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EMEA EMPLOYEE HANDBOOK
FOREWORD This Citadel EMEA Employee Handbook is supplemented by separate Addenda for the UK, Ireland and Switzerland. The Handbook and Addenda do not apply to employees whose normal place of work is in France.
References below to the Handbook mean the Handbook and the Addenda which apply to you.
This Handbook supersedes all previous employee handbooks, policies, practices and procedures applicable to Citadel employees whose normal place of work is in EMEA (except France). In addition, this Handbook supplements Citadel’s compliance policies, manuals, procedures and bulletins, which are available on our Legal and Compliance web or intranet page, as appropriate. You should also refer to the Intranet’s “Employee Resources” and “My Benefits” tabs for additional policies and benefits information.
It is important that you adhere to all of Citadel’s policies and procedures, whether included in the Handbook or elsewhere. You may be required to affirm and accept the information contained in the Handbook on a yearly basis, and by affirming the Handbook, you will be deemed to have accepted the terms and conditions of employment set out in it (as amended from time to time). You may also be required (by the regulatory rules in your Home Location) to provide Citadel with a regulatory certification/declaration on a periodic basis. Please refer to your Home Location Addendum for further information.
We expressly reserve the right to modify the Handbook or amend or terminate any policies, procedures or employee benefit programs, whether or not described in the Handbook, at any time, or to require and/or increase employee contributions toward such benefit programs.
We will provide you with the appropriate training regarding these policies. If you have any questions regarding the Handbook, please contact Human Resources.
TABLE OF CONTENTS
A. Introduction and Welcome Purpose of this Handbook
Handbook Structure
Governing Law and Interpretation
B. Supplementary Terms and Conditions of Employment
Your Appointment and Working Hours
Right to Work and Background Checks
Restrictions and Regulatory Approval
Commencement and Continuous Service
Probationary Period
Job Title, Duties and Training
Normal Place of Work
Your Work Schedule
Attendance and Punctuality
Outside Interests and Whole Time and Attention
Personal Solicitations
Salary and Expenses
Salary and Benefits
Expenses and Deductions
Bonus Awards
Bonuses/Incentive Awards
Annual Leave, Sickness and Other Leave
Annual Leave
Sickness Leave
Other Leave
Rules and Codes of Practice
Regulatory Compliance
Cooperation with Investigations
Ensuring Ethical Responsibility
Protecting Confidential Information
Avoiding Conflicts of Interest
Disclosing Potential Conflicts
Financial Interests
Personal Data
Collective & Workforce Agreements
Leaving Citadel
Notice of Termination of Employment
Summary Termination
Service of Notice
Return of Citadel Property
C. Non-Contractual Policies and Procedures...
Introduction
Employment Policies
Access to Personnel Records
Employment References
Employment of Relatives
Gifts and Entertainment
Internal Hires
Personal Relationships in the Workplace
Workplace Policies
Working with Respect
Health and Safety Policy
Drugs and Alcohol
Office Facilities and Environment
Personal Appearance
Personal Property
Workplace Violence
Policy for Use of Citadel’s IT Systems
Professional Standards, Conduct and Ethics
Whistleblowing Policy
Media Enquiries, Social Media, and Presenting in Public
Disciplinary Procedure
Grievance & Workplace Concerns Procedure
Use of recording devices in meetings
Employee Welfare and Benefits
Education and Training Programs
Employee Referral Program
Family Leave and Other Time Off
Employee Wellbeing
A. Introduction and Welcome
Welcome to Citadel! Citadel is a place where extraordinary people come together as a team in the pursuit of excellence. We have a proven history of collaborating to solve complex problems that many think unsolvable and breaking down barriers that others deem insurmountable. Our extraordinary colleagues are the key to our success. We take pride in our cohesive and cooperative work environment; an environment that offers exciting and rewarding experiences and produces superior results because of the efforts of the people involved.
Purpose of this Handbook
This Handbook is your guide to your employment at Citadel and is intended to highlight important policies, procedures and programs. You should read this Handbook and familiarise yourself with its contents. Updates to the Handbook will be published periodically. Please refer to the Intranet for the most recent version.
If you have any questions regarding any of Citadel’s policies, procedures or programs, please ask your manager or Human Resources for assistance. Note that additional policy information and forms can be found on the Intranet.
Handbook Structure
This Handbook is divided into a number of sections:
Section A contains this introduction.
Section B contains additional terms and conditions of employment which supplement those set out in your Offer Letter, Employment Terms, and other relevant documents. The terms set out in Section B are contractually binding.
Section C contains our policies which apply to you. These do not form part of your contract of employment and are not contractually binding but they are important and you are expected to comply with them. Failure to do so may result in disciplinary action up to and including dismissal.
Addenda –you should refer to the relevant country Addendum for the Citadel location where you normally work. This contains additional policies and information applicable only to employees working in that country.
Governing Law and Interpretation
This Handbook is governed by and construed in accordance with the laws of the location in which you normally work. In this Handbook we refer to this as your “Home Location”. The Handbook is also subject to the provisions set out in the Citadel Dispute Resolution Procedure.
In this Handbook:
“Citadel” means the Citadel entity which employs you and any other Citadel Group entities in your Home Location (or seconded location where applicable); and “Citadel Group” has the meaning given in the definitions section of your Dispute Resolution Procedure. References to “we”, “us” and “our” are to Citadel. B. Supplementary Terms and Conditions of Employment
This Section B of the Handbook (including the contractual section of your Home Location Addendum), together with the following documents, comprise your contractual terms and conditions of employment (i.e., your contract of employment):
1. Offer Letter and/or Secondment Letter (as appropriate); 2. Employment Terms; 3. Non-Disclosure, Non-Compete and Non-Solicitation Agreements; 4. Dispute Resolution Procedures in place from time to time; 5. Employee Incentive Plans; and 6. Affirmations The terms of your Offer Letter or Secondment Letter and/or your Employment Terms, the Non- Disclosure, Non-Compete, Non-Solicitation Agreement and the Employee Incentive Plan documents take precedence if there is any inconsistency or conflict between them and Section B of the Handbook and the contractual section of your Home Location Addendum.
