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FY1 Survival Tips 2023: Junior Doctor Contract

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Summary

This webinar session will cover the basics of the Junior Doctor contract for medical professionals, including details on how it works, notice periods, pay tiers, and the working time directive. It's designed to fill gaps in knowledge before starting foundation year and will be led by Dr Kyra Asher, an academic foundation doctor. Don't miss this informative session with the opportunity to ask questions and get advice from experienced medical professionals.

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Description

This event is presented by Dr Cyra Asher, who is head of Finance at Mind the Bleep.

It is aimed at incoming FY1's and will provide a full breakdown of the FY1 Contract, and what to consider before signing on the dotted line.

Link to register and watch:  https://share.medall.org/events/fy1-survival-tips-junior-doctor-contract

Sign up for free weekly webinars at https://mindthebleep.com/webinar-registration

Learning objectives

  1. Understand the differences between the 2016 junior doctor contract and the contracts of Scotland, Wales and Northern Ireland.
  2. Learn how much pay and pension contribution to expect with the 2016 junior doctor contract.
  3. Learn the notice period for terminating a contract.
  4. Compare your individual contract to the model contract for accuracy.
  5. Understand the role of guardian of safe working if you are expected to work more than 48 hours a week.
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Computer generated transcript

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The following transcript was generated automatically from the content and has not been checked or corrected manually.

Uh Thank you everyone for joining us here today. Uh This is a talk on the junior doctor contract. It's is part of our fy one Survival tips webinar series. Uh We've designed this webinar session because first of all, congratulations on finishing medical school. Um But we've also identified gaps throughout the years in knowledge just before starting foundation year. Uh training things that medical school don't really teach you about. So we'll be covering those for our future webinars as part of these series. Keep an eye out for future sessions on the Mindedly Facebook page. Uh And the medal pages were so for today's talk will be on the Junior Doctor contract. It's run in collaboration in collaboration with Yassky Easy. Uh And we have Dr Kyra Asher, she's an academic foundation doctor working in the Oxford Dina. Re um so without delay, I hand you up to Dr Kyra Asher. Hi, everybody. Thanks for your patience. I'm so sorry for the delay. Had some technical difficulties. So um we will jump straight in. Uh There's not really been that many any changes really uh since the contract was introduced. So we'll go through the basics. Um pop your questions in the chat as we go along and I'll answer them at the end. Um, and yeah, let's, let's get into it. So, um, next side, please. Thank you. Bit of a little talk on pay erosion. I'm sure we will, um, aware we're on our third strike coming up. Well, we're on our third strike today. Um, so this is about pay erosion. Doctors pay has been cut in real terms. Um And Joe just thought I'd sort of remind you um that that's going on and there's a post on at the finance medic on Instagram, that sort of details a bit more about what pay erosion is and how it works. And so if you wanted to find out a bit more about that, go and have a look next slide, please. So next time, thank you. So we're going to be talking about England because England has adopted the 2016 junior adopted contract, Scotland, Wales and Northern Island has own, but Scotland and Wales are on the old 2002 contract. Um You can find out a lot about that contract on the B M A website. Um And it's a little bit different from ours because the old contract still has bandings. Um And so ours is different in, in England. Um And I'll explain why as we go forward. Thank you. Um with new contracts each time you rotate, you should have a new contract. Um So if you're starting in one trust in your F one, you'll have a contract for that. And then if you're in another trust for F two, you'll get a new contract with them. Um Sometimes you can have an overall employing trust and so you'll just end up with one contract for that, but you should expect a new contract if you're going to be working with a new trust. Thank you. And so each time you do that, you get a job description of exactly what the post entails and what the hours are. Um And that should tell you a little bit about the rotor as well and the duties of the job. Um The contract states that you should get that at least six weeks prior to starting your post, but it is always late and that's not a good thing. Um We should be reporting this back to our junior doctors forum at our hospital, to the B M A because we're basically, we're meeting our contractual obligations, but our employer doesn't always meet. There's so there's been plenty of occasions where I've not had my job description, my work schedule my row to um six weeks before starting a post. Um So yeah. Um yeah, carry on. Um So we do have notice periods if we want to terminate our contract, which is just here on, on the side. So for us, um pretty much until you reach after core training, it's a month's um uh notice period and then from registrar onwards, um it's three months next and there are some variations, but this mostly applies to registrars and it, it shouldn't really apply to us. So, um all right. So, um so basically, uh just giving you an idea that there will be regional variations um in contracts, but really the employer should be using the model contract which I'll show you at the end of the talk. Um And there, if there are any variations, they tend to be around the registrar level. Um So what you can do to make sure that your contract is appropriate is if you've got friends from med school who have gone to different trusts, send each other or compare your contracts, they really should be almost word for word if you know, if not extremely similar. And that's a really good way to identify that your contract is actually following the model contract next slide, please. So, in our contract, now, we should have at least four days of page shadowing at a basic fy one salary before we start. Um So this is calculated on a four day shadowing period. Um So 32 hours or an eight hour day um and is calculated as a 4/5 of a full 40 hour week of a basic fy one doctor's pay. So basically, you can calculate it as taking the fy one basic pay and dividing it by 4/5 for the week and that should be what you should be paid for this four day shadowing period. So pay. So we at F Y one R basic salary is now 29,384 for the basic 40 hour week. And then what happens is so in the old contract based on how many weekends and nights and, you know, lates that there were, um, we, I can give you the slides after, um, I'll put them up, um, weekend at night. Um, it was based on a banding. So if it was not very busy at all, it was in ours, then the banding would be one. If it was some weekends, not very frequently would be 1.5. If it was very, extremely busy, it'd be too. And that would basically be a multiplier for your banding on the 2016 contract. We don't have that anymore. What we have is a 37% night premium. So basically our basic salary is multiplied by 1.37% for the day, the