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Travel and Expenses

Change History

Version Date Name Revision Description

0.1 Draft July 2013 Jenny Holland Anne Ephgrave

Reviewed and amended for ENH CCG 0.2 September 2013 Julie Andrews Quality Assurance

1.0 Final

2.0 December 2013 Jenny Holland 3.0 January 2014 Jenny Holland

4.0 January 2014 Jennie McCollin Quality Assurance

To be reviewed:This policy will be reviewed after 2 years, or when the relevant national

guidance on which it is based is amended.

This is an East and North Hertfordshire Clinical Commissioning Group (ENHCCG) Policy but will be implemented and used in conjunction with other CCG policies.

Document Owner Helen Edmondson

Document Author Anne Ephgrave Jenny Holland

Version FINAL

Directorate Human Resources

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Contents

Section No. Section Name Page

No.

Executive Summary 3

1. Introduction 4

2. Terms / Acronyms Used 4

3. Scope and Purpose of the Policy 4

4. Administration 5

5. Drivers of Personally Owned Vehicles 5

6. Mileage Rates 6

7. Excess Travel 6

8. Passengers 6

9. Journeys between Home and Permanent Place of Employment, Base or Places Visited

7

10. Other travel 7

11. Other Related Allowances 7

12. Subsistence Allowances 7

13. Completion and Submission of Claims 8

14. Responsibilities of Authorising Signatories 9

15. Interview Expenses 10

16. Monitoring Compliance and Effectiveness 10

17. Interpretation 10

18. Related Polices and Documents 11

Appendix 1 Guidance Notes for staff and Managers on Excess Travel Payments

12

Appendix 2 Appendix 3

How to calculate Mileage Equality Impact Assessment Stage 1 Screening

14 17 Appendix 4 Privacy Impact Assessment Stage 1 Screening 18

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Executive Summary

This document explains East and North Hertfordshire Clinical Commissioning Group’s (hereafter referred to as the CCG) Travel and Expense Policy, together with procedural guidance for all staff when completing and submitting claims.

The CCG recognises that many of its employees are required to travel in the course of their work. This document details how the organisation will reasonably reimburse travel and other expenses paid out by staff and those who are out of pocket whilst on business for the organisation.

The policy seeks to ensure that all staff know how to claim reimbursement for expenditure they have necessarily incurred during the course of their work. It sets out the duty placed upon staff to ensure any claims they make are accurate and legitimate.

Line managers must be conversant with this policy, ensuring their staff are aware of it and comply with its requirements.

This policy and procedure reflect the rules of the NHS Terms and Conditions of Service Handbook (Agenda for Change) – Section 17 which deals with mileage allowances and Section 18 which covers subsistence allowances.

The rules contained in this document deal with the conditions of service for CCG staff and are updated from time to time.

This policy has been fraud tested by CCG’s Local Counter Fraud Specialist.

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1.

Introduction

1.1. The CCG is committed to being an organisation within which diversity, equality and human rights are valued. We will not discriminate either directly or indirectly and will not tolerate harassment or victimisation in relation to gender, marital status (including civil partnership), gender reassignment, disability, race, age, sexual orientation, religion or belief, trade union membership, status as a fixed-term or part-time worker, socio - economic status and pregnancy or maternity.

1.2. The CCG works to a framework for handling personal information in a confidential and secure manner to meet ethical and quality standards. This enables National Health Service organisations in England and individuals working within them to ensure personal information is dealt with legally, securely, effectively and efficiently to deliver the best possible care to patients and clients.

1.3. The CCG, via the Information Governance Toolkit, provides the means by which the NHS can assess our compliance with current legislation, Government and National guidance.

1.4. Information Governance covers: Data Protection & IT Security (including smart cards), Human Rights Act, Caldicott Principles, Common Law Duty of Confidentiality, Freedom of Information Regulations and Information Quality Assurance

2.

Terms / Acronyms Used

DVLA - The Driver and Vehicle Licensing Agency 3.