If you are seconded to work for Citadel in EMEA from another member of the Citadel Group outside of EMEA, your contractual terms of employment (and benefits) will continue to be governed by your Offer Letter and/or contract of employment (except in relation to work schedules and holidays which will be governed by local custom in your host location instead), together with any applicable international assignment letter or secondment agreement. You will be expected to adhere to the policies in Section C of this Handbook and any Host Location addendum for the duration of your secondment. Except where the contrary is stated, all consents and authorisations which you are required to obtain from us shall be given by your manager or the Chief Operating Officer, or by such other person as they may nominate from time to time. With the exception of any member of the Citadel Group, a person who is not a party to any of the documents listed above, has no rights to enforce the terms of those documents or Section B of this Handbook and the contractual section of your Home Location Addendum. As of January 1, 2022, Citadel HF Management (Europe) LLP (“HFM”) succeeded Citadel Europe LLP (“CELLP”) in interest, and the members of HFM provide services to Citadel on an exclusive basis. As such, members of HFM are “Citadel Employees” for purposes of the Program and your Employment Agreements. We reserve the right to make reasonable changes to any of the terms and conditions in this Section B and the Addenda. Your Appointment and Working Hours
Right to Work and Background Checks
Your employment with us is conditional on you being legally entitled to work in your Home Location at all times during your employment. It is also conditional upon us receiving satisfactory results of full background, reference and other checks, where applicable.
Before you start employment with us and, if requested, at any time during your employment, you must provide us with acceptable evidence of your right to work in your Home Location. You will allow Human Resources to inspect your original passport/identity card or other documentary evidence of your right to work in your Home Location and take a copy for our records.
If you require a work visa or other legal permission to work in your Home Location, your employment with us is and will continue to be conditional upon such visa or permission being granted and remaining in force and you must: • Notify Human Resources immediately of any change in your circumstances which may affect your visa/immigration status; • Ensure Human Resources have at all times your current contact details; and • Provide Human Resources with further copies of your visa/permission as and when this is updated or amended. Your employment with us will terminate automatically and without notice if you cease to be lawfully entitled to work in your Home Location. Restrictions and Regulatory Approval
Your employment is also conditional upon you:
• Not being subject to any limitation, obligation or agreement, whether imposed by contract, statute or otherwise, that would preclude your employment by us or in any way restrict your ability to perform your duties as an employee; and • Meeting any regulatory requirements, including any regulatory certification/declaration requirements, and receiving any necessary authorisation/consent from any relevant regulatory body which are required to enable you to undertake your duties, and any such requirements continuing to be met and any necessary authorisation, consent, certification and / or declaration remaining in place. Your employment with us may be terminated without notice if you are unable to comply with these requirements. Commencement and Continuous Service
The commencement date of your employment will be as stated in your Offer Letter or notified separately to you in writing. Your period of continuous employment will begin on the commencement date unless otherwise stated. Your employment will continue indefinitely until terminated in accordance with your Employment Terms or this Handbook.
Probationary Period
The first three months of your employment will be a probationary period to review your suitability for the job. Unsatisfactory performance or conduct could result in a decision to terminate your employment in writing at any time during or at the end of your probationary period. We reserve the right to extend your probationary period at our sole discretion.
Your employment may be terminated during the first calendar month of your probationary period, by either you or us, without notice. For the remainder of your probationary period, the notice required to be given by either party is one week. On satisfactory completion of your probationary period (or any extension), your notice period will be as set out in your Employment Terms. Unless you are notified otherwise in writing, you will be deemed to have successfully completed your probation at the end of your probationary period. Job Title, Duties and Training
Your job title is as set out in your Offer Letter. Your role will include any duties that we may assign to you consistent with your job title (including any regulatory duties applicable to your role) and any other duties that we reasonably ask you to undertake from time to time. We reserve the right to make certain changes to your title, duties or reporting line (and any written job description) at any time. In addition, you may be seconded to, or asked to perform duties for (or where legally permissible in your Home Location, provide services to, and if relevant be at the disposal and control of), other members of the Citadel Group.
You must attend any compulsory training given. Please refer to Section C of this Handbook and the intranet for further information on training programs that we offer. Normal Place of Work
Your normal place of work is set out in your Home Location Addendum. You may be required to undertake business travel within your Home Location and to other jurisdictions including to the offices of any member of the Citadel Group, clients and business associates, for the proper performance of your duties. You may also be required to travel to other Citadel Group offices in other jurisdictions for training which, on commencing employment, may be for an extended period of several months.
Your Work Schedule
Citadel’s typical work week is Monday to Friday. Your manager will determine your normal working hours and may authorise variations from this pattern from time to time. These will typically reflect our normal office hours for your Home Location but you may be required to work additional hours to fulfil your role. At its sole discretion, Citadel may modify your normal working hours from time to time to meet varying business conditions. Working hours for part- time employees will be as agreed with the relevant manager(s).
Attendance and Punctuality
Your regular attendance and punctuality are vital to operations and performance, and are your responsibility. If you are unable to work because of injury or illness or will be late for any reason, you must notify your manager in accordance with the applicable sickness notification requirements. In the absence of mitigating circumstances, you are expected to notify your manager of your absence or lateness prior to the start of your scheduled workday. Failure to do so will result in an unauthorised absence. Excessive unauthorised absences or lateness may result in disciplinary action, up to and including termination of employment.
Outside Interests and Whole Time and Attention
As an employee of Citadel, you are expected to devote your full business time and attention to the performance of your duties at Citadel. Accordingly, you may not:
• hold a regular job or do business on a regular basis outside of Citadel; • perform work for a past, present or potential investor, customer, client, vendor
or competitor of Citadel; • author a publication; • speak at a public event; or • engage in other outside business activities without prior written approval from your manager and Legal & Compliance. Prior to commencing any Outside Business Activity, employees must obtain approval via the Outside Business Activity Disclosure Form which is available on the Compliance Intranet page. Your manager may request that you terminate or modify the terms of any outside work at any time, in order to allow you to devote your business energies to Citadel business. Refusal to comply with such a request may result in disciplinary action, up to and including termination of employment.
Personal Solicitations
To maintain a professional and respectful work environment and to avoid potential offence or disruption, you should not distribute literature or printed materials of any kind, sell merchandise, solicit financial contributions or otherwise promote causes to your colleagues without prior approval from Legal & Compliance. Your attention is also drawn to our Political Contribution Compliance Policies which are available on the Intranet.
