Recruitment Services

St George's University Hospitals NHS Foundation Trust,

Blackshaw Road Annex,

Blackshaw Road, Perimeter Road
London, SW17 0QT

neena.dhanak@stgeorges.nhs.uk

02087254005

Friday, 5th April 2019

Private and Confidential

Miss Shammi Akther
Flat 4
86 Back Church Lane
London
E1 1LX
United Kingdom

Dear Miss Shammi Akther,

I have great pleasure in writing to confirm your appointment to the post of Healthcare Assistant, Band
2. Your start date will be 8-April-2019. Please contact Goretti Doolan on 0208 487 6135 for details of
your duty.

All new starters must attend Trust induction on their first day at work. Please report to Education
Centre, Perimeter Road, St George's Hospital at 08.30 am on 8-April-2019. You are required to wear
smart dress for the duration of Induction, i.e. no jeans or trainers.

Please take a copy of this contract and photographic ID (passport or driving licence) to the Facilities
Dept, 2nd floor, Grosvenor Wing, St George’s Hospital on your first day to be issued with your name
badge. No badges will be issued without this documentation.

The Trust operates a Performance Appraisal and Development Review Scheme for all staff. The
scheme assists individual staff to be clear about their responsibilities and perform to the best of their
abilities, and is linked to incremental progression. The process begins when you commence
employment with the Trust and occurs as follows:

During your first month of employment meet with your manager to set some initial objectives and
discuss development needs. A review at 3 and 6 months, and identification of any further objectives
and development needs 12 months after commencing employment first formal appraisal. For further
information regarding Performance Appraisal and Development Review speak to your manager as
part of your local induction.

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On appointment your manager will ensure that you are aware of the standards of behaviour expected
of you. We are committed to supporting our staff to perform well in their roles, and during your local
induction you should discuss any training or development needs you have with your line manager to
ensure you can perform your role to the required standard. If at the end of your induction period
(normally 3 months) you have not met the required standard of performance, this will be considered at
stage 2 of the Trust's Capability Procedure (a copy of the Capability Procedure is available on the
Trust intranet) and a further period of training and support will follow to assist you in reaching the
required standard. If you do not reach the required standard within a further 3 months, a hearing will
be arranged under the final stage of the Trust's Capability Procedure, the outcome of which may be
the termination of your contract of employment.

I would grateful if you could read and sign a copy of this contract and return it to me retaining
a copy for your records.

I should be grateful if you would ensure that you bring your P45 to me in the first week of your
employment with us.

Finally, please note that we will be contacting you approximately four months after your start date, you
via text or email, requesting the completion of a questionnaire aimed at reviewing your recruitment
experience and becoming a part of the Trust. We will use the email address or mobile number you
provided during your recruitment process. Please note that the questionnaire is administered by an
external consultancy that analyses and aggregates the data so we are not able to attribute responses
to individuals. We would be extremely grateful if you may take the time to complete the questionnaire
once received since it will act as an invaluable resource to ensure efficiency and to make sure that
every individual is receiving any support they may require throughout the recruitment process.

We are pleased that you are joining St. George's University Hospitals NHS Foundation Trust and
hope you will be happy here. If have any queries please do not hesitate to contact me on the number
below or email neena.dhanak@stgeorges.nhs.uk.

Yours sincerely,

Ms Neena Dhanak
Recruitment Administrator
Tel: 02087254005

Cc Goretti Doolan

Encs: Statement of Terms and Conditions of Employment

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 STATEMENT OF PRINCIPAL TERMS AND CONDITIONS OF EMPLOYMENT

BETWEEN

Shammi Akther

And

St George’s University Hospitals NHS Foundation Trust

(Hereinafter referred to as “the Trust”)

This document details your principal terms and conditions of employment relating to your
appointment, and together with your letter of appointment constitutes your contract of employment
with the Trust. This statement of terms and conditions of employment will supersede any previous
contract of employment with the Trust.

This appointment incorporates the agreements of the NHS Staff Council relating to Agenda for
Change Terms and Conditions of Employment, agreed by the NHS Staff Council and as amended
from time to time, details which are contained in the NHS Staff Council Handbook and the Agenda for
Change: NHS Terms and Conditions of Service Handbook. Where there is a conflict between the
terms set out in this Contract of Employment and the provisions in any National Terms and
Conditions, the terms in this Contract of Employment take precedence.

