HR Guidance and FAQsNo. Theme Question Answer PUBLISHED209 Shielding Please can you send more comms about staff who have

been shielding as there seems to be a lot of misunderstanding even amongst managers and it is very worrying. The guidance is there for people to read but instead some are just assuming that shielders have to return to the workplace because shielding has ended, even if they can be supported to work from home. Please include this in a covid update.

All staff who were shielding have completed a return to work form, these stated clearly that clinically extremely vulnerable staff should work from home wherever possible, where their role meant that they were unable to do this, they should work non-clinically or with covid negative patients. This message has been repeated in the operational bulletin as restrictions across the region have changed. Any staff who are concerned about their safety should revisit the individual risk assessment with their line manager, an updated version can be found here:https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

07/10

208 Working from home/costs

Will the trust be supporting staff with costs incurred with working from home?  Such as personal mobile phones due in the covid-19 pandemic ? When will the trust make working from home equipment available to staff working from home?

Individuals working from home should discuss their equipment needs with their line manager so that resources can be appropriately prioritised within their CSU and across the Trust. Some systems can be accessed using a non-Trust device (eg a home desktop) and the home working guidelines provide further details. Teleconference facilities such as Microsoft Teams are available as an alternative to using personal telephones.  We wish to reassure you that the IT department continue to source additional equipment and deliver strategies to support more and more staff to work from home, both now and longer term. Other than in exceptional circumstances, agreed in advance with manager and HR, expenses for working from home are not applicable.

02/10

207 Test and Trace I am in one of the risk groups and I have been informed that I one of my colleagues has tested positive via test and trace, what should I do?

All staff who have been in contact with a colleague who has tested positive will be asked to self-isolate for 14 days from the last contact and will also be offered a COVID-19 test.

If you have any questions about any of these points please contact anna.edgren-davies@nhs.net

17/9

206 Risk assessments

I’m confused about who needs to complete a risk assessment, what do I need to complete?

The latest information can always be round here: https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

A risk assessment should be completed for anyone who is at increased risk if they catch COVID-19

GroupDefinition Action

Clinically Extremely 

See the list of conditions Complete:

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Vulnerablehttps://www.nhs.uk/conditions/coronavirus-covid-19/people-at-higher-risk/whos-at-higher-risk-from-coronavirus

Guidance for extremely clinically vulnerable staff

 https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

Clinically Vulnerable

See the list of conditions:

https://www.nhs.uk/conditions/coronavirus-covid-19/people-at-higher-risk/whos-at-higher-risk-from-coronavirus

Complete:

Individual Risk Assessment

https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

Pregnant staff Staff who are at any stage of pregnancy

Complete:

Pregnancy assessment

https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

Risk groups BAME staff over the age of 55

White staff over the age of 60

Male staff over the age of 50

Staff with a BMI greater than 40

Complete:

Individual Risk Assessment

https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

The test and trace process is the same for all staff regardless of whether or not they are in a risk group or have an underlying health condition. The most up to date information

can always be found here: https://www.leedsth.nhs.uk/covid19/staff-testing/

205 Covid Compliance

I’m worried that my workplace isn’t COVID secure, what should I do?

All clinical areas should have completed the IPC Board Assurance Framework, which ensures everyone is complying with the Trust’s safety measures. Every non-clinical area should have a Workplace Assessment to ensure social distancing and safety measures are complied with.

Every member of staff should regularly review the information provided by Occupational Health on the latest groups identified as at risk for COVID-19. Where there are any changes to your risk group or health, you should complete or review an individual risk assessment. Further information can be found here: https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

In addition every member of staff should make sure they are complying with hand washing, social distancing, cleaning and PPE measures, including the wearing of face masks.

17/9

204 Childcare support

My child has started school, I’m worried they’re going to be sent home when other children are ill, how will work support me?

The Government has released guidance about managing COVID-19 in schools, which can be found here: https://www.gov.uk/government/publications/actions-for-schools-during-the-coronavirus-outbreak/guidance-for-full-opening-schools#section-1-public-health-advice-to-minimise-coronavirus-covid-19-risks

Schools will follow the principles of test and trace, which means that if a child tests positive, any children they have been in close contact with will be sent home and asked to isolate for 14 days.   Where a child has been sent home because they have been in close contact with someone who tests positive, the rest of their household do not need to self-isolate, unless they display symptoms.

We recommend that all parents of young children have a plan in place for how they will manage looking after young children who have to self-isolate or are ill and discuss these with their line manager.  There may be opportunity to manage workloads across teams to support team members who have to manage childcare.

The Unplanned Absence Procedure provides information on how to manage this type of absence and should be used to help managers and staff discuss options.  The following options can be considered:

Working from home

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Lieu time17/9/20 Annual leave

The HR team can provide further case specific advice where required.

203 Testing A member of my household has symptoms of COVID-19, how do I get them a test?

Tests are available for all staff and any of their household members, including children, who are displaying symptoms of COVID-19. These can be accessed here: https://www.leedsth.nhs.uk/covid19/staff-testing/

17/9

202 Public Travel I’m worried about travelling on public transport, what can I do?

The most up to date guidance on travel on public transport can always be found on the Government’s website: https://www.gov.uk/guidance/coronavirus-covid-19-safer-travel-guidance-for-passengers

At present, the Government is advising that face coverings must be worn on public transport and when within transport hubs.  There is no additional advice on restricting travel for individuals who have been shielding or within areas with local lockdowns.

The Trust’s information on travel and car parks can be found here: https://www.leedsth.nhs.uk/covid19/latest-guidance/travel-and-car-parking/

Car parking will remain free on hospital sites until the end of September, when further information on parking arrangements will be shared.

In extreme circumstances managers have discretion to pay for taxis for staff.  This is managed case by case and is dependent on individual and service need.   More information can be found here: https://www.leedsth.nhs.uk/covid19/latest-guidance/travel-and-car-parking/#taxis19

17/9

201 Local restricted areas

I live in an area where local restrictions are in place and am Clinically Extremely Vulnerable, should I come to work?

The Government’s guidance states that: “People living inside and outside of these areas can continue to travel in and out for work. Workplaces must implement COVID-19 secure guidance.”

The guidance also states: “Clinically extremely vulnerable people are no longer being advised to shield from 1 August for the areas covered by this guidance.”

https://www.gov.uk/guidance/north-west-of-england-local-restrictions-what-you-can-

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and-cannot-do

This means that all LTHT staff can continue to come to work, even if they live in an area where local restrictions are in place and are Clinically Extremely Vulnerable.  This guidance is regularly updated by the Government and any changes will be shared with staff.

It is really important that you have completed and reviewed your risk assessment with your line manager to ensure you can work safely on Trust premises.

https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

200 Shielding staff What is the current guidance for shielding staff? We have reviewed the recent updated Government guidance for staff who live in areas with local restrictions in place:

https://www.gov.uk/guidance/north-west-of-england-local-restrictions-what-you-can-and-cannot-do

In line with this all staff who live in these areas, including staff who are clinically extremely vulnerable, can now work on our sites provided social distancing and safe working measures are in place.

Following conversations with managers and staff, everyone is reminded:

1. All LTHT staff and members of their household, including children, who are symptomatic can have a test through our staff testing service – our laboratory has capacity to do these tests.

2. The best way to reduce the spread of COVID-19 in the workplace is by compliance with social distancing, cleaning and PPE guidance.

3. All staff should regularly review the information on risk groups and risk assessments found here: https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

17/9

199 Quarantine/ I’m a junior doctor and I have to undertake a period Yes, you should arrange to swap your on call/OOH commitments. 15/9

foreign travel of quarantine following a trip abroad, I am due to be on-call/undertake out of hours duties during the quarantine period, do I need to swap out of these shifts and re-provide at another time?

198 Quarantine/

foreign travel

I have a period of quarantine following travel abroad and my manager has been able to facilitate work for me to do remotely. What pay will I receive whilst working from home?

Staff working from home for a period of quarantine from 1st October, will receive basic pay only. Therefore shift enhancements will not be paid.  On-call enhancements will also not be paid if the on-call commitment cannot be undertaken remotely.

15/9

197 Risk assesment

I have a Junior Doctor rotating into my team that is extremely clinically vulnerable, what do I need to do?

The Trust will write to all trainees in advance of them joining to ask if they believe they fall into one of the risk categories for Covid19. If they do, the CSU will need to undertake a risk assessment and OH referral if required. Once it is determined what duties they can perform, Deployment/Medical Staffing/PGME need to be informed and an actual work schedule and roster will be issued. If the actual pay for the adjusted rota is less than the rota they would have joined pre COVID, pay protection will apply for the duration that the risk assessment outcome applies.

15/9

196 Pregnant Staff I am a pregnant nurse, current guidance is that I should work from home after 28 weeks. Is this still the case even if shielders are returning to work?

The advice is that Women more than 28 weeks gestation should not be in a patient facing environment and women of any weeks gestation that have an underlying heart or lung disease should seek advice from Occupational Health before returning to work. Pregnant staff who have been shielding should be supported to work from home where ever possible. Discussion with your manager prior to 1st August will help allay any concerns you may still have and an individual Pregnancy assessment form called Pregnancy Assessment and Guidance Document should be completed regardless of working on or off site. The full guidance is available here;https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/

195 Shielded Staff Shielded staff are due to return on the 1st August, will it be safe for them to return to patient facing

All staff should have been sent an updated email on the latest position concerning staff that are shielding. The full guidance is available here; Return to work for Staff who have

roles in potentially high risk areas (e.g. ITU & A&E). What will happen to other staff who are in a medium risk category for a health condition who have been redeployed from those areas - will they also return?

been Shielding document

The expectation is that from the 1st August, staff who have been shielding will be supported to continue to work from home wherever possible; if not possible, there are specific risk assessments which they should work through with their line manager to ensure they return to work safely.

The needs and risks of the three at risk groups is different and the Return to work for Staff who have been Shielding document should steer the conversation with managers.

Control measures are in place in all CSU’s. which we hope will give reassurance to those who may still have some concerns.

194 Pay-additional - I have finished shielding and following the outcome of a risk assessment with my manager I am now doing alternative duties which don’t attract enhancements. Will the payments for enhancements continue as they did throughout the shielding period?

Yes, the Trust has agreed that enhancements will continue for shielding staff who are undertaking alternative duties following a risk assessment. This may be subject to review in the future and further communication will be shared if it changes.

04/09

193 Pay-additional A staff member who normally does not work on a Bank holiday voluntarily gave up their Easter bank holidays and agreed to work;their partner now has symptoms so the household are in 14 days isolation and they are unable to attend work over Easter, is the staff member entitled to their bank holidays back?

- If they have received payment for the bank holiday that they were scheduled to work then they will retain the bank holiday allowance.

04/09

192 Shielding-Phased return

Is there a requirement for a returning Shielder to have a phased return?

If the employee has requested a gradual introduction back into the workplace the line manager should initially check if they have been ill with their underlying health condition whilst shielding. If so a phased return may well be appropriate. A conversation should then take place between the returning shielder and their line manager. If the returning shielder has not taken any annual leave whilst they have been shieding then consideration should be given to using Annual Leave in the first instance to do a maximum of a 4 week phased return. If Annual leave has been taken whilst shielding and the shielder requests a phased return. A plan for the phased return should be developed which progressively increases the hours of work over a 2- 4 week period. If it is felt a phased return of longer than four weeks is required,then a

04/09

referal should be made to Occupational Health to assess the employee's wellness and fitness to be in the workplace.

191 Working Conditions

Are changes in working conditions solely due to the covid-19 pandemic (such as additional exposure to hazards and increased unpleasant working conditions) grounds for Agenda for Change job band re-evaluation?

We recognise that many staff are working differently to respond to the Covid-19 pandemic, which may mean being in different environments to normal. Staff who move from a non-clinical to a clinical based area have done this through agreement with their manager to support our patients and clinical staff, it is therefore not a contractual change which requires a move to a different job description. Staff who are contracted to be in clinical roles, have job descriptions that already acknowledge working conditions with patients and therefore the occurrence of Covid-19 does not require job descriptions to be reviewed.

04/09

190 Self Isolation Do staff members retain the right to public holidays when self-isolating or shielding?

For staff who work in departments which normally close on bank holidays, self-isolating or shielding staff who would normally be scheduled to work on the day the bank holiday falls should book annual leave as they would do usually.

For staff who work in departments which normally continue to provide a service on bank holidays self-isolating or shielding staff would retain the bank holiday as part of their inclusive annual leave entitlement as is usual.  If self-isolating or shielding staff chose not to be available for work on the bank holiday they should book annual leave in the normal way.  Shielding staff are reminded of the need to regularly take annual leave in accordance with normal Trust policies and procedures in order to facilitate their health and wellbeing.

