Computer generated transcript

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

OK, I think we'll start. So, hi guys. Thank you very much for joining our webinar. Can everyone hear me? Yeah, I can hear you, Prier. Yeah. OK. Amazing. So this session we're gonna be talking about ROTA managing finances when you start as an F one. And we're also going to do a little session at the end on advice for international students. Feel free to put any questions in the chat and we'll answer it as we go along. Um Otherwise, otherwise, um we'll answer any questions that you have at the end. So to start off with, we're going to be speaking about ROTA. So we, we've got Tara here who's an F one and BMA rep at Kingston who works alongside me, who's going to be speaking um and giving you some information about rota and annual leave. So I'll hand it over to Tara. Thank you, Priya. Hi, everyone. My name is Tara. I am an almost F two at Kingston. Um Like I said, I am the local BMA rep. Um I am the local negotiating committee member and I was also recently in the AM meeting. You might have heard about that. Um about the BM and the issues with the GMC. And I just wanted to preface this, this whole talk about kind of the ongoing issues with strikes, kind of where we are at the moment. And as obviously new doctors coming into the NHS, whether you are um, uh and kind of uh medical student from the UK or coming from abroad, you have the same rights, you have the right to strike. Unfortunately, strikes are ongoing. Uh, you probably know we just finished our 11th round of strikes and it's, it looks like there might be a few more coming along. Unfortunately. Um, you have the right to strike regardless of your status, whether you're an I MG or a home student. Uh, don't let anyone tell you otherwise you don't need to disclose your striking status un until the day. So they might ask you on the day if you are there or not, then yes, you have to say, yeah, I was not working that day for, you know, for pay cuts and whatnot. But if they ask you beforehand, you do not need to disclose it. They cannot demand that you're there regardless, um, or whether you're an I MG and I've heard that some people are worried about their visas. That's not a concern. The BM has your back, you have the right to strike. Um, I just wanted to start by saying that the BMA offers a lot and I would really love for some of you to join. Um, there are a lot of things that unfortunately are wrong with the NHS. But once kind of you get involved and you know, your rights, you're able to fight back and to say this is what I want, this is, these are my rights and we need this. Uh So yeah, if you are an I MG or I think uh well, an F one coming in, then your first year of BM for I MG is free for an F one. It's discounted um in terms of raising issues locally. So there are multiple ways to kind of raise any concerns that you have. Uh So the first one is the Resident Doctors Forum or formerly known as Junior Doctors with happily changed that title now as of a few weeks ago. So Resident Doctor Forum, that's the things like if you're missing equipment, there are no computers, no offices, any issues like that, you can raise that issue locally. You've got the local uh union rep or the local negotiating committee for any policies or for any contractual deviations from the norm. If you're being denied annual leave, if you're having any issues like that, with the rotor coordinators, with the admin team or with your seniors, can you on to the next slide for you? Thank you. So the contract, so we're starting off, you guys should be going on the 2016 contract. Some IM GS might be going on the, on the 2002 contract, which is not very preferable, but it's a work in progress that we're trying to get a national model to try and implement the 2016 contract into uh for everyone regardless of their status. A couple of years ago, the BMA checked about 8000 contracts and they found that a quarter of them deviated from the national model. So what I would say is as soon as you get your contract, you can email it through to the BMA. That's the email address where you can Google BMA contract checker. Um They say they'll respond within five days. It does take longer with the in the recruitment period in August. So it might take about a month for them to get back to you. But it's very important that they check that before you sign it because if it deviates from the norm, then obviously you don't want to be working under a contract that is not preferable to you next page, please. Thank you. So the contract can vary between 40 hours a week and average 48 hours. And the word average is a little bit tricky because it can go up to 56 hours on a random week. Uh but it needs to equal out that the average across the 16 week rotation is 48 hours. Uh This includes on calls, normal days, night shifts, et cetera for out of hours duties. You get a 37% enhanced pay. So if you're going into F one or F one equivalent role, then that would be from 15 lbs an hour to about 21 lbs an hour for the out of hours pay, which isn't great. But, you know, it, it's better than nothing really. Uh, we operate under the European working time directives, which is a European law that the NHS has implemented and it's basically there to stop the employer from overworking and scheduling the employees working very long hours. Now in your contracts or in the induction forms, you might see a box that says, would you like to opt out of the European working time directive? That basically means instead of a limit of 48 hour average rotation per week, it would then go up to 56 hours. I personally wouldn't recommend that you take that box. I think you should not opt out of the European working time directive because the reason it was implemented because doctors were overworked, um our were horrendous and everyone was very exhausted. Uh And it was there for safety. So unless you can manage your own workload, unless you are sure that you can handle working an average of 56 hours. I would recommend you do not tick that box that applies more for IM GS and trust grade doctors than it does with F ones because the F one rota is typically standardized across the cohort. The key point about the European working time directive is it states that you get a minimum of 11 hour rest between shifts with a maximum hour shift length of 13 hours per shift. If you go above that for over time, or if you are made to stay behind or if the workload is very heavy. If your shift extends beyond the 13 hours, you can exception report and we'll come