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During Core Leave, employees must be physically away from their workplace and actively discouraged from participating in work-related activities from a remote location e.g. accessing Blackberrys. Line managers must not place employees under duress to respond to work-related matters during Core Leave and it is acceptable for an employee not to undertake any work-related activity during this period. Employees may attend training courses, conferences or conventions during their Core Leave as long as the events are not held on HSBC Group premises. Such events must not account for more that 50% of the Core Leave period. Should it be necessary to attend a course, conference or convention within the Core Leave period, the corresponding number of days would be available to be taken as Holiday at a future agreed time Minimum Core Leave is calculated as below: Category Full time employees with 20 or more days annual leave allowances Part time employees Minimum Core Leave 10 working days, which may include Bank and Public Holidays that fall on normal working days. Pro rata the above calculations i.e. an employee working 3 days a week with an annual leave allowance of 12 days (full time equivalent allowance of 20 days), should take a minimum core leave of 6 working days (i.e. two working weeks of 3 days a week). Leave arrangements for employees whose working pattern exceeds 7 hours per day, or who are working a recognised shift pattern, may vary. These arrangements will be advised to you at the time of introduction of the working pattern. (i) Clerical Grades Clerical Grades other than S03-S05 are entitled to 25 working days paid leave in each full holiday year worked. Clerical Grades S03-S05: Completed years of service Paid leave (working days) Under 3: 21 3 and over: 23 5 and over: 25 10 and over: 26 20 and over: 27 Different arrangements may apply where holiday entitlement has been red-circled. Additional leave entitlement based on years of service will be given in the holiday year in which the relevant length of service is achieved. 14
(ii) Management and Salesforce Grades/Bands TA6, TA5, TF6, TB6, OA6: 28 working days leave in each full holiday year worked. TA5, TC5, TF5, TB5, OA5 and above: 30 working days leave in each full holiday year worked. Holiday entitlement for all other management grades will be set out in their offer letter. (iii) Promotion On promotion any holiday entitlement will be adjusted pro-rata for the remainder of the holiday year. (iv) Key Time Employees Employees whose normal hours are less than 35 hours per week are entitled to paid holiday which is proportional to their normal hours, when compared to the holiday entitlement for a full time employee. Individual entitlement will be set out in your offer letter or will be provided by your line manager. (v) Commencing or leaving employment during the holiday year If your employment starts or finishes part way through the bank’s holiday year your holiday entitlement will be directly proportional to the actual period worked during that holiday year. If it is not operationally practical for you to take your accrued holiday entitlement prior to termination of employment, the bank will make an equivalent payment to you in your final salary, unless your employment is terminated by reason of gross misconduct or if you fail to give appropriate notice. The bank will also deduct an equivalent sum from your final salary payment for any holiday taken in excess of your entitlement or, if this is not possible, the bank reserves the right to withdraw an equivalent sum from your bank account within one month of the termination of your employment or to request that you repay the sum on demand. If the bank intends to withdraw any such sum from your bank account it will write to you, at your last recorded address, informing you of the amount that will be withdrawn. The bank will give you an opportunity to discuss the proposed withdrawal, and the bank will take into account your personal circumstances prior to determining a repayment schedule. Payments or deductions will not be made in respect of any Bank or Public holidays accrued or taken in excess of entitlement. Further information on taking your holiday entitlement is set out in the HR Procedures Manual, which is available on the bank’s intranet. 15
Page 1 and 2: Dear Colleague Welcome to HSBC Bank
Page 3 and 4: Section 6 - Security of Employment
Page 5 and 6: Clerical employees Previous Grade S
Page 7 and 8: details on this are set out in the
Page 9 and 10: In the event that the overpayment i
Page 11 and 12: Guernsey GY1 3AZ Tel: 01481 724711
Page 13: The parameters set out above apply
Page 17 and 18: If your working arrangements includ
Page 19 and 20: You may be asked to give your conse
Page 21 and 22: *** Calculation of maximum period o
Page 23 and 24: 1.10 Cars 1.10.1 Management Car Sch
Page 25 and 26: The pension benefits detailed in th
Page 27 and 28: egarding the handling of informatio
Page 29 and 30: Notice periods applicable when the
Page 31 and 32: or suppliers and you must not retai
Page 33 and 34: about this and the steps that follo
Page 35 and 36: 2. CODE OF BUSINESS ETHICS AND RESP
Page 37 and 38: • Observing the spirit and letter
Page 39 and 40: 3. RULES AND REGULATIONS Whilst the
Page 41 and 42: Permission will not be granted for
Page 43 and 44: The following points must be consid
Page 45 and 46: You are referred to Compliance Guid
Page 47 and 48: activities can be found on the bank
Page 49 and 50: • care should be taken to verify
Page 51 and 52: We will only collect and process da
Page 53 and 54: • take photographs or video image
Page 55 and 56: • ensure each employee accepts he
Page 57 and 58: 4. BENEFITS AND FACILITIES You may
Page 59 and 60: 4.1.7 Mortgage Subsidy Scheme The M
Page 61 and 62: 4.2.4.3 The HSBC Childcare Scheme a
Page 63 and 64: information resources and a key par
Page 65 and 66:
• for HIUL employees childcare fa
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