Salary and Expenses
Salary and Benefits Salary
Your basic salary is as set out in your Employment Terms. This will be paid monthly after deduction of any applicable tax and social security contributions and any other statutory or contractually agreed deductions (or deductions required by law) in equal instalments in arrears in accordance with our procedures from time to time in force. Currently payment is made on or around the 25th day of each month and credited to the bank account nominated by you. Your salary will be reviewed from time to time. Any changes are solely at our discretion and will be notified to you in writing. Any increase in salary should not give rise to any expectation of further increases in subsequent years. All such communication will be private and confidential and should not be discussed with other employees. Any queries relating to salary payments should be raised with the Payroll Team without delay. Benefits
During your employment with us, you will be eligible to participate in a number of benefit schemes, subject in each case to you meeting (and continuing to meet) any terms, requirements and conditions imposed by the vendor or insurer from time to time. Details of the current scheme(s) and scheme documents are available on the Intranet, or alternatively from Human Resources. We may amend, replace or discontinue any of these benefits or change the benefit providers at our discretion at any time. If a vendor or insurer refuses cover or fails to provide a benefit then we shall be under no obligation to take any further steps to provide it and you will have no right of action against us in respect of such a refusal or failure. Expenses and Deductions
We shall reimburse you for all expenses reasonably and necessarily incurred by you in the proper performance of your duties in accordance with the Global Travel and Expense Policy as amended from time to time, and available on the Intranet.
Any payments (including reimbursement of overpayments) due from you to us or any member of the Citadel Group may be deducted from your salary, bonus, unvested or vested CEIF or other deferred compensation plans, incentive awards and/or from any other money that we owe to you. To the extent Citadel is required to pay tax, social security contributions, any levy and/or associated costs in any jurisdiction other than your Home Location, it may deduct these from any sums owed to you on the same basis.
Bonus Awards
Bonus/Incentive Awards Citadel retains the option, in its sole discretion, to pay bonuses to employees on a periodic basis, in recognition of your achievements. Decisions as to whether to award a bonus, the amount of such bonus, and who receives a bonus are entirely at our discretion and you will be notified in writing whether you will receive a bonus. Eligibility for incentive awards, deferred awards, equity awards and other bonuses or special payments is also conditioned on the employee meeting all terms, conditions and/or obligations of the applicable award documents (including any partnership agreements, program documents, and award letters), as amended from time to time.
If you are absent from work for more than two weeks for reasons other than: • your entitlement to take annual leave; or • a period of sickness absence for which you receive company sick pay, your bonus/incentive award may be reduced accordingly save for in respect of the compulsory maternity leave period which will be treated as if you were not absent. Absences related to disabilities may also be disregarded. You will not be eligible to receive a bonus/incentive award if your employment has been terminated (by you or us) or if you are under a notice of termination (whether given by you or us) at the time such bonus/incentive award is paid. The decision whether to award you a bonus/incentive award and/or the payment of any bonus/incentive award that has been awarded may be deferred at our discretion in the event that you are under investigation for a potential disciplinary offence or disciplinary proceedings are pending or proceeding against you. If disciplinary allegations are upheld against you between the date of the award of any bonus/incentive award and payment of bonus/incentive award, the award may be reconsidered and may be reduced (or cancelled entirely) at our discretion. Annual Leave, Sickness and Other Leave
Annual Leave Entitlement
Our annual leave year is the calendar year. In addition to public holidays in your Home Location you are entitled to 25 working days paid annual leave days per year (your “Contractual Annual Leave Entitlement”) to be taken at times convenient to us. Your Contractual Annual Leave Entitlement is inclusive of any statutory annual leave entitlement. If we require you to work over a public holiday you will be entitled to a day’s annual leave in lieu, and any additional payments required by law in your Home Location. Procedures
We will not unreasonably refuse requests to take annual leave, although approval is granted in our sole discretion. Please ensure that you make every effort to give your manager reasonable notice of any proposed annual leave that is requested. You may not take annual leave without the prior approval of your manager. Where you hold a regulated position, it is especially important that annual leave absences are booked and planned well in advance to ensure appropriate temporary cover of any regulatory responsibilities. Up to five days of your accrued but unused Contractual Annual Leave Entitlement will automatically be carried forward from each annual leave year. Additional carryovers are subject to the prior written approval of your manager, Business Head and Human Resources (which will only be given in exceptional circumstances).
Termination of Employment
On the termination of your employment we will pay you in lieu of any accrued but untaken Contractual Annual Leave Entitlement based on the accrual rate specified in your Home Location Addendum. We reserve the right to require you take any outstanding Contractual Annual Leave Entitlement during your notice period (including during any period of garden leave). Sickness Leave
Notification and Sick Pay
We recognise that employees may need to take time off from work as a result of sickness or injury. You must comply with the notification requirements set out in your Home Location Addendum in respect of any absence and in order to receive any statutory or company sick pay that you may be entitled to. Failure to do so may also be a disciplinary offence. We also reserve the right not to pay company sick pay where you take sick leave whilst under investigation or where disciplinary proceedings have commenced against you. Medical Examinations
We reserve the right to require you to be examined at any time by an independent doctor or medical practitioner of our choice and at our expense, and you agree to give consent to the disclosure of any medical report prepared by such person to us. We reserve the right to cease payment of any company sick pay and to discontinue the provision of other benefits to you if you refuse to comply with any such requests, if you are deemed fit to return to work or if you fail to follow medical advice concerning treatment, medication or rehabilitation without good reason. Other Leave
There are no other entitlements to paid leave in circumstances other than holidays, sickness, family leave and pursuant to statutory rights. If you satisfy any relevant conditions in your Home Location, you may have statutory rights to take paid leave in certain circumstances, including maternity, paternity, adoption, shared parental and parental bereavement leave. Please refer to your Home Location Addendum for our policies and procedures on such matters.
Rules and Codes of Practice
Regulatory Compliance Due to the nature of Citadel’s activities, our practices and procedures are highly regulated. Employees in regulated roles must adhere to the regulatory principles and rules that apply in their Home Location. Please refer to your Home Location Addendum for further information.
Cooperation with Investigations
From time to time, and in our sole discretion, we may authorise or conduct an investigation into possible misconduct, rule or regulatory breaches or otherwise seek to gather information for compliance purposes. You are expected to fully co-operate with any request to participate in such an investigation. Investigations may be conducted in person, via telephone, or over platforms such as Zoom, and you may be required to turn on the webcam. Failure to cooperate so may result in disciplinary action.
