FCA Employee Handbook - Financial Conduct Authority

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Notification requirements before starting APL (adoption)At least 8 weeks before you wish to take leave, you must complete the Additional PaternityLeave request form (contact the HR Helpline for a copy) which:gives notice of the date you wish to start and end APL and ASPP (adoption);gives notice of the date your child is expected to be placed for adoption;confirms the date the actual date of placement;confirms the purpose of the APL and ASPP (adoption) is to care for the child;confirms you satisfy the eligibility conditions for APL and ASPP (adoption).The form also includes a section for the primary adopter to complete to confirm:his/her names, address, and national insurance number;the date he/she intends to return to work;the date he/she has given notice to his/her employer of returning to work;that he/she is entitled to SAP;start date of his/her adoption leave;confirmation that you satisfy the relationship eligibility criteria;that he/she consents to the FCA processing the information in the form;that you are the only applicant for APL and/or ASPP (adoption) for that child; anda signature from the HR department of the primary adopter’s employers.If you intend to take parental leave immediately after or before your paternity leave, wesuggest that you give notice of this at the same time that you give notice for paternity leave,but at least 21 days before you intend your parental leave to start.We will respond in writing to your notification of APL within 28 days, to confirm start and enddates of APL and ASPP (adoption).Change in APL dateYou will be able to change your mind about the date you want your APL to start provided yougive your line manager and the HR Helpline at least 6 weeks’ written notice of the new date or,if this is not possible, as soon as is reasonably practicable.Statutory Paternity Pay (ASPP - adoption) and FCA benefitsFor information on pay, benefits and your contract of employment during paternity leave,please refer to the FCA’s Paternity Leave Policy.Contact during paternity leave (adoption), “keeping in touch days”, and returning toworkPlease see the Paternity Leave Policy.Who is covered by this policy?FCA Employee Handbook 2013 68
This policy covers all employees.Ownership, updates and query managementThis is the FCA’s Adoption Leave Policy as at January 2012. The policy is owned by the HRDivision and has been developed in conjunction with the Staff Consultative Committee.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 the HR Helpline onextension 67070.Contractual status of this policyThis policy does not form part of your contract of employment.FCA Employee Handbook 2013 69
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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
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: Leave can start on any day of the w
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
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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
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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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