cancel or reinstate training will be made on an ongoing basis. 
Breakaways 
  • The recertification for Breakaway will be extended to 18 months. 
  • Staff who are booked on a Breakaway course between now and the end of April, will be notified that their course has been cancelled. 
  • There is a booklet available here with hyperlinks to videos that will demonstrate all breakaway techniques, as an aide memoire. 
  • The decision will be made to cancel or reinstate training will be made on an ongoing basis. 
Basic Life Support (adult and paediatric) 
  • The recertification for BLS will be extended to 18 months. 
  • From now, on an monthly basis, all adult and paediatric basic life support courses will be cancelled until the end of April 2020. 
  • The decision will be made to cancel or reinstate training will be made on an ongoing basis. 
Immediate Life Support 
  • The recertification for ILS will be extended to 18 months. 
  • Immediate Life Support courses will be cancelled until the end of April 2020. If we are in a similar position at the start of April 2020, with concerns highlighted as above, the next month’s courses may also be cancelled. 
  • The decision will be made to cancel or reinstate training will be made on an ongoing basis. 
Non-qualified Immediate Life Support 
  • The recertification for NQILS will be extended to 18 months. 
  • NQILS courses will be cancelled until the end of April 2020. If we are in a similar position at the start of April 2020, with concerns highlighted as above, the next month’s courses may also be cancelled. 
  • The decision will be made cancel or re instate training will be made on an ongoing basis. 
Resources are available on People Direct (on the right hand side) to help maintain the relevant skills and provide additional information on all resuscitation training.

​41
​I have been abroad on holiday. Do I need to self-isolate?
​There is currently no international travel; however, the Government has advice in relation to those who have visited other countries on their website.

if you do need to self-isolate please discuss and agree this with your line manager and follow the guidance in scenario 1.
​42
​Are there any alternatives if working from home or self-isolation places me at risk?
​If you are working from home but you don’t have to self-isolate then you can come to work and if possible avoid public transport. If you need to self-isolate, please discuss your situation with your line manager, other trusted colleague or occupational health and we will consider what can be done to support you.
​43
​My usual role attracts enhanced payments but I am on medical suspension. Will these continue?
Yes you will get an average of the enhanced payment you received over the past 12 weeks paid to you for the duration of time you are on medical suspension.
​44
​I am pregnant and would like the right IT equipment so I can work from home.
You should discuss this with your manager.
Managers are asked to review the allocation of equipment/kit and reallocate as required. If you are unable to carry out your normal duties from home your manager will identify other appropriate work for you during this time.
​45
​I am pregnant and have offered to work from home in a different role, however, my normal role is community nursing and this attracts enhanced payments. What will I get paid?
​It is recognised that our staff are pulling together and happy to work in different roles from home. 

Discuss options with your manager and if working from home in a different role is possible and make the necessary arrangements to keep in contact.  Where your normal role would attract enhanced payments we will honour this based on an average of enhanced payments over the past 12 weeks.
​46
I need help with accommodation because:
 
• My family members are self-isolating and I am not able to return home
• I require emergency accommodation due to urgent response or mitigating factors
• I am a locum and require accommodation
NHS England and NHS Improvement have established a single process for NHS staff to secure accommodation at hotels within their immediate area, if they have been affected by Covid-19 in some way.
 
You must contact your manager to confirm that accommodation is required; the line manager should then liaise with our finance team so that bookings can be tracked.
 
Once approved between your manager and finance team, your manager must contact the Corporate Travel Management call centre on 01274 726424 (choosing 'Hotel team', then 'Option 1').
The following information will be required for your manager to secure the booking: 
  • Project code: NHS Support
  • Guest name
  • Telephone number for emergency
  • Email address for confirmation
  • Organisation name
  • Organisation cost code
  • Department
  • Job title
Hotel accommodation will be made available to a range of health bodies and therefore if staying in accommodation we request that where possible staff:
  • Minimise time in communal areas of the hotel including receptions and corridors to reduce risk of infection to colleagues.
  • Where possible, to limit to 1 or 2 people at a time in lifts where possible, or to use the stairs if appropriate.
Ideally eat in your room. If meals are provided within the hotel, please try to sit at tables at least 2 metres apart from other residents in any bar or restaurant.  
​47
​Has there been any discussion nationally regarding Working Time Regulations being relaxed during Covid-19? 
At present there is no update on changes to the Working Time Regulations 1998 in response to Covid-19. NHS Employers has provided advice on the need to manage fatigue and the Chartered Institute of Personnel and Development has provided a factsheet – see below links:
 
www.nhsemployers.org/covid19/health-safety-and-wellbeing/fatigue
 
www.cipd.co.uk/knowledge/fundamentals/emp-law/health-safety/coronavirus-factsheet
​48
​Will schools remain open over Easter for children of key workers?
Parents should contact their school for details, however, the Department for Education have said:

“Where possible, we would encourage childcare providers, schools and colleges to continue to look after critical workers’ children and vulnerable children throughout the Easter holidays”.

