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In particular you may not accept or make gifts, bequests or inducements (other than promotional items with an estimated value of £50 or less) from or to any person without approval from a Board Director responsible for your operation. Such approval will not be given if the item is likely to conflict with your duties or may be construed as giving rise to a potential conflict of interests. You must report any gift, bequest or other benefit received or given to your line manager and Compliance Representative. Any entertainment or hospitality (including lunches, dinners, attendance at sporting or cultural events) may only be accepted or offered if the level and nature of the entertainment is appropriate and is approved by a Board Director responsible for your operation. You must report any instance of entertainment and / or hospitality to the Compliance Representative. You should actively, but sensitively, discourage customers, suppliers, or service providers from offering personal benefits of any kind (including all types of gifts, favours, services, loans or fees, or anything of monetary value). Details of the Company’s policy can be found in the HR Procedure Manual (Gifts and hospitality). 3.7 Diversity 3.7.1 The Central Role of Diversity Diversity is central to <strong>HSBC</strong>’s brand and we value the rich diversity, skills, abilities and creative potential that people from differing backgrounds and experiences bring to the workplace. Good practice in the implementation of customer and employee diversity policies sets us apart from our competitors and is crucial for business success. Every employee plays a vital role in providing quality service to all our customers and helping to create an inclusive working environment, where everyone can realise their full potential. 3.7.2 Your Obligations A key aspect of creating a diverse workplace and client base is the non-toleration of any form of discrimination in relation to sex, marital status, pregnancy, gender reassignment, race, colour, disability, sexual orientation, age, religion or other similar belief, ethnic or national origin. The Company will also not tolerate any form of harassment, victimisation or bullying of any kind. Discrimination, harassment, victimisation and bullying are extremely serious violations of your terms and conditions of employment. Any such behaviour is likely to lead to disciplinary action and may result in your dismissal for gross misconduct 3.7.3 Assistance Further details are provided in the HR Procedures Manual (Diversity). In particular, if you believe you are the victim of any form of discrimination, harassment, victimisation or bullying you should follow the guidance and advice set out in the HR Procedures Manual (Diversity) and you may also want to seek help from your line manager or from Open Line, the Company’s confidential and free advice and information service. 34
For further details on Open Line, please refer to the HR Procedures Manual (Open Line). 3.8 Compliance with Financial Services Regulations and Rules 3.8.1 Compliance Risk You must be fully aware of your responsibility to comply with applicable laws, rules and codes and to abide by all published compliance regulations including the Company's procedures for personal dealing in securities. In addition, all managers in Band 4 and above have explicit responsibility (which is reflected in their job description) to implement the Group Compliance Policy by containing any compliance risk in conjunction with the relevant Compliance department. The term “compliance” embraces all relevant laws, rules and codes with which the business has to comply. 3.8.2 Operational Risk All employees must ensure that they keep themselves abreast of changes to operating procedures and practices, advised legal and regulatory requirements and the impact of new technology as appropriate to their specific roles. In addition managers must continually reassess the operational risks inherent in the business, taking account of changing economic or market conditions, legal and regulatory requirements, operating procedures and practices, management restructurings, and the impact of new technology. Once identified, operational risks must be recorded in the Group Operational Risk Database Online Network (GORDON) and appropriate measures should be taken to minimise the Company's exposure to them. This requirement is contained within managerial and staff job descriptions and, if appropriate, should be converted into a suitable performance objective for relevant individuals. 3.8.3 Consumer Protection The main piece of legislation in the UK which provides protection to consumers is the Financial Services and Markets Act 2000 (“FSMA”). The FSMA requires all firms in the UK undertaking “regulated activities” to be authorised by the Financial Services Authority (“FSA”) and some individuals to be individually registered as an “Approved Person”. The FSA sets out detailed rules with which all authorised firms and individuals must comply. These rules must be followed whenever a regulated activity is undertaken. Further information on regulated activities can be found in the Core Procedures Manual which can be found on the Company’s intranet. Procedures which reflect regulatory requirements are also incorporated in divisional procedures manuals and circulars. Observance of the Group’s policies and procedures will ensure that the interests of customers, as well as the Group’s reputation, are protected and will minimise the risk of penalties being imposed upon a Group Company and/or upon an employee, which can arise from non-compliance. In particular, employees must comply with the requirements of the Core Procedures Manual and the Business Instruction Manual – Data Protection. 35
Page 1 and 2: Dear Colleague Welcome to HSBC Bank
Page 3 and 4: 1.12.4 HSBC Insurance Pension Schem
Page 5 and 6: ABOUT THE HANDBOOK The purpose of t
Page 7 and 8: 1. TERMS AND CONDITIONS OF EMPLOYME
Page 9 and 10: and rates of pay. Overtime payments
Page 11 and 12: • the level at which you should b
Page 13 and 14: Payments or deductions will not be
Page 15 and 16: Employees (excluding HSBC Insurance
Page 17 and 18: In addition there may be some roles
Page 19 and 20: To take best advantage of the Compa
Page 21 and 22: subject to providing notice to the
Page 23 and 24: confidentiality, the Banking Code,
Page 25 and 26: The following notice periods apply
Page 27 and 28: knowledge that was gained by virtue
Page 29 and 30: 2.1 Integrity Integrity implies bei
Page 31 and 32: • Demonstrating a pleasant, enthu
Page 33: sensitive or confidential informati
Page 37 and 38: The HSBC Group has developed and in
Page 39 and 40: • with health and safety and occu
Page 41 and 42: (A personal data storage device is
Page 43 and 44: You are required to read and observ
Page 45 and 46: For more information, please refer
Page 47 and 48: 4.11 HSBC Corporate Card A HSBC Cor
Page 49 and 50: 5.2.3 Professional and Technical Qu

Subject Index A - HSBC careers site

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