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of the Offshore Islands), a representative elected by Unite managerial members, and a full time Unite official responsible for HSBC Bank issues. 1.24 Definition of Group “HSBC Group” or the “Group” means, for the purpose of these terms and conditions, HSBC Holdings plc and any company that for the time being is a holding company of HSBC Holdings plc or a subsidiary of HSBC Holdings plc or a subsidiary of a holding company of HSBC Holdings plc (and the terms subsidiary and holding company shall have the meanings ascribed thereto by sections 736 and 736A Companies Act 1985) and/or an associated employer of HSBC Holdings plc as defined in section 231 of the Employment Rights Act 1996 and “Group company” means a company in the Group. 1.25 Rights of Third Parties For the information of HIUL employees, the Contracts (Rights of Third Parties) Act 1999 in the UK allows persons (including companies) to gain rights under a contract, even if they are not a party to the contract, unless the contract states otherwise. For the information of HIUL employees, no person who is not a party to this contract has or shall have any rights under the Act to enforce any term of this contract. No consent of any third party shall be required under that Act to terminate or change this contract. 34
2. CODE OF BUSINESS ETHICS AND RESPONSIBLE BEHAVIOUR (‘THE CODE’) Banking is a business founded on mutual trust and public confidence. These attributes have to be earned and sustained over a long period by the successive generations of people who work in the business and can be lost overnight by irresponsible or unethical behaviour. The purpose of this Code is to set out in some detail the enduring principles which have traditionally been observed throughout the bank. They fall under three general principles - integrity, fidelity and self-respect - basic qualities which the bank expects of every employee. They also include certain corporate values to which the bank subscribes and which must govern our business ethics. These qualities are also reflected in the Core Standards of Behaviour which form part of the performance measurement process. The Core Standards of Behaviour are set out at 2.5 of the Handbook. Whilst the Code is not contractual, it does form part of the general standards of conduct which the bank expects all employees to reach. Failure to abide by the Code may result in disciplinary action being taken against you, which could include dismissal. The Code (including the Core Standards of Behaviour) may be altered or modified from time to time by notice to you or by circular. 2.1 Integrity Integrity implies being fully worthy of the trust placed in us by our clients and employer by being honest, impartial and truthful. This means: • Acting at all times in an honest and upright manner both in our corporate and personal dealings, recognising that our personal conduct may reflect on the bank. • Scrupulously refraining from illegal, fraudulent, dishonest or unethical behaviour, particularly in relation to financial and/or business dealings. • Never using confidential information for personal gain or abusing the trust placed in us by the bank and our customers. • Avoiding conflict between self-interest and the interest of the employer or customer, and being ready and willing to disclose any potentially compromising or conflicting business relationships or shareholdings. • Ensuring that where the employment of relatives of existing employees is being considered that the existing employee is not involved in the decision making process of recruitment, salary, promotion or retention. In addition, relatives should not be involved in the transacting, processing or auditing of the same activity. It is important to ensure that there are no conflicts of interest in the roles of the relatives. • Observing rules for personal dealings in securities. • Avoiding gifts, services or hospitality, on a scale which could be interpreted as affecting integrity or the ability to exercise independent judgement (see also the rules at 3.6 of this Handbook). • Declining secondary employment or offers of consultancies or directorships, except as may be provided for by your offer letter or expressly approved in advance in writing by the bank (see also the rules at 3.5 of this Handbook). 35
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 and 14: The parameters set out above apply
Page 15 and 16: (ii) Management and Salesforce Grad
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: about this and the steps that follo
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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