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the hospital consultant and specialist Pensions HCSA plans for post-2015 scenario


Independent healthcare Chris Khoo on challenges facing independent practice


Whistleblowing Joe Chattin on speaking up in the NHS


HCSA enters Scottish pension talks GMC chief to attend HCSA Council Medical revalidation

August 2012 HCSA news | views | people | contacts bi-monthly journal of the Hospital Consultants and Specialists Association


the hospital consultant and specialist bi monthly magazine of the Hospital Consultants and Specialists Association Editorial: Eddie Saville Steve George Ian Smith Nick Wright 01256 771777 Any opinions and views expressed in this publication are not necessarily those of the Editor, Publisher, Sponsors or Advertisers of HCSA News. Where links take you to other sites, the Editor, Publisher and Webmaster cannot be held responsible for the content of those sites. HCSA Logo, HCSA News and related devices are protected by registered copyright. ©2012 All Rights Reserved. Hospital Consultants & Specialists Association No reproduction of any material is permitted without express permission of the respective owners.

3 news HCSA enters Scottish pension talks Union plans for post-2015 scenario NHS equality and diversity 4 briefing Learning and skills through the TUC Chris Khoo on independent healthcare 5 news HCSA recruitment drive in Leicester Umesh Udeshi on medical revalidation 6 opinion Joe Chattin on NHS whistleblowing


chief executive’s notes Now that Olympic fever has died down, and the feel-good factor has slowly drifted back to normal, our work continues. Our team of officers is working tirelessly at local level representing members, advising on job planning issues and dealing with the spectre of bullying and harassment at work. This appears to be an increasing trend in the workplace. Bullying has a devastating effect on the individual and those around them. Employers need not only to boast a zero tolerance approach in policy but build it into their workplace practice and culture.

8 news HCSA Centre stage at the TUC SW health unions resist pay cartel plan Future role of the NHS consultant

Our membership continues to rise as those not previously in our union choose the HCSA to represent their interests. One of the best ways to recruit members is by word-of-mouth and, in this respect, it is you who can make all the difference. Recruitment events like the event in Leicester reported in this issue are a great way to recruit and for new members to meet with existing members.

Those members with a keen eye will see that we have revamped this publication writes Eddie Saville.

The Trades Union Congress annual conference this year will be held in Brighton and the HCSA will be in the thick of the debate. More on this later on in this issue, but it is worth noting the great advantage we have over other organisations in our sector by our affiliation to the broader trade union movement. The influence that we gain, industrially and politically, the opportunities to work with other unions on many different campaigns and the research and campaigning resources we can access make a big difference.

It is always a good idea to refresh our communications and we hope you will approve of the new style and layout. We have changed the name and the colouring and made the overall read more dynamic. It is vital that we continue to look at how we can improve the way we communicate to members and this is a first in a programme of improvements. However we want to hear your views, good or not so please write to us at

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When I first started work at the HCSA I noticed we were affiliated to both the English and Welsh TUC, but not the Scottish TUC. I am delighted to say that our application to affiliate has now been accepted. We just have the Irish Council of Trade Unions to consider affiliation and we will have the full house. HCSA has also begun to attend (as observers currently) the Welsh Partnership Forum which brings together trade unions, employers and the Welsh Government to discuss workforce issue. It is a great opportunity for us to show the all parties that the HCSA wants to engage.

news Membership subscriptions to increase by £10 per year from October 2012

At its last meeting the HCSA executive committee considered the current membership subscription rate. It was noted that the subscription rate had been held at its current level for the past two years and was one of the lowest rates of subscriptions in comparison to other unions in the National Health Service. However, the executive committee believes that any increase needs to be justified. It wants to expand and grow the union’s presence, become much more influential, improve services and develop a strategy for the future that will equip HCSA better for an increasingly hostile negotiating environment in which to engage with employers and the government. There are many facets that make up the benefits of HCSA membership but the key issues are good and timely representation. In this respect HCSA’s record is excellent. The union’s leadership want to and will do more. Membership services currently include: l workplace representation l contract checking service l advice on pay and terms and conditions of service l employment law advice when needed l an expert team of regional full time officers to support you at work l job planning advice and support l advice to those in the independent sector. The executive committee added: l Improving HCSA communications l Launching a new legal package offering more services l Stepping up lobbying activity l Pressing home participation at regional and national level. l Subscriptions will increase from the 1st October 2012 from £200 per year to £210 per year.