Scope and Purpose of Policy

3.1. This document explains the CCG’s Travel and Expense Policy, together with procedural guidance for all staff when completing and submitting claims.

3.2. The policy seeks to ensure that all staff know how to claim reimbursement for expenditure they have necessarily incurred during the course of their work. It sets out the duty placed upon staff to ensure any claims they make are accurate and legitimate.

3.3. Line managers must be conversant with this policy, ensuring that their staff are aware of it and comply with its requirements.

3.4. This policy and guidance apply equally to all CCG staff and any persons representing or undertaking work on behalf of CCG where an agreement is in place to meet expenses.

3.5. The policy defines the responsibilities of authorised signatories, which includes the requirement to confirm, so far as it is practicable to do so, that any claim is right and proper and consistent with any advance authorisation which may have been given.

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4.

Administration

4.1. Travel and expense claims are administered by East and North Hertfordshire NHS Trust Payroll Department.

All staff working for East and North Hertfordshire CCG will be able to process all their business expenses through the online Expenses Management System provided by Software Europe.

To access the online system please visit www.sel-expenses.com

For all general queries around the payment of expenses, please email

sam.payne@nhs.net

4.2. Line managers will ensure all new employees have a valid driving licence, valid business car insurance and a valid MOT when authorising employees car user forms.

4.3. Employees have the responsibility to ensure the CCG is provided with any renewal documentation for their driving licence, MOT and car insurance. HR will also perform quarterly checks to ensure compliance with this. Copies of these documents will be kept in your personal file.

4.4. Employees will not be able to submit claims until all the relevant documentation has been provided.

4.5. If an individual provides false documentation this will be dealt with under the relevant Disciplinary Policy and the Anti-Fraud and Bribery Policy.

5.

Drivers of Personally Owned Vehicles

5.1. Staff must obtain written approval to use their own vehicle for work purposes by completion of an official car user registration form. Vehicles should not be used without having been given prior approval by their line manager and travel claims will not be paid unless an official car user form has been received by the Payroll Department.

5.2. The official car user registration form is available on the CCG’s intranet. Classifications of registered vehicle users are contained on the vehicle user registration form and any criteria required must be met.

5.3. Drivers have responsibility for their own and others safety on the road. Drivers should comply with the Road Traffic Acts and the Highway Code.

5.4. All privately owned vehicles should be suitable for the work undertaken and be fit for purpose. Drivers should ensure vehicles are road worthy, in good condition and carry out regular vehicle checks, paying particular attention to tyres, brakes, steering and lights.

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5.5. An employee must complete a new car user form if there is a change in vehicle and this must be signed off by an authorised signatory.

5.6. Drivers should ensure that they are physically fit to drive and have regular eye tests where appropriate. Drivers should report to their line manager any illness or condition that may affect the safe driving of their vehicle.

5.7. Drivers are forbidden to drive any vehicle on CCG business whilst under the influence of alcohol or any controlled substance. The CCG policy on Alcohol and Substance Abuse is available on the intranet.

5.8. The insurance cover for any vehicle used should be fully comprehensive, including cover for usage on CCG business.

5.9. Drivers must hold a current driving licence which entitles them to drive in the UK. All holders of foreign driving licences should report to the DVLA and hold a provisional UK licence and take a UK test within the specified period of time. 5.10. Drivers have a responsibility to advise their insurance company of any change in

their licence and penalty points. Drivers should similarly inform their line manager of any driving offences which may lead to the loss of their licence and affect their ability to drive on CCG business.

5.11. The MOT certificate should be current and made available for inspection on request.

5.12. The CCG recommends that vehicle users are members of an approved breakdown and recovery service, which covers the vehicle being driven whilst at work.

5.13. The CCG will not reimburse any fines for parking, speeding or other motoring offences whilst travelling on CCG business.

6.

Mileage Rates

6.1. The NHS Staff Council has introduced new arrangements for reimbursing NHS Staff who use their vehicles for work business. The two categories are abolished with only a single amount being used to reimburse staff.