07/07

189 Public Transport

I've had a number of staff members raise concerns about getting to work using public transport. As the capacity of buses has been reduced to allow for social distancing this has led to some arriving to work late as they cannot get on the first bus that

At this moment we are not aware of proposals to give prioritiy, however, if this changes will will communicate this. Attached is some information from First Bus, which might prove useful. Where staff are experiencing difficulties with public transport we would encourage them to have conversation with their line manager to consider whether changes to start and finish times are practicable

03/07

arrives due to them being full. I just wondered if there were any discussions on going with the public transport network/city council regarding this to see if NHS staff could be given preference at boarding?

in order to avoid travelling at busy times.

188 Car Parking Will staff without permits still be able to park onsite after the end of June? Alternatively, will further car parking permits be made available?

Parking is free for staff until the end of July (car parking updates will be posted in the Covid -19 email that is sent out)

03/07

187 Car Parking Could free on-site parking continue for staff working on weekends after 30th June 2020 if key worker letters are displayed?

Parking is free for staff until the end of July (car parking updates will be posted in the Covid -19 email that is sent out)

03/07

186 Car Parking When will applications for car parking permits be open again?’

At this moment this is not known. We have completed transferring all current permit holders onto a new system.  We now have to transfer the current waiting list over before we can start accepting new applications.

03/07

185 Face Masks Do you have any masks without the metal bit as I have had an allergic reaction to it - I am already known to have a metal allergy.  Thank you.

Putting an additional barrier between  the metal strip  and your skin should prevent a contact allergy such as nickel. Please refer to document Prevention and treatment of skin breakdown associated with the use of facial PPE https://www.leedsth.nhs.uk/assets/b7dbbe3480/v3-Prevention-and-Treatment-of-skin-breakdown-associated-with-the-use-of-facial-PPE.pdf . Using a foam dressing, tape to provide that additional barrier should remove the direct contact, order details for your manager are included in the guidance.

03/07

184 Antibody testing

I have seen a report in the media regarding medical staff being refused life insurance following a positive antibody test. Would any test result be included in my medical record?

All Results will be reported back onto the Trust Telepath System and then on ICE and PPM.  Therefore there will be an electronic record of the result of the antibody virus test.  For further advice on life insurance, please see BMA advice here

03/07

183 Staff Testing I am just wondering who follows up and informs the staff member of the result of their Covid swab when they have developed symptoms whilst on a clinical shift, isolated and been swabbed prior to going home to isolate?

Employees will be contacted directly by the COVID results team, either by call or text to be informed of their swab test result

03/07

182 Antibody Testing

As a Leeds medical student not currently on placement, am I able to receive the antibody test?

At this moment we do not have a process to test medical students for antibody tests as our testing process is still being developed.  However, we are intending that antibody tests will be available to all on-site contractors, students and agency staff in the future

03/07

181 Antibody Testing

When is antibody testing available to NHS staff ? At the present moment, we are not able to confirm when all LTHT staff will be able to access an antibody test.  We are currently piloting the process in a number of CSUs and are looking to increase the number of tests which can be conducted as weeks progress.  The situation is changing rapidly so please refer to the Daily Covid briefing for updates

03/07

180 Antibody Testing

There appears to be conflicting information as the covid update states contact your team to book an appointment, however the recent faq's state the process is still to be communicated. Please will you clarify the Trust's current position with regards antibody testing?

At the present moment, we are not able to confirm when all staff will be able to access an antibody test.  We are currently piloting the process in a number of CSUs and are looking to increase the number of tests which can be conducted as weeks progress.  The situation is changing rapidly so please refer to the Daily Covid briefing for updates.

03/07

179 Corporate Induction

Do you have any idea when the Trust Induction days will be re-commenced, now that the social distancing rules have been relaxed?

We are currently unable to deliver a face-to-face induction but hope to resume this as soon as social distancing is no longer a requirement and the meeting rooms in Gledhow become available again. All mandatory training usually covered in induction is shared with new starters ahead of their start date and the current e-induction also includes a personal welcome from Julian. We continue to recommend a full local induction for any new starters.

03/07

178 Annual leave Even though the numbers have not been as high as perhaps predicted some CSU's (Crit Care, Respiratory etc) have been incredibly busy. Will there be allowances to carry annual leave over into the next financial year?’

We recognise that a lot of our services have been incredibly busy during Covid-19. However annual leave provides an important opportunity for staff to rest and recuperate to maintain their health & wellbeing. Therefore there is not currently any planned provision to carry more annual leave than the current guidance already allows for into next year. Staff should be taking leave regularly throughout the year and planning this with their manager to ensure

03/07

they have appropriate rest. Where managers feel they are unable to authorise annual leave requests due to service need, this should be escalated to their Senior HR Business Partner as soon as is practicable.

177 Child Care My usual childcare for the school summer holiday period is not going to be opening, what should I do?

Where usual childcare provision is not available, staff should consider whether there are any other suitable alternatives available to them. Where there is no childcare, individuals should be having discussions within their family unit about how they will share the childcare and also within their teams about how they will manage annual leave to support everyone in the team and our patients.

03/07

176 Weather I am concerned that during the hot weather staff are no longer able to use fans within the office area due to IPC guidance that is could potential pass on the infection to others is someone is asymptomatic. However, we have been told previously to assume everyone could be potentially asymptomatic. I'm worried as some windows in the old buildings do not open far to let in air and we do not have the luxury of ventilation or air conditioning that we are potentially putting staff health/safety/well-being at risk.

Updated guidance on the use of fans and where they can be used safely has been provided in the Daily Bulletin on 24 June 2020. Please see the bulletin for details.

26/06

175 Hospital Visits When will visiting be allowed again? The Trust's visiting guidance was updated on 12th June and is available here: https://www.leedsth.nhs.uk/assets/2b04cc11a6/16-06-Visiting-guidance.pdf

26/06

174 Face Masks How would you decontaminate your hands when exiting the building if you removed your mask at the exit?

Alcohol gel dispensers are available at the main entrances in each wing 22/06

173 Face Masks Will masks be provided at entrances for staff to wear upon arrival to work?

Yes, this is being addressed and rolled out across the Trust 22/06

172 Face Masks We have been informed that as of the 15th June we will all have to wear masks all day long, I work in an office and I suffer with asthma and hay fever, I wear

Some people with asthma do wear masks routinely without difficulty. However, each case will have to be considered individually, depending on how the staff member responds to wearing a mask. If an individual has difficulty wearing a

22/06

a mask to and from work as I use public transport and I find this hard for breathing, I have agreed to wear a mask outside the office but with my breathing problems I'm extremely worried if I'm told I have to wear it all day in the office. I don't want to have a asthma attack because I cannot breath properly, please can you advise.

mask, please see the advice above about using the Workplace Assessment Tool to reduce or minimise the requirement to wear a mask. Advice on an indivdual basis is available from Occupational Health.

171 Face Masks Given that scientific studies advise against the unnecessary use of face masks,as they offer 'little to no protection', why are they mandatory as of the 15th June?

The requirement to wear face masks in hospital buildings has come from the Secretary of State as part of the NHS recovery plan, allowing services to resume. The use of face masks, along with other measures such as social distancing and hand hygiene, all help reduce the risk of spread of the virus. All visitors and outpatient are also required to wear a face covering and the reason is to reduce the risk of spread from the wearer.

22/06

170 Face Masks Do all staff have to wear masks at work? Staff do not have to wear a face mask when it is possible to adhere to the 2 metre social distancing requirement. For all individuals, their line manager should use the Workplace Assessment Tool and work with the individual to remove or minimise the requirement to wear a mask. This can be done by ensuring the individual can work more than 2m away from other individuals, e.g. in a single occupancy office, in an office with appropriate social distancing or by working from home. Wherever possible, staff who have to wear masks routinely should be given opportunities for regular breaks in areas where social distancing can be maintained and therefore they can remove their masks. If you have any concerns about this you need to speak to your line manager in the first instance. If you still feel uncomfortable contact Occupational Health

22/06

169 Face Masks Where can I find info about wearing face masks Guidance and FAQs are available here; https://www.leedsth.nhs.uk/covid19/facemask-guidance/

22/06

168 Car Parking Why is the Thackray Medical Museum car park no longer free for staff? I fully understand it is a charity but surely there will be minimal visitors (if any) using it and therefore it will be sat empty all day leaving staff struggling to find parking if they arrive to work later than 8.10am and possibly having to resort to using public transport?

Unfortunately, the Thackray Museum is not part of the Trust and we have no control over their car park.  They took the commercial decision to re start charges, and although we did discuss other options, this was their decision.  There are still a few spaces in the multi storey at that time of day, as well as other parts of the St James's site.  We do acknowledge that as activity starts again, car parking is becoming more difficult, and it is being kept under regular review.

22/06

167 Test & Trace I am a manager who manages a team where one of them has tested positive for COVID19. Do I need to send all of the staff who were on the same shift home?

The line manager will need to complete the contact tracing process with the healthcare worker who has tested positive. This includes identifying any people that you have had close contact with in the 48 hours before symptom onset. As part of the contact tracing process the manager will need to alert those colleagues that are a contact and complete a risk assessment to see if they have to be excluded at work. Every attempt will be made to maintain confidentiality

22/06

166 Test & Trace I have had to isolate before and have never developed symptoms or tested positive. I have been contacted by the Test and Trace team to be informed that someone I have been in contact with has tested positive for COVID19. I think I must be immune so do I still need to isolate?

At this present time, not enough is known about the virus to determine if anyone has virus immunity. Therefore, at this present time you would need to isolate.

22/06

165 Test & Trace I have been contacted by Test and Trace team to be informed that someone I have been in contact with has tested positive for COVID19. But I have already had COVID19. Do I still need to isolate?

Yes. There is no guidance which states you cannot contract COVID19 more than once, so even if you have had the virus previously, you will still need to isolate.

22/06

164 Test & Trace Where I work, we all wear PPE. If someone I work with tests positive should I isolate for 14 days

According to Government guidelines, if you work with someone who tests positive, but you were wearing PPE during that shift, current guidance states that does not count as “contact”. Current advice states that “contact” is defined as: • being close to someone who has tested positive for coronavirus (COVID-19) anytime from 2 days before the person was symptomatic, up to 7 days from onset of symptoms. Contact can be one of the following criteria; • sexual partners or people who spend significant time in the same household as a person who has tested positive for coronavirus (COVID-19) • a person who has had face-to-face contact (within 1 metre), with someone who has tested

22/06

positive for coronavirus (COVID-19), including: being coughed on, having a face-to-face conversation, or having skin-to-skin physical contact, or any contact within 1 metre for 1 minute or longer without face-to-face contact • a person who has been between 1 and 2 metres from someone who has tested positive for coronavirus (COVID-19) for more than 15 minutes.• a person who has travelled in a small vehicle or on a plane near someone who has tested positive for coronavirus (COVID-19).

163 Test & Trace I have just heard that someone I work with has tested positive for COVID19. Should I now isolate for 14 days in accordance with government guidance?

If the colleague is confirmed as COVID-19 positive you will be contacted as part of the test track and trace process which, if it is a healthcare worker, will be led by the line manager of the positive employee. You should not isolate unless you are instructed to do so. Local Public Health experts will contact NHS Trusts to advise on the required steps if a member of staff tests positive at a community testing site.

22/06

162 Test and Trace My colleague has told me they have symptoms and I worked with them for the past couple of days. Should I isolate for 14 days in accordance with government guidance?

If the colleague is confirmed as COVID-19 positive, you will be contacted as part of the test track and trace process which if it is a healthcare worker will be led by the line manager of the positive HCW. Until confirmation of a positive result, you do not need to self-isolate. You should avoid individuals who are at high-risk of contracting COVID-19, for example, take extra care in practising social distancing and good hygiene and watch out for symptoms and wear a surgical face mask when at work.

22/06

161 Test and Trace I have heard that we can now get an Antibody test. How do I get one?

Work is underway to make Antibody testing available to everyone in the Trust.  Within the next few days, we will communicate the processes as to how clinical and non-clinical staff will get tested. For clinical staff, it is intended that we will follow a similar process as we do for flu vaccination with peer to peer phlebotomy in clinical areas. For non-clinical staff, we are still working through the logistics of how we can facilitate those staff to get tested taking into account safe social distancing.

22/06

160 Antibody Testing

If I am found to have previously had COVID19, will I be moved to hot areas in the Trust?

No. Even if you inform your manager that you have had an Antibody test and tested positive for having had the virus, this will no impact on where you are deployed within the Trust.

12/06

159 Antibody Testing

Am I required to inform my manager of the results No. This is confidential to you and there is no requirement to inform your 12/06

of my Antibody test? manager of your results.

158 Antibody Testing

Will my manager be informed of the results of my Antibody test?

No. This information is confidential and will not be disclosed without consent. You should note however that colleagues within your CSU will be potentially entering /accessing personal details to complete the ICE request for you to undertake the antibody test.

12/06 UPDATED 25/06

157 Antibody Testing

Am I required to have an Antibody test? No. Antibody tests are voluntary. 12/06

156 Antibody Testing

What does the antibody test consist of? Is it a nose and throat swab like the Coronavirus test?

The Antibody test requires you to have a blood sample. Therefore you will be expected to attend an appointment with a healthcare worker who will take your blood sample and send it for testing.