Ensuring Ethical Responsibility
We expect all of our employees to act with the highest standards of integrity. You should at all times be guided by the fundamental principles of trust, honesty, objectivity, fairness and respect for yourself and others. Our reputation for high regulatory and professional standards is vitally important. Every employee has a direct personal responsibility to:
• Comply with, not just the letter, but also the spirit of regulatory and legal requirements; and • Observe the highest standards of integrity and fair dealing. Specific standards and guidelines for ethical conduct are explained in the Compliance Manual, and other policy statements or manuals that you may receive from time to time. If you are unsure what is expected of you or if a matter is particularly complex or sensitive, you should discuss the matter with your manager, Human Resources, the Chief Compliance Officer or the Chief Operating Officer. If you believe that we are, or another employee is, in breach of, or at a risk of breaching, these standards, you must alert the Chief Compliance Officer or the Chief Operating Officer. The importance of upholding our standards overrides all other considerations. Please consult our Whistleblowing Policy in this Handbook and your Home Location Addendum for our policy on disclosing such information. Protecting Confidential Information
As our employee, you will have continuous access to proprietary information, confidential business information and trade secrets regarding our affairs, and our current and former employees and investors (and those of any member of the Citadel Group). You are responsible for maintaining this information in strict confidence. You may be required to accept and sign the following additional documents as a condition of your employment. Where applicable, they will be provided to you with your offer documentation:
• Non-Disclosure, Non-Compete and Non-Solicitation Agreements; • Dispute Resolution Procedure; • Personal Account Trading Policy; and • Any other documents required by the applicable regulatory body in your Home Location. You must familiarise yourself with these documents. You are also responsible for complying with Citadel’s Confidential Information and Material Non-public Information Policy and other policies related to confidential information such as Citadel’s Information Barrier Policy and the Policy for Use of Citadel’s IT Systems which can be found on the Intranet. Any improper use, transfer or disclosure of Confidential Information (which is defined in your Dispute Resolution Agreement), whether for business or personal purposes, may result in disciplinary action, up to and including summary dismissal, and you may also be subject to civil and criminal penalties. Generally, all information obtained and work product produced – including, but not limited to, Confidential Information, documents (whether printed, electronic, white-boarded, or other), data, source code, executable binaries, notes, and diagrams – during your employment with Citadel, are Citadel property. You may not remove documents or work product from Citadel’s premises without authorisation. You are responsible for taking necessary care to adequately secure our Confidential Information against inadvertent disclosure. This includes, but is not limited to, sealing files, locking cabinets, desk drawers and briefcases, avoiding sensitive conversations on mobile phones and in public areas (particularly enclosed areas such as elevators and airplanes), never sending Confidential Information to your personal email or data-storage account, and ensuring that data stored on computer hardware, such as laptops, cannot be viewed by others in your surroundings and is password protected or encrypted where appropriate. You must ensure you do not store Citadel documents or work product in unapproved locations, or store using unapproved tools, including source code management systems, or document management or workflow systems. In addition, you must carefully safeguard Confidential Information provided to you by third parties by virtue of your employment with Citadel. Personal photographic and/or other imaging devices, including phone cameras, are not to be used in Citadel offices at any time.
If you leave Citadel, you may not in any way misappropriate, store, use, disclose, or transmit Confidential Information obtained while working here. Nothing in this Section will prevent you from making a whistleblowing disclosure in accordance with the Whistleblowing Policy in this Handbook and your Home Location Addendum or from: • Reporting any wrongdoing (including misconduct or serious breaches) to a regulator or statutory supervisory body; • Reporting a criminal offence to the police/appropriate law enforcement agency; or • Co-operating with a criminal or regulatory investigation or prosecution. Citadel is firmly committed to cooperating with regulatory inquiries and examinations. You should abide by our policies and agreements in relation to communications with regulatory authorities, but there may be circumstances in which it is appropriate for you to raise your concerns directly with a regulatory authority. Without prior authorisation from Legal & Compliance, however, Citadel does not authorise you to disclose to regulators a communication that is covered by Citadel’s attorney-client privilege. Knowingly or carelessly providing inaccurate or misleading information to regulators is prohibited and you must exercise due care when gathering information or preparing documentation to be provided to regulators. Avoiding Conflicts of Interest
We respect the right of employees to invest in private enterprise and to engage in appropriate personal activities. However, you are responsible for avoiding any conflict between your personal interests or activities, and our interests and those of the Citadel Group. As a general rule, this means that you must not acquire a personal interest in securities or properties or permit yourself to come under any personal obligation that might tend to cause you to use your position with us for private gain or to obtain benefits or favours either for yourself or anyone you know, or will influence your conduct on our behalf. Conflicts can arise with suppliers, investors and other organisations or people seeking to do business with us and any member of the Citadel Group, and can involve investments, outside employment or personal relationships.
If you encounter a situation in which you or an immediate family member, including your spouse, minor children and other adults living in your household, might have an actual or potential conflict of interest, you must immediately discuss the situation with your manager, the Chief Compliance Officer or the Chief Operating Officer. This allows appropriate personnel within the organisation to make an informed, independent decision regarding a potential conflict. We will determine in our sole discretion whether a conflict exists and what action, if any, should be taken. Failure to follow these steps or breaches of the conflict rules as set out above in may result in disciplinary action.
Disclosing Potential Conflicts
We have established certain disclosure requirements designed to help you comply with these professional standards of responsibility and thereby prevent conflicts of interest. These policies attempt to cover common situations but are not exhaustive. You must exercise sound judgement consistent with these policies at all times in the performance of your duties. If you are unsure as to the conduct required from you or have any questions either regarding your own activities or those of your co-workers, you must seek guidance from the Chief Compliance Officer or the Chief Operating Officer.
Financial Interests
You must disclose any financial interests that you or any member of your immediate family holds in a present or potential investor, vendor or competitor of ours (or any member of the Citadel Group). Immediate family includes your spouse, minor children and any adult living in your household. Such financial interests, which include individual brokerage accounts, must be identified on the Personal Account Information Form or Private Placement Disclosure and Pre-Approval Form as appropriate. If you do have such a financial interest, you must not represent us or be involved in any transaction with such present or potential investor, vendor or competitor of ours (or any member of the Citadel Group). This sub-section does not apply to ownership of less than 1% percent of the equity or debt of a publicly held corporation.
As further explained in the Compliance Manual, the Policies and Procedures Regarding Confidential Information, Information Barriers and the Prevention of Insider Trading and the Personal Investment Policies (the “Policies”), any trading in Covered Accounts as defined in the Personal Investment Policies, such as trading on your personal account, and any trading your immediate family wishes to make on their personal accounts must be approved in advance. Approval must be sought for personal account trading by using the relevant platform at the Personal Investment Center located under “Legal & Compliance” on the Intranet. Failure to comply may result in disciplinary action, up to and including dismissal, as well as other legal implications and penalties. Personal Data
Processing of personal data and Citadel’s policies
In a similar way to many businesses, we hold and process a wide range of information, some of which relates to individuals – known as “personal data”. In relation to processing personal data about our employees, please refer to the Citadel EEA, Switzerland and UK Workplace Privacy Notice which can be found on the Intranet. In relation to processing personal data generally (including about our employees), we are required to comply with the law on data protection. To help us achieve this, we have adopted policies including the Personal Data Protection Procedures for EEA, Swiss and UK Data, the Information Security Policy and Policy for Use of Citadel’s IT Systems. Copies of these policies may also be found on the Intranet. You must read these and comply with them in carrying out your work. If you are unclear how the policies apply or, more generally, what you need to do to comply with the law on data protection, you should speak to Human Resources or contact Legal and Compliance via email at GDPR@citadel.com In the event of a data breach, you must notify your line manager and the GDPR Incident Response Team at GDPRIncidentReport@citadel.com immediately. Failure to provide notice of a breach or to provide information as set out above will be treated seriously and disciplinary action may be taken. Further information about data breaches can be found in the Personal Data Protection Procedures for EEA, Swiss and UK Data.