nights that we work and then for weekends, we get a separate lump sum payment based on the number of weekends that we work. And the only in terms of pensions are pensionable salary is the 29,384 per 40 hour week. So the weekend and the night premiere aren't actually pensionable. Just a detail. It doesn't actually make a big difference. It's, it's just basically, um everybody has the same payment, pensioned contribution on their pay slip the difference. Um with the weekends and the night premiere shouldn't impact your pensionable pay. And you can actually have your contract checked by the B M A. And so what lots of people do is they join the BMA for a month. Basically, when they're starting, send their contract to the BMA BMA checks it out says it's all legit and then you just stop being a member of the B M A if you don't want to pay, if you don't continue paying, um but it's well worth doing if you're worried. But what I will do is show you the model contract at the end if you didn't want to join the B M A, um then the other ways of getting reassurance that your contract is fine is comparing it with friends from other trusts um and checking it against the H E model contract, which I'll show you and you can do both of those things yourself. They are a bit time consuming um to make sure that your contract is legit. Next slide, please. So these are what I meant by the weekend allowances. So if you do one in every two weekends, then you get 15%. Um if it's, if it goes higher, then you get an X, you know, your increment gets a bit lower. Now, remember with the, this is, I remember getting a bit annoyed about this. But basically, if you do say four or 31 in three weekends and then one of your weekends is one in four, you'll get the 7.5% rather than the 10 per percent. And they can be quite cheeky like that and it is very frustrating, but there's unfortunately nothing we can do about it. So basically all your weekends have to be a particular number for, um, for you to get the higher one. Otherwise, if they manage to squeeze in one where it's in the slightly lower one, they will apply the lower one. So, um, last year when I was an f one, most of my weekends were one in three and then I had like a couple sprinkled around that were one in four and I only got 7.5% premium for the weekend rather than 10%. I did query it and apparently that's, um, what the contract says. So it's annoying, but that's there. Um And the next slide, please. Um, so enhanced, ours is basically any hours that you work from nine o'clock at night to seven o'clock in the morning any day of the week. Um So we don't actually get paid for, um, weekend hours. Um, separately. Wait, let me, yeah, so any outside out of ours is 7 37% and then you get a weekend premier as well. Um And so basically all your nights are paid at a 37% enhancement. Um, and I put specifically here that it's safe for your night shift starts at earlier than eight, but no later than 11. Um, no later, sorry, no, earlier than eight and no later than 11. And it's at least eight hours long, the whole shift will attract 37%. So just because your night shift starts at eight o'clock then, um, and I've said the these hours between nine and seven doesn't mean you won't be paid the 37% uplift for that hour between eight and nine. You still will because the whole shift falls between that eight o'clock and not starting later than 11 and being eight hours long and you will be paid up to working up to 10 o'clock as well. So even though it's a seven o'clock in the contract, if the whole shift works up to 10 o'clock, you'll get, you'll be paid for that entire shift at 37% uplift. Okay, next side. So, um, I've had a few questions about the working time directive, the weekly limit of 48 hours. And I didn't, we were sent the paperwork to sign if we wanted to voluntarily opt out of the working time directive. And I didn't sign it, but there were definitely weeks where I was working more than 48 hours despite not signing it. So, and I, you know, in hindsight, I should have said something about that and I didn't um, and perhaps the right thing to do would have gone to the guardian of safe working and told them that I have not signed the opt out for the working time directive. Um, and I didn't, and I don't know why I didn't do that but, um, keep an eye out if you're really certain that you don't want to opt out of the working time directive. Um, and you, they do put you on hours that are more than 48 hours a week, do go to your guardian of safe working and let them know which is what I should have done in hindsight. And to be honest, I think I didn't because I, I wasn't that strict about it and I wasn't that super, um, certain that I wanted to, um, you know, stay opted in. I just didn't want to opt out because I didn't want then a carte blanche to have really silly hours. Um, so, yeah, a bit of weird e you know, they're, um, basically your, um, as long as your average weekly hours or 56 per week and then you don't work more than 72 hours of 72 hours over 100 and 68 hour period, they can still, um, that's still illegal row to so even so if you opt out of the working time directive, the most they can ask you to work in 100 and 68 hour period is 72 hours Um, so there's still that limit. You can't, it doesn't go 200 hour weeks or anything like that. Um, there has been plenty of times where I've got to 70 hours, 71 hours, but they've never pushed it to 72. Um, the agreement to opt out is a prior agreement. Like I said, we got paperwork to do it. Um, but I never sent that paperwork back. Um, if you wanted to opt back in or, uh, yeah, so if you wanted to opt back into the working time directive, you would have to have a notice period. Um, and that notice period is variable between different trusts. So it's not that you could just what, you know, go straight back into being under 48 hours. If you, if you felt like it, you would have to, there would be a certain period of time, um, that you would have to give them to do that. Um, there's some questions here. So, whilst we're still on this, I'll ask, I'll answer them. What's the benefit of opting out of the working time directive directive from, aside from local shifts? Well, it's, it's up to you, it's about a work life balance really. Um, so, um, the European working time directive is only about your, um, your row to, it's not about locum shifts. So you've not said that just because you're opting out of the 48 hour time directive, you can still do locum shifts over. Um Even if you stay within the, so let me start again. You don't have to opt out of the European working time directive to do your, to do locum shifts. Um You can still do them because the European working time directive applies solely to your row to, it doesn't apply to shifts you've chosen to do outside of your row to. So, um, you don't need to opt out to do locum shifts. I hope that makes sense. Um If you're working more than 48 hours and haven't opted out, are you still getting paid for less than 48 hours? Know, so you'll be paid for all the hours that you do. Um You won't that there won't be a case of just because you haven't opted out that you won't be paid for anything outside of 48. Um, you'll still be paid for it if you don't agree to opt out. Does this mean you cannot look and be on the 40 hour cap? No, you can still look and be on the 48 hour cap. The European working time directive agreement only applies to your row to, it doesn't apply to the hours that you do voluntarily. My trust forces you to opt out of the directive to join the