Your employment is also subject to various policies and procedures of the Trust as referenced in this
document. All the policies relating to your employment are available on the Trust intranet and it is your
responsibility to make yourself familiar with the contents of these policies.

The Trust can agree variations to terms and conditions of employment and employment policies and
procedures with the locally recognised Staff Side Organisations via the Partnership Forum. Any
changes to your contract of employment will only be made after consultation and discussion in
partnership with Staff Side and with you individually or by collective agreements with the Partnership
Forum or the NHS Staff Council.

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Terms and Conditions

Section 1:

The principal duties of your post of Healthcare Assistant are set out in the job
description. Your job description provides guidance regarding the work that you are
currently asked to perform and will be subject to change from time to time in order to
meet the changing needs of the Trust. At times your contractual obligations may be
wider than the particular duties upon which you are normally engaged.
1. DUTIES/POST:
In addition you will perform such duties and exercise such powers as may from time
to time lawfully and reasonably be assigned to you by the Trust. Any proposed
permanent changes to your job description will be fully discussed with you.

You will report to the manager identified on the job description or the person
nominated to act or deputise in his or her absence.
2. DATE OF APPOINTMENT
Date of appointment to your current post is 8-April-2019.
TO CURRENT POST:
3. DATE OF COMMENCEMENT Date you started with the Trust for the purposes of any rights which you may have
WITH THE TRUST: pursuant to the Employment Rights Act 1996: 8-April-2019.
The nature of your employment is Full Time 37.5 hours per week on the basis of
a Permanent appointment.
4. NATURE OF
APPOINTMENT: By signing this contract you agree that you have been given appropriate notice of
the end of your contract on that date. However, this contract may be earlier
terminated in accordance with the any of the Trust employment policies.

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 PAY BAND AND SALARY RANGE: The pay band for your post is: Band
2; The basic salary range for this pay band is £17,652 - £19,020 pa.

PAY POINT: Previous relevant NHS service may be taken into account in
determining your commencement pay increment and salary, and is subject to
confirmation of relevant service from your previous NHS employer. Your pay
point for this post is: PAY POINT 60

Your basic per annum salary is: £17,652

INCREMENTAL DATE: For newly appointed or promoted staff the incremental

date will be the anniversary of the date they take up their post; 8-April

If you are part-time, your salary is based on your contracted hours as a

percentage of the full-time hours for your post.

Incremental progression will be in accordance with the Trust’s Pay Progression

Policy and is dependent on satisfactory performance.

High Cost Area Supplement (HCAS)

You will receive a High Cost Area Supplement (20% basic pay for Inner London
subject to a minimum and maximum value). HCAS is pensionable but does not
count as basic pay for the purposes of calculating overtime payments.

Recruitment and Retention Premia

This is a premium that can be paid in addition to basic pay for either an
individual post or a specific group of posts where market pressures would
otherwise prevent the Employer from being able to recruit staff to and retain staff
5. in sufficient numbers for the posts concerned at the normal salary for a job of
REMUNERATION: that weight. If this post attracts a recruitment/retention premium details are as
set out in section 1. The short-term premium is not pensionable but the long-
term premium is pensionable.

Overtime
Overtime is subject to approval in advance by your manager. All staff in pay
bands 1 to 7 will be eligible for overtime payments when excess hours are
worked over your regular contracted full-time hours if agreed by your manager in
advance. Overtime payment will be based on your hourly rate provided on a
basic day plus any long-term recruitment and retention premia and will be paid
at a single harmonised rate of time-and-a-half for all overtime with the exception
of work on general public holidays, which will be paid at double time.

You may request to take time off in lieu as an alternative to overtime, however, if
for operational reasons you are unable to take the time off in lieu within three
months, you will be paid the overtime rate. Time off in lieu of overtime payments
will be at plain time rates.
Part-time employees in bands 1 to 7 will receive payments for the additional
hours at plain time rates until their hours exceed standard hours of 37½ hours a
week.

Unsocial Hours
In circumstances where staff are asked to work unsocial hours, the Agenda for
Change terms and conditions will apply; unless local agreements have been
made.

On Call
For staff who participate in on-call arrangements, the provisions set out in Part 2
of Agenda for Change will apply; unless local agreements have been made.
Your normal place of work will be Mary Seacole Ward, QMH or any site where
the Trust provides services. You may be required to work elsewhere as
6. PLACE OF WORK:
determined by the needs of the organisation and the duties of the post, subject
to reasonable notice.

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 BASIC HOURS OF DUTY PER WEEK (exclusive of meal times); Full Time
37.5 hours per week
As per rota in operation.