12/06

155 Antibody Testing

If the Antibody tests confirms that I have had the virus, and I am contacted by the Test and Trace team to say that I have been in contact with someone who has tested positive for COVID19, do I still have to isolate?

Yes. As there is insufficient evidence you cannot get the virus more than once, you should still isolate

12/06

154 Antibody Testing

If I have had the virus can I stop using PPE when caring for patients?

No. Our understanding of the virus will grow as new scientific evidence and studies emerge. COVID-19 is a new disease, and our understanding of the body’s immune response to it is limited. We do not know, for example, how long an antibody response lasts, whether the antibodies produced are effective in neutralising the virus, or whether having antibodies means a person cannot transmit the virus to others. Therefore, you should follow the same guidance in relation to PPE as you may still be able to pass on the virus to patients.

12/06

153 Antibody Testing

If the Antibody test confirms that I have had the virus, am I immune?

No. If you receive a positive antibody test it does not mean that you’re immune, or that you cannot pass the virus on to someone else. It also does not mean that you can ignore social distancing guidance. Please continue to follow government guidance regarding this including social distancing guidance.

12/06UPDATED 25/06

152 Antibody Testing

If the Antibody test confirms that I have had the virus, does that mean I will never get the virus

No. At the present time, there is insufficient evidence to suggest that an individual cannot get the virus again.

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again?

151 Antibody Testing

I have heard that we can now get an Antibody test. How do I get one?

Work is underway to make Antibody testing available to everyone in the Trust.  Within the next few days, we will communicate the processes as to how clinical and non-clinical staff will get tested. For clinical staff, it is intended that we will follow a similar process as we do for flu vaccination with peer to peer phlebotomy in clinical areas

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150 Self isolation A member of my household is due to have surgery, they have been advised to self-isolate for 14 days and for all household members to do the same, what should I do about work?

Where this applies, individuals should have a discussion with their line manager to agree work that can be undertaken from home during the isolation period. There may not be work available related to their normal duties, but there could be work form elsewhere in the team, or wider organisation. All staff, regardless of role, should be able to undertake some or all of the following from home:

Check work emails regularly and keep updated with developments at work and guidance relating to COVID-19.

Access the appraisal system and prepare for their appraisal or, if they manage staff, prepare for the appraisals of their staff

Access training which is available on the on-line training interface, e.g. IG, Fire Safety

Catch up on reading about their role, and also wider reading, e.g. books and articles relating to Leeds Improvement Methodology

Access some of the videos on the Trust’s YouTube channel Share with staff your area’s staff survey results, and ask them to

consider how to make their team and the whole Trust the Best Place to Work

Dial in to team meetings

If individuals do not wish to remain contactable and available for work, then they may use annual leave. There is also accommodation available for employees who may wish to stay away from their household during this time and continue to attend work - the details are available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/travel-and-car-parking/

12/06Amended 17/06

149 Fit Testing Fit Testing There are two new FFP3 masks available for Fit Testing. If you work in an area where FIT testing is taking place over the weekend, please fit test on these first

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- they are Cardinal Convertor and Oxyline. Theatres and Critical care staff can also get tested in their own areas as they have dedicated machines available. Fit-testing drop-in sessions are available from 9.00am to 4.30pm on the following days and locations: Tuesday and Thursday - Paediatric Education Centre, LGI Monday, Wednesday and Friday - Gledhow Clothes Shop, SJUH

148 Track and Trace

Trace and Trace Important new guidance is in place in relation to PHE Track and Trace process. So, any staff contacted by the Track and Trace service must self-isolate for 14 days. As members of staff you need to advise your line manager as soon as possible after you have been contacted In response to these changes we are going to offer to  any member of Trust staff who has been contacted by the Track and Trace service  a Covid swab test, including anyone who is asymptomatic, and if the test result is positive, they are able to return to work within 7 days, if they are well enough.

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147 Social Distancing

Do I have to socially distance if I am wearing a mask

Yes - a 2m distance must be maintained where the environment allows in all areas of the Trust. This applies to canteen and rest areas and in all external areas of the hospital estate. Risk assessments will be undertaken across our hospitals in the next week or so to inform arrangements around use of non-clinical space and the appropriate numbers of staff able to be in each space at any one time. Please remember that surgical masks should be worn at all times. where social distancing is not achievable. We don’t expect face masks to be worn outside within the hospitals grounds, unless you are unable to maintain social distancing.  Once you are inside a hospital building you will be expected to wear a surgical face mask.

09/06Updated 19/06

146 Surgical Masks How do I put my surgical mask on Wash your hands or use hand sanitiser before putting your mask on and after taking it off. You should avoid touching the front of your mask when wearing it. 1. Wash your hands 2. Hold the mask by the ear loops and pull them around the back of your ears. 3. The mask should cover your mouth, nose and chin with the coloured side facing outwards. To remove the mask hold both of the ear loops and gently lift and take off the mask. Surgical masks should be disposed of in the clinical waste bins (yellow and black bags) and cannot be recycled. If you are wearing your mask in an admin area you can dispose of your used mask in a domestic waste bin.

09/06Updated 19/06

145 Surgical Masks How often should I change my surgical mask Surgical masks are for sessional use. For clinical staff this means they should be changed every time you move to a different area e.g. moving from a patient bay area back to the nurses station. For office and admin staff, and clinical staff in communal areas, your mask should be changed whenever you have removed it, e.g. after having a drink or at lunchtime after you have eaten. Masks should be changed earlier if they are damaged, soiled or wet.

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144 Surgical Masks Where do I get surgical masks from Our supplies team are working hard to get masks distributed to all areas of the Trust. Masks will be available to staff in all areas by 15 June and a further update will follow with guidance around where masks will be stored. Please do not stockpile surgical masks and only order what you need so that we can ensure there is a supply for all members of staff. If you have any questions about accessing masks please speak to your line manager. Surgical masks are being provided to keep LTHT staff safe so we are asking all areas to ensure masks are stored safely and securely and are not left in open areas where they can be taken by members of the public. Additional guidance on accessibility will be shared next week.

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143 Surgical Masks Can I wear a reusable face covering We are following national guidance which states that all NHS staff should wear a surgical mask at work and not a re-usable facecovering. Surgical masks will be provided by the Trust for all LTHT staff to wear, including non-clinical staff working in admin and office areas. Reusable facecoverings can be worn when travelling to and from work on public transport but must be swapped for a surgical mask as soon as you arrive. Guidance around wearing facecoverings on the staff shuttle buses will be shared next week.

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142 Annual Leave I have a member of staff who was COVID +ve. She has been off work nearly 2 weeks and says she is wanting to return to work. However, she says she still tires easily. I am happy for her to return on a phased return; reviewing her on a weekly basis. My query is would she be expected to use her annual leave to this? I know

Staff who feel able to return to work in some capacity, but don’t feel able to fulfil all their contractual hours or duties, should contact Occupational Health for advice so that a suitable and safe return can be agreed. Where a phased return is advised on medical grounds, this will be facilitated without the need to use annual leave provided it is not beyond 4 weeks in duration.

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the AM policy states only those who have been off for 4 weeks or more are entitled but does COVID put a different perspective on this? After all it is highly likely she contracted this working with COVID patients.

141 Annual Leave Staff not taking Annual Leave- Do you have any guidance/ script we can use to help manage staff expectations around if they can buy/sell annual leave. I am trying to ensure staff use A/L through the year but there is resistance to take any during these initial 12 weeks.

Information regarding annual leave was shared through the Covid Bulletin on 22/05/20. Given the decreasing operational pressures it is important for staff to take the opportunity to take their annual leave to rest and maintain their own health and wellbeing to continue being able to deliver the best care for our patients.  We therefore encourage all staff to plan how they intend to take their leave throughout the year and agree this with their manager.  This applies equally to all staff regardless of whether they are shielding, working remotely, or in the workplace. In accordance with the Trusts Annual Leave guidance, staff and line managers have a responsibility to ensure that annual leave is planned in advance and ideally should be taken at regular intervals throughout the year, as long as service constraints don’t prevent this. Line managers are responsible for undertaking regular (no less than quarterly) reviews of annual leave requested, approved and taken for each employee to avoid the accumulation of untaken annual leave. As the peak in COVID-19 cases has not been as high as was originally predicted it is not planned to launch a selling annual leave scheme.

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140 Sickness I have been sent home from work due to a temperature of 37.8. I didn't ask to go home, this was to abide with the covid guidelines. I've had my swab and if it's negative I'll be straight back st work. However this has gone down as sickness. I thought covid wasn't going to impact our sickness record. I'm upset by this as normally I wouldn't have gone home as I feel well otherwise.

Absence from work due to being covid symptomatic is not counted for the purposes of any sickness absence triggers or the sickness management policy. The absence is recorded consistently in this way across the NHS to ensure the absence from work is recorded, but does not have an impact on pay.

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139 Quarantine/ What is the current policy on healthcare Staff are reminded that the FCO still advises against all but essential travel. It 05/06

Foreign Travel workers coming from a trip abroad?  Will they have to test?

is important we continue to follow the government advice to keep ourselves and our patients safe. Staff who choose to travel against the FCO advice and are required to quarantine for 14 days on their return, will need to take this as annual leave or unpaid leave.

138 Quarantine/Foreign Travel As there will be quarantine in UK from 8 June

for returning people from abroad , if pre booked travel abroad ( ie essential as arrangements had been made abroad)-what is 14 days quarantine treated as -paid or non paid leave from work?

Staff are reminded that the FCO still advises against all but essential travel. It is important we continue to follow the government advice to keep ourselves and our patients safe. Staff who choose to travel against the FCO advice and are required to quarantine for 14 days on their return, will need to take this as annual leave or unpaid leave. The latest government advice can be found here: https://www.gov.uk/foreign-travel-advice

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137 Sickness If staff have tested negative do they move into a normal sickness category if they're still unwell? Does the COVID absence end the day they have a negative test but start a new absence the following day and report it as flu/respiratory symptoms if this is what they are still experiencing but add to their normal absence records?

If staff are symptomatic of COVID-19 (persistent dry cough and high temperature), the sickness absence should be recorded under the COVID category, even if the staff member is tested negative for COVID.

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136 TravelIs there an update on whether we can claim back any time on our Metrocards?

Metro have confirmed that any UNUSED FULL weeks will be added at the end of the Metrocard.  In the meantime anyone with a MCard will still have deductions being made via salary. If you have any questions please email: leedsth-tr.Metrocards@nhs.net

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135 Self-isolation What happens if I develop symptoms for a second time, do I need to self-isolate?

Yes, if a staff member who previously had symptoms and / or previously tested positive develops symptoms again, they should still self-isolate and be tested. Further information on the management of healthcare staff who have been exposed to COVID is available at: https://www.gov.uk/government/publications/covid-19-management-of-exposed-healthcare-workers-and-patients-in-hospital-settings/covid-19-

management-of-exposed-healthcare-workers-and-patients-in-hospital-settings?utm_campaign=348677_Covid-19%20weekly%20update%20to%20members%20-%2026%2F05&utm_medium=email&utm_source=NHS%20Providers%20%28Policy%20and%20networks%29&Organisation=Leeds%20Teaching%20Hospitals%20NHS%20Trust&dm_i=52PX,7H1H,1UKLR7,T1T0,1#staff-exposures

134 Shielding The end of the 12 week period for staff who are shielding at home is approaching. What guidance is available for after this period ends? Will the staff be expected to return to work?

The government’s shielding period for the most vulnerable individuals is until 30th June. This is applies to all staff who are within this category and are shielding at home. All such staff should continue to shield until that date, following updated government guidance (e.g. they can now go out once per day). It is unclear yet what the government guidance will be after 30 June, and therefore we are not able to provide any further Trust guidance with respect to this group of staff. We will communicate updated guidance as soon as we have it. Managers are reminded to keep in regular touch with staff who are shielding, provide them with work which can be done from home wherever possible, and ensure they have access to any support they require. The Health & Wellbeing Leads in each CSU and Directorate are available to support managers with this role. On an individual case by case basis, advice is available from Occupational Health.

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133 Shielding The end of the 12 week period for staff who are shielding at home is approaching. How will this affect other staff who are not currently in the workplace for other reasons. Will the staff be expected to return to work?

A number of staff are not currently in the work place as a result of other COVID-related circumstances, e.g. due to underlying health conditions, anxiety, child care. This group of staff should continue to be supported in the same way as staff who are shielding and provided with work which can be done from home wherever possible. Managers should keep these absences from the workplace under regular review. Decisions about returning to the workplace should be taken on a case by case basis, obtaining advice from HR and / or Occupational Health.

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132 Positive Action - BME Colleagues

As a manager, how can I hold a discussion with a BME member of staff when I don't know what to say? What guidance is there on why we need to have a conversation and how it needs to be

There are a number of documents to support managers and BME staff which can be accessed under (https://www.leedsth.nhs.uk/covid19/latest-guidance/bme/).  As well as the template, there is a CSU Role Description which provides guidance on

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said is there as I don't want to cause offence to my staff.

questions and a Positive Action guidance document for managers.

