NHS GREATER GLASGOW AND CLYDE
On The Move South Glasgow Hospital
Leave Guidance for Staff
1.1 The new South Glasgow Hospitals (nSGH) will commence their 12 week commissioning period on the 26th January 2015. The commissioning of and transfer to the new hospitals will require input from a variety of sites and services as we maintain health care for patients.
1.2 The service transfer period will commence in April 2015 and be completed by the end of June 2015. During this period we will see the migration of Southern General Hospital, The Victoria Infirmary, The Mansionhouse, The Western Infirmary, Royal Hospital for Sick Children and various other services into the largest healthcare campus in Scotland. There will also be some staff transferring to Glasgow Royal Infirmary.
1.3 This transfer of services will be timetabled and closely controlled during the migration period and the Board recognise that the success of this exercise will rely on the commitment of our staff in order to deliver a safe transfer of services.
1.4 As a Hospital site transfers services cover may be required from other Hospitals and services in alternative locations.
1.5 As we enter the winter of 2014 many staff will be planning their leave, particularly, for the spring and summer of 2015. This is directly in line with the migration period to the new hospitals.
1.6 At other periods of peak demand for health care such as during periods of inclement weather or during major events within the Board area there has been guidance issued in relation to annual leave. In particular, if we reference the most recent large event in Glasgow, the Commonwealth Games.
1.7 In the period of the migration to the New South Glasgow Hospitals, the principals contained within the Commonwealth Games guidance will be applied.
- Annual Leave Policies
2.1 It should be recognised that there is no intention to alter local annual leave policies but to ensure we have adequate managerial and service capacity at all times during the migration period to ensure we are able to cope with the potential demands placed on our services during the migration period.
3 Guidance for Managers
3.1 Managers are encouraged to forward plan leave requests and in particular consider restricting leave in services, immediately prior to and following a departments transfer date, but also be mindful for the need for contingency planning should a major accident occur.
3.2 The full migration schedule will detail dates and times for transfers. Once this is received Line Managers can ensure the appropriate staffing levels can be delivered during the key times. It’s key that upon publication of the agreed migration schedule line managers discuss this with staff in their unit. The level of annual leave supported within each department will vary depending on circumstance and therefore each line manager must detail staffing levels required to support migration.
3.3 Members of staff requiring leave must discuss with their manager, as soon as possible, all leave requests including annual leave, special unpaid leave or study leave – to ascertain if this can be granted. Managers will be required to gather all requests before approving, to ensure there is fairness and equity in approving leave.
3.4 If staff affected by migration are unable to utilise their entire annual leave entitlement within the leave year April 2014/March 2015, we may consider the authorisation of additional untaken days being carried into April ’15 to March ’16 leave the following year beyond the normal limit of 5 days carry forward.
4 Guidance for Staff
4.1 All staff will retain their normal annual leave entitlement but must comply with the leave arrangements provided in this guidance.
4.2 All staff must ensure that any annual leave requested during the hospital transfer period is approved prior to making personal arrangements as staff cannot assume the leave will be granted.
4.3 All staff are encouraged to identify if they require leave from March 2015 until end June 2015 by the end of December 2014.
4.4 Sickness absence during the transfer period will also be closely monitored and sickness absence management procedures adhered to. Normal special leave and emergency leave policies will apply for all staff.
4.5 Staff who may be adversely affected by this guidance due to childcare or other dependence care commitments should advise managers at the earliest opportunity of their desired leave requests.
4.6 We will aim to ensure that all leave requests are approved by the end of January 2015. In exceptional circumstances, managers will consider authorising individual requests for leave from affected staff on a case by case basis.
5 Medical Staff
5.1 It is recognised that the Board require Medical staff to provide at least six weeks notice of leave. The requirement set out above will apply to Medical staff and therefore a notice period longer than 6 weeks maybe required.