The Trust is a 24 hours, 7 days a service organisation which will require

weekend working to cover services. The Trust may also need to vary your hours
of work, including your starting and finishing times, to meet the exigencies of the
service. Should it be necessary to make any major or permanent change, you
will be given a reasonable period of notice after consultation.
7. HOURS OF WORK:
Your normal pattern of work will be agreed with you by your Line Manager
subject to the needs of the Employer, flexible working arrangements (agreed by
you and your Line Manager) and the Working Time Regulations. The Working
Time Regulations state that you should not work more than an average of 48
hours per week based on a 17-week period. As such the Trust is required to be
aware of all the hours you work regardless of whether this is for the Trust as
overtime, casual, agency work or with another employer. You are, therefore,
required to notify your Line Manager of any such hours worked over and above
37.5 per week, for the Employer or any external employer, as this should be
declared on the working time proforma.

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8. PERMISSION TO WORK IN THE UK

Where relevant you may be required to provide the Trust with documentation indicating that you are able to be lawfully employed in the UK and in
accordance with the Department of Health Code of Practice for the International Recruitment of Healthcare Professionals. Failure to do so will result in
disciplinary action including but not restricted to summary dismissal for gross misconduct.

9. METHOD OF PAYMENT

Your salary will be paid monthly in arrears by credit transfer directly into your bank account no later than the last working day of each month. The Trust
reserves the right to make deductions from your salary or require you to make payment to the Trust when you have received more annual leave or sick pay
than your entitlement or when your salary or expenses or any other payment to you from the Trust has been overpaid. It is a condition of your employment
that you agree to such deductions being made directly from your salary.

10. FLEXIBILITY

In order to ensure the Trust’s ability to respond to changes in the needs of the service, after appropriate consultation (including consideration of personal
circumstances current skills, abilities and career development) the Trust may make a change to your location, duties and responsibilities that are deemed
reasonable in the circumstances.

11. PLACE OF WORK

Your normal place of work will be Mary Seacole Ward, QMH or any site where the Trust provides services. You may be required to work elsewhere as
determined by the needs of the organisation and the duties of the post, subject to reasonable notice.

12. ANNUAL LEAVE ENTITLEMENT/GENERAL PUBLIC HOLIDAYS

The annual leave year runs from 1 April to 31 March and leave may be taken at such times as your Line Manager may reasonably approve. The full time
equivalent entitlements are as per the following table. Previous NHS aggregated service will be counted towards your allocation. Contact your Line Manager
for clarification. Further details are contained in the Trusts Annual Leave Policy.

Annual leave + General Public

Length of service
Holidays
27 days + 8 days (202.5 hours +
On appointment to NHS
60.0 hours)
29 days + 8 days (217.5 hours +
After 5 years NHS service
60.0 hours)
33 days + 8 days (247.5 hours +
After 10 years NHS service
60.0 hours)

The above entitlements are based on full-time staff working days of 7½ hours, excluding meal breaks. Where staff are part-time and/or work days other than
7½ hours, excluding meal breaks, annual leave entitlements will be calculated on an hourly basis to prevent staff on these arrangements receiving more or
less leave than colleagues on standard days as set out in the table. The table summarising annual entitlements in hours is available from the HR pages of
the Trusts intranet site

Annual leave will accrue pro rata throughout each leave year.

All part time staff will have their annual leave (and general public holidays) entitlement calculated in hours, on a pro-rata basis based on the their contracted
hours per week as a percentage of the full time equivalent rounded up to the nearest half-day.

Full-time staff who do not work 5 shifts of 7.5 hours per shift will also have their annual leave and public holiday entitlement calculated in hours.

On termination of your employment you will be entitled to pay in lieu of any outstanding annual leave accrued in the leave year in which your employment is
terminated or be required to repay to the Employer salary received in respect of annual leave taken in excess of your annual leave entitlement on
termination.

In the first and final years of service, your entitlement will be proportionate to the number of complete months of employment in the leave year and in
accordance with the Working Time Regulations 1998.

You may be required to take a proportion of your annual leave at certain times during the year, in accordance with the needs of the service, e.g. closure of
service over a holiday period. You may be required to take any outstanding annual leave accrued in the leave year in which your employment terminates,
during a period of notice.

Staff required to work whilst on-call on a general public holiday are entitled to have that day re-allocated (1 day) to be taken at another time in addition to the
appropriate payment for the duties undertaken.