131 PPE Is the Trust able to provide face masks for staff who now travel to and from work on public transport?

In line with the recently released Government Guidance, https://assets.publishing.service.gov.uk/media/5eb97e7686650c278d4496ea/working-safely-during-covid-19-offices-contact-centres-110520.pdf(See page 25). LTHT does not recommend the use of face coverings, any member of staff choosing to wear one will be supported to do so, however funding will not be provided. Government guidance:“It is important to know that the evidence of the benefit of using a face covering to protect others is weak and the effect is likely to be small, therefore face coverings are not a replacement for the other ways of managing risk, including minimising time spent in contact, using fixed teams and partnering for close-up work, and increasing hand and surface washing. These other measures remain the best ways of managing risk in the workplace and government would therefore not expect to see employers relying on face coverings as risk management for the purpose of their health and safety assessments. Wearing a face covering is optional and is not required by law, including in the workplace. If you choose to wear one, it is important to use face coverings properly and wash your hands before putting them on and taking them off.”

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130 Staff Testing Is there any plans to review office areas, staff rooms to see if the desks/equipment is at an appropriate distance. Can ward reception get laminated screens (like M&S) as hard for the ward clerk to discuss on the phone with a face mask all the time. Can the main stairs, have up/down arrows.

A Socially Distancing group reporting into the Tactical Group has been established.  The group are currently working through HSE guidance called “Working Safely during Covid 19”.  CSUs will receive guidance to risk assess their current work spaces.

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129 Positive Action – BME colleagues

Can the meeting with BME colleagues be combined with an appraisal meeting?

This meeting needs to take place as soon as practically possible and the sensitive discussion should allow for a ‘check-in’ with the member of staff and open discussion about personal protection therefore should be arranged as such.

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128 Positive Action – BME colleagues

Is there any issue with LTHT BME staff being advised/supported to take a Vitamin D

We are working very closely with the Clinical Advisory Group (CAG) and being led by the national research around such matters. Further updates will be provided and communication issued via the official channels following the

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supplementation regime appropriate medical advice.

127 Positive Action – BME colleagues

Where is the BME Staff Network based? Is it a team within the organisation, or are its members of different teams that meet up to form the network?

The BME Staff Network is made up of approx 100 members and run by a group of volunteers that are our staff. The Joint Chairs include: Ester Jamera: ester.jamera@nhs.net and Bilal Mohammed: mohammed.bilal@nhs.net. The BME Staff Network can be contacted on Leedsth-tr.BME@nhs.net for help, advice and membership.

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126 Positive Action – BME colleagues

I am a BME staff member and I haven’t received a letter from the Trust. Why is this?

The letters have been sent by email and to home address of all employees who have a recorded BME ethnicity on the Electronic Staff Record (ESR). If you haven’t received a letter it is probably because your ethnicity is not recorded on ESR and/or your email or home address are not up to date. To ensure we are touching base with all BME colleagues, we will be proactively following up with all staff without a recorded ethnicity on ESR and those staff who chose not to declare their ethnicity. Further information about checking and updating your personal data on ESR is available here.

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125 Positive Action – BME colleagues

I am a BME staff member and I have received a letter from the Trust. Why have I received this letter?

Following consultation with the BME Staff Network we agreed to write to BME employees to advise them of the positive action we are taking. In summary, we are asking managers to have a supportive conversation with BME team members to ensure all precautionary steps have been taken to protect them during COVID-19

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124 Self Isolation Is there is any advice for staff who may be returning to work in a Clinical area following a 10 Day hospital admission after being Tested Positive for Covid 19.

Prior to returning to the workplace following sickness absence there should be a discussion with your line Manager, which should include any advice provided on the GP/Specialist fit note. A referral for advice to the Occupational Health Service should be a consideration as part of this discussion. Employees are also able to contact Occupational Health to discuss any health concerns they may have. This may be possible in a telephone conversation or via self-referral form.

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123 Self Isolation In returning to a clinical area are there any potentials that may compromise Patients, Staff and the Individual staff member in any way.

As long as you have adhered to the required self-isolation period and have recovered including being without a temperature for 48 hours you can return to a clinical area.  Adherence to hand hygiene and respiratory good practice, use of the recommended PPE for that clinical area and following social distancing rules where possible with patients, and work colleagues.

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122 Self isolation If my colleague is tested Covid positive and we have been in close contact do I have to isolate as well, like I would if a member of my family

You are not required to self-isolate. If you do develop symptoms do not come into the workplace or remove yourself from the workplace as soon possible and contact your line manager to arrange testing. It is important to maintain social

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would? distancing, including contact with work colleagues, wherever possible in the workplace.

121 Staff testing If a member of staff tests positive for covid, following their self-isolation should they be re-tested prior to returning to work to confirm they are are now negative?

A negative swab as a condition of return to work is not currently required. If the member of staff has come to the end of their 7 day isolation period and feels better and has been without a temperature for 48 hours they can return to the workplace. It is possible to still have a post viral cough for several weeks after the infection has gone but this is not a reason to prevent returning to work.

15/05/2020 updated

20/05/2020

120 Health & Wellbeing

How do you wash your uniform if you have no washing machine?

Many laundrettes remain open during the pandemic, alternatively ask colleagues if they would be happy to launder for you.  If either of these options are not possible, please talk to your line manager, ward manager, facilities or HR manager about how to get assistance.

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119 Parking What are the parking arrangements for staff from May 1st?

On-site car parking is free for all staff until 31 May 2020 15/05

118 Staff testing As part of the testing of asymptomatic staff members not all of us have the access to request the test for ourselves on ICE, therefore the department have collected all staff members DOB and NHS numbers. My colleague is requesting the tests and although she is not directly involved in my care has been able to view all tests carried out on me and all the results. Please can you confirm that this will be carried out differently to maintain patient confidentiality of LTHT staff as soon as possible?

This was part of a 2day trial coordinated with Public Health England to understand the possible benefits of asymptomatic testing and if the evidence shows a demonstrable benefit, the process will be reviewed before being rolled out Trust wide. All those who took part were informed that it was voluntary and involved the unusual step of CSUs coordinating requests for their staff before consenting to be involved. All of those involved in this process are expected to maintain patient confidentiality as standard and any concerns about failure to do so should be escalated through your usual line management structure.

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117 Raising concerns

How am I able to escalate my concerns if I feel my manager is not supporting me?

The Trust expects all concerns to support staff, however, where an employee feels this is not the case, a number of support services are available. These include contacting the HR Manager for the department, Dignity at Work Advisers and the Freedom to Speak Up Guardian, along with the team of Freedom to Speak Up Leads. Full contact details are available on the intranet.

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Also, if you are a member of a trade union or professional body, you can contact an accredited representative for advice.

116 Working from Home

My office is starting to trial working from home - should pregnant employees be given priority for this over others with no increased risk of covid 19?

You should work with your line manager to assess the risk and explore the most suitable options for you to continue to work. These options may include homeworking, flexible hours, temporarily moving to a new area of work (redeployment) or considering alternative duties within your department (eg non-clinical duties), to enable you to continue to use your skills/experience. Please refer to the latest guidance which is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/staff-who-are-considered-vulnerable/. Managers are requested to support staff members in this category to continue to work in a way that supports this guidance, allowing individuals to continue to work while minimising social contact, and considering this in line with other team member’s health and wellbeing.

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115 Staff testing Staff Testing: The Covid-19 update states that staff testing is being run by the LDI CSU and is available as a drive through service and by appointment only. If a member of staff does not drive,  is there an alternative to the drive through service so that staff members who use public transport can be tested? Do we routinely re-test negative patients?

The LDI team are currently planning alternative options for testing for staff members who do not drive. An update will follow in the daily bulletin shortly. From the 17th April the LDI introduced a home testing service for those individuals who are unable drive / gain access to a vehicle to visit the staff testing site. These referrals are being managed through the HWB Lead / Line Manager and individuals will be contacted by the staff testing team for arrangements to be made for a home visit for the test to be undertaken. At this current time no, we do not routinely re-test patients.

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114 Annual Leave If individuals have AL booked and they then have to self-isolate, do they get this AL back?

In the event employees are required to self-isolate over a period of pre-booked annual leave, they can choose to cancel their leave. In the event they choose to cancel their leave, they should contact their manager to advise they are self-isolating and therefore available to undertake work at home. Requests to cancel leave cannot be done retrospectively as the individual needs to make their manager aware they are available for work. In circumstances where working from home in some capacity wouldn’t have been possible, managers

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have discretion to authorise retrospectively.

113 Self Isolation How will you reintegrate staff who have been shielding back into their clinical role? Will their be a phased return or can staff return back to work earlier if reasonable.

Staff who are extremely vulnerable and therefore shielding as a result of government guidance should continue to do so until advised otherwise - this is to protect themselves and to help minimise the impact of the coronavirus on NHS services. Line managers should support these individuals to do meaningful work from home to the extent that is feasible. Guidance on this is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/working-from-home/. When staff who have been absent for an extended period of time do return to work, line managers should review whether or not a phased return would be beneficial - ordinarily a phased return is only advised for individuals who have been unwell and need support to build up to their normal hours. Managers should also consider whether the staff member requires any training or familiarisation with revised working practices as part of their initial return to work plan.

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112 Terms & Conditions

I regularly work unsocial hours or overtime, but due to a change in work requirements for Covid, the next roster will not include this, what will happen to my pay?

Your pay will be protected so that there is no financial detriment to you working differently to support the Covid response

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111 Terms & Conditions

I previously worked standard shifts and on-call, to support with Covid I am now working a 24/7 shift pattern with no on-call, what will happen to my pay?

If your new working pattern reduces pay, you will receive pay protection so that there is no financial detriment to you working differently to support the Covid response.

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110 Terms & Conditions

My working pattern has changed due to Covid and I’m no longer required to work unsocial hours. I have less than 6 months service, will I still receive pay protection?

The pay protection policy applies protection to those with 6 months or more service. Due to the exceptional circumstances of Covid-19, this criteria will not apply for the duration of the pandemic, so that no staff suffer a financial detriment for working differently.

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109 Accommodation

I have a new staff member starting, with no face to face induction at the moment, what do I need to do as manager?

If you have a new starter joining your team please ensure you let Organisational Learning (leedsth-tr.OLCourseBookings@nhs.net ) know that they have reported to work on their first day by no later than 10:30am.Your new staff member must also complete all induction actions that have been sent to them via email from the on-boarding system and Organisational Learning by no later than 1pm on their first day of employment and confirm this with Organisational Learning (leedsth-tr.OLCourseBookings@nhs.net ) Your staff member is also required to complete the Information Governance Quiz attached to the email and return this to (leedsth-tr.informationgovernance@nhs.net). Failure to do so may result in the staff members details not being updated in sufficient time with payroll.

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108 Life Assurance Scheme

I have staff member starting who is returning , but they have not got up-to date mandatory and priority training, what do they need to do?

If you have a staff member returning to work with Leeds Teaching Hospitals , they will need to complete 4 mandatory eLearning topics via the HEE eLearning Platform and confirm completion with Organisational Learning’s mandatory training team leedsth-tr.MandatoryTraining@nhs.net .

These topics are:

Health, safety and welfare

Fire safety

Infection prevention and control – level 2

Resuscitation – level 2.

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These can all be accessed via the HEE eLearning Platform here . Where this

applies the new staff member will be contacted directly with information on how

to do this and this must be completed no later than 12pm on their first day of employment with the trust.

107 Training If I have a staff member returning to the trust and their mandatory and priority training is up to date, does it need to be repeated do it?

No, if a/your returning staff member has up to date mandatory and priority training upon their return, they will no need to redo it.

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106 Training My refresher training is due for my mandatory and priority training, do I still need to complete it?

All refresher training for mandatory and priority training has been suspended until further notice, you will not be required to complete this at the present time. For any staff member where it is practical to do so you can still complete mandatory and priority training.

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105 Annual Leave Regarding annual leave, will the Trust consider allowing staff to carrying more than the maximum AL over into 2021/2022 to give staff chance to use the leave they have bought or not had chance to take.

We had previously announced that the Trust would consider increased flexibility regarding the carryover of leave into 2021/22. We also announced that we would launch a selling leave scheme later in the year for individuals to be able to sell some of their leave.  However, fortunately the number of COVID patients within the hospital is steadily decreasing and the maximum numbers were lower than what we originally planned for.  We therefore encourage all staff to plan how they intend to take their leave throughout the year and agree this with their manager.  At the current time there is no plan to change the carry over arrangements into 2021/22 or to launch a scheme for staff to sell annual leave. We are mindful the pandemic is far from over and this will be reviewed if the need arises.