6.2. These entitlements will be reviewed twice yearly by the NHS staff council to ensure they remain appropriate based upon cost to the member of staff.

6.3. The mileage rates information is available from the Payroll department and the Human Resources department.

7.

Excess Travel

Guidance notes for managers and staff on excess travel payment are provided at Appendix 1.

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8.

Passengers

8.1. Where other employees or members of an NHS organisation are conveyed in the same vehicle on NHS or CCG business and their fares would otherwise be payable by CCG, passenger allowances shall be paid provided passenger details are supplied.

8.2. Where two or more employees of CCG attend the same meeting, they should liaise with one another and, wherever possible, arrange to travel together. 9.

Journeys between Home and Permanent Place of Employment,

Base or Places Visited

Staff with a permanent base will be paid the single mileage rate as appropriate. They will be reimbursed for miles travelled in the performance of their duties which are in excess of the home to agreed work base return journey. Please refer to examples in Appendix 2 for further detail.

10.

Other Travel

Employees will be expected to use the most economical form or class of transport, this is usually standard class. The use of taxis would only be authorised when there is no other form of suitable transport.

11.

Other Related Allowances

11.1. Subject to the production of receipts, staff using their own car on CCG business shall be refunded reasonable parking costs, toll and congestion charges necessarily incurred.

11.2. The CCG recognises that not all car parking facilities provide tickets or receipts as proof of payment, however staff should endeavour to park where such receipts are available. In the event that no alternative is possible or where cost is a factor and cheaper parking is available without a receipt, staff are to maintain a daily record of any such parking cost expenditure and attach this to their online expense claim.

11.3. Staff are personally liable for any excess parking charges or fines issued to them and no refunds will be provided by CCG. Similarly excess fare charges on any means of public transport are the responsibility of the traveller and not the CCG’s.

11.4. Where, at the requirement of the CCG, an employee carries heavy or bulky equipment in their own car which does not fit into the vehicle boot or is capable of being carried by hand or is so bulky as to reduce seating capacity in the vehicle, half the passenger allowance may be claimed.

11.5. Where a member of staff is required to return to or to attend their place of employment or base outside their normal hours of work, any expenses in excess of their normal attendance at work and which are actually and necessarily incurred in travelling to and from home will be reimbursed at the appropriate

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rate. Claims for expenses will not be met where no additional expenditure was incurred.

12.

Subsistence Allowances

12.1. Subsistence allowance is intended to reimburse employees for the necessary extra cost of meals (excluding alcohol), accommodation and travel arising as a result of CCG business away from home or permanent place of employment. In practice, most travel related to ‘work away from home’ involves attendance at a conference, training event, formal visit or meeting, where meals and accommodation are often provided or included in whole or as part in any fee. 12.2. When a member of staff intends staying overnight on CCG business in a hotel,

guesthouse or other commercial accommodation which attracts a cost, prior approval must be sought from their line manager before incurring any actual costs. Reimbursement for expenditure without prior approval will be limited to exceptional circumstances and agreed with line managers as soon as is practicable after the event. Receipts for staying overnight in commercial accommodation are always available and required to be produced to support such expenditure.

12.3. The CCG will reimburse overnight costs for:

(i) The actual receipted cost of bed and breakfast, where prior approval of the cost has been agreed in advance of the overnight stay

(ii) A meals allowance to cover the cost of a main evening meal and one other day-time meal up to the limit stated on the intranet (excluding alcohol).

12.4. Further rules for night subsistence allowances are contained within the NHS Terms and Conditions of Service Handbook and staff, line managers and authorised signatories should check these before incurring any other costs or authorising claims for payment.

12.5. Where staff are absent from home on CCG business and more than five miles from their permanent place of employment a meal allowance may be payable. This allowance is only payable when an employee necessarily spends more on a meal or meals than they would have been spent at their permanent place.

