1. Policy Statement
Our Policies are the means by which we clarify the boundaries and standards which are to be observed, applied and maintained by all our people.
Under our bank staff agreement, individuals agree to work on a casual basis and to be paid only for hours undertaken. The Organisation is under no obligation to offer an individual any work once they have joined the Bank and the individual has the right to refuse any work offered by the organisation.
Those who carry out work for the organisation under a Bank agreement are highly valued members of the team and are largely entitled to the same conditions as those with substantive contracts.
Coast Medic are committed to providing the same support framework as those with substantive contracts.
Unless otherwise stated, all policies and process’ are applicable to those who work under a Bank agreement.
Essential Policies & Guidance for reference:
- Recruitment and Selection Policy Uniform Policy
- Disciplinary Policy
- Grievance Policy
This policy will explain where processes may be different, where entitlements may differ, and will clarify the eligibility criteria to maintain an active Bank agreement.
2. Acquiring a Bank Agreement
Those with substantive contracts can have a secondary Bank agreement, for additional work they may undertake in another role. Those who hold a substantive assignment and a Bank assignment will be remunerated at plain time for the bank assignment which will be on the hourly rate appropriate for that role.
A Bank agreement will not normally be issued for the same role as the substantive one, except for Operational Events.
All existing Coast Medic staff should request a Bank agreement using the form at the end of this policy. For anyone external to the organisation, Bank agreements can be applied for through our online vacancy portal available at www.coastmedic.org.uk/recruitment
Due to the complexities and requirements of the preceptorship and ongoing support for Newly Qualified Paramedics (NQP’s), the Trust do not offer Bank NQP agreements.
Existing employees who are leaving the organisation through resignation or retirement can apply to become a bank worker following the process set out in this policy.
3. Maintaining an Active Bank Agreement
Bank workers that are new to the organisation will be provided with an appropriate induction to ensure they are competent and safe in their role as required under the recruitment and selection policy. If required, this will include a level of supernumerary working. Reasonable supernumerary hours are remunerated provided individuals are committed to the minimum regularity of working required to maintain an active Bank agreement with us.
Bank workers are required to work on average at least one shift/day per month or be on call for at least 2 days a month. Development days shall not be classed as a shift.
This will be monitored over the financial year. This will be reported quarterly and line managers will make contact with Bank workers to understand if they are experiencing challenges to working, or whether the agreement is no longer required.
If the Bank agreement is still wanted and there are no barriers to working identified, individuals who have not worked or made themselves available for a bank shift for a period of two months or more will be asked to provide availability to work within the next month. If no commitment is demonstrated, they may be removed from the bank register at the discretion of the management team.
For those with Bank agreements who are absent from working for a substantial period, it may be necessary to undertake supervised working and/or training updates upon their return to ensure they are competent and safe in their role. Requirements and remuneration of a return to work will be determined by the relevant line manager if applicable, on a case-by-case basis.
There may be instances where the minimum commitment isn’t possible due to extenuating circumstances. Individuals are encouraged to have a conversation with their line manager if this is the case. The Bank Agreement is for shifts to not be cancelled with less than 48 hours’ notice.
In the event of any concern or complaint being identified against any bank member of staff, an appropriate manager will be appointed to investigate in line with our Disciplinary Policy. Bank workers operating within their probationary period will be supported under the Performance and Development Policy.
4. Obligations and Entitlements
Sick Pay
Bank workers are not entitled to our Occupational Sick Pay Scheme. However, they may be entitled to statutory sick pay or state invalidity benefit. Our management will support bank workers to access this support.
Mandatory Training
Bank workers are required to complete all mandatory e-learning and attend any mandatory training relevant to their role while their bank agreement is active. Bank workers will be remunerated for their attendance to mandatory training – providing they are committed to the minimum regularity of working required to maintain an active Bank agreement.
If bank workers work in other NHS services, some of the statutory training already completed maybe transferable if evidenced.
Bank workers who drive our vehicles as part of their requirements must also present their driving licence before commencing work if applicable.
Time sheets
Bank workers are expected to submit a timesheet each month for shifts worked. These time sheets should be completed and sent to hr@coastmedic.org.uk
Timesheets should be submitted in a timely fashion and any timesheet received for a worked shift more than 3 months after the date of the shift will not normally be approved for payment. In the event of extenuating circumstances resulting in the delay of a timesheet submission, payment may be authorised at the discretion of the managers.
Travel & Subsistence
Bank workers are not typically entitled to expenses as outlined within the Travel and Subsistence Policy. However, management discretion can be used if a bank worker is requested to work from a site in excess of 60 miles or one hour’s commute from their home address or base station. In this instance, bank staff are entitled to claim mileage in excess of 25 miles.
5. Operational Bank Workers
Operational bank workers are expected to volunteer for shifts using the rota system on salus3cloud, which will enable shifts to be allocated to them for the foregoing month.
Bank workers will be considered for shifts following the initial planning stage. Shifts will be confirmed one week in advance through salus3cloud and any changes to shifts within 7 days, will be communicated via email, text or telephone.
Shift Cancellations
It is important that should the bank worker be required to cancel any shifts they have committed to, that your line manager, or equivalent, is notified as soon as possible.
For reasons other than sickness absence, this should not be less than 48 hours prior to the start of the shift. Cancellations will be monitored monthly and will be investigated if there are problematic levels of shift cancelations.
Professional Registration
All clinical bank workers must ensure they maintain any necessary registration, have completed all essential training required for their role and have read and are familiar with the the organisations Patient Group Directions relevant to their role.
6. Events Bank Workers
The Events Department will provide regular email updates on upcoming events. Bank workers will be required to declare their availability for the event.
Allocation of Event shifts will be done on a first come first serve basis. However, to ensure equity and fairness, allocation will be reviewed regularly to enable all event bank workers the opportunity to cover events and meet any requirements within this or future policy. Reserves will be noted in case of short notice cancellations.
Cancellations should be notified to the Events Coordinator or equivalent as soon as possible.
In the event of sickness the event bank staff member should notify our sickness line (01872 755120). The events Coordinator will monitor event bank worker cancellations and appropriate action will be taken if there are repeat occurrences.
7. Bank Agreement Refusal, Suspension & Termination
A Bank agreement can be refused for the below reasons:
- Failure to pass recruitment checks as listed in the Recruitment & Selection Policy.
- No authorisation from line manager to support application.
- Unresolved employee relations process.
A Bank agreement can be suspended for the below reasons;
- A Concern or complaint has been received and requires investigation Concerns for the Health & Wellbeing of the Individual.
A Bank agreement can be terminated for the below reasons;
- Not meeting the required regularity of working.
- Level of cancelation of shifts is becoming problematic.
- As a result of a formal employee relations process or investigation in line with our policy.
Not meeting requirements of the role;
- Not maintaining registration.
- Failure to complete mandatory training Not attending essential training.
- Prior to a bank worker being suspended or terminated, the applicable policy will be followed to ensure a fair process, such as the ‘Case Review Call Procedure or Disciplinary Procedure.
- Decisions to suspend or terminate a bank agreement can be subject to an appeal under the organisations Grievance Policy.
Termination
Upon termination or resignation, bank workers are expected to return all equipment provided by the organisation to their line manager or nearest operational management representative. This includes all uniform, ID badge/access card, communication devices and any personal controlled drug record books.
Resignation
Bank workers who wish to resign from Coast Medic should notify their line manager or local management team in the first instance, and then confirm resignation and the date of termination to HR Services in writing (hr@coastmedic.org.uk).