We monitor our premises and the use of our communication facilities for the purpose of monitoring compliance with our policies – in particular our data, IT and Compliance policies - and where non-compliance is suspected, investigating in a more targeted way. There are CCTV cameras in operation within and outside our offices, which are used for the following purposes:
• to prevent and detect crime; • to protect the health and safety of our staff and visitors; • to manage and protect our property and the property of our staff and visitors; and • to monitor compliance with our procedures. All cameras have been positioned so that they view only those areas that are to be monitored for the purposes stated above, and all cameras are clearly visible. We have displayed signs in the areas that are covered by our CCTV cameras to notify individuals that they are entering an area that is monitored by CCTV. We do not regularly undertake covert monitoring, and only do so in specific situations in order to investigate suspected criminal activity, and to maintain the safety of our employees.
The summary above is for information only. Unless specifically notified by us, we do not rely on your consent as a legal basis for processing your personal data. Agreeing to the terms of this Handbook will not constitute your giving consent to our processing of your data unless specifically permitted in your Home Location. We reserve the right to amend the notice, policy and procedure documents referred to above from time to time. Collective & Workforce Agreements
There are currently no collective or workforce agreements which directly affect the terms and conditions of your employment, nor do we recognise any trade unions or external bodies which may influence changes to your terms and conditions.
Leaving Citadel
Notice of Termination of Employment We reserve the right to enforce your full notice period. However, in some situations, we may consent to waiving all or part of your notice period at our discretion.
Where legally permissible in your Home Location, we reserve the right (but shall not be obliged) to terminate your employment with immediate effect and pay your salary only (but not any other benefits, bonuses or other pay) in lieu of all or any of your notice period. This applies whether notice has been given by you or us and this right may be exercised at any time. Any payment in lieu of notice will be subject to any applicable tax or other deductions required by law. Any payment in lieu of notice shall be made within one month of us notifying you in writing that we intend to exercise this right.
We also reserve the right to require you not to perform any duties and/or not to attend our premises and not to contact any of our (or any member of the Citadel Group’s) clients, counterparties, brokers or employees once notice of termination of employment has been given. This is known as garden leave. During any period of garden leave you will continue to receive your salary and benefits (or a payment in lieu of the value of such benefits, where applicable) and you will be required to take any accrued outstanding Contractual Annual Leave Entitlement. You will not be eligible to receive a bonus or an Incentive Award. For the avoidance of doubt, you shall not work for anyone other than us during garden leave and your obligations of fidelity and confidentiality continue to apply (including but not limited to, your obligations under the Non-Disclosure, Non-Compete, Non-Solicitation Agreements and the Dispute Resolution Procedures). Unless you receive prior written approval from your manager, you may not announce your resignation from Citadel to third parties before or during your notice period. Doing so would be a breach of your Non-Disclosure Agreement and Citadel’s Confidential Information and Material Non-public Information Policy. The ability of Citadel to maintain the confidentiality of employee resignations before and during the notice period is necessary to protect Citadel’s business interests and ensure a smooth transition. Summary Termination
Notwithstanding any other provision of this Handbook and in accordance with local law, we shall (without prejudice to our other rights and remedies) be entitled to terminate your employment without notice and without pay in lieu of notice in appropriate circumstances including those listed in the Disciplinary Procedure in this Handbook, or if you become incapacitated, bankrupt or if you make any arrangement or composition with or for the benefit of your creditors generally.
Service of Notice
Any notice required to be given under this Handbook or your Employment Terms should be in writing, addressed for the attention of your manager or Human Resources, and shall be deemed served if it is personally delivered or sent by registered post to the last known address of the other party, or sent by email. Any notice posted shall be deemed served upon the second calendar day following that on which it was posted. Any notice sent by email shall be deemed served on the business day after it was sent.
Return of Citadel Property
Upon termination of your employment, or at any other time if so required by us, you shall immediately return to us via your manager or Human Resources any property, including any files, reports, analyses, charts, records, materials, drawings, laptops, computer hardware or software, entry passes, keys, mobile telephones and other electrical devices, credit cards, etc., any copies of the same, and any intellectual property belonging or relating to us or any member of the Citadel Group which you created or received during the course of your employment with us and which are in your possession or under your control. Any confidential information or intellectual property belonging to us or any member of the Citadel Group which is on a personal computer, personal electronic device or personal storage device of any kind must be forwarded to us and then irretrievably deleted upon the termination of your employment. You also agree to sign an affirmation (where requested) that all such property has been returned/deleted.
C. Non-Contractual Policies and Procedures
Introduction
This Section C of the Handbook (as supplemented or amended by any relevant Addenda), sets out our non-contractual policies and procedures which apply to you. We reserve the right to amend, withdraw or replace any policies in this Section C and the Addenda at any time.
Citadel expects every employee to use common sense and good judgement, to perform their job in a careful, conscientious and satisfactory manner, to comply with all policies, and to conduct themselves professionally in a way that will foster good relationships with the employee’s managers, co-workers, investors, vendors and other persons with whom Citadel does business. The policies and procedures in this Section C are important and you are expected to comply with them. Failure to do so may result in disciplinary action up to and including dismissal. While this Handbook lists some of the ways in which Citadel expects its employees to act, it is not exhaustive. Employment Policies
Access to Personnel Records Citadel maintains personnel records for each employee in a personnel file. These files contain documentation regarding most aspects of your employment, including, but not limited to, performance evaluations, compensation letters, disciplinary warnings and other notices. Information obtained from physicians or other healthcare professionals in relation to any medical-related issue is maintained and kept in a separate file that is confidential. Citadel seeks to maintain up-to-date, accurate and complete personnel files at all times. It is your responsibility to manage updated telephone number(s), home address, emergency contact information or legal or preferred name in the Company’s HR system. It is your responsibility to maintain and update changes in number of dependents, or beneficiary designations on the respective employee benefit system. You have the right to review your personnel file and payroll records consistent with applicable law in your Home Location. If you wish to review your personnel file, please submit a written request to Human Resources.