HCSA enters Scottish pension talks HCSA negotiators have taken part in the Scottish pensions discussions for the first time. This breakthrough, described as ‘historic for HCSA’, comes as pension discussions in England and Wales have concluded and implementation talks begin. In Scotland discussions are at an early stage with much on the agenda. HCSA chief executive Eddie Saville said: “This is good news for our members in Scotland, reflects our growing influence and shows that we are continuing our drive to grow our presence. The key will be how much scope there there is for the Scottish Government to

move away from the the agreement reached for the England and Wales scheme. For now though we are pleased to be part of the union staff side that will shape negotiations as they progress. “Our representatives have attended two meetings of the joint union staff committee and intend to continue our participation throughout these descussions, and represent the views of our Scottish members. It is early days but we will keep members in Scotland updated as and when events develop.” l

feedback from members is welcome, email with your views

Union plans for post-2015 pensions scenario A pioneering initiative to engage more HCSA members in discussions around the continuing pensions negotiations is underway. One proposal is to set up a membership reference group on pensions to inform the union's negotiators and officials as events unfold. Among the key issues for discussion is the shape of contributions for years two and three and, importantly, what will happen post-2015 in terms of contributions to what will be a new scheme. Chief executive Eddie Saville said: “It is very important for more HCSA members to be engaged with these negotiations.

There will be many detailed negotiation looking into the minutia of a new scheme and ironing-out the countless issues that are bound to arise. So there is plenty for the HCSA to do over the coming years. “We will take the opportunity to represent the interests of consultants through what is bound to be a tough set of negotiations. Through our affiliation to the TUC we are playing a positive role in the central discussions on pension scheme cost control and governance” he added. l

HCSA is the only union representing consultants in these high-level discussions with the Treasury.

The NHS Equality and Diversity Council The NHS EDC, established in 2009, is a subcommittee of the NHS Management Board and has a strategic role to support the NHS to deliver better outcomes for patients, comply with the Equality Act 2010, ensuring services and work places are personal, fair and diverse with equality of opportunity and treatment for all. Its vision is for a personal, fair and diverse health and care service that draws the best from its communities and understands respects and caters for all using and working within it. Its aims are for services to focus on improvements in health outcomes and experiences, for all their community and where services are held to account by their communities for responding to the differing

needs of all within them; where talent flourishes, free of discrimination with everyone having fair opportunities to progress. It aims for all staff to feel their contributions are recognised and that they count as part of their organisations and that services are demonstrably compliant with statutory duties, in letter and spirit, striving to go beyond these. The EDC is chaired by the NHS chief executive, Sir David Nicholson and its membership includes representatives from the NHS, Department of Health, trade unions, patient groups, regulators and voluntary sector who are all committed to eliminating discrimination and can reach out to NHS staff, health and care organisations and communities through their own networks. the hospital consultant & specialist | 3|


Learning on the job

Independent healthcare

Unionlearn is the learning and skills organisation of the Trades Union Congress

ndependent practice is subject to many challenges at the moment. The Office of Fair Trading has referred the matter to the Competition Commission and enquiries are ongoing reports Chris Khoo. There are increasing tensions with some insurance companies with regard to recognition, delisting, the aversion of patients, reduction of reimbursement, exclusion of local anaesthetic charges, and reduction of complexity coding. Consultants might feel powerless, but there are things that can be done.