to talk about that in a second. Uh And the hospital will get penalized. You get some of that penalty paid to you as well. Uh For breaching the less than 2011 hour rest and the more than 13 hours of work, it also um has a clause that says you need to get one day off at least one day off each week. So you cannot work seven days consecutively. And if you're working a shift, that's longer than six hours, which is, which are the majority of shifts, then you need a break. There's a further breakdown about how long these breaks are. So I think it's, if you're working eight hours, then you're allowed half an hour break. If you're working up to 13 hours, then you get a second half an hour break. Uh And that's a part of your pay. These are paid for breaks. Uh Unlike other professions, there are also zero days which are of days, they are typically before or after or around on call periods. Um, weekends, night shifts and these are there to make the rota compliance. They are unpaid days, they are your rest days. Uh, and they are there to stop you from going over the 48 hour week um limit in terms of the rotor compliance, most Rotas have are typically compliant even though they look horrendous and they don't look compliant. Um, you should receive your rotor within si before, well, six weeks before starting. So round about now, I think you should have received it by now actually. Um and these rotors cannot be changed less than with a less than six week notice. So say, for example, you are due to do a normal working day in three weeks time. Your employer now wants you to work a longer day on that day or a night shift or whatever is, they cannot just change it and say you're gonna have to work that day regardless. They can't do that. They need to give you at least six week notice. They can do whatever they want to your rota more than six weeks in advance. But if it's less than six weeks, then they cannot, you can say no, it's at your discretion. If it's something you're willing to do, then obviously you can talk to them. Um And I wouldn't recommend you do it for normal rates. If they are asking you to do something like that, then I would suggest you either ask for low rates or escalated BMA rates even in terms of the ROTA. Uh the BMA has uh an online checker where you can just input your ROTA in, write the hours that you're expected to work and just check it. It will tell you if your rota is compliant or not. If you're struggling with that, I've left my email at the end of the slides. So if, if it's something you're concerned about, just drop me an email and I can run it through, um, you can run multiple Rotas through. So if you don't have an account that your colleague does, you can all run it through one account, um, and just check for any incompliance. And then if that happens, then, um, you can email your rota coordinator or your admin team and say this rota is in compliant. Can you please check it? Um, surprisingly, a lot of these things go unnoticed until someone actually stands up and says, hey, can we check this most recently at my trust? Um, the registrars were made to do 10 hour days, five days a week, working 50 hour days and it was only picked up last year after doing it for about a decade and now they get a zero day every single week. So un unless you speak up about it and unless someone picks it up, these things can go unnoticed. This is a screenshot of what the rota checker looks like on the BMA website. So you just input your hours for each day. Um, and it will work out the total and it will tell you if it's compliant or not in terms of on call shifts. Uh There are typically three main on call shifts that you're expected to do when you're starting out the clocking shift, which is the take shift, which is where patients come in through A&E you are told about set patients, you go and speak to set patients, you clock them in, you write the history come up for the diagnosis and you give the initial treatment and that is you as a resident doctor. The second type of shift which you might also have to do during your take is the post take. So you have taken this patient on, you have admitted them as a resident doctor and then as a post take, a consultant comes in to see them confirms or refutes your plan. M makes a definitive plan and then says the outpatient can be admitted post take uh if it's before 8 p.m. it usually happens on the day after 8 p.m. It's usually the day after and water cover is when you are working on call, where you are basically holding a bleep or some sort of have a contact for nurses or other health care professionals to reach you out of hours to say, hey, this patient on this ward um is feeling unwell, they have any oxygen requirement, they're spiking temperature, whatever can you please come and review different trusts have different ways of doing ward cover. So some trusts would expect you to cover one single ward on your ward cover day. Um, and they would have 10 doctors covering 10 wards. Other hospitals would have two doctors covering 10 wards. So it depends on your trust and it depends on the workload that you have. Um, it's always important to know who your seniors are. So as an F one, it would obviously be your sho and from your sho it would be the registrar as a trust grade. Make sure you know who the registrar on call is. Don't be afraid to escalate even if it's a mean horrible registrar, whatever decision you make, if you are not comfortable with it and you don't get someone to back you up or say this is right or this is wrong, any bad decision will reflect on you. It will, they do unfortunately point the fingers and if anything happens, they will say, why didn't you do this? Why didn't you escalate support was available if there is below minimum staffing levels? So say, for example, you are doing ward cover and you're expected to have three doctors and there are only two or there's only one of you, then it's very important that you exception report and the situation to inform the trust that there was a problem for two reasons. One is to make sure that sufficient staffing levels are achieved in the future to prevent it from happening. And number two, should anything happen? Should anything go wrong? Then? At least you can say, look, I was, um, there was understaffing. I was well, not stressed out, but rather I had a very heavy workload. I had a lot of patients. I didn't get to see this patient or I didn't have the senior support I need. Um, and so it's for your own safety and to prevent it from happening, it happens a lot more than you think. Unfortunately. Um, and