12.6. Any staff members claiming a lunch meal allowance must be expected to be away from their base for a period of more than five hours which covers the normal lunchtime period of 12:00 pm to 2:00 pm.

12.7. Any staff members claiming an evening meal allowance must be expected to be away from their base for more than ten hours and unable to return to their base or home before 7:00 pm and as a result of a late return have an evening meal. 12.8. Where an employee is required to work late at night in addition to a day duty they

may be paid an evening meal allowance but eligibility should be confirmed with their line manager before incurring any actual costs.

12.9. Where staff are uncertain of their eligibility to claim subsistence allowances they should check with their line manager before incurring any actual costs.

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13.

Completion and Submission of Claims

13.1. All claims for business travel and expenses should be made via the CCG’s Online Expenses system.

13.2. All sections of the claim should be correctly completed to enable authorisation by an authorised signatory and for Payroll Department staff to process and pay claims. This includes the details of each journey made on CCG business and the date when the journey was made, including the starting point, all places visited and the final destination; the reason for the journey and the business mileage claimed.

13.3. Where a claimant has undertaken multiple journeys in any one day, each location visited must be entered clearly onto the claim.

13.4. The system calculates mileage based upon the shortest route. If the mileage travelled does not match this because the employee has had to make a detour due to road works, diversions, etc, the number of miles that the system gives can be overwritten. If this is done the employee must provide an explanation for the additional miles travelled in order that the authorised signatory can understand the reasons for this.

13.5. Where claimants are claiming for conveying authorised passengers, the name of the passengers must be entered onto the system.

13.6. Receipts for all expenditure are, as a rule, always required. Staff must scan their receipts and attach these to their Online Expense claim.

13.7. Where an employee’s duties require them to book external meeting room facilities or provide refreshments and/or light snacks to public attending such a meeting, prior approval must be sought from their line manager before any expenditure. No claims are to be made for personally purchased refreshments and/or light snacks which do not meet the criteria of subsistence allowances.

13.8. Claims should be submitted promptly after expenditure to assist with budget forecasting. Claims older than three months will not be accepted for payment, unless exceptional circumstances exist. Claimants will be required to justify to their authorised signatory reasons for unacceptable delay in the submission of claims.

13.9. Before submitting online expenses claimants are required to confirm that the information they are giving is correct.

13.10. Assistance with the Online Expenses system may be sought by sending an email to sam.payne@nhs.net

14.

Responsibilities of Authorised Signatories

14.1. Authorised signatories must satisfy themselves fully of the veracity of claims, justification for expenditure and examine any supporting receipts and/or records before authorising claims.

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14.2. Where any doubt exists as to the veracity of claims, authorised signatories should confirm all the circumstances of the claim with the claimant. However, if fraud is suspected then authorised signatories must contact the Local Counter Fraud Specialist for advice and not confront the employee directly.

14.3. Authorised signatories must check that sufficient detail and explanation is included on the claim regarding time spent or journeys undertaken by claimants. Explanations must be provided in circumstances where the employee has travelled further than the mileage given on the system and has over-written this. 14.4. Authorised signatories should check for reasonableness where an employee’s

duties require them to book external meeting room facilities or provide refreshments and/or light snacks to public attending such meetings prior any expenditure. No claims should be approved where claimants have personally purchased refreshments and/or light snacks which do not meet the criteria of subsistence allowances.

14.5. Where claimants submit claims for passengers, authorised signatories must check that passenger names are included on the claim.

14.6. Authorised signatories should encourage staff to submit claims promptly after expenditure to assist with budget forecasting. Claims older than three months should only be authorised where exceptional circumstances exist.

14.7. Authorised signatories should ensure all transport and subsistence details are provided on the claim.

14.8. Only authorised signatories are permitted to authorise business travel and associated claims for staff.

14.9. The Online Expenses system asks claimants whether they have receipts for specific expense items and asked for this evidence to be uploaded to the system/claim. Authorised signatories must satisfy themselves that the receipts support the claim before authorising it. If a scanner is not available the claimant must provide the authorised signatory with either the original of the receipt or a legible photocopy. Originals or photocopies must have the claimant’s name, the claim date and claim reference allocated by the online expense system on them or affixed to them. Authorised signatories must then provide these copies to the HR department to be retained for a period of 5 years for audit purposes.

