FCA Employee Handbook - Financial Conduct Authority

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You must take the leave in one continuous block.Career leave can be combined with either holiday or parental leave, but the total timeaway from work must not exceed 52 weeks.Pay and benefitsAll career leave will be unpaid. You will receive no salary or ‘flex’ account.If you are a member of the FSA Pension Plan, contributions will not be paid for theduration of the career leave in advance.You will have no entitlement to either core or flexible benefits for the period of the careerleave, with the exception of the following:Core Life Assurance.Death in service benefits associated with being a member of the FSA Pension Plan,i.e. dependants’ pension (if applicable).It may be possible to maintain private medical cover, by agreeing to pay thepremiums for the duration of career leave.Payment of any of the above benefits will be calculated on the basis of your basic salary atthe commencement of your career leave.Any outstanding season ticket loan or other payments owing will be deducted from yourfinal salary payment before commencement of career leave.You will be eligible for consideration for salary review and an annual individual incentiveaward while on career leave. Any salary increase will be deferred until the end of yourleave and any annual individual incentive award payment will be pro-rated by the numberof working days (out of 260) that you spent on career leave during the annual individualincentive award period.You will not be entitled to occupational sick pay for the duration of the career leave. If youqualify, you will be entitled to Statutory Sick Pay.Please note that any qualifying periods associated with selected benefits may need to berestarted following career leave.It is your responsibility to ensure that in absence of these benefits you areadequately protected.Contractual Information (start)During the career leave, you will remain an employee of the FCA and will be under its termsand conditions, including standards of conduct and behaviour, the FCA Code of Conduct,security, compliance and all confidentiality requirements.While on career leave you are not permitted to take up any paid employment without theexpress written permission of the FCA. To do so, will be regarded as gross misconduct andmay lead to your dismissal from the FCA.During your career leave, your service will be regarded as continuous (for employmentpurposes).Contractual Information (end)FCA Employee Handbook 2013 10
If, during the period of your career leave, there is a business restructure within the FCA, youwill be included. If your role is made redundant while on career leave you will be subject to theFCA’s Redundancy Policy. Any redundancy payment will be calculated on the basis of yourbasic salary at the commencement of your career leave.If you become pregnant while on career leave you must notify the HR Helpline, in writing,before the start of your maternity leave, but preferably sooner. Your career leave willautomatically end when you decide to commence your maternity leave.Please note that your entitlement to Statutory Maternity Pay is based on your average pay inthe eight weeks prior to your qualifying week (15 weeks before the expected date of yourbaby’s birth). If your average earnings over this eight-week period are less than the lowerearnings limit for National Insurance Contributions, you will not be entitled to StatutoryMaternity Pay nor to receive the maternity bonus and enhanced FCA maternity pay.If you are taking a period of Additional Paternity Leave or Adoption Leave before the end ofyour career leave, you must inform the HR Helpline in writing before the leave starts. Yourcareer leave will automatically end when you decide to commence your period of AdditionalPaternity Leave or Adoption Leave.Return to work after career leaveYou will where possible, return to the same or a similar job in the same Division as the onethat you left.The terms of the job, where possible, will be no less favourable than the job that you left.However, if there is a business restructure while you are on career leave, you will be included.Further details on this are provided above.Failure to return from career leaveIf you fail to return from career leave on the pre-arranged date, this will be considered to beunauthorised absence and could result in disciplinary action up to and including your dismissalfrom the FCA (see the Disciplinary Procedure).ProcessRequests for career leave should be discussed with your line manager. If your line manager ishappy with your request, you should raise an Unpaid Career Leave Absence record viaEmployee Self-service on Chrysalis.All applications must be signed off by your Director (or Managing Director for Heads ofDepartment and above) and a commitment must be made at this time by your line managerand/or Director that, where possible, a role will be available for you in the Division on yourreturn. If no such commitment is given then your application for career leave will not beagreed.You should usually make a request for career leave at least three months in advance of thedate that you wish the leave to commence. There will, however, be exceptions to this and youshould discuss situations where you need the leave more quickly than this with your linemanager.Approval is at the discretion of line management and may be refused, or the timing deferred,for reasons of operational need.A letter will be issued to you that will outline the terms and conditions of the career break. Youshould read this letter carefully and address any questions to * HR Helpline before signing toagree the terms.FCA Employee Handbook 2013 11
Page 1 and 2: December 2013
Page 3 and 4: Probation Policy ..................