Unionlearn works to assist unions in the delivery of learning opportunities for their members as well as managing the £15 million Union Learning Fund (ULF). It is one of the many benefits of affiliation to the Trade Union Congress. Union learning is growing fast; almost every union is now involved. In a recent survey of 400 employers, with a total of six million employees, 87 per cent said that they wanted to continue to support union learning, with two-thirds saying that it benefited the organisation and 81 per cent saying it benefited the individual. In the NHS the Unionlearn ethos is fully supported. Earlier this year, Tom Wilson the TUC’s director of Unionlearn attended the Social Partnership Forum for the first time to speak about the programme. He said Unionlearn exists to support trade unions to work with employers to promote a culture of learning in the workplace. The objective is to encourage more staff to receive good quality learning and skills training, ensuring they are properly equipped to undertake their role, and have opportunities for career development. Tom cited case study evidence that an employer commitment to working in partnership with the trade unions paid many dividends, including improvements in the quality of the patient experience, increased staff morale and motivation, and financial savings. Learning is also important during workplace transitions as it can help staff cope better with change. Learning does not always have to be job specific to be of benefit to staff and their organisations. Case studies are available on the Unionlearn website. Tom Wilson emphasises that a key driver for embedding a culture of learning within an organisation was the establishment of a partnership learning agreement. It was agreed that all health employers should be encouraged to 4 | the hospital consultant & specialist

engage with local staff sides to negotiate a learning agreement and that the partners would work together to promote and encourage this to happen. It was acknowledged that health employers had previously signed up to the NHS Skills Pledge and that a learning agreement would build on this commitment. All partners agreed that following the publication of the final Future Forum report employers, trade unions and the Department of Health should work together to consider how Unionlearn could enhance policies to support the service. The HCSA will keep members updated as event develop.

Director of Unionlearn Tom Wilson: ‘promote a culture of learning in the workplace’

Over the past 12 years, more than 26,000 union learning representatives (ULRs) have been trained and 740,000 people have been given training and learning opportunities through their union. Unionlearn is also responsible for providing education and training opportunities for workplace reps and professionals via TUC Education. Future Forum Report


Inform yourself and your patients The action that any individual should take will be a matter of personal choice. However, it is recommended that you should inform yourself fully and take advantage of all the information that is available, for example through the website ( for their newsletter and advice for patients. Be prepared to speak up The recent OFT investigation and the ongoing Competition Commission enquiry offer the opportunity for consultant voices to be heard. All responses are noted, anonymised and posted on the Competition Commission website – consultant 38 speaks for many of us and those of us who have had the same experience should speak up in his support. See what other consultants say Competition Commission Useful addresses l Office of Fair Trading Private Healthcare l Competition Commission Consultant 38 l l Financial Ombudsman How to complain


HCSA recruitment drive kicks off in Leicester eicester General Hospital saw the July start of a new drive to strengthen HCSA at local level with many of the hospital's consultants and specialists – members and potential members able to meet and discuss their concerns with chief executive Eddie Saville, Council member Dr Cindy Horst and myself reports Annette Mansell-Green Eddie Saville was able to brief members on the threat to national pay bargaining posed by the scheme of twenty SW Region NHS trusts to set up a cartel to press for regional pay and conditions. There is strong local opposition with the public now becoming more vocal, joining with the trades unions in local and national campaigns. Eddie Saville said; “The event proved to be an ideal opportunity for local members to drop by and discuss individual and group queries in a friendly and informal setting. This is something that we would like to do


more of in the future as we roll out our organising work across the country. We want to improve our profile, our services and effectiveness. “A key objective of these events is to encourage more people to join the HCSA and in this respect we had a very successful day. It was a pleasure to introduce new members to the union and in doing so offer advice and assistance. “Of course, it would be very difficult for us to organise these events without the help and support of our local Council and Executive members. In this case we would like to thank Cindy Horst for securing the facilities and catering and ensuring that as many people as possible had the opportunity to attend.” l Get in touch with Head Office if you have any ideas for similar events and especially if you can offer assistance with finding rooms.