local bank. Um That is strange. My trust doesn't. So I'm in Oxford and they are fine. Um, I don't know why and it might be that they're a bit. Um, paranoid that they might be, um, they might get in trouble for letting you do locum shifts. So, um, the thing is if you're doing a locum shift, um, outside of your rotor itself, it shouldn't matter. But I think what your trust might be doing is trying to cover their arses basically and make sure that by giving you locum shifts, they are still following whatever rules. But technically, and a lot of the time, a lot of the people running the staff bank or the local banks and the rotor coordinators have never even seen our 2016 junior Doctor contract. So technically you shouldn't have to opt out to do low comms. But I think your trust crest might be being a bit paranoid and doing it because of that. Um Any other questions before I move on? You're welcome. No. Okay. Um Just drop them in. I'll come back to them if need be um, yep, next side, please. Um, a quick one. So what is the benefit of opting out? None. Uh Well, for opting out, it just means that you, um, you won't be limited to 48 hours a week, I guess, which means that you make more money because, um, your, you can still make, basically you can work an average of up to 63 hours a week without, they can still rotate you for 63 hours a week. So if you opt out, you can get up to that average 68 hours a week, it's 63 hours a week and get paid for that so you can make more money that way. Um But I don't know, that's why I didn't bother opting out by 48 hours. Is this average weekly or for the whole rotor or per week? I haven't opted out and my average weekly is 48 but I have a week where I will be working 63. If you haven't opted out, then I would get in touch with the rotor coordinator and tell them that you haven't actually opted out of the 48 hour working time directive um because it applies to per week. So, and if you want them to stick to that, that's the thing because I didn't opt out. I had plenty of weeks where I went nearly 70 hours. I didn't say anything because I just did them. But if you want to stick to the 48 hours, then I would suggest getting in touch with them and letting them know you haven't opted out. Okay. Um So breaks, please take your breaks. It's really hard. I barely take my breaks. I'm so bad, like bad outbreaks. It's bad. So basically all our brakes are paid and the reason it's paid is because we're not given protected break times. Like nurses are so nurse is literally have they're protected break times and then their brakes aren't paid, which is why they're so strict with them because they don't get paid for. Those are our breaks. Our, our brakes are paid. So you have, if you're in a shift for more than five hours, but less than nine hours, then you get 1 30 minute break. If you are over nine hours, but less than 12 hours, then you get a 2nd 30 minute break. And if you're doing a night shift, um, and that's 12 hours or more, then you get an hour and a half. If you're doing a night shift, that's less than 12 hours, then you get the 2 30 minutes. Um, and so that's how the brakes work. We reckon you can take the brakes how you want. Um, but we recommend taking them, um, either right in the middle of your shift or space between so that you can make sure you get it because the worst thing is when you don't take your breaks and then you basically get to a point where you can't actually take your brakes because it's too late. Um, are the brakes paid? Yes, they're paid. I heard it was 40 hours on average. Is that not correct? So some weeks you could be doing more and others less. Um, so the rotors can be 48 hours average. The European working time directive specifically is for working no more than 48 hours a week. So the whole purpose is so that you don't have weeks any weeks where you work 48 more than 48 hours. Um, but how it applies to this country. I, you know, we, I think we aren't as good at policing it as we should be. Um, if I work in 85 which is nine hours, am I entitled to 2 30 minute breaks? Yes, you are. So you are allowed your last more than nine hours. Yes. So you are allowed to 30 minute breaks. Um, the brakes allowed to be consecutive for one hour. That, um, depends on your team. Um, so if your team is happy for you to take an hour, then absolutely go for it. It depends on because a lot of teams either, like, decide on breaks in advance and are quite coordinated or otherwise you're sort of kind of running around like headless chickens and you take a break sort of sporadically. So it does depend on how your team does it, but you can take it consecutively as an hour if you want to. Um, what if it's a day shift of 13 hours, three breaks or two breaks? It is two breaks. I'm afraid you can only have the third break of 30 minutes if it's a night shift. Um, which is a bit annoying. But, yeah, I've been there 13 hour shifts with only 2 30 minute breaks. Um, but unfortunately the third break is only for the night shift. Any other break ones? Okay. Next slide, please. Oh, that was me. Right. Um that was really quick actually. So lots of time for questions. Let me actually show you the model contract. So if you stop sharing your screen hands, I will share mine. Um So, but with me, can you guys see this word document? Has that come up? No, we can't see it, you know, let me try this. Oh, there we are. Okay, perfect. Can you see this? I think I can. Um There we go. Can you guys see that? Yeah, cool. So this is from H E in like health education, England. It's from their website and it's a model contract. And so basically what you can do is if you don't want to join the BMA and get them to check it for you, you can basically download this from the website and you can compare your um contract to this to make sure that there's no weird stuff that they've added into your contract or changed compared to the model contract. So it basically out, it looks exactly like what your contract would be um when you get it. Um and basically have a look. Um And this is what it looks like. So this is where all that weekend premier was on call availability um work undertaken while you're on call. This is less for us at F one and more to do with people who are non resident. Um London waiting. Um All of that is in there. So I would suggest getting a hold of this. Um I will drop, I will actually um Hamza whilst we're talking. Can you have a look at um, whether there's a link um that you can find, what's the name for it? Um, so health education England model contract for doctors. Okay. Um, okay, cool. What if we've done that one? Are these breaks including a lunch break or in addition, know that that is your lunch break? Um Not, not in addition to um hum. She's going to find us a link of where we can find this, but it's basically health education England model contract for doctors. Um So do you only get two breaks during a 9 to 10 30? Nowaday? Yes, I'm sorry. That is the case. Um So the third half an hour break is only for a night shift. Um So do you need to take annual leave to present at conferences or be part of some sort of separate study? Now, in f one, we don't get separate study leave for conferences. So it's either annual leave or it has to be on um something called an S T T day, which is a self development time day, which is part of the junior doctor contract. So part of the junior doctor contract, I should actually have added this in there. So thank you for prompting me and I will make sure it's in that. Um So STD days are basically you have to have at least