We respect the privacy of employees and will control access to individual files. Personnel records are maintained as confidential data, and are shared only with those people with a need to know. Employment References
We provide multiple resources for employees to obtain employment and/or income verification letters. Please refer to the Employee Resources section on the Intranet for more information on available options.
Employment of Relatives
Relatives of employees are eligible to work for Citadel if they meet our hiring standards. To avoid conflicts of interest and the perceived appearance of bias or favouritism, relatives may not work with one another in a manager/subordinate relationship, in the same managerial line, or in positions involving the review or auditing of each other’s work.
For purposes of this policy, a relative is any person who is related by blood or marriage/civil partnership, or whose relationship with the employee is similar to that of persons who are related by blood or marriage/civil partnership. This policy applies to all employees without regard to the gender or sexual orientation of the individuals involved. Gifts and Entertainment
You must not (whether for your own benefit or for that of anyone else) solicit, accept or offer any favour, gift, entertainment or other benefit, the size or frequency of which exceeds what would be considered normal business practice or which might otherwise distort proper commercial judgement or harm our reputation. This applies to any such gifts, entertainment or benefits from or to any existing or prospective investor, counterparty, supplier, contractor or other person having (or aspiring to have) a business relationship with us or any member of the Citadel Group. If you have any doubt as to whether a gift or benefit is acceptable, please consult the Chief Compliance Officer or speak to Human Resources.
Please refer to the Compliance Manual, the Business Gifts and Entertainment Policies and our Anti-Bribery Policy for details, all of which are available on the Intranet. Internal Hires
Citadel may post various internal job opportunities on the Intranet. If you have been employed for more than one year, are an employee in good standing, and interested in exploring one of these opportunities, please contact the Recruiting team.
Personal Relationships in the Workplace
Citadel prohibits relationships between a manager and a member of the manager’s staff (an employee who reports directly or indirectly to that person) and between employees who are in positions involving the review or audit of each other’s work, as permitted by law. Citadel also prohibits relationships where there may be a real or perceived conflict of interest, as determined in Citadel’s sole and absolute discretion. If such relationships exist, the parties need to be aware that Citadel, at its sole discretion, may effect modifications, including, but not limited to, implementation of enhanced controls in respect of one or both roles, one or both employees may be moved to a different department, or other action may be necessary, up to and including termination of employment.
If any employee enters into (or is already in) a relationship, the parties must notify their Department Head and Human Resources. If there is any ambiguity or doubt as to whether a particular relationship creates a real or perceived conflict of interest, employees are expected to seek clarification with Human Resources. At all times, you are expected to respect the confidentiality obligations that you and other employees owe to Citadel. You may not disclose sensitive information to any employees that do not have a business need to know, and should not ask or probe for sensitive information that other employees are not permitted to disclose to you. Workplace Policies
Working with Respect Equal opportunity and diversity
A diverse team and an inclusive culture are foundational to our mission of being the world’s most successful investment team and market maker. A broad array of viewpoints and experiences drives faster innovation and superior execution, creating a meaningful source of competitive advantage. For three decades, we have flourished by attracting extraordinary individuals of all backgrounds, upholding meritocracy and winning with integrity. We are an equal opportunity employer and oppose all forms of discrimination. We believe that all individuals should be treated on their merits and that employment-related decisions should be based on objective job-related criteria such as aptitude and skills. Discrimination against employees and other workers - whether protected by law or otherwise - is strictly prohibited. You must not discriminate against job applicants (in recruitment arrangements and decisions), employees and other workers (in relation to terms and conditions of employment/work, compensation, opportunities for training and promotion, dismissal and other matters) and to certain ex-employees (e.g. in relation to references).
If you are disabled or become disabled, you are encouraged to tell us about your condition so that we can support you as appropriate. If you experience difficulties at work because of your disability, you may wish to contact your manager or Human Resources to discuss any reasonable adjustments or accommodations that would help you overcome or minimise the difficulty. Your manager or Human Resources may wish to consult with you and your medical adviser about possible adjustments. We will consider the matter carefully and try to accommodate your needs within reason or look to find an alternative solution where possible.
Anti-Bullying & Anti-Harassment
Our zero-tolerance approach to discrimination in all forms, includes the bullying or harassment of any individual. This applies not only in the workplace but outside work where there is a work connection – for example at a social or Citadel sponsored event, or whilst individuals are travelling for business. Bullying and harassment can occur in-person or remotely including through calls, texts, instant messaging, emails, and social media usage (whether using work or personal devices and irrespective of whether it takes place in or out of work hours). Such behaviour is normally considered gross misconduct and is likely to result in dismissal; in serious cases, it may be a criminal offence. It is also no excuse to say you were unaware your words or actions would cause offence. Both Citadel, as the employer, and the person carrying out the bullying or harassment can be liable. If you bully or harass colleagues, you may have to pay compensation personally. Bullying and harassment includes conduct that creates an intimidating, degrading, or offensive environment. It might include (but is not limited to): • Unwanted physical conduct including touching, pinching, pushing and grabbing; • Nicknames, slurs, jokes, or derogatory or stereotypical remarks or questions that relate to or are based on any protected characteristic; • Mocking, mimicking or belittling a person’s disability; • Open aggression, threats, use of obscenities, or shouting at an individual; • Subjecting an individual to humiliation or ridicule, belittling their efforts, and/or criticising or making degrading comments about them in private or in public; • “Picking on”, ostracising or marginalising an individual, for example by unreasonably excluding that person from discussions or decision-making; or • Sending or displaying material that some people may find offensive (including text messages, video clips and images sent by mobile phone or posted on the internet, objects, pictures, posters, calendars or cartoons). Whilst we take all forms of harassment very seriously, for illustrative purposes we have listed below some examples of what might constitute harassment related to sex or of a sexual nature: • derogatory or inappropriate comments about gender or an individual’s body, appearance or dress;
• sexism or ostracism related to gender (whether the person affected is of the same or different gender); • sexual jokes or innuendo, or verbal abuse of a sexual nature; • gender stereotyping, which may occur when conduct or personality traits are considered inappropriate because they may not conform to ideas or perceptions about how individuals of a particular gender should act or look; • physical conduct of a sexual nature ranging from unnecessary touching to kissing, hugging, grabbing or sexual assault; • unwelcome sexual advances, remarks, or suggestive gestures; or • pressure for sexual favours (including through the abuse of power/seniority) or detrimental treatment following the rejection of a sexual advance. This list is not exhaustive. Sexual harassment includes harassment on the basis of sex, sexual orientation, self-identified or perceived sex, gender, and/or the status of being transgender.
