Early
Implementers FAQ's -
Amicus-MSF Reps Direct
196
These questions have
been raised by members in
EI sites. The answers have
been agreed by the staff
and management secretariat
of Agenda for
Change.
Q1. What should be the
position of staff recruited
after June 1st but before
an Agenda for Change pay
band could be indicated,
should the protection
arrangements within the
agreement apply?
A. Yes the protection
arrangements should apply.
They should stop being
applicable to staff whose
posts are advertised on
Agenda for Change pay
bands
Q2. What is the
position on staff who are
seconded do they retain
entitlement to enhancements
that were applicable in the
substantive post?
A. This should be a matter
for local resolution since
the circumstances of the
secondment may vary
widely.
Q3. When some one is on
call and for example
responds to the call by
dialling in from home and
remotely solves a fault
could this count as work,
as in paragraph
2.31?
A. Yes this should count
as work.
Q4. Part time staff and
Bank Holidays, are they
entitled to a proportionate
share irrespective of the
days of the week on which
they work?
A. Yes this is covered by
the agreement.
Q5. Will there be any
national guidance on what
is " other relevant
employment" in paragraph
12.2?
A. No, it is for local
determination of what is
relevant.
Q6. Will national
assessor's roles
continue?
A. Agenda for Change does
not change this. If
national assessors are used
to assess at the point of
recruitment currently we
assume that this will
continue. If national
assessors are used as part
of JE panels they should be
trained like any other
panel member.
Q7. Are there any plans
for further guidance on
which bonus schemes comply
with the agreement?
A. There are no plans for
further guidance, but all
trusts have freedom to
introduce team bonuses.
Q8. What is the
position on staff working
more than 37.5 hours when
it is not possible to
change rotas immediately
from June 1st?
A. Staff are entitled to
the new hours from June
1st, where rotas can not be
changed until some later
point then overtime is
applicable for the balance
of hours between 37.5 and
the Whitley
arrangements.
Q9. Will there be a
national time
sheet?
A. No this is a local
matter.
Q10. Are current staff
entitled to count existing
service in paragraph 12.1
because the text refers to
" will count " implying in
the future?
A. This should be
interpreted the same as "
counts". It is not designed
to give existing staff less
favourable terms.
Q11. In section 46 in
the draft handbook there is
a footnote 7, is this
correct?
A. This is the correct
reference, it refers to the
enabling clause on local
protection
arrangements.
Q12. In paragraph 46.24
how is a spot salary
defined?
A. It has the normal
meaning of a post being
paid at a single rate with
no increments.
Q13. How should high
cost areas be
interpreted?
A. The relevant paragraph
covering this is 4.5
Q14. Can there be any
movement on the December
deadline?
A. There are no plans to
move the target date. We
should make it clear
however that the most
important thing is for
organisations to get
implementation right,
rather than force things
through too quickly.
Q15. What is the
position on overtime worked
prior to assimilation,
would payments be clawed
back?
A. There should be no claw
back of payments.
Q16. How can
transitional points ever be
eradicated?
A. Transitional points
will go automatically. This
is set out in paragraph
46.13
Q17. What is the
position for staff who
under Whitley are entitled
to higher overtime rates
than 1.5 eg on
Sunday?
A. Agenda for Change
applies from June 1st The
applicable rate for all
overtime except Bank
Holidays should be the
Agenda for Change rate of
1.5
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Organising for Agenda for
Change
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We use this to share
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Discuss Agenda for
Change
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from across the NHS at
MSFHealthSectorMembers
* Arrange to meet for an
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