During a period of sickness absence you will not accrue annual leave at the rates specified in the table above but shall instead accrue annual leave at the
statutory rate under the Working Time Regulations 1998. Bank holidays that fall during a period of sick leave will not be re-allocated

On termination you will be entitled to be paid for any outstanding accrued holiday. You will be required to repay any annual leave that you have overtaken.

13. DEDUCTIONS FROM PAY

The Trust reserves the right to make all deductions required by law or made with your separate written consent or as needed to recover overpayments made
to you. Furthermore, the Trust also reserves the right, to withhold payment or deduct a day's pay for each day of any unauthorised absence.

14. INCORRECT PAYMENTS

The Trust is obligated to ensure you are paid correctly and to rectify any incorrect payments as soon as is practicable. You are advised to check your payslip
is correct and is in accordance with your contract of employment.

You are liable to repay to the Trust any overpayment of salary, wages, sick pay, holiday pay, expenses, fees and allowances. Repayment terms set by the

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Trust will be reasonable and aim to minimise hardships. The Trust will endeavour to reach agreement with you as to the rate of recovery. The Trust reserves
the right to deduct the overpayment from your salary payment(s) until the overpayment has been recovered.

15. DISCLOSURE AND BARRING SERVICE (DBS) CHECK

Employees who require a DBS check will have been informed of this requirement on appointment. All staff are obliged to declare before and during
employment any interviews that they are required to attend with the police concerning allegations made against them, any criminal proceedings against them
and any pending or actual criminal convictions, including cautions.

16. SICKNESS ABSENCE

If you are absent due to sickness or injury, you must comply with the Trust’s Sickness Absence Management Policy and Procedure and departmental
reporting procedures. It is your responsibility to ensure that you adhere to local reporting arrangements as detailed in the policy and any local operational
arrangements. If you do not adhere to the local reporting arrangements any absence may be deemed to be unauthorised for which you may not receive
occupational sick pay and for which disciplinary action may be taken.

Statutory Sick Pay

The Employer is responsible for paying its employees (except those excluded) Statutory Sick Pay for the first 28 weeks of absence through sickness in any
one period (subject to the criteria of the scheme). This is paid on behalf of the State and is subject to PAYE tax and NI contributions. Your qualifying days are
Monday to Sunday inclusive.

Occupational Sick Pay

Occupational Sick Pay is available and is based on reckonable service as set out in section 5. It is subject to correct notification of absence, as follows:

Length of NHS Service Full pay Half pay

During the first year of service: 1 month 2 months
During the 2nd year of service: 2 months 2 months
During the 3rd year of service 4 months 4 months
During the 4th and 5th years 5 months 5 months
After 5 years service 6 months 6 months

Notification of absence due to sickness or injury must be made as soon as you can, once you know you will be unable to attend work. Please refer to the
local policy that applies where you work. You should notify your Line Manager or his/her designated deputy and you must keep your Line Manager regularly
informed.

In the event of your employment coming to an end, entitlement to sick pay ceases from the last day of employment.

You must not carry out any work of any kind, paid or unpaid, for the Trust or any other employer, organisation or person at any time when you are absent
due to sickness including at times and days when you are not scheduled to work for the Trust. This will be regarded as fraud and may result in disciplinary
action being taken against you up to and including dismissal.

Full Pay

Full pay is the Occupational Sick Pay Allowance made to an employee on paid sick leave inclusive of Statutory Sick Pay and shall not exceed the
employee’s normal pay for the period. Where it does, the occupational sick pay allowance will be reduced accordingly.

Half Pay

Half pay means half the amount normally payable for the period except that half pay plus SSP, or State Benefit together must not exceed full pay. Where it
does the half pay will be reduced accordingly.

17. MEDICAL EXAMINATION

The Trust may at any time request an employee to undergo a medical assessment by a registered medical practitioner nominated by the Trust subject to
rights under the Access to Medical Reports Act.

18. NOTICE PERIODS

The contractual notice periods which staff must provide to the Trust when giving notice to the Trust of their resignation are as follows.

Band Notice Period

Band 1 – Band 3 4 Weeks
Band 4 – Band 5 6 weeks
Band 6 – band 7 8 Weeks
Band 8 – band 9 12 Weeks

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The Employment Rights Act 1996 provides entitlement to minimum periods of notice, dependent upon an employee’s length of continuous employment.
Unless there is mutual agreement that a different period should apply, this employment may be terminated by you or by the Trust by the notice period as set
out above subject to the Trust giving you the minimum statutory period of notice as follows:

Period of continuous employment Notice entitlement

1 month or more but less than 2 years Not less than 1 week

2 years or more but less than 12 years Not less than 1 week for each year of continuous employment.