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104 Dependants I am grateful for all the support that staff have been receiving with regards to health and wellbeing. Is there any support available for families, especially children, of key workers, who are understandably anxious at this time? Their parents are working in an environment they see as dangerous and at the same time they’ve lost the support of their teachers and

Our psychology team at Leeds Children's Hospital have produced a number of helpful resources for children relating to wellbeing, anxiety and coping with self isolation. You can find them here: https://www.leedsth.nhs.uk/patients-visitors/our-hospitals/leeds-childrens-hospital/covid-19/. There is a section on the Health and Wellbeing internet with information and fact sheets to support children. https://www.leedsth.nhs.uk/staffhealthandwellbeingsupportnetwork/stay-at-home/parental-support/ and there is also the national NHS helpline on

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peers. 03001317000 who are providing mental wellbeing advice for NHS staff and their families. If there is anything further that staff still need help with that we have not thought about or covered in this reply, please let us know by contacting the Health & Wellbeing Team.

103 Staff testing Will there be availability for staff testing for staff who are self isolating but without a personal vehicle? Current staff testing for self isolating staff required staff to have a car/vehicle to be eligible for testing

Yes - home test kits will be available.  Further information in terms of process will be developed over the next few days

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102 Social Distancing

I am concerned that staff are not adapting to social distance 2 metre rule. This is in office space where great numbers of staff are still working including medical and admin staff. I live with Someone who requires Shielding and going to great lengths at home to maintain these rules

All staff are reminded to follow social distancing rules. If your current working arrangements make this difficult to follow, you should discuss this with your line manager in the first instance. Options may include staggering start and finish times; some colleagues working from home; working in office accommodation which is currently vacated by staff working elsewhere. Support and advice is also available from Occupational Health and the Operational HR team.

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101 Staff testing If the Trust offers staff testing, are individuals obliged to undertake the test, or can they decline to be tested?

In line with the Leeds Way, we would expect any staff member who is self-isolating at home with suspected Covid-19 to agree to undertake a test for the virus if offered to them. If an individual has concerns about undertaking a test, they should discuss this with their line manager in the first instance. Advice is also available from Occupational Health or the Operational HR Team.

15/04

100 Staff testing Are you considering COVID-19 tests for staff? A process for staff testing is now in place. Over the last week, we have been testing more staff who have symptoms of Covid-19 or testing their household members if they have symptoms, which means the staff member is unable to attend work. The service is being run by the Leeds Dental Institute CSU at LGI and is available as a drive through service and by appointment only. We have increased our capacity so can test more staff than we are currently testing. Line managers or CSU Health and Wellbeing Leads (HWB) are encouraged to send referrals for staff testing as soon as any staff member calls to say they are self-isolating either because they have symptoms of Covid-19 or a member

15/04

of their household does. If your line manager doesn’t offer this service, please ask and see if it is appropriate for you to be put forward. Tests need to be carried out ideally up to day five after onset of symptoms. However, if symptoms persist beyond day five it may be possible in some cases to still offer the test.

99 Travel I am reading a lot on the FAQ's about car sharing and leaving children with relatives, is this not against Government guidance or are staff who work for the NHS different?

In line with national guidance all NHS staff are classed as Key workers and on this basis can car share with colleagues who are not part of their household, in the event they have no other options available. These journeys should be shared with the same individuals and with the minimum number of people at one time. As above NHS staff are defined as key workers for childcare purposes and in the event your child’s school / nursery is not able to help during this period, the Trust is asking you to explore with your manager all options available to you in order to support you remaining at work in line with the national guidance.

15/04

98 Pension Scheme

Are there any further details regarding the pension annual allowance taper that was announced in the March budget? I’m mindful that the solution for the 2019/20 year was temporary and I’m concerned the additional sessions I’m working for Covid-19 may incur a tax bill?

A video presentation can be viewed here, along with a further summary; https://www.nhsemployers.org/-/media/Employers/Publications/Reward/Pension-tax-changes-April-2020-Info.pdf. Based on NHS earnings, it is suggested that 98% of Consultants will now not be affected by the taper and are therefore less likely to incur large tax bills.

15/04

97 Pension Scheme

Is there any additional guidance for those who aren’t in the NHS Pension Scheme?

Individuals who are in alternative schemes (such as University of Leeds) may be entitled to death in service benefits and all individuals are strongly advised to review all scheme benefits before considering whether to leave their existing scheme to join the NHS Pension. On 27/04/20, government announced a new scheme to provide life assurance benefits for staff who are performing frontline work during the COVID-19 pandemic. This is in recognition of the increased risks that staff are currently facing, and will be particularly welcomed by those who are not members of the NHS Pension Scheme. In the event of a staff member dying in the course of COVID-19 work, a lump sum payment of £60,000 will be made to their estate if they meet the qualifying work related criteria for the scheme. Further details are available here and will be updated over the coming days: https://www.nhsbsa.nhs.uk/nhs-and-social-care-coronavirus-life-assurance-scheme-2020

Amended 29/04

96 Pension Scheme

I am a member of the NHS Pension Scheme, what protection does this provide if I pass away?

We are working hard to ensure all our staff receive all the necessary protection during this difficult time in order to keep them safe.  However, we understand it is important for employees to have information for all eventualities.  Individuals who are actively contributing to the NHS Pension Scheme are entitled to death in membership benefits, including life assurance and family benefits. The details vary depending on the scheme, the attached link provides a full summary: https://www.nhsemployers.org/-/media/Employers/Publications/Reward/Death-in-pensionable-membership-April-2020.pdf

14/04

95 Accomodation I have an “extremely vulnerable” person in my household and I might move into Trust/hotel accommodation. What happens if I develop Covid while living in the hotel, would I be allowed to self-isolate there throughout an illness, and would the staff look after me in any way?

If you develop COVID whilst living in a hotel, it is important that your line manager is made aware of your symptoms.  You would be allowed to self-isolate there, but it is important to ensure that you Line manager is aware that you are unwell and alone in a hotel.  You should put in place a system for regular daily updates to your line manager. You may need to consider a friend of colleague who could collect any food or medicines for you whilst you are symptomatic, and you could arrange for these to be left outside of your hotel room. In addition, if you are finding it difficult to access food due to, self-isolation, accessibility of food provision or financial constraint then you are eligible for help. For more information and guidance please contact the Leeds Local Welfare Team on Tel: 0113 3760330

14/04

94 Indemnity Does the Trust have indemnity to cover individuals who as part of the Covid-19 response are working in alternative roles/areas?

Comprehensive arrangements are already in place to indemnify healthcare professionals and others for the NHS work which they already do. All Trust employees will continue to be indemnified whilst undertaking alternative roles at the request of the Trust.  In addition, The Coronavirus Act 2020 provides the Secretary of State for Health and Social Care with powers to provide indemnity for clinical negligence liabilities arising from NHS activities carried out for the purposes of dealing with, or in consequence of, the coronavirus outbreak, where there is no existing indemnity arrangement in place. This additional indemnity cover will provide an additional safeguard.  The additional indemnity provided by the Coronavirus Act 2020 covers NHS services commissioned from non-NHS providers. These arrangements will therefore include healthcare professionals and others from the independent sector, working as part of the Coronavirus response.

09/04

93 Junior Doctors The junior doctors have radically changed their For any changes to Junior Doctor rotas which have occurred as a 09/04

rotas in response to the current crisis and have really stepped up creating redundancy in the rota to allow for the inevitable gaps that appear due to illness or isolation. They are not unreasonably concerned that on paper it actually looks like they are rostered for slightly less hours and are anxious that this will have a negative effect on their pay. This is a particular anxiety from the bank doctors. The fact that they are not rotating in April also concerns them that any in-job pay protection they would normally have may be lost. Is there a reassurance that they will not be left out of pocket that I can give back to them.

consequence of the Coronavirus outbreak, pay will be protected until the end of the contract.  If the contract has to be extended, the protection will continue for the length of the contract. If the doctor has been booked to do Bank shift to cover gaps in the rota and these are no longer required in the new rota pattern, these will not be protected and will not be paid.  Staff should also receive full pay whilst self-isolating for all pre-booked bank shifts that they would have worked had they not self-isolated. This applies to staff who have a substantive contract with their employer, and to bank-only staff.

92 Junior Doctors Please can we empowered to instruct HR / med deployment / junior staff - that the standard JDC rules no longer apply. I don't have access to the contracts but there used to be a disclaimer near the bottom that basically said that at times of emergencies everyone can and will be asked to work. Currently med deployment are quoting need for rest between shifts etc & SHOs not wanting to change shift patterns, even when they've had rest. To date we've not asked anyone to work anything unsafe or particularly extra - however we are very keen that people become flexible day to day (coming in from home / going home to rest if we've plenty of staff etc) and a more pragmatic approach to rest between shifts. Currently they might do 13 long days straight with several days rest afterwards,

For junior doctors, all additional hours should be recorded on HealthRoster. Please exception report over runs. Additional shifts should be booked through medical deployment as locum bank.

09/04

however I suspect going forward we might look at 2-3 days / nights on, then rest 1-2 days then back in.

91 Junior Doctors Do you want individuals (any or all medical grades) to keep an informal record or input into a formal record of hours worked - to try and ensure reasonable distribution of duties & rest?

National guidance https://www.nhsemployers.org/-/media/Employers/Documents/Pay-and-reward/Junior-Doctors/Joint-statement-on-managing-rotas-NHS-Employers-and-BMA.pdf?la=en&hash=A91E5E8C448CEE795862F54877F20B7B2E587B4E

09/04

90 Trade union duties

As an accredited Trade Union Rep, what is the situation regarding ‘paid time off for Trade Union Duties?

As an employer LTHT is proud of its long established partnership with our Staff Side organisations and Trade Unions. Our normal arrangements have consistently granted paid time off to carry out Trade Union duties. The national Social Partnership Forum agreed a statement on industrial relations during COVID-19, highlighting the importance of facilities time and the likely requirement to streamline working with trade union representatives, to maintain an effective partnership response to the pandemic.Requests for time of will be granted where practicable, however, in the current situation there may be occasions where it may not be possible to grant individual requests by accredited union representatives. The manager should always discuss this with the representative and seek HR advice as appropriate.

09/04

89 Dependents What do you advise for people who are primary carers for very high risk relatives? I work on the frontline. The government advice is that carers of vulnerable people are still allowed to visit to provide essential care. The carers do not have any capacity to increase my relatives visits and I currently visit at least 3 times a week. I am the only person who is able to care for this relative. I am more than happy to do my bit but I want to ensure I am wearing the correct PPE.

The following links identifies what PPE should be used to protect staff: https://www.leedsth.nhs.uk/covid19/clinical-guidelines/

09/04

88 Health Conditions

I am 60 years old, am I allowed to work with covid19 patients?

Individuals over the age of 70 have been advised by the government to shield at home for 12 weeks. Other staff can continue to work COVID-19 patients

09/04

unless their health circumstances prevent this - individuals can take advice from Occupational Health on 0113 2065228. The full guidance is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/staff-who-are-considered-vulnerable/

87 Self Isolation A team member developed symptoms of COVID-19 and has a family member with severe asthma. Asthma UK site states “ if somebody you live with develops symptoms of Covid-19... you and everyone else in your household need to stay at home for 14 days from the time the first person in your household got symptoms www.asthma.org.uk/coronavirus. Does the person that developed symptoms need to continue to isolate for 14 days as it suggested above or should isolation just be 7 days?

The person who first developed symptoms need only self-isolate for 7 days from the onset of symptoms. Guidance is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/health-advice/

09/04

86 Travel Will anything be done for staff using public transport who are unable to drive? Every option I have explored leaves me out of pocket whilst drivers are being offered free car parking and a refund on their train/bus passes. Using public transport creates more risk for the user, their families and patients however there are no alternatives available for staff who do not drive. Every journey is a risk, please think about our safety.

Where the member of staff normally travels to work via public transport and there is an operational need for the member of staff to attend site, managers do have discretion to approve the re-imbursement of taxis

09/04

85 Alternative Duties

Why have some secretarial staff been sent home on full pay and with no work to do?

In order to facilitate social distancing, staff may be asked not to come onto site as their normal work has temporarily changed. All such staff should be asked by their manager to work from home - suggested alternative duties are available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/ These staff are also available to support other essential services if required.

09/04

84 Annual Leave The section regarding recording leave states If someone declares themselves as being symptomatic of COVID-19, based on 09/04

self-isolation and household isolation should be recorded as medical suspension. However, it says if an individual is symptomatic of COVID -19 it should go down as sick. If someone goes home due to a cough does that mean they are symptomatic and should be logged as sick? or are they self-isolating and it should go down as medical suspension. I think this area is a bit unclear.

government guidance, this should be recorded as sickness absence. If someone self-isolates for any other reason, this should be recorded according to the guidance which can be found here: https://www.leedsth.nhs.uk/covid19/latest-guidance/new-services-page/ . If someone has is not symptomatic of COVID-19, based on government guidance, they should be available to attend work. A self-isolation tool is available here: https://www.leedsth.nhs.uk/assets/a346665cc3/Slide1-v4.PNG

83  Self Isolation Is there any provision for staff that are shielding for 12 weeks to get a Morrison’s box? It is difficult to organise a online delivery. Thanks

Staff who are self-isolating or shielding and wish to get a Morrison’s box can ask a friend or colleague to pick one up and deliver it to their home for them.  Unfortunately, we are unable to arrange home delivery of these for staff.

