Employee Handbook â HSBC Holdings plc - HSBC careers site

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1.4.6 Overtime and Additional HoursWhere you are required to work beyond your normal hours, payment will be made to clerical gradeemployees, in respect of any such hours, in accordance with the Company's rules on authorisation,eligibility and rates of pay. Overtime payments to new entrants at this level will be made subject to theirsalary not exceeding (currently) £27,000 per annum (and if your normal hours of work are less than 35hours per week, this maximum will be pro-rated to your normal hours of work). Overtime payments arenon-pensionable and are not used in the calculation of any other benefits which are reliant on hoursworked.Key time employees in clerical grades will not be eligible for overtime payments until they work more than7 hours in one day or 35 hours in one week. Any hours worked by key time employees in clerical gradesabove their normal hours, but below the limits for overtime payments, will count as additional contractualhours (“Additional Hours”). Additional Hours are pensionable and will also be used in the calculation ofany bonus payments, where any such payment is calculated on number of hours worked.No overtime payment will be made to management grade employees who work in excess of 35 hours perweek. In exceptional circumstances key time employees who are in a management grade, may bepermitted to work Additional Hours, for which they will be remunerated as set out above in respect ofclerical grade employees.Further details are set out in the Overtime section of the HR Procedures Manual.1.4.7 Public and Bank HolidaysSome employees receive payment in respect of Public and Bank holiday working in accordance with theCompany's policies and procedures on authorisation, eligibility and rates of pay. For further informationplease refer to the Public and Bank Holiday working section of the HR Procedures Manual.1.4.8 Incorrect Pay and Deductions from Pay under the Employment Rights Act 1996(Part II)There may be an occasion when through error or omission you receive less than your contractual payand/or allowances. Should such an unfortunate circumstance arise the Company will rectify the situationand any contractual pay and/or allowances not paid to you will be paid on the first opportune pay-dayfollowing notification or identification of the omission or error. Conversely, if any error or omission resultsin any overpayment of pay and/or allowances being made to you it is accepted that the Companyreserves the right to deduct any such overpayment(s) from salary on the first opportune pay-day followingidentification or notification. The Company will take into account individual circumstances and try toachieve a jointly agreed repayment schedule.In the event that the overpayment is made in respect of your final salary payment (or other payment dueon termination of employment), or if you are under a repayment schedule and your employmentterminates, the Company reserves the right to request that you repay such sums owed, on demand.If your employment ends and the number of days holiday you have taken exceeds your prorataentitlement for the holiday year, an appropriate deduction will be made from your final pay or if this is notpossible the Company reserves the right to request that you repay such sum on demand. The Companywill give you an opportunity to discuss the proposed repayment, and the Company will take into accountyour personal circumstances prior to determining a repayment schedule.If the holiday entitlement you have taken is less than your pro-rata entitlement and it is not operationallypractical for the outstanding days to be taken during the notice period, payment in lieu of outstandingholiday entitlement will be made. Holiday pay in lieu accrues pro rata throughout each holiday year on thebasis of a working year of 260 working days.
Payments or deductions will not be made in respect of any Bank or Public holidays accrued or taken inexcess of entitlement.If you are summarily dismissed or leave the Company without giving due notice, you will not be entitled toany payment for accrued holidays or holiday pay.1.4.9 Tax and National Insurance on BenefitsEach year the Company will issue to you a P60 Certificate, which states your total earnings anddeductions for the tax year ending 5 April.If you earn at the rate of £8500 or more (set by HM Revenue & Customs) in any tax year including"benefits in kind", you will be liable to tax on the financial value of those benefits. Benefits in kind includeitems which may be provided to you periodically by the Company such as private health insurance, carsand beneficial rate loans.If you need to communicate with HM Revenue and Customs, quote your tax reference and NI number,both of which are given on your pay statement. Address any queries to:HM Revenue and CustomsWest Yorkshire and Craven AreaCentenary Court1 St Blaise WayBradfordWest YorkshireBD1 4YLTelephone: 0845 302 14321.5 Performance ReviewEach employee’s performance is reviewed annually, the present review period being the calendar year.1.6 Hours of Work1.6.1 GeneralDifferent working arrangements apply depending on your grade. Such working arrangements relate bothto the number of normal hours worked in a week (based on a full time position) and to the way normalhours may be scheduled. In particular, you will note that some employees work on ‘non-flexible’schedules and other employees work on ‘flexible’ schedules. Whether you work on a non-flexible orflexible schedule depends on your grade, work location and your job in the Company. Details of whichgrades are on non-flexible or flexible schedules are set out below.(i) Non FlexibleGrades starting with BG: The standard working week is 35 hours and this is normally for 7 hours per day(excluding a one hour unpaid lunch break) Monday to Friday inclusive. The normal working day, unlessadvised otherwise, will be 9.00am to 5.00pm Monday to Friday inclusive. The Company can vary, bymutual agreement, the start and finish time between the hours of 8.00am and 10.00am and 4.00pm and6.00pm respectively.(ii) FlexibleGrades starting with BW: The standard working week is 35 hours. Unless otherwise stated your schedulewill normally include a one hour unpaid lunch break each day. Specific schedules will be advised to youlocally or set out in your offer letter, but may be changed, on reasonable notice, within the followingparameters:
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Page 9 and 10: (i) Clerical GradesGrades BW7 and B
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Page 13 and 14: 1.9.2 Clerical GradeIf you are a cl
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Page 19 and 20: On the termination of your employme
Page 21 and 22: 2. Code of Business Ethics and Resp
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Page 27 and 28: 3.8.2 Operational RiskAll employees
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Page 33 and 34: 3.12 Health, Safety and FireThe Com
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Page 39 and 40: 5. Your Career with the CompanySet
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Employee Handbook â HSBC Holdings plc - HSBC careers site