• Annual Leave for Part-time Employees (UK)

    by HR HR | Aug 08, 2022

    The full-time leave allowance is pro-rated. For example, if your full–time leave allowance is 23 days per annum, then 23 divide by 5 (for 5 days) times 3 days (if working 3 days a week) = 13.8 days’ leave.

    Bank Holidays

    There are usually 8 bank holidays per year, and your entitlement to these is pro-rated by the number of days you work per week. For example, if you work 3 days a week then 8 (bank holidays) is divided by 5 x 3 (for 3 working days) = 4.8 days’ entitlement.

    Depending on the days of the week you work and the days of the week the Bank Holidays fall on, your annual leave is reduced or increased.

    Using the example above:

    a) If you are entitled to 13.8 days’ annual leave and 4.8 bank holidays, and more than your entitlement to bank holidays falls on your working days, e.g. 6 days then your annual leave of 13.8 days will be less 1.2 days for bank holidays, a total of 12.6 days rounded up to 13 days leave entitlement for the year.

    b) If you are entitled to 13.8 days’ annual leave and 4.8 bank holidays, and less than your entitlement to bank holidays falls on your working days, e.g. 3 days then your annual leave of 13.8 days will be plus 1.8 days’ bank holidays, a total of 15.6 days rounded up to 16 days leave entitlement for the year.

    This calculation will need to be worked out each year.

    Institute closed between Christmas and New Year
    If these days fall on your normal working days, you will be paid for these days.

  • Annual Leave Entitlement for Leavers

    by HR HR | Aug 08, 2022

    Leaving the Institute

    The pro-rata holiday entitlement for staff leaving after a years’ service is based on completed, or partially completed, weeks of service during the holiday year in question (rounded down to the nearest half or whole day). Before you leave the Institute’s employment, the Institute may require you to take any holiday due or any part of it, or, you may not be able to take any holiday you request during your notice period. You will be paid up to a maximum of 10 days accrued holiday entitlement on termination of employment.

    If you are dismissed by the Institute for gross misconduct or if you leave without working out your notice period, you will only be entitled to any accrued statutory leave entitlement less any Bank Holidays, unless written permission has otherwise been granted.

    If your employment is terminated during or at the end of your probationary period, then the Institute will make a payment to you in respect of any accrued (at the rate of one-twelfth of your annual entitlement each month) but unused statutory holiday entitlement only.

    In cases where a member of staff leaving has exceeded their holiday entitlement, the Institute will make an equivalent deduction from any final payment.

    Please note, the period between Christmas and New Year is not included in any calculations of outstanding holiday entitlement.

     

  • Private Medical Insurance

    by David Giles | Aug 01, 2022

    CISI offer permanent employees after one years service the option to become a member of the CISI’s private medical insurance scheme. This is an age-rated scheme, currently provided by WPA.
    CISI will pay your annual premium, and you will pay tax on the value of your premium (this is included on your annual P11d form). Part time staff are asked to make a contribution towards the premiums.

    Please note, the WPA document is generic, please look at the application form to see the specific benefits available under CISI’s scheme. Members can consult their membership certificates for full information on their benefits, which include:

    • Outpatient - full cover
    • Therapy - £1,200 for chiropractic, osteopathy, chiropody, physiotherapy, acupuncture, homeopathy, nutritional and dietary services, occupational, speech & language therapy and psychology/ psychotherapy
    • Structured Counselling - up to 20 sessions following referral from EAP

    You also have access to a remote GP service and an Employee Assistance programme

    The Group policy telephone number members can call is 01823 625270.

    Staff are required to complete the necessary application forms, as staff are not automatically covered by the private medical insurance scheme.  Staff are responsible for informing the provider of any additional dependants to be covered and of any change of address or personal details.

    Please note that exclusions do apply and that staff are urged to familiarise themselves with the policy documentation (provided when confirmation of cover is received) which also explains how to make a claim.  Further details are available from HR.

    If you would like to join the scheme, please complete the application form and return it to HR@cisi.org.

    WPA Employee Application Form

    WPA Remote Benefits Brochure

    WPA Employee Flexible Benefits Summary

    WPA Support through Menopause

  • Long Service Awards Policy (UK)

    by David Giles | Aug 01, 2022

    The aim of this policy is to mark that an employee has completed a number of years' service with the Institute and thank them for the contribution they have made during that period.

