Frequently asked questions

> Black Country Pathology Service > Frequently asked questions

A list of FAQs for the Black Country Pathology Service.

Will the centrifuge work with GPs still continue?
This will be discussed during the implementation planning phase. Any good practice will be maintained if it is considered appropriate by the workstream leads. A GP liaison post will be part of the BCPS to understand their requirements. We also have GP representatives on the Clinical Reference Group, so many of the implementations plans are being shared with them for comments throughout the development.
Are we guaranteed capital investment to do our jobs effectively?
The business case includes costs for the buildings, a new LIMs system and plans to replace equipment as required.
What will happen to the tendering of the LIMS system? Will this be included as part of the IT system if specialist sections stay separate?
The IT procurement is underway currently.
Will our users be consulted with effectively?
The Clinical Reference Group has three GP representatives, one from Dudley, one from Sandwell and one from Walsall. Clinical user forums were set up on each site.
How will the control of budgets change?
A single pathology budget for the service will be developed and managed by the heads of department.
Will staff be given the chance to work at Wolverhampton before we move?
All trusts commit to making the transition as easy as possible for staff and opportunities to work in the new environment will be identified as early as possible.
What will the POCT structure be across all 4 Trusts?
The Oversight Group received a paper proposing that all trusts wanted POCT to be included in the scope of BCPS. The teams across all four trusts have formed a workstream to agree what the service should look like. A case will then be taken to Oversight to outline the resources required.

Timescales

What is the timescale?
The IT procurement is underway now and the required building works are scheduled for completion by mid-2019. The integration of services will then be done in a phased approach beginning with Walsall, then Dudley, then SWBH. The final go-live date will be by March 2020.
If trusts merge at different times, what might be the impact?
The implementation will be phased, but the overall planning and any workforce management of change processes will carried out equally with all staff that are affected. No trust, or staff group, will have any advantage or disadvantage.
If people leave and sites become destabilised, will there be plans to move services earlier?
The national network drive means that all areas will be doing a similar arrangement. There will be the option of looking at moving small volume activity earlier. This will be worked up on an individual discipline basis.
Is the timeline for staff to physically transfer over to Wolverhampton known yet?
The timeline is dependent on a number of other factors such as completing the LIMS and accommodation builds. It is unlikely that any physical transfers will take place before the summer of 2019.

Transportation

How will the transportation of samples be dealt with?
A logistics plan was included in the business case. This includes at least the current levels of transport, with significant additional runs planned. Members of each trust were involved in the plans and will continue to be consulted during implementation.
There are issues being experienced with transporting samples between two sites. How will this be better getting samples to Wolverhampton whilst not impacting the TTT?
A logistics solution has been developed to ensure that we deliver a better service than currently provided.

Have lessons been learnt from other mergers that have failed?
Teams from the disciplines have been to South West London to learn how they have successfully developed their service. We also have support from the national NHS Improvement team. Whilst on a smaller scale, RWT has recently led on a Black Country partnership for cytology services which has been a great success, with staff sharing their positive experiences.
What will happen if this merger fails?
The business case has commercial terms which describes what will happen if a trust decided to withdraw from the partnership.
What is the contingency plan?
We will work with NHSI to develop network contingency support.
How will we ensure all partnership trusts are represented?
There are a number of meetings set up for the project and governance which includes representatives from each of the Trusts.
Has there been any strategy for innovation included in the full business case?
The project to merge four services into one is very innovative and the Black Country service change is seen as an exemplar example nationally. The new service will be delivered from state of the art buildings using the latest technology and IT systems. The Oversight board would give the laboratory service the opportunity for accelerated development of new tests and services. The new business unit would seek to expand and develop the service further. Opportunities for additional acquisitions are already in progress.

What is the TUPE timeline?
See the briefing from the February Oversight Group.
When is the TUPE process going to start?
As per the TUPE briefing, it is planned that TUPE consultation will be launched during April 2018.
What does the TUPE transfer mean and will it affect consultant staff?
TUPE transfer means that the staff allocated to services described in the business case and commercial terms will have their employment contracts transferred to RWT, the host for the Black Country Pathology Service.

