FCA Employee Handbook - Financial Conduct Authority

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are on maternity leave you can still work for us for ten days by mutual agreement withoutlosing SMP. An example of a KIT day could be to attend a divisional away-day, training orrefresher courses. It should not be used to introduce friends and colleagues to new familymembers. Important points to note include the following:The KIT days cannot be taken during the 2 weeks compulsory maternity leave;You can come into the office for one hour or a whole day. This will be counted as a full dayfor these purposes;The decision to take a KIT day and when that KIT day will be taken, must be made byagreement between you and the FCA;The KIT day will not bring your maternity leave to an end;We have no right to demand that you undertake any such KIT work and you cannot insistthat you undertake such work; andYou will be paid at your normal daily rate for each KIT day worked, without losing SMP.For example, if you are absent from work on maternity leave from Monday 21 May for 39weeks and return to work for two days a month in September, October, November, Decemberand finally January you would not lose any SMP.Returning from maternity leaveIf you return to work at the end of your full maternity leave period you do notneed to notify us in advance of the date of your return. Unless you notify us otherwise (seebelow), the date on which you return to work will be:the first working day after the end of your 52 weeks OML and AML; orif you wish to return to work before the end of your maternity leave period, you must giveyour line manager at least 8 weeks’ advance written notice. If you fail to do so, yourreturn to work may be postponed to a date that will ensure that the notice period isserved.The job that you will be entitled to return to will be as follows:Returning after OML – you will generally be entitled to return to the same job on the sameterms and conditions as if you had not been absent.Returning after AML – where possible, you will be entitled to return to thesame job on the same terms and conditions. If this is not reasonably practicable, in whichcase you will be entitled to be offered suitable and appropriate alternative work oncomparable terms.Breastfeeding mothersThe FCA provides facilities to new mothers who are breastfeeding and need to express milkduring the working day. You will be given access to the first aid room. Please contact one ofthe first aiders for your floor. Alternatively you can use one of the bedrooms in 25TNC. Pleasespeak to Corporate Security to gain access to these rooms.Postponement of return to workIf you are too ill to return to work at the end of your maternity leave period, the sicknessabsence policy and procedure will apply.FCA Employee Handbook 2013 76
Flexible workingIf you wish to vary your working pattern on return from maternity leave, you have the right torequest a flexible working pattern, as explained in the Flexible Working Policy. You might wishto mention to your line manager before you go on maternity leave that you are interested inapplying to work flexibly on your return. Bear in mind that you may need to attend meetingsat the office so that your request can be properly considered. If you want the changes to takeeffect on your return from maternity leave, you should make your application in good timebefore your return, using the appropriate application form.Who is covered by this policy?This policy covers all employees.Ownership, updates and query managementThis is the FCA’s Maternity Policy as at January 2012.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 the discretion of the FCA – we willpublish any changes on the intranet.If you have any questions on how the policy applies, please contact the HR Helpline onextension 67070.Contractual status of this policyThis policy does not form part of your contract of employment.FCA Employee Handbook 2013 77
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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
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: spouse/partner’s employer may ask
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
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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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