    The long service awards are as follows:-

    3 years’ service      - a choice of a bottle of wine, red or white, or a box of chocolates

    5 years’ service      - £250 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates or flowers and a lunch to mark the occasion

    10 years’ service    - £500 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates, flowers or a plant and a lunch to mark the occasion

    15 years’ service    - £1,000 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates, flowers or a plant and a lunch to mark the occasion  

    20 years’ service    - £2,000 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates, flowers or a plant and a lunch to mark the occasion

    25 years’ service    - £3,000 paid via the payroll and subject to deductions for tax and NIC, a choice of a bottle of champagne, chocolates, flowers or a plant, an additional one-off week paid holiday and a lunch to mark the occasion

     Employees with:

    • 3 years service receive a card from the CEO and a gift of their choice
    • 5 years’ service receive a letter (includes pension increasing to 12.5%, two additional days leave a year), a card from the CEO, a gift of their choice and invitation to lunch
    • 10 or more years’ service receive a letter from the CEO , a gift of their choice, and invitation to lunch.

     

  • Charity leave

    by David Giles | Aug 01, 2022

    As part of its corporate responsibility policy and charitable aims, CISI employees can apply to take a CISI Charity day. The aim is to give you the opportunity to work for a charity or on community projects of your choice.

     Full-time employees can apply to take one CISI Charity day a year, and for employees who work three days or less a week, a half CISI Charity day a year. This is in addition to your annual leave, and the time does not have to be ‘made up’.

    You do need to be performing your role at a ‘good’ or above level, as defined in the performance management scheme, to take a ‘CISI Charity Day’.

    You must request your ‘CISI Charity Day’ in advance on E-DAYS, and add the name of the charity / community project. If you wish to, you can write a few words and provide a photograph to appear in InCISIve.

    This is not available for employees on contracts of less than one year. 

  • Bereavement leave

    by David Giles | Aug 01, 2022

    The Institute provides support to employees at the time when someone close to them dies. This includes paid bereavement leave, the amount of which is related to the closeness of the employee to the deceased, and the guidance is as follows:

    Up to five days paid bereavement leave is available, on the loss of a close relative for example parent/ step parent, in law, child, sibling, spouse/ partner. This can be used flexibility as needed around the time of the loss, to make arrangements or other needs arising out of the bereavement and for the funeral / cremation.

    Up to 10 days paid bereavement leave on the loss of a child. This can be used flexibility as needed during the first year following the loss, usually either as a two week block or two separate blocks of one week.

     There may be circumstances when the employee needs a longer period of leave, and unpaid leave or to use their annual leave entitlement. This may be agreed, at your Executive Directors discretion.

    One days paid bereavement leave may be given in other circumstances, eg the loss of a grandparent, aunt/ uncle or close friend, at your Executive Director/ Assistant Director’s discretion.

    If an employee needs additional support during this time, CISI has an Employee Assistance Programme (EAP) and there are mental health first aiders available for the employee to talk to. Please also see the urgent family leave policy.

  • Annual Leave Entitlement (UK)

    by David Giles | Aug 01, 2022

    Annual Leave

    The Institute’s holiday year begins on 1st January and ends on 31st December.

    Legally employees are entitled to a statutory number of days holiday per year.

    For permanent employees your actual paid holiday allowance for a full year is stated in your Contract of Employment. You will be notified in writing should this change. In general, this will reflect the following leave entitlements, plus pay on Bank Holidays in England:

    Basic allowance - 23 days’ basic entitlement which increases to 25 days per annum after 5 years’ service.

    Senior Executive job band leave allowance - 24 days’ basic entitlement which increases to 26 days per annum after 5 years’ service.

    Managers job band leave allowance - 25 days’ basic entitlement which increases to 27 days per annum after 5 years’ service. Please note this does not apply to all staff with ’manager’ in their job title. Your Contract of Employment will show the level of leave applicable for you.

    Directors leave allowance - 27 days’ basic entitlement which increases to 29 days per annum after 5 years’ service.

    Your holiday allowances will increase from the beginning of the holiday year in which you will complete 5 years’ service.

    In addition, the Institute closes each year after Christmas Eve (or the last working day before Christmas) until the first working day in January. These paid days are not taken from your holiday entitlement as shown above or as stated in your Contract of Employment. These days will not be included in any calculations of outstanding holiday entitlement on leaving the Institute.

    Employees who work part-time should refer to their contract of employment to see their pro-rata entitlement to leave. Please also see the handbook section on leave entitlement for part-time employees.

    No holiday commitments should be entered into without the prior approval of your manager, and all requests for holiday should be processed and approved before the holiday is taken or you have committed to the holiday.

