Banding Appeal Training – Lessons Learnt Dan Komrower Ben O’Sullivan Michael Wright.
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Transcript of Banding Appeal Training – Lessons Learnt Dan Komrower Ben O’Sullivan Michael Wright.
![Page 1: Banding Appeal Training – Lessons Learnt Dan Komrower Ben O’Sullivan Michael Wright.](https://reader031.fdocuments.us/reader031/viewer/2022032015/56649d8d5503460f94a75475/html5/thumbnails/1.jpg)
Banding Appeal Training – Lessons Learnt
Dan Komrower
Ben O’Sullivan
Michael Wright
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9:00am Arrival and Registration
9:30 Introduction
9:40New Deal and EWTD
Daniel Komrower and Ben O’Sullivan
10:00Banding appeal and employment tribunal process
Michael Wright
10:15 Banding Appeals ScenariosMichael Wright
11:00 Break
11:15JDAT Preventative Measures
Daniel Komrower and Ben O’Sullivan
11:45 Questions and Answer Session
12:00pm Close
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What do you want to get out of the day?
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The New Deal Contract and EWTD
A Brief Background
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Two restrictors of hours
•Junior Doctors contract – aka ‘New Deal’/Terms and Conditions of Service
•European Working Time Directive – aka UK Working Time Regulations
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New Deal
• Came first: 1991 – pay-as-you-go on-call (gent’s
agreement) 1996 – restrictors on hours and rest 2000 – T&Cs and banding structure
• Affects pay
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New Deal
• Distinguishes between working patterns: Full-Shift Partial Shift On-call Hybrid
• Duty vs Work• Paid decided by the rota doctor works• Rota is monitored to make certain working practices
actually match theoretical rota.
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Banding
‘2’ / ‘3’ >48h / wk Not EWTD compliant (illegal)
0 <40h/wk‘1’ <48h / wk
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Banding
‘C’ Least antisocial‘B’ Moderate antisocial‘A’ Most antisocial
Antisocial = outside of 7am – 7pm Mon – Fri
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Banding: ‘Band 3’
£13 447Example - 20 FY1s for 1 year - £268 940
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Any Questions?
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UK WTR
• European Health and Safety Legislation (EWTD) adopted into UK law as UK WTR
• Applies in full, to all doctors (including locums/consultants/SAS) since 2009
• SiMAP ruling – at work (‘resident’) = working
• Jaeger ruling – compensatory rest must follow work
• DOES NOT AFFECT PAY!!
• Best to imagine as completely distinct from New Deal
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UK WTR
• Average weekly work – 48 hours (over 26 weeks)
• Rest: Minimum period off-duty in 24 hours – 11 hours Minimum continuous period off-duty – 48 hours in 2 weeks Natural Breaks – 20 minutes for every 6 hours work
• Can opt-out of 48-hour working. CANNOT opt-out of rest• If rest requirements not met, compensation can be given
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Any Questions?
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EWTD (all rota types)
48 20m/6h 13 11 12 24 in 7 days or
48 in 14 days
Full Shift
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On-Call Shift
EWTD (all rota types)
48 20m/6h 13 11 12 24 in 7 days or
48 in 14 days
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Any Questions?
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Rest• NOT paid for rest• Best method – consider
as on-call, home and asleep
Natural Breaks• Natural breaks are NOT
counted as rest. • Natural Breaks are paid. • 30mins - every 4-6 hours• You get them, or you
don’t• Trainees who are not on an on-call rota should leave rest as 0hrs• Teaching = work (so lunchtime teaching is not a natural break)
Rest and Natural breaks
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Natural Breaks
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Any Questions?
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Banding Claim and the Tribunal Process
Michael Wright
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Introduction
What claim can be made?• Where?• When?
Claim form and response The bundle, witnesses and statements The Hearing Settlement Lessons learned
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What claim can be made?
Option 1: Breach of contract
1. High Court• 6 years from breach• Formal and expensive
2. Employment tribunal• On termination• 3 months from termination
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What claim can be made?
Option 2: Unlawful deduction from wages• Employment tribunal• Three months from last alleged deduction• Informal and less expensive
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Claim form and Response
ET1/claim form• Brief• 28 days to respond• Report?
ET3/Response• Holding response or deal with the issues?• Correct respondent?
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Disclosure, the bundle, witnesses and statements Disclosure – all relevant material
Bundle content
Who will be the witnesses?
Experts?
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The Hearing
Single judge
Technical claim
Statements taken as read
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Reported Cases
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Settlement
COT3; or Settlement Agreement
Individual settlement? Confidentiality Balance of power
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Lessons Learned
Why bother with the internal appeal? Putting off the work for the tribunal vs. being prepared Involve the Lead Employer/keep it updated Mediation? Get legal advice early Settlement with the few
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Any Questions?
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JDAT Preventative Measures
• Evidence - review of regional banding appeals• JDAT services to help prevent banding issues
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Learning the lessons from banding appeals – Evidence based guidance for running junior doctor rotas• Adam Moreton, Emma Jackson, Yasmin Ahmed-Little• Journal of Health Organization and Management• Vol 28 No1 2014 pp 62-76
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Method
• 35 trusts contacted to supply details of banding appeals between 2004-2012
• 15 responded – 35 appeals being reviewed• Outcome not collected just the Statement of Case
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ResultReason Number (Total = 60)
Inadequate “natural breaks” achieved 17
Longest continuous duty limit breached 14
Due process not followed when banding changed 11
Weekly average hours of work 48-56 5
Weekly average hours of work >56 7
Insufficient rest whilst on-call 3
“Pay protection” claim 2
Inadequate minimum continuous period off duty 1
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ResultUnderlying reason for rota and work not matching Number (Total = 60)
Rota 28
Policy 22
Communication 18
Co-ordination (working practices of the team) 14
Work load 13
Culture 8
Training 3
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So how can you prevent this?
• Robust monitoring policy…• …with systematic processes and paper trail• Communication lines with trainees – use of JDAT
template• Ensuring rotas are signed-off• Ensure knowledgeable rota managment!• Get in touch!
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Robust monitoring policy
• New Deal and UK WTR summary• Who, where and when the policy applies• Who bears overall responsibility for it (business
groups/departmental managers, up to execs etc.)?• What/when is monitoring?• Process…
• Go through at induction with trainees to sign
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…processes
• Rules of monitoring (biannual, trainees working different patterns monitored separately e.g. LTFT)
• DRS ONLINE MONITORING!!
• Process checklist – to be distributed to departmental managers. Stages to be dated and initialed when performed. Returned with monitoring data.
• Careful handling of invalid returns, incorrect data entered, disputed outcomes, Band 3’s – JDAT guidance is available!
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Communication
• Give trainees every avenue to raise concerns• Excellent communication BEFORE monitoring will prevent
lots needed later!
• JDAT template rota• Keep up-to-date personal e-mail addresses• Trainee representatives for troublesome rotas (prevents
repeatedly answering same question from 10 different trainees! ‘When do we get results?’ ‘What do they show?’
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Rota management 1
• ‘Due process’ is still an important consideration at banding appeals
• Get rota sign-offs!!:• Trainees (Stage 1A)
• Educational lead (Stage 1C)• JDAT (Stage 1B)
• Guidance on our website
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Rota management 2
• Monitoring non-compliance and local rota amendments
• Train your consultants/directorate managers before they are handed responsibility for a rota (WE CAN DO THIS!!!!)
• NO local amendments to rotas unless fully understand the contractual consequences
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Thank you – Any Questions?
Junior Doctor Advisory Team
[email protected]/our-work/jdat
Michael Wright
0161 817 7266