when working out of hours and this is something you'll have to learn with time, but don't be afraid to say no for non urgent jobs, paracetamol prescription doesn't need to be done at nine at night. You know, if you get a call at 6 p.m. saying can my patients have some zopiclone? No, it's 6 p.m. They don't need zopic if they're struggling to sleep at 11, call us back. If it's something that doesn't sound urgent, don't rush to do it. You can always say no. If they ask you to make decisions about some morning medications don't be afraid to say no, hold it and then ask the, uh, parent team to make the decision in the morning because every decision you make will reflect on you and out of hours, your, your entire responsibility is to make sure the patients are alive until the morning after. You're not changing plans. You're not adding to their plans. You are merely making sure they are surviving until they are seen by their normal team. Next slide, please, in terms of booking annual leave, the contract says that you must provide a minimum of six weeks of uh notice for any request. Some trust are a bit more lenient. Some, some people allow you to give, you know, 45 weeks, sometimes even two weeks notice and they some it gets approved, but that's not, not everyone. So I would say try and work it out very early on. Um You can only request annual leave on standard days. So you cannot get it on, on calls or night shifts or long shifts. It's only your standard day shift, which is typically 8 to 9 hours long. Um You are allowed nine days of annual leave per four month rotation or if you're not on a four month rotation, it's 27 days in a year. That's for your first five years in the NHS. After that, you're allowed 32 days a year. Um If you need to take leave on an on call day, you need to, unfortunately, you need to find someone to swap that shift with for either a day off. So say I'm working a weekend, then you're not. And I want to swap, then I can give you my weekend, then I can get you a weekend off and then I can work another weekend for you. Or alternatively, if I am on call on a Tuesday and you're on a standard day on a Tuesday. I can then swap that standard day um and get annual leave for that day. Uh In terms of exception reporting, there's usually a system, they give you a login. I know at my trust, particularly there's been some issues getting IM GS um the exception report. So make sure you ask early on and push for it because it's very, very important. The main reasons why you should exception report is obviously to get compensated for your time and efforts. Uh But also you cannot increase staffing levels, you cannot alleviate the burden of heavy workload without saying, look, there is too much work, there is too few of us, we need more people and the way to do it is the exception report. I know pre team had an issue with understaffing and the exception reported quite a lot. And I think they recently employed um a trust grade doctor to work alongside them uh to try and help out with the workload. The things you can exception report is working overtime. So beyond your working hours, if you miss your break, so if you don't get your 30 minute break or the extra 30 minute on a long shift, if you miss your compulsory teaching sessions, then that counts as well. Uh Because teaching hours are basically hours that belong to you that the NHS pays to the trust instead of to you um to teach you and if you're not getting that teaching, then it, or the least you can do is get compensation for it and raise that issue. And obviously exception, any um, set er below minimum staffing levels for your own safety. And I mentioned this earlier about hospitals being penalized for breaching uh your contract and the working right, directive uh laws as well in terms of locum shifts. Uh A lot of locum shifts for F ones are at rubbish rate. Unfortunately. Uh, that's because we can only get them in the trust that we work out. We cannot go outside. Uh, that's because we've got the provisional license. If you're an I MG coming in as a trust grade sho then you can outsource your locum shifts to other hospitals that might pay better. These are shifts that you can do at your own discretion in your own rest time. So it's a, whether it's a day off or a zero day or, you know, if you finish work at five and they want you to work until eight, then you can do this a few extra hours. The main thing I'd say is be sure to rest. It's very, very important to rest it. You can burn out in medicine so quickly and nothing is more important than you in medicine in, in, in your life. It's, you know, the job should not come first. Make sure you rest, make sure you have plenty of time off to recover. It's, it's a heavy job. Um so only take locum shift when you feel like you're able to, rates that are provided are pre tax uh rates. So it's often that you see that a trust is offering 35 lbs an hour, which looks amazing. But before you know it with the tax and with national insurance and whatnot, you actually end up with your base rate anyways. So it can be a bit disheartening in that regard. Um If you try to put cloak and shifts, if you're in London or some big areas, I think Manchester as well, the rates are capped. Um So if you're able to outsource them to something like just outside of London, Oxford Surrey whatnot, then I would recommend that as well if you're looking into locum work. Um If at your trust there is sudden sickness or emergency leave or something that causes a sudden gap in the rotor and they advertise no shifts for that, don't be afraid to ask for escalated rates, don't be afraid to try and bring the rates up. There is a BMA rate card which I think is on the next slide um that you can try and negotiate your way up. Most trusts do try and push back and say we can't pay you this much, blah, blah, blah, all that stuff, do it at your own discretion. If the lon shift is offered with less than 48 hour notice from the shift start time. Then this is something that you can definitely work on. I know that my trust at Kingston, we don't, they don't really escalate rates. But recently, there's been a problem where they did not get a registrar in and they had to employ a registrar last minute and I think they paid him 200 lbs an hour, which is even above the BMA rate. So if you push hard enough, if in in critical circumstances, they would pay. Obviously, this is at your own discretion, like I said, next slide. Uh So yeah, I think this is a lot of information, but it's a lot of, it's a lot of things that you will learn