Example: marketing

Last updated May 2021 - FCA

Last updated May 2021 Contents Contents Page Our values at the FCA .. 4 About this handbook .. 5 you, the FCA and the firms we 6 Conflict of interests .. 6 Circumstances affecting employment .. 22 Information and systems acceptable use policy .. 23 Employee privacy notice .. 31 Security and vetting .. 31 Anti-money laundering and prevention of terrorist financing .. 31 Media, photography, speeches and publications Media .. 32 Social media .. 32 Political Impartiality Policy .. 34 Whistleblowing policy Background .. 35 Monitoring .. 39 Indemnity policy .. 39 References policy .. 40 Travel and expenses 41 Environmental policy .. 41 Dress code .. 42 Weekly timecards .. 42 Ordering goods and services .. 42 Personal mail .. 42 YOU .. 43 Probation .. 43 Performance and career development (PCD) .. 43 Learning and development.

(ix) employees acting in a way that breaches this Policy 1.1.1.6 Roles and responsibilities Ethics officer The ethics officer (company secretary), as the Policy owner, is responsible for: (i) setting organisational standards and expectations for managing conflict of interests (ii) providing clear policies and processes and supporting their

Tags:

  Responsibilities, Managing

Information

Domain:

Source:

Link to this page:

Please notify us if you found a problem with this document:

Other abuse

Transcription of Last updated May 2021 - FCA

1 Last updated May 2021 Contents Contents Page Our values at the FCA .. 4 About this handbook .. 5 you, the FCA and the firms we 6 Conflict of interests .. 6 Circumstances affecting employment .. 22 Information and systems acceptable use policy .. 23 Employee privacy notice .. 31 Security and vetting .. 31 Anti-money laundering and prevention of terrorist financing .. 31 Media, photography, speeches and publications Media .. 32 Social media .. 32 Political Impartiality Policy .. 34 Whistleblowing policy Background .. 35 Monitoring .. 39 Indemnity policy .. 39 References policy .. 40 Travel and expenses 41 Environmental policy .. 41 Dress code .. 42 Weekly timecards .. 42 Ordering goods and services .. 42 Personal mail .. 42 YOU .. 43 Probation .. 43 Performance and career development (PCD) .. 43 Learning and development.

2 44 Time off for public duties .. 45 YOU .. 46 Salary and benefits policy .. 46 Overtime policy .. 49 Out of hours working policy .. 50 YOU .. 51 Corporate responsibility and diversity and inclusion .. 51 Equal opportunities and respect at work .. 52 Trans inclusion policy .. 54 Equality complaints procedure .. 55 Grievance procedure .. 58 Disciplinary procedure .. 60 Performance management procedure .. 65 Redundancy policy .. 69 Parents and carers .. 70 Maternity policy .. 70 Paternity leave policy .. 74 Adoption and surrogacy policy .. 76 Shared parental leave .. 80 Parental leave policy .. 88 Time off for dependants policy .. 90 Compassionate leave .. 91 Domestic abuse policy .. 92 Further support .. 93 5. Work life balance .. 95 Holiday policy .. 95 Flexible working policy .. 97 Flexitime policy .. 101 Career leave policy .. 102 6. HEALTH AND WELLBEING .. 104 Sickness absence policy.

3 104 No smoking and vaping policy .. 109 Drug and alcohol policy .. 109 Eye tests .. 110 Fertility treatment .. 110 Medical and dental appointments .. 111 Stress at work policy .. 111 Travel health policy .. 112 Health and safety policy .. 113 SECTION 2 - CONTRACTUAL TERMS .. 115 1. General Statement of Terms and Conditions of Employment .. 115 4 Our values at the FCA Our values support our Mission and reflect what s important to us. We serve the public and our decisions directly affect the wellbeing of people, businesses and the UK economy. So our values matter. They represent the culture we aspire to every day, guiding our judgements, building trust and helping us to be at our best. The FCA expects, that as an employee, you role model and uphold each value in everything you do - in delivering your work, your relationships with colleagues, and how you represent the is more detail and guidance about our values on the Intranet.

4 The Payment Systems Regulator has its own statement of values which FCA employees working for the PSR should refer to. 5 About this handbook This handbook is divided into 2 sections. Section 1 of the handbook sets out the main policies and procedures that you will need to know while working at the FCA. The policies and procedures in this section apply to all FCA employees, including those working for the Payment Systems Regulator (the PSR is an independent economic regulator, which is a subsidiary of the FCA), and do not form part of the terms of your contract with us. Some policies in section 1 apply both to employees and to everyone else who works at the FCA including contractors, consultants, agency workers and interns. These policies are the: Information and systems acceptable use policy Security and vetting policy Whistleblowing policy Equal opportunities and respect at work policy Trans inclusion policy Domestic abuse policy No smoking and vaping policy Health and safety policyWe reserve the right to make changes to policies and procedures, or to withdraw or replace them, from time to time.

