FCA Employee Handbook - Financial Conduct Authority

More documents

Recommendations

Info

Ownership, updates and query managementThis is the FCA’s Prospective Parliamentary Candidate Policy as at April 2009.The policy is owned by the HR Division and has been developed in conjunction with the FCA’sStaff Consultative Committee.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 186
12. Security of FCA Assets, Information andDataClear Desk PolicyThe Clear Desk Policy serves as a basic reminder to staff to secure sensitive or valuablematerial, whilst providing guidance on procedures that should be followed.The procedural guidance contained within this document enhances/supports other FCA policiescovering records management, staff confidentiality agreements, employee informationsecurity, Data Protection and Emergency Planning procedures.The Clear Desk Policy will complement, not replace, other existing policies. The FCA Clear DeskPolicy relates to all material, whether personal or corporate, that is held within the premises ofthe Financial Conduct Authority. The policy allocates responsibilities and provides proceduraladvice to ensure that the aim is achieved.It also identifies courses of action in relation to non-compliance and suspected securitybreaches. The policy covers all premises in which the FCA operates.AimThe aim of the Clear Desk Policy is to ensure that FCA records and property are afforded theappropriate level of physical protection in direct proportion to the impact on the businessactivities and reputation.ObjectivesThe objectives of the Clear Desk Policy are as follows:To protect sensitive information from public disclosure - Not only information which hasbeen annotated with a FCA security classification, or is covered under the auspices of theData Protection Act 1998, but also information that could potentially embarrass or damagethe reputation of the FCA if publicly disclosed.To prevent inappropriate access to sensitive information.To protect business critical information from damage or loss as a result of fire, smoke,water and explosion. To protect information which, although not sensitive is essential to normal functionality –Information such as reference material that can be replaced easily but with a time delay.To protect information that would be difficult or could not be replaced.To ensure that material is stored in a way that enhances Business Continuity Planning inrelation to post incident start up, clearance, salvage and reclamation.To prevent loss or theft of personal property and FCA portable property such as laptopsand mobile phones.To quantify the consequences of loss of information or FCA property resulting throughnegligence of a member of staff or, as a result of deliberate acts of attempted theft of anymaterial held within the confines of FCA.ResponsibilitiesFCA Employee Handbook 2013 187
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 and 10:
2. Absence from WorkCareer Leave Po
Page 11 and 12:
If, during the period of your caree
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
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 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 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
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
Page 183 and 184: 1. You are charged with or convicte
Page 185: Prospective Parliamentary Candidate
Page 189 and 190: Here is what you should do to help
Page 191 and 192: ProceduresThe combination to the ke
Page 193 and 194: Employee Information Security Manua
Page 195 and 196: You are advised that emails may be
Page 197 and 198: Classification Description Examples
Page 199 and 200: Removable media - removable media i
Page 201 and 202: Posting DocumentsControlledDistribu
Page 203 and 204: Use of FCA information servicesUse
Page 205 and 206: any IT equipment, software or elect
Page 207 and 208: Printers, scanners and photocopiers
Page 209 and 210: 14. WellbeingSmoking PolicyPrincipl
Page 211 and 212: Managers will:seek to ensure that t
Page 213 and 214: Be familiar with the Stress and Wel
Page 215 and 216: Substance Abuse PolicyOur employees
Page 217 and 218: Employees on a rehabilitation Progr
Page 219 and 220: What are the potential cost implica
Page 221 and 222: Flexitime PolicyWe operate a flexit
Page 223 and 224: Any questions on the application of
Page 225 and 226: Occasional homeworking - employees
Page 227 and 228: Employees who choose to work from h
Page 229 and 230: Part-time Working PolicyFollowing a
Page 231 and 232: 16. WhistleblowingWhistleblowing Po
Page 233 and 234: Performance Management Procedure;He
Page 235 and 236: Option Three: Chair of the FCA or C
Page 237 and 238:
provide periodic anonymised reports
Page 239 and 240:
Where can I obtain further informat
Page 241 and 242:
not seek outside legal advice excep
Page 243 and 244:
then decide on the action to be tak
Page 245 and 246:
and supporting materials (as requir
Page 247 and 248:
Any appeal against the issue of a w
show all

FCA Employee Handbook - Financial Conduct Authority

Create successful ePaper yourself

Delete template?

Save as template?