12 years or more Not less than 12 weeks.

This does not affect the right of either party to terminate the contract without notice by reasons of conduct of the other party. In the case of the Trust this
means that the Trust has the right to take appropriate action, including summary dismissal without the obligation to give notice in the case of gross
misconduct or gross neglect of duty. Further information regarding this issue can be found in the Trust’s Disciplinary Procedure.

Any notice of termination given by either party should be made in writing.

Notwithstanding the notice period requirements referred to above the Trust reserves the right in its sole discretion to terminate your employment with
immediate effect by paying you a sum in lieu of notice equal to your basic salary only subject to prior deductions for tax and national insurance contributions.
For the avoidance of doubt the sum paid in lieu of notice shall not include any element in respect of holiday entitlement that would have accrued during the
period for which the payment is made.

The Trust may pay any sum in lieu of notice in equal monthly installments until the date on which the notice period would have expired if notice had been
given and worked. You shall be obliged to seek alternative income and mitigate your losses howsoever the termination of the employment occurs during this
period and to notify the Trust if you shall receive such income. The installments shall then be reduced by the amount of income

In the event of your employment with the Trust ending you will be required to return all Trust property that may be in your possession or under your control.

19. PENSIONS

Upon appointment you will automatically become a member of the NHS Pension Scheme if you are eligible, unless you choose to opt out. Your remuneration
will be subject to deductions of pension contributions in accordance with the scheme. If you decide to opt out of the scheme you will need to complete the
opt-out form available from the NHS Pensions agency website – please note that under the auto-enrolment pension regulations the Trust is not permitted to
provide the opt-out form to employees.

A contracting out certificate under the Pension Schemes Act 1993 is in force for this employment and subject to the Rules of the Scheme. If you join the
Scheme your employment will be contracted out of the State Earnings Related Pension Scheme (SERPS).

Staff who are eligible for the NHS pension scheme but who choose to opt out may – depending on their earnings and age - be automatically enrolled into the
Trust’s alternative occupational pension scheme, NEST. If you choose to opt out from the NEST scheme you will need to obtain an opt-out form from NEST.

20. PROFESSIONAL REGISTRATION

Staff undertaking work which requires professional/state registration are responsible for ensuring that they are so registered and that they comply with any
Codes of Conduct applicable to that profession. Proof of registration must be produced on appointment and on request by your Line Manager, and, if
renewable, proof of renewal must also be produced. Failure to be registered, to maintain registration, or loss of registration will be treated as a breach of your
terms and conditions of employment and may result in your dismissal or transfer to other employment not requiring professional/state registration or
termination of this contract or suspension without pay whilst the matter is investigated.

In the event your professional registration is suspended, you will be suspended from your duties on zero pay throughout the duration of the suspension.

21. QUALIFICATIONS AND EXPERIENCE

Your employment, and continued employment, is conditional upon having and retaining all the relevant educational, vocational, professional and any other
relevant qualifications that you have stated you had when you completed your application form and undertaking update and new training as may be required
to undertake your duties. The Trust also expects that you have had the work experience that you have stated in your applications and at your interview. If it is
discovered that you do not have the said qualifications or experience or, where for whatever reason you fail to acquire any appropriate examination or
licence, become disbarred from an appropriate Regulatory body or Authority, it may result in your dismissal without further notice.

22. HEALTH AND SAFETY

In addition to the responsibilities of the Employer under Health and Safety legislation you are reminded of your responsibilities for health and safety at work
under the Health and Safety At Work Act 1974 as amended and associated legislation. These include the duty to take reasonable care for the health and
safety of yourself and of others in your work activities or omissions, and to co-operate with your employer in the discharge of its statutory duties. You must
adhere strictly to the policies and procedures on health and safety, and report all accidents, dangerous occurrences, unsafe practices or damage to your
Line Manager promptly using the Trust’s incident reporting system. You must make use of appropriate training, safety equipment, protective clothing and
footwear and attend training. Failure to comply with these requirements may result in disciplinary action including your dismissal without further notice.

