FCA Employee Handbook - Financial Conduct Authority

eing under the influence of alcohol, drugs or other substances that impair performance orconduct while at work (including attending any event, whether social or otherwise at FCApremises or elsewhere);being convicted of any criminal offence (whether or not relating to employment), which inthe opinion of the FCA, seriously undermines the FCA’s confidencein you;deliberate acts of discrimination, harassment or victimisation in breach of the Equality ofOpportunity Policy or Bullying & Harassment Policy, or instructing or aiding someone tocommit an act of discrimination, harassment or victimisation in breach of the Equality ofOpportunity Policy;making false statements about one’s own or another employee’s work, the falsification ofworking papers, or the making of any statements likely to be detrimental to the reputationof the FCA;misuse of the Whistleblowing Policy by knowingly raising false and malicious allegations;subjecting a colleague to a detriment or otherwise victimising a colleague who has raisedconcerns, made a complaint or given evidence or information under the WhistleblowingPolicy or under any other FCA policy or procedure;repeated failure to comply with a reasonable work request;bringing the FCA into disrepute.We reserve the right to dismiss you, without notice or pay in lieu of notice, if in our opinionyou have committed an act of gross misconduct.SuspensionIf you are suspected of gross misconduct, you may be suspended from work on full pay andcontractual benefits while we carry out an investigation.If gross misconduct is not initially suspected or believed to have occurred, but during thecourse of an investigation the person conducting it reasonably forms the opinion that a seriousbreach of discipline may have occurred, you may then be suspended.Any decision to suspend will be confirmed in writing within three working days and will confirmthat the nature of the suspension is precautionary, not disciplinary, pending the outcome ofthe disciplinary investigation. The period of suspension will be as brief as possible and will bekept under review.InvestigationThe FCA will promptly and thoroughly investigate any matter where we reasonably suspect orbelieve that conduct is not in line with our expectations. The investigation will be as thoroughas possible. You will be asked to supply any evidence relevant to the investigation and will benotified when it has concluded.Depending on the circumstances of the case, you may be invited to attend an investigatorymeeting. If such a meeting is held prior to a disciplinary hearing, you will be informed at theoutset that the meeting is an investigatory interview. The FCA reserves the right to dispensewith an investigatory meeting and to proceed directly to a formal disciplinary hearing.In most cases the investigator(s) will not normally be involved in making decisions relating tothe outcome of the case and will only attend any disciplinary hearing in order to present factsFCA Employee Handbook 2013 244