as you go along with the job. Don't be afraid to escalate, things don't be afraid to speak up. Um Times are changing in the NHS and they are changing for the better if you have any concerns. If you have any questions, if there's something dodgy going on in your uh workplace that you're not sure about or if you're worried about escalating it, feel free to get in touch with me. That's my email address. Happy to respond to any queries. Are there any questions? I can't see anything in the chart? I'm amazing. Ok. So Tara will stick around for a couple of minutes to answer any questions. If you've got any questions, just put it in the chat or you can email her um, she'll leave, she'll be leaving just before seven. So if you've got any questions that you thought of after, I'll try and answer them as best as possible. If not, I'll just, um, I'll get in touch with Tara and I'll email you the response. So next up or even just text me and I'll try and respond to you comes up, I'll text tonight, I'll try and get a response during this talk if you've got any urgent questions. Amazing. So next up, we've got Vishnu who's an F two at Southampton and he's going to be talking about basic finances for when you guys first start working as junior doctors. So Vishnu, I'll hand it over to you. Yeah, thanks Pria. Uh Hi everyone. My name is Vishnu. I'm uh as Priya said, I'm an F two. I work in Southampton. So I'm just about finishing my F two now. I'm on my last month and I imagine you're all pretty excited about starting uh foundation training. And it is very exciting. I think one of the important things that I didn't know much about when I started was, um was things all things related to finance, basically, uh including how to read a pay slip. It was pretty much my first job paid job. And so all of this was new to me, budgeting was new to me. Um, managing finances was new to me and basically understanding a lot of complicated things was new. Uh at when I started. So some of you might have already worked, paid jobs, some of you might have already had NHS jobs. And so this talk might be a bit basic for you, but this is, it's more intended for people who are starting off fresh, uh, in their careers. And I, and, you know, in similar situations to what I was in. And before I start, I also have to say I'm not a financial advisor, I don't have any financial qualifications or anything like that. It's just things that I've picked up, uh, doing the job for two years and how I've understood things and I have to say a lot of this stuff, I've actually just picked up recently. Uh, so it is quite complicated at times and I didn't make that much effort at the start to, to really read into stuff. But then obviously, you know, over time you get used to what, you know, the numbers mean and it starts to make more sense. But if you can understand it early on, then it will help you going forward and it will help you. Uh, make sure that you're, you're on track in achieving, you know, your finance goals or whatever. Uh So the first thing I wanted to talk about is actually understanding your payslip. So you may have already watched videos and stuff online about NHS payslips. This is actually one of my payslips. I'm just gonna talk you through, uh, in, in basic terms, what the various parts of it mean. So this is the top of a, an NHS payslip and your F 11 will pretty much look the same. The numbers will vary slightly. Unfortunately, for you guys, you'll learn slightly less than that, but it will pick up as you progress in your career. So this is the top part of your payslip. The uh, top left of the pay slip, you'll have an assignment number, which is, everyone has a unique assignment number. And if you ever had, have any queries about your pay slip or you wanna get in touch with your hr department or your, uh, payroll department, then you would quote that number. Then, you know, the, the rest of the stuff is quite self explanatory. You'll find what, you know, it'll tell you what department you're working in. So for me at the minute, I'm on geriatric medicine and then obviously that falls under medicines. So that's, that's the department. Uh, your name will be on there, your hospital, of course, your grade. So for you guys, it will say foundation year one and then your, your salary. So you, so if you look at my salary, it's 37. Uh, so that's your base salary. Um, that is your, so we're all contracted to work minimum, 40 hour work weeks and that 37,000 is basically calculated if you were to work 40 hours every single week for your F one or your F two, that's what that number depicts. So, in reality, you're actually making a little bit more than that with all the on calls and the night shifts that you pick up along the way. And if you, if you want to check that number is correct, there is a way to calculate. So, uh in my case, as, as an F two in Southampton, our basic rate is 17.8850 lbs every single hour. And so if you multiply that by the amount of hours you work in a month, which is 100 and 73.81 times 12 to give you for a year. So that gives you your annual salary. Um, you have your tax office name and tax office reference, which are, uh, of course, just things that you would use if you have to claim, uh, if you want to file your tax returns, which is something we'll speak about in one of the, the next slides. And, uh, you'll, you'll find your tax code as well, your national insurance number. And if you work less than full time, then the salary that's that you can see on the, on the right hand side of the pace, it will be adjusted for your less than full time hours. But because I don't work less than full time, it's basically the same as my, my standard salary. Uh, next slide, please, Bria. Uh, so tax codes basically just tell you how much do you earn without being taxed. So it's very much dependent on how much you earn. So, as junior doctors, um, we all pretty much share the same tax code. Uh, it might vary slightly depending on where you work. But I imagine for most of us it will be the same as mine. Uh, so mine is 1138 L and basically what that means. if you multiply the first four digits by 10, it gives you a, a number. It, it will be, you know, between 11 to 12,000 lbs. And it, it means that, you know, from my annual salary, II, make that much money before I start incurring income tax. How much income tax you incur depends on how much you make. So obviously, if you're a consultant, you, you're gonna get taxed more than when you're an F one or an F two. For us. It's about 20% of our annual salary, uh goes to income tax. So