GMC chief to attend HCSA Council GMC chief Niall Dickson is to attend the October meeting of the HCSA Council. Niall Dickson joined the General Medical Council as Chief Executive and Registrar in January 2010 and leads the senior management team, which is responsible for the day to day running of the GMC. He is accountable to Council and reports directly to the Chair of Council, Professor Sir Peter Rubin. He joined the GMC from The King’s Fund, the leading independent think tank and development organisation, where he was chief executive from 2004 to 2009. He began his career in teaching before taking up posts in national voluntary organisations involved with older people. He was editor of Therapy Weekly for the allied health professions and then of Nursing Times. He moved to the BBC in 1988 as health correspondent, became chief social affairs correspondent and then, in 1995, social affairs editor, focussing mainly on Radio 4’s

Today programme and the Ten O’clock News on BBC 1. Niall Dickson is a member of the Department of Health’s End of Life Care Implementation Advisory Board and former member of the Cabinet Office Honours Committee (Health). In 2008, he chaired a cross-party commission on accountability in health for the Local Government Association. He is a trustee of the Leeds Castle Foundation. His honorary awards include being a Fellow of the Royal College of Physicians and as Fellow of the Royal College of General Practitioners. HCSA president Umesh Udeshi said: “We are delighted that Niall Dickson is coming and we look forward to his address to Council and his responses to questions on the key issues that effect consultants now and in the future.”

Medical revalidation The General Medical Council intends to commence revalidation for all doctors in December 2012 once Andrew Lansley, Secretary of State for Health gives them the goahead reports Umesh Udeshi. The NHS Revalidation Support Team (RST) is a quango which, unlike many other quangos, has been strengthened by the coalition government. The RST has just published a report which says that the majority of organisations employing doctors in England are ready to support them to gain revalidation and have systems in place to do so. However, their report the ‘Organisational Readiness SelfAssessment Report 2011-12’ (ORSA) has also revealed that only 73% of doctors have a valid appraisal on record. Hospital Trusts have an even lower rate at 63.2% during the period in question, general practitioners having a higher rate. In other words almost 40% of hospital doctors do not have a valid appraisal lodged with their Trust. This is worrying so close to the date when revalidation based on appraisal is due to go live in four months. The HCSA urges its members to ensure they are ready for revalidation and ensure that they have a signed off appraisal recorded with their Trust Management (Medical Director/Chief Executive/Human Resources department). l The HCSA is actively considering what its role should be to assist its members with revalidation. If you have a view, please write to me at

the hospital consultant & specialist | 5|


Whistleblo Speaking up in the NHS is still a risky business argues Joe Chattin

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he dismissal in 2010 of an eminent neuropsychologist shortly after he raised genuine concerns about the dangers to patients of staff shortages, the use of unqualified staff and inadequate supervision, serves to show that a whistle-blower’s professional life in the NHS is still likely to be brutal and short. A nurse in Stockport (1990), an anaesthetist in Bristol (1995), a consultant paediatrician in Great Ormond Street ( 2007) and now, in the second decade of the century, a prominent clinician with a national reputation – the lesson for others struggling with similar genuine concerns could not be more marked. These high profile examples are matched by others with equally chilling effects on the practitioners involved and those around them. The original 2010 NHS whistleblowing policy was replaced by a more didactic framework and guide on better whistleblowing arrangements. It was introduced by the NHS Social Partnership Forum – which comprises NHS trade unions and the NHS Employers’ Confederation – and was written by the charity Public Concern at Work. The revised NHS Constitution for England March 2012 now includes an explicit pledge that NHS staff will be supported should they raise concerns. These renewed pledges to support and protect whistle-blowers are welcome as is the legal deterrence against victimisation (2002) but why is it that whistleblowers, such as our eminent neuropsychologist, find little practical protection. One important reason is that the specific provisions of the law safeguard specifically against retaliatory and detrimental action which is directly related to the act of making the whistleblowing disclosures. If the dismissal of an individual who has’ blown the whistle’ can be portrayed


