Mansfield & Ashfield Clinical Commissioning Group Newark & Sherwood Clinical Commissioning Group. Long Service Policy

Transcription

1 Mansfield & Ashfield Clinical Commissioning Group Newark & Sherwood Clinical Commissioning Group Long Service Policy Document purpose Version 2.1 Title NHS Mansfield and Ashfield CCG and NHS Newark and Sherwood CCG recognise that the key factor in the success of organisations, and indeed the National Health Service, is the loyalty, quality and dedication of the people who work in it. In recognition of this, the CCGs are committed to celebrate with those members of staff who have reached certain service milestones by providing a system of awards for long service whilst in service. This policy and supporting procedure will ensure that this commitment is realised. Long Service Policy Nominated Head of Corporate Governance Lead Approval Date December 2015 Approving Quality and Risk Committee Committee Review Date December 2018 Groups/staff Consulted Target audience Circulation list Associated documents Superseded documents GEM HR Business Partners draft and review all HR policies All employees of Mansfield and Ashfield and Newark and Sherwood CCGs The policy is on the CCGs websites V2 updated November 2015 having been reviewed by GEM HR. no material changes made. 1

2 Long Service Policy & Procedure Contents Page 1 Policy Statement 3 2 Policy Aims 3 3 Process 3 4 Recognition 4 5 Review 4 APPENDICES A Long Service Award Application Form 5 2

3 Long Service Awards Policy & Procedures 1. Policy Statement NHS Mansfield and Ashfield CCG and NHS Newark and Sherwood CCG recognise that the key factor in the success of organisations, and indeed the National Health Service, is the loyalty, quality and dedication of the people who work in it. In recognition of this, the CCGs are committed to celebrate with those members of staff who have reached certain service milestones by providing a system of awards for long service whilst in service. This policy and supporting procedure will ensure that this commitment is realised. 2. Policy Aims All employees who have worked for the National Health Service with reckonable service of 20, 30, 40 and 50 years, as defined by section 12.1 and 12.3 of the NHS Terms and Conditions of Service Handbook, will be entitled to receive a long service award so long as they have been directly employed by the CCGs for one year. For the purpose of this policy only, any break in service from the NHS of 3 months or less will be disregarded but will not count towards service. CCG authorised breaks e.g. maternity leave, long term sickness or employment breaks of one year or less will be counted as service any service completed while on a bank or via an agency will not count as continuous service for the purpose of this scheme. Employees who have received an award from a previous NHS organisation prior to joining the CCGs or have received a loyalty award within the last 10 years will not be eligible for an award until at least 10 years have passed from that award being presented. Awards will only be granted on the anniversary of the required length of NHS service. Multiple awards will not be granted for individuals who have previously not received an award from a previous NHS employer. Awards are made irrespective of whether the service is full-time or part-time. The long service award will take the form of a non-cash gift voucher in recognition of their commitment, contribution and achievements over the years. The value of the award is shown below. For 20 years service award to the value of 250 For 30 years service award to the value of 350 For 40 years service award to the value of 450 For 50 years service award to the value of Process The Human Resources Business Partner will supply managers on a quarterly basis with the names of employees who are eligible for a long service award in the following three month period. The Line Manager completes the Long Service Award form (Appendix 1) and returns it to GEM CSU HR, who will then check the received forms to ensure the eligibility 3

4 once this check has been completed the form will be sent to the Head of service who will raise a requisition for the value approved. Any employee that considers that they are eligible to receive an award should advise their line manager who in turn should contact the HR Business Partner. This is especially important where service has been discontinuous, as HR records may not record such service. The HR Business Partner will then try to verify the employee s service to determine if they are eligible for an award. Where it is suspected that an employee has supplied false or deliberately misleading information in order to gain an award that would otherwise not have been granted, the matter must be reported to the Local Counter Fraud Specialist. Such matters will be dealt with in accordance with the Fraud and Disciplinary Policies and may result in the application of criminal sanctions (including prosecution) and/or disciplinary action, including dismissal. Individuals who have previously received an award within the previous 10 years will also be in breach of HMRC regulations and will liable for Tax and NI deductions. 4. Recognition Employees who have had their eligibility for an award validated by HR will be invited to be presented with their award and a letter of appreciation signed by the Chief Officer. The award presentation will take place on a quarterly basis at the end of the staff briefing session at the base most appropriate for the individual employee. The award will be presented by the Director who is delivering the briefing session at that location. If the member of staff is unable to attend the briefing session the voucher will be given to their Head of Service who will sign to confirm receipt and will arrange for the voucher to be presented to them at a later date. Staff who have received a long service award will also receive recognition for their service to the NHS via the organisations weekly e-bulletin. 5. Review This policy will be reviewed jointly with TU representatives no later than 3 years from the date of its introduction / review or sooner in the light of operating experience and or legal developments. 4

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