for me, I can a from that 37,000 or 38,000 that I make the, the 1st 11,380 isn't taxed at all. That's, that's my tax free allowance. But anything above that value that I make, which I do, uh it will be 20% tax. Uh The L just denotes that that's my tax free allowance. There are other letters that um you know, there, there's like emergency tax codes and stuff. But that's a little bit complicated and most of us will just have an he so we don't need to go into that at all. Um Yeah. Uh next slide, please. Prayer. Uh So the other thing that is probably something I neglected as up until recently was filing tax returns. So what this means is, you know, every, every pay that you get, you know, your employer will deduct tax automatically. You don't need to calculate how much tax you owe to H RC, which is um you know, the, the her, her Majesty's Revenue Customs, which is the tax authority in the UK. So you don't need to calculate any of that. It's all done for you. So you don't need to worry about that. The only thing is sometimes the calculations or the deductions that are done aren't always correct and they can vary very slightly and they can be slightly off sometimes. And so when you file for tax returns, you either yourself or you can get a tax consultant. If you're willing to spend a bit bit of extra money, you basically, you or, or that tax consultant will basically look at all the tax you've paid in the last year or so and see if, if it's the correct amount based on what you earn. And so just to, you know, personal example, one of my colleagues was locum a lot. So on top of his, whatever he was making normally and his contract involves doing a lot of locum work, which is great and, you know, he was, you know, he thought he was earning really, you know, good, good money, uh, until, you know, recently he got a letter from the HMRC saying he owes them 2000 in tax and that basically came out of nowhere. And so that's why I would say it's important to, to file for your tax returns. Um, like I said, it's, it's pretty much done for you, but it's worth looking into it. Uh I've, I've done it once. So II went F one without doing it and, you know, II, at the end of F two, I kind of read up on it and I was like, ok, I'll get a tax consultant cos I'm lazy. But also because I didn't wanna, I didn't wanna, um make, you know, II, I've locum a lot in the last two years as well. And so I wanted to make sure II don't owe HMRC extra tax that I haven't been paying. Um And the other thing to mention is sometimes like I said, the tax is miscalculated. It can also be miscalculated such that they actually owe you money. So you've been overtaxed. And so if you file for your tax returns, you can actually get money back. And the other thing you can do is if, if, um you can, you can either yourself or via a tax consultant complete something called AP 87 form, which is basically you can actually claim money back. Uh, it's called tax relief. So you, you get money back for all the subscriptions and courses that you've done and that's valid for up to the, you know, the previous four years. So, when I learned about this, you know, just a few weeks ago I was, you know, I've, I've attended a lot of courses in F one and F two and I'm, I'm also, uh, as you all will be, um, GMC certified, you know, you'll be paying your GMC fees annually, your BMA subscriptions, which is, which is a monthly fee. And so you can actually get some of this money back. So that's why II think it's really important to, to look into these things. So look into filing tax returns, look into P 87. Um So we'll come back to the pay slips. This is the, the main uh bit of the pay slip. So this is where all the numbers come in. It can be a little bit confusing. And again, I until recently didn't really understand all I've looked, all I used to look at was the net pay and uh make sure that looks about right. And if that was about right, then I wouldn't really go into the numbers and the details, but I'm gonna try and go into the numbers and details for you guys just so you at least can know whether your payslips are making sense at all or not. So we'll start with the left hand side of the, of the payslip. So on the left, you have four rows, basic pay additional, roster, hours, night duty and weekend and then on the right, you have five rows. So that's gonna vary, depend, depending on, you know, it, it varies, depending on the individual on the left is basically your sources of income for that month. And on the right is your, you know, where you're losing money. So if we start with basic pay, so that is like I said, this is the the amount of money you're earning for wor working 40 hours a week. So and nothing more. So that's your base pay. If you, if you were to work 40 hours a week, every single month, you did nothing else, then you would just have that row and you would be earning that amount. So, um so that, so the description part describes, you know, where you're getting the money from. So, you know, basic pay is that standard 9 to 5 kind of job you're working. And then in the next column, it says worked slash earned. So that that number basically denotes how many hours of that shift have you done that month? So this is calculated quite lazily by your hr department. So if you actually go and calculate how many hours you've worked in the month that this payslip was due, it might not be that number. But what your, what your payroll department will do is they, they kind of average out your numbers that worked for each shift. Um, or how much do you would be expected to work in that particular rotation? And they just average it out across four months as opposed to calculating it separately for each month, depending on the actual hours you've worked and it sort of adds up. So 100 and 73.81 is basically 40 because that's your basic, you know, how many, how much you would work in a week? Times 52. So how much, how many hours in a year and then they divide that by 12 and you'll get exactly 1 73.81. So in the column next to that, it says pay due and it's the exact same number. And that basically means that you're getting paid for every single one of those hours. And then finally you have the rates, that's the F two rate in Southampton. And to get the amount that you earn from that shift, you multiply the rate and the paid due. So 100 and 73.81 times 17.8850 will give you 3108. So that, that sounds very juicy and that sounds like a good salary. But, um, there's a lot of deductions, unfortunately, which we'll come on to in a second So, so that's basic pay below