for reasons unrelated to the disclosure, even if found to be unfair, the Trust will escape the unlimited financial penalties for victimisation for making a Protected Disclosure and will evade an order for reinstatement. A finding of unfair dismissal for reasons other than discrimination and protected disclosure is likely to result in a bearable financial penalty with little risk of an order to continue the employment of the whistleblower. The employment tribunal in the case of the neuropsychologist did find that his dismissal was unfair and that the behaviour of the Trust management in certain aspects was “entirely contemptible. However, the tribunal did not accept that the dismissal was related to the fact of his having made protected disclosures. It is this possibility that detrimental action might be taken sooner or later and

What the TUC says

owing which can be portrayed as unrelated to the disclosures that strikes fear into the ‘would be’ genuine whistle-blower. The risk of losing an established clinical practice, the financial catastrophe, and jeopardy in respect of obtaining fresh employment at the same level weighs decisively towards silence. A strategy to protect those who genuinely ‘speak up ‘ must include measures which immediately eliminate these hazards . The Department of Health, despite its pronouncements, has conspicuously failed to come to the rescue when whistleblowers have been excluded, disciplined and dismissed on’ other grounds’. This needs to be remedied by the creation of a national scrutiny panel within the department to scrutinise the treatment of whistleblowers both during and after the fact. It's purpose would be to ensure that

genuine whistle-blowers who subsequently find themselves unfairly dismissed for some other reason, are reinstated. It should also have the power to scrutinise the terms of compromise agreements which apply to the ‘mutual’ termination of a whistle-blower. The inclusion of a number of truly independent members on the panel would enhance its credibility. Joe Chattin is HCSA’s Northern region manager

The government is bringing in an amendment which will undermine the law on whistleblowing 'by the back door', an employment law expert has warned - and the protection of safety reps and whistleblowers is in the firing line. David Lewis, professor of employment law at Middlesex University and convenor of the International Whistleblowing Research Network, has written an open letter to business secretary Vince Cable attacking the lack of consultation over an amendment to whistleblowing provisions in the Enterprise and Regulatory Reform Bill, which was presented to parliament on 23 May. The section 12 one-line amendment introduced in the Bill would mean disclosures made by whistleblowers would have to be 'in the public interest' in order to protect the individual if they are made redundant or suffer detriment as a result of doing so. Professor Lewis warns in his letter to the business secretary this will inhibit potential whistleblowers from making important disclosures about wrongdoing. Lewis told human resources magazine Personnel Today: 'My prime concern with this amendment is that most people have a choice whether to blow the whistle or not and they will keep quiet if they think it is the safest and most sensible option.' He added: 'What the bill is going to do is drop a bomb on the whistleblowing provisions by simply saying there is now going to be a public interest test for all cases in all circumstances, which completely sabotages the legislation.' He said that while a review of the law was needed, this change has been brought in 'by the back door' without consultation. The amendments would apply to the section 43B whistleblowing provisions in the Employment Rights Act 1996. Section 44 of this Act covers protection for safety reps raising concerns about workplace safety. It is believed the legal changes if introduced would have a dramatic impact on safety rights at work, leaving safety reps and whistleblowers without essential protection. Whistleblowers' charity Public Concern at Work says the 'public interest' qualifier would apply to any whistleblowing, including where 'the health or safety of any individual has been, is being or is likely to be endangered.'