    Staff are encouraged to take at least one break of two consecutive working weeks during each holiday year. Any period of annual holiday longer than two consecutive working weeks, must be discussed and agreed with your line manager in advance and before you have booked or committed to the holiday.

    Holidays booked before joining the Institute may be taken by prior agreement.

    Employees on non-permanent short term contracts - 20 days’ annual leave pro-rata where applicable, plus bank holidays, which equals the statutory number of days’ holiday per year.

    Holiday in the first year of employment

    During the first year of your employment your holiday accrues at the rate of one-twelfth of your annual entitlement each month in that year. This means on the first day of employment you accrue one-twelfth of your annual entitlement than a month later a second one-twelfth and so on.

    Carry over of accrued leave

    Holiday entitlement should not normally be carried over from one year to the next. However, you may be allowed to carry a maximum of one weeks’ leave entitlement (e.g. if you work four days a week this would be four days) forward to the following year, as accrued leave.

    Any leave in excess of these days will be lost. Carried over leave should be used by the 30th June of the following year and not carried forward into future years.

    Withdrawing entitlement to salary / holiday pay

    Entitlement to salary / holiday pay may be withdrawn in the following circumstances:

    • absence on holiday for which prior approval has not been given

    • unauthorised absence

     

  • Birmingham annual dinner celebrates the city and CISI exam achievers

    by Zainab Razeek | Jul 22, 2022

    Guests contributed £1,275 to Birmingham Children’s Hospital at the event, held at Edgbaston Cricket Stadium on Thursday 23 June

    Click here to view photos from the event.

  • Absence Management Policy

    by David Giles | Jul 19, 2022
    The aim of this policy is to provide guidance on the Chartered Institute for Securities & Investment’s (CISI) approach to absence management.

    The Institute’s approach is to be fair and understanding in cases of sickness absence, where employees from time to time will be unavoidably absent from work. However poor levels of attendance can contribute to the disruption in services provided to the Institute’s clients and customers, the Institute not achieving its objectives and poor morale.

    This policy covers all employees of CISI. It highlights how the Institute, and its employees can work together for the wellbeing of everyone and to maintain attendance levels.

    Procedure for absence

    In order to comply with terms and conditions of employment, the following procedures must be followed.

    Notification
    If you are absent from work for whatever reason (except by prior arrangement) you must telephone your Line Manager by your normal / contractual start time on your first day of absence. If they are not available you should contact your Department Executive Director / Assistant Director, and if neither are available you should contact HR. You should indicate the reason and likely length of your absence. You should also keep your manager informed, at regular intervals, during your period of absence. You must ensure that you speak to one of these people, emails or text messages are not acceptable.

    For employees in International offices, if your Line Manager is not available (due to the time difference), please contact a colleague and ensure they pass the information to your manager. You must speak to someone; emails or text messages are not acceptable.

    If in exceptional circumstances there is a genuine reason which prevents you from making the call to the Institute, a family member, partner or friend may make the call.   They will need to state the reason the call is not being made by you as well as providing their name, relationship and a contact telephone number. You must ensure that the person gives the Institute all the information that is required.

    Maintained contact
    If you are absent for more than 3 days (unless you have sent the Institute a doctor’s certificate indicating the date you will be returning to work), you should contact your line manager to update them on how you are feeling and when you may be returning to work. If you are absent for a long period, you must continue to maintain regular contact with the Institute during your absence until you confirm your date of returning to work.

    Return to work
    Ideally on the day you return to work (or within 48 hours) you must complete a self-certification form, which is available on Edays once your manager has logged your absence.
     It is good practice for managers to speak to employees on their return to work, and your manager will have an informal or formal discussion with you.   This discussion or meeting will provide an opportunity for your manager to ensure you are ‘fit to return to work’ and check whether any help may be needed. If support is required, then an email should be sent by the manager to HR@cisi.org informing HR.

    In the UK, if you have been absent for more than 7 days including weekends, you must also provide a doctor’s certificate which can also be uploaded to Edays.

    If you are absent, for short periods, on several occasions, which are connected to the same illness, you may need to obtain doctors certificates or medical reports.

    Sick Leave Flowchart

    * In Sri Lanka, a medical certificate is required after 3 or more consecutive days absence.

    For Overseas offices, you should provide Doctors certificates / notes as set out in your terms & conditions of service and as required by local regulations.