See below Government guidance:
www.gov.uk/government/publications/closure-of-educational-settings-information-for-parents-and-carers/closure-of-educational-settings-information-for-parents-and-carers
​49
​I use my car for work and it needs an MOT. What do I do?
Please follow the Government guidance outlining that MOT exemptions have been agreed:
www.gov.uk/government/news/vehicle-owners-to-be-granted-mot-exemption-in-battle-against-coronavirus
​50
Will we suspend the increments panel if training is not taking place?
The Trust has taken the decision to suspend the increments panel for three months.  

During this time any staff who were due to be reviewed or booked onto training from 1 March 2020 that has since been cancelled/postponed will automatically progress through their increments regardless of their training compliance status.

For staff who have not been compliant for a number of months or years you will not progress through increments as a result of the covid-19 situation and recent cancellation/postponement of training. You will have to await the increments panel being reinstated.

​51
​How will self-isolation be recorded on ESR?
The Electronic Staff Record (ESR) has been adapted to enable recording of Covid-19 related absence. The accurate recording on ESR of Covid-19 related absence is vital to ensure that the ongoing additional impact on local health systems is tracked throughout the pandemic.

Guides have been developed to support managers to accurately record absence related to the Covid-19 on ESR:
It is possible that staff may require more than one period of self-isolation. Self-isolation will not be discouraged, and these arrangements will apply to each period of self-isolation.
 
Where staff are able to work from home, ie they are isolating but still working, there is no requirement to record anything on ESR, as the member of staff is still working, albeit from a different location.
​52
​I have been contacted by the NHS advising that I should shield for 12 weeks.  What will I get paid for the 12 week period?
​The Trust's decision is that those who have been asked to shield for a period of 12 weeks will not be disadvantaged financially.  They will continue to receive full pay.
​53
​I have an underlying medical condition and think I am ‘at risk’ but did not receive a 12 week shielding letter. What should I do?
If you believe you should have received a letter, please contact your GP. 

If the decision is taken by your GP that you do not need to shield for 12 weeks, a discussion with your manager needs to take place, which may include alternative areas of work / working from home.  

​54
​I received a letter from the NHS advising me to shield for 12 weeks.  Can I continue to come into work?
​The Trust would like our staff to adhere to the guidance and advice, therefore not to attend work for the next 12 weeks. There may be an opportunity for you to work from home. If this is not possible your pay would not be affected as outlined in scenario 53.  
​55
​I am about to leave the Trust to take up a new role elsewhere. If my new employer is agreeable, am I able to delay my leaving date?
​Yes, this is something we would support if it is at all possible.  Please have a discussion with your line manager in the first instance.
​56
​A member of my team wants to delay their leaving date and I have already completed a SimpleSaf termination of employment form. What should I do? 
​Email nwbhworkforce@nwbh.nhs.uk to advise of the change of leaving date as soon as possible, so their employment is not terminated. 
​57
​How do I input on HealthRoster when my staff are unavailable to work due to Covid-19 related reasons?  
​For any staff who need to take time away from work due to Covid-19, please use the following unavailabilities in HealthRoster:

Sickness – Covid-19
Group: Sickness
Reason: COVID 19 – Coronavirus

Carers' leave 
Group: Other leave 
Reason: CL COVID 19- Carers Leave – COVID 19 

Self-Isolation 
Group: Other leave 
Reason: SI COVID 19 – Self Isolation – COVID 19 
​58
​I currently pay to park at work. Will this continue to be taken from my salary?   
​As a Trust, we have never charged staff, patients or visitors to park at the sites we own. However, we recognise there are a number of our staff who work at sites we don’t own, where they are required to pay for parking.

In line with Government guidance, all NHS trusts are providing free car parking to NHS staff for the duration of the Covid-19 outbreak. With this in mind, we will be stopping deductions for parking from 1 April until 30 June 2020, when it will be reviewed against the national Covid-19 situation.

You can read more about this on the GOV.UK website.

​59
​What are the tax implications for retired staff who have returned to work due to Covid-19?
​Emergency legislation has enabled recently retired professionals to re-join the workforce, through nationally and locally coordinated processes. The process was initiated by the professional regulators who wrote to all leavers within the last three years.  The Trust will request retirees have a seven-day break before they return from retirement; however we will consider exceptional circumstances for individual cases.

If staff have already taken their pension, the government is removing any restrictions on the amount of work they can do without losing any of their pension during the emergency.  

If they retired from the 1995 NHS Pension Scheme, they will no longer be limited to having to work 16 hours a week in the first four weeks after retirement.  