It is assumed that all the staff who are substantially engaged in providing pathology services will transfer over and come under the remit of the Black Country Pathology Service. The TUPE consultation process will give individuals the opportunity to express views if they feel that TUPE may or may not apply to them.
Will TUPE be before organisational change happens and if so, what happens to me?
TUPE consultation is separate to management of change consultation processes. TUPE, by law, means that an employee transfers on existing terms and conditions. Any proposed management of change processes to take place post-TUPE, will be set out as measures during the TUPE consultation process.

Staff will have opportunities to discuss their individual circumstances during the consultation processes.
How long is the TUPE process?
TUPE consultation will be for at least 90 days, rather than the required minimum of 45 days.
Why is the consultation period starting so soon (possibly April) when staff will not be moving for at least two years?
Staff-side has been involved in early discussions and will remain engaged throughout the process. It is agreed that the TUPE process should start early to reduce uncertainty, and to enable the ongoing planning of the service and transformation. It is with the intention that once the TUPE process has completed, for the vast majority of staff, working relationships/environments will continue as they do now until phase four has taken place.

The only significant difference is that staff will be employed by RWT as the agreed host organisation. Staff will remain on their current terms and conditions, whether that be Agenda for Change or Medical and Dental, subject to any proposed measures.
How are you going to do the transfer, with different terms and conditions?
We will carry out the TUPE process first as it is really important that staff can input into building services and the implementation phase. Any proposed management of change processes, or harmonisation of policies, terms and conditions etc. (as set out in the measures) will take place post-TUPE. Staff will transfer over on their existing terms and conditions.
It is not clear what will happen to our jobs if the TUPE transfer goes ahead of the process of change?
It is with the intention that once the TUPE process has completed, for the vast majority of staff, working relationships/environments will continue as they do now until phase four has taken place. The only significant difference will be is that you will be employed by RWT as the agreed host organisation. Staff will remain on their current terms and conditions, whether that be Agenda for Change or Medical and Dental.
If we are TUPE’d over to RWT and then once the restructuring process begins and we all apply for our own jobs etc. for those that are not successful and do not get that post, which trust is responsible for re-deploying us? And what if there are not enough jobs to re-deploy us into?
All trusts are committed to seeking redeployment opportunities for staff who become displaced, and those staff will be engaged with on an individual basis to discuss their circumstances. RWT has assured staff that it expects any reductions to be achieved via redeployment or natural wastage.
If all staff are TUPE’d over to Royal Wolverhampton, what happens if there is no job for all staff? Will they transfer back to SWBH?
All staff will transfer to RWT, and be matched to an appropriate grade. For areas that are over resourced, management of change processes will follow, commencing with the management team in the first instance. Trusts are committed to retaining staff and achieving reduction through natural wastage or re-deployment in the first instance.
Will there be harmonisation of medical staff terms and conditions?
TUPE means that all staff will transfer on existing terms and conditions. Any plans for harmonisation will be undertaken post-TUPE.
Who will the 1-1 meetings be with?
Each partner Trust will be able to confirm who will be conducting the 1:1 meetings.
If the 1-1 meetings are with the manager and they cannot answer any questions on HR issues what happens then?
Any questions that cannot be answered during the 1:1 meeting will be looked into, and responded to afterwards. Each partner Trust will decide whether they have HR representation at the meetings.
Can consultants have a joint 1-1 meeting if they are in agreement?
Each partner Trust will confirm if they are happy to accommodate requests for joint meetings.
When is the training going to take place for managers who are going to carry out the 1-1 meetings?
Each partner Trust will be able to confirm the arrangements they have put in place to support managers with the TUPE consultation process.
Can some staff have joint 1-1 meetings if they want to?
Each partner Trust will confirm if they are happy to accommodate requests for joint meetings.
Will a further meeting be arranged for Executive Team or Graham Danks can attend to answer any issues?
Graham Danks, and other members of the BCPS team have provided available for more visits across each of the partner Trusts in June and August – each partner Trust will be able to confirm when the team will visit your site.

