FCA Employee Handbook - Financial Conduct Authority

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When there hasbeen service of:More than six monthsand less thantwo years.More than two years.A sum equivalent to the following number of weeks’ of anemployee’s basic salary at the time of leaving13 weeks.13 weeks minimum plus (for all service in excess of two years):two weeks for every complete year of service in excess of two years0.5 week for every complete year of service over age 40 and under age45.1 week for every complete year of service over age 45 and under age 50.1.5 weeks for every complete year of service over age 50.one week’s salary is the equivalent of 1/52nd basic annual salary. A week’s pay is thatwhich the employee is entitled to under his or her terms of the contract at the date ofcalculation. The ‘calculation date’ is the date on which the FCA gives the employee theminimum notice to which he or she is legally entitled.all calculations are subject to a maximum payment of the greater of one year’s salary or£100,000payments are inclusive of any statutory redundancy that may be payable;the calculation of number of weeks’ salary for more than 2 years’ service will be pro-ratedto reflect the actual period of service to the nearest whole monthCompromise agreementAll enhanced compensatory payments, i.e. those in excess of statutory redundancy pay, andoutplacement facilities, are subject to you accepting the terms of a compromise agreement.You will need to take independent legal advice before signing it. This is to ensure youunderstand that by signing such an agreement you waive the right to institute, or continue,with proceedings in an employment tribunal.The FCA will pay for the reasonable cost of taking such advice on the particular issue ofwaiving potential claims up to a maximum of £400 plus VAT. It will not cover the costs oftaking legal advice on any other issues.Other benefitsCore and flexible benefits cease on the date of termination of employment. However, you maynegotiate with the benefits provider continuing membership on an individual, contributorybasis.Who is covered by this policy?This policy covers all employees whose appointment has been confirmed following a successfulprobationary period.Ownership, updates and query managementThis is the FCA’s Redundancy Policy as at March 2013.The policy is owned by the HR Division and has been developed in conjunction with the FCA’sStaff Consultative Committee.FCA Employee Handbook 2013 132
The policy is not contractual and is subject to change at the 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 133
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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
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A member of the HR Division will be
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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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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 and 108: eferral to a Health Centre for trav
Page 109 and 110: 7. Joining the FCARecruitment Polic
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: The outcome of the appeal will be g
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
Page 159 and 160: 10. Performance, Discipline and Gri
Page 161 and 162: damage to or deliberate misuse of c
Page 163 and 164: As soon as possible after the concl
Page 165 and 166: The procedure is not contractual an
Page 167 and 168: there is no further right of appeal
Page 169 and 170: As most complaints and grievances c
Page 171 and 172: Any questions on the application of
Page 173 and 174: Apply any training, coaching or oth
Page 175 and 176: StagesTaken byFormalactionDuration
Page 177 and 178: Action Taken by Appeal to Appeal he
Page 179 and 180: 11. Personal ConductYour obligation
Page 181 and 182: 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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