For staff who want to take partial retirement from the 2008 and 2015 pension schemes, they will not be required to reduce their pay in order to claim pension.  

If staff are a Special Class scheme member with the right to take their pension unreduced at age 55, they will no longer be subject to the current restrictions, called abatement, in the amount of work they are allowed to do before losing their pension between the ages of 55 and 60. This new rule will apply both to retired staff returning to the NHS and those who have already returned to work. Special Class status can be held by nurses, midwives, physiotherapists and mental health officers. 

​60
​I have had two weeks of carers' leave, however I am still unable to come into work. What will this absence be recorded as and what will I get paid?
​The Trust will support staff with paid carers' leave beyond the normal two-week period, with consideration of alternative work duties that staff may be able to do from home, which may be different to their normal duties. 

Managers and staff will continue to regularly discuss and review each personal situation as there may be some days when staff are able to come into work or work from home, eg if their partner is now on furlough and therefore able to home school the children, or if their partner’s hours of work have changed and therefore you are able to return to work but on different hours to normal temporarily.

​61
​I am currently on maternity leave / adoption leave. Am I able to work additional hours under exceptional circumstances during my leave period and still continue to receive (occupational maternity pay) OMP and statutory maternity pay (SMP) from the Trust? Or can I pick up bank work?

I don’t want to take Keeping In Touch (KIT) days, I am happy to work and not receive payment and for this to be returned as time-off in lieu when I formally return from planned maternity leave?
​The general rule about statutory maternity leave and pay is that, with the exception of Keeping In Touch (KIT) days, any work done for the employer during the statutory maternity pay (SMP) period extinguishes the employee’s entitlement to SMP from the employer for the week (or period) in which the work is done (weeks are measured from the day of the week on which the SMP period started).

The member of staff could request to ‘pause’ their maternity leave and pay. The Trust will need to review each request to pause maternity leave on an individual basis, and all such requests will be considered carefully and a joint decision made by the relevant borough assistant director and the borough-aligned senior people and OD business partner.  



​62
​I have a member of staff who has received a letter from the NHS advising them to shield for 12 weeks but they want to come into work. What should I do?
​The Trust would advise staff who have received a letter in relation to 12-week shielding to remain at home for the 12-week period. It might be possible for the member of staff to work from home or complete different work, eg contacting patients directly in relation to appointments.   
​63
​How do I assign overtime for staff who have worked extra hours due to Covid-19?
​If you have been given authorisation to add overtime to a shift due to Covid-19, please follow the steps below to correctly record this on the system. 
1. Select the shift that needs to have overtime assigned to it. From the drop-down box select ‘assign overtime’.

2. From the options below, please select the overtime relevant to the shift in question. In the ‘hours’ section, please make sure you populate the hours section with the number of overtime hours to be paid and finally select Covid-19 as the reason. Press ‘OK’. 

3. You can then finalise this shift as normal. 

​64
​I have a member of staff who advises the bus route they take has been reduced significantly and this is making it extremely difficult to get to work. In the event they are unable to get in on any given day, what would be the alternatives?
​Continue to be flexible in approach in terms of punctuality, with consideration to any work the member of staff can complete at home as an alternative. 

If the member of staff is in an apprenticeship role, consider if they are able to complete college work or other learning from home if there are days when reduced public transport means they are unable to attend work.  

Where the member of staff is unable to get to work by any other means than public transport and they find themselves unable to attend due to reduced or cancelled public transport, they will not be expected to take annual leave and would remain at home on their normal pay.  However, this situation should be reviewed regularly with their line manager and alternative hours, duties or ways of working should be considered.

​65
​I have a staff member who has to self-isolate due to a long-term condition. If they have annual leave booked during this time, do they get their leave back to use at a later date? 
​If staff member is working from home, the Trust is encouraging staff to take rest breaks and planned annual leave.  If the member of staff is not working from home due to isolation, a discussion between the employee and their manager must take place to establish if the member of staff wishes to continue to take their planned annual leave or if this is to be reimbursed to be utilised later in the year.  
​66
​Do we need to complete a return to work interview after a period of Covid-19-related self-isolation and what would be the reason for absence in the drop-down box?
​As with any absence from work, we would expect managers and staff to have a discussion upon return to work to clarify that the member of staff is safe and well to return to normal duties.  Coding of Covid-19 is outlined in the ESR guidance in scenario 51; therefore the recorded reason in the return to work interview form should match this.  
​67
​A member of staff was marked as medically suspended due to Covid-19 symptoms, however following swabbing, the test has come back negative. The member of staff is still not well enough to return to work. Should ESR be changed from medically suspended to sick leave?
If the member of staff tested as negative for Covid-19 but is not well enough to return to work, then yes – the medical suspension should be changed to sickness for the whole period of leave.


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