the hospital consultant & specialist | 7|


Centre stage in Brighton HCSA is set to play a key role at the Trades Union Congress conference With the passing of the Health and Social Care Bill into statute, the national dispute over pensions, a pay freeze and attacks on terms and conditions in the form of emerging pay cartels our policy proposals on regional pay will have a special relevance not only for HCSA members but for millions of public service workers reports Annette Mansell-Green. The congress is an ideal opportunity to voice our presence and views both to fellow trades unionists and to a wider audience through the media. There will be some important and lively debates on protecting public services, the NHS, economic policy, and trade union rights, equality and human rights and a good debate on international affairs. The TUC congress takes place in Brighton from Sunday 9 September to Thursday 12 September 2012. This is the 144th annual gathering of all trades unions affiliated to the TUC and will debate and set policy for the coming year. This year the HCSA is sending a full delegation comprising president Umesh Udeshi and chief executive Eddie Saville. Annette Mansell-Green will attend as support officer. This will be the final time that TUC general secretary Brendan Barber above left will address delegates as he will be retiring to be succeeded by his deputy Frances O’Grady above right who will become the first woman to hold this, the most senior elected position in the British trade union movement. It has been some years since the HCSA last had a full delegation to Congress and since a consultant doctor had the opportunity to speak from the 8 | the hospital consultant & specialist

rostrum and reflects the increasing role HCSA plays. HCSA is carving out a new reputation with other unions as a strong player and leader on policy and action. HCSA has used its right to submit a motion direct to the conference agenda and can speak to other unions’ motions. Our delegation will make the most of this opportunity to lobby, promote, network and build so that the HCSA gains in stature, reputation and influence. I am considering wearing a pedometer just to see how many miles I clock up running around Brighton fixing support, networks and media opportunities!

l TUC Agenda, motions, debates

HCSA’s motion to the TUC "The spectre of regional pay in the health service is a matter of great concern to the HCSA. The emergence of a pay cartel in South West England is the latest attack on terms and conditions from employers in the NHS set on raiding the pay of healthcare workers including Hospital Consultants. Regional pay drives down pay, threatens existing national collective bargaining and damages local communities and their economies. It creates an environment where staff feel insecure and reduces their morale to rock bottom. The NHS is about developing the best possible healthcare workforce, providing the best care for patients not placing the workforce in a vulnerable position whereby they fear for their jobs, careers and livelihoods. So regional pay is not wanted and not necessary and congress therefore agrees to strongly resist any proposals to introduce regional pay in the NHS and other parts of the public sector"


Health unions resist pay cartel plan

Back to the future role of the NHS consultant

Health unions in the South West have stiffened their resistance to the bid by twenty NHS trusts to introduce regional pay

The union's Education and Standards committee has embarked upon a major review of the 2008 HCSA document: What’s In A Name? The Future Role of the NHS Consultant. The aim is to update it in light of developments since the publication of Professor Temple’s Time for Training in May 2010 and the 2012 report from the Centre for Workforce Intelligence on the future of the consultant workforce. More details on this major work will become available in coming months. In its consideration of the General Medical Council review of the retention of records the committee felt the conclusions of the review were broadly acceptable but is looking at how the level of scrutiny doctors experience compares with that of other senior professionals. In its consideration of the role of Responsible Officer for ensuring that language skills are sufficient the committee noted that this currently only applied in England and not in the devolved countries. This demonstrates a possible conflict of interest where the Responsible Officer is the Medical Director. This is an issue that the committee had highlighted several years ago when the role was first introduced. The Committee feels strongly that there needed to be a robust process for assessing linguistic skills and an appeal process available.