    Repeated absence

    If you have been absent on 3 or more separate occasions in a 3-month period, your line manager will arrange for you to speak with your Department Executive Director / Assistant Director so they can understand the reasons for the absences.

    Long term absence

    The company offers contractual sick pay, as set out in the Employee Handbook, (or in your contract for employees in International offices) provided the employee fulfils certain procedures.

    In the UK there is Group Income Protection Insurance cover for eligible employees who are unable to work on a long-term basis due to illness or injury. Further details are available in the Employee Handbook.

    Withdrawing Institute sick pay

    Entitlement to Institute sick pay may be withdrawn in certain circumstances including:

    • Absence because of sickness without a satisfactory explanation:
    • Failure to comply with the absence procedures.
    • Working from home when potentially contagious

    Employers have a duty to protect the health & safety of their staff in the workplace.

    Please take responsibility for yourself and for other people you work with.

    Take care of your own wellbeing first and foremost. If you’re not feeling well stay home. If you’re showing any signs of illness that is likely to be contagious, don’t come to the office and spread those germs. You should work remotely but only if you can satisfy your manager that you are well enough to work despite having symptoms of illness.

    If a member of your household has a contagious illness you can agree with your manager to work remotely for up to a 48-hour period (subject to review after this time).

    Working from home with other minor illnesses

    When an employee, who is scheduled to be working in the office, is absent due to a minor illness and offers to undertake work from home during their absence, this may be reflected in their sick record. This may be agreed in certain circumstances and the guidelines are:

    • If parts of their job can be done from home
    • This is a short period – not likely to be more than 3 days
    • They have notified their line manager of their absence in line with the absence policy
    • If they are physically able to work but for reasons (e.g., limited mobility), cannot come into the office
    • If a doctor’s certificate has been issued for the absence, working from home will only be allowed in special circumstances
    Authorisation will be given by the Executive Team or Country Head, who may delegate to the line manager, in line with this policy. The employee must complete a self-certification form on Edays within 48 hours of returning to work

    Sending employees who are not well home 

    Executive Team and Country Heads can send employees home if they are contagious or not well and unable to undertake their job. Managers can make a recommendation to Executive Team and Country Heads if they are concerned that a member of their team is not well. When an employee must stop working due to sickness part way through a day, this is not recorded as sick leave. 

    Monitoring absence

    All absences are monitored to ensure the wellbeing of employees and that this policy is being applied fairly and consistently across the Institute.

    Where there is concern for an employee's health and their ability to carry out work, the Institute reserves the right to ask the employee to have an independent medical examination, the cost of which will be borne by the Institute. The Institute may also contact the employee’s doctor for further information or ask the employee to provide doctors’ certificates for all absences. 

    While it is not the Institute’s intention to penalise employees with genuine health problems, Disciplinary action may be taken in certain circumstances such as:

    • where an employee is medically fit to return to work and fails to do so
    • does not comply with the absence procedure
    • has a continued unexplained absence
     


     

  • Sick Pay

    by David Giles | Jul 19, 2022

    Institute Sick Pay Policy

    This applies to permanent members of staff, and to qualify, you must have:

    • completed your probationary period with the Institute or have three months’ service, whichever is the longest

    • complied with the requirements of notification of absence and the provision of self-certification certificates or doctor's notes

    Institute sick pay paid in any rolling 12-month period will be as follows:

    After probationary period or three months, whichever is the longest, but less than 1 year4 weeks
    1 year but less than 2 years6 weeks
    2 years but less than 5 years 12 weeks
    More than 5 years 16 weeks

     

    The levels of entitlement set out above can, at the discretion of the Chief Executive be extended to a maximum of 26 weeks’ pay.

    The payment made by the Institute includes any entitlement to Statutory Sick Pay (SSP).

    Institute sick pay will be paid at the discretion of the Executive Team and will not be unreasonably withheld. While the Institute will normally be sympathetic to cases of genuine sickness, illness or accident, persistent absence for these causes may be investigated.

    Where there is concern for an employee's health and their ability to carry out work, the Institute reserves the right to ask the employee to submit to an independent medical examination, the cost of which will be borne by the Institute.

     Statutory Sick Pay (SSP)

    SSP is given when an employee has been absent from work for at least 4 or more days (including Saturday and Sunday). This is known as the period of incapacity to work (PIW). The first 3 days of absence are "waiting days" and do not qualify for SSP.

    It should be noted that SSP, which is paid to the employee by the Institute on behalf of the State, is subject to income tax and National Insurance deductions.

