MEDICAL staff across the county are being balloted on strike action after the mental health trust they work for proposed big pay cuts as part of a restructure of services.

Administrators and medical secretaries at facilities across Wiltshire fear that the 53 full-time equivalent posts that will be lost and specialised medical secretary roles that will disappear if the proposals by Avon and Wiltshire Mental Health Partnership NHS Trust go ahead will have a massive impact on the workload of the remaining staff and affect the quality and safety of care they provide.

In December, staff held lunchtime demonstrations outside their places of work to voice concerns about the proposals and voted overwhelmingly for strike action in a consultative ballot held earlier this year. The ballot is open until May 22 and any strike action could start in June.

The Trust provides services at Salisbury District Hospital.

Unisonmember Sue Gill said: “This restructure has led to many staff, including myself, not feeling valued for the work that we do. We’re currently paid at NHS Band 4. The new job descriptions place our roles at Band 3 despite very minimal differences in the work that we’ll be expected to do.

“For a number of years vacancies within the trust have not been filled and the strain is now showing, I worry what the workload will look like when more staff disappear. I could lose almost £200 per month from my pay packet if this restructure goes ahead and whilst I’m close to retirement I’m concerned about the financial impact this will have on my colleagues.”

Unison regional organiser Michael Sweetman said: “It is outrageous that these proposals have been sold by the employer as a way to improve consistency and job satisfaction. In reality they represent a dangerous attempt to obtain mental health services on the cheap and furthering the race to the bottom by downgrading staff and reducing their pay.

“Around 100 staff could be impacted by a reduction in pay of up to 12.5 per cent. In some cases, this equates to an annual loss of over £3,000. Coupled with the financial loss, the changes being implemented will see an overall increase in workload. Mental health support in the UK is already in crisis, with increasing need countered by under-resourcing of services.”

However, in response, Avon and Wiltshire Mental Health Partnership NHS Trust said they would not be pushing ahead with the planned cuts while "in despute" with Unison.

Chief executive Hayley Richards said: "We would like to assure everyone that despite the latest statement from Unison we are not “pressing ahead” with any of the proposed administration restructures whilst we are in dispute with Unison. 

"We agreed with Unison and Joint Union Council (JUC) a few weeks ago and again following a meeting with them on Tuesday 30th April, that we would pause the roll out of the administration restructures whilst the dispute continues. 

"It is not the case that 53 full-time posts will be lost if proposals go ahead. Doctors and clinicians will still have administrative support. 

"The overall number of staff in administrative roles will be the same, meaning clinical staff can continue to deliver high quality and safe care.

"As part of the administration and clerical  review, all relevant job roles have been independently evaluated (through a standard process which includes Union representatives) and the proposed new bands were approved as being in accordance with the work and responsibilities of the roles and in line with national guidance and levels.

"Our current Trust policy offers anyone, whose role changes, pay protection for 3 years.  This policy was agreed and signed off by the JUC. 

"The Administration Review has not been undertaken lightly. Our current structures and roles have grown organically over the years. This has resulted in many inconsistencies in job titles, job descriptions and pay bands across the Trust. 

"Some roles exist in some areas, but not others.  There are different reporting lines for admin staff and no standard ways of working. 

"The Administration Review aims to address these inconsistencies, to maximise efficiency, create a career framework for administration roles and to support staff development initiatives.

"We recognise that the review and the continued delay of implementation is causing further stress for all those involved.  We appeal to Unison to work in partnership with us and to stop the miscommunications about the process and the reality of our position. 

"Please be assured that we want to achieve is an outcome that is fair and transparent to all those who work in these vital roles."