09/04

82 Equality & Diversity

Do you have any advice re supporting communication with colleagues who lip-read now that we are wearing masks much of the time? Is there the possibility of obtaining any clear window masks?

Please talk to your colleague and work with them to determine how they wish to be communicated with.  Everyone’s needs are different and each individual will know how they need supporting. Unfortunately, we are not aware of any face masks which are fitted with windows.

09/04

81 Alternative duties

What are the plans for staff working within roles that aren't critical to the delivery of front line services during the current circumstances? Will some staff be furloughed?

Furlough does not apply to NHS employees. For staff whose usual work is not currently required as fully as normal, they may be asked to support other roles within the Trust to ensure essential and front-line services can continue, or may be asked to support alternative, valuable tasks either from their usual place of work, from home, or remotely from other Trust locations. These duties may be different to those you usually perform within your ‘normal’ working week, however will still be of great value to your team, department and the Trust. We have developed suggestions to help you to consider and plan your work with your manager and team. These can be accessed here: https://www.leedsth.nhs.uk/assets/7a294f80c2/Alternative-Duties-Guidance-v2.docx

03/04

80 Alternative duties

Are there any plans to re-deploy admin and clerical staff from areas where work could possibly wait onto areas which need support? Will admin staff be redeployed to areas other than admin? Will non-essential admin staff be

All areas of the Trust have been asked to identify their essential services which will continue during the current Covid situation, and the cohort of staff who will be required to deliver these services. We are currently working to develop a process to repurpose staff (i.e. undertaking a temporary change of duties) into a variety of other roles vital to supporting front line services. CSUs and

03/04

required to continue coming to work, considering the postponement of many clinical services?

corporate teams are currently developing workforce plans as to the types of staff who could be repurposed and what training they require before commencing these roles. This will apply to all staff who are not required to do their normal work and have not yet been given alternative duties, taking into account the skills, experience, health and other personal circumstances of individuals. We recognise that some staff will find this easier to do than others. Managers will discuss the need for a temporary change of duties with their teams in line with the Leeds Way - involving everyone, responding to any concerns that are raised and thereby helping ensure we deliver the best patient care we can throughout this unprecedented situation.

79 Working from home/pay

For those currently working from home or planning to start working from home, is it possible for those to ring patients or contacts from your own mobile and it will be diverted through a designated trust phone? I am aware other Trusts are currently doing this to protect their staffs contact details.

Unfortunately, it’s not possible to route a mobile phone call via the Trust telephone system. However; it is straightforward to withhold the number from being visible to the person they are calling. Most mobile phones will have an option to switch off the “Caller Line Identifier” (CLI). Alternatively, adding 141 to the start of the telephone number they are calling, will achieve the same.

03/04

78 Recruitment Is there a way we can fast track clinical staff/medics/non-clinical staff back into the organisation?

There are a number of processes underway to recruit / bring back/ or repurpose all staff needed in this situation. We now have LTHT processes to fast track the onboarding of these staff. However, former registrants who need to re-register with their professional body need to go through a national process first before we can fast-track their onboarding into LTHT.

03/04

77 Health Condition Can you please clarify whether staff who have an underlying health conditions, but who are symptom free , can work frontline ( in direct patient contact) or whether they should be reallocated to other duties

Whether or not an individual with underlying health conditions can work in a direct patient facing role will depend on their personal circumstances and the exact nature of their role. The latest guidance is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/staff-who-are-considered-vulnerable/ Staff and managers are advised to contact Occupational Health for individual advice if required.

01/04

76 Accommodation As an employee of LTHT, if I live with an over 70 year old, and if I begin to display the symptoms, is that member of my family eligible to be rehoused by the trust for the purpose of self isolation?

Unfortunately, the Trust is not able to provide alternative accommodation for individuals who are not employed by the Trust. Individuals in this type of circumstance may be able to find support through the various local community groups which are offering help

01/04

75 Travel With reduced public transport, some staff will take much longer to get to and from work (EG,

Managers are encouraged to help staff identify alternative travel options, which may include flexibility over start and finish times, the use of taxis, or car

01/04

reduced buses), and are nervous about this due to childcare/ being away from children for extra time, especially if both staff work for the NHS. How can I help staff around this? Any guidance around travel disruptments would be grateful. thanks,

sharing. Managers requiring advice about specific cases should contact their HR Advisor

74 Social Distancing

My colleagues are not following government guidelines to stay away from people they do not live with and are visiting family they do not live with and people they do not live with are visiting them, what can the trust do to prevent this?

In line with the Leeds Way, we expect all our staff to follow the national guidelines as closely as possible. This ensures that we are fair to colleagues and helps us continue to deliver the best patient care we can. If an individual has a particular concern about a colleague's behaviour which may put patients, other staff or themselves at risk, they should raise the matter with their line manager.

01/04

73 Travel I have underlying health conditions, I have to travel by bus, and since they changed to Saturday service I cannot stick to the guidelines of metre or more away from the next person. Please advise.

Staff with underlying health conditions who have concerns about protecting themselves in the workplace as well as travelling to and from work, should speak to their line manager in the first instance. Managers are encouraged to help staff identify alternative travel options, which may include flexibility over start and finish times, the use of taxis, or car sharing.

01/04

72 Key Worker If Police stop & check me is my ID badge fine or will I require a letter to produce to police when I get stopped like other NHS Trusts?

Employees can use the standard "keyworker" letter which is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/childcare/ Although the letter sits under the Childcare section of the guidance, the letter can be used for any purpose where an individual needs to prove they work for LTHT.

01/04

71 Self-isolation Are bank who have been advised to self-isolate for 12 weeks because they are vulnerable being paid, are they being considered by the trust. How is the nhs trust assisting reed

Yes. Bank staff will receive full pay whilst self-isolating for all pre-booked bank shifts that they would have worked had they not self-isolated. This applies to staff who have a substantive contract with the Trust, and to also bank-only staff. The revised NHS terms and conditions published on 27 March 2020 confirmed this arrangement.

01/04

70 Social Distancing

Will there be disciplinary action for staff that travel to high risk areas of the country for non-essential reasons on their days off?

Employees should follow government guidelines on restrictions of travel ensuring that any travel should be for essential reasons only.  Employees should be reminded that anything which happens in their spare time which brings the Trust into disrepute or causes public doubt in the service could end up being a matter which the Trust may need to take action on.

01/04

69 Health Condition I work clinically. My husband has been diagnosed with Leukaemia and Lymphoma. I am concerned that I am putting his health at great risk.

Any employee who lives with someone who is the vulnerable groups of people identified by the government and has concerns about exposing them to the virus needs to have a discussion with their manager. Whilst working at home is an option, the manager and employee can also discuss if the employee is happy to work in an isolated area of the Trust with less exposure to other staff or patients. More advice is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/health-advice/

01/04

68 Accommodation I live with a household member who is vulnerable, and therefore I am not able to return home. Please advise if there is any accommodation we can live in in the trust over this time period.

Advice about living with a vulnerable person is available here: https://www.nhs.uk/conditions/coronavirus-covid-19/self-isolation-advice/ Accommodation is available for employees who wish to stay away from their usual home - the details are available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/travel-and-car-parking/

01/04

67 Accommodation Trust wide comms email suggests accommodation for staff if household member is symptomatic but OH advise 14 day household isolation - please could you clarify who is safe to use accommodation ??

Accommodation is available for employees who wish to self-isolate - the details are available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/travel-and-car-parking/  Providing you have only had limited contact with the person who is symptomatic, you are safe to stay in Trust provided accommodation.

01/04

66 Working from home

For those currently working from home or planning to start working from home, is it possible for those to ring patients or contacts from your own mobile and it will be diverted through a designated trust phone? I am aware other Trusts are currently doing this to protect their staffs contact details.

Unfortunately, it’s not possible to route a mobile phone call via the Trust telephone system. However; it is straightforward to withhold the number from being visible to the person they are calling. Most mobile phones will have an option to switch off the “Caller Line Identifier” (CLI). Alternatively, adding 141 to the start of the telephone number they are calling, will achieve the same.

01/04

65 Key Worker So I can continue to come to work, and there are no parking restrictions in Leeds at present, is there a letter that we can display in our car's that shows we are LTHT employee's

Employees who do not have a parking permit can use the standard "keyworker" letter which is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/childcare/ Although the letter sits under the Childcare section of the guidance, the letter can be used for any purpose where an individual needs to prove they work for LTHT.

01/04

64 Pregnancy I am pregnant and I have not had any of my jabs from occupational health and work on a ward with suspected and confirmed Covid-19, what should I do?

Individuals are advised to contact Occupational Health for pregnancy related advice. Occupational Health continue to provide the recommended vaccinations for clinical staff to protect against workplace infections. Immunity can also be checked by serology. This can be organised by contacting 0113 2065228. Following recent updated national guidance, all pregnant staff should not be working in patient-facing roles where the risk is greater than it would be outside the workplace. Advice regarding vaccinations should still be obtained from Occupational Health

Updated 29/04

63 Recruitment Are AAC’s (substantive Consultant recruitment) still going ahead?

Yes, using a remote on-line meeting app called ‘Zoom’ which you do not necessarily need to download.  If you want to CANCEL the AAC, the Clinical Director will need to email Lynnlindley@nhs.net asap.

27/03

62 Travel Will the Trust pay for taxis to get staff to and from work if it is not possible for staff to get to/from work due to reduced public transport?

Yes.  Where the member of staff normally travels to work via public transport and there is an operational need for the member of staff to attend site, managers do have discretion to approve the re-imbursement of taxis. It is reasonable for managers to ask staff to consider alternative methods of travel,

27/03

for example walking and cycling, taking into account the employees personal circumstances and the time of day they will be travelling. Staff and managers are reminded that there is currently free car parking on site for all staff, with no permit required. Managers should also consider whether a temporary change to start and finish times if this is operationally practicable and would assist the employee with their journey to work. Members of staff travelling by taxi should take measures to prevent virus transmission and should claim reimbursement using the online expenses system in the normal way. Staff who live a considerable distance from their place of work are reminded that hotel accommodation is available. https://www.leedsth.nhs.uk/covid19/latest-guidance/travel-and-car-parking/

61 Annual Leave I’m receiving a number of queries about cancelling additional leave purchased for next year in light of the fact that they are cancelling leave and carrying over quite a number of days anyway.

We understand that a number of staff may want to do this. All staff who purchased additional leave were contacted w/c 1st June offering the option to cancel their bought leave.

27/03UPDATED08/06/2020

60 Health Condition What is the specific advice for consultants with chronic medical conditions (such as diabetes), especially in relation to on-call?

Staff who are in the extremely vulnerable group are required to stay at home at all times and avoid any face-to-face contact for a period of at least 12 weeks. For staff in the vulnerable group, they should be supported to continue to work as fully as possible, with appropriate reasonable adjustments in place, which may include working in lower risk areas or different types of work. Each individual should be considered on a case by case basis - advice is available from HR and Occupational Health. The guidance for supporting vulnerable staff is available here: https://www.leedsth.nhs.uk/assets/6dcaa2c4c6/COVID-19-Vulnerable-People-26.03.20.pdf

27/03

59 Annual Leave If I cancel my annual leave can I carry the extra days over?

Staff who cancelled leave before 31st March 2020 can carryover more than the normal 5 days annual leave in these exceptional circumstances. We previously anticipated a selling leave scheme may be launched to enable staff to sell untaken leave, however the patient numbers for Covid have been lower than we originally planned for and therefore we encourage staff to plan how they intend to take their leave throughout the year and agree this with their line manager.

26/03UPDATED08/06/2020

58 Self-Isolation Do I need a sick note after the first 7 days of self-isolation?

Under normal rules you can self-certify your sickness absence for the first seven calendar days before needing to obtain a GP 'fit note'. To reduce the spread of infection and to ensure you do not visit GP practices if you have the coronavirus symptoms, you are advised to focus on recovering rather than

26/03

worrying about obtaining a fit note. Line managers should not ask for GP fit notes for coronavirus absences and there is no requirement to obtain a self-isolation certificate issued by the 111 service.

57 Travel Should I use the staff shuttle bus? The staff shuttle bus should be used for essential and business critical purposes. If you would prefer to walk rather than get the shuttle, where possible, please consider allowing more time to facilitate this. Revised procedures are currently in place for staff using the shuttle service - details are available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/travel-and-car-parking/

26/03

56 Training Do I need to attend training? Staff should prioritise FIT testing – if you need details of when this is taking place please speak to your line manager. All other face to face training is cancelled with immediate effect for the next four weeks (to be reviewed) except where it is essential for the continuing provision of clinical/patient services. All delegates will be contacted in advance and courses rearranged at a point in the future. CSUs are working with the mandatory training leads if their staff need to access face to face mandatory training over the coming weeks.

26/03

55 Working from home

My manager has agreed that I can work from home – how do I arrange this?