Your responsibilities
You must demonstrate respect for your colleagues and act appropriately and respectfully at all times. All employees have a personal responsibility to comply with this policy, do their best to ensure that it is adhered to in their day-to-day work and ensure discrimination in any form does not occur. Managers are responsible for ensuring that this policy is applied in their area of responsibility. What to do if you have a complaint If you believe that any form of discrimination or retaliation is taking place, or if you have reason to believe that someone else is being subjected to such treatment, you are encouraged to report this to your manager, Business COO or Human Resources. You may choose to report the matter to the person with whom you are the most comfortable. If a client or other third party (someone not employed by us) subjects you to any form of discrimination or retaliation, you should inform us. We will do what we reasonably can to prevent it happening again. If you see this happening to a colleague, you should also tell us.
You may want to try to resolve the problem informally by explaining to the individual concerned that their behaviour is unwelcome and should stop. If you wish, you may do this with support from a colleague or a manager. If you feel that attempts at informal resolution have not worked or you wish to make a formal complaint, you should follow the Grievance & Workplace Concerns Procedure in this Handbook and in your Home Location Addendum. All complaints will be investigated by an impartial party and will be afforded as much confidentiality as possible, however absolute confidentiality cannot be guaranteed. We reserve the right to suspend the alleged harasser on full pay and benefits whilst the investigation is being carried out. If it is found that a disciplinary offence has occurred, disciplinary action will be taken under our Disciplinary Procedure. This can be found in your Home Location Addendum. Prohibition Against Retaliation
We prohibit any form of retaliation or victimisation against any employee who, in good faith, reports a complaint under this policy or assists in an investigation and shall treat such retaliation or victimisation as a disciplinary offence. Training
We conduct regular workplace training on discrimination, harassment and respect. Please see your Home Location Addendum for any additional requirements that may apply in your country.
Health and Safety Policy
We are committed to providing a safe work environment for our employees and other visitors to our facilities. We seek to provide and maintain safe working conditions, equipment and systems of work for all our employees, and to provide such information, training and supervision as they need for this purpose. To help accomplish this, you are expected to work diligently to maintain safe working conditions and to adhere to practices and procedures designed to prevent injuries and illness. Your responsibilities in this regard include:
• Exercising maximum care and good judgement at all times to prevent accidents and injuries; • Reporting to managers and seeking first aid for all injuries, regardless of how minor; • Reporting unsafe conditions, equipment or practices to managerial personnel; • Observing conscientiously all safety rules and regulations at all times; • Promptly notifying managers, before the beginning of the workday, of any medication you are taking that may cause drowsiness or other side effects that could lead to injury to you or your co-workers; and • Familiarising yourself with all our procedures and policies relating to health and safety, including first aid, fire, and accident procedures. We reserve the right to request that you leave the premises if, in our judgement, your injury or illness poses a direct threat to the health and safety of others in the workplace, in accordance with applicable law. Further details of this policy and the employees responsible for health and safety issues will be provided to you from time to time by the Workplace Team. Drugs and Alcohol
Employees who work while under the influence of alcohol or illegal drugs pose a danger to themselves, their colleagues, Citadel and the general public. Accordingly, you are strictly prohibited from using, possessing, distributing, selling, purchasing, manufacturing or being under the influence of illegal drugs or prescription only drugs that have not been prescribed for your current use at any time while you are employed by Citadel. In addition to potential legal consequences, violations of this policy may lead to disciplinary action, up to and including termination of employment.
Employees must also be mindful of alcohol consumption at company sponsored events. We expect every member of our team to act with integrity and exercise sound judgement. Accordingly, no Citadel sponsored events will serve alcohol past 11pm local time.
This policy does not apply to the lawful use of prescription drugs under the supervision of a licensed health care professional within the limits of a valid prescription, or to possession or consumption of reasonable quantities of alcohol in the workplace when sanctioned by Citadel management. As permitted by law in your Home Location, Citadel reserves the right to require you to undergo appropriate tests designed to detect the presence of alcohol, illegal drugs or other controlled substances when in Citadel’s sole discretion there is a reasonable basis to do so. Your refusal to submit to a requested test under this policy may result in disciplinary action, up to and including termination of employment. Office Facilities and Environment
Noticeboards, Property and Facilities
Noticeboards in communal office spaces and kitchens are predominantly intended to be for Human Resources to post useful information; they should not be used to post materials of any kind that are inconsistent with our Personal Solicitations policy. Office equipment, stationery and other office supplies and facilities are our property and are not for your personal use, unless approved in advance by your manager. Unless expressly authorised, services provided by our vendors should not be used by employees for personal use. Smoke-Free Environment
To maintain a safe and comfortable working environment, and in accordance with local legislation, smoking (including electronic cigarettes) is prohibited in all our office premises without exception. Personal Appearance
Our office dress code is business casual. However, you should wear appropriate attire having regard to any client or other appointments, and present professionally at all times.
You are also expected to keep your work environment clean and tidy. To this end, please make an effort to organise and clear all materials from work surfaces prior to leaving at the end of each day. Confidential or sensitive materials should be securely stored at the end of the day and computers switched off.
Personal Property
Property
You should take care of your property to prevent theft and you are responsible for the safety of your own personal property on our premises. We cannot accept responsibility for any loss or damage caused in this regard. If you choose to keep personal property at work, be advised that it may be accessed at any time by Citadel personnel. Notification of articles lost or found on the premises should be made to the Workplace Team or Security. You should refrain from having personal mail sent to you at our premises. We cannot accept liability for the loss of such mail. Inspections
In the interests of the safety and security of our staff and property, we reserve the right to inspect any personal bags, briefcases, clothing, possessions or storage areas within our offices where this is considered to be reasonably necessary. Such inspections will only take place with the authorisation of the Chief Operating Officer or a member of the Human Resources team and will be conducted with a witness. Workplace Violence
You are strictly prohibited from any act or threat of violence against any person, including employees, customers, clients, vendors, service providers or other visitors, in or about our facilities or while you are engaged in our business. You are further prohibited from such conduct against any of your colleagues at any time, to avoid tension and conflict inside the workplace.