Graham Danks and BCPS colleagues have offered to attend future open lab sessions.
Individual staff members who have been awaiting their job descriptions and contract since last year how will they ensure that the correct information is included as part of the TUPE?
Each partner Trust will be able to advise staff in respect of this.
What should staff do if they cannot locate their contract?
Each partner Trust will be able to advise staff in respect of this.
What happens to staff who have nothing in writing for their current banding how will the correct information be picked up for the TUPE?
Each partner Trust will be able to advise staff in respect of this.
How long will staff be protected once TUPED over before any change process can begin?
There are no defined periods of time before management of change processes that have been declared within the measures letter can start to take place.
Will ESR records transfer across?
This detail is being worked through with ESR workforce colleagues.
Will some staff be asked to work cross site?
This could be a possibility however individual preference will be taken into account as far as possible. The final physical moves will not happen until March 2020, but there will be a phased approach leading up to this. It is likely that some cross-site working may be required for some staff. There is a potential for this - even now staff are sometimes asked to go to other sites ( e.g. between RWT and Cannock) if there are shortages. But no one will be forced to move around on a day to day basis if they do not wish to. Any proposed permanent change of base will be consulted on appropriately with affected staff.
How will this impact the current lab?
The overall service delivery is important. No changes should be implemented that have a detrimental impact on the quality of the service. Each partner Trust will be able to discuss how the transition to BCPS may impact upon their current labs.
Will we have access to Wolverhampton systems once TUPE takes place?
Yes, access to the required systems is being developed as part of the transitional planning via the IT work stream.
Will the manager be responsible for writing up the 1-1 meetings and will he individual receive a copy of what has been discussed in the meeting?
Each partner Trust will be able to confirm arrangements around the 1 to 1 meetings.
There seems to be a lot of conflicting information in the measures letter compared with what was said at the road show by the Chief Executive of Wolverhampton?
Staff should raise this during their 1:1 meetings or via their union representatives.
How long will protection last post TUPE?
TUPE doesn’t make any changes in pay that would therefore attract pay protection. Any Management of Change process is done separately after TUPE has taken place. Pay protection timescales only come into effect post a Management of Change process, if applicable. It should be emphasised that staffing changes are expected to achieved be gradually over a period of time.
For staff that cannot travel to Wolverhampton due to their personal circumstances why is the option for these staff to be redeployed at SWBH not being explored as an option?
Staff should raise this during their 1:1 meetings or via their union representatives.
Why does the measures letter not include a redeployment option for SWBH?
The measures letter is from RWT, RWT has no jurisdiction over other Trusts decisions in respect of redeploying staff. Staff should raise this during their 1:1 meetings or via their union representatives.
Should staff TUPE over first then raise their concerns?
Staff should raise their concerns during their 1:1 meetings or via their union representatives.
How can it be certain that natural wastage will achieve the new workforce if the option to offer redundancies is not being explored?
Having reviewed existing turnover figures for each Trust it is envisaged that this will be achievable.
If staff have to reapply for their own job if they are not appointed to that post will they be given the opportunity to then apply for a lower band job even though David Loughton stated all staff would remain in their current bands even if it meant over establishment?
All staff in scope will transfer and will be found a role. Any one not successful in their roles will be given a job description commensurate with their band to enable them to operate at their current band. There will be a lot of implementation work as well as keeping the day to day service running.
Mr Loughton stated that if you were an 8A currently and you were not successful in achieving an 8A post in the new structures that you would stay an 8A and be found things to do – we need to be absolutely clear that this is true and properly documented.
All staff in scope will transfer and will be found a role. Any one not successful in their roles will be given a job description commensurate with their band to enable them to operate at their current band. There will be a lot of implementation work as well as keeping the day to day service running.
If organisational change results in de-banding when will pay protection start?
Pay protection comes into effect once the management of change process is complete (i.e. when an employee commences the role at the lower pay band). No management of change can start ahead of TUPE being completed.