23. MANAGING DIVERSITY

The Trust is committed to managing and promoting diversity in employment. It recognises that discrimination is unacceptable and that it is in the best interest
of the Trust and the population it serves to utilise the skills of the total workforce. Failure to comply with or adhere to the Trust’s Equality and Diversity Policy
and Dignity at Work policy will be treated as misconduct under the Trust’s Disciplinary Procedure, which may result in dismissal without further notice.

24. HARASSMENT AT WORK

Harassment at Work will not be acceptable in any form. Failure to comply with or adhere to the Trust’s Dignity at Work Policy will be treated as misconduct
under the Trust’s Disciplinary Procedure, which may result in dismissal without further notice.

25. STANDARDS OF CONDUCT AND OUTSIDE EMPLOYMENT

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You are bound by the provisions of the Standards of Business Conduct policy and which are contained in the Trust’s Standing Orders. You are directed to
read this document, which are available on the Trust’s Intranet. Staff whose roles include handling monies and/or procuring goods and services must adhere
to the Trust’s Standing Orders and Standing Financial Instructions, which are available on the Trust’s website. It is the responsibility of staff to ensure that
they are not placed in a position which risks or appears to risk conflict between their private interests and their NHS duties. Failure to comply with or adhere
to the Standards of Business Conduct will be treated as misconduct under the Trust’s Disciplinary Procedure, which may result in dismissal without further
notice.

You may, with the prior written consent of your Line Manager, engage in outside employment. You must declare to the Trust any financial interest or
relationship you may have which may affect the Trust’s policy decisions. The Trust reserves the right to refuse consent or ask you to resign from any outside
employment/contracts that are adjudged by the Trust to conflict with its interests.

This condition of employment is necessary to protect the Trust, in particular cases where, for example, you may be involved in a competitor organisation or
engaged in self employed activities which in the Trust’s opinion interfere with your work for the Trust or are prejudicial to its interests. The Trust will consider
that your failure to comply with this section of your Contract will constitute gross misconduct which can result in your summary dismissal without notice or
further entitlement.

26. GIFTS AND HOSPITALITY

All staff must comply with the Trusts Gifts and Hospitality Policy and register any gifts and/or hospitality accordingly; a copy of the policy is available from
your Line Manager. The Trust considers it to be a serious offence for any employee, in connection with their employment, to accept gifts and hospitality,
other than by way of a token nature, from any person or business with whom you or the Trust is involved. This also includes an offer to a third party or
acceptance of any benefit whether financial or in kind from any other party (other than the proper remuneration from the Trust). If in doubt you should seek
advice from your Line Manager. Failure to comply with or adhere to the Trust’s Gifts and Hospitality Policy will be treated as misconduct under the Trust’s
Disciplinary Procedure, which may result in dismissal.

27. CODE OF CONFIDENTIALITY

You must at all times be aware of the importance of maintaining confidentiality of information gained by you during the course of your duties. This will in
many cases include access to personal information relating to service users. You must treat all information in a discreet and confidential manner and
particular attention is drawn to the following:

• Data protected information regarding service users must not be disclosed either verbally or in writing to unauthorised persons. It is particularly
important that you should ensure the authenticity of telephone enquiries.

• Written records, computer records and correspondence pertaining to any aspect of the organisation’s activities must be kept securely at all times.

• You have an obligation to ensure that computer systems which you use are protected from inappropriate access within your direct area of practice
e.g. by ensuring that personal access codes are kept secure.

• All data held, its management and procedures, must conform to the requirements of the Data Protection Act. Under the Act service users and staff
have a right of access to their records on application to the appropriate manager. This can be read in conjunction with the organisations full Data
Protection Policy.

• If it is necessary to share information in order to effectively carry out your work, you must make sure that as far as is reasonable this information
will be exchanged on a strictly ‘need to know’ basis, using the minimum that is required and be used only for the purpose for which the information
was given.

• Conversations relating to confidential matters affecting clients should not take place in situations where they may be overheard by passers-by, e.g.
in corridors, reception areas, lifts and cloak rooms.

• The same confidentiality must also be observed in dealing with work related matters appertaining to work colleagues.

• Any breach of confidentiality may be regarded as misconduct and may be subject to disciplinary action up to and including your dismissal without
further notice.

• The Data Protection Act as amended from time to time, regulates the use of automatically processed data. This means that protection of data about
individuals is a requirement of the law and if any employee is found to have permitted unauthorised disclosure, the Employer and the individual may
be prosecuted.

• If you are unsure regarding actions which you should take regarding any of these issues, please seek advice or guidance from the Employer’s
Caldicott Guardian or your Line Manager or the Human Resources Department.