Page 5 and 6: This is the FCA’s Employee Handbo
Page 7 and 8: This is the FCA’s Basics about yo
Page 9: 2. Absence from WorkCareer Leave Po
Page 13 and 14: Holiday PolicyIt is important for y
Page 15 and 16: Holidays of up to 15 working days a
Page 17 and 18: If, in the particular holiday year,
Page 19 and 20: Sickness Absence PolicyThe FCA is k
Page 21 and 22: Whether or not you are actually off
Page 23 and 24: You should ensure that you provide
Page 25 and 26: Your pay immediately beforeyour ret
Page 27 and 28: Breakdown of care arrangements - em
Page 29 and 30: 3. Career DevelopmentCareer Develop
Page 31 and 32: Sponsored Studies PolicyThe FCA pro
Page 33 and 34: Individuals should check first with
Page 35 and 36: We will respond within stated statu
Page 37 and 38: In considering a request for time o
Page 39 and 40: Talent Management PolicyThe FCA app
Page 41 and 42: Technical Specialist PolicyBackgrou
Page 43 and 44: As mentioned above, promotion from
Page 45 and 46: Technical HoDs should not manage pe
Page 47 and 48: Equality of Opportunity PolicyState
Page 49 and 50: Associative discrimination is direc
Page 51 and 52: A single serious incident may amoun
Page 53 and 54: Equality Complaints ProcedureStatem
Page 55 and 56: Options to resolve issues informall
Page 57 and 58: A member of the HR Division will be
Page 59 and 60: 5. Family LeaveAdoption PolicyState
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We will acknowledge receiving your
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end of your leave period (where pos
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If you take career or parental leav
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Leave can start on any day of the w
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This policy covers all employees.Ow
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“Expected week of childbirth (EWC
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depends on your earnings and the am
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spouse/partner’s employer may ask
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Flexible workingIf you wish to vary
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a chosen number of days or weeks af
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confirms the purpose of the APL/ASP
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Failure to return to work means you
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It is not contractual and is subjec
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tenants or boarders living in the f
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for five years after the child is f
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6. Health, Safety & SecurityDriving
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Eye Test PolicyPrinciplesWhat you c
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Read and comply with all relevant r
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Manual handlingWhen handling loads
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If you are attending a visit on you
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Security PolicyThis policy explains
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Where there is commercial photograp
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On leaving the FCA’s employment,
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eferral to a Health Centre for trav
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7. Joining the FCARecruitment Polic
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Transfers to new jobs will normally
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Probation PolicyThe FCA believe it
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Extend the probationary periodGener
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Relocation PolicyThis policy sets o
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The amount payable is reduced propo
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Give us written permission to provi
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You will normally be expected to wo
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Employment ReferencesThe FCA will p
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The policy is owned by the HR Divis
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providing retraining or redeploymen
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The outcome of the appeal will be g
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The policy is not contractual and i
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As part of the consultation process
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9. Pay, Reward & BenefitsTravel & E
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Over-arching this policy, travel co
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cancellation, restricted fares shou
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amounts to be reimbursed. However,
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Where it is cost effective to make
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contractors may attend the event bu
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Give as You Earn PolicyWe are regis
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Pay As You EarnPO Box 1970Liverpool
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You should check that your salary d
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access to highly rated learning and
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If you are an Associate (with Assoc
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10. Performance, Discipline and Gri
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damage to or deliberate misuse of c
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As soon as possible after the concl
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The procedure is not contractual an
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there is no further right of appeal
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As most complaints and grievances c
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Any questions on the application of
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Apply any training, coaching or oth
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StagesTaken byFormalactionDuration
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Action Taken by Appeal to Appeal he
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11. Personal ConductYour obligation
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avoid any discussion of the matter
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1. You are charged with or convicte
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Prospective Parliamentary Candidate
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12. Security of FCA Assets, Informa
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Here is what you should do to help
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ProceduresThe combination to the ke
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Employee Information Security Manua
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You are advised that emails may be
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Classification Description Examples
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Removable media - removable media i
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Posting DocumentsControlledDistribu
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Use of FCA information servicesUse
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any IT equipment, software or elect
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Printers, scanners and photocopiers
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14. WellbeingSmoking PolicyPrincipl
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Managers will:seek to ensure that t
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Be familiar with the Stress and Wel
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Substance Abuse PolicyOur employees
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Employees on a rehabilitation Progr
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What are the potential cost implica
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Flexitime PolicyWe operate a flexit
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Any questions on the application of
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Occasional homeworking - employees
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Employees who choose to work from h
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Part-time Working PolicyFollowing a
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16. WhistleblowingWhistleblowing Po
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Performance Management Procedure;He
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Option Three: Chair of the FCA or C
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provide periodic anonymised reports
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Where can I obtain further informat
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not seek outside legal advice excep
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then decide on the action to be tak
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and supporting materials (as requir
Page 247 and 248:
Any appeal against the issue of a w
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FCA Employee Handbook - Financial Conduct Authority

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