You may not bring weapons of any type onto our premises at any time, regardless of whether they are in your personal possession or whether they are properly licensed. If you violate this rule, this will be treated as an act of gross misconduct which is likely to result in the immediate termination of your employment as well as possible legal prosecution. We will take appropriate action where such conduct does occur, including notifying law enforcement officials. As our employee, you should warn appropriate personnel, for example your manager or the Chief Operating Officer, if you observe or are made aware of any inappropriate behaviour relating to violence in the workplace. Your report will be held in confidence to the extent possible and you should not suffer any detrimental treatment by us for making a report in good faith under this policy. Policy for Use of Citadel’s IT Systems
You must comply with the provisions of our Policy for Use of Citadel’s IT Systems on the Intranet when accessing or using our IT systems or equipment including our network, computers, laptops, mobile phones and other electronic devices. For further information, please refer to the policy.
Professional Standards, Conduct and Ethics
Whistleblowing Policy We conduct our business in accordance with all applicable laws and regulatory requirements within your Home Location and all countries in which we do business. It is important you fulfil your own responsibilities consistently with this intention at all times. Failure to do so may lead to disciplinary action and other legal and regulatory consequences.
We want to encourage a working environment where employees feel comfortable about highlighting malpractice – a practice often referred to a “whistleblowing”. Malpractice might include criminal activity, breach of legal obligations, endangering somebody’s health or safety, environmental damage and any attempt by any person to conceal any such matters. If you believe that malpractice is taking place or is likely to take place within Citadel, we encourage you to bring this to our attention. If you would like to notify us in writing, you should forward a written summary of your concerns to the General Counsel and Head of Human Resources for Europe at whistleblowing@citadel-legal.com. Other ways in which you can raise whistleblowing concerns and further details of our whistleblowing procedures are explained in your Home Location Addendum. We prohibit any form of retaliation against any employee who, in good faith, raises concerns or makes reports or complaints about malpractice, or assists in an investigation. If you have a concern relating to your own employment or the way you have been treated by us, a colleague or client, this should be raised instead under our Grievance & Workplace Concerns Procedure, rather than under the Whistleblowing Policy.
Media Enquiries, Social Media, and Presenting in Public
As Citadel grows, the Firm attracts increasing levels of attention from the public, including media, industry groups, and online forums. Every employee should be conscious of how we represent our organisation to the public. When in doubt, consult with your manager or Corporate Communications. Below are policies for the most common situations.
Media Enquiries
All media enquiries about Citadel should be referred to Corporate Communications. Employees may only speak to the press on our behalf where they are normally authorised to do so as part of their role or where explicit written permission has been given in advance by Corporate Communications or Legal & Compliance. If you need guidance on a press query, contact Corporate Communications. Social Media Social media consists of blogs, online social networks and other similar public communication venues. Participation in online forums is permitted in a purely personal capacity. However, employees are not authorised to act as a representative or spokesperson for us, or to disclose information that pertains to our business or confidential information. Unauthorised disclosure will constitute a violation of your Non-Disclosure Agreement with us. If you choose to participate in forums on the Internet, you are personally responsible and liable for what is communicated. Employees are expected to exercise common sense and caution. You must take care to ensure nothing you post is attributable to us or could reasonably be expected to damage our reputation. You should never post comments on social media that are discriminatory, harassing, offensive or defamatory to us, fellow employees or managers, investors, counterparties or clients. If you come across online content related to us that is incorrect or potentially damaging to our reputation, please forward it to Corporate Communications for appropriate action. Please refer to our Social Media Policy on the Intranet for more information. Public Speaking From time to time our employees are invited to speak on topics pertaining to our industry. These programs are often valuable to our business and to our reputation as a market leader. Because these programs require a considerable time commitment from our employees, it is important to manage this investment wisely. We pursue opportunities that are relevant, reach audiences who are important to us and provide value to the organisation. If you have been requested to speak on our behalf and feel the opportunity is worthwhile, contact Corporate Communications prior to agreeing to the speaking engagement and complete the Public Speaking Request form on the Intranet. Presenting Appropriately
As a member of our organisation, you are viewed by others as a representative of our business. Be sensitive to how you and we may be perceived by others through your words and actions. When in public – including business trips, industry events and Company functions – exercise good judgement and common sense. Disciplinary Procedure
Our disciplinary rules are set out in your Home Location Addendum. Please refer to this for further details.
Grievance & Workplace Concerns Procedure
This procedure is designed to help us resolve any workplace concerns raised by employees. If you are dissatisfied with any aspect of your employment, it is often best to try and resolve the matter informally by discussing it with your manager or with Human Resources. If you have a concern that cannot be resolved informally, you should set out in writing the alleged concern and send the written complaint to Human Resources. We will then invite you to attend a hearing to discuss the matter. You must take all reasonable steps to attend the hearing. During the hearing, we will discuss your concerns and you will have an opportunity to explain your views. After the hearing, we will tell you our decision. Please see your Home Location Addendum for any additional requirements that may apply in your country.
Use of recording devices in meetings
You, and anyone accompanying you, must not make any recordings (whether on your own device or on our device) of any meeting, hearing or conversation without the express consent of the person or people being recorded. This consent must be obtained in advance of making any recording. If we intend to record the meeting you will be told in advance. Covert recording is strictly prohibited. Such behaviour is normally considered gross misconduct and is likely to result in dismissal.
Employee Welfare and Benefits
Education and Training Programs We recognise the important role you have in creating and maintaining our learning organisation. Our Growth and Development Team provides professional development opportunities that enhance the performance of individuals and teams at Citadel. For full details regarding our education and training programs, including eligibility requirements, program restrictions, and the application/reimbursement process, please visit the Growth & Development page on the Intranet.
Employee Referral Program
We strive to create a workplace in which we can all take pride and we encourage employees to refer candidates for roles with us. If an individual referred by you is hired by us, you may, subject to applicable terms and conditions, be eligible to receive an employee referral bonus. Further information is available on the Intranet. If you have any questions regarding this program, please contact the Recruiting team.
Family Leave and Other Time Off
We recognise that many employees will have family responsibilities and other obligations in addition to the responsibilities they have to us. We are therefore pleased to support employees in achieving a healthy work/life balance. For some, this will include taking leave as a result of becoming a parent. Others may require time off to perform public duties or care for a dependant. We provide a number of options with regard to leave from work, many of which exceed legal requirements. Please refer to your Home Location Addendum for more information or contact Human Resources.
Employee Wellbeing
Citadel places great importance on both mental and physical health. Therefore, employees have access to a range of discretionary health benefits which includes GP services, health screens, dental care, Employee Assistance Programme, gym membership, WayForward and Headspace. Not all benefits are available in all locations – please see the My Benefits section on the Intranet for further details.
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