Staff who TUPE will do so maintaining the terms and conditions of their transferring trust. Pay protection would only apply to individuals that are detrimentally affected by a management of change or job banding process. Pay protection will be paid in line with existing policies at each partner trust.
Staff across all 4 Trusts are on different banding for the same jobs is pay likely to be put up to those staff who are on a higher band or is pay likely to be put down in order to unify the banding?
Some disparity in banding has been identified across the trusts which will need to be resolved. Should the process result in any staff being down-banded, then pay protection will apply, which will transfer with staff from their previous Trust.
In the measures letter any benefits should be detailed along with the provider, what should be included in this as a benefit and who should this information be given to?
HR representatives will be responsible for providing this information on behalf of staff.
Will current shift patterns transfer across under TUPE?
There will be no changes from 1st October, any proposed changes to working practices will take place post TUPE. Any concerns should be discussed during 1:1 meetings.
When staffs personnel files are transferred will old information be transferred as well for example any grievances?
Under TUPE legislation appropriate employee liability information is required to transfer; this will include employee relations casework such as grievances, sickness absence management and disciplinary.
Trust Transfusion Practitioners have been mentioned as being excluded from the TUPE how will this be managed?
Partner Trusts will have to decide how they manage staff that they are going to retain rather than transfer to BCPS.
What will happen to those staff that are left in Pathology and not part of the TUPE process, especially if their managers are included in the TUPE?
Partner Trust will have to decide how they manage staff that they are going to retain rather than transfer to BCPS.
How can the TUPE still be going ahead if the relevant decisions have not been made?
The Oversight Group agreed that consultation should start whilst parallel work is on-going. The transfer will not happen until Oversight and boards have assurance that all necessary processes are in place.
Post TUPE how will the process be done fairly for any surplus of posts that will have to be reapplied for?
Only where there are more staff in post than the target operating model, there may be a necessity for staff to reapply for the jobs within the structure as a competitive selection process, and all staff will be fairly pooled to take part in the selection process for their comparable job roles. Where there are sufficient jobs for any pool of staff within the target operating model, staff will not need to re-apply.

The management of change process will be subject to formal consultation provisions. All staff in scope will transfer and will be found a role. Any one not successful in their roles will be given a job description commensurate with their band to enable them to operate at their current band. There will be a lot of implementation work as well as keeping the day to day service running.
How will we continue to run the on-call rota as so many staff are looking to leave?
It is recognised that there will be pressures to continue to provide the services. The Oversight Group have committed to ensure that current service standards are maintained, and discussions are taking place about how reciprocal support can be given across all sites.

Union Representation

When should unions become involved?
Staff-side has already been involved in early discussions and will remain engaged throughout the process.
How will I be represented throughout this process?
Staff-side has already been involved in preparatory discussions. It is up to individuals to seek independent representation via associated trade unions.
How do we go about joining the union?
This requires the member of staff to sign up to a union of their choice.
Can we have a union representative in each department?
Yes. A spokesperson can be nominated to represent the group.

Policies

Outside Pathology will RWT policies be used?
Yes.
Will the Sickness and Absence policies be harmonised?
There are key HR policies which will be aligned as soon as possible.
Have Wolverhampton submitted any new policies that will be put in place?
Staff will transfer with their existing HR Policies. Alignment of Policies will however be progressed as quickly as possible to ensure fairness and equality amongst transferring staff.
Will staff have access to policies in an equal way as Royal Wolverhampton staff?
Yes, access to the staff intranet is being developed as part of the transitional planning via the IT work stream.