two hours a week of self development time and that self department time is spent on things to enhance your portfolio. But sometimes what different trusts like to do is to give you one day a month rather than what, two hours a week, because it's a little bit easier doing it that way. Um So if you have one of those where they've done it on a self development day, you can ask them to, to sort of move around yourself development day to accommodate your conference or the other thing you can do is, um, you'd have to take on your leave unfortunately, or you can add the discretion of your consultant depending on what the conferences and whether they're sort of amenable to it. They'll just let you go a study leave and they can do that as a discretionary thing. Um, that's in F one in F two, we do get study leave. So we get 15 days to, um, do, well, we get 20 days and we can use five of those 20 days in F one to do a taste a week. Um, we can't use it to do conferences. We can only use those five days to do a taste a week which then leaves us with 15 days an F two and you can use those 15 days in F two to attend conferences and courses and things like that. Um, what is the minimum time period before starting post to receive contracts? Um, it should have been six weeks. Um, to get those contract is meant to be six weeks before we start work. Right. Yes, it is. Yeah. Um, we've got the, I think the link. Thank you so much. Someone well done. Thank you. Could you briefly outline the major differences between the England and Scotland contract? I am absolutely sorry. I can't. Um, the Scotland contract is the 22,002 contract. The only difference I know is about the Bandings. So in Scotland, you don't get the weekend premier and the night premiere, the same way we do. Basically based on how busy your, your placement is going to be a banding is decided and then you get paid that multiplier of your basic salary. Um, sick leave is the same. So actually I will tell you about sick leave. I didn't include that and I will, um So in F one, you can have um 20 so you can have one month of full pay sick leave and then one month of half pay and then any sick leave after that. And it's calendar month, not month worth of shifts and any um sick leave after that would be unpaid or it would be statutory sick pay. That's from the HMRC. It's not your employer. Um In F two, it becomes two months of full paid sick leave and this is both the old 2000 to contract and the current 2016 contract um you get two months of full sick, please pay and you get two months of half pay and then the rest is statutory sick pay. Um And then it, it goes all the way up to five years of service and from six years onwards, everybody gets six months of full pay and six months of half pay before its statutory sick pay. And it doesn't go more than six months. Um Our breaks paid for a locum shift. It does entirely depend on the trust and the department. So for example, in my trust, if you did a locum shift in author, our brakes would not be paid. But if you did a locum shift in A and E R breaks would be paid. So it's how the department has decided to do its breaks. Um And you, you should definitely ask depending on which one you're doing when I did. Also, my brakes weren't paid. Um The, what are self development is intended for? How is this enforced? Enforced is a bit strong. Basically, you have, you used the self development days to um work on your E portfolio and Horace. Um You, you use it to attend conferences if you want to. Um you can do reflections, you can watch e learning online and log those hours. You can, it's not supposed to be used for mandatory statman training. That's the key thing. So it's not meant for you to use to do your fire safety information governance, all of that. It's um if they ask you if they don't give you enough time to do that and tell you to do it in your S D T days. That's not right. That S T T day specifically for um enhancing and adding to your Horace E portfolio. Um Does the S D T apply for exams as well? Could you Luciano? Could you please clarify what you mean by that question? For me? How many days are you allowed to be ill without failing? Passing F one? Okay. That's a good one. So you're allowed 20 days of sick leave without any repercussions. So they won't, they will automatically just as long as you've met all the other criteria, they will give you a like pass. You can, you're define if you go over like say 21 days, then it will be reviewed in more detail. And if you have met all your f count like your foundation competencies, you've got a really good portfolio. You know, it can go up to 25 days and they can describe they can use their discretion and say this person, even though they had five extra days of sick leave, they've still more than met their foundation competencies. So they shouldn't have to have additional time in training, but it basically 20 days is the limit before it starts to get reviewed. So keep that in mind. Um our locum shifts only applicable for F 21 words. Thanks for answering the previous know they're not, you can do them in F one. As long as you're only allowed to do locum shift in a place that you have worked in before, not physical place. So basically, if you've done a PSA Jen search placement, you can then do a locum shift in gen search. If you've done a rest placement, you can do a locum shift in rest. So you have to have done the placement to be able to do a locum shift in F one in F two. You can basically locum anywhere but it depends how easy, difficult it will be. Um So for example, if I was asked to locum an F two and it's in a placement I've not done before, like ent I would really, I would, I would be allowed to locum there, but I wouldn't feel very confident doing it. But that's up to me. It's not that I can't. Um Can you please repeat the sick days? So 20 days of sick leave in the year without having your F one affected anything more than 20 days will be reviewed. Anything quite significant. So we're talking, like I say, I would personally say 25 days onwards, they might ask you to do a few extra shifts. Um sick leave and paid sick leave. So in F one, you have one month of full pay, which is a calendar month, not a month's worth of shifts and then a second calendar month of half pay. And then after that, it's statutory sick pay. F two is two months of full pay, two months of half pay. And then Satury sick pay going all the way up to six months of full pay, six months of half pay. And that's the maximum anybody gets, um, if you're doing an SFP and have taught university days in F one, do you take these days off as annual leave or study days? So if you're doing an SFP and part of that SFP is you have to have these university days in F one and that has been, that is part of your SFP, then you don't have to take extra days for it. That should be rooted in for you. Um That should be part of your row to, you shouldn't have to take extra days for that. Does the sick leave of one month extend your training? So I actually did take sick leave of one month um at the end of my F one. So basically into the beginning of my F two and I was really worried that it would, so it amounted to 21 days in total because it only counted the five weekdays. It doesn't count all seven days. Um So it was 21 days in total. And um they didn't ask me to do any extending on my training, even though I was super paranoid that they will. Um And I was really worried that they would. But one like with the portfolio, as long as you've met all their competencies, having extended