    Withdrawing Institute Sick Pay

    Entitlement to Institute sick pay but NOT SSP may be withdrawn from members of staff in the following circumstances:

    • when staff on joining, knowingly conceal information about any disease, injury or ailment;
    • when staff, after joining, render themselves unfit for work (for example, taking part in a dangerous sport or activity, by self-inflicted injury, by negligence, by the use of illegal drugs or substances, by doing work for another employer);
    • failing to submit to an independent medical examination if reasonably requested to do so by the Institute;
    • any other substantial reason

    Withdrawing Institute Sick Pay and SSP

    Entitlement to Institute sick pay and possibly SSP may be withdrawn in the following circumstances:
    • absence because of sickness without a satisfactory explanation
    • failure to comply with the absence procedures
     

  • Deep pockets at first annual dinner in Liverpool for three years

    by Zainab Razeek | Jun 30, 2022

    The Liverpool, Chester and North Wales annual dinner 2022 yielded a staggering £8,310 for the Owen McVeigh Foundation

    Read the full article here.

  • Cross Border Event - Future trends in Asset & Wealth Management How, Where and Why we work

    by Zainab Razeek | Apr 05, 2022

    April 4th 2022
    Joint event CISI Ireland and CISI Northern Ireland Branch

    This was an historical first joint event between the two bodies.

    Expertly chaired by George Littlejohn, this was a lively session looking at key trends in our industry. Simon Howley from Goodbody Stockbrokers Dublin and Chris O’Neill from Smith & Williamson Belfast spoke of the challenges and opportunities in the industry today. Gareth Hetherington from University of Ulster provided some insights from research carried out, while Payal Mitra of PWC spoke about productivity during the pandemic and the steps necessary for a more diverse workplace, especially at senor management level. This highly interactive panel covered some of the key trends facing us today in a lively and engaging session.

  • How to extract value from Bonds in 2022

    by Zainab Razeek | Apr 05, 2022

    Erick Muller of Muzinich & Co provided a thoughtful and engaging session on the outlook for the various classes of bonds in 2022. Being strategic and nimble would be key in an environment where the path to higher interest rates was basically nailed down in his view. There was a very good attendance from the audience where high engagement was evident from the fact that so many stayed until conclusion.

  • CISI qualifications in Ireland get Sustainable Finance Skillnet support – further boost to financial services education

    by Zainab Razeek | Feb 25, 2022

    The Chartered Institute for Securities & Investment (CISI) is delighted to announce its partnership with Sustainable Finance Skillnet to offer firms up to 60% off bulk orders of CISI qualifications, Professional Refresher elearning Modules or bespoke training packages.

    Sustainable Finance Skillnet is a national network working to develop skills and leadership capacity to advance ESG best practice across Ireland’s financial services sector. Its objective is to support sustainable business growth and practices in Ireland by embedding sustainable approaches within firms through the delivery of specialised training aimed at business leaders and employees.

    The CISI is the global leading professional membership body for those working in fund services, global wealth management, capital markets and financial planning.

    The key CISI approved qualifications and elearning modules are:

    Qualifications

    • Climate Risk Certificate
    • Green and Sustainable Finance Certificate

    elearning Modules

    • Environmental, Social and Governance (ESG) Investing
    • Ethical and Sustainable Investment
    • Green Bonds and Asset-Backed Securities
    • Greenwashing
    • Impact Investing
    • Integrity and Ethics
    • Responsible and Sustainable Investment Funds and the Equity Markets
    • Responsible Investment - The Taxonomy

    Kevin Moore, Chartered FCSI and CISI Global Business Development Director said: “We are delighted to be working with SFS in Ireland who play such an important role in supporting the skills and development of financial services professionals. These qualifications are key in increasing professionalism in the areas of environmental, social and governance. Knowledge and skills are integral to maintaining high standards of ethics and integrity and ultimately in increasing trust and confidence for investors and consumers.”

    Eugene Kiernan, FCSI and President of CISI Ireland National Advisory Council said: “We are delighted to further develop our long relationship with SFS with a robust suite of Green Finance modules. CISI has long been a champion of practical skills and training, and these new initiatives ensure pole position in the future of the Irish Financial Services sector, where success and sustainability will go hand in hand.”

    If you are interested in taking CISI qualifications, contact deirdre.lawson@cisi.org. For further information on Sustainable Finance Skillnet contact skills@sustainablefinance.ie  or sfskillnet.sustainablefinance.ie

  • Happy New Year - A message from your President

    by David Giles | Jan 13, 2022

    Best wishes for 2022 to all our members and friends here in Ireland and globally.