Training

Will staff be expected to redo mandatory training courses again once the TUPE transfer takes place?
This detail is being worked through with education and training colleagues.
What will happen if staff have completed part of a training course, but the course does not conclude until after TUPE will they be able to complete the rest of the training course even though we will be part of Royal Wolverhampton?
We would expect staff to be able to complete any on-going training.

Specialist Labs and Midland Metropolitan Hospital

How far is MMH from being completed?
SWBH are working with The Hospital Company to engage a new contractor following the announcement of Carillion’s insolvency. Until new arrangements are in place we are unable to confirm an opening date.
Why can’t a lab be built at MMH now there is a delay?
The design of the new hospital was agreed with the contractors. Design is fixed at the point of sign off of the plans.
Is the option of a third party taking over the specialist labs still on the table?
SWBH are considering future arrangements for specialist pathology services.
Why did SWBH not get considered to be the hub?
This was a decision agreed by the Chief Executives and Boards early on in the initial discussions. An options appraisal was scored.
Can you confirm who are being defined as Specialist Section staff as most staff work in Specialist Section as well as in other labs. Many of us rotate in and out of the specialist areas albeit on a longer-term basis than other sections and most people could dispute a TUPE to anything other than BCPS?
SWBH Trust will provide a list of staff it considers to be part of the Specialist section. Discussions will take place with individual post holders together with an assessment on the key elements of the role in order to assess whether TUPE applies.
The Manuals Section is half specialist and half routine work how will it be determined which staff sit where and as most of us rotate in an out of specialist sections surely very few would have TUPE applied if a private sector organisation got involved?
Discussions will take place with individual post holders together with an assessment on the key elements of the role in order to assess whether TUPE applies. These situations are not unique and have been dealt with many times during previous TUPE exercises.
Does the delay in the completion of MMH impact us moving to Wolverhampton?
The phasing of the moves has been changed to reflect the delay in MMH.
Why are Specialist Sections going to be part of the TUPE process even though a decision has not been made?
SWBH agreed that it is better to include the staff during the process. If the decision for Specialist testing not to be part of BCPS is made, then the process will stop for them.
MMH will be delayed further how does this impact us moving to BCP?
The phasing of the transfer, and provision for a second ESL has been built into the plan. The final physical moves may be delayed until MMH is completed.
How can work streams procure systems, such as the new IT contract, if the specialist section decision has not been made?
The LIMs procurement has assumed that specialist testing is part of the BCPS. Specialist testing staff were involved in the specification of the system.
What will happen to the staff in Manuals that do dual working across laboratories and also those that rotates in and out?
Discussions will take place with individual post holders together with an assessment on the key elements of the role in order to assess whether TUPE applies. These situations are not unique and have been dealt with many times during previous TUPE exercises.
At recent meetings we have been treated like ‘lepers’ and the BCP appears to be have excluded our specialist services from its plans. Important decisions on IT are being made soon by BCP so if we are not careful we will be unable to bring a key part of SWBH services back into BCP?
Each of the groups that are working on the service plans for BCPS have got representation from all four trusts, this includes the LIMs procurement. The IT Leads group makes recommendations to the Oversight Group.
Why is the TUPE continuing if the BCP partnership project agreement has not been signed as stated in the letter from the SWBH Chief Executive?
The Oversight Group agreed that the TUPE consultation should start, with a target date for transfer of 1st October. The Partnership Agreement is in draft, and is timetabled to be agreed by all four trust boards by the beginning of September, so should be signed before the transfer date.
What will the SWB relationship be with BCP?
SWBH Board have supported being part of the Black Country Pathology Service.
What happens if SWBH don’t join the partnership?
SWBH Board have supported being part of the Black Country Pathology Service for general pathology services and are considering the options for their specialist pathology services.
How long will Sandwell pathology staff remain on City Site realistically?
The details need to be worked through. No physical moves will take place before the summer of 2019.
Will specialist section staff be part of the TUPE process?
The SWBH Board are considering the future arrangements for specialist services that will then inform TUPE arrangements.

