Should the University offer a corporate flu voucher?

QUESTION:

I was wondering, with the usual bouts of seasonal Flu that spreads throughout the University that results in staff being absent, if the University has thought about offering a corporate flu voucher?

I know that Boots so such a scheme and I’m sure other local chemists may be interested.
Boots link http://www.boots.com/en/Pharmacy-Health/Health-shop/Cough-cold-flu/Flu-Vaccinations/Corporate-Flu-Vaccinations/

ANSWER:

Flu vaccinations are available from GP practices free of charge every year if you are considered to be at risk of flu and its complications. We have been asked to consider this matter previously and we believe that the voucher scheme would be difficult to for us to administer for staff not in this group and would be costly to the University especially given that vouchers purchased which are not used are non-refundable.

The University position is therefore that if you are not in this group there are many pharmacies that offer flu vaccinations including pharmacies in supermarkets which provide a simple, convenient and cost effective option for staff.

Can retired staff keep their University email?

QUESTION:

Dear Ask Executive,

When a member of staff retires is it possible to retain the University email account?

Either way, does this also apply to the Managed Severance Scheme?

Many thanks.

ANSWER:

Staff who leave the University are no longer entitled to a Staffordshire University email account and should therefore make arrangements in advance of their leaving date to obtain a personal email address. This therefore applies to staff leaving the University who have been successful in their Managed Severance Scheme application.

Do you have to accept MSS if you request an estimate?

QUESTION:

Once you have requested an MSS estimate, does that necessarily mean you have to accept MSS and leave?

ANSWER:

Staff can apply for MSS figures on a no obligation basis. If an individual submits a form for MSS then this can be retracted up until the point that the MSS Panel considers this. At the point in time of consideration the request is deemed as binding on the individual if the MSS panel accepts the case and the stated leaving date. If the case is approved but the date is not suitable, an alternative date is offered to the individual, who has the right to turn this down and remain in employment.

Will 80:20 posts have to reapply for roles?

QUESTION:

In previous restructures a number of posts have been deemed to be ‘ 80:20 ‘ matches and therefore the staff in these posts have not had to reapply for these jobs.

My question is would this be applied to this restructure once the MSS have been completed or will all the remaining posts have to be applied for by remaining staff members.

ANSWER:

The Ways of Working programme will shortly be made available for consultation. As part of this, the business case will include the new proposed structures for comment as part of the consultation process. Once the roles have been determined at the end of the consultation process, we will then look to see if any individuals are an 80:20 match to the roles or whether there will be a process of appointment.

Can colleagues be redeployed into jobs vacated by MSS?

QUESTION:

I understand that if someone were to leave due to Voluntary Redundancy (MMS) that job cannot be advertised, however could the redundant job be replaced by re-deploying someone else within the University.

ANSWER:

In some circumstances a job may still be required but it may have a potential for a redeployment opportunity so MSS could possibly be granted. Each case will be looked at on its own merits.

Will the deadline for MSS be pushed back?

QUESTION:

I understand that Human Resources are inundated with requests for estimates and until estimates are received staff cannot progress applications for managed severance. It’s been just over a week since I made my application for an estimate (not yet received) and I am not alone. With offices closing on the 23 December until Monday 5th January this leaves 14 working days for estimates to be received and applications made, plus the decision making process to be completed. Do Human Resources consider that this is doable and if not will the deadline be pushed back?

ANSWER:

Currently we do not have any plans to amend the closing date. However as we get closer to the closing date we will take stock of how many applications are still awaiting information or where applicants have only just received this so that we are fair to those individuals.

Can staff make informed decisions around MSS?

QUESTION:

Are senior managers locally in a position to discuss with their teams and individuals if there is a likelihood of their jobs being at risk? In particular there needs to be a fairness of opportunity to make informed decisions, if a member of staff cannot afford to lose their job but would opt for MSS rather than waiting for compulsory redundancy are senior/line managers in a position to be honest with teams – have Executive provided sufficient information to managers to facilitate this?

ANSWER:

Each faculty and service is currently reviewing their costs and identifying proposals to reduce expenditure. Once proposals are formulated these should be discussed with staff.

Will there be another opportunity to apply for MSS?

QUESTION:

Will there be another opportunity for Professional Support Staff to apply for MSS during the Ways of Working consultation or will that be confined to those staff who are ‘at risk’ at that time?

ANSWER:

The MSS will be open to only those staff at risk when the WoW is released for consultation.

Therefore anyone interested in MSS would be best advised to apply now through this current round.