training just because you were sick is not going to make any difference to avoid, you know, your, your competencies. If um, they feel that you've not met the competencies, then they would extend the training. Is it two hours a week for self development days? Is it paid? Is it on site? It's off site? So it is paid, it is two hours a week. And, um, it's either, so our, uh, it was really based on the trust actually. So our trust in Buckingham Scher said that you have to be at least 20 minutes away from the hospital. So if you wanted to do it off site, you couldn't use your S D T day to then like make your annual leave longer and then be in like America or something because if they needed you to come in, like at short notice, they can ask you to do that. Um, and so it would be frowned upon if you're in America instead of 20 minutes away from the site. So that's how they policed hours. Um, but different places do it in different ways. Um, so at the moment I get two hours a week and I have to be on site for that because it is in the middle of my clinics. So, um, yeah, different places do it in different ways. Um someone else earlier, if they got to break for a nine hour shift, but it said a shift over nine hours gets to break. So does one exactly on the dot of nine hours get to, I have taken two on nine hour shifts. So I hope so. Um just about to add for the self development time, as you said, in different trust, it works differently. So for instance, at my trust, uh it is a mixture of in person teaching or online teaching. So if it's in person teaching, you need to be at the site. Uh But if it's online for us, there's no restriction. So you could be at home and usually we get half the day off because two hours usually amounts to uh going to work up till 12 o'clock and then the rest of the afternoon off. So a lot of the time people are following it from home or if it's uh it's more relevant enough to when you're in community placements, then you get uh the link. So you then you don't even have in person teaching for us. But that's just my trust. Um mrcs exams in ST T. Um So if you manage to get one of your S D T days to be on your mrcs date, then, great. Um You can use it for that, you can use it for studying for that as well. So if, if they ask you, what did you do on X S D T day. I studied for my mrcs exam. That's perfectly reasonable. Um, so you should be allowed to do that. Um, should STT days be included in the road. A yes, they should. Um, and a lot of the time they do just automatically put them in there. Um, and there have been some brief times where they've forgotten, but you just need to let them know, um, for life changing events where it is supposed to be mandatory for a trust to give you leave. If you give six weeks notice, who would you escalate to if you're wrote a coordinator refuses or in general, who should be escalated? Right. Let me tell you a fun story, Gryzlov of our Barrett. Um I apply several months before starting. Um So I, I knew exactly which rotation I was on exactly which hospital I was on in February before I started. And in February, I got in touch with the right people to let them know I was getting married in August and I told them exactly the dates I was getting married and I wouldn't be there. And they did not give me the annual leave on my wedding day and a week before my wedding day. They said we're not giving you the annual leave and I said I'm not going to be there. So you, that's it really. And they didn't argue with me more or escalate it because they knew they were in the wrong that I had given them more than six weeks notice and they were just trying to bully me into coming in because they thought I wouldn't fight back. I just didn't turn up because I had given them enough notice and it was my fucking wedding day. I didn't. Sure. Yeah. Um So in, in response to your question, escalate and you, um, if the rotor coordinator it refuses, you should have a foundation coordinator. So, um both trusts I worked at Buckingham Scher and Oxfordshire have a foundation coordinator who basically does all of our foundation stuff. So she, she looks after us in terms of our education or development are ERCP. So that person is someone you can escalate to, you can talk to your education supervisor. Um You can talk to the guardian of safe working. Um You can talk to medical staffing if you need to, which is H R but escalate or, you know, don't, don't know, but you know that it's, yeah, it's happened, it's happened to me and they are quite cheeky. Um And being quite frank, I think being wrote a coordinator is horrible. I just think it's such a horrible job. And in gen surgeon, my f one, we went through four different rotor coordinators in my four month placement. At 1.1 wrote a coordinator lasted 48 hours before she decided this was bollocks and just didn't come back. Um So I think it's a hard job for everybody, but stand up for yourself. The reason they might not give, allow annual leave is usually because if there's, there's not enough people on the ward. But that, having been said, as Cairo said, if you've applied six weeks before, it's, uh, it's their responsibility to find adequate cover for. Yeah. So they need to find low comes, they can't say, oh, you've applied six weeks before, but we don't actually have enough on the day. You know, it's their job to find locals. And actually what I found was, um, uh, in my surgical specialties, they really argued in my medical specialty and my a any they went cool. No worries, not problem with solo comes out and I think it's because they really struggle to get low comes in surgical specialties. Um, so they try not to. Um, let's see. So I hope that answers your question. Um, are the 15 study days per annum paid? Yes, they are. These are your F two ones, I'd hope you mean because your f one ones, you're on your love five days for a taste a week and then no other study leave. Um, in F one, um, do you need some sort of sick leave to claim it? Claim what? Just let me know what you mean. Linda. Is this sick days without doctor's note, right? You can self certify for seven days. So the first seven days can be self certified after that you will need a sick note and that is what we tell our patient's as well when they want sick notes. Um, so, yeah, first seven days you can self certify after that. You will need a sick note. But that's the, in consecutive days. So, let's say if you take three days in one week and then next week you take two days, you don't need a sick note. Absolutely. Right. Um, are there any specialties you can't locum in as an f one, as long as you have done the specialty? I'm worked in the specialty. You can locum in it. Um, maybe just me but not sure what one kinda month, not one month worth of shifts mean. So, basically, um, say you had, what's the best way to explain this? Um, so say you had 3, 12 hour shifts or 3, 13 hour shifts a week. Um, so you ended up doing three long days every week, which one of my friends does an option? Guinea at the moment? Um, you wouldn't then get a month of, so say, like three and then three and then three. So you wouldn't add the shifts together to create like how long you're sick leave was because if you did 28 days or of her shifts, then that would extend your sick leave too. Whatever. Does that make sense? So, um, basically you're really loud. 28 10 days or whatever the number is over a month. Right. So, if you're working three days a week. Um, you can't say well, for those three days, those three days, those three days, you know, you'll end up having