FCA Employee Handbook - Financial Conduct Authority

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Who is covered by this policy?The policy applies primarily if you are travelling to ‘high risk’ areas (i.e. areas other thanWestern and Central Europe, North America, Australia and New Zealand).Ownership, updates and query managementThis is the FCA’s Travel Health Policy as at April 2009.The policy is owned by the HR Division and has been developed in conjunction with the StaffConsultative Committee.The policy is not contractual and is subject to change at our discretion of the FCA – anychanges will be published on the intranet.Any questions on the application of the policy should be directed to * HR Helpline or extension67070.Contractual status of this policyThis policy does not form part of your contract of employment.FCA Employee Handbook 2013 108
7. Joining the FCARecruitment PolicyWe believe the FCA’s success depends on having the right people in the right jobs within theorganisation.The purpose of the FCA’s Recruitment Policy is to provide a framework to ensure we recruit,retain and develop the best person for each job.PrinciplesWhat you can expect from the FCAWe will manage any recruitment in line with the following key principles.We will treat applicants fairly and, where necessary, we will vary our selection processesto accommodate the needs of disabled applicants.We will recruit people who not only have the right skills and behaviours for the job, butwho also have a strong commitment to the FCA and our aims.We will train our recruiters and use selection processes that are fair, consistent andobjective.We will provide successful applicants with the training, coaching and development theyneed to do their job.We will encourage employees to develop their careers within the FCA; however,promotions will only take place following an open advertising process.We recognise the diverse community in which we operate and encourage applications forjobs from applicants irrespective of race, disability, gender, gender reassignment,pregnancy and maternity, religion or belief, marriage or civil partnership, sexualorientation or age (protected characteristics for the purposes of the Equality Act 2010) (orany other factor that is irrelevant to the job).We will not tolerate any form of discrimination in the workplace.There may be managed moves, as described in this policy, whereby we may not advertisea specific role.What the FCA expects from youWe expect employees to:apply for jobs using the FCA’s recruitment process;declare any performance improvement or disciplinary warnings to therecruiting manager;inform your line manager if you are applying for an internal vacancy.The policyWhere possible, vacancies will be openly advertised using the FCA’s online recruitmentsystem, unless there is a good business reason for not doing so.FCA Employee Handbook 2013 109
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December 2013
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Probation Policy ..................
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This is the FCA’s Employee Handbo
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This is the FCA’s Basics about yo
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2. Absence from WorkCareer Leave Po
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If, during the period of your caree
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Holiday PolicyIt is important for y
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Holidays of up to 15 working days a
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If, in the particular holiday year,
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Sickness Absence PolicyThe FCA is k
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Whether or not you are actually off
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You should ensure that you provide
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Your pay immediately beforeyour ret
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Breakdown of care arrangements - em
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3. Career DevelopmentCareer Develop
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Sponsored Studies PolicyThe FCA pro
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Individuals should check first with
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We will respond within stated statu
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In considering a request for time o
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Talent Management PolicyThe FCA app
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Technical Specialist PolicyBackgrou
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As mentioned above, promotion from
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Technical HoDs should not manage pe
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Equality of Opportunity PolicyState
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Associative discrimination is direc
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A single serious incident may amoun
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Equality Complaints ProcedureStatem
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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
Page 61 and 62: We will acknowledge receiving your
Page 63 and 64: end of your leave period (where pos
Page 65 and 66: If you take career or parental leav
Page 67 and 68: Leave can start on any day of the w
Page 69 and 70: This policy covers all employees.Ow
Page 71 and 72: “Expected week of childbirth (EWC
Page 73 and 74: depends on your earnings and the am
Page 75 and 76: spouse/partner’s employer may ask
Page 77 and 78: Flexible workingIf you wish to vary
Page 79 and 80: a chosen number of days or weeks af
Page 81 and 82: confirms the purpose of the APL/ASP
Page 83 and 84: Failure to return to work means you
Page 85 and 86: It is not contractual and is subjec
Page 87 and 88: tenants or boarders living in the f
Page 89 and 90: for five years after the child is f
Page 91 and 92: 6. Health, Safety & SecurityDriving
Page 93 and 94: Eye Test PolicyPrinciplesWhat you c
Page 95 and 96: Read and comply with all relevant r
Page 97 and 98: Manual handlingWhen handling loads
Page 99 and 100: If you are attending a visit on you
Page 101 and 102: Security PolicyThis policy explains
Page 103 and 104: Where there is commercial photograp
Page 105 and 106: On leaving the FCA’s employment,
Page 107: eferral to a Health Centre for trav
Page 111 and 112: Transfers to new jobs will normally
Page 113 and 114: Probation PolicyThe FCA believe it
Page 115 and 116: Extend the probationary periodGener
Page 117 and 118: Relocation PolicyThis policy sets o
Page 119 and 120: The amount payable is reduced propo
Page 121 and 122: Give us written permission to provi
Page 123 and 124: You will normally be expected to wo
Page 125 and 126: Employment ReferencesThe FCA will p
Page 127 and 128: The policy is owned by the HR Divis
Page 129 and 130: providing retraining or redeploymen
Page 131 and 132: The outcome of the appeal will be g
Page 133 and 134: The policy is not contractual and i
Page 135 and 136: As part of the consultation process
Page 137 and 138: 9. Pay, Reward & BenefitsTravel & E
Page 139 and 140: Over-arching this policy, travel co
Page 141 and 142: cancellation, restricted fares shou
Page 143 and 144: amounts to be reimbursed. However,
Page 145 and 146: Where it is cost effective to make
Page 147 and 148: contractors may attend the event bu
Page 149 and 150: Give as You Earn PolicyWe are regis
Page 151 and 152: Pay As You EarnPO Box 1970Liverpool
Page 153 and 154: You should check that your salary d
Page 155 and 156: access to highly rated learning and
Page 157 and 158: 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
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Any appeal against the issue of a w
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FCA Employee Handbook - Financial Conduct Authority

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