15.

Interview Expenses

15.1. No interview expenses are reimbursed.

16.

Monitoring Compliance and Effectiveness

16.1. Authorised signatories are responsible for checking and monitoring travel and expense claims to ensure they comply with this policy.

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16.2. From time to time, the Local Counter Fraud Specialist and/or Internal Audit may undertake a review of travel and expense claims to ensure fraud is not affecting the CCG and that the systems in place are robust. Should any employee be found to be intentionally claiming incorrect mileage rates or claiming for any travel or expense to which they are not entitled, they may be liable to criminal investigation and/or disciplinary action and any overpayments recovered in full. 17.

Interpretation

In case of doubt, the definitive interpretation of the meaning of any of the content of this policy shall rest with the HR department.

18.

Related Polices and Documents

• Alcohol & Substance Abuse Policy • Anti-Fraud & Bribery Policy

• Disciplinary Policy

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Appendix 1

GUIDANCE NOTES FOR STAFF AND MANAGERS ON EXCESS TRAVEL PAYMENTS

1. Introduction

1.1 This guidance document provides details for managers and staff on the payment of excess mileage from home to work where employees have been required to change their work base by the CCG. This guidance outlines when an employee is eligible to claim this excess mileage, the procedure for making a claim and also covers the process to follow when an employee (in receipt of excess travel payments) travels to other locations as part of their

daily work.

2. Excess Travel – as defined in the Agenda for Change NHS Terms and Conditions Handbook

2.1 “Employees who are required to change their base of work as a result of a merger of NHS employers or their acceptance of another post as an alternative to redundancy may be reimbursed their extra daily travelling expenses”.

3. What is claimed?

3.1 The difference in mileage between the journeys from home to the old base and home to the new base is the excess mileage.

For example:

Home to old work base 15 miles Home to new work base 20 miles

Excess mileage = 5 miles (single journey)

This employee can claim 10 miles per day at excess mileage rate 4. For How Long?

4.1 An employee to whom excess travel applies is entitled to claim for two years from the date of transfer to the new base. As set out in the correspondence from HR.

5. Move of home address

5.1 Employees must notify their line manager of any change to their home address and excess mileage will be recalculated accordingly. If an employee who is claiming excess mileage moves their home address during the two year claim period, they are not entitled to any additional excess mileage as a result of this move of home address. If the move of home results in a lesser excess mileage, the amount of excess mileage to be claimed will be recalculated accordingly and the lesser excess mileage paid.

6. Staff travelling to other locations as part of their role

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6.1 There may be some occasions where it is more practical for the individual to travel from home rather than their work base as this will be the shorter distance. 6.2 The maximum travel claim that can be made is either calculated from the work

base, plus excess miles (return) or actual mileage travelled, whichever is the shortest.

6.3 It should be noted here that the official mileage is calculated from the new work location rather than the old work location.

7. Temporary Transfer

7.1 Paragraph 17.20 of the Agenda for Change NHS Terms and Conditions Handbook states:

“Employees who are required by their employer to carry out temporary duties at a place other than their permanent place of employment and who travel daily to their temporary base whilst continuing to live near their permanent base, may be reimbursed their excess travelling expenses in accordance with locally

determined provisions for expenses” 8. Additional Costs

Please note that there is no reimbursement for additional costs e.g. car parking at new base.

9. Principles of Excess Travel

In defining the method for claiming excess travel the following principles should apply:

Excess travel is the difference between home to old and new work base. Official mileage must be calculated in relation to new base, not the old base. Travel expenses is not an income, it is a reimbursement of expenses.

10. Managers are advised to monitor the period of excess travel claims.

Any queries relating to excess mileage entitlements or the procedure for claiming mileage should be directed to your Human Resources Department.