28. GRIEVANCES

If you have a grievance related to your employment, you may raise this in accordance with the Trust’s Grievance Procedure which is found on the intranet.

29. DISCIPLINARY PROCEDURE

A copy of the Trust’s Disciplinary Procedure and Rules is available from the Trust Intranet site.

30. PROFESSIONAL/STAFF ORGANISATIONS AND TRADE UNION MEMBERSHIP

The Trust is committed to working in partnership with Staff Side organisations (Trade Unions) and this means that the Trust is committed to jointly resolving
problems and joint decision making in partnership with the Staff Side Organisations. The Trust actively encourages you to join any Trade Union, or
Professional Body of your choice; subject to any rules for membership that organisation may apply.

31. DATA PROTECTION

In accordance with the Trust’s privacy notice for employees, the Trust will hold computer records and personnel files relating to you which contain personal
data. The Trust will comply with its obligations under the General Data Protection Regulation and all other data protection legislation. The data the Trust
holds will include employment application details, references, bank details, performance appraisals, holiday and sickness records, salary reviews and
remuneration details and other records, (which may, where necessary, include special category data and criminal offence data relating to your health, data
held for ethnic monitoring purposes, and regarding DBS checks). The Trust requires such personal data for personnel administration and management

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purposes and to comply with its obligations regarding the keeping of employee records. The privacy notice sets out the Trust’s legal basis for processing
your personal data. Your rights of access to this data are prescribed by law.

You will familiarise yourself with the Trust’s data protection policy which sets out its obligations under the General Data Protection Regulation and all other
data protection legislation. You must comply with the Trust’s data protection policy at all times and you agree that you will only access the systems,
databases or networks to which you have been given authorisation. The Trust will consider a breach of its data protection policy by you to be a disciplinary
matter which may lead to disciplinary action up to and including summary dismissal. You should also be aware that you could be criminally liable if you
disclose personal data outside the Trust’s policies and procedures. If you have any queries about your responsibilities in respect of data protection you
should contact the Trust’s Data Protection Officer.

32. WHISTLEBLOWING POLICY (Public Interest Disclosure Act 1998)

If you ever have a concern that something may be going badly wrong at work and wish to report this to the Trust in a confidential manner or if you are in any
doubt regarding the use of information in the pursuit of your duties or in connection with the Data Protection Act you should seek advice from your Line
Manager, Director, or the Chair of the Audit Committee. The Whistleblowing Policy sets out how you should raise concerns and is available from your Line
Manager or the Human Resources team.

Nothing in this contract shall prevent the disclosure by you of information disclosed for the purpose of making a protected disclosure within the meaning of
Part IV A of the Employment Rights Act 1996 or the Public Interest Disclosure Act 1998; or disclosure of information which has come into the public domain
otherwise than by breach of confidence on your part.

33. ALCOHOL

It is the intention of the Employer to reduce the possibility of losing good employees and lowering health and safety standards as a result of excessive or
inappropriate drinking, and drug use.

Staff are expected to report for duty in a fit state to do all their work properly, efficiently and safely. The Trust’s Alcohol and Substance Misuse Policy sets out
the standard required of employees.

34. SMOKING

The Employer endorses the principle that where people smoke is a matter of public concern. The policy on smoking and health protects non-smokers and
requires that all the Employer’s premises are smoke free.

35. EMPLOYMENT RIGHTS ACT

This contract fulfils the requirements of Section 1 of the Employment Rights Act 1996 in respect of the provision to you of the particulars of your employment
with the Employer.

36. LOSS OR DAMAGE TO PERSONAL BELONGINGS

No liability can be accepted for loss or damage to personal belongings on the Trust’s premises by burglary, fire, theft or otherwise. You are therefore advised
to insure against all such risks.

37. CHANGES TO PERSONAL CIRCUMSTANCES

You must inform the Trust of any changes to your personal circumstances such as change of address, telephone number, bank or building society details for
payment of salary, next of kin, dependents, marital status, gain of qualifications, criminal convictions, loss of driving licence, etc.

38. UNIFORM/WORK CLOTHING

All staff are required to adhere to uniform regulations or clothing standards. If you are issued with uniforms, you will, on leaving the employment of the Trust,
be required to return these items. If return is not recorded, the costs will be deducted from final salary.