Staff can access different elements of the IT system to enable them to work from home. Details about the different options for working from home can be found here; https://www.leedsth.nhs.uk/covid19/latest-guidance/working-from-home/

26/03

54 Self-isolation What happens if you have ongoing symptoms after self-isolating?

The symptoms of COVID-19 are: •a high temperature – you feel hot to touch on your chest or back •a new, continuous cough – this means you've started coughing repeatedly. If you continue to experience symptoms following a period of self isolation, please follow the national guidance about when to end isolation which can be found here; https://www.gov.uk/government/publications/covid-19-stay-at-home-guidance/stay-at-home-guidance-for-households-with-possible-coronavirus-covid-19-infection#ending-isolation. Please keep your line manager informed about when you expect to return to work. If you are unfit to work, this should be recorded as sickness absence.

26/03

53 Self-isolation If a member of my household shows symptoms but I do not, what should I do?

The symptoms of COVID-19 are: •a high temperature – you feel hot to touch on your chest or back •a new, continuous cough – this means you've started coughing repeatedly. If you live with someone who has any of these symptoms, you should follow national guidance and stay at home for 14 days from the day

26/03

the first person got symptoms. Please inform your line manager that you are self-isolating and where possible, make arrangements to work from home. Managers are requested to support individuals to explore every option for working from home, even if this means a change to the type of work that individuals would normally do. If you live with other people who have symptoms, and you choose to immediately remove yourself from the household so that you manage to avoid contact, you will be able to continue to attend work. We will provide you with alternative accommodation until the household isolation period has ended. Details for accessing the accommodation is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/travel-and-car-parking/ If you develop symptoms yourself, you are able to return to work 7 days after the onset of symptoms, providing that you feel well enough to do so.

52 Pregnancy What is the guidance for staff who have pregnant partners?

Staff members who live with someone who is pregnant should follow the national guidance and continue to come to work unless they or anyone in their household has symptoms.

26/03

51 Pregnancy I'm pregnant and work in clinical areas, should I be taking additional precautions?

The latest guidance recommends that pregnant workers at any stage of pregnancy should ‘not be exposed to a greater risk in the workplace than what they would be exposed to outside the workplace’.  Where there is a higher level of risk, the worker should be offered alternative work. For those workers over 28 weeks’ gestation or with underlying health conditions, homeworking is advised. For those workers under 28 weeks gestation, the latest guidance means patient facing roles are not appropriate if social distancing cannot be implemented without compromising patient care or if there is a higher risk of exposure to the virus. Please refer to the latest guidance which is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/staff-who-are-considered-vulnerable/

Updated 29/04

50 Health Condition Do clinical staff need to self-isolate if they are pregnant or have long term health conditions?

The latest guidance for individuals with underlying health conditions or who are pregnant is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/staff-who-are-considered-vulnerable/ Managers are requested to support staff members in this category to continue to work in a way that supports this guidance, allowing individuals to continue to work while minimising social contact. This may include remote working or moving to a lower risk area.

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49 Pregnancy I am pregnant, who can I speak to about any concerns?

Leeds Maternity have set up a telephone advice line for pregnant women booked to deliver at LTHT, for women who have had their baby at LTHT and for pregnant staff currently working at LTHT to assist with any questions or queries you may have regarding coronavirus relating to your

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pregnancy, your care and your on-going care. The call handler will be a midwife and is available Monday-Friday 9-5 by telephoning: 07464907978. If you have an urgent problem related to your pregnancy but not related to coronavirus then get in touch using the same emergency contact details you have for your booked hospital.

48 Key Worker I need proof that I work for LTHT to access childcare, what do I do?

If you are asked for proof of employment beyond your ID badge, please ask your manager to download and complete this letter.

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47 Annual Leave Phil Woods email yesterday asked staff to consider cancelling all AL also for April and also reassured that they can carry over as much leave as they need to or the Trust will buy back any annual leave that hasn't been taken. All new leave requests will be reviewed by CSU teams on a case by case basis. Is this the same for Trainees, who may be rotating to a new Trust later on?

This arrangement relates to all staff, including doctors in training. Any individual who leaves the Trust with unused annual leave will be paid for the unused leave.

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46 Unplanned Absence

A member of staff is on holiday abroad. Unfortunately, all flights have been cancelled. She has been told that no flights are available for 2 weeks from now and they will let her know if any planes can be scheduled after that time. She will keep us all informed and she is in touch with the British consulate but no clear guidance at the present time.

The individual may have been able to work remotely while abroad, depending upon the nature of their role. If working remotely was not feasible, the time stranded abroad will need to be allocated as paid special leave, in accordance with the recording leave guidance. Due to current travel restrictions, it is not anticipated that there will be new similar scenarios arising out of staff travelling abroad from now on.

UPDATED08/06/2020

45 Retire & Return We have an individual retiring, who has agreed to “retire and return” with an As and When (Bank) contract.  Current advice is I believe 24 hours between retiring and returning, one month at 16 hrs per week and then can work as required. Can you confirm that the one month at 16 hrs per week is still in force in the challenging times? This is part of our COVID contingency.

Staff retiring and returning are required to have a break in service. For staff up to and including Band 7, this is a 24 hour break, which is still required under the current COVID situation. For staff at Band 8a and above, as well as medical staff, the LTHT policy is a break of 2 weeks if returning to a substantive role. Any exceptions need to be agreed by an Executive Director as per the Retirement Guidance. For staff at Band 8a and above who return to a Bank contract, a 24 hour break in service is all that is required. All staff who retire and return DO NOT need to limit their hours to 16 hours per week for the first calendar month during COVID. They CAN increase their hours during COVID and it will not have an impact on their pension.

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44 Recruitment We have a new starter due to start on Monday, but who has been told they need to self-isolate for 12-weeks, what should they do?

The individual and manager should refer to the advice published elsewhere regarding self-isolation and options for working from home. On an individual case-by-case basis, recruiting managers are advised to take advice from HR

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43 Maternity If members of staff are wanting to do shifts Yes, the staff member will be able to work without their maternity leave 26/03

(normal or bank) whilst on maternity leave to help out, will there be any flexibility about allowing this without their maternity leave finishing?

finishing. If a member of staff agrees to work whilst on maternity leave in order to support service delivery, we will continue to pay SMP for the week and also pay for the work done at the amount which would normally be paid.

42 Self-isolation If people within the ‘at risk’ groups are self-isolating for 12-weeks at their own choice will this be unpaid? Will there be a conduct issue if they are unwilling to compromise and consider alternative work areas, etc.

All staff who are “at-risk” and are required to self-isolate will receive full pay. These staff should be supported to continue to work while at home. In line with the Leeds Way, managers and staff are asked to explore all options to allow an individual to continue to work from home, taking into account the individual circumstances. All of us are required to follow a reasonable management request and working from home if well enough to do so would fall under this definition, which may include duties that a staff member would not normally do, but which they can reasonably be expected to do with appropriate support and resources. If staff are not advised to self-isolate and are neither ill nor diagnosed with COVID-19, managers should handle this situation sensitively, exploring with the member of staff any concerns they may have about returning to work. Careful consideration should be given to options that could allow the member of staff to work from home, or in other healthcare settings that would allow them to use their skills/experience. If staff remain concerned, and if resolution is not possible after all possible options have been explored, it may be possible, in these particular circumstances, for the employee to work flexibly, to arrange annual leave, unpaid leave or other alternative arrangements. Guidance for managers is being developed. In the meantime, managers should discuss individual cases with a member of the HR team. (Updated 03.04.2020)

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41 Self-isolation What is the expectation if individuals are in the ‘at risk’ group but there is no suitable alternative work they can be doing at any of the hospitals, and if they are unable to work from home?

Staff and managers should follow the advice provided here to determine whether or not a vulnerable individual should remain at home, or the degree of adjustments which are required to support an individual to continue to attend work: https://www.nhs.uk/conditions/coronavirus-covid-19/advice-for-people-at-high-risk/ Or https://www.leedsth.nhs.uk/covid19/latest-guidance/health-advice/. If a staff member does self-isolate at home, we recommend that their line manager telephones them to ensure that they and their family are getting the advice and support that they need, and to explore for the individual to work in some way from home. Many of our staff who are having to self-isolate are not unwell and are telling us that they still want to contribute, so explore this with the staff member. Some things to consider:o There may not be work available related to the staff member’s normal duties, but there could be work form elsewhere in the team, or wider organisationo All staff, regardless of their role, should be able to undertake some or all of the following from home:

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§ Check work emails regularly and keep updated with developments at work and guidance relating to COVID-19.§ Access the appraisal system and prepare for their appraisal or, if they manage staff, prepare for the appraisals of their staff§ Access training which is available on the on-line training interface, e.g. IG, Fire Safety§ Catch up on reading about their role, and also wider reading, e.g. books and articles relating to Leeds Improvement Methodology§ Access some of the videos on the Trust’s YouTube channel§ Share with staff your area’s staff survey results, and ask them to consider how to make their team and the whole Trust the Best Place to Work § Dial in to team meetings

40 Terms & Conditions

For medics, what is the remuneration for working additional on calls at short notice to cover sickness or self-isolation during COVID-19 pandemic.

We currently have some gaps in our junior doctor on call rota overnight due to sprs having left the rotation and failure to appoint to locum posts.  Shifts have been put out to locum agencies for cover, but if we are unable to get cover then our only other option is for a consultant to cover the on call overnight.  Our junior doctor would normally be resident reviewing patients on the renal wards overnight - one of the consultants asked if it would be a requirement for them to be resident overnight in this situation or whether they could go home if things were quiet.  The Clinical Direct/Lead Clinician should undertake a clinical risk assessment and determine what level of consultant cover is required to maintain patient safety.

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39 Terms & Conditions

The junior doctors have radically changed their rotas in response to the current crisis and have really stepped up creating redundancy in the rota to allow for the inevitable gaps that appear due to illness or isolation. They are not unreasonably concerned that on paper it actually looks like they are rostered for slightly less hours and are anxious that this will have a negative effect on their pay. This is a particular anxiety from the bank doctors. The fact that they are not rotating in April also concerns them that any in-job pay protection they would normally have may be lost. Is there a reassurance that they will not be left out of pocket that I can give back to them.

Pay protection in line with the Junior Doctor 2018 TCS will be applied, the trust will protect at the level in the April work schedule. If changes to rotas, result in an increase in pay, individual pay will be uplifted to reflect this. We aim to ensure that no junior doctor is financially disadvantaged.

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38 Terms & Conditions

Our Senior Managers and Matrons are moving to a different pattern of working to ensure we

Please see link from AfC Terms and Conditions Handbook below which applies to unsocial hours worked as part of contracted hours. This applies to all

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are covered 8am - 8pm - Mon to Fri and 8am - 6pm on the weekends. This will mean some of the 37.5 hours will be worked at weekends. Are enhanced rates of pay offered for working core hours over weekends?

AfC staff, with different rates according to Band. https://www.nhsemployers.org/tchandbook/part-2-pay/section-2-maintaining-round-the-clock-services-england

37 Terms & Conditions

If individuals are volunteering to work over 60 hours to help with staff shortages, is this a possibility providing they get some rest following that last shift?

Working excessive hours presents a risk to both the worker and patients/service users.  The Trust’s Policy of limiting working hours to 60 in a single week is designed to mitigate this risk.  There would need to be a thorough risk assessment undertaken prior to any variation from this policy being agreed.  Furthermore, managers and staff are reminded that we expect the operational pressures associated with COVID-19 to be on-going for at least 12 weeks.  Therefore, we need to prioritise staff health and wellbeing in order to support staff over an extended period and support them to receive adequate rest. This position will be kept under review in line with the operational pressures facing the organisation.

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36 Appraisal What will happen with appraisal season? The appraisal season will be extended until November 30th recognising the current circumstances we are working in.  The Appraisal Module on the Training Interface will go live on Tuesday 24th March and where it is reasonably practicable appraisals can still go ahead, perhaps using phone, Skype, Facetime or Microsoft Teams.

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35 Recruitment We have a recruitment campaign at the moment. Should this be postponed given the current guidance from government? Can you advise if this is appropriate and also how to inform candidates asap? As there are skills tests associated with these roles it is unlikely a video link interview would be an option.

Recruiting managers are advised to only progress recruitment campaigns if they are critical to service delivery. This will need to be a management decision based on an assessment of service needs. For recruitment activity that would normally involve face-to-face interviews, we recommend that wherever possible the interviews are conducted via video link (such as Skype, Zoom or Microsoft Teams). Where this is not possible the interview environment should be set up to facilitate the appropriate social distancing protocols. If managers wish to run further skills tests or assessments, advice on specific roles can be obtained from their HR Business Partner.

