Details of the Request
With respect to the attached letter from NHS London on "gold standard" T&Cs for Reservists:
- Has it been drawn to the attention of your Chief Executive?
- Have its provisions been included in HR policies?
- Would you please send me a copy of the relevant part of your leave policy that covers Reservists, including leave for annual military training? If you do not have any policies relating to Reservists training, could you tell me whether, on request, they get two weeks paid leave, one week paid and one week unpaid, two weeks unpaid, or no extra leave?
- Could you tell me how many Reservists are known to be in your employment?
Details of the Response
Has it been drawn to the attention of your Chief Executive?
At the time the letter was sent out the Trust fell under the South Coast SHA and as a consequence the letter would not have been sent to our Chief Executive.
Have its provisions been included in HR policies?
Provisions have been included within the Trust’s Work Life Balance Policy.
Would you please send me a copy of the relevant part of your leave policy that covers Reservists, including leave for annual military training?
Extract from Policy:
Volunteer Reserve Forces:
Members of the Volunteer Reserve Forces (VRF) have a commitment to training once or twice a week and on 30 other days through the year, made up of weekends and a 15-day continuous training period. Special leave with pay will be given to enable attendance at the annual two week ’camp’. Managers should arrange rotas to allow staff time off to attend training commitments throughout the year.
If a Volunteer Reservist seeks voluntary mobilization the manager has to give consent before it can take place. While there is no legal obligation to release the reservist, managers should facilitate this wherever possible within the needs of the service.
In the case of compulsory mobilisation, employers have no statutory warning period prior to an issue for mobilisation. However, the Services aim to provide both the employer and the volunteer reservist with at least 3 week’s warning of the date they are required to report for mobilisation. A manager has the right to seek exemption from, or deferral of, mobilisation if the employee’s absence will cause serious harm to the service.
The situation is different for High Readiness Reserves (HRR) and Civil Contingency Reaction Forces (CCRF). The High Readiness Reserves are a special category of volunteer reservist, who should normally be available to report for service at a minimum of 7 days' notice. An employee is required to obtain the manager’s written consent to hold HRR status. This consent is renewed annually.
Any absence due to mobilisation is unpaid. Manager’s have the right to apply to the Ministry of Defence (MOD) for financial assistance when a Volunteer Reservist has been compulsorily or voluntarily mobilised. Awards can be made to cover expenses incurred in recruiting a temporary replacement, ongoing administration and any retraining necessary when the Volunteer Reservist is demobilised. An additional hardship award is also available.
An employee can not be dismissed because of their liability for mobilisation, or because they have been mobilised. Managers are obliged to re-employ the Volunteer Reservist after the end of their tour of duty to their existing or an equivalent post. This depends on the Volunteer Reservist applying for reinstatement in due time.
The reservist will be on special unpaid leave until his/her return to work. Annual leave entitlement will not accrue during unpaid leave. The period of special leave will count towards incremental credit and other terms and conditions linked to length of service.
If you do not have any policies relating to Reservists training, could you tell me whether, on request, they get two weeks paid leave, one week paid and one week unpaid, two weeks unpaid, or no extra leave?
Could you tell me how many Reservists are known to be in your employment?
The Trust does not hold this data.