39. NHS CONSTITUTION AND CODE OF CONDUCT FOR MANAGERS

Staff are required to act in accordance with the following:

• Legal duties and expectations relating to their responsibility to the public, their patients and colleagues set out in section 3b of the NHS Constitution
and pages 98-109 of the Handbook to the NHS Constitution.

• For managerial staff, including anyone with supervisory responsibility, the core standards of conduct set out in the NHS Code of Conduct for NHS
Managers (2002) or any subsequent amendments.

Copies of these documents are available on the Intranet and the HR Directorate.

40. WORKING WITH THE MEDIA

If you are contacted by any member of the media including journalists, TV and radio reporters then you must refer them to the Trust’s Communications
Manager. You must not communicate directly with the media without informing and liaising with the Communications Manager first.

41. INTELLECTUAL PROPERTY

All copyright, works, designs, text, records, administrative and financial material and systems made, written or designed or originated by you during the
course of your employment with the Trust and in connection with your appointment shall be the property of the Trust. Employees must not make commercial
use of services or products developed in the Trust’s employment without the prior written agreement of the Trust. For the avoidance of doubt, copyright, as
created by you outside of working hours but exclusively relating to the Trust shall be the property of the Trust.

42. THIRD PARTY RIGHTS

The Contracts (Rights of Third Parties) Act 1999 shall not apply to this agreement. No person other than you and the Trust shall have any rights under this
agreement and this agreement shall not be enforceable by any person other than you and the Company.

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43. GOVERNING LAW AND JURISDICTION

This agreement and any dispute or claim arising out of or in connection with it or its subject matter or formation (including non-contractual disputes or claims)
shall be governed by and construed in accordance with English law.

The parties irrevocably agree that the courts of England and Wales shall have exclusive jurisdiction to settle any dispute or claim that arises out of or in
connection with this agreement or its subject matter or formation (including non-contractual disputes or claims).

44. INDEMNITY

St George's Healthcare NHS Trust covers all staff for NHS clinical work under the NHS Indemnity Scheme (HSG(96)48 refers).

45. OTHER

The Trust reserves the right from time to time to review, revise, amend or replace any term or condition of this contract of employment, and introduce new
policies and procedures, to reflect the changing needs or requirements of the business. The Trust will usually seek to consult with unions and employees
before implementing any such changes but retains absolute discretion as to whether or not such consultation is appropriate, taking into account the extent
and urgency of the proposed change.

This contract specifies which provisions of the national Agenda for Change terms and conditions form part of this contract of employment. Where there is any
conflict between those national terms and conditions and the locally-agreed terms and conditions specified in this contract, the locally-agreed terms and
conditions shall apply.

The Trust reserves the right to amend terms and conditions of employment through collective negotiation with its local joint negotiation process and that joint
negotiation process is incorporated into your contract of employment. You agree to be bound by any such collectively-negotiated terms and conditions and/or
changes.

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46. ACCEPTANCE

This Statement of Terms and Conditions of Employment and written acceptance will constitute your contract of employment which will contain the entire
understanding between the parties with respect to the matters addressed and supersede all previous agreements and arrangements (if any) relating to your
employment by the Trust, which shall be deemed to have been terminated by mutual consent. You should sign one copy of this contract in the space
provided at the bottom of this page, and return it to the Human Resources Team within 14 days of the date of issue. Copies of your contract and the
reference documents referred to within it will be available for inspection at all reasonable times in the Human Resources Department. Reference documents
will be amended or new documents substituted to take account of future changes in your terms of employment.

Signed for the Employer by: .Neena Dhanak

Name: Ms Neena Dhanak

Recruitment Administrator
Tel: 02087254005

Date: Friday, 5th April 2019

PLEASE DO NOT DETACH

ACCEPTANCE

I ……………………………………............... have read and understood the Statement of Terms and Conditions of Employment and details attached and I
confirm that I accept them as the terms and conditions of my contract of employment with the Trust. I understand that my employment is subject to the rules,
regulations and policies of the Trust. I understand that the Trust reserves the right to alter or amend my terms and conditions from time to time. I accept that
the Trust has offered me employment subject to its terms and conditions and their offer and my acceptance of it shall together constitute a contract between
the parties.

Please sign both copies of this statement, retain one copy and return one copy to the Recruitment Team, Blackshaw Annex, Perimeter Road, St George’s
Hospital.

Signed: .................................................... Date ....................................................

If we do not receive a signed copy of the contract, or correspondence from you wishing to query the contract, within 2 months of the date of issue of this
contract, it will be assumed that you accept the terms and conditions as laid down within the document.

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