basic pay. It says additional Ross to hours. NP. So this is basically the hours above 40 hours that you work a week. Because let's be honest, you, you're never gonna work 40 hours in the NHS. You know, you're always gonna work more than that. Uh Your contract will tell you 48 uh which is about right this pace that will reflect that because if you, if you look at the work slash earned next to additional roster hours, you see 28. So that's saying that in, in a month, I'm working about 28 additional hours on top of that 40 hours. So divide 28 by four, it's about seven hours a week, which is more or less, right? And again, like I said, it's averaged out over the entire rotation. And again, for the, for the additional hours you're working, you're getting paid the same rate and you're getting paid for every single one of those hours. And so from that, I've earned about 500 lbs, uh, and then you have night duty. So, um, night duty, you get a premium, so you're getting it paid. Um, you know, you're not the time you're working night shift is not just being unaccounted for. You are making money for that. The way this is calculated is a little bit weird. There's a lot of, um, there's a notion that you're getting paid 37% extra, but really looking at the numbers and calculating it myself and looking at things online and reading people's Reddit posts and stuff. I think a lot of people misinterpret it, misinterpret the night duty. So how they calculated it, how, how they calculate it is basically they look at the amount of hours on average you're working night shifts per month. So for me, uh supposedly 27.16 um and then they multiply that value by 30 se uh or 0.37 or 37% to get 10.05. And then they multiply the 10.05 by the standard rate to give me a, 100 and 79 which is the amount I've I earn for night shifts a month. Uh Alternatively you can, you can calculate what 37% of the standard rate is. And then, so that's about six, I think. And then multiply that by 27.16 and then you'll get the exact same amount. Uh and then for weekends. So this is a pretty much a fixed amount and the amount you make for weekends depends on how frequently you do that. Uh For me on geriatrics, I do probably one weekend a month. And so I make a fixed amount of about 100 and 80 they don't really go into the hours and stuff, they just kind of pay you for the weekend. Um So that's the income section and then the you know, where am I losing the money? Why am I not taking all of that home is because we're losing a lot to tax. So, like I said, we, we get paid about 20 per, we get, um, taxed about 20% at our level. So that's, that's what pay e means on the right. So, um, pay stands for pay as you earn and that's where your employer is basically deducting tax automatically from your pay slip. So you don't need to worry about that, but you lose a chunk obviously. Um So obviously the government takes that and does whatever with them. Uh And then beneath pay E you have NI A, you can't really see it dwell on the slide. But what that stands for is national insurance type A basically. Um So, you know, as we lose money to income tax, we also have to pay, pay our national insurance. So everyone pays national insurance again, that will go to state benefits. The government will use it to for, for pensions, for um schemes for, you know, the need the needy or the homeless or whatever. Um So that's compulsory. You lose a bit of money there. Um NHS pension. So uh the pension scheme, the NHS pension scheme is a good scheme. Um you lose a lot of money every month, but I would look at it more in the long term if you're uh you know, some people will opt out of the pension scheme, they'll get an extra 300 lbs a month. You can do that. But in the long term, you know, the NHS pension is known to be a very good scheme because it has good returns. And so all this money that you're paying into the NHS pension when you finally reach pension age, uh, which might seem like a long way away, but it, it's probably worth it because you get a lot of money back from all the money you've put in and it's also contributed to by the, by your employer as well. Uh So we are, we give about 9.8% of our income to NHS pension. Um And that comes from our basic pay. So 9.8% of my pay of whatever I've made from basic pay only will be, will go to pension. Uh And it's also worth mentioning that you as NHS workers, we, we will have access to our NHS pension, but also the state pension uh when we reach the pension age and that comes from National Insurance and then finally, II pay for car parking as well. So in Southampton, it's, it's crazy. I pay 30 lbs for car parking, uh which is just absolutely nuts. But uh, so I lose 30 lbs a month and I also pay 10 lbs for doctor's mess uh on the bottom of the pay slip. Now you have um a couple more confusing numbers on um, you know, we can go into all the finer details and stuff, but basically it summarizes, you know, how much you've paid in pension this year, how much you've been taxed, how much of this, this month, um, salary is gonna be taxed, how much is eligible to be taxed, et cetera. Um, I think the part we all focus on is basically the bottom, right. Which, which it tells you your take home pay. So that accounts for tax, that accounts for everything. That's the money you will, you will get in your bank account on, you know, the Friday. Characteristically, the last Friday of every month you will take home that amount of money. Uh For you guys, it will be a little bit less, of course, it will, it will also vary depending on what specialty you work in. So if you work in something like, you know, some like ICU, for example, I was an F one on ICU. You basically don't do any on calls. I was super numerary. And so the salary was, you know, relatively low. It was only like 2000 basically. And my other f one colleagues were, were, were making a little bit more than that because they were on general surgery or whatever and they had on calls, they were working night shifts. So you do get paid obviously more for doing that kind of stuff. Uh Next, I agree. Thanks. Uh So we've already talked a little about, about pension. Um So the NHS pension is a type of public pension scheme. Um It is so, like I said, about 9.3% of your basic pay will go towards your pension. I wouldn't recommend opting out, but that's completely up to you. Some of you will have different reasons for opting out et cetera. Um But as someone I, you know, I II personally, I II, like the pension scheme, I think it will, you know, I can manage without that extra 300. And I