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Paul Richardson

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Comments (6)

  • Comment on: New RCN chief ‘frustrated’ by those who look to nursing past

    Paul Richardson's comment 17 August, 2015 8:41 pm

    The RCN shouldn't portray itself as a union. Anyone who joins will have a nasty shock about support offered. I had experience of a rep in Manchester who seemed to be treating my difficult meeting as a job interview for her post in H.R. I joined Unison after that :0)

  • Comment on: RCN debate on strike action splits nursing opinion

    Paul Richardson's comment 25 June, 2015 7:38 pm

    RCN shouldn't call themselves a union. The rep in Manchester who was with me treated a meeting as her own job interview for a H.R. Post

  • Comment on: Health and wellbeing of NHS workforce is too often seen as 'optional extra'

    Paul Richardson's comment 19 March, 2015 6:55 pm


    Hi Nursing Times I would like to highlight a concern about employment practices in the NHS which I feel has been overlooked. There has been recent press coverage about the high levels of Agency staff in the NhS with it being identified there should be more fully employed staff. What seems to have been missed is the fact that Agency staff are very vulnerable and not covered by employment law to the extent of fully employed staff.
    I feel that unscrupulous NHS trusts and managers are trying to turn the clock back 100 years by hiring staff not covered by modern employment laws. I am an Agency Mental Health nurse and was subjected to degrading and inappropriate treatment from a manager at the Manchester Mental Health and Social care Trust. I had tried to leave my post and given 7 days notice as my contract allowed. The manager then contrived to summarily dismiss me which has harmed my future employment prospects. He would not have been able to do this if I was a fully employed staff member. I made a official complaint and the manager whom investigated was dismissive of me and upheld the previous managers behaviour, conveniently ignoring the issue I complained about and conducting a investigation which suited her purposes. I was represented by the RCN and the rep was hostile to me, treating the meeting as a job interview for he joining the H.R. Dept of the trust. My agency would not make any waves as keeping a lucrative contract rather than protecting their staff is their priority.
    I use this illustration to highlight the vulnerability of Agency staff in the NHS and the potential for them to be subjected to appalling treatment with impunity by the NHS. I feel this has been completely overlooked by the media, unions and organisations such as yours.
    Benefits for the NHS include hiring and firing as they please, no sick pay, no pension etc, complete impunity of unethical treatment of staff.
    This relates to this blog as I am feeling burnt out by my workload. I am off work Ill due to chest pains. However as agency I don't get sick pay and won't be referred to occupational health. I fear I will merely have my contract terminated despite being burnt out by the work load set.
    Regards Paul

  • Comment on: The Jeremy Clarkson 'fracas' highlights whistleblowing fears

    Paul Richardson's comment 19 March, 2015 6:48 pm


    Hi Nursing Times I would like to highlight a concern about employment practices in the NHS which I feel has been overlooked. There has been recent press coverage about the high levels of Agency staff in the NhS with it being identified there should be more fully employed staff. What seems to have been missed is the fact that Agency staff are very vulnerable and not covered by employment law to the extent of fully employed staff.
    I feel that unscrupulous NHS trusts and managers are trying to turn the clock back 100 years by hiring staff not covered by modern employment laws. I am an Agency Mental Health nurse and was subjected to degrading and inappropriate treatment from a manager at the Manchester Mental Health and Social care Trust. I had tried to leave my post and given 7 days notice as my contract allowed. The manager then contrived to summarily dismiss me which has harmed my future employment prospects. He would not have been able to do this if I was a fully employed staff member. I made a official complaint and the manager whom investigated was dismissive of me and upheld the previous managers behaviour, conveniently ignoring the issue I complained about and conducting a investigation which suited her purposes. I was represented by the RCN and the rep was hostile to me, treating the meeting as a job interview for he joining the H.R. Dept of the trust. My agency would not make any waves as keeping a lucrative contract rather than protecting their staff is their priority.
    I use this illustration to highlight the vulnerability of Agency staff in the NHS and the potential for them to be subjected to appalling treatment with impunity by the NHS. I feel this has been completely overlooked by the media, unions and organisations such as yours.
    Benefits for the NHS include hiring and firing as they please, no sick pay, no pension etc, complete impunity of unethical treatment of staff.
    Regards Paul R

  • Comment on: Agency staff and BME workers need 'more support' to raise concerns

    Paul Richardson's comment 19 March, 2015 6:46 pm


    Hi Nursing Times I would like to highlight a concern about employment practices in the NHS which I feel has been overlooked. There has been recent press coverage about the high levels of Agency staff in the NhS with it being identified there should be more fully employed staff. What seems to have been missed is the fact that Agency staff are very vulnerable and not covered by employment law to the extent of fully employed staff.
    I feel that unscrupulous NHS trusts and managers are trying to turn the clock back 100 years by hiring staff not covered by modern employment laws. I am an Agency Mental Health nurse and was subjected to degrading and inappropriate treatment from a manager at the Manchester Mental Health and Social care Trust. I had tried to leave my post and given 7 days notice as my contract allowed. The manager then contrived to summarily dismiss me which has harmed my future employment prospects. He would not have been able to do this if I was a fully employed staff member. I made a official complaint and the manager whom investigated was dismissive of me and upheld the previous managers behaviour, conveniently ignoring the issue I complained about and conducting a investigation which suited her purposes. I was represented by the RCN and the rep was hostile to me, treating the meeting as a job interview for he joining the H.R. Dept of the trust. My agency would not make any waves as keeping a lucrative contract rather than protecting their staff is their priority.
    I use this illustration to highlight the vulnerability of Agency staff in the NHS and the potential for them to be subjected to appalling treatment with impunity by the NHS. I feel this has been completely overlooked by the media, unions and organisations such as yours.
    Benefits for the NHS include hiring and firing as they please, no sick pay, no pension etc, complete impunity of unethical treatment of staff.
    Regards Paul R

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