more than a month off if that makes sense because you will be only working three days of the entire week. Um, does that make sense? Something about not doing? Noted. It makes sense. I mean, this counts for the whole month excluding, I mean, yeah, including the days you're not working as well. Yes, or a micah. Um rather than basing it on the shifts that you're missing the number of days or the number of days you're working. Yeah. Yeah. So you can't, it's not, I missed, you can't be off sick for 28 shifts and say it's not 28 shifts because that would be much longer depending on how you do your shifts. Um It would be a calendar month. Um How many in weeks in advance would you wrote to be sent six weeks? Um Sorry for misters. What does S T T, so it's a self development day. Sorry. So it's s so Sierra Delta tomato S Yeah, S D T self development days is what it stands for. Um Yeah, I agree. Um uh Sgts bleep free if on site. Yes. Yes, they are. You shouldn't be rooted in to do with any actual work. But that being said, if someone who's a bleep with you and fucks off then that happens as well. So, you know, um, at my trust just to jump in Cairo. It depends if you're on call. If you're on call, uh, usually you don't get the self development time or if you have the time to go, you can go but you have to carry your bleep. But being on call on a self development time doesn't happen a lot. Maybe once a month or once every two months. Yeah. And it's usually because you're doing someone a favor rather than like they won't rotor you in to be on call whilst you're doing self development time. But if someone says, oh, could you just come? Um I know Andrew's l um all together, how many days um standard do we get for annual leave? So we get nine days of annual leave per four month period. Bollocks, isn't it? So basically we get 27 days, annual leave a year, but we're only allowed. So it's, it's split across our placements. So we're only allowed to if you have 43. So if you have 34 month placements, it's split across that and you're only allowed to take nine days per placement. If you do 43 month placements, then that's split across those. God knows how. And then if you do 26 month placements, then it's split in half between those. You can't take all 27 days together. Um And then if you have a row to where you work bank holidays, then you take a bank holidays at a different time as well. So you will probably be rotated on a bank holiday if you're doing medicine or surgery. Um, and so, um, G P gum, for example, they're all off on bank holidays. Um, but yeah, that's part of your, um, annual leave. Um, we have another question, uh, from Emanuela, she's asked, can you repeat the kind things, uh, you should and shouldn't be doing on self development days. Um So they will tell you, but basically on self development days, you should not be doing statutory mandatory training. So if they tell you, please use that time to meet your statutory training needs. So your fire safety information, governance, safeguarding, they should be giving you separate time to do that during your induction. That should not be done in your self development time, yourself, development time is basically development time for your clinical practice. And then you can, you really have a lot of freedom of what you can, you can do otherwise. So you can do mind the bleep e learning videos. You can catch up on the actual court teaching that they do. If you've missed it, you can go on a conference. You can do, you can come in. I actually because I intended to do surgery a while ago and change my mind. I see spend a lot of my self development days actually going into theater and getting my operating numbers and getting my hours um, and you can do that. So, um, yeah, there's, there's lots of options actually. It's, um, for your benefit. You shouldn't be doing Statman training, you should be using it for you. Yeah, you can do anything. You can go for a walk in the park. Yeah, exactly. You're gonna justify. It's just a way of them showing that they've slotted in time for you to work on your portfolio. You don't need to be actively working on your portfolio. At that time, you could do it, let's say on the weekend or something or like, like that. But yeah, I had one placement in rheumatology where my consultant was really anal about like she policed my STT days hard, like she wanted to know exactly what I had done on them. Um So, and if I decided I was going to not do it on that day and do it on a different day, I had to let her know in advance. So like most people, absolutely, like 99% I'd say don't give a ball, but for me just happened together at 1%. I think my go to excuse was always, I'm working on my quality improvement project which have to do forever. That's a legitimate use of your time. All studying for a master's RCP, that's a legitimate use. Um All, all of that. Um No worries. How many days standard do we get for annual leave? 27 9 days per rotation depending on if you have the four month ones or the three month ones or the six month one. Um What can you do if your trust hasn't sent your rotor six weeks in advance contact the B M A as long as your B M A member. Um If you're not a B M A member, I would suggest contacting medical staffing and saying that you haven't received your voter. And if you can find the details of the junior doctor forum representative for F one, um you can get let them know as well. Um Does a friend, family wedding class has a significant life event as long as it's six weeks in advance. Yes, it does. Um After how many days on call are you given a rest day? So you're not allowed to work more than how many days you can work seven days in a row before you get arrested. Um They can roto you in for seven days in a row. But I think it depends after being on call or on a night shift is a banquet to have 48 hours after the rest before you come in for a day shift. Yeah. Um Would mrcs have to be taken as annual leave? So if you were doing the mrcs exam and you can somehow fit it into your STT day, whichever they wrote it in for you, then good for you. Otherwise, if you're doing it in F one, it would have to be annual leave. If you're doing an F two, you can take um study leave for that. This webinar will also be available on youtube, the mindedly channel, which shift types are we able to request annually? One. Uh This really hurt me. So in also we had so many different shift types. Um we had normal days which were 8 to 5 and then we had 12 to 8 and then we had 828. So we had so many different shifts and the only shifts we were allowed to take annual leave on was 8 to 5. All the other shifts we weren't allowed to take annual leave on. But what we could do is swap if say we wanted a week off, but we were on 12 to 8 for that one. Then we could swap with someone who was on 8 to 5. Our friend would do out 12 to 8 for us and we'd take the annual leave on the 8 to 5. So you can do that. Um But it was a pain if you are off sick overnight shift. Is it one or two days, one day? Um Can you look them in a different city to the trust you're working in? And what platform would you find locum jobs on checkout nestle? Not the place where here, not, not here. Um How do you have to let your road to coordinate to know if you switched shifts with your colleagues. Absolutely. Yes, they absolutely need to know. Um Basically because of, um, wrote a making sure that there's no rotacaps. Um And yeah, they absolutely need to know. Um, and it would look really bad and I'm sure you never do it to each other but say, like