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HPV PRIMARY SCREENING The journey so far and Unite’s involvement
Sarah Carpenter – National Officer
Gary Owen – Lead Officer for HCS
Ian Evans – HCS National Committee Chair
THE JOURNEY
• January 2016 – UK NSC announce move from cytology to primary HPV screening for first stage screening for cervical cancer
• Subsequent reduction in number of testing centres inevitable (assuming no dispute with the science)
• November 2017 – almost two years later – no progress with regards to reductions in centre numbers
Unite Alerted
• Summer 2017 - frustrations regarding lack of progress (and uncertainty about future careers) grow
• Autumn 2017 - Unite discuss situation with BAC and IBMS
• 2 November 2017 – Unite write formally to NHS England and Public Health England
• 4 November 2017 – NHS England finally make formal announcement
Unite’s Efforts Continue
• No replies to letters of 2 November 2017
• 16 February 2018 – Unite meets with BAC and IBMS (Sheffield)
• 28 February 2018 – follow-up letters sent to NHS England and PHE
• “Holding” replies received early March 2018
• No further correspondence forthcoming
Fast forward to June 2018..
• NHS England, NHSi, RCPath meet – “HPV Stocktake Planning” – to ensure full geographical coverage by Dec. 2019
• NHSi undertaking “early mapping” – maximum of 13 providers (‘lots’) – i.e. one provider can run more than one centre.
Contracting / Tenders / Bids
• Invitation to Tender – November 2018
• Evaluation of Bids – April 2019
• First contracted services commence – July 2019
• Professional bodies not involved post-ITT (due to potential conflict of interest)
Other Key Issues
• Training / succession planning identified as important – survey shows over 50% uncertain of future role, and not prepared for it
• IT system requires careful consideration, especially for future screening interval changes
• NHSi to issue TUPE guidance
• NHSi consider no need for redundancies (!)
Practical Issues / Advice
• TUPE – “Transfer of Undertakings (Protection of Employment) Regulations”
• Redundancy
TUPE
• Occurs where there is a ‘business transfer’ or ‘service provision change’ – such as relocation of a cervical cancer cytology screening centre!
• Staff “in scope” (legally = ‘assigned to the undertaking’) transfer to the new employer
• Contractual T&Cs protected upon transfer
– But new employer can make changes…
TUPE, contd.
• ….changes can be made for Economic, Technical or Organisational reasons (“ETO”)
• - but these must entail changes to the whole workforce; and require individual agreement.
Redundancy
• Legal definition (abridged): cessation or diminution of work of a particular kind at a particular place (Employment Rights Act 1996)
• Laboratory relocates – how far?
• What is reasonable in the circumstances
• Individual circumstances
Redundancy
• Suitable Alternative Employment
• Suitable to employee (and employer)
• Factors to consider – status, hours of work, place of work, rate of pay, flexible working, etc.
• Suitability – individual test
• Trial Period (4 weeks)
ANY QUESTIONS?
… or discussion?....