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34 Recruitment We have had a couple of initial approaches from 3rd party partners about helping out with service delivery during the COVID-19 outbreak to backfill our workforce.  None of these have any contractual relationship with the Trust at the moment and we were wondering what the situation with honorary contracts / minimum requirements would be to enable them to work

Streamline employment checks have now been agreed and resourcing will be able to advise managers (Updated 03.04.2020)

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within the Trust at this time.33 Recruitment As discussed, we have had a number of

requests for staff to clean public areas in the hospital.Unfortunately, due to the current situation, references are taking much longer to come back. This is obviously due to a number of reasons, but it is, and will, significantly delay how quickly staff can start. We currently have 18 staff members that we are awaiting references for, and it is very difficult to give a timescale on when the staff members will be able to start.

Streamline employment checks have now been agreed and resourcing will be able to advise managers (Updated 03.04.2020)

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32 Annual Leave If staff are asked to work BH days to ensure the AL/absence spikes are flattened can they be assured that they will get the day back?

Yes, and they will receive enhanced pay for working on the Bank Holiday in accordance with their contract of employment. For staff who are on eRostering, the system should be updated to show the employee as working. For staff who don’t normally work on bank holidays and have booked annual leave for the bank holiday, please do not cancel the annual leave on ESR. Instead make a record that the employee is owed a day off as Time In Lieu and manage this locally. Payroll should be notified of the Bank Holiday working via the normal monthly return to ensure enhancements are paid.

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31 Annual leave What if a member of staff cancels their leave before 31st March 2020?

If a member of staff cancels leave before 31st March 2020 due to the current situation, the carryover of more than the normal 5 days annual leave is allowed in these exceptional circumstances.

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30 Annual leave What if my member of staff asks to cancel their annual leave?

Updated advice regarding annual leave is available from NHS Employers: https://www.nhsemployers.org/covid19/staff-terms-and-conditions/annual-leave. We recognise that many staff have been flexible regarding their annual leave and not taken leave when the service needed them the most during the pandemic. The Trust is extremely grateful for everyone’s flexibility and commitment. Fortunately the number of COVID patients within the hospital is currently steadily decreasing and the maximum numbers were lower than what we originally planned for.  Given these decreasing operational pressures it is important for staff to take the opportunity to take their annual leave to rest and maintain their own health and wellbeing to continue being able to deliver the best care for our patients.

UPDATED08/06/2020

29 Annual leave Should I be asking my staff to cancel their annual leave?

Updated advice regarding annual leave is available from NHS Employers: https://www.nhsemployers.org/covid19/staff-terms-and-conditions/annual-leave

UPDATED08/06/2020

Fortunately the number of COVID patients within the hospital is currently steadily decreasing and the maximum numbers were lower than what we originally planned for.  Given these decreasing operational pressures it is important for staff to take the opportunity to take their annual leave to rest and maintain their own health and wellbeing to continue being able to deliver the best care for our patients.

28 Annual leave If individuals have AL booked and they then have to self-isolate, do they get this AL back?

In the event employees are required to self-isolate over a period of pre-booked annual leave, they can choose to cancel their leave. In the event they choose to cancel their leave, they should contact their manager to advise they are self-isolating and therefore available to undertake work at home.

27 Work Experience

What is the Trust doing with regard to work experience placements?

All work experience placements have been cancelled for the foreseeable future.

26 Visa concerns I have a work permit which is due to expire. I am required to return to my country of origin in order to renew the visa. If I cannot return as there are no flights/borders closed, what will happen?

Staff who have got queries in relation to visas are advised to contact Resourcing: Dan Differ - daniel.differ@nhs.net/0113 2066602 or leedsthtr.MedicalRecruitment@nhs.net/0113 2066067

25 Training Should I still attend Trust training Staff should prioritise FIT testing – if you need details of when this is taking place please speak to your line manager. All other face to face training is cancelled with immediate effect for the next four weeks (to be reviewed) except where it is essential for the continuing provision of clinical/patient services. All delegates will be contacted in advance and courses rearranged at a point in the future. CSUs are working with the mandatory training leads if their staff need to access face to face mandatory training over the coming weeks.

24 Study leave Can I request study leave? Yes. New study leave requests should be considered as per normal processes, taking into account national guidance and service needs at the time of the request.

23 Study leave I was due to attend some study leave which has now been cancelled, should I come into work instead?

Yes. If an event (e.g. a training event, conference, external meeting) is cancelled by the organisers, staff will be expected to attend work instead.

22 Recruitment Apparently, there is a trust-wide pause on all research work. For areas that have just recruited research roles, can their starting dates be postponed? And if so, for how long?

We would encourage continuing with the on-boarding process, however, there will need to be a conversation with the individual to discuss alternative duties when they start.

21 Induction Will Trust Corporate Induction still take place every week?

Corporate induction is changing in order to help with social distancing measures. From now until further notice new starters will receive an Email containing an induction booklet and links to E-learning. We are asking staff to complete their mandatory training and read the booklet by the end of Thursday on their first week. We also ask that recruiting managers contact Organisational Learning via E-mail at leedsth-tr.OLCourseBookings@nhs.net on their new starters first day to ensure that new starters get paid promptly. ID Badges and IT logins will be delivered by Organisational Learning directly to the department on the Friday before the new starter arrives.Recruiting managers should still book new starters onto induction on the Line Manager Portal, as this will help ensure that the ID badges and IT Logins are produced.

20 Health and Wellbeing

Has anyone looked at stepping up support to address psychological/emotional impact on staff? What does that look like?

All staff are reminded they can access the Employee Assistance Programme (EAP) on 0800174319. This support is available 24/7. There is a wide range of support available across the Trust - details are available here: https://www.leedsth.nhs.uk/covid19/staff-wellbeing/ It is also well known that the best support comes from within your own team and therefore managers are asked to work with HR to access existing or identify new ways to support staff/teams.

19 Dependents What provisions are in place for school closures?

You need to contact your child's school. All NHS staff are classed as Key Workers and therefore the expectation is you will be able to work as usual. If your child's school is not able to help you, you are asked to explore with your manager all options available to you in order to support you remaining at work. (Updated 03.04.2020)

18 Dependents What should I do if I have school aged children? As a Trust employee you will fall under the definition of a Key Worker. Therefore, you need to contact the school to ensure they are aware of this. If your child's school is not able to help you, you are asked to explore with your manager all options available to you in order to support you remaining at work. In order to support schools, if you are able to perform your normal duties when working from home, your child should normally be cared for at home. (Updated 03.04.2020)

17 Sickness Can managers ask to check an individual’s temperature?

No. We understand how important it is to help our staff establish whether they have Covid-19 positive symptoms. Together you should work through the guidance to help them establish this but you as a manager cannot ask to take

their temperature. If an individual becomes unwell at work or are showing signs of Covid-19 symptoms they are advised to follow the advice in question 16.

16 Sickness What if somebody becomes unwell whilst they are at work?

If someone becomes unwell while at work they should be told to go home and advised to follow current national guidance in terms of self-isolation and accessing treatment. If the person cannot leave the workplace immediately, remove that person to an area which is at least 2 metres away from other people and, if possible, find a room or area where they can be isolated behind a closed door. If possible, open a window for ventilation. The employee should be asked to contact their manager when they are well enough to work, even if they are still required to self-isolate.

15 Sickness How will sickness absence related to COVID-19 impact on the attendance management of an individual?

Revised Terms & Conditions have been agreed nationally which include how sickness absence due to COVID-19 will be treated: "Any sickness absence related to COVID-19 for AfC and medical staff should not be counted for the purposes of any sickness absence triggers or sickness management policies."

14 Sickness Do employees need to obtain a medical certificate?

Under normal rules you can self-certify your sickness absence for the first seven calendar days before needing to obtain a GP 'fit note'. To reduce the spread of infection and to ensure you do not visit GP practices if you have the coronavirus symptoms, you are advised to focus on recovering rather than worrying about obtaining a fit note. Line managers should not ask for GP fit notes for coronavirus absences and there is no requirement to obtain a self-isolation certificate issued by the 111 service.

13 Sickness If one of my team is unwell and off work with symptoms of Covid-19, how should this be recorded and paid?

This would be recorded as sickness absence. Revised Terms & Conditions have been agreed nationally which include how sickness absence due to COVID-19 will be treated: "For AfC staff whose sick pay is usually calculated using only their basic salary, for the duration of the pandemic they will be paid sick pay as though they are working if they are off sick with COVID-19, using an agreed reference period or other local agreed policy. This will ensure all AfC staff receive full sick pay. Terms for medical staff already include full pay for sickness absence. Any sickness absence related to COVID-19 for AfC and medical staff should not be counted for the purposes of any sickness absence triggers or sickness management policies."

12 Working arrangements

Can services require people to come in on their days off?

In these situations, staff may be contacted and asked if they are available for work. In these exceptional circumstances we would stress the importance of flexibility from both staff and managers. Managers should also ensure their staff receive adequate rest.

11 Working arrangements

People are getting worried about sharing offices, what should we do?

Social distancing guidelines should be followed by individuals, both at home and at work. Individuals should discuss their concerns with their managers in

the first instance in order to consider whether alternative working arrangements need to be made and how this could be facilitated ie: changing start/finish times; follow national guidance in terms of distance between individuals; use of teleconferencing facilities rather than face to face meetings or use larger meeting rooms to allow for greater personal space.

10 Alternative duties

If my working patterns change to include unsocial hours will I receive unsocial hours pay?

If this is required by the service and has been agreed by you, you will receive enhanced pay in accordance with your terms and conditions. If this is to facilitate flexible working in response to your personal circumstances, unsocial hours payments are not appropriate. The employee's personal circumstances and the needs of the service should be considered in all cases where changes to hours are being considered and wherever possible, changes should be mutually agreed.

9 Alternative duties

For services where clinics are being cancelled, what are the staff members required to do?

In these circumstances, managers should work with staff to agree alternative duties to support service delivery.

8 Health Condition A member of staff has an underlying health condition/is pregnant/is over 70 and has refused to come into work or discuss their situation with their manager.

Where an employee is concerned about coming into work, the expectation is that they engage with their line manager to discuss their concerns and agree the type of work which is safe and appropriate. Careful consideration should be given to options that could allow the member of staff to work from home, or in other healthcare settings that would allow them to use their skills/experience. If staff remain concerned, and if resolution is not possible after all possible options have been explored, it may be possible, in these particular circumstances, for the employee to work flexibly, to arrange annual leave, unpaid leave or other alternative arrangements. Guidance for managers is being developed. In the meantime, managers should discuss individual cases with a member of the HR team. (Updated 03.04.2020)

7 Health Condition Do I need to put in any additional measures for an employee who has a household member in a high-risk category?

Individuals who are in the extremely vulnerable category are required to shield themselves by staying at home. The government advise on shielding and living with an individual who must shield is available here: https://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 Providing that everyone in the household stringently follows advice on social distancing and minimises the risk of spreading the virus within the home, there is no need for other family members to shield at home. However, please discuss with your manager any adjustments at work which may be able to support you to minimise your risk. Please also be aware of the option for alterative

accommodation which the Trust is able to provide to any staff member who requires it.

6 Health Condition I have an underlying health condition/I'm pregnant/I'm over 70, how will I be supported at work regarding social distancing?

Everybody is required to follow social distancing guidelines. The latest guidance for staff with health conditions is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/staff-who-are-considered-vulnerable/ The action to be taken for an employee will depend upon their condition and how stable it is. Advice from the occupational health service should be sought and they will provide advice about adjustments which should be put in place to support the employee to stay well.

5 Health Condition Is there any further guidance available for employees with health conditions?

The latest guidance for staff with health conditions is available here: https://www.leedsth.nhs.uk/covid19/latest-guidance/staff-who-are-considered-vulnerable/

4 Working from home

If a member of staff is working from home how do I record this and will they be paid?

If the employee is working from home to facilitate social distancing, the manager should record this locally for their own records but it doesn't need to be recorded on ESR or other Trust systems. The employee will be paid as normal in these circumstances. If the employee is isolating (either self-isolation, household isolation or shielding) this should be recorded as Special Increasing Balance, Infection Precaution. The latest guidance can be accessed here: https://www.leedsth.nhs.uk/covid19/latest-guidance/hr/ (Updated 03.04.2020)

3 Isolation I am self-isolating with symptoms of Covid-19 but I am fit for work? Can I work from home?

Yes. Your manager will work with you to provide you with appropriate work to do. This might be different to the type of work you normally do or at different hours but your manager will discuss this with you. Even though you are well enough to work this will still be recorded as medical suspension as the Trust needs to monitor the number of employees who are isolating.

2 Isolation I'm off work due to a need to self-isolate for 14 days as a member of my household has symptoms of Covid-19. I'm well in myself, should I be working at home?

Yes. For anybody who is fit to work but isolating, the expectation is you are available to work at home and your manager will work with you to provide you with appropriate work to do. This might be different to the type of work you normally do or at different hours but your manager will discuss this with you. In households where there is a young child, managers will take into account the need for childcare arrangements. (Updated 03.04.2020)

1 Isolation Are we to ask for evidence when people self-isolate?

No. There is no requirement for evidence to be provided by staff. Employees who feel they need to isolate should have a conversation with their line manager to discuss the circumstances, ensure the reason for isolation is in line with national guidance and agree what work can be undertaken.