Will staff have to reapply for their own jobs?
Only where we are over-resourced. For those that remain in exactly the same job within the target operating model, staff will not need to re-apply.
How will staff recruitment be handled with this uncertainty going on?
The aim is that all vacant posts required will be advertised through the BCPS. This has already happened for histopathology consultants.
We are concerned about inheriting consultant vacancies. Are there plans to mitigate?
The first posts have already been advertised. There will be further recruitment plans. One of the drivers of the partnership is the clinical sustainability, in that it is more attractive to work for a bigger network than individual trusts.
How will rotation of staff between sections work?
This will be discussed in the discipline workshops.
What will happen to the on-call team role?
This will be discussed in the discipline workshops.
Will vacancies continue to be advertised if some staff leave?
The Oversight Group have confirmed that vacancies will be advertised. Staff will be appointed to their own trusts contract until October, but it will be indicated in adverts to all new staff that there will be a TUPE transfer from 01.10.2018. All posts will be advertised as BCPS posts post-TUPE.

There is a commitment from all partner Trusts that recruitment will take place to ensure service delivery and quality is maintained during the transition period.
Will RWT decide what the staffing level will be and what posts will be advertised?
The proposed structure is outlined in the business case. Following TUPE, the BCPS senior management team will be appointed to and they will then be responsible for agreeing the final staffing structure. Any vacancies will need to go through the recruitment approval process, which will be defined prior to TUPE.
Will staff hours of work change?
The business case looks at enhanced working hours. The discipline teams have started to look at model rosters. Any change in working hours will be discussed during the management of change processes following TUPE.
Will shift patterns be harmonised?
This is likely. Any proposed changes to shift patterns will form part of a management of change consultation process. There are issues of critical mass and on call to be resolved. It is envisaged that BCP will move to a 24/7 service.
Staff have flexible working arrangements / work part time; how will this be accommodated post TUPE?
Staff will transfer on their existing hours of work; however all flexible agreements should be reviewed on an annual basis. This would need to be raised during the 1:1 meetings.
Staff reduction in the BCP workforce model is 87 how will this be determined?
Staff should note that the final figures will be achieved gradually over time. The Target Staffing Model in the Full Business Case did not initially include Clinical Scientists and some Admin and Clerical Staff so there could be further adjustments. The final staffing and service models will be defined post TUPE.

The CEOs have made a commitment not to make any redundancies.

All staff in scope will transfer and will be found a role. Any one not successful in their roles will be given a job description commensurate with their band to enable them to operate at their current band. There will be a lot of implementation work as well as keeping the day to day service running.
Can we have assurance that Wolverhampton will support us as the Service will be impacted by the number of staff that leave and recruiting to these vacancies will not be easy?
BCP is a partnership arrangement formed of four Trusts. The Oversight Group has committed that the BCPS will support the delivery of service across all partner trusts during the transition.

Structures

Have you got the structure yet? Have you worked through it for each department?
The initial consultation phase will be in respect of TUPE, and as much relevant workforce detail as possible will be shared at that time, as appropriate. The workforce structures will be refined and finalised post-TUPE by the department leads, and detail will be shared at the appropriate time during any post-TUPE management of change processes.
Is this a requisite for new management to come in?
The Oversight Group approved the appointment of the substantive Operational Manager and Clinical Director; these posts will be advertised and appointed to during March 2018.
Will the management structure be changed going forward with BCP and if so will this be fairly done?
The management structure will change to reflect the needs of the BCPS Target Operating Model. This will be done through a Management of Change consultation process; overarching principles to ensure a fair, consistent and transparent process to appoint to the senior management posts are being developed. It is the intention to go through the Management of Change process for this group firstly, to enable them to be in post and to shape the implementation of the service and finalise the detail of the future staffing structures.
How many of each band will be needed at Wolverhampton?
This detail will need to be worked through by the senior management teams post-TUPE to determine the final target operating model structures for each discipline.
Will staff be moved over to Wolverhampton in stages according to their banding for example the consultants being moved over first?
Currently there are no plans for staff moving in stages based on banding. Any physical moves required will be assessed on the needs of the service.