    As we face into year three of the pandemic, it remains just as frustrating as ever that we can’t meet in person, but who knows maybe we’ll get to have that elusive “cup of coffee” this year.

    As a truly global organisation, we get a clear sense of the different work experiences of our members, and the stress that can sometimes come with renewed restrictions where they occur.

    Be assured that the CISI’s National Advisory Council (NAC) here in Ireland considers the whole subject of real or virtual meetings on a regular basis and view health and safety of our members as the top priority.

    2021 saw an impressive number of virtual events organised by CISI Ireland, with topics ranging from trust in financial services to global macroeconomic outlook and much more.

    Over the past two years we have been delighted to partner with bodies such the IDA, Central Bank, 30% Club, London School of Economics, Irish Banking Culture Board, and many more in bringing events to our membership.

    We are working on an equally impressive line-up for 2022. Our survey of members here has provided clear guidance in terms of what you want to see.

    We are delighted to see continued interest in our educational offerings across a wide range of topics including Investment Operations and ESG investing.

    I would encourage you to look at our extensive e-learning library which is continually updated on MyCISI.

    As always, for information on membership, training or general issues please contact Deirdre Lawson, your representative at the CISI.

     

    Best of Luck for 2022!

    Eugene Kiernan

    President National Advisory Council, Ireland.

  • Where to now: Outlook for the global and Irish economies in 2022

    by Nicola Purcell | Dec 14, 2021

    This webcast, held on 9 December, was our final “event” of what was quite a busy schedule for 2021.

    Two excellent speakers addressed a highly engaged audience on the economic and investment outlook both globally and closer to home. Scott Thiel of Blackrock Investment Institute gave a sneak preview of their core views for the coming years, which entails being tactically short on government bonds as an asset class, while still favouring equities. Jim Power, one of Ireland’s leading economists, highlighted many of the issues pertinent to our own local economy such as Brexit impact. Interestingly he cited political risk as something for investors to bear in mind.

    There were several questions from the audience on issues such as stock market valuation and how pension trustees should respond to the forecast economic environment.

    In a poll carried out with the audience the majority believed inflation in 12 months’ time would be at current levels or higher.

  • Financial literacy is vital in rebuilding trust.

    by Nicola Purcell | Nov 16, 2021

    Pat Lardner, CEO of Irish Funds, spoke at a Chartered Institute for Securities & Investment virtual seminar this week, on the vital need to improve financial literacy levels as part of the process of rebuilding trust in financial services in Ireland. 

    Diversity of thought and constructive challenge are also key building blocks in what is a journey not a destination, he noted. Mr Lardner stressed that in financial services, “reputation binds everything we do.”

    Also speaking at the event, Marion Kelly, CEO of the Irish Banking and Culture Board, said that, “when mistakes happen, they need to be addressed quickly and communicated quickly.” Ms. Kelly also welcomed moves towards individual accountability at executive level and highlighted the benefit of a consultation process in the lead up to such legislative change.

    Michael Mainelli, Chartered FCSI(Hon), Chairman of Z/Yen, stressed reputation and brand as key elements not just locally but globally. Mr Mainelli pointed to concentration in financial services not being a good thing whether amongst banks, auditors or rating agencies.

  • Central Bank of Ireland – Market Abuse Thematic Review Progress, Priorities and Problem Areas

    by User Not Found | Oct 19, 2021

    This webcast, held on 6 October 2021, was extremely well attended and the latest in a number where we have partnered with CBI on a range of issues. The audience, drawn from a wide range of domestic firms, was highly engaged and attendance held strong  from start to finish. The Central Bank team of Steven Clark, David Gilsenan and Shane Kirwan explored issues such as insider registers and trade surveillance for issuers and advisors in Irish capital markets.

    At CISI Ireland, we are very happy to work closely with the regulator and further their efforts to reach out to participants in financial services. We look forward to our next session – and hope to do it face to face!


  • Making waves with Beach Buddies at joint annual dinner

    by David Giles | Oct 15, 2021

    Our joint CISI Isle of Man branch & Isle of Man Wealth & Fund Services Association annual dinner raised over £1k towards cleaning up beaches around the world

    View the article

  • Annual dinner raises profile and funds for Quartet Community Foundation

    by David Giles | Oct 15, 2021

    Our CISI Bristol & Bath branch annual dinner on Thursday 9 September 2021 raised £1,130 towards supporting the local community

    View the article here