Last Updated on 12/10/2021
- Read LSCFT ‘Maternity, Paternity & Adoption Policy and Procedure’ Trainees can locate the current version on LSCFT intranet and share with tutor. It is also in the handbook.
- Fill in LSCFT pregnancy risk assessment form with trainee as soon as they disclose (located on intranet, and appended to this document). Can have 2 forms. One for placement, one for everything else. Or different sections of the same form. For first risk assessment it is good to meet trainee with supervisor to complete factors related to placement. Then just meet trainee alone monthly to review risk after that, unless placement issues are salient.
- Send all LSCFT pregnancy risk assessment forms to Katherine to then forward to LSCFT.
- At 20 weeks the trainee gets a MatB1 form from midwife to prove they are pregnant. They scan this and send a copy to Ruby who sends it to LSCFT. Ask to be copied in.
- Time off for any pregnancy related medical appointments is given.
- Time off is also given for adoption leave and meetings, training & approval panels prior to being matched for adoption. Flexibility is needed due to the nature of the process. See Section 8 of the policy.
- Trainee applies to intercalate from being a student for the period of mat leave via Jen Whitfield. Jen sends the clinical tutor the form to sign and we send it back to her.
- Keeping In Touch (KIT) and Shared Parental Leave in Touch (SPLIT) days:
- KIT days (up to 10 if taking maternity or adoption leave) are expressed in hours so days can be divided up.
- Trainees can take up to 20 SPLIT days if they or their partner are taking Shared Parental Leave.
- KIT and SPLIT days are taken when trainee wishes but course needs to know in advance (trainee tells Kate/Annual Leave admin).
- Trainees get extra annual leave if they work a KIT or SPLIT day, to take whenever they want in the year they return.
- They can take as few KIT or SPLIT days as they want.
- As trainees are employees, and not students, on KIT or SPLIT days they can’t do university type work as they wouldn’t be insured e.g. thesis data collection or thesis supervision.
- Trainees keep their access to university emails and library facilities whilst intercalated.
- KIT/SPLIT time is used for catch up meetings with tutors (and/or Anna Daiches) whilst off. Also, speak to Emma and Jo A re placements, for meeting with the new cohort or attending cross-cohort days, or catching up with programme developments.
- Trainee completes an Application for Maternity Leave with you and/or the clinical director before 25 weeks of pregnancy. This application form is available on E-HR Infopoint via the Trust Intranet. It states any intentions re length of maternity leave. Nothing, however, is binding at this stage.
- AL is accrued during maternity & adoption leave. AL can be carried over to next year if not taken, but not the following year. Usually added to maternity leave, so the maternity leave ends earlier than a year but time is extended by AL so the paid period of leave is longer. Tutor to email ‘NHS annual leave’ about annual leave plans, and also date of return to work and wte.
- On Appendix 1 form it asks if trainee would like their pay to be evened out across all days of maternity leave so that the time when statutory maternity pay kicks in is factored into all pay packets. Then the trainee gets the same pay throughout their absence.
- Trainee may only get statutory maternity pay if pregnant within first 26 weeks of training and with no prior NHS experience. Length of service determines maternity pay – Section 5 of the policy explains this in detail. Prior NHS employment counts as continuous employment for this purpose.
- Ask trainee if they plan to divide maternity leave entitlement with partner so it’s ‘parental leave’. Can be taken in blocks with gaps, for example. See Section 6.2 of the policy for more information.
- Shared parental leave requires consultation with partner’s employer. Partner does that part. Might be a financially good idea if partner is entitled to occupational parental leave pay where the trainee is recently appointed and would only get statutory maternity leave pay, which is much lower. Partners can take the leave at the same time as each other.
- Should trainees wish to return part time this will be considered in relation to the flexible working policy, and agreed via line manager. Currently the typical part time working pattern is 0.7 wte, unless there are extenuating circumstances.
- If trainee is coming back 0.7wte, it might be a good idea to connect trainees with ‘part time’ cohort before maternity leave as lots of people in that cohort have tackled similar decision-making processes already. Emma is that cohort’s tutor so email her.
- Trainee can choose to stay on their cohort’s email distribution list to see what they are up to during maternity leave. They can also choose not to be. Christina manages the lists, trainee to contact her.
- If trainee taking a year off, meet up with them after 6 months in case arrangements for return need to start behind the scenes e.g. placements. Put a date in the diary before mat leave commences. Check which communication method trainees prefer e.g. personal email.
- Meet trainee a few weeks before they resume work to firm up arrangements and welcome back.
- ITP on return to work to re-set deadlines. Update trainee on any developments on the programme whilst away.
- Let all relevant staff know the trainee’s plans so e.g. small group sessions can include them and assessment co-coordinators are aware. Also let Christina know so trainee can be included in invites to teaching.
- If assignments have been submitted prior to taking maternity leave ask if they would like to receive outcome while on maternity leave. Email Emma and Claire A to notify them.