The unions have written to the members of the proposed South West Pay, Terms and Conditions Consortium to request that they withdraw reports Ian Smith. The Trusts have been urged to return to working in partnership with the trade unions at a national level in order for national negotiations to succeed and to demonstrate that they value their staff. With national consultations currently underway the unions do not believe it is appropriate to negotiate on pay, terms and conditions at regional or local level. A recent leaked report showed that the aims of the cartel were to “reduce the pay bill in the South West through working collectively to define areas which can be consistently implemented – aim to move from 68% running cost to 60% (stretch target) and increase the time paid at ‘plain time’. To “deliver the further savings necessary… will require more radical changes to the pay and conditions of the workforce” and the trusts aim to “explore options for developing revisions to the pay framework within the region”. In order to achieve these aims the cartel is considering a reduction in unsocial hours payments, the introduction of performance related incremental progression, an increase in working hours, reducing annual leave, reviewing pay levels and the removal of sickness absence enhancements. Unions argue that the plan would mean terms and conditions would be worse in the South West than elsewhere. In opposing the plan the unions say:

national negotiations that are currently at a critical stage will be undermined l NHS money spent on the cartel will be taken from patient care l employers will lose staff to other areas that will pay more, resulting in difficulties in employing skilled staff, this would impact on patients The unions say that this is a short term fix that will result in organisations negotiating locally, therefore taking time out of patient care and will drive down morale and productivity of NHS staff. They fear it will have a devastating effect on industrial relations in the NHS, an area that has traditionally enjoyed good relationships and that if staff do not accept the cartel’s plans they may be dismissed and re-engaged on new terms. The unions predict a flood of equal pay claims and given the central role of the public sector in the regional economy the plan would drive down pay and conditions in the private sector as well as the NHS while its impact on the South West economy would be devastating HCSA regional officer, Ian Smith says: “Although much of the talk has centred so far on Agenda for Change staff and terms and conditions, we have received the recent letter sent by the chair of the SWC to all the unions wishing to enter in to a dialogue with the unions. It is also clear from an FAQ document that the SWC have produced that they are not only looking at Agenda for Change staff but all staff groups, including medical and dental staff and senior managers. “We have applauded those Trusts in the South West that have issued statements to their staff saying that they have not joined the cartel because they believe that it would not be in the best interest of their staff or organisation to do so” he said. l




Mr George Fowlis has advised of his resignation from the group and therefore a vacancy arises for which nominations are now sought. Thanks to George for his past membership and contribution to the committee. If you are interested in joining the committee please contact Ian Smith at the Overton office. At the most recent meeting a successful trial of teleconferencing was carried out so members are now able to join the meeting remotely. It is hoped that easier access will make it more convenient for more people to participate. the hospital consultant & specialist | 9|

HCSA contacts Executive Committee President Dr. Umesh Udeshi Chairman of Executive Dr. John Schofield Immediate Past President Mr. Christopher Welch Honorary Treasurer Dr. Mukhlis Madlom Honorary Secretary Dr. Sati Ariyanayagam Honorary Secretary Mr. Gervase Dawidek Honorary Secretary Dr. Bernhard Heidemann Honorary Secretary Dr. Cindy Horst Honorary Secretary Dr. Ross Welch Chairman – Ed & Stan S-C Prof. Amr Mohsen Independent Healthcare Mr. Christopher Khoo Education & Standards Sub-Committee Chairman - Professor A Mohsen Dr. Mukhlis Madlom Mr. Olanrewaju Sorinola Dr. Bernhard Heidemann Dr. Umesh Udeshi Dr. Bernard Chang Dr. Hiten Mehta Mr. Christopher Welch Dr.T Goodfellow Dr. S Ariyanayagam Finance Sub-Committee Chairman Dr. M.M. Madlom Mr. M.J. Kelly [Trustee] Mr. R.M.D. Tranter [Trustee] Dr. R. Loveday [Trustee]