you didn't tell them that you were swapping shifts and then your friend didn't turn up. It would look really bad on you. Um, so tell them um is a video being released? Yes. How much are the M R C E P exams? Have a look on our CS. Yeah. Yeah. 5 50 mrcs. I don't know what M R C P is. Um what is mandatory as an F one F Y other than doing equip. So you can actually look at your trust fy one requirements on their website. Um So their website should be able to tell you exactly what you need to do. Um But you know, so our trust gave us X number of um tickets that we need to get signed off. So we needed to get like certain number of mini taxes, certain number of case based discussion's etcetera. We had to get a placement supervision group, we had to get a tab or team assessment of behavior. Um and we have to get a equipped, for example. So um different trusts will have different requirements, but their induction should tell you exactly what your requirements are. Yeah. Uh No, sorry, go ahead. They don't really vary too much between trust to trust. Um, I was like a Buckingham. Sure. Decided that we should do to like double everything just in case. Um, you don't have to do A L S as an F two anymore. It's not mandatory. Um, and that's across the country, but you do need to do I L S which your trust well organized for you. That's interesting. Yeah. And you have to pass the PS A uh by the end of F one Howard, but we'll, we'll have a session on the portfolio. So Kyra said there's some things you'll get to know in time, but we'll also have a session covering this in detail. Sick leave doesn't eat into annually. Um Are significant life events counted as vacation days, depend what the life event is. If it's someone's wedding, then yes, if it's someone's funeral, then hopefully they'll be nice about it. They're not, by the way. Um They actually sometimes tell you you can't go to funerals, which is really shit frankly. Um But that has happened especially cause funerals don't give you the same six weeks notice that you know, weddings do. Um And it really, it does depend on your department. So like my current department is lovely. And if I said next week I have X Y Z funeral, they'd be really accommodating whereas I have been in departments where they have not been accommodating. Um and they don't have to be um what is the minimum rest period when transitioning from night to day shift? It's 11 hours. I think it's 72 hours. Uh But we have it on the mindedly uh survival guide if you check that out. Um I don't know about. So the question here is, do you get extra days for significant life events or is it still nine days of annually for that block? It depends on the life event. Um, and it depends on the department, how they want you to take it if wrote a means you work on a bank holiday. Do you get the day in lieu? Yes, you do. Um Do you get the day off for taking the P S A? I'm so, um no, I don't think you do. Um, you have to take the office on your leave. Um Unfortunately, how would you reckon? And I'm so, I don't think you, do. You, do you need psh before you start f one or at least by the end of F one, at least by the end of that? Okay. Yeah. So that would have to be annual leave. Um, I mean, it depends on the, where you're working as well. Like some departments might be nice enough. Give you studied uh days off or even a few more days extra to study for it. Try, see with your department. Yeah, it's so variable. So, so variable. Um How would you recommend transitioning between trust? Oh, mate, you have like, so there have been times where I have like finished on a night shift on one trust and had to come in for the day for the next one. And like, because the trust's don't have to respect the rotor between each other because it's a completely separate rotor. So, and even like departments don't have to trust the rotor between each other. So say you finish in a surgical one on a, on a night shift. Your next wrote a coordinator doesn't have to respect your first book, wrote a coordinator. It's, it's, it's not great. Um And then, oh, the moving bit is just ridiculous. It is really difficult frankly. And, um, I think it would just be a case of planning. You'd have to do planning and you would have to contact it is a fath, um, and contact the new trust to let them know that you're finishing on a night. Is there anything they can do to accommodate that? Can they get you two? Can they do like a induction a little bit later or with the trust that you're finishing with? Can they move you off that night shift? You know, something, it's really not great the way it's done, but unfortunately it's on, on you too, try and do something about it. Although it's worth letting them know if you're finishing a night shift on one row to and then you're scheduled in for the next day. They might be nice. Enough to help you out. But as Cairo said, they're not obligated to do it. You know. Um, do you trust normally cover costs for I L S? Yes, they do have just been asked to pay for mine. They shouldn't have, no, you'll have advanced life support. And, uh, as Cairo said, in F one, you don't get any money for study view, the only exception is advanced life support, which your trust should pay for. Yeah. No, you shouldn't, you shouldn't be paying for that and I don't know if they're saying that you should pay for it and then reclaim it from them. So just, just query that if I know they should cover the cost for that. Um If you're routed to work on a bank holiday, do you need to tell your rotor coordinator in order to get the day back in lieu? Yes, you do. Um And you'd be applying for that in the same way you'd be applying for around your leave. Um I've done, I'll s but trust is asking for A L S to, um, you, they should be paying for the L S if they're, if it's a mandatory requirement. Um So if they want you to do a less ask them, are they funding it? And how are they going, you know, are you supposed to get it done by an external place and then claim it back from them or will do they supply it in house? Um, but nationally a less is not enough to requirement. Okay. So, do you think that could have changed now? Chirag because it's not a requirement, do you think they have to pay for it? Um, it wasn't right. Okay. Yeah, I think it was a requirement for us. That's why they might have paid. But, yeah, I, because it's not a, yeah, because it's not a requirement. So, this is so Daniel saying about I L s that he had to pay for it. Yeah, they should pay for the, they should pay for I L S A L s is no longer a requirement. Um Pills does not get covered unless you're, um, department agrees to pay for it. Um, and it will, it will highly likely be covered in your study budget in F two. It will actually 100% be covered in your study budget enough to, um, where can you book A L S? You'd have to look online for that. So my trust does in house A L S. So that's how I did it. But you have to look online on the recess council website to find where they are running in. Uh We'll do it. So it's worth speaking to your clinical, uh, educational clinical, uh, run simulation. They might have slot scheduled in a few months time until to enforce it. Um, do you get paid more for working on a bank holiday? Nope, Jeremy Hunt. Very kindly made sure that every day in the week is paid the same. So, no, um you don't get paid. Um I've heard that trust can reimburse you for moving. Is that true? Yes, they can. So you get relocation costs and so you look on the trust's website or really relocation costs and if you're moving from rented accommodation