think it's uh an investment for the future. So I leave that money in there. Um And you know, as you, your, the amount of pension you pay will increase as you um spend more time with the NHS and as you become more senior in your career as well, and the scheme that we're part of is the 2015 pension scheme. So for example, my dad was a doc, he's a doctor and the scheme he belongs to is, you know, he's under a different pension scheme altogether because um he entered the NHS at a different time to me and his scheme allows him to claim his pension a little bit earlier. So our care 2015 pension scheme is basically in line with the state pension age, uh which I think is around 66 in the UK now. So um uh so yeah, and then the last thing I want to speak about is a little bit about is a and budgeting. So um is a are basically savings accounts. Um but they a little bit different from standard savings account because, you know, it's, it's an investment. Uh So there's four different types of, is a uh so, so this is all going a little bit beyond uh my medical expertise obviously. But uh it's something I've learned in the last two years. I have a stocks and shares isa and basically the good thing about an ISA is whatever you, you know, you're allowed up, you're allowed to put in up to 20,000 lbs a year without being taxed on it. So whatever you make from your investment is tax free. Um So I, yeah, I would recommend opening up an ISA but of course it's up to you. Uh Yeah, I think that's the end of the talk actually. Um Yeah, the last thing I want to mention actually is I know Tara spoke a little bit about a little bit about low. Um So lowing again is a very personal choice if you're willing to work the extra hours. And if you think you can do it and you need the extra money and it's something you're willing to do, then of course, I would recommend lowing. The rates will vary depending on what department you work in, what hospital you work in. Um I like lowing but you know, it can be stressful. So just remember that, you know, you're you're taking on additional responsibilities when you're locum, you're, you're making money, but you're still legally responsible for the decisions you make. And so, you know, just be prepared that you're in a good mental state to, to do locums and that you can handle them. Uh The other thing is exception reporting. So if you're working way beyond your hours, uh you're working extra shifts, you're staying late, you're, you're doing things you're not supposed to do. Basically, uh you can exception report and every hospital has different ways to exception report. Uh The good thing about exception reporting is in Southampton, at least we, uh if we exception report, we can get extra time off or we can get study leave or sometimes you can get compensated financially. Say if I, um if I stayed a couple of extra hours late because I had to because it was unsafe to leave because we were understaffed. Um And if I claim back that those extra hours, you can actually get paid for it. And then finally it as an F two. So it wouldn't apply to you guys just yet. But when you're an F two, you, you'll basically have a, you'll have a study budget and it, I'm not really sure what the exact value for a study budget is. I've used um 750 lbs so far as an F two to do my A TLS course. But I think, you know, you can go up to 1000 lbs as long as your, your requests are reasonable. So that's another thing to bear in mind. Um If you have a lot of expensive courses that you want to do as F ones, uh, maybe you save some of them for F for F two if you can afford to wait that long because you can probably get it paid for by your trust. Um, so that's pretty much the talk. I'm happy to answer any questions at the end. Yeah. Thank you very much for that talk, Vishnu. That was really great. Um If anyone's got any questions, put them in the chat or just turn off your mic and ask, um Vishnu will be around um to answer any questions in the chat and then um we'll now just quickly be moving on to our talk on advice for international students by Vatica. Um Vasa, are you able to Ken? I think she's having difficulties. We'll give her two minutes. Um But in the meantime, if you guys have any questions uh for Vu or Tara, just um let us know, Tara also wanted me to just add um in terms of the strikes, if you do strikes as an F one, your will be deducted. So maximal, you'll be, you'll have a six hour pay cut per day on the strike. That is regardless of whatever shift you're due to make. So whether you're due to talk a online uh due to, um, due to do a on call. If you do strike the most you uh, um, use on that shift is six hours. Furthermore, when you do strike, when you have your portfolio, you will have days that you have to add in for time out of training. The maximum I think for F one is about 20 days. Um, so just be cautious of that when you are striking, however, um, that shouldn't be a problem. I think trusts now know that, um, you know, a lot of us, well, most of us do strike and it shouldn't be something that will stop you from passing F one if you do have too many days of that are due specifically for strikes. Um, so hope, ok, if you've got any questions regarding that again, just put some something in the chat and then feel free to message Tara as well. So I think Tica is here var, if you just wanna say hi to just check your mic's working, hi. Can you hear me? Yes. Amazing. Perfect. I'll let you introduce yourself and you get home. Sure. Um Hi, I'm Bara, I'm one of the F ones in West Midlands. Um, so just a quick bit about me, I moved to the UK for a medical school, um, and then decided to stay here for training. Um, and there's kind of international students like myself, but then there's also IM GS which have been mentioned so that those are international medical graduates. So people who have graduated elsewhere um and are now gonna be starting training in the UK. Um So for IM GS, um there's a few different things to consider. Um The first thing is they need to check if the medical degree is recognized in the UK. Um they'll have to go through the oral application like everyone else for eligibility purposes. Um certain universities um or certain individuals might have to have to do like an uh English proficiency test, um such as Ielts. Um again, certain universities might have to do what's called a PLP test. I believe there are two parts to it. Um I need to pass both of them to then be able to work in the UK. Um S GT was something that up until recently, I believe IM GS had to do as well. Um And then like all