Who will the employer be?
RWT will hold the contracts and therefore be the employer.
Will we have to have a new contract under BCP?
Staff will transfer on their existing terms and conditions, and contract of employment. Any proposed changes to these will form part of the TUPE consultation process and take place post-TUPE.

Banding / Pay

If there are eight band 7s and only seven posts, what will happen?
Any management of change processes will take place post-TUPE. There will be a fair and transparent process identified for undertaking the change, which will be shared with affected individuals during the consultation period.
Bands 2 posts are not included?
This is not the case. Band 2 posts are included in the business case.
Banding is not consistent across all four trusts – how will this work? Will staff be down banded?
Some disparity in banding has been identified across the trusts which will need to be resolved. The issue will be explored fully with options for addressing. Should the matching process result in any staff being disbanded, then pay protection will apply.
Will pension and pay be protected and if so for how long?
Staff who TUPE will do so maintaining the terms and conditions of their transferring trust. Harmonisation of terms and conditions and policies will only take place following completion of the TUPE process.

Pay protection would only apply to individuals that are detrimentally affected by a management of change or job banding process. Pay protection will be paid in line with existing policies at each partner trust.
Pay protection is not consistent across all four trusts – how will this be rectified?
Pay protection policies currently in place will transfer with staff.

Redundancies / MARs / Retirements

Will there be any Early Retirement/MARs schemes?
This is not being considered.
Will there be redundancies?
Whilst the proposed workforce models currently demonstrate a reduction of 11% in staffing numbers, our aim is to maintain security of employment as far as possible. Given the duration of the project and taking account of natural wastage, this level of reduction should be achievable without redundancies.
Will redundancy pay be paid to staff that cannot travel to Wolverhampton?
There are no plans to make any staff redundant at this time.
What process will be undergone to determine who loses their jobs?
Overarching principles have been developed to ensure a fair, transparent and consistent approach. The finer process details will be developed and will be finalised through consultation with affected staff and associated unions. Only where areas are over-resourced will there need to be a selection process. For those that remain in exactly the same job within the target operating model, staff will not need to re-apply for their jobs.
How many staff will lose their jobs?
The Oversight Group have committed to making sure this is as low as possible. Any staff not slotting into the new structure will be offered redeployment opportunities.

Pensions

How will this affect our pensions?
Pensions will be transferred as part of the TUPE process and remain unchanged.
Will pensions be made up for those over 60?
There are no plans for early retirement or MARs.

Will there be sufficient parking for staff?
There is a plan to build another multi-storey car park on the New Cross site which will create approximately 800 additional spaces.
Will staff who are now going to be expected to regularly travel be re-imbursed for petrol and car parking?
All meetings have and will continue to be circulated across the four sites. All travel expenses will be reimbursed according to the relevant expenses policies.
What options will there be for staff who cannot travel to Wolverhampton?
During the TUPE consultation, there will be an opportunity for staff to have individual discussions about their personal circumstances and impact of transfer. Physical moves will not take place until 12- 18 months after TUPE therefore there is a significant amount of time for staff to either make arrangements to enable them to make the physical transfer or seek alternative opportunities. There will be a further consultation process before any physical moves.
What about staff who have lease car hire arrangements and may go over their annual mileage?
A RWT has a Salary Sacrifice 4 Cars scheme, operated by Tusker. Discussions will take place with the provider to see what the impact might be for transferring staff in respect of this benefit. Staff should arrange a lease hire contract that meets their needs, including annual mileage.
Can we still use the car parking facilities in my current Trust after our employment is transferred?
Yes, all trusts are committed to ensuring that the transition for staff is as seamless as possible.
Will there be any support to help staff travel to Wolverhampton for example a shuttle bus service?
Current trust policies around excess mileage will apply. Individual issues should be raised during 1:1 meetings.