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Appendix 2

How to calculate Mileage

Employees will be reimbursed for miles travelled in the performance of their duties which are in excess of

the home to agreed work base return journey. Normally, the miles eligible for reimbursement are those

travelled from the agreed work base and back. However, when the journey being reimbursed starts at a

location other than the agreed work base, for example home, the mileage eligible for reimbursement will

be as set out in the example in Table below and following diagrams.

Eligible mileage – illustrative example

In this example the distance from the employee’s home to the agreed base is 15 miles

Journey

(outward)

Distance

Eligible miles

Home to base

15 miles

None

Home to first call

Less than 15 miles

Eligible mileage starts after 15 miles have been

travelled

Home to first call

More than 15 miles

Eligible mileage starts from home, less 15 miles

Journey (return)

Last call to base

Eligible mileage ends at base

Last call to home

Less than 15 miles

Eligible mileage ends 15 miles from home

Last call to home

More than 15 miles

Eligible mileage ends 15 miles from home

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How to calculate eligible mileage (examples)

home

base

15 miles

15 miles in total travelled

0 miles to be claimed

Destination

base

25 miles

25 miles in total travelled

25 miles to be claimed

base

12 miles

12 miles in total travelled

12 miles to be claimed

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How to calculate eligible mileage when you finish at home

Journey (return)

Destination to home more than home to base

10 miles

10 miles in total travelled

take away home to base

0 miles to be claimed

home

Destination

20 miles

20 miles in total travelled

take away home to base

5 miles to be claimed

home

Destination

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Appendix 3 – Equality Impact Assessment Stage 1 Screening

1. Policy EIA Completion Details

Title: Travel and Expenses Policy Names & Titles of staff involved in completing the EIA: Jenny Holland, Senior HR Advisor

Proposed Existing

Date of Completion: June 2013 Review Date: June 2015

2. Details of the Policy. Who is likely to be affected by this policy?

Staff Patients Public

3. Impact on Groups with Protected Characteristics

Probable impact on group? High,

Medium or Low

Please explain your answers

Positive Adverse None

Age Being married or in a civil partnership Disability, inc. learning difficulties, physical disability, sensory impairment etc. Having just had a baby or being pregnant Race, ethnicity, nationality, language etc. Religion or belief

Sex (inc. being

a transsexual person) Sexual Orientation Other: No impact on any of the groups above.

Please explain and provide evidence

4. Which equality legislative Act applies to the policy?

Human Rights Act 1998 Equality Act 2010

Health & Safety Regulations

Mental Health Act 1983 Mental Capacity Act 2005

5. How could the identified adverse effects be minimised or eradicated?

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6. How is the effect of the policy on different Impact Groups going to be monitored?

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Appendix 4 – Privacy Impact Assessment Stage 1 Screening

1. Policy PIA Completion Details

Title: Travel and Expenses Policy Names & Titles of staff involved in completing the PIA: Jenny Holland, Senior HR Advisor

Proposed Existing

Date of Completion: June 2013 Review Date: June 2013

2. Details of the Policy. Who is likely to be affected by this policy?

Staff Patients Public

Yes No Please explain your answers Technology

Does the policy apply new or additional information technologies that have the potential for privacy intrusion?

(Example: use of smartcards)

Identity

By adhering to the policy content does it involve the use or re-use of existing identifiers, intrusive identification or authentication?

(Example: digital signatures, presentation of identity documents, biometrics etc.) By adhering to the policy content is there a risk of denying anonymity and de-identification or converting previously anonymous or de-identified data into identifiable formats?

Multiple Organisations

Does the policy affect multiple organisations? (Example: joint working initiatives with other

government departments or private sector organisations)

Data

By adhering to the policy is there likelihood that the data handling processes are changed?

(Example: this would include a more intensive processing of data than that which was originally expected)

If Yes to any of the above have the risks been assessed, can they be evidenced, has the policy content and its implications been understood and

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approved by the department?

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