to rented accommodation, there's an 800 lb limit to what you can um reclaim and you can basically reclaim the cost of movers so you can get someone to move the stuff for you. Um And you can reclaim the cost for three journeys to the new place to find a place. You can't reclaim the cost of rent. You can't reclaim the cost of um the deposit or anything like that. It's if you're moving from rented, rented, you can claim the cost of up to 800. Um If you're moving from bought, two bought, then there are a few more things you can claim for and it's a bit higher. Um So you can claim for things like I don't know because I'm not actually done it but you, I think I did a webinar on this. Um But basically you can look at relocation costs for doctors and most people would be moving from either their families home to rented accommodation, from rented to rented or from rented to board. And all of those, there's a limit of 800 lbs. Oh no, it's 800. It is 800 because I, I claim or what have you have, what is it for you? Uh, I mean, I know it's 10,000 lbs for the whole career, but 700 lbs, it's my trust. Yeah. Okay. So, I think you're right. It might, it might differ between trust because you've got 700 mines, 800. Um, and if you're, if you're a medic couple as well, you can combine yours. Uh, again check Kyra, check the mindedly page the finance section. Kyra has written loads of articles on it. She probably has videos on it as well. She's gone into detail about it. Thank you. Um Als is a mandatory requirement for them. That's, that's odd. Okay. But are they willing to pay for it? They should be, if it's a monetary requirement, it's mandatory they should pay for it. Yeah. Um Can you claim for moving to your first fo an accommodation or is it only relocation within your placement? Yeah. No, you can claim for moving to your first f one accommodation and you can you claim for van higher or has to be, you know, you can claim for van higher. Find out they should pay for it. If als is a mandatory requirement, they should pay for it. What if you're moving from abroad? Does it apply or only applies once you're in the UK? That's a really good question and I do think it applies to UK only and more questions from the audience. This is why I make my presentation super short because like, it's all the meaty stuff here. Yeah, I mean, it's a really interesting topic. That's why we have narrative questions. What would you claim if you've moved from a rented at union event? Stayed at your parents' phone before starting your foundation job from, rented to rent or both to rent it. Um It would be the van higher moving costs. Could you claim for rent on a monthly basis? Because I know of people who did that. I don't know. Um I didn't think you could. So, were they able to claim that? Do you know? Yes, I had a discussion with like someone from the hr department of my hospital. I mean, I wasn't uh, eligible to claim for it, but they said the requirement was if you, if you have property on your name. Oh, yes, yes, yes. So basically, yeah. Yeah, you're right. So if you own a property and you're still paying the mortgage on that property, then if you have to move somewhere for work in the UK, um as part of your training and you have to pay rent in that new place, you can claim the rental costs for that, but you have to be still paying a mortgage. The whole reason they're doing it is so you don't get hit twice or if you're renting somewhere, let's say if you have like a family and stuff and you're paying their rent. Let's in London and you have to move outside London uh to pay for your accommodation, then you can claim for that. So if you're playing paying rent twice, you can claim for location cost as well. Yeah. Um so and you, and you can get the rental costs. Uh sorry, the moving costs from moving to your parent's house to the new rented accommodation. Um Your trust will have a website which will explain relocation costs and how to claim. Um They'll give you an email address of who to contact and there'll be a form and everything and it's, it's on a trust by trust basis. How do you claim for rent expensive movements? So as Cairo said, find this person in charge, they'll send you a form and some details to fill out and send it back to them. Great. I think that's all the questions we have. Kyra, I'll just post a link for the feedback form as well. Uh It'd be great if you guys could fill that out. Uh Just to know uh to get some feedback from you guys, can I claim reimbursement costs for relocation on my parents' behalf if I live with them and they move with me to workplace. Um So as long as your, the way you submit, it is legitimately for moving from one place to another if that makes sense. So you can't say like we needed to moving vans to move to two different addresses. If that makes sense, you can only claim for one of those obviously claim for the higher one because you have to submit receipts. Um but you can't claim for two separate moving costs. I hope that I don't, I hope that makes sense. I think he meant about claiming for his parents coming to help him move as well. I, I don't think he can do that. Oh yeah. If it's one address just claim it. Is there something like a rollover row to or days? I'm not sure. Are you aware of a rollover rotate? I've never heard of that. Sorry. Yeah. No, I don't think you can claim on behalf of your parents. You can only claim for yourself for the relocation cost. But if you're moving with them, that's you. So you you can still claim for that. So say say I was starting Isaac. So okay. Um Say I was starting work in Oxford. I already lived in Oxford and my parents are now moving to Oxford to be closer to me. They I couldn't claim for them but say I was moving to Oxford to start working and I lived in Coventry with my parents and all of us are moving together too Oxford, then I will be able to claim for that because I'm moving. If your friends are moving together, can you both claim for relocation costs or can you only think for one person? So if you're for example, share ing a moving van, then you would want only one of you will be able to claim because you'd have the one receipt or you would split it in half and claim both, both of you claim half of the costs. You can do it that way. Um But you both can't put a full claiming and as long as your friend is also working about trust. Yeah, so I posted the link for the feedback form on filling the feedback form. Uh You'll get a certificate for attending this session as well. It can be helpful for the future. Okay. Shall we wrap it up? Yeah, Kyra has another session coming up. I think it's uh it's next Wednesday, I think. Yeah, next Wednesday. So and she'll be covering like other stuff as well. So what will you be covering? Kyra will be like? So I thought, I think next Wednesday is general finance tips for people who are leaving med school and starting F one. Yeah. So that's really interesting like about budgeting. Yeah, and all those stuff, but also check out her articles on the mindedly page. Thank you for joining us today. Thank you, Kyra. No problem. Thank you for having me. I really hope I was able to answer your questions everybody. Um Again, like we said, I'm going to be here next week and I'm also going to be here. I'll do, I'll be doing one more at the end of August for pay slips and I'll be explaining exactly what is on your pay slip and what to look for and how to make sure you've got the correct tax code and everything. So lots of opportunities to ask me questions. Thank you. Bye. No problem. Bye.