Dr. U. Udeshi Dr. J. Schofield

HCSA Officers and Staff General Secretary/Chief Executive Mr. Eddie Saville Head of Business Services Mr. Steve George Manager, Northern Region Mr. Joe Chattin Business Manager Mrs. Sharon White Manager, Advisory Service Mr. Ian Smith Membership Secretary Mrs. Brenda Loosley Midlands Regional Officer Mrs. Annette Mansell-Green Employment Services Adviser Mrs. Gail Savage Office Telephone: 01256 771777 Facsimile: 01256 770999 E-mail: North East Strategic Health Authority Dr. Paul D. Cooper, MRCA Mr. Rotimi Jaiyesimi, FRCOG LL.M (Medical Law) Dr. Olamide Olukoga, FFARCSI North West Strategic Health Authority Dr. Magdy Y. Aglan, FFARCSI FRCA Dr. Syed V. Ahmed, FRCP Mr. Ahmed Sadiq, MRCOphth FRCS Mr. Augustine T-M. Tang, FRCS Deputy - Mr. Shuaib M. Chaudhary, FRCOphth FRCS Yorkshire and The Humber Strategic Health Authority Dr. Mukhlis Madlom, FRCPCH FRCP Professor Amr Mohsen, FRCS(T&O) PhD Mr. Peter Moore, MD FRCS

10 | the hospital consultant & specialist

East Midlands Strategic Health Authority Dr. Cindy Horst, MB ChB DA FRCA Dr. Mujahid Kamal, MRCP FRCR Dr. Gorajala Vijayasimhulu, FRCR West Midlands Strategic Health Authority Dr. A.R. Markos, FRCOG FRCP Dr. Pijush Ray, FRCP Mr. Olanrewaju Sorinola, MRCOG Dr. Umesh Udeshi, FRCR East of England Strategic Health Authority Mr. Andrew Murray, FRCS London Strategic Health Authority Mr. Gervase Dawidek, FRCS FRCOphth Mr. Andrew Ezsias, FDS RCS FRCS South East Coast Strategic Health Authority Dr. Paul Donaldson, FRCPath Dr. John Schofield, MRCPath Dr. Sriramulu Tharakaram, FRCP South Central Strategic Health Authority Mr. Callum Clark, FRCS(Tr&Orth) Mr. Paul A. Johnson, FRCS, FDSRCS Mr. Christopher Khoo, FRCS South West Strategic Health Authority Dr. Claudia C.E. Paoloni, FRCA Professor Michael Y.K. Wee, FRCA Mr. Ross Welch, FRCOG Wales Mr. Simon Hodder, FDS FRCS Scotland Dr. Bernhard Heidemann, FRCA Mr. Sean Laverick, FDS FRCS Deputy - Dr. David Watson, FRCA, DipHIC Northern Ireland Dr. William Loan, FRCS FRCR Specialist Registrar National Representative Dr. Sucheta Iyengar, MRCOG Non-Consultant Career Grade National Representative Vacancy

join the union Hospital Consultants & Specialists Association Number One, Kingsclere Road, Overton, Basingstoke, Hampshire, RG25 3JA Tel: 01256 771777 Fax: 01256 770999 e-mail: website:

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the hospital consultant & specialist | 11|

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The Direct Debit Guarantee This Guarantee is offered by all banks and building societies that accept instructions to pay Direct Debits. If there are any changes to the amount, date or frequency of your Direct Debit. The Hospital Consultants and Specialists Association will notify you 10 working days in advance of your account being debited or as otherwise agreed. If you request The Hospital Consultants and Specialists Association to collect a payment, confirmation of the amount and date will be given to you at the time of the request. l If an error is made in the payment of your Direct Debit, by The Hospital Consultants and Specialists Association or your bank or building society you are entitled to a full and immediate refund of the amount paid from your bank or building society. l If you receive a refund you are not entitled to, you must pay it back when The Hospital Consultants and Specialists Association asks you to. l You can cancel a Direct Debit at any time by simply contacting your bank or building society. Written confirmation may be required. Please also notify us. l l

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Please pay The Hospital Consultants and Specialists Association direct debits from the account detailed in this instruction subject to the safeguards assured by the direct debit guarantee. I understand that this instruction may remain with The Hospital Consultants and Specialists Association and, if so, details will be passed electronically to my bank or building society.

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