Older circulars related to coronavirus
Agreement to provide a 3 month, fixed term contract of employment, as radiography assistant, to the cohort of 51 radiography students (UCD) currently undertaking their 7 week clinical placement in acute hospitals.
Nurses who temporarily increase their attendance from 0.5 WTE to 1 WTE/full-time in response to COVID-19, and revert to the pre-retirement initiative (50% attendance) following the COVID-19 response, may retain the enhanced pension arrangements subject to conditions.
This guidance document supersedes previous guidance issued by DPER during COVID-19.
If one parent, guardian, partner is an essential healthcare worker, the other parent, guardian, partner will be supported by their public sector employer to remain at home to care for the child(ren).
Actions to be undertaken by services to minimise the transmission of COVID-19 in all healthcare settings
Section 3.4 of this policy has been updated to include the link to the most up-to-date advice from Occupational ealth. Section 8.3 has been updated to revise the date of review, in accordance with current Government guidelines.
Changes are effective immediately and relate to availability of a multi-site employment permit; and eligibility for both general employment permits and critical skills employment permits.
Request for change in contract from an individual consultant to Consultant Contract 2008 Type A only can be approved by the relevant Hospital Group CEO/Chief Officer.
4th year nursing and midwifery internship students (pre-registration), currently on paid placement, will be temporarily paid on the first point of the Health Care Assistant scale, for a period of 3 months, effective from 14 April.
This guidance document supersedes previous guidance and FAQs relating to working arrangements and temporary assignments during COVID-19.
The scope of the policy for redeployment of staff during Covid-19 infection is being extended to employees of Section 38 organisations.
Employment permit applications for medical personnel will be prioritised. Electronic (pdf) copy of permit will be issued by email.
The template sets out how redeployment will be managed locally, the position on the roles of redeployed staff, HR and payroll matters and indemnity.
Arrangement to release staff to the HSE from across the civil and public service, including local authorities and education sector, during COVID-19. Where possible, staff should be released immediately. The temporary assignments may be for an initial period of up to three months with a possible extension if required.
Guidance on engaging and managing volunteers that includes health and safety, indemnity and confidentiality. The guidelines cover volunteers used locally and do not cover volunteers engaged through ‘Be on Call for Ireland’
The revised information includes healthcare worker (HCW) management by occupational health, derogation for return to work for HCWs essential for critical services, pregnant HCWs, vulnerable HCWs and HCWs with pre-existing conditions.
Employees should work from home until 12 April, except where there is a need to travel to and from work - where the work is an essential health, social care or other essential service and cannot be done from home. This circular provides guidance to managers on identifying employees who are essential to the provision of our services.
Collection of national absence data, specifically related to COVID-19. This is to be reported twice weekly (Monday and Thursday by not later than 12 midday) from all Hospital Groups, Community Healthcare Organisations and national functions.
Guidance and sample self-declaration form for special leave with pay. Frequently asked questions about working arrangements and leave associated with COVID-19, including updates on changes from the containment to delay phase
Reviewed and updated policy on redeployment of staff during COVID-19