Employee Handbook (HBEU) - HSBC careers site

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SB3-5, SD3-5, SC3-5**, SF3-5, SX1-6, SL1-6, SW3-5, TC3-6** and GCB6-GCB1on flexible contracts employed prior to 1 st December 2006. Regulated employees employed from 1st December 1999 to 30 November 2006.ServiceMaximum period of normal pay granted***Less than 3 yearsBetween 3 and 5 yearsOver 5 years8 weeks (40 working days)16 weeks (80 working days)26 weeks (130 working days)** Current levels of entitlement were retained on conversion to flexible contract where thesewere higher than the periods of normal pay granted in this table. However, any futureprogression is based on the above table.*** Calculation of maximum period of normal pay granted will be based upon a rolling 12month period whether absence is due to a single illness or succession of illnesses.Employees:On flexible contracts employed from 1st December 2006 in grades/bands SB3-5,SD3-5, SF3-5, SW3-5, GCB6-GCB1 and all regulated grades.ServiceMaximum period of normal paygranted****Up to 6 monthsBetween 6 and 12 monthsBetween 1 and 3 yearsBetween 3 and 5 yearsOver 5 yearsStatutory Sick Pay only2 weeks (10 working days)8 weeks (40 working days)16 weeks (80 working days)26 weeks (130 working days)**** Calculation of maximum period of normal pay granted will be based upon a rolling 12month period whether absence is due to a single illness or succession of illnesses.All sick pay is calculated and paid monthly in arrears following the receipt of the Absencereturn form completed by your line manager.Bank sick pay includes any entitlement you may have to Statutory Sick Pay (SSP). If banksick pay ceases, you may still be entitled to SSP (for up to 28 weeks' sickness in total). Thebank reserves the right to refuse to pay sick pay (including SSP) if it has reasonable cause tothink that you are not genuinely sick, or are abusing the sick pay policy.You should be aware that the bank may reduce your holiday entitlement for the holiday yearon a pro-rata basis related to your attendance during that year. Any incentive schemearrangements, as may exist, may also be affected.Should your SSP entitlement exceed bank arrangements as set out in the HR ProceduresManual then, on exhaustion of any bank sick pay, you will be paid SSP in accordance withyour statutory entitlement. Payment of SSP is dependent on you satisfying rules regardingperiods of incapacity, the period of entitlement, qualifying days and rules for the notification ofabsence.
If you are absent from work due to an accident or a condition sustained on or off duty that isthe fault of a third party, any bank sick pay paid to you in respect of such absence will berecoverable by the bank only if, and to the extent that, you recover damages in respect ofyour injury, condition or absence from work. You will be notified if these circumstances apply.Further details on absence are set out in the HR Procedures Manual (Absence management).1.9 Location and MobilityYour initial location will be as stated in your offer letter from the bank. You may be required totravel to customer sites and premises and on occasion to attend training sessions andmeetings elsewhere.There may also be times when the bank needs you to be flexible with your work location,which may mean a permanent or temporary move. Subject to business needs, the bank will,wherever possible, take into account your personal and domestic circumstances beforerequiring you to move. Set out below are the bank’s mobility requirements. Although thegeneral mobility requirement is dependent on grade, the bank’s requirements under anybusiness recovery plan (see section 1.9.5) apply to all grades.Employees whose work location is stated as ‘home’ in their offer letter are also covered bythese requirements. Some employees may have the option of working from home from timeto time by mutual agreement in line with business needs. However, this arrangement is notcontractual and the employee’s base remains as stated in their offer letter.1.9.1 Senior ManagementIf you are a senior management grade employee you may be required to work at or from anyoffice, branch or location of the bank or within different companies of the HSBC Group (asdefined in section 1.25) in the UK. A change of your place of residence may be required fromtime to time at particular stages of your career.In addition there may be some roles where there is a requirement to work outside of the UK.There may also be roles where occasional overseas travel is necessary, and in suchsituations, personal and domestic circumstances will be taken into account.1.9.2 ManagementIf you are a management grade employee (including if you are a Management Trainee) youmay be required to work at or from any office, branch or location of the bank in the UK. Achange of your place of residence may be required from time to time at particular stages ofyour career.In addition there may be some roles where there is a requirement to work outside of the UK.There may also be roles where occasional overseas travel is necessary, and in suchsituations, personal and domestic circumstances will be taken into account.1.9.3 Executive TraineesIf you are on the bank’s Executive Management Programme, you are likely to be requiredfrom time to time to work at or from any office, branch, or location of the bank in theUK. National flexibility is required as an Executive Trainee. A change of your place ofresidence is likely from time to time at particular stages of your career.In addition there may be some roles where there is a requirement to work outside of the UK.There may also be roles where occasional overseas travel is necessary, and in suchsituations, personal and domestic circumstances will be taken into account.1.9.4 Clerical GradeIf you are a clerical grade employee you may be required to work at or from any office, branchor location of the bank in the UK, within reasonable travelling distance of your existing
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Page 9 and 10: authorisation, eligibility and rate
Page 11 and 12: Clerical SC, SX and Managerial PA,
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Page 19 and 20: If you are not able to do so the ba
Page 21 and 22: pension in some cases) subject to p
Page 23 and 24: apply or join with the bank or such
Page 25 and 26: your employment, or in respect of w
Page 27 and 28: 1.23.1 Employee RepresentationThe b
Page 29 and 30: Ensuring that any undertakings give
Page 31 and 32: Treating all colleagues with dignit
Page 33 and 34: to be sent by email to external par
Page 35 and 36: This requirement is contained withi
Page 37 and 38: Within some jurisdictions (includin
Page 39 and 40: 3.10.2 Employees' ResponsibilitiesU
Page 41 and 42: However, no safety policy is likely
Page 43 and 44: 4. Benefits and FacilitiesYou may b
Page 45 and 46: Please note that, if you work in an
Page 47 and 48: 5. Your Career With the BankSet out
Page 49 and 50: Should you wish to join Unite you s
Page 51: 6. Security of EmploymentThe bank s

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