f ones, they'll have a provisional GMC registration for about a year. Um They'll go on to um, rank their preferences the same way that everyone else does in the UK and then kind of onto the visa side of things. Um They will get something called a certificate of sponsorship. So this is for anybody who doesn't have a British passport, they will have um just a certificate to say that they'll be sponsored by their foundation um trust um for the two years that they'll be working there or the one year they'll, they'll be working there um, from then on you will apply for your tier two Visa. Um, and then in time for that to start for your foundation program. Um, so for I MGS, there's quite a few things to consider. Um, um, a lot of these are similar to kind of anyone really, any F one starting, um, in the I HS. Um, but just banking and finances. So, um, it might be that the UK is a lot more expensive um than what they're used to. Uh they might have to, they might have different expenses. Um So that's just something that they, and like different responsibilities as well. Um Similarly, accommodation might be, they might have different um priorities for accommodation. So especially for somebody who's coming to the UK for the first time or uh living here for the first time, they might choose to stay somewhere near the hospital or in hospital accommodation itself rather than somewhere that's like closer to a city or closer to the town. Um Along with that they might choose to have a shorter commute or something that's easier for them. Um This is really important because I MGS may not have, uh they may not be able to kind of transfer their driving license or get around as easily in the UK as um other people can. Um And then kind of just in general, the UK can be quite different in the sense of just the culture, the way that they speak. Here um just intonation in general. Um So it can be quite difficult for people moving from other countries to pick up on certain things. Um So just a, a little note for everybody who might be see who might be working with IMG S or international students that is very important to make sure that they felt, they feel comfortable. Um And if they, if you believe that there ha there's some kind of misunderstanding, just make sure to help, clear that up for them. Um Similarly, for the working culture in the NHS, um they might just not, they might need a bit more help in understanding how things work around the NHS. Um So it might just mean that they need a bit of extra support um with occupational health and your vaccination records. Um I know I had to do this um before starting university, it might just mean that you have to get all that documentation over um and have extra vaccinations depending on what the criteria is in different countries. Um And then one of the biggest things during F one for IM GS is the PSA so PSA is um a drug prescribing exam that we have to do in the UK as part of our training. I believe most universities have to do it. Um As I think they have to pass before graduation, but um Im GS have may not have done this. Um So they have to try and pass this before the end of F one. this can be quite difficult because um they're trying to kind of everyone's trying to get used to a new job, a new environment um and just life in the UK in general and along with that, they're expected to study um for an exam. Um I know my trust had a lot of um a lot of support for them. A lot of sessions, revision sessions. But if you do see your colleagues struggling or need extra help, obviously, reach out to them um for international students who graduated in the UK, obviously, this is something that I'm sure some of you might have considered while applying for foundation year. Um But it, the things that could be important are location. So if you want to get home early, like um quickly or urgently, you might want to be closer to a bigger city or in, in a town that's commutable to a big city where you can fly out from. Um A support network is really important. So I know for myself, I chose to stay somewhere where most of my friends would be where I knew the area and felt more comfortable. Um Similarly, for commute, you might, you, it's, you need to consider whether you can drive or if you're comfortable with public transport and that might depend that might change where you live and how far you live from your place of work. Um And then as I was mentioned before, you get nine days off for every four month rotation. It might be worth that if you know, you're going to go home for a specific time of the year or specific time of the four months. Um You might want to kind of get all your nine days in one chunk. Um spread it along with weekends, you can get a good amount of time to go home in um to make the flight feel worth it. Um And then another thing that IM GS as well as international grad UK graduates have to consider um are your plans after F two? So your visa is only um valid until the end of F two. And after that, you need to start thinking about uh contracted jobs. Um So whether you choose, so if you choose to enter training right away, that's great. You'll have a contract from um whatever trust you will be working at. Um and they will provide sponsorship for you and therefore you can apply for a visa for how many other years. Um But if you, if you plan to do some, if you plan to not enter training right away and want to do kind of a trust rate job or a locum job, it's um we can't just apply for an F three post and do locums pick up locums whenever and wherever. Um We need to have kind of um a contracted job. Now, this might look this might be different in every trust. So, um certain trusts might offer kind of um a contracted c a contracted year of your trust grade job, which is just you do a few months of a specific rotation and a few more months of something else. Um So that just gives you another year to kind of maybe figure out what you want to do or apply for something else. Um Or yeah, just gives you a bit more time out of training. Um But this is just something that you have to start thinking about towards the end of F two slash middle of F two. so that you can kind, you can start planning for your visa. Um Yeah, thank you so much for that ver if uh if any of you guys again have any questions, please do put it in the chart. Um I'll just copy and paste the feedback um into the thing for those of you to fill out feedback. Um And yes, the recording should be available. Please do fill out the feedback form for our speakers and let us know if you've got any questions.