5 When we do this, we will discuss any changes with the Staff Consultative Committee as appropriate, and tell you about any changes via the Intranet. Please take the time to read and understand this handbook, and ensure you are familiar with and comply with its policies and procedures. If you have any questions about these or what you have to do to comply with them please speak to your line manager and/or the HR Helpline. All managers have a specific responsibility to operate according to the provisions in this handbook, ensure that employees understand the standards of behaviour we expect of them, and take action when behaviour falls below these standards. Managers have a specific responsibility to lead by example. They should also ensure that those they manage adhere to our policies and procedures and promote our aims and objectives with regard to equal opportunities and our values. Section 2 contains a General Statement of Terms and Conditions (the General Statement ) which is contractual.

6 The General Statement applies to all FCA employees, including those working for the PSR (employees working for the PSR have FCA contractual terms). The General Statement includes some contractual terms from the previous edition of the handbook. No new terms have been added and no changes have been made to these terms. Employees who have joined the FCA at different times have different versions of the Personal Statement. Newer versions of the Personal Statement contain provisions which deal with the matters covered in the General Statement. If there are any inconsistencies between your Personal Statement and the General Statement, the terms of your Personal Statement take precedence. However, if there is an inconsistency or conflict because a term or condition is missing from your Personal Statement, then the relevant term or condition in the General Statement will apply. 6 SECTION 1 - NON CONTRACTUAL POLICIES 1.

7 PROTECTING YOU, THE FCA AND THE FIRMS WE REGULATE Our values Deliver in the Public Interest and Act with Integrity are about holding ourselves and others accountable to the highest standards of ethical behaviour. This means approaching difficult situations with an open mind, speaking openly, and raising concerns, even when it is difficult. We also place great importance on clarity, honesty and transparency, both when setting expectations and in communicating decisions. The policies in this section many of which set expectations for the standards of conduct and behaviour at the FCA are underpinned by these values. Conflict of interests With effect from 1 January 2019 the Conflict of interests Policy replaces and supersedes the Code of Conduct and therefore with effect from 1 January 2019 all previous references to the Code of Conduct in any FCA documentation (including but not limited to in any FCA policy, any guidance or in your contract of employment) shall be interpreted as references to the Conflict of interests Policy.

8 Purpose Our Conflict of interests Policy exists to protect our employees, the Financial Conduct Authority (FCA), the Payment Systems Regulator (PSR) and the public. Our work must be carried out in an environment free from conflict or improper influence. We must be able to publicly defend the actions of those who work for us in relation to this Policy to prevent reputational damage. All of us must ensure that we are able to recognise any potential conflict of interests we have and that they do not affect, or appear to affect, a decision of ours. Integrity is a principle of public life and is one of our core values. Our reputation for impartiality and independence is vital to our effectiveness and the public interest. We must be objective in our decision-making, and our personal interests should never influence our decisions at work. This Policy is supported by procedures and guidance referenced throughout the Intranet.

9 Scope This Policy applies to employees of the FCA. Principles: The principles of this Policy align to our values and are: (i) Always act with honesty and integrity; (ii) Be open about the relationships and personal interests that could be seen as influencing your independent judgment; (iii) Always alert your manager to any actual or potential conflict of interests and agree with them how they should be managed. Declarations should be made on appointment, as and when they arise throughout the year, as well as during the annual attestation process; (iv) Do not seek a profit (or avoid a loss) for yourself or others by making personal use of information acquired during your duties; 7 (v)Ensure you do not leave yourself open to (or perceived to be opento) improper influence through the acceptance of gifts andhospitality, or otherwise; and(vi)Exercise caution in managing your finances and do not undertaketransactions that, by their nature or purpose, would be Risks to be managed The processes and controls associated with this Policy are designed to prevent: (vii)loss of public confidence that our decision-making is objective,impartial and independent(viii)employees failing to recognise, declare and manage any potentialconflict of interests(ix)employees acting in a way that breaches this Roles and responsibilities Ethics officer The ethics officer (company secretary), as the Policy owner, is responsible for.

10 (i)setting organisational standards and expectations for managing conflictof interests(ii)providing clear policies and processes and supporting theirimplementation(iii)providing tools for the organisation ( , training and awarenessmaterials) to make compliance transparent and roles clear(iv)providing support for all aspects of conflicts, including on appointmentand change of role, at the time of annual declarations/attestations andon an ongoing basis(v)working with Internal Audit, as required, on any potential concernsabout bribery under this Policy(vi)monitoring the application of the Policy, including:-receiving reports on declared gifts and hospitality and requestingreports on gifts and hospitality to assure that employees arecomplying with the Policy-receiving copies of requests to deal in shares-reporting on declarations of interest and relevant attestations to localmanagement, the Executive Committee, t he Audit Committee and thePSR Senior Leader TeamEmployees You must meet the requirements of this Policy and follow the underlying processes.


Related search queries